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Re: HP salary structure (formerly job posting)
Only Option 2 - regulation is feasible, and in the best interest of the
public. If there are no qualification requirements that restrict the potential
work force, you could vote for a union, but then the employer could replace you
rather than negotiate a contract, or may negotiate a contract and then decide to
outsource the work. Also, even if a unionization campaign were successful, the
qualification requirements resulting from collective bargaining may have little
to do with professional competence.
Most importantly, I doubt that most of us would want to work in a unionized
environment. This tends to result in factors such as: (1) Job descriptions are
very restrictive. If you do something that falls into someone else's job
description, you'll end up with a grievance. (2) Promotions tend to be based
primarily on seniority, and pay raises tend to be across the board. There is
little opportunity for an employer to reward individual effort or sanction
individuals who don't pull their weight.
The opinions expressed are strictly mine.
It's not about dose, it's about trust.
Curies forever.
Bill Lipton
liptonw@dteenergy.com
"Bradt, Clayton" wrote:
> There are two ways to improve salaries and increase the perceived value of
> HPs by employers:
>
> 1) Collective bargaining. High wage industries tend to be heavily
> unionized. This is not a coincidence. Management will always pay as little
> as they can get away with. Before teachers organized, salaries were just
> above the poverty level. Now, in heavily unionized states like NY, teaching
> salaries -even starting salaries - are pretty good.
>
> 2) Regulation. If NRC and Agreement states required licensees to have fully
> trained HPs as RSOs, demand would soar and salaries would follow.
>
> Choose your poison.
>
> Clayton J. Bradt, CHP
> Principal Radiophysicist
> NYS Dept. of Labor
> Radiological Health Unit
> voice: (518) 457-1202
> fax: (518) 485-7406
> e-mail: usccjb@labor.state.ny.us
>
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