Labcorp mangement

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Anonymous said:
This is the situation. There are about 15 techs in the department and all accrue 4 to 6 weeks of vacation each year. Basic arithmetic says there is going to be a problem if you only allow one person off per day and the date has to be requested 6 months in advance. No more than 6 months and no less than 6 months in advance.

Now her faves can have take any time they want off, no matter how many others are off. If the date is taken, anyone else has to wait until practically a day before the date requested, to be told if the day off is approved. She says that this just in case there is an increase in the work load and to be fair to the ones who are not on her fave list. What??... I know........ it makes no sense to me either.

Will someone with common sense please advise your So. California lab manager that one does not make medical appointments or know your kid's graduation date six months in advance and the reason that one requests ones own earned PLB a month in advance is so that supervision can plan for coverage.

After reading some of the other posts, I must ask, does this company prefer to put paranoid people with control issues in management?
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Now is that small lab thinking...or big lab thinking.....or thinking at all...?
 








































































How competent of a HR department and legal team does this company have who would allow such illegal employment practices. The law in California plainly states that after a 40 hour, 5-day work week, on the 6 th day the pay rate is time and one half. On the 7th day, after working 6 days straight, the pay rate is double time. All reputable labs and hospitals know this and practice this. This is also why adequate staffing is vital. Especially in the cytotechnology department where LabCorp employees are paid what is referred to as premium pay.Premium pay is more akin to shift differential pay and not overtime. Whether salaried or not, these rules still apply. It does not matter in most cases. Other labs have been sued for this and had to go back 3 years, repaying ever bit of unpaid overtime in a lump sum settlement. This is a major corporation. Why would you take such risks? It is irresponsible.

Is it a wonder why things are going the way they are?
 


















A 2 week backlog of Paps and you are still recycling slides? How do you make any money in this department? Or better asked, WTF is going on in that lab?
Oh, don't tell me.. It's in the S.O.P.
 


















anonymous said:
A 2 week backlog of Paps and you are still recycling slides? How do you make any money in this department? Or better asked, WTF is going on in that lab?
Oh, don't tell me.. It's in the S.O.P.
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Now Labcorp is forcing Southern Calfornia cytotecs to work weekends for 3 weekends in a row and refuses to pay them overtime. As the other poster said, they pay what they refer to as "premium pay" which is analagous to a small shift differential and is not overtime. Cheap bastards.It robs the state and federal government of payroll taxes, and in addition to salary theft, it robs the worker of retirement income, in terms of employer matches.

Monrovia has a supervisor and a manager who both cytotechnologists, but are NOT working on weekends while forcing the other cytotecs to work. Now that is a waste of human resources. Why don't you force those two to work 3 weekends at premium pay?
 






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