Principles and Requirements. Dislocation and inconvenience to full-time and part-time flexible employees shall be kept to the minimum consistent with the needs of the service.
Principles and Requirements. Dislocation and inconvenience to full-time and part- time flexible employees shall be kept to the mini- mum consistent with the needs of the service.
Principles and Requirements. 1. Dislocation and inconvenience to full-time and part-time flexible employees shall be kept to the minimum consistent with the needs of the Service. When the reassignment of employee(s) represented by the APWU is to withheld vacancies outside of the employee’s present installation, the date on which the reassignment will occur will be the same for all impacted employees within the same Postal Area in which the excessing is occurring. Excessing of APWU employees within the same Postal Area cannot occur more than once in any three (3) calendar month period, except by mutual agreement of the parties.
Principles and Requirements. 1. Dislocation and inconvenience to full-time and part-time flexible employees shall be kept to the minimum consistent with the needs of the service.
2. The Vice-President, Area Operations shall give full consideration to withholding sufficient full-time and part-time flexible positions within the area for full- time and part-time flexible employees who may be involuntarily reassigned. Management shall identify duty assignments within the appropriate
3. The Union shall be notified in advance (as much as six (6) months whenever possible), such notification to be at the regional level, except under A.4 above, which shall be at the local level.
4. Following Regional notification, the parties will meet at the Regional/Area level to discuss the excessing event. At this meeting, the Employer will provide a listing of the residual vacancies for the excessing event. If the radius of the event exceeds 50 miles, the parties will agree on a timeframe for the offering and awarding of the residual vacancies. This agreed-upon process is to provide the impacted employee(s) at least 60 days written notice of the awarded duty assignment prior to the reporting date, unless the parties agree to a lesser period. If the radius is within 50 miles, the parties will agree on a timeframe for the offering and awarding of residual vacancies. This agreed- upon process is to provide the impacted employee(s) at least 30 days written notice of the awarded duty assignment prior to the reporting date, unless the parties agree to a lesser period.
Principles and Requirements. 1. Dislocation and inconvenience to full-time and part- time flexible employees shall be kept to the mini- mum consistent with the needs of the service.
2. The Vice Presidents Area Operations shall give full consideration to withholding sufficient full- time and part-time flexible positions within the area for full-time and part-time flexible employees who may be involuntarily reassigned. When posi- tions are withheld, management will periodically review the continuing need for withholding such positions and discuss with the NBA the results of such review.
Principles and Requirements. 1. Dislocation and inconvenience to full-time and part-time flexible employees shall be kept to the minimum consistent with the needs of the service. When the reassignment of employee(s) represented by the APWU is to withheld vacancies outside of the employee’s present installation, the date on which the reassignment will occur will be the same for all impacted employees within the same Postal Area in which the excessing is occurring. Excessing of APWU employees within the same Postal Area cannot occur more than once in any three (3) calendar month period, except by mutual agreement of the parties.
2. The Vice-President, Area Operations shall give full consideration to withholding sufficient full-time and part-time flexible positions within the area for full-time and part-time flexible employees who may be involuntarily reassigned. Management shall identify duty assignments within the appropriate radius held by PSEs which shall be made available for the reassignment of excess career employees. When positions are withheld, local management will periodically review the continuing need for withholding such positions and discuss with the union the results of such review.
Principles and Requirements. 1. Dislocation and inconvenience to full-time and part- time flexible employees shall be kept to the mini- mum consistent with the needs of the service.
2. The Vice Presidents Area Operations shall give full consideration to withholding sufficient full- time and part-time flexible positions within the area for full-time and part-time flexible employees who may be involuntarily reassigned. When posi- tions are withheld, management will periodically review the continuing need for withholding such positions and discuss with the NBA the results of such review.
3. No employee shall be allowed to displace, or “bump” another employee, properly holding a position or duty assignment.
4. Unions affected shall be notified in advance (as much as six (6) months whenever possible), such notification to be at the regional level, except under A.4 above, which shall be at the local level.
5. Full-time and part-time flexible employees involun- tarily detailed or reassigned from one installation to another who qualify for relocation benefits shall be given not less than 60 days advance notice, if possible. They shall receive moving, mileage, per diem and reimbursement for movement of household goods, as appropriate, if legally payable, as governed by the standardized Government travel regulations as set forth in the applicable Handbook.
Principles and Requirements. 1. Dislocation and inconvenience to full-time and part-time flexible employees shall be kept to the minimum consistent with the needs of the service. When the reassignment of employee(s) repre- sented by the APWU is to withheld vacancies outside of the employee’s present installation, the date on which the reassignment will occur will be the same for all impacted employees within the same Postal Area in which the excessing is oc- curring. Excessing of APWU employees within the same Postal Area cannot occur more than once in any three (3) calendar month period, except by mutual agreement of the parties.
2. The Vice-President, Area Operations shall give full consideration to withholding sufficient full-time and part-time flexible positions within the area for full-time and part-time flexible employees who may be involuntarily reassigned. Manage- ment shall identify duty assignments within the appropriate radius held by PSEs which shall be made available for the reassignment of excess career employees. When positions are withheld, local management will periodically review the continuing need for withholding such positions and discuss with the union the results of such review.
3. The Union shall be notified in advance (as much as six (6) months whenever possible), such noti- fication to be at the regional level, except under A.4 above, which shall be at the local level.
4. Following Regional notification, the parties will meet at the Regional/Area level to discuss the excessing event. At this meeting, the Employer will provide a listing of the residual vacancies for the excessing event. If the radius of the event exceeds 50 miles, the parties will agree on a timeframe for the offering and awarding of the residual vacancies. This agreed-upon process is to provide the impacted employee(s) at least 60 days written notice of the awarded duty assignment prior to the reporting date, unless the parties agree to a lesser period. If the radius is within 50 miles, the parties will agree on a timeframe for the offering and awarding of residual vacancies. This agreed-upon process is to provide the impacted employee(s) at least 30 days written notice of the awarded duty assign- ment prior to the reporting date, unless the parties agree to a lesser period.
5. Full-time and part-time flexible employees invol- untarily detailed or reassigned from one instal- lation to another shall be given not less than 60 days advance notice, if possible, and shall receive moving, mileage, ...
Principles and Requirements. 1. Dislocation and inconvenience to full-time and part- time flexible employees shall be kept to the minimum consistent with the needs of the service.
2. The Vice Presidents Area Operations shall give full con- sideration to withholding sufficient full-time and part- time flexible positions within the area for full-time and part-time flexible employees who may be involuntarily reassigned. When positions are withheld, management will periodically review the continuing need for with- holding such positions and discuss with the NBA the results of such review.
3. No employee shall be allowed to displace, or “bump” another employee, properly holding a position or duty assignment.
4. Unions affected shall be notified in advance (as much as six (6) months whenever possible), such notifica- tion to be at the regional level, except under A.4 above, which shall be at the local level.
5. Full-time and part-time flexible employees involuntarily detailed or reassigned from one installation to another shall be given not less than 60 days advance notice, if possible. They shall receive moving, mileage, per diem and reimbursement for movement of household goods, as appropriate, if legally payable, as governed by the standardized Government travel regulations as set forth in the applicable Handbook.
6. Any employee volunteering to accept reassignment to another craft or occupational group, another branch of the Postal Service, or another installation shall start a new period of seniority beginning with such assign- ment, except as provided herein.
7. Whenever changes in mail handling patterns are under- taken in an area including one or more postal installa- tions with resultant successive reassignments of clerks from those installations to one or more central instal- lations, the reassignment of clerks shall be treated as details for the first 180 days in order to prevent inequi- ties in the seniority lists at the gaining installations. The 180 days is computed from the date of the first detail of a clerk to the central, consolidated or new installation in that specific planning program. If a tie develops in establishing the merged seniority roster at the gaining installation, it shall be broken by total continuous ser- vice in the regular work force in the same craft.
8. In determining seniority of special delivery messen- gers who received career status under Civil Service Regulation 3.101, that period of continuous service as a special delivery messenger prior to attai...
Principles and Requirements. To achieve these Primary Objectives, the ACO upholds and meets the following principles and requirements:
1. Is a defined network of high-performance primary care and specialty providers, inpatient and outpatient facilities and ancillary providers;
2. Is outcomes-focused and accountable for providing high quality care consistent with evidence-based medicine;
3. Provides patient-centered care for Participants across the continuum of care they need, including intensive care coordination support for high risk individuals;
4. Agrees to operate within a target budget, shared savings and value-oriented payment structure that achieves a x% savings for a defined, prospectively identified Participant population and maintains long-term trend below medical CPI;
5. Agrees to promote value-based payment by increasing the portion of compensation tied to performance-based payments;
6. Maintains a health information technology and administrative infrastructure that supports regular reporting on quality outcomes and cost metrics;
7. Is transparent with respect to provision of claims and clinical information as required to support data reporting requirements of the Company; and,
8. Supports market competition through transparency on quality and cost performance.
