LANL employees worried that next contractor will be forced to restrict retirement and benefits to 105% of industry standard
“That is the concern of folks that have invested a lot of time in the laboratory, what’s going to happen to my retirement, what’s going to happen to my benefits.” Jekowski said. “The way I read the draft RFP, they’re marching more toward industry standards for benefits packages. “There’s a rule of thumb that’s used now that bidders can’t offer more than a 105 percent of the benefits that would be identified by a statistical analysis by credentialed benefits providers.”
http://www.lamonitor.com/content/lanl-coalition-mulls-benefits-new-contract
8 comments:
Good reason to be angry and scared to publicly act out. You guys and LLNL employees were f,,ked over by the last contract.
That anger is the main reason all lab employees hate z
DOE, NNSA, Bodman, Pryzbylek, DAgostino and entered the 3 blogs millions of time.
You got f,,,ked and you will get fu..ed again.
The terms of the new contract are designed specifically to hurt current employees.
So now you hate the NNSA too.
I believe the 105% threshold was put into TCP1 in 2006. What is new?
Unless and until the retirees form a collective bargaining unit, there is no motivation for benefits to remain static.
And if the retirees don't get their way, what are they going to do, go on strike?
Unless and until the retirees form a collective bargaining unit, there is no motivation for benefits to remain static.
August 17, 2017 at 5:22 PM
Right, non-employees are going to "collectively bargain" with an entity which is not their employer? The "motivation" you are looking for is not some union-based nonsense, but simple legal and contractual requirements for the government to maintain equivalent treatment of current and former contract employees at the same facility, not a complicated concept.
At LLNL after the 2008 debacle I slowed down my work pace. Went home on time, even early. Came in 1/2 late regularly. Took on fewer volunteer organization improvement tasks. Ignored when people in my group cut corners, Learned to love the 9/80. Stopped looking for efficiencies, instead looked to reward employees with local perks. Figured they cost me 15%, so sought to do 15% less work. They still gave awards. Same work cost a lot more $ though. Never bought into new management, undermined it when logical and not safety related. Complained constantly. Travelled the extra day Malicious compliance. And costs went up.
Stopped being type A,
What? Me worry?
Post a Comment