acs involvement in professional matters increasing
TRANSCRIPT
ACS NEWS News, Reports, People, Meetings November 9, 1970
ACS involvement in professional matters increasing Professional Relations Committee studies mass layoffs, develops employer-employee guidelines
Members are often shocked to learn that technically speaking, ACS is not a "professional" society. Official language describing ACS's status usually identifies it as a scientific and educational association. But professional or not, there is a decided upswing in member interest in matters that are, technically speaking, purely professional.
The "ACS Guidelines for Employers" drawn up by the Committee on Professional Relations' (CPR) Subcommittee on Professional Standards was approved by the Council (C&EN, Sept. 28, page 57) and is now available to interested individuals and companies. The guidelines are expected to serve as a foundation upon which ACS can build a more effective mechanism for dealing with specific employer-employee relationships. Endorsement of the document marks the first time ACS has taken a stand in matters directly affecting employers' relationships with their chemical employees.
At ACS, the Office of Professional Relations coordinates much of CPR's work with the headquarters staff and is concerned with various professional services such as the two annual salary reports in C&EN, fringe benefit surveys, the portable pension plan, personal assistance to members who have professional problems, malpractice insurance, and professional orientation seminars for students.
Black list. At one time, CPR was approached with a request to draw up a "black list" of employers who did not treat their chemical employees fairly. To avoid such tactics and to face up to the problem of unfair treatment of employees as well as the need for providing employers with realistic advice and standards they could use in dealing with employees, the committee set out just over a year ago to set up the guidelines.
The guidelines were drafted by Dr. Samuel M. Gerber, American Cyana-mid Co. Dr. Gerber, past chairman and presently a councilor for the North Jersey Section, is secretary of CPR and chairman of CPR's Subcommittee on Professional Standards. According to Dr. Gerber, the guidelines are intended to affect employers' relation
ships with their professional chemists. "The chemical scientist is a professional, but this implies that he must act as a professional—contributing and devoting his services to his employer," Dr. Gerber explains. ". . . Of course, chemists don't expect something for nothing, but they are entitled to be treated as professionals as long as they behave as such," he adds. Other subcommittee members are Anthony Finelli, Richard Van Santen, Henry A. Hill, and Raymond P. Mari-ella.
Criticism. ACS has been subjected to considerable criticism because, unlike several other societies, it does not take a more outspoken stand for the professional interests of its members.
Professional organizations generally acknowledge that their existence is mainly for the direct benefit of members, whereas scientific and educational organizations espouse to what are considered by many to be more lofty goals and seek to advance the whole field of science to which they are devoted.
Attitudes. The attitude of ACS members toward professional matters has changed dramatically over the past
For other news of special interest to ACS members, See:
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decade; there was a time when there was virtually no member interest in professional affairs. ACS now directs only 39c of its dues income specifically to professional relations activities. The 1970 budget channeled 117c to information services, 7% to public affairs, 149c to member services, and 129c to scientific and educational activities (C&EN, Aug. 31, page 35).
A study of the extent to which ACS dues already go to support professional activities whether undertaken by the Office of Professional Relations or other offices, departments, and divisions has been suggested by some members.
Increased activities and a heightened emphasis on professional relations on the part of ACS is an area of concern to the entire Society. How involved ACS becomes in professional matters in the near future is a complex and sensitive issue; it is an issue which is basic to the very purposes for existence of the Society; and it is an issue which has yet to be decided.
The committee is continuing to investigate layoffs for the following firms:
Professional Relations Committee examines layoffs The ACS Committee on Professional Relations is continuing to collect data to evaluate layoff situations involving proportionately large groups of chemical professionals. In recent months the following employers, according to the committee, have engaged in such terminations and appear to have handled them equitably regarding length of advance notice, re-employment counseling, and severance pay:
Celanese Corp. Summit, N.J.
Β attelle (Pacific Northwest Laboratories) Richland, Wash.
Boeing Co. Seattle, Wash.
Esso Research and Engineering
Co. Linden, N.J.
Olin Corp. Saltville, Va.
Raychem Corp. Menlo Park, Calif.
Copolymer Rubber and Chemical Corp. Baton Rouge, La.
General Aniline and Film Corp. New York, N.Y.
Grumman Aircraft Bethpage, Long Island, N.Y.
New Jersey Zinc Corp. Palmerton, Pa.
North American Rockwell El Segundo, Calif.
NOV. 9, 1970 C&EN 63
ACS Guidelines for Employers—a basis for evaluation Preamble
The chemist or chemical engineer is a professional, a status which he achieves only after a period of intensive study and scientific accomplishment. The employer depends on the knowledge, loyalty, and commitment to science of the chemist,* and the chemist should be provided working conditions, financial rewards, and personal security so that his scientific contributions can be maximized.
Terms of employment
1. The conditions of employment should be fully described to the prospective employee, and the chemist should be presented with a list of these conditions at the time an employment offer is made.
2. Legal obligations of the chemist to his employer should be clearly set forth in an employment agreement.
3. Salaries on hiring should be competitive with those offered by similar organizations employing chemists of like experience and training. In addition, sound indirect compensation programs should be provided. These include, among others, retirement benefits, health and life insurance, sick leave, paid holidays, and paid vacations.
4. Employment shall be based solely on professional competence and ability to adequately perform assigned responsibilities without regard to factors of age, race, religion, political affiliation, or sex.
Employment environment
A. Physical conditions
1. Physical facilities should be such as to enable the chemist to work safely and efficiently. New personnel should be instructed in the proper handling of material and equipment in order to minimize risk of personal injury. Continuing environmental studies should be conducted to assure that chemists are asked to function only under safe working conditions.
2. Normal working hours should leave the chemist adequate time for personal study, rest, and recreation.
B. Operational factors
1. Management has the responsibility to determine each chemist's aptitude and suitability and, within the framework of job requirements, to make assignments best equipped to utilize these.
2. Employers should maintain conditions which will enable the chemist to make his best contributions.
3. Employers have a responsibility for discussing promptly with and other-
* For s imp l ic i ty , the t e r m " c h e m i s t " in the gu ide l ines refers to both chemis ts and chemi cal engineers.
wise advising the chemist of unacceptable performance or ineptitude in his chosen field. Confidential written records of such notices should be maintained by the employer. Desirably, information concerning inadequate performance should be communicated to the chemist early in his term of employment and he should be advised of means which will enable him to meet his employer's standards of performance. Failing this, other avenues such as a different career orientation or employment elsewhere should be suggested. Performance reviews should be made on a regular basis and at least annually.
4. Judgment of the chemist's scientific performance should be rendered by his supervisor who is also his scientific peer or, alternatively, the supervisor should consider the evaluation of the man's scientific performance by his scientific peers.
5. Consistent with the employer's organizational needs, chemists should, as a matter of policy, be encouraged to attend professional meetings and to take formal courses of study which will enable them to maintain their scientific competence.
6. Consistent with organizational requirements and policy, the employer should permit reasonable compensated leave of absence for professional study to maintain competence or to improve knowledge in the chemist's field.
7. Employers should not inhibit the movement of a chemist from one organization to another, possibly even a competitor, except as the employer maintains conditions and rewards which encourage the chemist to remain in his employ. Competing employers should not assign relocated chemists to projects which could compromise their professional ethics through use of trade secrets information.
8. Dual ladders of advancement for chemical supervisors and chemists should be provided and should be realistic. Financial rewards for individuals at the same level should be similar, even though responsibilities are different.
9. Managerial and professional contributions should both be considered as essential to the success of the corporate effort. Individual chemists should be informed of economic data as it pertains to their effort and appropriate financial and business documents should be made available to them.
10. Meritorius performance should be rewarded by financial compensation. Increasing levels of skill and responsibility should be rewarded by professional advancement.
11. Consistent with patent procedures, trade secrets, and corporate objectives, the chemist should be given every opportunity to publish
his work in recognized scientific journals and to present his findings at scientific meetings.
12. To provide for full utilization of his capabilities, the chemist should be permitted to consult with other professionals in his field, with the understanding that he will not reveal confidential company information in any such discussions. In the event of scientific controversy, it is recognized that the chemist will act as an individual and not as a representative of the company.
13. The chemist employee should be given an opportunity to participate in professional and scientific society affairs. Consistent with the performance of regular duties, he should be allowed sufficient time to carry out his responsibilities in such organizations.
14. Chemist employees should have freedom to participate in political and community activities. Such participation, however, should be undertaken solely as a responsibility of the individual without involving the employer.
Termination conditions
1. The chemist who is to be terminated should be given sufficient advance notice, or reasonable compensation in lieu thereof should be provided. The term of notice usually should be related to length of service, although it is recognized that this period can be modified depending on the chemist's position in the organization. Suggested minimum advance notice guidelines are as follows:
Length of Advance notice service required
Up to 5 years 1 month 5-10 years 3 months 10 or more years 6 months
2. If the chemist is dismissed as a result of a project or program termination through no fault of his own, the above advance notice schedule should be observed, or reasonable compensation in lieu thereof should be provided. Every effort should be made to place such an employee in another position within the organization. Alternatively, the dislocated chemist should be given assistance in finding employment elsewhere.
3. Any chemist terminated with a minimum of 10 years' consecutive service should have fully vested pension rights, desirably with survivor benefits.
4. Any chemist having a minimum of 15 years of consecutive service should not be terminated except for cause. If cause is claimed, the chemist's case should be reviewed by two levels of management above his immediate supervisor. Management should also consider the opinion of the man's performance by his scientific peers.
64 C&EN NOV. 9, 1970