All managers I have dealt with in PLS are abusive....However, remember they are guided by Employee Relations. They are unprofessional and have lost millions for the laboratory. If we actually had competent people in Employee Relations this would not happen. My advice is fire everyone in Employee Relations and find people who will hold abusive manager and this will save the laboratory millions of dollars in lawsuits.
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November 24, 2013 at 6:27 PM
You must realize that ER does absolutely nothing that they are not told to do by LLNS upper management. Management abuse of employees comes from the top. Is is their corporate culture. Live with it or leave.
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November 24, 2013 at 7:14 PM
Frankly ER has no reason to exist at LLNS.
Comments
From a previous post:
http://llnlthetruestory.blogspot.com/2013/05/hey-lanl-and-sandia.html?showComment=1368229152210#c5184911644985578339
Seek out an employment attorney if you have a serious job or career threatening concern.
I agree and many other PLS employees (that I know)would agree with you. There was one PLS manager who was "nice" but had no back bone to even try to defend his employee. The rest of thees WERE nice until Staff Relations got involve, then they turned coat. Remember they are there for their own paychecks too. Looking after employees are not their priorities. Be careful who you talk to and what you say. PLS's walls have ears.
Don't give them the chance, but continue to document your experiences.
Despite all the protective language, the OFCCP is useless in practice and should either reform or be dismantled. To LLNS, the OFCCP is irrelevant.
If you have seriousness diversity questions, the highly paid LLNS Diversity/Equal Opportunity Manager and our employee "shepherd", (in his 3 piece suit), will promptly redirect your concerns to Staff Relations.
The LLNS Senior HR Manager will close his door to your concerns too. On his door reads a sign, "out to lunch
on all the written employment guidelines I am responsible to monitor and enforce. Please see Staff Relations".
Get the picture? Find an employment/wrongful dismissal attorney. The failure of those above will be legally flushed out in court.
In the short run, against LLNS written non-retaliation policy, knowledge of your internal grievance(s) will move like a wild fire through LLNS Management
poisoning the well for lateral or promotional positions without an opportunity for you to defend yourself. If your job is "solid" maybe filing a formal grievance won't hurt. Just maybe.
If your an EIT, EBA, or on that track, remember most assignments are not *formally posted, so managers that get wind of your grievance or support the management "club" will feel they have no motive or "skin in the game" to offer an assignment to you, qualified or not, because they are counting on the fact you will not learn of those assignments. No easily acquired paper trail they believe.
*Interestingly in March of 2012 the OFCCP found LLNS in violation of DOL requirements by assigning an employee to an acting manager position without a formal posting. " Informal mediation" was to follow to correct the LLNS employment practice between the OFCCP and LLNS. Did it? What was changed?
From the looks of 2012-2013 EIT and EBA employees flowing into new unposted
positions, no material posting requirements were adopted. The EIT and EBA "brokers" are in place for 30,000 ft. observers
and are otherwise useless.
If you invoke a FOIA for the 2012 OFCCP found LLNS violations and remedies, you will receive a letter from the OFCCP informing you that the release of such information
first requires the approval of LLNS before the requested data can be released. Can you believe this? As said in a previous comment, the OFCCP is irrelevant and LLNS does what it wants to.
Get an attorney if you have a serious employment problem with LLNS.
November 28, 2013 at 1:48 PM
Good idea when the problems are serious. Until you get your own lawyer and let them know it, they'll believe they can get away with just about anything in terms of retaliation against targeted "trouble-makers". Having your own attorney in your corner sobers them up real fast!
POS
A little silly to expect real answers to those questions on this blog. Rumors? Wild-ass guesses? Meaningless anecdotal observations? Guaranteed.
December 4, 2013 at 9:20 PM
Exactly the people from whom you'll get meaningless information. If you think "hallway observations" are accurate data in this instance, you are not a scientist. If you want real data, ask HR your questions. If they refuse to answer, that is your indication that no one will be able to tell you the real answers. If the data were public, you'd be able to get it easily. If it isn't, you won't be able to get reliable data at all. Sounds like your curiosity will be satisfied with rumors and anecdotes. Such is the status of serious intellectual inquiry at LLNL these days. Sad.
Good joke. You are kidding, right?
light on him or his pals, so he minimizes the word "on the street". Very typical.
Very very true here at LLNS.
Never become confused about which type of policies carry clout with upper management. The "official policies" are only used as window dressing.
Sandian managers are just as bad. A low quality valueless management structure incapable of acting in a way that enables them to commit explanations of their "decisions" into writing.
December 8, 2013 at 12:57 PM
Not only are the Sandia managers bad, they spend stuff on wasteful trips!