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Post by moopigsdad on Aug 3, 2013 8:38:42 GMT -5
The following is from a longer post that is over on p. 5 of the Negativity thread, (see link below) which you might want to check out because there is additional information on how to maximize your use of credit hours which can be very important to a parent at an ODAR far from home (especially if their spouse and children remain back home). Also a caveat, when I was hired as an ALJ in 2010, 5 National Hearing Centers had opened between 2007 to 2010, 14 new ODARs and 1 satellite office opened in 2010 and 8 new ODARs and 1 satellite office opened up in 2011, so there was quite a bit of ALJ movement to the new offices by current ALJs wishing to get closer to home, which also freed up positions at the ODARs they left. (see page 3 and Appendix D of the second link below) FYI, the ODAR I was originally assigned to in 2010 was a new ODAR and the ODAR I was reassigned to in 2011 was also a new ODAR. So even though I was #8 on the transfer list, because they needed to fill 9 ALJ positions, I was offered a position. Today, there are 5 ALJs on the transfer list to my current ODAR, and all the ALJ positions are filled, so if I was a new hire today, I might be spending quite a long time at an ODAR far from home before receiving a reassignment offer back home. ------------------------------------------------------------------- My first year as an ALJ, I found out that my wife was pregnant - with our first, and so far only, child - six days after accepting the assignment 2300 miles from home. Prior to this life changing event, we had already decided that she would remain home and work while I would request a reassigment back home, since we knew a new ODAR, 30 miles from home, would be opening sometime in 2011. After the 90 day wait period, I requested reassignment to the ODAR close to home and two other ODARs, 70 and 100 miles from home. Less than four months after my start date, I received a reassignment offer to the new ODAR, 30 miles from home, but would remain at the ODAR 2300 miles from home till the new ODAR opened, which finally happened in August 2011, 10+ months after my start date. ... My first 10+ months as an ALj, I rented an apartment 2300 miles from home, worked.a 6:30 AM to 5:30 PM schedule nearly everyday so I could collect as many credit hours (CHs) as possible (you can earn 2.5 CHs each day M-F). I also spent at least one 8-hour weekend day in the office, and two 8-hour weekend days, when the Saturday was the last day of a pay period and Sunday was the first day of a pay period (currently under the CBA you cannot earn more than 8 CHs on a weekend in the middle of a pay period, but can on the weekend in which Saturday is the last day of a pay period and Sunday is the first day of the next pay period). Under this scenario I was able to fly home for a week about every six weeks during my wife's pregnancy, and by using 48 credit hours, accrued annual leave and sick days to care for a family member, was able to spend four weeks at home when my son was born. Between his birth in April 2011 and the end of July 2011, I continued to collect CHs and flew home for a week every six weeks, until I reported for my new assignemnt in August 2011. Since August. 2011, I've never worked a weekend at my new ODAR, though I might work 3 or 4 CHs earlier in the week so I can take Firday afternoon off or accumulate 8 CHs over a two week period so I can take a Friday off, which is really nice if the following Monday is a federal holiday. Hopefully, this gives you some idea abot the flexability of this job and different ways to approach it, dependiing on your circumstances/situation. aljdiscussion.proboards.com/post/42982oig.ssa.gov/sites/default/files/audit/full/pdf/A-12-11-11147.pdfI found the OIG Report a very interesting read. I tend to agree with a lot of it, but there are some parts that are suspect. As an example, the "hidden" ALJ program just didn't work. The fact it was done away with proves this fact. The fact that some sections of the country availed themselves of using NHCs more than others tells me several things. One, some areas are more inundated with SSA claims and two, some ODARs took advantage of dumping cases on the NHCs rather than taking care of their own backlog. I have spoken with many ALJs who have done VTCs and they all state that the technology still lacks the ability to closely observe the claimant, etc. furthermore, as a long time attorney, if I have a claimant with a physical disability that effects their ability to walk or forces them to squirm in their chair I will (early in the process) ask that the case not be a VTC hearing, but an in-person hearing by an ALJ. I know the in-person hearing will allow the ALJ to observe the claimants much better to see these issues. I do think the structure of the NHCs should be emulated in the local ODARs, such as assigned writers to ALJs, giving ALJs more control over cases,, etc. to increase efficiency. Just my thoughts on the process.
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Post by funkyodar on Aug 3, 2013 9:56:22 GMT -5
The aljs in my office have mixed feelings on the nhc model of assigning two writers toe each judge and giving them some authority over the writers. In theory the idea is great and the judges love the idea of being able to have the writers do some prehearing notes from file reviews to aid the judges, being able to individually instruct the writers on their preferences etc.
But there is a huge diff between how that works at nhc, where judges have some say in the hiring and retention of writers, and hearing offices. At hearing offices, the judges would be stuck with simply dividing up the existing writer pool. With the huge disparityin talent, some judges would invariably be stuck with the lowest producing, slowest and least proficent writers. We considered trying it and rotating the writers every few months, but that defeats the benefits of writers and judges becoming familiar with eachother.
It was also mentioned that it would be unfair to the writers. Some would be assigned to high producing aljs or high expectation aljs and be on the hook for higher quality and quantity than those assigned to judges that produce the minimum or will sign anything without regard to quality.
While not an issue in offices like mine where we have lost so many judges, staffing is also a concern. There is supposed to be 2 writers for every alj, but with hiring freezes and turnover that is rarely the case in most offices.
The nhc were the pet project and protected child of the past management and were set up to run with the system, trying to impose that in hearing offices is impractical at present.
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Post by mcb on Aug 3, 2013 14:59:39 GMT -5
Between his birth in April 2011 and the end of July 2011, I continued to collect CHs and flew home for a week every six weeks, until I reported for my new assignemnt in August 2011. Wow. Any dude who plans to come home only once every six weeks with a newborn at home, can expect to find his wife divorced, remarried, and repregnant after the second 6-week stint. You were just lucky MCB . . . Or extremely handsome and charming. By the time my son was born, we knew that I'd be home in 3 months. My wife stayed at the in-laws, it was their first grandkid - so I could do no wrong - while I finished up my first detail and came home in late July. We survived, but barely.
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Post by Deleted on Apr 18, 2014 18:35:24 GMT -5
I am adding my question here as this seems the most relevant thread. It has been noted elsewhere that hiring is likely both from this cert and from the register in general to be heavily in favor of the National Hearing Centers in Falls Church, Chicago, St. Louis, Albuquerque, and Baltimore. As a parent of school age children, one of my concerns is how "family friendly" these cities (and the commuting area) are. I have only been to St. Louis and would have reservations about taking small children to live there unless there are family friendly suburbs of which I am not aware.
If anyone has information about the areas near the NHCs I think it would be helpful for applicants looking at whether to keep on or strike these cities from their GAL. I know that I will be spending some time this weekend doing additional research online. Any information would be appreciated.
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Post by cubbietax on Apr 18, 2014 19:27:16 GMT -5
I am adding my question here as this seems the most relevant thread. It has been noted elsewhere that hiring is likely both from this cert and from the register in general to be heavily in favor of the National Hearing Centers in Falls Church, Chicago, St. Louis, Albuquerque, and Baltimore. As a parent of school age children, one of my concerns is how "family friendly" these cities (and the commuting area) are. I have only been to St. Louis and would have reservations about taking small children to live there unless there are family friendly suburbs of which I am not aware. If anyone has information about the areas near the NHCs I think it would be helpful for applicants looking at whether to keep on or strike these cities from their GAL. I know that I will be spending some time this weekend doing additional research online. Any information would be appreciated. Chicago is as family friendly or unfriendly as you want. I am not trying to be smart but the area is so big that depending on the lifestyle you are looking for (city v. suburb), additional income to live (i.e., are you trying to live on the ALJ salary only), etc.. Do you have specific concerns? I can probably help with Chicago area.
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Post by nikster on Apr 18, 2014 21:09:31 GMT -5
I'm from Missouri. Take a look at O'Fallon,MO. It's about 30 to 50 minutes away from the NHC office, depending on the traffic. There are good schools in O'Fallon. Also, take a look at Wentzville and Lake St. Louis. Both towns are passed O'Fallon, but they are good too.
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Post by Deleted on Apr 18, 2014 21:57:32 GMT -5
Thanks for your responses.
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cat
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Fog comes in on little cat feet . . . .
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Post by cat on Apr 19, 2014 13:07:45 GMT -5
Some of St. Louis County still has decent schools---Clayton, Parkway, Ladue and others. Some of the school districts benefit from gambling money too. Like Chicago and other cities, some parts of town are verboten.
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Post by sealaw90 on Apr 23, 2014 8:15:11 GMT -5
I am adding my question here as this seems the most relevant thread. It has been noted elsewhere that hiring is likely both from this cert and from the register in general to be heavily in favor of the National Hearing Centers in Falls Church, Chicago, St. Louis, Albuquerque, and Baltimore. As a parent of school age children, one of my concerns is how "family friendly" these cities (and the commuting area) are. I have only been to St. Louis and would have reservations about taking small children to live there unless there are family friendly suburbs of which I am not aware. If anyone has information about the areas near the NHCs I think it would be helpful for applicants looking at whether to keep on or strike these cities from their GAL. I know that I will be spending some time this weekend doing additional research online. Any information would be appreciated. I can echo the comments that cubbie made for Baltimore.While no one would live right downtown, there are excellent 'burbs and kid-friendly activities. I miss Bal'more, and if you are lucky enough to land there, PM me and I can give you more specific areas to look around. Very livable and a major airport 20 minutes out of town.
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Post by gary on Apr 30, 2014 10:07:49 GMT -5
I could be wrong about this, but didn't Willie Nelson and Waylon Jennings have a hit with, "Mamas, Don't Let Your Babies Grow Up to be ALJs?"
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Post by franperirose on Jun 8, 2017 20:53:09 GMT -5
Not that I'm spending my time reading posts from several years ago or anything....but I found this thread had some helpful information to consider.
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Post by judgenic on Jul 4, 2017 16:31:20 GMT -5
Has anyone been or worked with an ALJ who was pregnant or had an infant, and if so, how was this situation handled? I know so federal offices have daycare centers, but I don't know if that is true for SSA offices.
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Post by cookie on Jul 5, 2017 7:45:42 GMT -5
Has anyone been or worked with an ALJ who was pregnant or had an infant, and if so, how was this situation handled? I know so federal offices have daycare centers, but I don't know if that is true for SSA offices. I do. She had her baby after moving from her initial duty station (where I believe things are more strict). Now that she is in her forever home she is happy and seems to work from home at least one day a week. There is no daycare and she has a nanny to help her on telecommute days. Obviously this is not firsthand experience so anyone else should chime in
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Post by denise on Jul 5, 2017 8:04:24 GMT -5
I had a co-worker who started with ODAR with a small child (less than a year old). She's happy and reports that the ALJ position is better than litigating given how unpredictable litigation can be. The federal building where she works doesn't have day care and I'm not sure how she handles day care.
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Post by briscoej on Jul 5, 2017 9:16:47 GMT -5
I think it will depend on what you are used to. I think the hard part for me will be that with a hearing schedule planned far in advance you can't leave to pick up your sick child on your hearing days. Kids get sick a lot. Everyone is sick a lot during the first several years. Even if your office is in a federal building with a daycare facility you will be limited to your breaks and lunch if you want to visit with your child. To be honest visiting during the day can be harder on both of you. You need childcare when you are working from home. This is not a job where you can work and take care of your child at the same time. Also, something to note is that you can use your accumulated leave, but if you are not a current federal employee with a leave balance to transfer that will mean most of the time you take off for maternity leave will be unpaid. There is no separate pool of leave that employees get for maternity purposes.
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Post by aljwishhope on Jul 5, 2017 10:02:19 GMT -5
I think it will depend on what you are used to. I think the hard part for me will be that with a hearing schedule planned far in advance you can't leave to pick up your sick child on your hearing days. Kids get sick a lot. Everyone is sick a lot during the first several years. Even if your office is in a federal building with a daycare facility you will be limited to your breaks and lunch if you want to visit with your child. To be honest visiting during the day can be harder on both of you. You need childcare when you are working from home. This is not a job where you can work and take care of your child at the same time. Also, something to note is that you can use your accumulated leave, but if you are not a current federal employee with a leave balance to transfer that will mean most of the time you take off for maternity leave will be unpaid. There is no separate pool of leave that employees get for maternity purposes. i am glad I was not on the register when my children were younger. In the 4 years since I applied they have become teenagers. I am happy that during that time I had an extremely flexible schedule where I not only was available for sick days (although your fever better be at 110 or something better be bleeding or broken before this mom lets you stay home or comes pick you up) but I was available to volunteer at school attend all events etc be home when they got home etc. I would not trade that for ALJ.
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Post by aljwishhope on Jul 5, 2017 10:11:49 GMT -5
To lucklady2s initial post last year when I got on one cert I declined the location because it was not a good place I thought to raise my children and second because my daughter insisted I was ruining her life by not letting her attend the local high school.
Fast forward a year daughter absolutely hated high school. It was the worst academic year ever.
And had I got the job I would be about 6 months away from being able to transfer.
In the meantime as well my kids have watched a lot of friends move. Many very well adjusted military kids.
Sometimes there is to much choice.
Sounds like you have a supportive spouse. If you get the offer I say go where life takes you. Let your family enjoy the adventure. If nothing else you will have each other while you adjust. I know that is what I will do if given the opportunity.
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Post by aljwishhope on Jul 5, 2017 10:14:33 GMT -5
I am a single parent so that really makes a difference. There is not another parent to attend school events etc.
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Post by lspst888 on Jul 5, 2017 11:03:44 GMT -5
Has anyone been or worked with an ALJ who was pregnant or had an infant, and if so, how was this situation handled? I know so federal offices have daycare centers, but I don't know if that is true for SSA offices. The vast majority of ODAR location will not have onsite daycare available. I'm not an ALJ, but I had a baby in my current position as an SAA for ODAR. There is no paid leave, unless you use for sick/annual leave. Your health insurance benefits continue but if you take extended leave without pay, you must still pay for the employee contribution. I believe that you can either pay a lump sum or have it taken out of your paychecks slowly over a few months. My office was very flexible with leave, so I was able to stay off work for almost 6 months before heading back to work.
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Post by Renee98 on Jul 5, 2017 11:21:33 GMT -5
I think it will depend on what you are used to. I think the hard part for me will be that with a hearing schedule planned far in advance you can't leave to pick up your sick child on your hearing days. Kids get sick a lot. Everyone is sick a lot during the first several years. Even if your office is in a federal building with a daycare facility you will be limited to your breaks and lunch if you want to visit with your child. To be honest visiting during the day can be harder on both of you. You need childcare when you are working from home. This is not a job where you can work and take care of your child at the same time. Also, something to note is that you can use your accumulated leave, but if you are not a current federal employee with a leave balance to transfer that will mean most of the time you take off for maternity leave will be unpaid. There is no separate pool of leave that employees get for maternity purposes. You are allowed to use advanced annual and sick leave up to 2 years worth instead of using leave without pay. I got pregnant shortly after starting with ODAR and I borrowed 2 years of sick leave for maternity leave, which is a little over 5 weeks. It will obviously take 2 years to pay back, but you will have annual leave still accruing and credit hours to work with if you need to take off.
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