Principles of Reassignment Sample Clauses

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.
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Principles of Reassignment. 12.05(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.
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Principles of Reassignment. 12.05(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.
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Related to Principles of Reassignment

  • LERG Reassignment Portability for an entire NXX shall be provided by utilizing reassignment of the NXX to CLEC through the LERG.

  • Room Reassignment The Manager may in its sole and unfettered discretion, relocate the Resident to another Room upon 48 hours advance written notice. The Resident agrees to comply with the terms of any relocation notice and to remove and relocate the Resident’s property to the Room designated in the relocation notice. Residents are required to comply with any de-densifying efforts required on campus due to Covid-19 or other public health or safety emergency, including, but not limited to, the relocation of all or some residential students to alternative housing. Relocation does not constitute a termination of a residential student’s housing contract. In the event that the Manager must relocate students as part of a de-densifying strategy due to public health, safety or other concerns for an extended period of time and alternative housing is not available, the Manager may, in its sole and unfettered discretion, pay impacted students fair and reasonable reimbursement (as determined by the Manager) as appropriate and based on information available at that time and in full and final satisfaction of the Manager’s and the Institution’s obligations hereunder.

  • Transfer and Reassignment An academic staff member may, by agreement between the member and the University, be assigned to a new academic unit (Article 13.9) within the member's field of competence, or to a different geographic location, with no reduction in rank, salary, rights, seniority, or benefits. If the University no longer requires performance of the work associated with the member’s duties outlined in Article 16, the University may temporarily assign other duties to the member. These duties shall be within the member’s competence and shall lead to no reduction in rank, salary, rights, seniority, or benefits for the member. Offers to transfer, whether made by the University or the academic staff member, shall not be refused unreasonably. The Faculty Association shall be present at all ensuing discussions between the University and the member relating to terms and conditions of the transfer. Any final agreement shall be placed in writing and provided to the member, with a copy to the Faculty Association, before the transfer or reassignment becomes effective.

  • Reassignment in Lieu of Layoff In the event of layoff, any employee so affected may elect to:

  • Assignment/Reassignment 20.1 An employee shall be assigned/reassigned to a position by the appropriate administrator. Such assignments shall be consistent with the employee's classification except as provided elsewhere in this Article. It is expressly agreed that the application or interpretation of this section shall not require any change of the classification of any unit member.

  • Transfers and Reassignments Definitions "Headquarters" means a locality and its contiguous territory in and from which an employee normally works as provided in Attachment B of this Agreement.

  • Reassignment The Superintendent cannot be reassigned from the position of Superintendent to another position without the Superintendent’s express written consent.

  • Teachers on Special Assignment Employees who are in the following categories are considered to be Teachers on Special Assignment (TOSA): Professional Development specialists, program specialists, consulting teachers, etc.

  • Permanent Reassignment Nothing in this procedure will preclude Management from permanently reassigning an employee to another position provided the employee is notified, in writing, of the reason(s) for the reassignment. A permanent reassignment is an extraordinary action. In order for an involuntary permanent reassignment to be made, either operational need must exist for the reassignment, or there must exist reasons for the reassignment, which effectively preclude the employee from performing their bid position. An employee on Leave Without Pay for ten (10) or more consecutive work days (except those placed on Leave Without Pay as a result of an illness or injury compensable under the worker’s compensation system or on Family Medical Leave) and/or receiving shared leave for ten (10) or more consecutive work days, or a combination thereof may be reassigned and will have their bid requests suspended until they return to work.

  • Reassignments A. Basic Principles and Reassignments When it is proposed to:

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