Common use of Primary Principles of Involuntary Reassignments Clause in Contracts

Primary Principles of Involuntary Reassignments. A. In effecting involuntary reassignments, dislocation and inconvenience to employees in the bargaining unit shall be kept to a minimum, consistent with the needs of the service. Involuntary reassignments shall be made in accordance with this Article. B. The Employer will meet with the Union at the national level at least one hundred and twenty (120) days in advance of the implementation of a plan to involuntarily reassign employees to another Center. The Employer will meet with the Union at the national level to fully advise the Union how it intends to implement the plan. If the Union believes that the Employer has violated the procedures for involuntary reassignment set forth herein, the Union may grieve the matter at Step 3 of Article 15 within fourteen (14) days of said national level meeting. C. When at the same time, five percent (5%) or more fulltime bargaining unit employees are excessed out of a Center, the Union at the national level may request a comparative work hour report of the losing Center sixty (60) days after the excessing of such employees. If a review of the work hour report does not substantiate that business conditions warranted the action taken, such employees shall have their retreat rights activated. If the retreat right is denied, the employees have the right to the grievance-arbitration procedure (Section 2). D. Retreat rights shall be defined as an employee’s right to reassignment to a position in the same occupation code in the Center and/or functional area from which the employee was involuntarily reassigned. E. In order to minimize the impact on employees in the regular work force, the Employer agrees to separate to the extent possible, casual employees working in the affected Center and/or functional area prior to excessing any employees out of the Center. The junior full-time employee who is being excessed has the option of reverting to part-time status or of being reassigned to the gaining Center. F. In order to minimize the impact on full-time employees, the Employer shall to the extent possible reduce part-time employees’ hours at the Center or functional area as appropriate. G. The National Labor-Management Committee established pursuant to Article 17, shall meet to resolve any problems arising under this Article. When employees covered by this Agreement are reassigned to other bargaining units, their original date of appointment in the regular work force shall be used for the purpose of computing job security clause protection in the gaining bargaining unit. H. To prevent inequities in seniority lists at gaining Centers, employees involuntarily reassigned between Centers will be treated as details for the first ninety (90) days. Upon completion of the ninety (90) day period, such employees may regain all of their former seniority which accrued in any other Center covered by this Agreement. I. The appropriate Vice President, shall give full consideration to withholding sufficient bargaining unit positions within a gaining Center for bargaining unit employees who may be involuntarily reassigned. J. Except as otherwise provided by law, no employee shall be allowed to displace, or “bump” another employee properly holding a position or duty assignment. K. Employees involuntarily reassigned from one Center to another shall be given not less than ninety (90) days advance notice, if possible, and shall receive mileage, per diem and reimbursement for movement of household goods, as set forth in Handbook F-12, Relocation Policy. L. In this Agreement, whenever provision is made for involuntary reassignments, it is understood that any employee involuntarily reassigned must meet the qualification standards of the position to which reassigned.

Primary Principles of Involuntary Reassignments. A. In effecting involuntary reassignments, dislocation and inconvenience to employees in the bargaining unit shall be kept to a minimum, consistent with the needs of the service. Involuntary reassignments shall be made in accordance with this Article. B. The Employer will meet with the Union at the national level at least one hundred and twenty (120) days in advance of the implementation of a plan to involuntarily reassign employees to another Center. The Employer will meet with the Union at the national level to fully advise the Union how it intends to implement the plan. If the Union believes that the Employer has violated the procedures for involuntary reassignment set forth herein, the Union may grieve the matter at Step 3 of Article 15 within fourteen (14) days of said national level meeting. C. When at the same time, five percent (5%) or more fulltime bargaining unit employees are excessed out of a Center, the Union at the national level may request a comparative work hour report of the losing Center sixty (60) days after the excessing of such employees. If a review of the work hour report does not substantiate that business conditions warranted the action taken, such employees shall have their retreat rights activated. If the retreat right is rights a re denied, the employees have the right to the grievance-grievance- arbitration procedure (Section 2). D. Retreat rights shall be defined as an employee’s right to reassignment to a position in the same occupation code in the Center and/or functional area from which the employee was involuntarily reassigned. E. In order to minimize the impact on employees in the regular work force, the Employer agrees to separate to the extent possible, casual employees working in the affected Center and/or functional area prior to excessing any employees out of the Center. The junior full-time employee who is being excessed has the option of reverting to part-time status or of being reassigned to the gaining Center. F. In order to minimize the impact on full-time employees, the Employer shall to the extent possible reduce part-time employees’ hours at the Center or functional area as appropriate. G. The National Labor-Management Committee established pursuant to Article 17, 17 shall meet to resolve any problems arising under this Article. When employees covered by this Agreement are reassigned to other bargaining units, their original date of appointment in the regular work force shall be used for the purpose of computing job security clause protection in the gaining bargaining unit. H. To X. Xx prevent inequities in seniority lists at gaining Centers, employees involuntarily reassigned between Centers will be treated as details for the first ninety (90) days. Upon completion of the ninety (90) day period, such employees may regain all of their former seniority which accrued in any other Center covered by this Agreement. I. The appropriate Vice President, President shall give full consideration to withholding sufficient bargaining unit positions within a gaining Center for bargaining unit employees who may be involuntarily reassigned. J. Except as otherwise provided by law, no employee shall be allowed to displace, or “bump” another employee properly holding a position or duty assignment. K. Employees involuntarily reassigned from one Center to another shall be given not less than ninety (90) days advance notice, if possible, and shall receive mileage, per diem and reimbursement for movement of household goods, goods as set forth in Handbook F-12, Relocation Policy. L. In this Agreement, whenever provision is provisions are made for involuntary reassignments, it is understood that any employee involuntarily reassigned must meet the qualification standards of the position to which reassigned.

Primary Principles of Involuntary Reassignments. A. In effecting involuntary reassignments, dislocation and inconvenience to employees in the bargaining unit shall be kept to a minimum, consistent with the needs of the service. Involuntary reassignments shall be made in accordance ac- cordance with this Article. B. The Employer will meet with the Union at the national level at least one hundred and twenty (120) days in advance ad- xxxxx of the implementation of a plan to involuntarily reassign re- assign employees to another Center. The Employer will meet with the Union at the national level to fully advise the Union how it intends to implement the plan. If the Union believes that the Employer has violated the procedures proce- dures for involuntary reassignment set forth herein, the Union may grieve the matter at Step 3 of Article 15 within fourteen (14) days of said national level meeting. C. When at the same time, five percent (5%) or more fulltime full- time bargaining unit employees are excessed out of a Center, the Union at the national level may request a comparative work hour report of the losing Center sixty (60) days after the excessing of such employees. If a review of the work hour report does not substantiate that business conditions warranted the action taken, such employees shall have their retreat rights activated. If the retreat right is denied, the employees have the right to the grievance-arbitration procedure (Section 2). D. Retreat rights shall be defined as an employee’s right to reassignment to a position in the same occupation code in the Center and/or functional area from which the employee em- ployee was involuntarily reassigned. E. In order to minimize the impact on employees in the regular reg- ular work force, the Employer agrees to separate to the extent possible, casual employees working in the affected af- fected Center and/or functional area prior to excessing any employees out of the Center. The junior full-time employee em- ployee who is being excessed has the option of reverting to part-time status or of being reassigned to the gaining Center. F. In order to minimize the impact on full-time employees, the Employer shall to the extent possible reduce part-part- time employees’ hours at the Center or functional area as appropriate. G. The National Labor-Management Committee established estab- lished pursuant to Article 17, shall meet to resolve any problems arising under this Article. When employees covered by this Agreement are reassigned to other bargaining bar- gaining units, their original date of appointment in the regular work force shall be used for the purpose of computing com- puting job security clause protection in the gaining bargaining bar- gaining unit. H. To X. Xx prevent inequities in seniority lists at gaining Centers, employees involuntarily reassigned between Centers will be treated as details for the first ninety (90) days. Upon completion of the ninety (90) day period, such employees em- ployees may regain all of their former seniority which accrued ac- crued in any other Center covered by this Agreement. I. The appropriate Vice President, shall give full consideration consider- ation to withholding sufficient bargaining unit positions within a gaining Center for bargaining unit employees who may be involuntarily reassigned. J. Except as otherwise provided by law, no employee shall be allowed to displace, or “”bump” another employee properly holding a position or duty assignment. K. Employees involuntarily reassigned from one Center to another shall be given not less than ninety (90) days advance ad- xxxxx notice, if possible, and shall receive mileage, per diem and reimbursement for movement of household goods, as set forth in Handbook F-12, Relocation Policy. L. In this Agreement, whenever provision is made for involuntary reassignments, it is understood that any employee involuntarily reassigned must meet the qualification standards of the position to which reassigned.

Primary Principles of Involuntary Reassignments. A. In effecting involuntary reassignments, dislocation and inconvenience to employees in the bargaining unit shall be kept to a minimum, consistent with the needs of the service. Involuntary reassignments shall be made in accordance with this Article. B. The Employer will meet with the Union at the national level at least one hundred and twenty (120) days in advance of the implementation of a plan to involuntarily reassign employees to another Center. The Employer will meet with the Union at the national level to fully advise the Union how it intends to implement the plan. If the Union believes that the Employer has violated the procedures for involuntary reassignment set forth herein, the Union may grieve the matter at Step 3 of Article 15 within fourteen (14) days of said national level meeting. C. When at the same time, five percent (5%) or more fulltime bargaining unit employees are excessed out of a Center, the Union at the national level may request a comparative work hour report of the losing Center sixty (60) days after the excessing of such employees. If a review of the work hour report does not substantiate that business conditions warranted the action taken, such employees shall have their retreat rights activated. If the retreat right is denied, the employees have the right to the grievance-arbitration procedure (Section 2). D. Retreat rights shall be defined as an employee’s right to reassignment to a position in the same occupation code in the Center and/or functional area from which the employee was involuntarily reassigned. E. In order to minimize the impact on employees in the regular work force, the Employer agrees to separate to the extent possible, casual employees working in the affected Center and/or functional area prior to excessing any employees out of the Center. The junior full-time employee who is being excessed has the option of reverting to part-time status or of being reassigned to the gaining Center. F. In order to minimize the impact on full-time employees, the Employer shall to the extent possible reduce part-time employees’ hours at the Center or functional area as appropriate. G. The National Labor-Management Committee established pursuant to Article 17, shall meet to resolve any problems arising under this Article. When employees covered by this Agreement are reassigned to other bargaining units, their original date of appointment in the regular work force shall be used for the purpose of computing job security clause protection in the gaining bargaining unit. H. To X. Xx prevent inequities in seniority lists at gaining Centers, employees involuntarily reassigned between Centers will be treated as details for the first ninety (90) days. Upon completion of the ninety (90) day period, such employees may regain all of their former seniority which accrued in any other Center covered by this Agreement. I. The appropriate Vice President, shall give full consideration to withholding sufficient bargaining unit positions within a gaining Center for bargaining unit employees who may be involuntarily reassigned. J. Except as otherwise provided by law, no employee shall be allowed to displace, or “bump” another employee properly holding a position or duty assignment. K. Employees involuntarily reassigned from one Center to another shall be given not less than ninety (90) days advance notice, if possible, and shall receive mileage, per diem and reimbursement for movement of household goods, as set forth in Handbook F-12, Relocation Policy. L. In this Agreement, whenever provision is made for involuntary reassignments, it is understood that any employee involuntarily reassigned must meet the qualification standards of the position to which reassigned.