Conference 7.286::digital

Are there people who can read VAXnotes but can't read VTX?

Pete

    
    Well, I just tried vtx, and I got the message
    
    'server is not responding'
    
    so I guess the answer would be yes, and thanks .0 for the info

    This is a medium that gives a greater audience to give some
    things a much needed push to be seen.  How many usually 
    log into VTX over how many usually run to notes instead???
    Notes is more exciting to read than VTX and gives instant (?)
    feedback from others.

    IMHO

    RE: .1
    
    Yes, they're called UNIX users.  They have a gateway to VAXnotes, but
    nothing exists to let them get to VTX.

    Well -
    
    If they have a web browser, they can get to VTX through the gateway. 
    Just point their browser to:
    
    	http://vtxgwy.imc.das.dec.com/cgi-bin/vtx
    
    FYI - the VTX/WWW gateway has been running within Digital for about 2
    years...
    
    Gita

    re;If they have a web browser...
    
    some are not so privileged....

Re: .5

I have been looking for this link for ages!  Isn't it amazing how difficult
it is to find information in this company through 'official' channels.  Thank
heavens for individual know-how!  ;-)

>>> Details of Q1, FY97 transition package for U.S. employees

    Except, of course, if you happen to be a VP, your transition package
    may consist up to 2 year full-time pay!  See 4688.6.  Ah! the perks of
    management.

    For the rest of us poor souls, all you get is a pat on the back!


    							-Paul

    
    re: .-1 
    
    Where do you get the pats on the back?
    

It's actually a shove out the door.

		Steve

    
    I notice Mr Palmer hasn't put a reply in here for quite some time,
    maybe 13+ months. Maybe, just maybe, he can respond in here to some of
    the concerns of the employees. It's just a thought.

    
    
    
    .8 What you did not negociate a two year pay package as part of your hiring
       contract? 
    
    

>         -< You agreed instead to be here at the whim of the company >-

And quite a number (though definitely dwindling...) were hired at a point
where if you did a good job, kept your skills current, etc., you were
in a de-facto position of having continuing employment.  "at the whim"
is part of the problem, here.  If you take that attitude toward employees
and customers (unpredictable, unreliable, etc.), you may find that both
groups don't listen very well to cries of "wolf", and will increasingly
tend dump you at their next reasonable opportunity.

    How are the Location-Choice and Personal holidays handled by the
    TFSO? Is the exiting employee payed for both along with accrued
    vacation?
    
    Regards,
    
    Greg

    Location-Choice, Personal holidays???
    
    Are these different from your normal holiday(vacation) allowance??
    currently (for old contract persons) 20+ days per year
    
    Gerald

    re:-.1
    
    Holidays and vacation are two different things in the U.S.
    
    Vacation is what you accrue based on length of service. Holidays 
    are mostly set days specified by the company (New Years, Christmas,
    Thanksgiving, etc.), with a couple of floaters (Location Choice and
    Personal).
    
    Regards,
    
                        

    I would expect that if you were to be laid off, you would get paid for
    your personal-choice holiday, if you hadn't taken it yet this fiscal
    year, but not for the location-choice holiday unless that had already
    occurred.  But that's a guess.  I don't know what would happen if the
    location-choice holiday occured during your limbo period, but I would
    expect that you would get paid for it.
    
    I'm talking about US only also, so both of these holidays are different
    from your accrued vacation time.
    
    And I'm *GUESSING* as well, so if the real answer suddenly becomes
    important to you :-( ask someone official.
    
    /Charlotte
    
    On a separate note, several friends of mine work for companies where
    your vacation time and *sick time* come out of the same pot (separate
    from company holidays, though).  This is a dumb idea!  One of my
    friends crawled into work several days last winter while she had a bad
    case of the flu, because she already booked a nice vacation that was
    going to use all her vacation time, so she couldn't take any sick time. 
    And of course most of her coworkers came down with the flu soon after. 
    Great productivity enhancing time-accounting scheme, eh?  It must save
    money on paper somehow, but the logic of it escapes me.  (Maybe her
    company's beancounters assume that the company pays so poorly that
    employees all spend their vacations sitting at home and so it's no
    great loss if someone has to unexpectedly shorten a planned vacation
    because of a case of the flu a month before?  If you've booked a
    cruise, though, the only way to shorten it is usually to cancel it
    completely, and lose most or all of your money, as well as losing out
    on your whole vacation - that's nasty.)

    re: -.1
    
    For further clarification:
    
    Our Location-Choice Holiday in the West was never scheduled. It
    is meant to be scheduled individually at anytime as the Personal
    Holiday is.
    
    Regards,
    

I don't see that there's any basis for being paid for a future or untaken
personal holiday.  Vacation time is considered part of compensation,
holidays aren't - they're days you get paid (if you're salaried) but you
don't have to come in to work.

				Steve

    But if you resign without taking these days within the current year,
    even if your last day is January 2, you get paid for these days.  Thus,
    I think it's a legitimate question of if you get paid for them as part
    of TFSO.  Sounds like something that personnel will have to provide an
    answer for.
    
    Irene
    

    Re: Note 4687.19 by QUARK::LIONEL

�I don't see that there's any basis for being paid for a future or untaken
�personal holiday.  Vacation time is considered part of compensation,
�holidays aren't - they're days you get paid (if you're salaried) but you
�don't have to come in to work.
    
    I'm with Steve here. Particularly when some locations require you to
    take your Location Choice holiday on a specific day. (In Ohio the
    Location Choice day is treated like a Personal Day, i.e. you can take
    it whenever you want.) Anyway, what with job security the way it is,
    and with the uncertainly surrounding whether or not you'd get paid for
    a Location Choice or Personal Day when the axe falls, I'm sure to
    always take those two "floaters" as my first two days off.
    
    	BD�

    So what happens with a standard, fixed holiday?
    
    If I am TFSO'd on July 31, do I still get paid Labor Day, Thanksgiving
    + Friday after, and Christmas?  I may be wrong but I would have assumed
    the answer was a flat no -- its your tough luck.
    
    Larry
    

    When TFSOed, one *is* paid for an untaken personal holiday, as it is
    apparently considered equivalent to a vacation day.  One is not
    compensated for future fixed or location choice holidays, however.

    
    	How about if the future vacation falls within the "still emp-
    	loyed" timeframe created by a severance package and a number
    	of weeks of pay?
    

    Re: Note 4687.24 by BUSY::SLABOUNTY
    
�    	How about if the future vacation falls within the "still emp-
�    	loyed" timeframe created by a severance package and a number
�    	of weeks of pay?
    
    I would *guess*, not being a human resources person, that you only get
    credit for days up to your official last day of employment. If the
    severance package takes you several weeks beyond your last day of
    employment, I wouldn't think you'd get credit for any holidays or the
    accumulation of vacation hours through that period - you're no longer
    employed during that period.
    
    On a related note, I hope management pays some attention to discussions
    like these. It's so sad to see that we are now so concerned with how
    many hours of credit we'll get if we're fired instead of being
    concerned with how we can best serve our customers.
    
    The "invisible cost" of the continual layoffs is a major force to be
    reckoned with. I would be so bold as to propose that BP announce a
    12-month (or more!) moratorium on layoffs so we can regain our focus.
    Let's see if we can't figure out how to improve our revenues/profits
    with what we've got instead of (supposedly) reducing our expenses as we
    continue to jettison our most valuable resources - us.
    
    	BD�

    re  .25  "12 month moratorium on layoffs"
    
    I agree.  But it would take true leadership and proactive effort --
    qualities in short supply in Digital's SLT.
    
    Randy
    

    re: .24
    
    Due to the circumstances around Digitals dumping the Disaster Recovery
    business, I can tell you what we were told - you accumulate vacation 
    time during the 1st 4 weeks - you're still an employee during that time
    - but not for the additional weeks pay that you receive based upon
    length of employment (the additional 4, 6 or 8 weeks, based on amount
    of years employed).
    

    I'm hearing rumors that there is another round impending...
    
    Guess it shouldn't come as any surprise, given the charge at the end of
    FY96 and the fact we are approaching the end of (rumored very bad) Q1.
    
    Hopefully, they'll do it 'big' rather than in dribbles...
    
    Dave