. © oR Rowe Signed r Aad J { / é = ks mnt.) aesamgnn outmaune ee Cy ap Say i (Contract W-7405-Eng-36) Pon Q 7 LOS ALAMOS SCIENTIFIC LABORATORY “MBE t RPC 4 WDD oo BL «Ge: i pared GLP ALW i LoDM b 1 UNIVERSITY OF CALIFORNIA ja, EMM) | j— “4 aation. bd OFFICE OF THE BUSINESS MANAGER P. O. Box 1663 Los Alamos, New Mexico, 87544 Yay 11, 1964 bo ‘|[RHW ee __.LOW ' Rats in to TRC wi33 Blep. SOA Mr. Charles C. Campbell, Area Manager Leos Alanos Area Cirfice U. &. Atomic Energy Coumission Los Alamos,‘ New Mexico Dear Mr. Campbell: BEST COPY AVAILABLE Attached £s a statenent of the salary, vase, travel and subsistence policies which LASL proposes to use during any operational periods at the Pacifie Proving Grounds. These policies are basically the same as those used fer Operaticn Dominic in 1962, which were found to be genevally satisfactory. Iesed on our Dominic experience, and on about 15 years of previous test oxverience, we are proposing two changes from the Dominic plan, both haying to do with the Differential Allowance. (le prefer "differential" to "icolction" since considerations other than "isolation" justify the allowance; i.a.,. absence from home, extra expense at homa when the man of the house is avay, un~ pleasant or uncomfortable surroundings at some duty posts, ctc.)} éatez ‘The changes 1. Elimination of the 30 day minimum duty period to qualify for the differential allowance. Prior to Deminic, wa had never used a minim qualifying period in any of the several extra compensation plans we had used, and we agreed to its inclusion at Doninic only under protest and because the crash nature of the operation did not allow lengthy negotiationa. We insisted at that time on a right to meke exceptions to the 30 day minimm period, and many exceptions were approved. The only reasoneble justification for . 6 miniowm duty period of this kind is to exclude short-term ’. observera and other non-vorking visitors froma the extra compensa= tion. This goal cen be eccomplished in a much more equitable and £lexible manner by use of administrative discretion, which is the Standard tool LASL has always used. In all past operations, we 2. have had employees at the proving grounds who were not receiving extra compensation simply because it had been decided by their supervisors that the nature of their participation did not .Warrent it, During Dominic, when we had a minimm qualifying period, equity required many exceptions to the rule, all made through use of administrative discretion, thus demonstrating again that a fixed qualifying period cannot substitute for thoughtfed — a supervision. _ RECEIVED | oo DIRECTOR'S Of im on Be Risley iefeeowe, J