Principles of Reassignment. A. A primary principle in effecting reassignment of excess bargaining unit employees from Operating Services, Head- quarters, and the Facility Services, Merrifield, Virginia, of the Engineering Facility Services to other installations will be that dislocation and inconvenience to employees shall be kept to a minimum. Such reassignments shall be made in ac- cordance with this Article.
B. As far in advance as possible, the Employer will meet with the Union to fully advise the Union concerning the reassignment. If the Union believes the reassignment violates this Article, the matter may be grieved.
C. When employees are excessed out of the Operating Ser- vices or the Facility Services, the Employer agrees that every reasonable effort will be made to reassign such employees to installations within the metropolitan area. The Memo Re: Minimizing Excessing applies to Operating Services Craft employees.
D. The Union shall be provided with a comparative work hour report forty-five (45) days, if possible, after the excessing of such employees. If a review of the report does not substantiate that conditions warranted the action taken, such employee(s) shall be entitled to return. If the entitlement to return is denied, the employee(s) shall have access to the grievance-arbitration procedure.
Principles of Reassignment. (a). In the event that there are excess employees in a health unit, such excess employees may be involuntarily reassigned to existing vacancies in the same pay level in other health units or to other Postal Service positions consistent with appropriate regulations if no vacancies exist within the bargaining unit. If there are any employees who will remain in the health unit from which employees are to be reassigned, determination of which employee(s) will remain in that health unit shall be based on seniority. Once a determination is made as to which employees will be involuntarily reassigned, those employees will have the opportunity to select from available vacancies based on seniority. Employees involuntarily reassigned shall receive reimbursement for moving, mileage, per diem and movement of household goods, as appropriate, if legally payable, pursuant to the provisions of the Methods Handbook F-15, Travel. Employees involuntarily reassigned to other health units pursuant to this section shall retain their seniority upon reassignment.
Principles of Reassignment. A. A primary principle in effecting reassignment of excess bargaining unit employees from Operating Services, Headquarters, and the Facility Services, Merrifield, Virginia, of the Engineering Facility Services to other installations will be that dislocation and inconvenience to employees shall be kept to a minimum. Such reassignments shall be made in accordance with this Article.
B. As far in advance as possible, the Employer will meet with the Union to fully advise the Union concerning the reassignment. If the Union believes the reassignment violates this Agreement, the matter may be grieved.
C. When employees are excessed out of the Operating Services or the Facility Services, the Employer agrees that every reasonable effort will be made to reassign such employees to installations within the metropolitan area.
D. The Union may request a comparative work hour report sixty (60) days after the excessing of such employees. If a review of the report does not substantiate that conditions warranted the action taken, such employee(s) shall be entitled to return. If the entitlement to return is denied, the employee(s) shall have access to the grievance-arbitration procedure.
Principles of Reassignment. (a). The following rights concerning reassignments apply only to employees who were employed in the regular work force in this bargaining unit as of December 14, 1979. In the event that there are excess employees in a health unit after laying off employees subject to layoff, such excess employees may be invol- untarily reassigned to existing vacancies in the same pay level in other health units or to other Postal Service positions consistent with appropriate regulations if no vacancies exist within the bargaining unit. If there are any employees who will remain in the health unit from which employees are to be reassigned, determina- tion of which employee(s) will remain in that health unit shall be based on seniority. Once a determination is made as to which employees will be involuntarily reassigned, those employees will have the opportunity to select from available vacancies based on seniority. Employees involuntarily reassigned shall receive xxxx- bursement for moving, mileage, per diem and movement of household goods, as appropriate, if legally payable, pursuant to the provisions of the Methods Handbook F-10, Travel. Employees in- voluntarily reassigned to other health units pursuant to this section shall retain their seniority upon reassignment.
