Common use of NON-VOLUNTARY Clause in Contracts

NON-VOLUNTARY. If volunteers are not available to fill the manpower requirements of a project, assignments will be made on a non-voluntary basis. Employees will be selected on the basis of 1) qualifications, 2) accumulated overtime, 3) accumulated number of nights out-of-town, 4) Occupational Group Seniority from bottom to top, 5) operational needs. On the next mandatory job assignment, the next employees on the Out-Of-Town Assignment List should be selected. By assigning employees in this order, all employees will share equally in performance of out-of-town assignments. If an employee volunteers for an out-of-town assignment, they should be considered as doing so on their own accord, and will still be required to take their turn at non-voluntary assignments based on Section C (2)(a). If an employee is unable to work their out-of-town assignment when selected due to illness, personal hardship, or any other reason of a temporary nature, they shall be replaced on the list as the first to go when their problems are resolved. Any new employee reporting to a work location will be placed on the Headquarters' Out-Of-Town Assignment List and will be assigned out-of-town work when their turn arrives based on Section C (2)(a). Employees should be kept informed where they stand on the Out-Of-Town Assignment List, as this will give them additional time to plan in advance for out-of-town assignments.

NON-VOLUNTARY. a. If volunteers are not available to fill the manpower requirements of a project, assignments will be made on a non-voluntary basis. Employees will be selected on the basis of 1) qualifications, 2) accumulated overtime, 3) accumulated number of nights out-of-town, 4) Occupational Group Seniority from bottom to top, 5) operational needs. . b. On the next mandatory job assignment, the next employees on the Out-Ofof-Town Assignment List should be selected. By assigning employees in this order, all employees will share equally in performance of out-of-town assignments. . c. If an employee volunteers for an out-of-town assignment, they he should be considered as doing so on their his own accord, and will still be required to take their his turn at non-voluntary assignments based on Section C (2)(a). . d. If an employee is unable to work their his out-of-town assignment when selected due to illness, personal hardship, or any other reason of a temporary nature, they he shall be replaced on the list as the first to go when their his problems are resolved. . e. Any new employee reporting to a work location will be placed on the Headquarters' Out-Ofof-Town Assignment List and will be assigned out-of-town work when their his turn arrives based on Section C (2)(a). . f. Employees should be kept informed where they stand on the Out-Ofof-Town Assignment List, as this will give them additional time to plan in advance for out-of-town assignments.

NON-VOLUNTARY. a. If volunteers are not available to fill the manpower requirements of a project, assignments will be made on a non-voluntary basis. Employees will be selected on the basis of 1) qualifications, 2) accumulated overtime, 3) accumulated number of nights out-of-town, 4) Occupational Group Seniority from bottom to top, 5) operational needs. . b. On the next mandatory job assignment, the next employees on the Out-Of-Of- Town Assignment List should be selected. By assigning employees in this order, all employees will share equally in performance of out-of-town assignments. . c. If an employee volunteers for an out-of-town assignment, they he should be considered as doing so on their his own accord, and will still be required to take their his turn at non-voluntary assignments based on Section C (2)(a). . d. If an employee is unable to work their his out-of-town assignment when selected due to illness, personal hardship, or any other reason of a temporary nature, they he shall be replaced on the list as the first to go when their his problems are resolved. . e. Any new employee reporting to a work location will be placed on the Headquarters' Out-Of-Town Assignment List and will be assigned out-of-town work when their his turn arrives based on Section C (2)(a). . f. Employees should be kept informed where they stand on the Out-Of-Town Assignment List, as this will give them additional time to plan in advance for out-of-town assignments.

NON-VOLUNTARY. a. If volunteers are not available to fill the manpower requirements of a project, assignments will be made on a non-non- voluntary basis. Employees will be selected on the basis of 1) qualifications, 2) accumulated overtime, 3) accumulated number of nights out-of-town, 4) Occupational Group Seniority from bottom to top, 5) operational needs. . b. On the next mandatory job assignment, the next employees on the Out-Of-Town Assignment List should be selected. By assigning employees in this order, all employees will share equally in performance of out-of-town assignments. . c. If an employee volunteers for an out-of-town assignment, they he should be considered as doing so on their his own accord, and will still be required to take their his turn at non-voluntary assignments based on Section C (2)(a). . d. If an employee is unable to work their his out-of-town assignment when selected due to illness, personal hardship, or any other reason of a temporary nature, they he shall be replaced on the list as the first to go when their his problems are resolved. . e. Any new employee reporting to a work location will be placed on the Headquarters' Out-Of-Town Assignment List and will be assigned out-of-town work when their his turn arrives based on Section C (2)(a). . f. Employees should be kept informed where they stand on the Out-Of-Town Assignment List, as this will give them additional time to plan in advance for out-of-town assignments.

NON-VOLUNTARY. a. If volunteers are not available to fill the manpower requirements of a project, assignments will be made on a non-voluntary basis. Employees will be selected on the basis of 1) qualifications, 2) accumulated overtime, 3) accumulated number of nights out-of-town, 4) Occupational Group Seniority from bottom to top, 5) operational needs. . b. On the next mandatory job assignment, the next employees on the Out-Ofof-Town Assignment List should be selected. By assigning employees in this order, all employees will share equally in performance of out-of-town assignments. . c. If an employee volunteers for an out-of-town assignment, they he should be considered as doing so on their his own accord, and will still be required to take their his turn at non-voluntary assignments based on Section C (2)(a). . d. If an employee is unable to work their his out-of-town assignment when selected due to illness, personal hardship, or any other reason of a temporary nature, they he shall be replaced on the list as the first to go when their his problems are resolved. . e. Any new employee reporting to a work location will be placed on the Headquarters' ’ Out-Ofof-Town Assignment List and will be assigned out-of-town work when their his turn arrives based on Section C (2)(a). . f. Employees should be kept informed where they stand on the Out-Ofof-Town Assignment List, as this will give them additional time to plan in advance for out-of-town assignments.