NPUA

[northstardjn]

Mr. Rennhack:

Just what is your post referring to?  The NPUA.  Answering questions?  Is there something I wrote that leads you to believe I am somehow ill-educated and uninformed? 

I got news for ya, bud;  I are smart too.

to mutant, Marlin (he's a game fish), and Carmella:

As to the Standard, it's written out.  Personally, I don't exactly know what a professional appearance is.  For myself, I come in clean shaven every day.  I don't wear clothes with holes in them.  I even wear matching socks.  But that's me.  I don't know what other people consider a "professional appearance".   I don't.... And I expect that this is one area which has not been really thought out.  If you have input on what you think the Standard should be, go to NPUA.org and give your opinion.  I do believe there is something in the verbiage about the Standard reflecting whatever the standard at the power plant in question is, and from my point of view, that's about all that could be enforced.  Follow the rules of the plant.

As to direct hire, that was the goal when this Union was formed, and maybe still is.  I hope so.  The model was Diablo.  The way it should work is a plant, or a company, contacts the hall (hiring center), tells them how many techs they want and what type, the Union contacts the techs on the waiting lists, asks them if they are interested, and sends out a list of techs and resumes to the requesting party.  That's how it was done this time, and that is how it should continue.

The Standard is not a one strike and your out kinda deal.  There is a process that will be followed.  You can't be removed from the rolls for a single infraction, unless it's a major one (theft, lying on your PHQ, those kind of things). 

Raising the quality of Techs. 

Most Unions have some type of apprenticeship program.  This Union should be no different.  Anybody who has been in this business for anytime at all knows that, just because a resume says three years in a power plant, this doesn't mean the tech involved has an adequate level of knowledge to cover any job that comes up.  This is especially true of those ANSI 3.1's who were 18.1's until the plant found itself short of 3.1's.  Raising the level of training and education is also a goal because, if you're gonna ask for more money, somewhere you need to show why the increase in pay is justified. 

And, to my mind at least, increased training and higher standards of knowledge will lead to less incidents.  What happened at Diablo, which was referenced earlier, was management pushing and making less than conservative decisions.  But anyone on this website knows of incidents that were driven purely by the lack of skills of the person involved.  By having an actual apprenticeship program, these skills will increase in Techs as a group and those types of ignorance driven incidents should decrease.

Finally, a couple of points:

Everything that has been discussed here could have been asked on the NPUA website.  Just go to it and ask.  It's really simple.

As to the failure of efforts in the past, that's up to each and everyone of you.  Kevin has done the basics.  Some of us have ceased sitting on the fence.  Most of you are either still there or are afraid to even hop up and straddle the thing.  No effort such as this will succeed if those of you currently throwing stones stay on the sidelines and refuse to take part.  As I said earlier, it's as simple as not committing to an outage.  (Yes I did commit, but not in June or May, or July.)  All a power plant needs is about two weeks or so to process paperwork.  Committing months in advance because you're afraid there won't be any work doesn't make sense to me.

There aren't enough Techs to cover the work.  DOE will draw off more.  Outages will not get staffed, period, and the quality of techs will be drawn down further as more and more techs are "created" to fill the gaps. 

That's really all I'm going to say on this.  Go to NPUA.org.  Put your questions to those who are actually on the Board (or whatever it's called)  Get the word right from the horses mouth.  It's your future after all. 

"Never try to teach a pig to sing.  It wastes your time and it annoys the pig"

                                                                          Robert Heinlein

[Marlin]

Mr. Rennhack:

Just what is your post referring to?  The NPUA.  Answering questions?  Is there something I wrote that leads you to believe I am somehow ill-educated and uninformed? 

I got news for ya, bud;  I are smart too.

to mutant, Marlin (he's a game fish), and Carmella:

"Never try to teach a pig to sing.  It wastes your time and it annoys the pig"

                                                                          Robert Heinlein

If you are that bright, try reading for comprehension. No matter how well the program is written it will depend on the cooperation of the companies that hire and the techs on the road, no matter what the NPUA has in writting or how good their intentions they are not the only factor in achieving success. I have no interest in calliing them and for those who do there are more questions to be asked then what NPUA has to say, talk to your fellow techs to see if there is really any support, if there is go for it, if not.....

I guess your singing lessons are over.

"That's just my opinion I could be wrong." Dennis Miller

[Camella Black]

Mr. Rennhack:

Just what is your post referring to?  The NPUA.  Answering questions?  Is there something I wrote that leads you to believe I am somehow ill-educated and uninformed?  

I got news for ya, bud;  I are smart too.

to mutant, Marlin (he's a game fish), and Carmella:

As to the Standard, it's written out.  Personally, I don't exactly know what a professional appearance is.  For myself, I come in clean shaven every day.  I don't wear clothes with holes in them.  I even wear matching socks.  But that's me.  I don't know what other people consider a "professional appearance".   I don't.... And I expect that this is one area which has not been really thought out.  If you have input on what you think the Standard should be, go to npua and give your opinion.  I do believe there is something in the verbiage about the Standard reflecting whatever the standard at the power plant in question is, and from my point of view, that's about all that could be enforced.  Follow the rules of the plant.

As to direct hire, that was the goal when this Union was formed, and maybe still is.  I hope so.  The model was Diablo.  The way it should work is a plant, or a company, contacts the hall (hiring center), tells them how many techs they want and what type, the Union contacts the techs on the waiting lists, asks them if they are interested, and sends out a list of techs and resumes to the requesting party.  That's how it was done this time, and that is how it should continue.

The Standard is not a one strike and your out kinda deal.  There is a process that will be followed.  You can't be removed from the rolls for a single infraction, unless it's a major one (theft, lying on your PHQ, those kind of things).  

Raising the quality of Techs.  

Most Unions have some type of apprenticeship program.  This Union should be no different.  Anybody who has been in this business for anytime at all knows that, just because a resume says three years in a power plant, this doesn't mean the tech involved has an adequate level of knowledge to cover any job that comes up.  This is especially true of those ANSI 3.1's who were 18.1's until the plant found itself short of 3.1's.  Raising the level of training and education is also a goal because, if you're gonna ask for more money, somewhere you need to show why the increase in pay is justified.  

And, to my mind at least, increased training and higher standards of knowledge will lead to less incidents.  What happened at Diablo, which was referenced earlier, was management pushing and making less than conservative decisions.  But anyone on this website knows of incidents that were driven purely by the lack of skills of the person involved.  By having an actual apprenticeship program, these skills will increase in Techs as a group and those types of ignorance driven incidents should decrease.

Finally, a couple of points:

Everything that has been discussed here could have been asked on the NPUA website.  Just go to it and ask.  It's really simple.

As to the failure of efforts in the past, that's up to each and everyone of you.  Kevin has done the basics.  Some of us have ceased sitting on the fence.  Most of you are either still there or are afraid to even hop up and straddle the thing.  No effort such as this will succeed if those of you currently throwing stones stay on the sidelines and refuse to take part.  As I said earlier, it's as simple as not committing to an outage.  (Yes I did commit, but not in June or May, or July.)  All a power plant needs is about two weeks or so to process paperwork.  Committing months in advance because you're afraid there won't be any work doesn't make sense to me.

There aren't enough Techs to cover the work.  DOE will draw off more.  Outages will not get staffed, period, and the quality of techs will be drawn down further as more and more techs are "created" to fill the gaps.  

That's really all I'm going to say on this.  Go to npua.  Put your questions to those who are actually on the Board (or whatever it's called)  Get the word right from the horses mouth.  It's your future after all.  

"Never try to teach a pig to sing.  It wastes your time and it annoys the pig"

                                                                          Robert Heinlein

1. My name is clearly spelled C a m e l l a; there is no "r" in it. While this may seem petty, I would like to point out the mistake.

2. I just don't understand all the negative attitude towards those of us who are asking legitimate questions... by momma always said you'd catch more flies with honey than with vinegar, try it some time.  

3. According to Kevin (posted on the Npua site) the employer would be responsible for determining if a worker appeared professional or not.

[Rennhack]

Mr. Rennhack:
Just what is your post referring to?  The NPUA.  Answering questions?  Is there something I wrote that leads you to believe I am somehow ill-educated and uninformed? 
I got news for ya, bud;  I are smart too.
Robert Heinlein

What makes you think I was talking to you?  Did I quote you, or direct it to your real name or screen name?  Maybe I wasn't talking to you.

I guess that makes you mutant's "The hard line pro-union".

We love everyone here.  And we appreciate this discussion.  I think there are many good points in this thread, and more 'good stuff' than in most threads on this subject. 

[HenryBlack]

That's really all I'm going to say on this.  Go to npua.  Put your questions to those who are actually on the Board (or whatever it's called)  Get the word right from the horses mouth.  It's your future after all.  



                                                                          Robert Heinlein

This sounds like a good idea except foer one thing; I posted a question on the NPUA website through their e-mail. It said expect an answer in two to three days. Its been almost two weeks now and I still don't have an answer. Maybe they thought my question wasn't worth an answer. But they should have acknowledged getting it. Thats just one man's opinion.

[Chimera]

Training has been mentioned.  Who conducts the training?  At what facilities?  Who covers the costs?  Who sets the standards?  Beyond the basics of our profession (covered by the NUF exam), how are site specifics covered, i.e., systems, instrumentation and unique quals?  How often is the training to be conducted?  Would it be "continuous training" or a one-time deal every three or four years?

An apprentice program already exists.  It's called "Jr. Tech".  Actually, according to the ANSI standards, you either are a Tech or you aren't.  The union contracts I have worked under do set out a whole progression of Tech levels, but they are based on the ANSI standards.  All the various levels are just pay rates based on seniority.  Will the pay rates be based on seniority or on demonstrated abilities?  Who determines the level of "demonstration"?  What about all those jobs that don't require those higher levels of demonstrated abilities?

In principle, the union idea makes sense.  The practicalities of our various situations make it a lot harder to provied broad-stroke generalities.

As to the those poor guys in PATCO, when you sign a contract that says you can't go on strike and then violate that contract by going on strike, being fired is a logical outcome.  Personally, I don't believe that people who get their paychecks from taxes should be allowed to unionize.  Any increase in their pay rates is an increase in the taxes we all have to pay - and we, the general populace, have no voice in that process.  That's called taxation without representation.  In the unique case of teachers, we used to vote on referendums that allowed those pay raises with our consent to the increase in the tax base that would permit those raises.

While I would like to see NPUA succeed, I don't think they've thought this whole thing through.  They're omitting whole portions of our profession and concentrating only on commercial work while leaving many issues dangling.  It isn't just about the pay check.

[HydroDave63]

Personally, I don't believe that people who get their paychecks from taxes should be allowed to unionize.  Any increase in their pay rates is an increase in the taxes we all have to pay - and we, the general populace, have no voice in that process. 

On the Federal level, you do have some voice, in that Congress approves the changes to the General Schedule (GS) pay rates, and other Federal pay rates come from OPM, getting their direction from Dept. of Labor. So we do have a voice, but it is circuitous.

[Already Gone]

As of yesterday, the Spectrum posting has been updated to inform prospective employees that the only remaining jobs to be filled at Wolf Creek are at the $35 and below pay rates (good to see that they are paying attention).  These rates are still considerably higher than they have been in the past and higher than many other rates at other sites.

Also, a new development has arisen on the scene.  A brief romp through the Jobs section here on NukeWorker has revealed the following information from Bartlett.

"Bartlett has been assured by our clients that in cases where any vendor places a technician at a site that we are currently staffing, the compensation offered by each vendor will be comparable."

While this seems to have taken away Spectrum's advantage for staffing the outage, it makes the game more interesting.  The "call" bet has been thrown into the pot.  Who has the winning hand?

Well, if we assume for the sake of this discussion that Spectrum will deliver what it is selling, they will take the pot.  Undoubtedly, Bartlett will be showing a few high cards.  But will Spectrum turn over all aces?  Here's something to think about.  If the Spectrum crew demonstrates a clear superiority in the ability and work-ethic of their technicians, and the usual mix of heavy-hitters and scarf-knitters turn up for Bartlett, the difference in value received for the money will be unmistakable.  Rake in your winnings, Spectrum.  But, if there is no discernible difference between the techs of one company and the other, it will be a draw.  Aces and threes with a deuce in each hand.  The customer will feel like they have been played for a sucker.  Pay rates will go back to where they were last year.  If it comes down to competing over cost again, Bartlett will clearly be in the lead because they had more chips coming in.

My advice to both companies:  Send your best and only your best techs to this outage and then STOP.  Make the other guy fill the remaining slots with the money-grabbing trailer-gods.  Don't try to play this hand to win; play not to lose.  This one hand may turn the game around, but it is not the whole game.

To pause for a minute from my poker analogy, you have to look beyond staffing this job and see it through to the end.  This is clearly a test case to see if the concept of higher pay for better performance is valid.  If you pay them more, they will come.  And it appears that both competitors are going to pay more and the techs will come to this outage.  So, what happens after they arrive at the gate is the real test.

Stay tuned for more exciting poker action here at the Wolf Creek Nuclear Plant and Casino.  Shuffle up and deal!

[Longtime Nuke]

Some smoke, no fire.

Outages are staffing...mostly.  Utilities have reacted as expected.  Sharing, using Jrs, etc.

I hope the NPUA - lings don't take it too hard.  It was a nice idea.  Just unbelievably bad timing.  Like organizing pony express riders as the final train tracks are laid.

[Jim Keating]

If the timing is bad now. When would the timing be good? Perhaps when Bartlett tells you it's OK?

[11 for 12]

Some smoke, no fire.

Outages are staffing...mostly.  Utilities have reacted as expected.  Sharing, using Jrs, etc.

I hope the NPUA - lings don't take it too hard.  It was a nice idea.  Just unbelievably bad timing.  Like organizing pony express riders as the final train tracks are laid.

What are you kidding me unbelievable bad timing are you crazy?
When would you say it would be good timing PLEASE RESPOND?
3 sgrp's,head replacements,diablo, almost every plant short.
THIS IS THE BEST CHANCE THEY WOULD EVER HAVE TO MAKE THIS WORK!
They are trying to better the wages and benefits for everyone one including you.
Come On Wake up!

[MeterSwangin]

What are you kidding me unbelievable bad timing are you crazy?
When would you say it would be good timing PLEASE RESPOND?
3 sgrp's,head replacements,diablo, almost every plant short.
THIS IS THE BEST CHANCE THEY WOULD EVER HAVE TO MAKE THIS WORK!
They are trying to better the wages and benefits for everyone one including you.
Come On Wake up!

Terrible timing, my brother.  Open up to the big picture.

The economy is in the dumps, unemployment high.  Labor is cheap and abundant.  No time for small cadre of semi-skilled nichelings to try to muscle anybody.

Utilties are 3 years ahead of the NPUA on this thing.  Launched successful DOL/Linn State programs nationwide to restock labor pool.  standardized training and exams, NANTEL, other iremote monitoring, etc to reduce dependence on expensive traveling labor.

Most plants are now affiliated or allied unlike they were 10 years ago.  Large fleets (Exelon, Duke, FPL, Etc.) and the USA Alliance, STARS, etc.  Guess what...they talk!  Got out in front of this thing last year...worked out sharing, standardization, using Jrs, etc.

Resource options exist now that were new several years ago..  Don't need diem dudes for FME, helpers, firewatch, nozzle dam jumping, all knids of other routine stuff.  Got plants staff doing that now.  Just makes road techs all the more endangered as culture changes.

Most importantly....now REALLY open your mind, the NRC Work Rule.  Do you understand where it came from, and what the NRC is REALLY causing to happen here?  It is directly aimed at YOU, my friend.  The rule is intended to reduce overtime and use of travelers at nuke plants.  It is an order to hire more plant staff...an order they can't make, but can effect nonetheless.  Plants MUST hire more operatorsm security guys, and RP techs to reduce use of OT under the order.  NPUA a problem.....?  Hardly. 


Terrible timing.

[RDTroja]

...

Most importantly....now REALLY open your mind, the NRC Work Rule.  Do you understand where it came from, and what the NRC is REALLY causing to happen here?  It is directly aimed at YOU, my friend.  The rule is intended to reduce overtime and use of travelers at nuke plants.  It is an order to hire more plant staff...an order they can't make, but can effect nonetheless.  Plants MUST hire more operatorsm security guys, and RP techs to reduce use of OT under the order.  NPUA a problem.....?  Hardly. 

For someone with such a low opinion of contract technicians, you sure have an overinflated view of their influence.

The NRC could not care less about contract RP techs. The only reason for the fatigue rule is that the NRC recognized that if there is another accident word will get out about the number of hours the operators are working and there will be a public outcry. They are supposed to be the industry watchdogs and they don't like having people blame them for anything. All they are doing is looking to avoid being held responsible if something goes wrong. Well, to be fair they are also trying to avoid the accidents in the first place.

For years when things have gone wrong, one of the convenient apparent causes has been fatigue, either the operators or the mechanics or I&C techs. RP gets to play because the worst thing that can happen in a nuclear plant (in the public's eye) is any accident involving radiation exposure. If you make fatigue the cause of a lot of small incidents, it becomes a precursor to a large accident. If a large (TMI-style) accident is even remotely connected to fatigue (and it will be) and the NRC has done nothing about the excessive hours worked by the people that caused the accident, the crosshairs go directly on the regulators. The average person can't imagine working 12 hours a day, 6 or 7 days a week. When I tell people that we used to do 3 month and four month outages on 12 hour (or 12 1/2 hour) days without a day off, they are just astounded. They can't even wrap their brains around it. That kind of work schedule has to affect your ability to make sound judgements.

To say that the fatigue rule is aimed at contract RP technicians is asinine. They are barely a blip on the NRC's radar.

[thenukeman]

I like the Bartlett approach, Up front honest and giving the loyal techs first option as it should be.  And Hey I have not worked for them for 3 years.

[MeterSwangin]

An over abundance of qualified HP techs, enough to fully staff all of the outages and all of the DOE work, would make their presence known if suddenly utilities and the DOE offered qualified HP techs $140/hr and full expenses.  That will not happen of course so many of us will continue to support ourselves and our families in other ways.

Do not understand this analysis of the law of supply and demand. 

Sez "if demand drove prices up more supply would surface."

34 outages this season.  Wages and diem up everywhere.  Even niche suppliers lined up at the trough.

Who do you think is holding out while nationwide unemployment is peaking?

[Eric_Bartlett]

Nothing covert about Bartlett's intentions to punish those of us who chose to work for Spectrum, Atlantic, or any other supplier this Fall.  This is a definite change from the BNI modi operandi of the mid-80's.  I like this approach better than the D-S-P approach or Bruce's private rolodex.  At least now you know what side your bread is buttered on.

We have no intention to as you say "punish" anyone that works for Brands X, Y or Z- if you go back thru my posts over the years you will see that this is a business practice that Bartlett has used since our conception, we try to hire those that most recently worked for us first, then everyone else - why would we lay some one off and contribute into thier unemployment then hire some one else that was collecting thru Brand X - first of all thats bad business and second it does not reward those that did support us.  Just because we strive to reward those that support us does not mean we want to punish everyone else.  As far as the "D-S-P" goes there is nothing double, and nothing secret about it - if Bartlett isnt going to hire you I have no qualms about telling you so and the reason why. 

With that said, take it slow & be safe

Eric Bartlett

[thenukeman]

+ Karma for Eric Bartlett and Bartlett,  Common sense and good business sense. 

[Already Gone]

Be careful when complaining about per diem.  If you look at the job postings on the NPUA site many of those list the jobs as being for >1 year, yet they still pay per diem.  Even at the rates you describe, it is illegal to pay per diem for even a single day on a job that is scheduled to last more than a year.

[MR BIG]

We have no intention to as you say "punish" anyone that works for Brands X, Y or Z- if you go back thru my posts over the years you will see that this is a business practice that Bartlett has used since our conception, we try to hire those that most recently worked for us first, then everyone else - why would we lay some one off and contribute into thier unemployment then hire some one else that was collecting thru Brand X - first of all thats bad business and second it does not reward those that did support us.  Just because we strive to reward those that support us does not mean we want to punish everyone else.  As far as the "D-S-P" goes there is nothing double, and nothing secret about it - if Bartlett isnt going to hire you I have no qualms about telling you so and the reason why. 

With that said, take it slow & be safe

Eric Bartlett

Eric,
We have had discussions before, and I appreciate your willingness to respond and answer concerns. But I have been working for you at CR3 since last June and when I called for an ALARA job in Dec. looking to go somewhere in the spring......I was told that there were NO slots for ALARA. None? You have 70% of the contracts out here and there wasn't 1 slot to go to? This was after a recruiter checked with you on availability. My resume shows I have been doing pretty much nothing but ALARA or Coordinating and they can't find me a slot? What you said above may be true but personally I feel a little slighted. And I'm sure others have experienced the same. Just passing along info that you said you needed to address these kind of things.

Take care
Mark

[HydroDave63]

Thanks for setting me straight T Tarbox. I was wondering why the lodging rates were reduced.

I guess that I am to assume that the price for food, meals and incidentals are also reduced by greater than 40% after 30 days at these sites since the rate drops from $39/day to $20/day . Wish that these discounts would apply to my hometown.

Funny thing is, at 0130 when you posted the update, it was interesting to see that some positive change is going on. Now you have to go and get OCD on the subject and anyone who is trying to give helpful advice so that people don't get themselves in a legal pickle over per diem, and ya have to go and disrespect. Not the best spokesperson approach. Now if you will excuse me while I reverse the polarity of the power leads on that to a .... 

[Already Gone]

As I understand it...

The Per Diem reduction after 30 days is the result of the "hotel tax" on rooms being eliminated after 30 days of consecutive residence in a hotel room;

the Per Diem transforms into "other taxable income" after 12 months, and is no longer "Per Diem".

You guys just don't get this at all.

If the job is expected to last for a year - or if there is no definite end date - per diem can not be paid at all.  Not for a year, not for a month, not for a day.

So, all these great jobs that are being posted with per diem - good or bad per diem - are just traps to get people screwed by the IRS.

Here's a suggestion.  Instead of bragging about how much per diem the NPUA is negotiating, how about let's talk about getting some job security, benefits, training, and higher professional standards?  A union is only valuable if it offers and secures better quality for both the employers and the employees.  If they proceed on the assumption that all they need to do is squeeze more money from the companies, they are not going to get anywhere.

[sammoyers]

Be careful when complaining about per diem.  If you look at the job postings on the NPUA site many of those list the jobs as being for >1 year, yet they still pay per diem.  Even at the rates you describe, it is illegal to pay per diem for even a single day on a job that is scheduled to last more than a year.

That is only if you do not return to your "Tax Home" or like myself have a wife at my permanent residence. If I am maintaning a "Tax Home" and work a contract for more than a year, but I maintain my home of record and intend to return to it at the completion of the job, not only is perdiem legal, it is not taxable.

[Camella Black]

That is only if you do not return to your "Tax Home" or like myself have a wife at my permanent residence. If I am maintaning a "Tax Home" and work a contract for more than a year, but I maintain my home of record and intend to return to it at the completion of the job, not only is perdiem legal, it is not taxable.

Then many people have this wrong as I know of a number of workers who have had to leave a plant and then go somewhere else to reset their per diem. I have had family members working in this business for more than 30 years and as far as I've ever been able to understand perdiem after a year is okay but taxable. I have also not only prepared taxes for the past 20 years, I have dealt with the IRS way back when many of us got slammed after working for IRM.

Here is what the IRS says....


Temporary vs. Indefinite Travel Assignments

Reimbursements of travel expenses for "temporary" assignments away from the tax home are generally not taxable to the employee. If the assignment is "indefinite," the employee is considered to have moved his/her tax home to the new work location. Reimbursements of expenses for "indefinite" travel are taxable. The employer must determine whether an assignment is realistically expected to last less than one year when the assignment begins. .
Rev. Rul. 93-86; Rev. Rul. 99-7

An assignment is generally considered temporary if it is realistically expected to be, and does in fact lasts, one year or less.
An assignment is generally considered indefinite if it is realistically expected to last, and does in fact last, for more than one year.
These rules apply unless the facts and circumstances of the case clearly indicate otherwise. All relevant facts must be considered to determine whether the travel assignment was intended to be temporary or indefinite. Rev. Rul. 93-86; Rev. Rul. 93-7


Temporary" Travel Assignment Becomes "Indefinite"
If an assignment away from home at a single location is, initially, realistically expected to last one year or less, and then later it is realistically expected to last longer than one year, the assignment is considered temporary until the date the expectations change. At that time, the travel is considered "indefinite" and any travel reimbursements from this date on are taxable.

(retrieved March 16 2010 from http://www.irs.gov/pub/irs-tege/fringe_benefit_fslg.pdf)

[Rennhack]

That is only if you do not return to your "Tax Home" or like myself have a wife at my permanent residence. If I am maintaning a "Tax Home" and work a contract for more than a year, but I maintain my home of record and intend to return to it at the completion of the job, not only is perdiem legal, it is not taxable.

That is not true.

Just ask the Travel Tax Experts:
http://www.nukeworker.com/forum/index.php/topic,18812.msg121125.html#msg121125

[sammoyers]

That is not true.

Oh, okay I guess the tax codes are wrong then, silly me for reading them instead of listen to lawyer speak and numerous years of working away from home, not getting per diem and claiming the expenses straight from the the tables. For more than thirty years now....