Conference 7.286::digital

    There is an online policy book via VTX.  You can look up the policy
    in there.  No one probably informed you because they probably felt
    since you knew about the LOA, you probably had read and researched
    all there was about one.
    
    If by chance you have not, I would suggest doing an VTX ORANGEBOOK
    at your DCL level, and find out exactly what is what!
    
    
  Good LUCK!!!
    
    

    I apprciate the reply however, I did check the orangebook.  My question
    is - does this policy apply even though it was my husband's relocation
    that necessitated my relocation to another district thus my personal
    LOA?

	I don't know the answer but I've got a question. I just skimmed
	through the policy and I don't see anything that directly addresses
	your question. It seems as though a Personal LOA is just that and
	that DEC has to make an effort for you. It doesn't say where though
	but I would assume that DECs obligation is closer tied to where you
	were rather then where your spouse is.

	Is someone giving you a problem? 

				Alfred

    This is a long-shot but what I'd try is this:
    
    1.	Try to be formally re-instated in your old position at your
    	old location with an agreement that you do NOT actually have
    	to report to work there but rather:
    
    2.	Take a temporary assignment at a local DEC location under the
    	AHOD (All Hands On DEC) Program.
    
    3.	Try to make your temporary assignment permanent by making the
    	local office believe they can't live without you.
    
    If nothing else, you might get points for creativity and versatility.
    
    Best of Luck,
    Bob

re: < Note 799.0 by MAMTS1::BPETERS >

OK - I just reread policy 4.23 and it seemed pretty clear to me that if
your management granted you the personal LOA, regardless of the reason for
it, they are bound to abide by the conditions on your return and offer
you a similar position in roughly the same area provided you returned
within 90 days - so says the policy. It should be immaterial that the
leave was necessitated by your husbands' job's relocation. But it does
specify that the company's obligations are with respect to your previous
job and not your new location.

As requested by others already, can you be a little more clear on what
you think the issue is?

-Jack

        And, with regard to reply .2, this conference is NOT an official
        mechanism for getting answers to questions relating to personnel
        administration.  The only people who are really obligated to
        answer your question is your manager and your group's personnel
        representative, not the readership of this conference.
        
        To the best of my knowledge, there is no corporate policy that
        guarantees that you will be given a job in a convenient location
        if your spouse accepts relocation.  What is the real problem you
        are trying to solve? 
        
        Tom

    I guess the real problem would be called FRUSTRATION in the face
    of a Digital hiring freeze.  I'm trying every avenue in order to
    stay with Digital.   I consider myself an 8-1/2 year loyal, hard
    working Digital employee.  I don't think I should be penalized because
    I relocated with hubby.
    
    No sour grapes - I just want to work!
    

re: < Note 799.7 by GRANPA::BPETERS >

   I'm still not sure I understand what's up here. (Although I CAN
   understand your frustration, in any event, as a long-time employee.)

   Your last statement ("I don't think I should be penalized because
   I relocated with hubby") is what seems to be misleading. Are you
   expecting that the conditions of the return from LOA should make
   it possible for you to work in your spouse's new location? If so,
   the policy says nothing about that and I'm afraid you'd be mistaken.
   Even if you had some sort of agreement with your management about
   such an eventuality, I'm not sure how that could be expected to be
   adhered to. Anyone making such promises would be up the creek
   without a paddle I would expect. On the other hand, if your statement
   indicates that you want your old job (or similar) back at your old
   location, then the policy specifically DOES provide for that and if
   it's being denied you it would seem that you have a case. If no one
   is listening, you should escalate it.

   -Jack

        The policy on Relocation of Current Employees (Section 5.05)
        says this:
        
 Spouses of Relocating Employees

 In cases where the spouse of a relocating employee is also an
 employee of Digital, reasonable efforts to place the spouse with
 the Company at the new location will be made.  The incoming
 manager and Personnel Department will assist in the placement
 process.

        Have your spouse's new manager and new Personnel Department made
        "reasonable efforts" to find you a position in the new location? 
        
        I realize you took a "leave of absence" on your own initiative
        during the relocation period to seek such a position.  Did you
        tell your manager, in writing, that that was the reason for your
        personal leave of absence? 
        
        The official "leave of absence" policy (4.23) says this about
        returning from a personal leave of absence after more than 30 days
        away: 
        
RETURN FROM A LEAVE OF ABSENCE

The following criteria must be used in considering the treatment of
employees returning from a leave of absence:

        [intervening ones moved or removed] 
        
Personal - Employees returning from a personal leave of absence of
30 days or less must be placed in their same position.  If the
employee returns from a personal leave of more than 30 days but less
than 90 days the provision for military leave and educational leave
above [now below] applies.  If the employee returns from a personal leave of
absence in excess of 90 days, the manager makes a reasonable effort
to place the returning employee in a position in the Company;
however, a position is not guaranteed upon return.

Military and Educational - The manager makes a reasonable effort to
place the employee in the same position.  If this is not practical
the manager places the employee in a similar position with like
status or in a position as close to the previous position as
possible.

        So, it appears that while your manager is supposed to make a
        "reasonable effort" to place you back in the same position, all
        you're really promised is a similar position. 
        
        Is your manager balking at placing you back in a position, or did
        no one help you locate a position in your spouse's new office? 
        
        Are you willing to identify the offices involved?  That might help
        people understand the scope of the problem. 
        
        Tom

re: .9

I take it from the following excerpt from .0 that the author's husband
is _NOT_ a DEC employee. I would think that the business about relocated
spouses does not apply.

>    My husband relocated with his company therefore I had to move with
                               ^^^^^^^^^^^

-Jack

        Umm, yes, I missed that somehow.  So the question whether she
        got appropriate help probably doesn't apply.  I really don't
        see what the issue is here..
        
        Tom