Double standard for lab upper management?
LANL Employees File Complaint Against Former Supervisor - Los Alamos Daily Post, Dec 4th 2013
..."This was a horrifying situation, Erika was assaulted by her high ranking employer who demanded sex ... she complained to high level Laboratory officials who did nothing to help her, instead they rewarded the perpetrator by allowing him to retire with full benefits," Day told the Los Alamos Daily Post today. "Mr. Stanford supervised both Erika and her husband William and he knew William was aware of what he was doing and he didn't care. His behavior was that of a pig and the Lab took no action to step in and stop it."...
http://www.ladailypost.com/content/lanl-employees-file-complaint-against-former-supervisor
Why did the executive management at LANS continue to protect this "pig" (sexual harasser?)
Why do the regular staff get bombarded with online training, etc. regarding sexual harassment but when it actually happens, it is usually the managers who are found to be the culprits?
And does the name of Rick Marquez ring a bell for anyone? The stories about his "hot pursuits" at LANL are legendary and long running!
Comments
Get ready for more mandatory training because of these horrid stories of sexual abuse.
So no wonder they follow their own rules.
December 6, 2013 at 5:26 AM
Sorry that is BS. Care to provide a citation?
LANL is already half-way there! Just add booze! (Some already have added booze, from what I hear.)
I loved the 60's. Maybe we can bring back Key Parties again. (Why did they ever stop?)
Read the HR manuals, and then call HR if you cant find it. This is your homework. By just caling it BS, you clearly show that you have no clue.
Read the HR manuals, and then call HR if you cant find it. This is your homework. By just caling it BS, you clearly show that you have no clue.
December 7, 2013 at 1:27 PM
Didn't think so. A reference to "HR manuals" shows you are the one without a clue.
As a reply to the above diversity point, I would only add you first have to be in management prior to the "escapades" to attain impunity. Having escapades or being a vocal proponent of diversity as a non-management employee, will leave you wide open for chronic retaliation, and you will never ever get a "ticket to the show" within engineering management ranks. Do not become a political martyr so others can climb the ranks at your expense.
If the manager in question uses his authority to threaten his subordinates to keep his behavior confidential, it is unlawful via CA DFEH and DOE security clearance workplace criteria.
December 7, 2013 at 5:32 PM
You have no idea what you're talking about. There is no such thing as a "Q clearance infraction."
December 7, 2013 at 2:14 PM
You can call it what you want. The fact is that AD and above are exempt.
I don't really care if you accept that or not. Keep your head in the sand and everything will be fine.
“If you tell a lie big enough and keep repeating it, people will eventually come to believe it." - Joseph Goebbels
It's not whether they are above the law, but rather, whether HR treats an AD differently than a low-level manager or employee engaged in illegal sexual harassment. I'm sure this falls under "unwritten" policies.
December 10, 2013 at 7:14 AM
You work in a hierarchical organization, and live in a hierarchical society with a hierarchical economy. Your niche in the overall hierarchy is generally, but not always, determined by your level of education. Tell that to your kids when they want to drop out.
"Who you slept with" is your private business, until it oozes into your public LLNS job function and unlawfully impacts your uninvolved and threatened subordinate employees.
You won't be able to scratch this "cat turd" under the marble floor Mr. Engineering Manager,....turn yourself in with the hope of leniency.
Of course, I've always assumed that p actually stood for physics. Maybe I've been wrong all this time.
(1) do not bring your concern to HR ever, they are there to protect the organization at all costs. Read the book HR is not your friend.
(2) report the concern to your direct supervisor only, and only if you fully trust them and report it in a way to help them fix the problem and not be blind sided or blamed.
(3) realize that employees who report concerns are seen as not trustworthy to the organization.
(4) The organization sets up a bcc to the legal department and to HR on the e-mail accounts of all who complain or are blacklisted. Every work e-mail you send is copied to legal and HR, and perhaps others.
(5) The DOE and NNSA inspector general office do not really police the labs. They are there to protect the lab and DOE/NNSA from bad press and law suits. They are not going to correct or punish wrongdoing at the lab. They try to encourage you to not pursue a legal complaint.
(6) The upper managers protect themselves via "plausible deniability"... ideally you want your complaint to go to them, and to be documented that they received the complaint -- instead of setting up a meeting with them to raise a concern, setup a meeting on a positive topic and then hand them the written concern (like delivering a summons) .
(7) Read the book Corporate Confidential.
(8) The corporation is never going to admit a wrong-doing, or apologize. They will protect their image at all costs.
Of course, I've always assumed that p actually stood for physics. Maybe I've been wrong all this time.
December 10, 2013 at 6:39 PM"
You should see T-division at LANL. I think they are at 4% female or less. To be fair to T they have few female postdocs so there are few to recruit in the first place.