List of concerns
Manuel Garcia, L-153, LLNL, 925.422.6017
garcia22@llnl.gov

• "The Ten Demandments" (forgive the levity)
• Accountability Reform

The Ten Demandments

1. Eliminate the obviously subjective evaluation and ranking system, (uniform raise percentages are better than the current system of patronage and spoils be fair)

2. Eliminate the obviously unfair EBA practice, (spread shortfalls evenly as an overhead expense on all employees, rather than sacrificing selected individuals so as to advertise artificially low overhead rates be truthful)

3. Publish the statistics of minority (by group) and female percentage in job, rank group, salary level, raise percentage, and EBA group (by year),

4. Publish statistics on flex-terms:

a. percentage of job openings exclusive to flex-term,

b. time-at-LLNL profile of the population,

c. % of positions within job title and organization,

i. also % exclusively for flex-term,

ii. % exclusively for FTE,

iii. % either/or,

d. % minority (by group) and female,

e. % turnover within each job title and organization,

f. average time-at-LLNL at turnover (how long do flex-terms last?),

g. comparison of flex-term population to EBA population,

5. Publish statistics on promotions of minorities and women, by year, in each administrative job title (staff, group leader, division leader, AD, etc.)

6. Publish expenditures on LLNL sponsored groups, by group, and comparison to 5. Are ABLE, LLLWA, AUHAG, APAC and other lab-sponsored groups actually advancing minorities and women into leadership roles, with more money and more power? Publication of statistics on % of target population participating in lab-sponsored minority and women groups (e.g., do 50% of Latinos belong to AUHAG, 5%?, etc., for other groups).

7. Publish list of pending administrative and legal cases between individual employees (and former employees and groups of employees), and LLNL/UC. What is the breakdown of % involving minorities (by group) and women? Also, a breakdown by organization in which the complaints originated. Also, a breakdown by the type of case (e.g., race or sex discrimination, workman's comp, dismissal for cause, etc.)

8. Establish a labor-management council to address equity, discrimination, and job security (EBA and flex-term) issues. This council is to include employee representatives (about 6) nominated and elected by employees (below the rank of group leader). The council would hold open (LLNL televised) meetings, at a minimum monthly, and publish its proceedings (e.g., Newsline, web site). Terms of employee representatives would be one or two years (managers would probably linger much longer). Management representatives would have to include policy-makers and decision-makers, not merely Staff Relations people.

9. Publish statistics on security infractions, % of cases involving minorities, breakdown by ethnic/gender group (current practice), and age. Basically, what is the "Deutch-Lee factor" among LLNL security prosecutions?

10. Publish the % by age (age group) in: job, rank group, salary level, raise percentage, and EBA group (by year).

"I'd rather vote for what I want, and not get it,
than vote for what I don't want, and get lots of it."
                  - a black voter and organizer in the "Production for Use"
                    campaign for the governorship by Upton Sinclair, in California, in 1934
                    (reference from memory)

"Let the voice of the people be heard!"
                  - Albert R. Parsons, 11 November 1887, an instant before
                  being hanged for agitating for the 8-hour day.

1. Make diversity advancement a criterion for job performance by mangers above the rank of group leader. Promote on success and demote on failure to meet the yearly affirmative action plan, diverse advancement, training, and mentoring, or the settlement of harassment and discrimination (sex, race, age) complaints within their sphere of responsibility. Make this criterion at minimum the equal to budget and milestone criteria. Publish these evaluations.

2. Make a deductible of the first $100,000 of legal fees accrued by each Lab manager contesting employee claims in any employment-related dispute. Stop the unlimited DOE legal insurance for UC/LLNL management, which is a bias against employees, fairness, and public accountability.

3. Televise grievance and administrative hearings on closed-circuit Lab TV, so employees can see for themselves if justice is being served.

4. UC should immediately begin serious, good-faith negotiations with all the unions whose contracts it has allowed to expire. Immediately end the anti-labor bias in the UC, it is a shameful and disrespectful misuse of public resources, and a failure of public trust. The DOE should withdraw support from the UC until it lives up to its legal and civic responsibilities. Fairness in the treatment of employees is not optional for publicly funded institutions. Managers who make decisions in this regard must be held personally accountable (or in happy circumstances, exalted) for their acts.

5. Support employee initiated action to congregate and respond to events affecting the workplace (e.g., racial profiling, polygraphy). For example, publicize the event described below.

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