Thursday, April 24, 2008
Known Facts
It also appears that the NIF (National Ignition Facility) directorate has placed about 100 of its matrixed people on EBA (Employee Between Assignments) status and sent them back to their home directorates. The problem is that some fraction of them were also placed on NIF's list of people with essential SKAs (skills, knowledge and abilities) and were thus made ineligible to take the VSSOP (Voluntary Self-Select Separation Plan), which now makes them ineligible for the ISP (Involuntary Separation Plan), i.e., the layoff which will start taking place the week of May 19. In other words, some NIF EBAs may wind up returning to their home directorates and displacing other employees who have funded assignments.If this happens, it may be prejudicial to good labor relations, and may even expose the lab to litigation.
Subscribe to:
Post Comments (Atom)
9 comments:
I wouldn't worry about his to much since. They exempt status for ALL NIF employees runs out Sept 29th or at the end of this ISP which ever comes first. As far as some NIF employee going onto the EBA list and then sent back to their parent command to replace a non EBA employee that had funding is unlikely unless the funded employee is junior. If that's the case then its a matter of standard lay-off policy procedures and that is quite legal until seniority is removed from the PPM section K which is being worked on and should be out at the end of July. Then it's a free for all. That should make you happy. I know FR's licking his chops. You can gather that by his attitude from his last presentation. he reminds me of the creature in the movie "Predator". In the end he got his too.
Known Facts is always a good title. Especially when it ends with "expose to litigation" which is never a known outcome. The Lab tried to remove seniority 13 years ago and it lead to a tolled law suit by SPSE until the Lab privatized and that made it moot. The only way the Lab could have a legal violation of layoff policy is if there was a legal contract in place. There is none at the moment. Since the Lab policy states that people with equivalent SKAs will be reduced by inverse seniority, the term "equvalent SKAs" would have to be defined. The only people defining that term is Lab management. Remember in the 200 series you are ranked 1-to-N, with no ties.
Here's some facts for you.
LLNS Termination Request
How much more does anyone need to realize. It may say The Employees of LLNL but I'm sure it speaks for a lot of us. I only wish who ever wrote it would come forward to Betsy Mason and lets get this in the press and on the airways nationally.
I agree with the letter faxed to the press and hope LLNS is thrown to the wolves and eaten alive, but lets face one little issue. No matter who we have running this place the CUT's would have happened, its just when under UC, they were more humane. We probably would have gotten a buy-out a few years ago of a 3 & 3 or 5 & 5 since they knew what was going to happen a long time ago. That my friends would have eliminated 50% of the work force faster than you s could snap your fingers and I would have been one of them. This would have left the jobs for so young ones But no, NNSA was to STUPID to leave things alone and have verified they're more stupid then I could ever imagine, by letter LLNS have the contract. What fool.
More facts.
Anyone care to poke holes in this document or write up an evaluation on LLNS and post it here. I'm sure the blogmater would love to start a new topic entitled, "LLNS In The Eyes of It's Employees"
Please Critique Away LLNS needs YOUR input
1. Treat colleagues with mutual respect, trust, and dignity and believe they are acting in the best interest of the company. Grage(F)
2. Help each other; ask for and give help and welcome it freely (it is not a sign of weakness). Go out of the way to provide extra support to fellow employees. Share experiences and lessons learned, both successes and failures. Mentor and seek training to the benefit of the team. Grage(F)
3. Communicate early, honestly, and completely with all who have a direct interest in the subject. Listen to others’ points of view.Grage(F)
4. Earn trust by accepting and honoring agreements, keeping promises, and discussing needed changes before acting. Grage(F)
5. Meet deadlines by honoring commitments. If your ability to meet a commitment changes, communicate with those affected BEFORE the deadline. Grage(F)
6. Work to understand LLNS goals and strategies and proactively support them through discussions, communications, and actions (for example, sharing resources). Grage(F)
7. Never undermine colleagues directly or indirectly. Grage(FF-)
8. Work jointly to resolve disagreements in good faith. If necessary, go to a higher authority together, then accept and support the solution. Grage(F)
9. Contribute constructively by exercising the highest level of professional and ethical behavior. Conduct yourself with the same high level of integrity when others are watching and when nobody is watching. Grage(F)
1. Treat colleagues with mutual respect, trust, and dignity and believe they are acting in the best interest of the company.
Translation:
Treat colleagues as if they are children and abuse their trust, strip away their dignity and rationalize that it was for the good of the company
2. Help each other; ask for and give help and welcome it freely (it is not a sign of weakness). Go out of the way to provide extra support to fellow employees. Share experiences and lessons learned, both successes and failures. Mentor and seek training to the benefit of the team.
Translation:
Ask for input from the employees as if you really care. Go out of your way to share silly stories about running red lights and attempting to suck coffee out of your cell phone. Mentor Ed Moses to become a bigger and better liar than you are.
3. Communicate early, honestly, and completely with all who have a direct interest in the subject. Listen to others’ points of view.
Translation:
Lie early,completely and often to everyone whether they have interest in the subject or not.
4. Earn trust by accepting and honoring agreements, keeping promises, and discussing needed changes before acting.
Translation:
Don't trust anyone and promise to break every agreement. Discuss needed changes and then do something completely different.
5. Meet deadlines by honoring commitments. If your ability to meet a commitment changes, communicate with those affected BEFORE the deadline.
Transaltion:
Wait until it's too late and lay everyone off.
6.Work to understand LLNS goals and strategies and proactively support them through discussions, communications, and actions (for example, sharing resources).
Translation:
Work to understand LLNS goals and strategies and proactively support them through lies and deceit.
7. Never undermine colleagues directly or indirectly.
Translation:
Always undermine colleagues behind their back or, if need be, to their face.
8. Work jointly to resolve disagreements in good faith. If necessary, go to a higher authority together, then accept and support the solution.
Translation:
Always negotiate in bad faith and if necessary, blame a higher authority.
9. Contribute constructively by exercising the highest level of professional and ethical behavior. Conduct yourself with the same high level of integrity when others are watching and when nobody is watching.
Translation:
Pretend to be professional and ethical. When no one is looking, make a mockery of others integrity.
April 24, 2008 4:44 AM
NIFties were ineligible for the VSSOP. Therefore they are not subject to ISP. When they return to the parent unit, they are certainly causing others to be let go even if they are junior to those with funded jobs.
3. Communicate early, honestly, and completely with all who have a direct interest in the subject. Listen to others’ points of view.
Translation:
Lie early,completely and often to everyone whether they have interest in the subject or not.
Take a look at the following link - maybe this study was released early to LLNS ULM?
http://news.yahoo.com/s/nm/20080424/
lf_nm_life/lying_face_dc_1
Post a Comment