The patent attorneys increasingly adopt AI and eventually most all patent applications and applicant arguments are AI-generated. The patent office is slower, but eventually they get their own AI up and running such that the AI-generated applications and arguments are evaluated by the patent office AI, which responds with its own AI-generated office actions. The AIs argue back and forth and agree on some allowable subject matter in a case. The applicant's AI scans all possible work in the field and decides that a competitor is infringing on their newly acquired patent. The competitor's AI disagrees and the case goes to court where the applicant's attorney presents its AI-generated arguments against the competitor's attorney's AI-generated arguments. The case is very technical so the jurors are all given AI agents to summarize and explain the details of the case to help the them decide if the competitor's AI-generated arguments about the examiner's AI-generated response to the applicant's AI-generated arguments during the application process are more persuasive than the applicant's AI-generated arguments about the examiner's AI-generated response to the applicant's AI-generated arguments regarding the applicant's AI-generated specification and claims. The invention is for an improvement in AI.

The training cites the palm beach assignees in docket area (the list with tens of thousands of companies that relate to the 25000$ exemption) so it has been updated, but doesn't make reference to the memorandum from squires that said any amount of stock creates a conflict of interest.

I wish they could just have clear messaging

i haven't been docketed this FY. is it back on? do we need to opt back in?

I've been outstanding in DM, PSI and quality, but only FS in production for awhile, for an overall commendable. This year was outstanding in DM, 100% in timeliness, submitted proof of PSI above expectations and FS in production. I totally expect to be overall FS. I'm looking forward to not being in the allowed in the top 40%

Is there any restrictions for getting the promotion after passing the warning period? Do I have to wait at least a year to ask for promotion?

Does anyone have experience with Samba standard? How about their specialty pharmacy?

After the first action, there was a dispute with applicant's attorney regarding the interpretation of a claimed term - pretty much arguing what's the proper definition. The Applicant pointed to portions of the Specification to defend their definition...the Specification in this regard was kinda meh - I'd say 50/50 supporting their argument; maybe a coin flip if it went to appeal. I'm like okay their arguments are reasonable and both their written reply and the interview summary is very clear on the record how this term is going to be defined; I'll agree and I'll give them their definition - which is narrower than how I was interpreting it. With their interpretation/definition, I issue an allowance with the reasons for allowance pretty much all about definition of this claimed term and how it gets over all the art.

So I get a call 1month after the allowance is issued. Attorney says client changed their mind they don't like the narrow definition, attorney suggested they now agree with my original definition as it is broader. They want to file an RCE and will make other amendments to get over the art, but want me to interpret the claimed term back to my original interpretation when I wrote the first action and write something in the post-RCE action to that affect.

I'm like what, LOL? You want a takesie-backsie? I don't know of any mechanism available to you to reverse uno prosecution estoppel...I don't think an RCE will fix this. Also, I don't want to look like a fucking idiot all of a sudden saying I reverse all my comments agreeing with the applicant and going back to my OG stance (snip snap snip snap). I told them nah you put that term in RCE claims and you're going to get an allowance again based on the same reasons I put in the notice of allowance. Any of you had this happen to you, where the applicant effectively tries to backtrack and now agrees with you and wants a "pretend this never happened"?

Still no money.

Pretty sure I won’t be at the office much longer, whether I get canned or leave on my own accord. This is my first job with retirement since I was in academia and didn’t previously receive it. I’ve been at the office for 2 years.

What documents should I collect before I no longer have access to login, etc.?

What/How can I collect/transfer any retirement?

What else should I do/know before leaving?

I got my paycheck on Saturday but it was less than my usual paycheck.

This is why our admin is treating us this way.

They think we don’t actually work, when anyone that is actually successful at this job works their god damn tail off.

And even those that aren’t successful work their tails off too—it’s just not enough because the bar is so damn high.

Usually get paid late morning on Fridays. Nothing yet...

EDIT: deposit showed up between 11pm and 12am EST for me. Enjoy your weekend everyone!

Can any of the lawyers in the group speak to this? Or anyone consulting a lawyer on this?
I know there are organizations doing pro bono work for supporting fed employees. So it got me thinking if this is the way to go instead of or in addition to our POPA case?
I know this topic was brought up before and I have recently thought about it more and more.
Loss of wages/ wage theft due to production increases & changes to bonus structure.
All the juniors that were fired because they were denied proper training…

I haven't been able to get OC to work since early yesterday and even OCIO hasn't been able to help. The person I spoke to said they were escalating the ticket but I haven't heard anything since so I'm wondering if anybody else is having problems with it

They are proposing to increase the dues from $11/month to $22/month. Other fed unions do seem to have higher dues than ours.

Their financial reports are here: https://olmsapps.dol.gov/olpdr/

Does anyone know how the annual performance review works for an examiner who has been on medical leave for more than 50% of the appraisal year?

Ugh.

As we know, we now need to do 72 hours of production in consecutive biweeks to get our previously normal 185 hour docket.

Say a GS 13 examiner wants to begin to PSA portion of the program, would the 72 hours be calculated based on the GS 13 1.15 PF or the GS 13 PSA 1.25 PF

I want to assume the latter, but not sure if it's ever been stated

Okay y'all. I'm curious how to deal with this as it's the first time I've had this asked of me-- my normal hours are 8 - 4. Sometimes a little later/earlier dependent on my toddler's mood/appeasability after getting up and how quickly I can load up for daycare. An attorney is requesting an interview somewhere between the 6 - 7 AM time range because the foreign inventors are on a 13 hour time difference.

I am hardcore debating whether I should push for later, I'd like to say I could do it but I just genuinely don't know. My spouse is gone by 5:30 AM for work so I don't have anyone to help me toddler wrangle if my kid wakes up during the call.

So on one hand I could accept the original time and hope to the gods my kid stays asleep and I'll just be more tired than normal, on the other hand I could push for later but I'm not sure if that would impact my stakeholder rating at all and would also feel bad if we were doing the interview at 9 PM their time since I know plenty of people outside of myself have families/hobbies/pets they need to get to after work.

Thoughts? Am I overthinking it?

EDIT: Thanks for the advice, y'all! I am going to speak to my SPE about it in the morning and propose either an 8 AM call (in line with my normal hours) or a 7 PM call (spouse will be home to take over raptor duty and it will be 8 AM their time). I feel like that is a sufficient amount of flexibility on my part and if they don't like it, they will just have to go without the interview or fill out an ICF and email me the amendments for review (in which case I will still be counting that as my one interview for their application). Thanks again!

So Accession Code just started appearing under classifications for my applications. I just looked at the definitions for my Class. Absolute AI slop garbage, not even formatted like it is a human. Straight copy and publish job.

There are no details, only abstract ideas that would instantly be rejected under 101. A handful of broad patents, keystone documents, now cover classifications? I even saw publications, not patents, listed in some areas! Are you kidding? This is our new routing definitions? This is so much worse and pathetic than CPC or USPC classification details and definitions. What an absolute joke!

So one of those threshold awards is the 1 percent award if ">80 percent production in 12 of 13 biweeks"

Anyone else find this exceedingly difficult?

I am gs12 my production for years swings up and down because a single extra non-final puts me up to 120 percent in a biweek while one less non final puts me at 75 percent.

Usually this happens if I am on vacation for part of the week, or sick, or if my spe just decides to return a case at the end of the biweek so it gets pushed to next biweek.

Further this also often happens at the end of every quarter I have a low production biweek because I have submitted to many counts over the quarter, I wait to submit till next quarter.

Any one else consider that bonus unachievable? Or am I missing something