acs involvement in professional matters increasing

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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 lan- guage describing ACS's status usually identifies it as a scientific and educa- tional association. But professional or not, there is a decided upswing in member interest in matters that are, technically speaking, purely profes- sional. The "ACS Guidelines for Employ- ers" drawn up by the Committee on Professional Relations' (CPR) Sub- committee on Professional Standards was approved by the Council (C&EN, Sept. 28, page 57) and is now avail- able to interested individuals and companies. The guidelines are ex- pected to serve as a foundation upon which ACS can build a more effec- tive mechanism for dealing with spe- cific employer-employee relationships. Endorsement of the document marks the first time ACS has taken a stand in matters directly affecting employ- ers' 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 sur- veys, the portable pension plan, per- sonal assistance to members who have professional problems, malpractice in- surance, 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 pro- viding employers with realistic advice and standards they could use in deal- ing 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 in- tended to affect employers' relation- ships with their professional chemists. "The chemical scientist is a profes- sional, but this implies that he must act as a professional—contributing and devoting his services to his em- ployer," Dr. Gerber explains. ". . . Of course, chemists don't expect some- thing for nothing, but they are en- titled to be treated as professionals as long as they behave as such," he adds. Other subcommittee members are An- thony Finelli, Richard Van Santen, Henry A. Hill, and Raymond P. Mari- ella. Criticism. ACS has been subjected to considerable criticism because, un- like 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 mem- bers, whereas scientific and educa- tional 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 inter- est to ACS members, See: Computer animation 46 decade; there was a time when there was virtually no member interest in professional affairs. ACS now directs only 39c of its dues income specif- ically to professional relations activi- ties. The 1970 budget channeled 117c to information services, 7% to public affairs, 149c to member ser- vices, and 129c to scientific and edu- cational 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 divi- sions has been suggested by some mem- bers. Increased activities and a height- ened emphasis on professional rela- tions 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 com- plex 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 in- vestigate 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 chem- ical professionals. In recent months the following employers, according to the committee, have engaged in such terminations and appear to have han- dled them equitably regarding length of advance notice, re-employment counseling, and severance pay: Celanese Corp. Summit, N.J. Β attelle (Pacific Northwest Labora- tories) 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

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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:

Computer animation 46

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