Lab’s Conference Services updates its policies to reflect changes. More>
Berkeley Lab has revised the Seismic Safety policy. Due to changes in the California Building Code (CBC) that take effect this year, the Laboratory recently completed a rewrite of the policy. The policy now resides in the RPM. For more information, see RPM for Seismic Safety.
The University of California is soliciting employee comments on proposed changes to the Whistleblower Protection Policy (WPP), which applies to academic and non-academic (all Laboratory) employees. In summary, the proposed changes:
- - Ensure that complaints filed under the WPP will be processed within 18 months, as required by an amendment to the California Whistleblower Protection Act
- - Address difficulties in the administration of the WPP and better clarify the process, improving the experience for complainants.
The proposed policy, along with explanatory material, is available on UCOP’s website. Send comments on the proposed draft to RIIO@lbl.gov no later than June 2, 2014.
Berkeley Lab employees are expected to uphold the University of California’s Ethical Values — Integrity, Excellence, Accountability, and Respect — and perform their duties in accordance with the University’s Standards of Ethical Conduct. If you have questions or concerns in this area, contact Meredith Montgomery or Molly Stoufer in the Research and Institutional Integrity Office, or at firstname.lastname@example.org.
Under state of California regulations, employees may not make, participate in making, or influence a Laboratory decision in which they or a near relative have a financial interest. Employees are also prohibited from making, participating in, or influencing a Laboratory decision that directly relates to a prospective employer while negotiating or after reaching an offer of employment. Violating these bans may subject employees to disciplinary action and monetary fines. See LBNL policy on Disqualification and Post Employment Restrictions for more details, or contact the Research and Institutional Integrity Office.
Under DOE Order 221.1A, “Reporting Fraud, Waste, and Abuse to the Office of Inspector General,” Lab employees have a duty to report allegations of fraud, waste, abuse, misuse, corruption, criminal acts or mismanagement. Employees can report to their supervisor, any level of management, and the resources listed here. Employees may also report directly to the DOE Office of Inspector General, which has authority to investigate violations such as false statements, false claims, bribery, kickbacks, fraud, ESH violations, theft, computer crimes, contractor mischarging, and conflicts of interest. Whistleblowers are protected from retaliation under UC/LBNL policy, state, and federal regulations.
Berkeley Lab’s policy is to investigate allegations of research misconduct fairly, effectively, and expeditiously. Research misconduct is defined as fabrication, falsification, or plagiarism in proposing, performing, or reviewing research, or in reporting research results. Research misconduct does not include authorship disputes or honest differences of opinion. Go here to view the Lab’s policy on research misconduct. For concerns about research misconduct, contact the Research and Institutional Integrity Office, or submit them anonymously using the University of California hotline at 800-403-4744.
Are you considering doing consulting work outside of Berkeley Lab? Outside work in the same subject area as your Lab job requires prior review and approval, but is permissible as long as the work does not: Interfere with the performance of your Lab duties; Create a real or apparent conflict of interest; Use Lab time, premises, supplies, equipment, facilities, time, or other resources. Use the Request to Engage in Compensated Outside Professional Activities form to obtain prior written approval from your supervisor and division director, and the Research and Institutional Integrity Office. Go here for more information, or e-mail email@example.com.
Consistent with UC policy, UC has approved an exception to the LBNL Reduction in Force policy to replace seniority as … More»
Consistent with UC policy, UC has approved an exception to the LBNL Reduction in Force policy to replace seniority as the primary factor in determining the order of layoff with additional consideration of criteria of such as relevant skills, knowledge, and abilities; documented performance; and length of service. The exception is required to meet financial and budgeting constraints, and will remain in effect from Jan. 6, 2014 through June 30, 2014. Questions about this exception can be directed to your divisional HR Center.