PERSONNEL POLICY EDGERTON, GERMESHAUSEN AND GRIER, INC.

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP65-00523R000100180002-1
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 14
• Document Creation Date: December 22, 2016
• Document Release Date: June 8, 2010
• Sequence Number: 2
• Publication Date: November 1, 1956
• Content Type: REPORT

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SECREr
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EDGERTON, GERMESHAUSEN & DRIER, INC.
November 1956
Edgerton, Germeshausen & Grier, Inc., was organized as a
Massachusetts corporation in 1947 for the purpose of under-
taking highly specialized experimental, research and develop-
ment work in the electronic, photographic, and allied fields.
The Corporation has headquarters in Boston, Massachusetts,
and conducts extensive operations from its offices in Las Vegas,
Nevada. The organization conducts experiments at the United
States Government Atomic Energy Proving Grounds and else-
where throughout the country. Much of its work is performed
for the Atomic Energy Commission in the service of the Amer-
ican people. The Company's operations originated in a contract
between the United States Government's Manhattan District
Project and the Massachusetts Institute of Technology at Cam-
bridge, Massachusetts. The obligations of this contract were
assumed first by the partnership of Edgerton, Germeshausen &
Grier and finally by this Corporation. The growth and advance
of the Corporation in several fields has enlarged its employee
family from a dozen in 1947 to over 400 at present.
The following pages contain the Personnel Policy of the
organization. Any questions concerning any matter covered
by this policy may be submitted to the Personnel Department.
It is expected that from time to time changes will be made in
the policy. As changes occur, our employees will be notified.
I. NEW PERSONNEL
The first six months of employment will be considered as
a trial period for each new employee, unless otherwise
specifically agreed.
Temporary employees are those personnel employed for a
definite period of time, during which time they are expected to
work the same number of hours as full-time employees.
Part-time employees may be either permanent or temporary
employees, but will normally not work the full work week.
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2. PATENTS AND INVENTIONS
A Patent agreement is one of the most important consider-
ations of employment in a scientific and engineering business
such as this one. It is necessary that such an agreement be
executed by all employees upon entering into employment with
Edgerton, Germeshausen & Grier, Inc.
3. DEFINITION OF WORK WEEK
The work week for all personnel, for payroll purposes,
begins at 12:01 A. M. Monday and ends at Midnight, Sunday.
All full-time personnel are expected to accomplish their
assigned tasks in approximately the number of hours estab-
lished by the Company as standard. The number of hours to
be worked by part-time employees will be established in accord-
ance with individual requirements.
4. COMPENSATION
(a) The compensation paid to salaried employees is con-
sidered as full compensation regardless of the number of hours
per week actually worked.
(b) The compensation of employees paid at an hourly
rate represents compensation for hours actually worked within a
base week of 40 hours consisting of five eight-hour work days.
5. OVERTIME AND EXTRA COMPENSATION
(a) Salaried employees may, at the discretion of the
Company, in addition to their existing salary, be paid extra
compensation when assigned to work for field operations of the
Company, irrespective of the number of hours worked or the
location of the work during such assignment.
(b) Except as hereafter provided, hourly employees
will be paid at the rate of 11/2 times their regular base earnings
rate
1. For hours worked in excess of eight hours in any
one period of 24 consecutive hours, or
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2. For hours worked in excess of 40 hours in any
one work week.
Hourly employees will be paid at the rate of two times their
regular base earnings rate for work on any of the holidays
designated in Paragraph 16 hereof, or for work on the seventh
consecutive day of the work week. Hourly employees who do
not work on the designated holidays will be paid at their regular
base earnings rate if such holiday occurs during such employ-
ees' base work week.
6. TRAVEL TIME
Time spent by an hourly employee traveling on Company
business will be considered working time, except that when the
employee travels more than the designated work day, the
employee will be paid on the basis of a normal work day for
such travel time. If an employee must travel on days he
ordinarily would not work, such as a Saturday, Sunday or a
holiday, these days will be treated as work days, but in no
event will the employee be compensated for travel time on these
days in excess of 11/2 times his regular base hourly earnings
rate for a base week of 40 hours.
7. WAGE AND SALARY REVIEW
The record of each employee will be reviewed annually, and
a wage or salary increase will be granted if the employee's
work so merits. Records of new employees will be reviewed
during the first six months of employment, and annually
thereafter.
8. REVIEWS OF PERFORMANCE ONLY
A review of each employee's performance for evaluation
purposes only will be held annually in addition to the Wage
and Salary Review.
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9. PROMOTIONS
Promotions may be made at any time. Upon promotion,
the employee-will be paid at least the minimum of the range
of the new classification.
10. EDUCATIONAL ASSISTANCE
The Company offers financial aid to qualified personnel
who desire to obtain further education. at approved .schools.
Employees may become eligible for assistance under this pro-
gram after one year of. employment by the Company.
I I. MILITARY TRAINING AND JURY DUTY
Any employee excused for an annual period of military
training not to exceed 15 days, or for jury duty, will be paid
his regular salary or wages during the period of such service,
less pay allowances exclusive of travel allowances in the case
of military duty, and less amounts received in the case of jury
duty.
12. VOTING TIME
Employees may be granted time off during regular working
hours, with pay, not to exceed two hours, for the purpose of
voting in local, state, and federal elections. Time absent for
voting will be counted as time worked for the purpose of
computing overtime.
13. SUPPER MONEY
All personnel working on a daytime schedule and not in
travel status will be entitled to expense reimbursement up to
$1.75 for supper if circumstances require them to work after
7:00 P. M. In this case, employees will be expected to take 3/4
hour for supper at-the end of the normal work day. Time spent
at supper will not be counted as time worked.
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14. TRAVEL AND MOVING EXPENSES
A. Travel on official company business:
Employees who are required to travel on company
business will be reimbursed for necessary expenses in accord-
ance with the following allowances
(a) Transportation cost: Transportation costs may
include the use of a personal automobile, bus, rail, commercial
airline and local transportation.
1. Personal automobile: Employees traveling by
personal automobile will be reimbursed at the rate of eight
cents per mile by speedometer reading but not more than 10
per cent above Rand McNally's Standard Distance Chart be-
tween authorized points of travel. Charges for overnight
parking and for ferry and bridge tolls will also be reimbursed.
The number of days or quarter days en route will be calculated
on the basis of 320 miles per day, or the mileage driven,
whichever is greater.
2. Rail Travel: When rail travel is used, actual
expenses by most direct route for first class fare, pullxnan fare
and reasonable baggage charges will be reimbursed.
3. Air Travel: Actual expenses for air travel
by the most direct first class route available at the time of
travel will be reimbursed.
4. Local Transportation: Cost of local transpor-
tation by car, bus, taxi, subway and street car will be allowed
to the extent that such transportation is used in the business of
the Company.
(b) Hotel Room: Actual cost of hotel room not to
exceed $7.00 per night will be reimbursed.
(c) Per Diem Allowances: A per diem allowance
of $6.00 per day while in travel status will be paid to cover
meals, tips and miscellaneous personal expenses and will be
computed on a quarter calendar day basis. Different rates of
per diem payments may be established from time to time with
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respect to travel requirements under certain operations of the
Company.
(d) Telephone and Telegraph: Charges for tele-
phone and telegraph will be reimbursed if incurred in connec-
tion with the business of the Company and supported by hotel
receipt,.copy of telegram, or written justification.
(e) Receipts: Expenses for hotel rooms and for
travel by rail or air may not be reimbursed unless claims are
supported by proper receipts.
B. New and Transferred Employees:
Employees reporting for work for the Company, or
transferred from one location to another, may, at the discretion
of the Company, be reimbursed for transportation, hotel, per
diem and other expenses in accordance with the reimbursement
policies set forth in Paragraph 14, Section A above. However,
no employee may remain in travel status for a period. longer
than 30 consecutive days from the start of travel without the
written approval of the Company.
C. Interviewees
Persons under consideration for employment may,
at the discretion of the Company, be reimbursed, in accordance
with the reimbursement policies set forth in Paragraph 14,
Section A above, for expenses incurred in traveling to the
Company's interviewing office and return for purposes of
employment interviews.
D. Household Goods and Dependents:
Subject to approval of the Company, employees may
be reimbursed for the cost of transporting their dependents,
household goods and personal effects from their place of resi-
dence at the time of transfer or employment to a suitable
location in the vicinity of assignment on the business of the
Company. The following costs will be reimbursed:
(a) Reasonable costs of transporting household
goods and personal effects, not to exceed 7,000 pounds, includ-
ing packing and temporary storage not to exceed. 60 days.
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(b) In case of permanent transfer (i. e., transfers
` for not less than six months) the reasonable cost of shipping
not more than one of the employee's automobiles in case travel
is by common carrier.
(c) The following expenses will be allowed in
accordance with Paragraph 14, Section A above:
1. Transportation cost by personal automobile,
rail, commercial airline and local transportation for the depend-
ents in the immediate family of the employee, as dependents
are defined in the Internal Revenue Code, Title 26, Section 25,
U. S. Code.
(d) Cost of hotel room or other accommodations
for the dependents not to exceed $7.00 per night for each.
(e) Per diem allowances of $6.00 per day for each
dependent while traveling.
(f) Per diem allowances of $6.00 per day for each
dependent and actual cost of hotel room or other accommoda-
tions, not to exceed $?.00 per person per day, after arrival at
the place of assignment and until suitable housing is obtained;
provided however that such period does not exceed 30 days
after start of travel.
E. Transportation and Travel Expenses at Termination:
(a) Subject to the approval of the Company, reim-
bursement may be made for the return travel and moving
expenses of employees who have satisfactorily completed their
assignments for the Company, except in the case of voluntary
termination by the employee or termination for cause.
(b) If approved, transportation and travel expenses
of employees and dependents and the costs of transporting
household goods and personal effects will be allowed from the
place of assignment to the point of employment, or point of
equal distance. Expenses will be allowed in accordance with
the applicable provisions set forth above except that hotel and
per diem expenses will be allowed for no longer a period than
is required to complete the travel.
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(c) Return movement of dependents and household
goods and personal effects must be completed within 60 days
after termination, as provided above.
15. GENERAL PROVISIONS RELATING TO TRANS-
PORTATION, TRAVEL AND LIVING EXPENSES
A. The Company operates at the present time offices in
Boston, Massachusetts, and Las Vegas, Nevada. Each employee
of the Company is assigned to one of these offices. As a general
rule, no assignment of an employee to one of the Company's
offices will be made for a period of less than six months. -
B: No expense for transfer of an employee's immediate
family, household goods and effects will be reimbursed unless
the employee is to be assigned to one of the Company's offices
for a period in excess of six months.
C. No transportation or travel expense from his place
of residence to his assigned work in the normal pursuit of his
daily work will be paid to any employee.
D. Wherever per diem is provided herein, it will be
computed on a quarter day, pro rata basis for periods of travel
time over complete days starting with the hour and day of each
official trip.
E. When travel on Company business is confined to a
period of ten hours or less, the employee so traveling is not
eligible for per diem.
I b. HOLIDAYS
The following holidays will be observed by the Company
when they fall within the established 40-hour work week.
New Year's Day
Washington's Birthday
Memorial Day
Independence Day
Labor Day
Veterans Day
(January 1)
(February 22)
(May 30)
(July 4)
(First Monday in Sept.)
(November 11)
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Thanksgiving Day (Last Thursday in
November or by
proclamation)
Christmas Day (December 25)
A holiday occurring on Sunday will be observed the follow-
ing Monday.
Holidays observed as non-work days during the scheduled
work week will be counted as time worked for the purpose of
computing overtime.
17. VACATIONS
Vacations will be accrued by full-time and temporary em-
ployees at the rate of eight hours (one work day) per month
of employment. Vacation time will not be accrued by part-time
employees.
Employees on vacation will be paid at their straight time
rates.
Vacation time will not be counted as time worked for the
purpose of computing overtime.
Employees who leave the Company voluntarily and give a
minimum of two weeks' notice in advance will receive compen-
sation in lieu of the vacation which has been earned but not
yet taken. Employees who are terminated at any time by the
Company for its convenience, unless such personnel are
terminated for cause, will receive compensation in lieu of the
vacation which has been earned or accumulated but not yet
taken. All such vacation credits will be payable at the straight-
time rate in effect at the time of termination.
During the calendar year in which an employee completes
15 years of service, and each year thereafter, he will accrue
vacation at the rate of 15 work days per year.
During the calendar year in which an employee completes
20 years of service, and each year thereafter, he will accrue
vacation at the rate of 20 work days per year.
Not more than 12 work days of unused annual vacation
credits may be carried over from one year to the next.
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~ 8. ABSENCES
Authorized absences, other than sick leave or on the
holidays set forth in Paragraph 16 hereof, are chargeable to
vacation credit already earned or accumulated but not yet taken.
Unauthorized absences are not chargeable to vacation credit or
sick leave, and deductions from hourly wages may be made.
An employee who is unable to come to work should notify
his supervisor or the Personnel Department as soon as possible.
Leaves of absence may be granted ~ only by a corporate
officer and only under the following circumstances:
A. Military service-for length of service without
intermediate employment.
B. Education-for immediate scholastic year.
C. Extended illness-not including maternity.
D. Extended travel-not in excess of sixty days.
No leaves of absence will be granted for:
A. Other employment.
B. Maternity and self-induced illnesses.
C. Extended travel in excess of sixty days.
19. SICK LEAVE
An employee may be allowed, at the discretion of the
Company, sick leave consisting of 12 working days per year.
Consideration may be given by the Company to the allowance
of additional sick leave, as circumstances warrant, not to
exceed a total of 24 working days per year without loss of
pay. Sick leave allowances will not be carried over from one
calendar year to the next.
Part-time employees will not be eligible for sick leave
allowances.
Time absent due to sickness will not be considered as time
worked for the purpose of computing overtime.
20. JOB INCURRED DISABILITIES
In the case of job incurred disabilities, the Company may
pay to the disabled employee the difference between Work-
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men's Compensation Insurance and the employee's salary or
'wages for a period up to 26 weeks. Special cases may be given
consideration up to an additional 26 weeks.
21. TERMINATION OF EMPLOYMENT
(a) Termination for or at the convenience of the
Company:
If the services of salaried personnel are terminated, for or
at the convenience of the Company, such salaried personnel
will be given either one month's notice or, at the election of
the Company, one month's salary.
If the services of hourly paid personnel are terminated, for
or at the convenience of the Company, such hourly paid person-
nel will be given either two weeks' notice or, at the election of
the Company, two weeks' wages.
However, if the services of personnel who have been em-
ployed by the Company for less than two months are ter-
minated, for or at the convenience of the Company, such
personnel may, at the election of the Company, be given notice
or payment equivalent to one-half the amount established above.
(b) Termination for cause:
The services of all personnel are subject to termination by
the Company for cause without notice.
22. GROUP LIFE INSURANCE
The Company maintains a group life insurance program,
the cost of premiums being paid in part by the Company and in
part by the employees who desire to participate. Compared to
life insurance which the employee might obtain as an individual,
the coverage offered is very low in cost.
23. HEALTH INSURANCE
The Company maintains a group health and accident plan
under which the Company pays for the insurance of a certain
portion of the salary or wages of employees, and under which
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further benefits covering a portion of surgical and hospital bills
may be obtained by employees on a contributory basis.
24. TRAVEL ACCIDENT INSURANCE
The Company carries, at no .expense to its employees, a
world-wide policy in the amount of $10,000 covering employees
while traveling on Company business.
25. SPECIAL BENEFIT PLAN -
In addition to the group policies, the Company provides a
$10,000 Special Benefit Plan covering employees participating
in certain operational field trips. .
26. PROFIT SHARING TRUST
All employees, after working one complete calendar year,
participate in the EG&G, Inc., Profit Sharing Trust. Profits
fund the plan, and the Company makes the only financial con-
tribution. Details of the plan are set forth in a pamphlet, which
may be obtained from the Personnel Department.
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