Conference 7.286::digital

Have her ask her personnel manager to see the requirement from the Orange 
Book that says she has to give a three month notice to take a transfer.

I can't find one.


Bob

    I believe that on an internal transfer, the old cost center
    can keep you for 30 days max.
    
    /s/ Jim WIlliams

Re: .0 

> She is exposed to numerous chemicals and the like and
> even though she wears a "bunny suit" that supposedly protects her,

it is my understanding that the "bunny suit" is used to protect
the fab environment from the people wearing them, not the other
way around.  it's used to prevent dirt/dust/hair/whatever from 
getting into the clean room and potentially contaminating the 
wafers or chips.

in regards to the 3 month notice, that would seem to be in 
conflict with the corporate personnel policies and procedures
manual.  the relevant policy (6.05) states several things about 
time in job expectations and length of notice.  specifically, 
time in job requirements should be communicated to applicants 
before a job offer is made.  and, the date of transfer for 
non-exempt employees (which most fab workers are) should be no
longer than two weeks.

i would suggest that your fiancee talk with her personnel rep 
regarding this apparent conflict with corporate policies.  she 
may need to involve the people in corporate personnel as well.

  Re: < Note 665.0 by IOENG::PARADISO "Groovy kind of love" >
                          -< Fulfilling Commitments >-

  � DEC has had the problem with miscarriages there 
  
  
  News to me.
  Please substantiate this.
  What is the basis for this statement?
         
                                        Mark  

� DEC has had the problem with miscarriages there 
    
    	This was shown to be untrue.  After exhaustive research and
    study, it was determined that there was no statistical correlation.
    For a short period of time, there were more miscarriages per 1000
    pregnancies than the U.S. average.  However, there were not enough
    more to show conclusively that that particular environment had anything
    to do with it.    The study concluded that it was a temporary
    statistical aberration.
    
    	Obviously, you should still choose to do what you think is right,
    and if that means believing the rumors rather than the scientific
    facts, then by all means, get her into another job.     For what
    it's worth,  the infant mortality rate in the U.S. is greater than
    that of such countries as Sweden and Denmark,   but you don't see
    too many pregnant Americans packing up and flying over there.  It's
    always best to investigate the facts before overreacting to the
    rumors.
    
    Hope everything works out for you and her.
    
    -Don-

"We're sorry Mrs. Jones... You've had a temporary statistical aberration..."

Re .0:

The original discussion of this problem is in topic 241 of this conference,
titled "AP news: Digital Miscarriages".

Your fiancee should also consider contacting Health Services in Hudson.  They
should be able to discuss the original report's findings with her as well as any
subsequent discoveries.  They should also know what options were originally made
available to FAB workers.  This excerpt from 241.0 is particularly relevant:

>   ``We've kept our employees informed all along,'' spokesman
>Jeffrey Gibson said Tuesday. He said Digital adopted a policy
>during the study of encouraging pregnant production workers to seek
>transfers.
>   As a further precaution, Gibson said Digital also is offering to
>transfer any female production worker of child-bearing age to
>non-production work if they have concerns about future pregnancy.
				/AHM

    But how did they manage to get 1000 employees in one facility pregnant?
    
    :-) 
    
    Yet another statistically invalid statistic.
    
    q
    

        It sounds to me like the *first step* is to find her another job
        in the company doing work she's qualified to do in a place that
        she thinks she'll be comfortable working.  Depending on the demand
        for people with her skills (not just the ones she is using in her
        current job, but other things she can do as well), it might take
        her more than three months to find another job.  Once you've found
        a position offer, you can start to worry about educating the local
        (outgoing) personnel folks and her current manager about the
        corporate personnel policies. 
        
        Of course, before she starts looking for another job, she's
        supposed to tell her manager she's looking, but it sounds like
        that's already been made clear. 
        
        Tom

    re: all

     Thanks for all the feedback on my problem.  
   
     The way it stands now is that her manager told her that she would not
     stand in the way of my fiancee finding a job.  Personnel has been of
     no use and she does have work skills that would allow her to get a job
     elsewhere, but her time is limited.  It has been my observation that
     since I came into DEC about 8 years ago that the corporation seems to
     have adopted a "if you find the job we'll let you go" type of outlook
     as opposed to the old "well, if you are unhappy with current job, let's
     see if we can help you find another within DEC".  

     Has anyone else noticed this?

     She is still working there and I'm trying to help her find another
     position at the moment.

							Thanks again,
							    Dave

    RE: .10 I've heard all of my managers say publicly that if anyone
    in the group feels that it is time to move on they will help as
    much as they can. I believe them. We're under our budgeted head
    count (don't tell anyone :-) ) so cost savings is not the reason.
    There are still a lot of managers who care and will help.
    
    		Alfred