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Thursday, April 30, 2020
Overdue investigation
In 2012, did LLNS management present an "intent to dismiss" letter to a young NIF employee just days before he committed suicide? Perhaps an impartial investigation is overdue.
7 comments:
Anonymous
said...
Are there any prime contracts across the Complex, with binding language meant to prevent or minimize intentional or willful employee stress, harassment, abuse, or bullying? I don't think so. Contractors aren't being held accountable for this kind of conduct based on prime contract terms. Sad.
That the LLNS Management knew that the employee was emotionally at risk and that by providing a letter they knew they were driving the employee to suicide?
Was the letter a severe warning that unless the employee changed his/her performance they would be terminated? Was the letter giving the heads up to the employee that funding had or was going to dry up and find another job or you're out the door?
When LLNS was doing the layoffs after the contract was it an obligation for someone with a psychologist degree to review the medical information of each person affected and to give input on the possibility of suicide for each of them?
I am not trying to defend NIF. That was an organization that ate up people, chewed them until there was no flavor left and then spit them out.
Some more details are needed as opposed to something bad happened, we need congress to jump in and slap some folks around.
For the original poster: A tragic situation for that person, their family and friends. If you are still grieving, you have my sympathy. You may never find an explanation that brings closure.
Or if you are someone who just likes to toss out random speculation, you have succeeded. Congrats, I’ll match your intellectual rigor: Was it Col. Mustard in the library with a candlestick?
These two old blog comments came from a LLNS "morale" topic question:
"Look at the kind of management we have to get an answer as to why morale is so low. I had a coworker commit suicide and the division leader would do nothing for his family or even acknowledge what had happened. When the group leader of the employee who had died asked the the division leader why they were doing nothing for the family his response was "Let HR take care of that". These people have absolutely no empathy. They despise the workers and only listen to fellow managers or the so called distinguished members."
"It's worse than lack of empathy. They somehow contributed to the conditions leading up to the suicide, and they are worried that doing ANYTHING will be a partial admission of liability. These lab managers are much worse than just lacking empathy."
"When the group leader of the employee who had died asked the the division leader why they were doing nothing for the family his response was "Let HR take care of that."
We don't know if there was any wrong doing or misconduct involved here. Having said that, ruling with an iron fist can have unintended consequences and should serve as a learning experience. If there was evidence of inappropriate conduct on the part this NIF employees managers, we can only hope they received intense formal training on how to treat people with dignity, or are no longer in such a management position, or both.
7 comments:
Are there any prime contracts across the Complex, with binding language meant to prevent or minimize intentional or willful employee stress, harassment, abuse, or bullying? I don't think so. Contractors aren't being held accountable for this kind of conduct based on prime contract terms. Sad.
What is the original poster attempting to prove?
That the LLNS Management knew that the employee was emotionally at risk and that by providing a letter they knew they were driving the employee to suicide?
Was the letter a severe warning that unless the employee changed his/her performance they would be terminated? Was the letter giving the heads up to the employee that funding had or was going to dry up and find another job or you're out the door?
When LLNS was doing the layoffs after the contract was it an obligation for someone with a psychologist degree to review the medical information of each person affected and to give input on the possibility of suicide for each of them?
I am not trying to defend NIF. That was an organization that ate up people, chewed them until there was no flavor left and then spit them out.
Some more details are needed as opposed to something bad happened, we need congress to jump in and slap some folks around.
For the original poster: A tragic situation for that person, their family and friends. If you are still grieving, you have my sympathy. You may never find an explanation that brings closure.
Or if you are someone who just likes to toss out random speculation, you have succeeded. Congrats, I’ll match your intellectual rigor: Was it Col. Mustard in the library with a candlestick?
These two old blog comments came from a LLNS "morale" topic question:
"Look at the kind of management we have to get an answer as to why morale is so low. I had a coworker commit suicide and the division leader would do nothing for his family or even acknowledge what had happened. When the group leader of the employee who had died asked the the division leader why they were doing nothing for the family his response was "Let HR take care of that". These people have absolutely no empathy. They despise the workers and only listen to fellow managers or the so called distinguished members."
"It's worse than lack of empathy. They somehow contributed to the conditions leading up to the suicide, and they are worried that doing ANYTHING will be a partial admission of liability. These lab managers are much worse than just lacking empathy."
If he did nothing then he lacks humanity and compassion but don't throw us all in that bucket.
"When the group leader of the employee who had died asked the the division leader why they were doing nothing for the family his response was "Let HR take care of that."
Who was this Division Leader?
We don't know if there was any wrong doing or misconduct involved here. Having said that, ruling with an iron fist can have unintended consequences and should serve as a learning experience. If there was evidence of inappropriate conduct on the part this NIF employees managers, we can only hope they received intense formal training on how to treat people with dignity, or are no longer in such a management position, or both.
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