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Thursday, January 8, 2015
Career FTE attractiveness to LLNS Programs with a high percentage of Akima (subcontractor) employees.
Historically (UC/LLNL days to late 2012) subcontractors were the explicitly identified buffer for career FTEs during mild to significant budget fluctuations, and subcontractor pay (Akima, etc.) was adjusted upward accordingly.
Today everyone is "at will". Why would a career FTE with in demand SKAs elect to work in programs with a high percentage of Akima contractor workforce historically associated with large lay offs now?
A career FTE may have an EIT/EBA period before facing an "individual RIF", but why intentionally place oneself in such an unstable work environment referenced to historically stable programs at LLNL?
Through workforce policy changes, did LLNS Management opt for maximum on the spot keep/remove employee discretion in exchange for perceived program instability to current or prospective career FTEs?
By scooby at January 08, 2015
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