October 1, 2024
Odyssey Alcon Web Page…
Bookmark this page and check back regularly for updates!
Nominate Your Colleagues for Odyssey’s Annual Core Values Award!
The Odyssey Core Values Award was created to recognize Odyssey employees who consistently embody and convey our core values of commitment, ambition, and respect on a regular basis. These values transcend internal employee interactions, as well as with leadership, teammates, and customers. To submit your nomination please complete the simple form found at the link below (please note: you can access the form only while logged into your Odyssey Microsoft365 account).
In your nomination, please discuss how your colleague exemplifies Odyssey’s Core Values of Commitment, Ambition, and Respect in their everyday behaviors or in specific actions they have performed.
All employees below Director can be nominated for this award. The nominee and nominator do not have to be from the same group/division.
3rd Thursday For October 17th has been Cancelled…
We’ve had to cancel 3rd Thursday for this month due to some schedule conflicts—we’ll see you in November for an overview of the Medical / Life Sciences Division!
Social Media Policy Refresher…
It’s autumn… the leaves are turning, and the air is clear and crisp… seems like a great time for a refresher on Odyssey’s Social Media posting guidelines!
Odyssey has established guidelines to ensure our employees are aware of the risks social media activity can pose to our confidential and proprietary information, reputation in the marketplace, with employees, customers, suppliers, and consumers.
Please review some policy highlights below”
- Posts on social media can potentially expose Odyssey to discrimination and harassment claims and can jeopardize our compliance with business / government rules and laws.
- Our Social Media Policy applies to all Odyssey employees when on or off duty.
- This policy applies to employees using either Odyssey or personal electronic resources and applies regardless of whether employees post anonymously or use pseudonyms.
- As an Odyssey employee, your social medial activity is subject to all Odyssey policies, including, but not limited to: Anti-Harassment, Non-Discrimination, Customer Relations, Code of Ethics, and Confidentiality policies.
Odyssey does not actively monitor the social media posts of its employees. However, Odyssey may look into concerns brought to our attention by co-workers, customers, vendors, or members of the public. - Our Social Media Policy is not intended to preclude or dissuade employees from engaging in legally protected / activities protected by state or federal law, including the National Labor Relations Act.
- Please remember to exercise good judgment and to be professional at all times when posting to Social Media outlets.
For more detailed information, see the Odyssey Employee Handbook at UKG Pro:
- Go to UKG Pro
- From the menu on the left scroll down to / click the Get HR Assistance tab
- Select the Odyssey Employee Handbook tab
- In the handbook, go to page 66 to review the full Odyssey Social Media Policy section
OdysseyCares
Odyssey’s recently established committee for charitable giving is making great strides in defining how the company can give back. Check out their page on our corporate website to learn more.
There’s a form where you can still submit your ideas for causes that you think need support and / or sign up to help out! Also, keep an eye out to see how your survey responses are going to help drive future philanthropic initiatives!
The Importance of Daily Timekeeping
Oh, yay… Timesheets… everyone’s favorite topic!
But it’s important to remember that as a government contractor one of the critical compliance items for Odyssey as a company relates to the prompt and accurate recording of time as part of a government approved, project-based accounting system.
To ensure the accuracy and appropriateness of recorded time against the proper charge numbers / projects and compliance with our approved accounting system:
- All employees are required to complete their timecard daily to accurately reflect their hours worked that day—record your time while your recollection of the projects you supported is fresh
- All timecards should be signed / certified by each employee by close-of-business (COB) on Friday of each week and approved by supervisors no later than COB the following Monday.
- Except for time-off charge numbers / projects (e.g., holiday, PTO, etc.), timecards cannot be completed in advance.
Please note: Odyssey is subject to routine Defense Contract Audit Agency (DCAA) floor check audits to ensure time keeping practices are being followed, so compliance with our policies and practices is paramount. These DCAA floor check audits can and will happen at random. Refer to Odyssey’s timekeeping practices and governing policies in the employee handbook at UKG for more information.
No excuses? Not even my dog ate it?
Flexible Spending Account / Dependent Care Spending Account
A Flexible Spending Account (FSA) is a special account to which you can deposit funds that are earmarked to pay for certain out-of-pocket healthcare costs. You do not pay taxes on money deposited to an FSA. An FSA account can be used to pay expenses such as:
- Prescription drug co-payments
- Non-covered dentist or other provider fees
- Health plan deductibles and coinsurance
- Doctor and emergency room co-payments
- Contact lenses, eyeglasses, and LASIK surgery
- Mail service and online prescription co-payments and deductibles
- Various over-the-counter items (per current regulations)
A Dependent Spending Account (DSA) is an account to which you can deposit funds that are earmarked to pay for dependent care costs. You do not pay taxes on money deposited to a DSA.
The difference between a Medical FSA and Dependent Care FSA:
A Flexible Savings Account (FSA)
Saves you taxes on money contributed which you can then use to pay for eligible health care expenses (medical, dental, and vision) not covered or only partially covered by our plans.
A Dependent Care Account (DCA)
Is an account that you fund to pay for childcare expense (such as a daycare provider, nanny, preschool, after school program, etc.) up to age 13 and for dependent adults.
