LitShark
Predator
- Joined
- Nov 8, 2002
- Posts
- 3,473
Echosong Biomed was on the verge of something huge.
Calvin Woodbridge, the CEO, had made the controversial decision to relocate the R & D facility to the Cayman Islands in order to eschew what he considered Draconian laws in the United States related to the use of pre-natal stem cells. By moving the research and development operations outside of the states, Echosong was uniquely able to blaze a trail in the realm of autoimmune and cancer treatment.
Yes, Echosong was on the verge of finding a cure for cancer.
It wasn’t common knowledge, but for their competitors and contemporaries, it was no secret either. The company was moving back to the United States for patent registration and testing. As such, anyone who was anyone in the field was clamoring to be a part of this historic, not to mention profitable opportunity.
Most of the staff was brought back from the Caymans, along with their intellectual property, but there were spots for promising, young interns. Due to the high demand, Calvin decided to be a maverick again, with a rather peculiar set of conditions for incoming interns.
With everything wrapped in an airtight NDA, covering everything from application to the interview process and beyond, Calvin’s program required that applicants be female, aged 19-23, unmarried and childless. These conditions on their own were unconventional, but the deeper language of the contract required that any interns hired would be required to work as “Stress Relief Technicians,” for the full-time staff. This meant that in addition to their ordinary duties as interns (getting coffee, setting appointments, answering calls), the new hires would be required to service the sexual needs of any full-time employee that had need of them.
There had been a handful that had walked out in indignation, but he was relieved to thin the field.
“Send in the next one,” Calvin spoke into his intercom, reaching Mark, who had been head of Human Resources since the “ground floor.”
“She’s headed in now.” The intercom answered, the sound quality immaculate—like everything else in Calvin’s office.
Calvin looked up to see who the next applicant would be, eager to see how she might respond to the “Free Use Clause,” as it was more casually known among the employees. It was slightly thrilling in a way Calvin had been worried that his obscene wealth had made him numb to.
“Welcome. Please, have a seat, Miss…” Calvin waited for her to tell him her name and sit across from his huge, granite desk.
Calvin Woodbridge, the CEO, had made the controversial decision to relocate the R & D facility to the Cayman Islands in order to eschew what he considered Draconian laws in the United States related to the use of pre-natal stem cells. By moving the research and development operations outside of the states, Echosong was uniquely able to blaze a trail in the realm of autoimmune and cancer treatment.
Yes, Echosong was on the verge of finding a cure for cancer.
It wasn’t common knowledge, but for their competitors and contemporaries, it was no secret either. The company was moving back to the United States for patent registration and testing. As such, anyone who was anyone in the field was clamoring to be a part of this historic, not to mention profitable opportunity.
Most of the staff was brought back from the Caymans, along with their intellectual property, but there were spots for promising, young interns. Due to the high demand, Calvin decided to be a maverick again, with a rather peculiar set of conditions for incoming interns.
With everything wrapped in an airtight NDA, covering everything from application to the interview process and beyond, Calvin’s program required that applicants be female, aged 19-23, unmarried and childless. These conditions on their own were unconventional, but the deeper language of the contract required that any interns hired would be required to work as “Stress Relief Technicians,” for the full-time staff. This meant that in addition to their ordinary duties as interns (getting coffee, setting appointments, answering calls), the new hires would be required to service the sexual needs of any full-time employee that had need of them.
There had been a handful that had walked out in indignation, but he was relieved to thin the field.
“Send in the next one,” Calvin spoke into his intercom, reaching Mark, who had been head of Human Resources since the “ground floor.”
“She’s headed in now.” The intercom answered, the sound quality immaculate—like everything else in Calvin’s office.
Calvin looked up to see who the next applicant would be, eager to see how she might respond to the “Free Use Clause,” as it was more casually known among the employees. It was slightly thrilling in a way Calvin had been worried that his obscene wealth had made him numb to.
“Welcome. Please, have a seat, Miss…” Calvin waited for her to tell him her name and sit across from his huge, granite desk.
