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 l. 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 l. 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. Where third-party resources are available, the parties are bound by the following principles and requirements:
Principles and Requirements. To achieve these Primary Objectives, the ACO upholds and meets the following principles and requirements:
Principles and Requirements. The purpose of this article is to provide a mutually acceptable and orderly method for the prompt and equitable resolution of grievances filed by employees, Agency management, or the Union. A grievance is defined, for purposes of this Agreement, with the exceptions enumerated in Section 26.2 as any complaint: • by any employee concerning any matter relating to the employment of that employee; • by the Union concerning any matter relating to the employment of any employees in • the Bargaining Unit; • by any employee, the Union, or the Agencyconcerning: • the effect of interpretation, or claim of breach, of this Agreement; or • any claimed violation, misinterpretation, or misapplication of any law, rule; or • regulation affecting conditions ofemployment. The grievance procedure set forth in this article shall be the sole procedure for processing grievances within its scope. Grievances may be initiated by employees, singularly or jointly; by the Union for itself; by the Union on behalf of one or more employees; or by the Agency. Employees, Agency management, and the Union are encouraged to work together to resolve grievances that have not been formally submitted to avoid having to enter the formal grievance process. By mutual agreement, the parties may opt to attempt to resolve grievances through Alternative Dispute Resolution (ADR) at any stage of the grievance process, including during the employee’s fifteen (15) workday timeframe for formal grievance filing. If the parties mutually agree to attempt to resolve a grievance through ADR, all timelines will be suspended pending the outcome of ADR. If the grievance is not resolved through ADR, the applicable timeline will resume after ADR is completed. It is agreed that the terms and conditions of this Agreement and rules, regulations, policies, and practices will be applied fairly and impartially to all employees within the Bargaining Unit. The Union will encourage reasonable and non-frivolous use of the grievance procedures. The parties agree to respect and maintain the confidentiality of all information involving performance or conduct of individuals.
Principles and Requirements
