ACS News
AGS committee gives details of 13 layoffs The Committee on Professional Relations, through its Subcommittee on Professional Standards, continues to investigate and report on multiple terminations of chemists and chemical engineers. The committee reports on situations in which three or more chemists or chemical engineers are terminated, because of personnel reductions, during a six-month period. This report covers 13 such incidents by 10 employers; 89 chemists and chemical engineers were reported to have been terminated. These multiple terminations occurred between January 1975 and June 1976 at the following employers: Campbell Institute for Food Research (Camden, N.J.), Department of Defense Subsistence Testing Lab (Chicago), Engelhard Minerals & Chemicals (Edison, N.J.), General Atomic Corp. (San Diego, Calif.), Haven Chemical Co. (Philadelphia), Itek Corp. (Lexington, Mass.), MC/B (Matheson, Coleman & Bell) Manufacturing Chemists (Norwood, Ohio), NL Industries (South Amboy and Hightstown, N.J.), Singmaster & Breyer (New York City), and United Technologies (Hartford). The terminations at NL Industries involved three divisions at two locations, and two layoffs occurred at United Technologies. Previous C&EN reports (Jan. 12,1976, page 35; May 19,1975, page 45) covered two earlier layoffs at Itek's Central Research Laboratory; this report includes the final layoff that occurred when Itek closed the laboratory. Seven employers covered in this report supplied the committee with detailed information on termination conditions. Three companies—Campbell Institute for Food Research, Engelhard Minerals & Chemicals, and United Technologies— indicated that they would not supply the information requested. Therefore, information on these companies is limited to the data from the terminée survey. The committee compared the termination conditions of these layoffs with the standards published in ACS's 1975 "Professional Employment Guidelines." It was found that some employers terminated longer service employees. In these layoffs, 37 of the 89 individuals terminated reportedly had more than 10 years of service. At the Defense Department's Subsistence Testing Lab, all terminées had more than 10 years of service, and the terminée survey showed that three had more than 20 years of service. Nine of the 18 chemists terminated by Itek had 10 or more years of service. Reports from NL Industries showed that 11 of the 23 involved had more than 10 years of service; four elected early retirement. Terminée surveys of the two layoffs at United Technologies indicated that four of the 11 individuals terminated had more than 10 years of service. At General Atomic, two of the five chemists and chemical engineers terminated had more than 10 years of service. On the other hand, MC/B Manufacturing Chemists and Singmaster & Breyer reported that their terminées had less than three years of service. Survey response for the terminées at Campbell Institute, Haven Chemical, and Engelhard indicated that all of those responding had less than six years' service. The committee noted that many companies give terminées pay in lieu of notice; terminées at Engelhard and MC/B reported that they were asked to leave company property the same day they were notified of the layoff. General Atomic terminées reported that they were given two days to remove personal belongings from company property, and terminées at Singmaster & Breyer reported receiving three days' notice. The survey of terminées at Haven Chemical indicated that one terminée received no advance notice and another terminée received a week's notice. The survey of United Technologies' terminées indicated that those terminated in July 1975 received only one to two weeks' notice, but the individuals who were let
Employer compliance with ACS guidelines
These employers provided information
DOD Defense Subsistence Testing Lab General Atomic8 Haven Chemical8 Itek MC/B Manufacturing Chemists NL Industries titanium pigments div. NL Industries corporate R&D center8 NL Industries industrial chemicals div. Singmaster & Breyerb These employers provided no information
Campbell Institute for Food Research Engelhard Minerals & Chemical United Technologies —January 1975 United Technologies —July 1975 Employer met guideline standard. £g?|
Employer did not meet guideline standard.
H H Employer was substantially below guideline standard. This is defined as follows: • Advance notice—less than two weeks. • Severance pay—less than one week per year of service. • Employee service—more than 40% of terminées had more than 10 years of service. • Protection plans—no continuation of protection plans. NA
No information available.
a Rating on advance notice based on information from terminées. b Rating on assistance based on information from terminées.
Feb. 7, 1977 C&EN
21
go in January 1975 reported that the company met or exceeded the guideline standard of four weeks' advance notice. NL Industries reported that one month of notice was given to terminées in corporate research and development and notice varied from one to six months at the titanium pigments division, but terminées at the industrial chemicals division reported that they received two and a half weeks of advance notice. At Itek, terminées were notified informally one to three months before the lab closed, and terminées at the Defense Subsistence Testing Lab received 90 days' formal notice of the reductionin-force. None of the employers covered in this report met the Professional Employment Guidelines' severance pay standard of two weeks per year of service. Performance by United Technologies in this area appears to have varied considerably, according to the terminées. Chemists terminated in January and February reportedly received no severance pay beyond the advance notice discussed above, whereas those terminated in July reported severance pay ranging from nothing to 26 weeks. For the remainder of the layoffs, average severance pay was one week or more per year of service. The committee noted a definite improvement in pension vesting provisions over past layoff reports. In this report, seven of the companies met or exceeded the guideline standard of 10-year vesting, regardless of age. At Singmaster & Breyer, full vesting is provided after two years of service, and the Defense Subsistence Labs and Campbell Institute provided five-year vesting. Terminées at Engelhard and United Technologies reported 10-year vesting, and MC/B and General Atomic had full vesting at 10 years. In addition, terminées at General Atomic were given immediate vesting regardless of service. The vesting requirements at Itek and NL Industries did not meet the guideline standard because of age requirements; Itek's plan vested at 10 years of service and age 35, and NL's plan vested at five years and age 40. Most of the employers in this report provided terminées with assistance in finding a new position. However, terminées at Singmaster & Breyer reported that little or no assistance was offered in finding new employment. Assistance by other employers ranged from help in preparing and reproducing résumés to professional outplacement services. Eight of the employers continued major protection plans for at least a month following termination. At General Atomic, coverage was extended for three months, and a terminée at Campbell Institute reported that coverage was continued during the recall rights period. On the other hand, terminées at Haven Chemical reported that only conversion to individual coverage was available, as did a terminée from NL's industrial chemicals division. Management at NL's titanium pigments division reported that benefits were extended to the end of the month in which termination occurred. In six of the layoffs, terminées were informed of rehire privileges. Terminées at the Defense Subsistence Labs were eligible for re-employment rights for two years under the federal government's Displaced Employee Program. Terminées at Haven Chemical and Itek were informed that they would be recalled before new employees were recruited, and Haven rehired one terminée for a full-time position and one for a part-time position. Terminées from Campbell Institute, NL's industrial chemicals division, and United Technologies' January layoff reported that they were informed of rehire rights. Management at General Atomic and MC/B stated that the company did not have a rehire policy, but the terminée surveys showed that the terminées had been informed of rehire possibilities if openings occurred. However, management response at NL's titanium pigments division and corporate R&D and at Singmaster & Breyer indicated that there was no rehire policy. Terminées from Engelhard and United Technologies' June layoff reported that they had not been informed of rehire privileges. The committee expresses its appreciation to the following sections for their help in investigating these layoffs: Chicago, Cincinnati, Connecticut Valley, New York, Northeastern, North Jersey, Philadelphia, San Diego, and Trenton. All past articles on layoff data published in C&EN are available upon request from the Office of Professional Rela22
C&EN Feb. 7, 1977
tions, American Chemical Society, 1155—16th St., N.W., Washington, D.C. 20036. Members of the Subcommittee on Professional are: Dr. James G. Bennett Jr., chairman Dr. Henry Bader Dr. Eugene Garcia Dr. Ronald Maner Dr. E. Gerald Meyer Dr. F. William Kirsch, ex officio
Standards
ACS guidelines Advance notice. Four-week minimum. Severance pay. Minimum is two weeks per year of service. Additional notice may be given, by mutual agreement, in lieu of severance pay. Assistance. Efforts should be made to place terminée in another position within the organization, or terminée should be given assistance to find employment elsewhere. Pension plan vesting. Full vesting after 10 years' service. Employee service. Those with minimum of 10 years' service should not be terminated except for continued evidence of previously documented inadequate performance or cause. Employee protection plans. Should be extended for one month following termination at same rate of contribution as before. Employee would have additional 31-day grace period. Rehire privileges. Rehire privileges should be carefully explained to terminees.
Department of Defense, Defense Subsistence Testing Lab, Chicago; June 1975 Information from the employer Number involved. 11 chemists were separated when the Subsistence Testing Lab was closed. Of this number, 2 were transferred to positions of equivalent grade and pay within the Department of Defense, and 6 chemists retired. Advance notice. The terminées received 90 days' formal advance notice of the lab closing. Severance pay. The following schedule was followed: 1 week of salary for each year of service for the first 10 years, two weeks of salary for each year of service over 10 years, and an age adjustment allowance of 10% of basic salary for each year the terminee's age exceeds 40. Assistance. Terminées were eligible for nationwide placement in the Department of Defense Program for Stability of Civilian Employment, as well as Civil Service Displaced Employee Program. The maximum period of assistance under the Displaced Employee Program of the Civil Service Commission for a career employee is 2 years from the date of separation or from the date the employee entered the program, whichever is later. Pension plan vesting. Information was not provided. Employee service. All terminées had more than 10 years of service.
Employee protection plans. Major protection plans continued for 31 days following termination. Rehire privileges. Terminées are automatically eligible, under the Displaced Employee Program, to be listed on Civil Service registers at the grade or below the grade of the positions from which they were terminated. Terminées may also apply to be placed on higher grade registers, even if those registers are closed to regular competitors. Upon request, terminées may be considered for opportunities outside the region, if they cannot be placed within the region. Terminées compete for retention on the basis of type of appointment (tenure), veteran preference, total length of civilian and creditable military service, and performance rating.
Information from the terminées The professional relations and status committee of the Chicago Section surveyed the terminées and found the following: Number involved. 6 terminées responded to the survey. Of those responding, 1 was transferred to another Defense Department facility, 3 were terminated, and 2 retired. Advance notice. The respondents indicated that they were notified approximately 7 months before the lab closed. Official notice was received 90 days in advance of the closing. Severance pay. For those terminated, average severance pay was a little less than 2 weeks per year of service. The chemists who retired did not receive severance pay. Assistance. The terminées reported that some help was given in did not accept and another chemist was offered temporary finding a new it, position. 1 chemist was offered aa transfer, but position. Pension plan vesting. The pension plan was vested after 5 years of service. Employee service. All of the respondents had more than 10 years of service and 3 had more than 20 years. Employee protection plans. Health and life insurance were continued for 30 days for those terminated. Individuals who retired had health and life insurance protection continued at government expense.
General Atomic Corp., San Diego, Calif.; November 1975 Information from the employer Number involved. 5 chemists and chemical engineers were terminated, out of 39 chemists and chemical engineers employed at GA. 1 terminée volunteered for layoff and 1 terminée was a part-time employee, who had taken early retirement from another company. Advance notice. Exempt employees received 4 weeks' notice during which period they were on the payroll but not required to work. Employees who were required to work through the notice period received extended layoff dates from 6 weeks on up. Severance pay. Terminées received 1 week of severance pay for each year of service. Employees also received pay for 2 holidays that occurred shortly after their notice period expired. Assistance. Preliminary layoff lists were thoroughly reviewed by top management and numerous transfers were made to fill vacancies elsewhere in the company before the layoff list was finalized. After notification, all employees were offered professional services to aid in the preparation of their company and personal résumés, which were mailed to hundreds of other companies that had been contacted by General Atomic personnel staff to ascertain what openings they had. In addition,
a career center was set up for visiting companies to interview in San Diego, and an Employment Information Center was established with current job listings from ail over the country. Employment representatives were assigned to each employee to offer advice and assistance. Free clerical, reproduction, and mailing services were available for letters and résumés. Approximately 31 professional and clerical people spent 183 workweeks on this job assistance effort. The total impact of these activities was quite successful and seemed to be appreciated by the employees who took advantage of them. Pension plan vesting. Normally full vesting requires 10 years' service, but in this case, because of substantial curtailment of company activities, the requirement was waived and full vesting was granted to all terminées. Employee service. 2 of the 5 chemists and chemical engineers terminated had more than 10 years of service. Long service employees received extra, intensive internal search, even in cases where whole functions were eliminated. Employee protection plans. Health insurance was continued for up to 4 months at employee's option; life insurance for 1 month, plus grace period of 1 month, again at employee's option; and 1 month for accidental death and dismemberment. Rehire privileges. General Atomic does not have a rehire policy and thus there was none to be explained to terminées. However, the company's usual practice has been that laidoff employees who wish it receive full consideration for re-employment.
Information from the terminées The professional relations committee of the San Diego Section surveyed the terminées, and found the following: Number involved. The committee learned of 7 chemists and chemical engineers who were terminated, and 3 responded to the survey. Advance notice. 4 weeks of pay was given in lieu of notice. Terminées were given 2 days to remove their personal belongings from the premises. Severance pay. 1 week of severance pay per year of service was given in addition to the pay for advance notice. Assistance. Sincere attempts were made to place the terminées in other positions in the company and elsewhere. Because of the poor employment situation in San Diego, most terminées had to relocate. Pension plan vesting. Terminées were granted vesting regardless of service. Employee protection plans. Life insurance, health insurance, and long-term disability were extended for a 3-month period after termination. Rehire privileges. The rehire privileges explained to the terminées were that seniority would continue and severance pay could be retained if they were rehired. Although it was stated that preference over other applicants would be granted, the question of future ownership of the company could have some bearing on recall privileges.
Haven Chemical Co., Philadelphia; September 1975-June 1976 Information from the employer Number involved. 2 chemists were terminated in September 1975 and 1 was later rehired. 2 chemists were terminated in February 1976 and 1 was rehired on a part-time basis. Advance notice. Terminées received 2 weeks of advance notice. Severance pay. There is no schedule for severance pay, but generally 1 week of pay per year of service is given. Feb. 7, 1977C&EN
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24
C&EN Feb. 7, 1977
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Assistance. Personnel agencies were contacted, and other contacts were made. Pension plan vesting. The company does not have a pension plan. Employee protection plans. Terminées were allowed to convert the group coverage to individual coverage. Rehire privileges. The company does have a policy of rehiring terminées before recruiting new employees, and this policy was explained to the terminées.
Employee service. Service of the terminées ranged from less than 1 year to 13 years. 9 had 10 or more years of service. Employee protection plans. Life and health insurance plans were continued for 31 days after the 4 weeks' pay in lieu of notice. Rehire privileges. Itek has a rehire policy that mandates recall of terminées before new employees are hired. This policy was explained to the terminées.
Information from the terminées
Information from the terminées The professional relations committee of the Philadelphia Section surveyed the terminées and found the following: Number involved. 3 terminées responded to the survey. According to the terminées, 3 chemists were terminated in September 1975, 1 of whom was later rehired full-time; 2 chemists were terminated in February 1976, 1 of whom was rehired part-time; and 1 chemist was terminated in June 1976. Advance notice. 1 chemist received no advance notice and 1 chemist received a week of advance notice. The third chemist was recalled by the company, and he did not respond to this question. Severance pay. 1 terminée with less than a year of service received 2 weeks of severance pay, and 1 terminée with less than 2 years of service received a week of severance pay. Assistance. Terminées were assisted in finding a job and preparing résumés. Employee service. Both chemists terminated had less than 2 years of service. Employee protection plans. 1 terminée stated that major protection plans were continued for 30 days, and health insurance was convertible to an individual policy. The other terminée stated that plans were discontinued upon termination. Rehire privileges. 1 terminée was informed of rehire privileges, and 1 terminée stated that he was not notified of rehire privileges. The third chemist was recalled 5 weeks after he was terminated.
Itek Corp., Central Research Laboratory, Lexington, Mass.; September-December 1975 Information from the employer Number involved. 18 chemists were terminated when Itek's Central Research Laboratory was closed. Advance notice. Terminées were given 1 to 3 months of informal notice, depending on the closedown schedule. Terminées received 4 weeks' pay in lieu of notice before their official termination date. Severance pay. Terminées were given a minimum of 4 weeks of severance pay, plus an additional week of pay for each year of service over 5 years, to a maximum of 14 weeks of pay. Assistance. Employees were offered detailed assistance in locating positions, both internally and externally. Some were offered positions in other divisions of Itek as their skills were required. Itek offered a complete outplacement assistance program which included hiring a special outplacement consultant in 4 weeks. Terminées were offered job hunting counseling, résumé preparation, typing and reproduction, as well as use of company facilities during their job search. A résumé booklet was prepared and distributed to more than 400 companies, and Itek facilities were available for companies wishing to interview candidates. Pension plan vesting. Itek's pension is fully vested after 10 years of service past age 25. 26
C&ENFeb. 7, 1977
The professional relations committee of the Northeastern Section surveyed the terminées and found the following: Number involved. 18 terminées were identified; 12 responded to the survey. Advance notice. 7 terminées received 4 weeks' notice; 1 terminée each received 5, 6, 7, and 10 weeks' notice. However, 1 chemist received only 3 days' notice but did accept 4 weeks of severance pay in lieu of notice. Severance pay. Usually, the severance pay given was 1 week per year of service up to a maximum of 10 weeks (1 chemist, however, received 12 weeks). Most received additional severance pay in lieu of notice (up to 4 weeks, maximum). Assistance. 7 stated that attempts were made to place them within the company. All received help in finding a job and writing résumés. Pension plan vesting. Fully vested pensions were given with 10 years of service; 2 with 9 years had 90% vesting; 1 with 7.5 years had 60% vesting. Persons with less than 4 years of service had no vesting. Employee service. 6 of those responding had 10 or more years of service. Employee protection plans. Life insurance varied from 0 to 2 months after termination; health insurance was given for 1 or 2 months; long-term disability between 0 and 1 month. Rehire privileges. 10 terminées stated that they did have such privileges; 2 said they did not.
Matheson, Coleman & Bell Manufacturing Chemists, Norwood, Ohio, February 1976 Information from the employer Number involved. 6 chemists and chemical engineers were terminated out of 14 employed at MC/B. Advance notice. MC/B has no formula or schedule for providing advance notice to terminées. Severance pay. Terminées received 1 week of severance pay for each year of continuous service, with a minimum of 2 weeks of pay. Assistance. The terminées' résumés were distributed within the company, and various companies and employment agencies were notified of the layoff and supplied with the terminées' résumés. Pension plan vesting. The pension plan is fully vested after 10 years of continuous service. Employee service. All terminées had less than 3 years of service. Employee protection plans. Major protection plans were continued for 1 month after termination. Rehire privileges. MC/B does not have a rehire policy, but would consider rehiring those terminated if they were available.
Information from the terminées The professional relations committee of the Cincinnati Section surveyed the terminées and found the following:
Number involved. 3 terminées responded to the survey. Advance notice. The terminées responding received no advance notice. Severance pay. 2 terminées with 1 year of service received 4 weeks of severance pay; 1 terminée with less than a year of service received 2 weeks of severance pay. Assistance. Terminées were given assistance in finding a job and preparing résumés. Employee service. The terminées responding had 1 year or less of service. Rehire privileges. 1 terminée was informed that rehire would be possible if an opening occurred in his department. The other 2 terminées were not aware of any rehire privileges.
NL Industries, titanium pigments division, South Amboy, N.J.; April 1975 Information from the employer Number involved. The R&D department of the division eliminated 13 out of 49 professional scientific positions. 3 chemists were transferred to other divisions of NL, 2 were placed on long-term disability insurance, 3 chose to retire early, and 5 were terminated. Advance notice. Notice varied according to years of service and ranged from 1 to 6 months. Severance pay. Terminées received 2 weeks of severance pay for the first year of service, and 1 week for each additional year to a maximum of 15 weeks. Assistance. A search was made throughout NL Industries for possible positions for all occupants of terminated positions and 3 people were placed. In addition, all terminées were provided assistance in developing résumés, secretarial help, phone service, and time to conduct a job search. Companies in the area that were believed to have positions available also were contacted. Pension plan vesting. Employees' pension rights are fully vested upon reaching age 40 with 5 years of service. Employee service. Length of service of the chemists involved ranged from 11 months to 37 years. Of the 5 chemists terminated, 2 had 10 or more years of service. Employee protection plans. Terminées' major protection plans were continued until the end of the month in which the termination occurred. Rehire privileges. NL has no specific rehire policy. There was no expectation of any additional hiring to occur within at least a year of the reduction-in-force, nor were other positions expected to open within the organization where the skills of those terminated could be utilized.
Information from the terminées 1 individual who was placed on long-term disability responded to the survey. This respondent agreed, in general, with the information supplied by the company.
NL Industries, corporate R&D center, Hightstown, N.J.; August 1975 Information from the employer Number involved. 4 chemists were involuntarily separated and 1 chemical engineer elected early retirement in lieu of termination. There are 45 employees who have professional chemical-related backgrounds at the center. Advance notice. 1 month's advance notice was given to all terminées.
Severance pay. Terminées were given 2 weeks' severance pay for the first year of service, and 1 additional week of severance pay for each year of service, up to a maximum of 15 weeks' severance pay. Assistance. A variety of out-placement assistance was provided. An extensive investigation of transfer possibilities at other NL units was carried out prior to separation. A seminar on résumé preparation, job-contact development, and interviewing techniques was conducted. Typing, clerical, and telephone use were provided to all terminées. Contacts were made with other local employers and employment agencies. Pension plan vesting. Pension was fully vested after 5 years' service and 40 years of age. Employee service. 2 of the 4 chemist terminées had more than 10 years of service. Employee protection plans. Terminées' major protection plans were continued for 1 month beyond their effective termination • date. Rehire privileges. There is no rehire policy or practice which requires that those terminated be rehired before new employees are recruited.
Information from the terminees The professional relations committee of the Trenton Section surveyed the terminées and found the following: Number involved. 4 chemists and chemical engineers responded to the survey. 3 were terminated, and 1 took early retirement. Advance notice. 2 terminées received a month of advance notice; another received 3 weeks' notice. The retiree received no advance notice. Severance pay. 3 terminées received 15 weeks of severance pay. The retiree received a month of severance pay. Assistance. Those responding indicated that they were given help in preparing résumés. Pension plan vesting. Vesting occurred after 5 years of service and 40 years of age. Employee service. The range of service for those responding was 18 to 36 years. Employee protection plans. 3 terminées had major protection plans extended for 1 month. Plans for the retiree were continued. Rehire privileges. Those responding indicated that no rehire policies were explained to them.
NL Industries, industrial chemicals division, Hightstown, N.J.; December 1975 Information from the employer Number involved. 8 chemists and chemical engineers were terminated out of 60 employed in the division. Advance notice. There is no formal schedule or formula for advance notice. Severance pay. Terminées with more than a year of service receive 2 weeks of pay for the first year and 1 week of pay for each additional year, up to a maximum of 15 weeks. Terminées with less than a year of service receive 1 week of severance pay. Assistance. Employment agencies were contacted, and terminées were given counseling on an individual basis. Pension plan vesting. Pension plan is vested at age 40 and 5 years of service. Employee service. Service of the terminées ranged from 6 months to 24 years. 3 had more than 10 years of service. Employee protection plans. The life insurance plan was continued Feb. 7, 1977C&EN
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for 31 days, and terminées could convert the medical insurance to an individual policy. Rehire privileges. The division has a policy of rehiring those terminated before new employees are recruited. This policy was explained to the terminées.
Information from the terminées The professional relations committee of the Trenton Section surveyed the terminées and found the following: Number involved. 2 terminée? responded to the survey. Advance notice. The terminées received 21/2 weeks of advance notice. Severance pay. 1 terminée, who received partial retirement benefits, did not receive severance pay. The other terminée, who had 2 years of service, received 2 weeks of severance pay. Employee service. 1 terminée had more than 20 years of service, and the other had less than 3 years of service. Employee protection plans. Major protection plans were continued for the terminée receiving retirement benefits. The other terminée indicated they were extended only through the 31-day grace period. Rehire privileges. Both terminées stated that they were informed of rehire privileges, if a position similar to their former positions became available. One of the terminées reported that, shortly after termination, he was contacted about an opening in the division in response to his blind "situations wanted" ad.
Singmaster & Breyer, New York, N.Y., May 1975 Information from the employer Number involved. 5 chemical engineers were terminated. Advance notice. Advance notice is dependent on the company's necessity for terminating an employee, and ranged from 1 day to 2 weeks. Severance pay. Singmaster & Breyer has the following severance pay formula: 1/2 day per month worked, up to 18 months of service; 2 weeks pay for 18 months to 5 years of service; case-by-case basis over 5 years of service. The foregoing is a minimum allowance, and the company generally tends to be more liberal with chemical engineers. Assistance. The company always tries to relocate individuals within the organization before terminating them. Pension plan vesting. Vesting is full and immediate after 2 years of service. Employee service. Service of the terminées ranged from 1 month to 2 years. Employee protection plans. Major protection plans were continued for 31 days after termination. Rehire privileges. The company does not have a rehire policy that requires that terminées be rehired before new employees are recruited.
Information from a terminée The professional relations committee of the New York Section attempted to survey the terminées, and received the following response from 1 terminée: Number involved. Only 1 terminée responded to the survey. Advance notice. The terminée received 3 days of advance notice. Severance pay. The terminée received 2 weeks.of severance pay. Assistance. The terminée reported that he was given no assis28
C&ENFeb. 7, 1977
tance in finding a job. He was not aware of any attempts to relocate him within the company. Employee service. The terminée had slightly less than 2 years of service. Rehire privileges. The terminée was not aware of any rehire privileges.
Campbell Institute for Food Research, Campbell Soup Co., Camden, N.J.; January 1975 Information from the employer 5 chemists were terminated in January 1975. The company declined to provide detailed termination information.
Information from the terminées The professional relations committee of the Philadelphia Section surveyed the terminées, and found the following: Number involved. The committee contacted several Campbell employees for information. It was learned that 3 chemists and 2 technicians were terminated. 1 chemist was recalled by Campbell. Advance notice. Information was not provided. Severance pay. 1 terminée received a week of severance pay, plus accrued vacation. Information was not provided on the other terminées. Assistance. Detailed information was not supplied, but it was. learned that Campbell employees assisted the terminées in finding new employment. Pension plan vesting. The Campbell plan is fully vested after 5 years of service. Employee service. None of the terminées had more than 2 years of service. Employee protection plans. Terminées were allowed to continue health, life, and suqplemental accident insurance, with advance payment of premiums, during the recall rights period. Rehire privileges. Terminées were given recall rights with continued seniority for a specific period after termination. For 1 terminée, this period extended for 6 months past the end of the severance pay period. Information was not available on the other terminées.
Engelhard Minerals & Chemicals, Edison, N.J.; January 1975 Information from the employer 2 chemists were terminated at Engelhard Minerals & Chemicals. The company declined to supply detailed termination information.
Information from the terminées The professional relations committee of the North Jersey Section surveyed the terminées, and found the following: Number involved. 3 chemists responded to the survey. Advance notice. The terminées were asked to leave the same day they were notified. Severance pay. The terminées received a week of pay for each year of service. Severance pay ranged from 2 to 6 weeks. Assistance. 1 terminée reported that assistance was given in
preparing résumés. 2 terminées reported that no assistance was given. Pension plan vesting. The plan was fully vested after 10 years of service. Employee service. All terminées had less than 6 years of service. Employee protection plans. 2 terminées reported that health insurance was continued for 1 month following termination. The other terminée reported that life insurance continued to the end of the month in which he was terminated, but health insurance was discontinued at termination. Rehire privileges. No rehire privileges were mentioned.
United Technologies Corp., Hartford; January and July 1975 Information from the employer At least 5 chemists and chemical engineers were terminated in January and February 1975, and at least 6 chemists and chemical engineers were terminated in July 1975. The company declined to provide detailed termination information.
information from the terminées The professional relations committee of the Connecticut Valley Section surveyed the terminées and found the following: Number involved. 2 chemists and chemical engineers terminated in January and February 1975, and 6 chemists and chemical engineers terminated in July 1975 responded to the survey. Advance notice. In the January layoff, 1 terminée with 15 years of service received 7 weeks' notice, and a terminée with a year of service received 4 weeks' notice. In the July layoff, 4 ter-
minées reported a week's notice and 1 terminée reported 2 weeks' notice. Severance pay. The chemists terminated in January and February did not receive any severance pay. In the July layoff, 1 terminée with 2 years of service received 2 weeks of notice but no severance pay, and another terminée with 2 years of service received a week of notice and a week of severance pay. Of the other 4 terminées, 3 had more than 10 years of service; 2 received 26 weeks of severance pay and 1 received 16 weeks of severance pay. The fourth terminée had 9 years of service and received 8 weeks of severance pay. Assistance. 4 terminées reported that assistance was given in preparing and reproducing résumés, and 2 also reported that assistance was given in finding a new job. 1 terminée reported that weak efforts were made to place him within the company. 4 terminées did not respond to this question. Pension plan vesting. The pension was fully vested after 10 years of service. The 4 terminées with more than 10 years of service reported being fully vested, but a terminée with close to 10 years of service reported he was not able to obtain any vesting. Employee service. 1 of the individuals terminated in January had more than 10 years of service, and 3 of those reporting July terminations had more than 10 years of service. Employee protection plans. For terminées who received only a week or no severance pay, insurance plans were continued for a month at employer expense; the terminées could then convert to an individual plan. The remaining terminées reported that insurance plans were continued for the severance pay period. Rehire privileges. The individuals terminated in January and February were informed that they would retain seniority if they were recalled within a year of termination. However, one terminée was informed that terminées did not have preference for openings. 2 terminées in the July layoff reported that rehire privileges were not explained; 4 terminées did not respond to this question.
Awards Dr. William L. Russell, a world authority on mammalian mutagenesis, has received the Enrico Fermi Award for 1976. The $25,000 gold medal award, presented to Russell earlier last month, is the highest scientific award of the Energy Research & Development Administration and is made with approval of the President of the United States. The citation to Russell read in part: "For his outstanding contributions during a long and distinguished career to the quantitative evaluation of the genetic effects of radiation in mammals . . . . for his major contributions to the principles of genetic t h e o r y . . . . for his vigorous efforts to evaluate in animals the mutagenic potential of chemical pollutants arising from nonnuclear energy sources." Russell is a principal geneticist in the biology division of ERDA's Oak Ridge National Laboratory. Dr. Rein Luus, professor, department of chemical engineering and applied chemistry, University of Toronto, has been named the recipient of the 1976 Steacie Prize. The $3000 annual award is given to
a person under 40 years of age, in recognition of outstanding scientific work in a Canadian context, and is administered by the National Research Council of Canada. Luus has distinguished himself as a teacher and author, particularly in the field of applied mathematics in chemical engineering.
tific publications, including one book. At the University of Minnesota, he developed one of the nation's first and most extensive courses in industrial chemistry. The biennial award honors Wittcoff for "outstanding contributions to chemistry through research or education."
Dr. Peter D. Mitchell, director of the Glynn Research Laboratories in Bodmin, Cornwall, England, will receive Brandeis University's 6th Annual Rosenstiel Award for Scientific Research. The prize honors Mitchell for his research described as a "theory for the conservation and movement of energy across the mitochondria membrane in animal cells, the chloroplast membrane in plants and across the outer membrane in bacteria." The $5000 prize is given to scientists in recognition of important work in basic medical research.
Nominations requested
Dr. Harold A. Wittcoff, special adviser to the president of General Mills Chemicals and adjunct professor of chemistry, University of Minnesota, has received the 1976 Minnesota Award of the ACS Minnesota Section. In his 30-year career with General Mills, rising from research chemist to vice president of corporate research, Wittcoff developed 143 patents, and authored or coauthored many scien-
Nominations are invited for the 33rd ACS Midwest Award. Candidates for the $1000 award shall have made meritorious contributions to the advancement of chemistry, either industrial or academic, while residing in the ACS Midwest region (the sections of Ames, Iowa, Kansas City, Kansas State University, Nebraska, Omaha, St. Louis, Sioux Valley, South Central Missouri, Southeastern Kansas, Southern Illinois, University of Arkansas, University of Kansas, University of Missouri, and Wichita). Deadline for receipt of nominations is March 31. They should be sent to Leo J. Malone, St. Louis University, P.O. Box 8089, Pierre Laclede Station, St. Louis, Mo. 63156. The ACS Georgia Section is requesting nominations for the 1977 Herty Medal, given in recognition of individual outFeb. 7, 1977C&EN
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