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This BLOG is for LLNL present and past employees, friends of LLNL and anyone impacted by the privatization of the Lab to express their opinions and expose the waste, wrongdoing and any kind of injustice against employees and taxpayers by LLNS/DOE/NNSA. The opinions stated are personal opinions. Therefore, The BLOG author may or may not agree with them before making the decision to post them. Comments not conforming to BLOG rules are deleted. Blog author serves as a moderator. For new topics or suggestions, email jlscoob5@gmail.com

Friday, April 17, 2015

New sick and vacation time reporting

What does all the salaried employees at Livermore think about the new hour for hour sick and vacation leave reporting coming in July?

19 comments:

Anonymous said...

If you're saying we will no longer be limited to half- and full-day increments, sounds good to me. But I have not read anything yet, so pure speculation.

Anonymous said...

Another LLNS/LANS policy to continually squeeze more and more from the working-level employees.

Anonymous said...

Another LLNS/LANS policy to continually squeeze more and more from the working-level employees.

April 18, 2015 at 4:35 PM

How so? It seems that more accurate reporting is a good thing. Unless you think that charging 4 hours when you actually take 6 or 7 is honorable.

Anonymous said...

We don't get OT, so if this happens, then the benefit of being a salaried employee as apposed to hourly is...?

Anonymous said...

You get to use your sick and vacation hours in hours instead of half-day increments. Exempt employees who don't charge sick or vacation time less than half a day since they "don't get overtime" are gaming the system.

Anonymous said...

At LANL, not sure LLNL discretionary absences for salaried employees went away a decade or more ago. As such for a occasional hour or two of absence was not charged against sick or vacation. But since the change and we are now in some sort of salary/hourly hybrid. Go figure.

Anonymous said...

Another LLNS/LANS policy to continually squeeze more and more from the working-level employees.

April 18, 2015 at 4:35 PM

I agree. Every single decision that LANS/LLNS has made or will ever make is always, always in their favor. Anything for a buck or a penny.

Anonymous said...

"...I agree. Every single decision that LANS/LLNS has made or will ever make is always, always in their favor. Anything for a buck or a penny..."

So much for long term employee retention except for the remaining TCP1 folks hanging on. LANSLLNS will become an early paragraph for "name drop" value (although dated) on resumes as folks seek out greener pastures. Very unfortunate.

Anonymous said...

LLNS TCP1 vs TCP2 Sick Leave (SL) value at the point of retirement.

LLNS TCP1 employee SL can be converted to "service credit" time at the point of retirement. LLNS employees with thousands of UC/LLNL accumulated and transferred SL hours into the TCP2 system, totally lose those SL hours at the point of retirement.

In recent years, some lab "good old boys" in the TCP2 system were allowed to systematically burn through accumulated SL by either taking it immediately in front of or immediately after VAC days, or systematically burned SL days (plural) every week just below the threshold of the medical justification confirmation requirement.

Anonymous said...

Maybe the Laboratory will consider comp time (for exempt) to help with Program deadlines?

Anonymous said...

Did LLNS management bury what April 20, 2015 10:44am claims happened with certain "good old boy" LLNS TCP2 employees regarding a SL "burning frenzy" prior to retirement, or did it not happen? If it did happen, were the TCP2 "time card approvers" held accountable too?

Anonymous said...

Who cares, Define "sick". Could be, sick of coming to work, mental health sick, back hurts, tooth ache etc....If I accumulated sick leave and have a lot to burn thru so what? In my younger days I would tough it out and come to work sick. As I am now older it is easier to pull the trigger. There are people here over 30 years that have zero sick hours accumulated as they have used them systematically during the last 30 years. If I saved all mine and need to use em up later again, who cares not me. All I need to do is call in and say I am taking a sick day and am not obligated to say why unless I volunteer the info. If management has a problem then go ahead and send me to OCC Med.

Anonymous said...

"...Who cares, Define "sick". Could be, sick of coming to work, mental health sick, back hurts, tooth ache etc....If I accumulated sick leave and have a lot to burn thru so what?..."

Yes things come up and Sick Leave gets used. I understand. The "so what" comes in when for some reason an employee is singled out for a sick leave interrogation session for small random SL usage, while days of systematic SL consumption for LLNS "good old boys" is blessed. That is the only "so what" as far as I'm concerned.

When select employees are put under the microscope and harassed for activity "A" you better make sure there isn't far worse and completely sanctioned "good old boy" Petri Dishes waiting to be examined that will bite you in the behind. Other than that, yes who cares except for LLNS bean counters.

Anonymous said...

This change flows from a California law becoming effective July 1st. That law stipulates that companies can require minimum leave reporting periods no larger than two hours. The Lab chose to implement it as a one hour minimum.

This only concerns exempt employees.

Anonymous said...

May 2, 2015 at 11:44 AM

Thanks for splashing a little sanity in the face of the rabid conspiracy theorists.

Anonymous said...

"...rabid conspiracy theorists..."

Do you deem it "rabid" because you got bit as defined above?

Anonymous said...

Nope, I'm good, thanks.

Anonymous said...

It's about time exempt employees have to account for every hour. Plain and simple, timekeeping at LLNL is a joke.

Anonymous said...

It's about time exempt employees have to account for every hour. Plain and simple, timekeeping at LLNL is a joke.

May 3, 2015 at 1:33 PM

This is only about sick leave, and only to comply with new CA law. It does not affect vacation or work time reporting. There's a reason exempt employees are "exempt" from reporting hours worked. It is because they are "exempt" from being paid overtime. Unless you want to repeal the Fair Labor Standards Act, which says that exempt employees are paid for the job they do, not the hours they keep.

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