Common use of Principles of Reassignments Clause in Contracts

Principles of Reassignments. A A primary principle in effecting reassignments will be that dis- location and inconvenience to employees in the regular work force shall be kept to a minimum, consistent with the needs of the Service. Reassignments will be made in accordance with this Section and the provisions of Section 12.6 below. A1 When a major relocation of employees is planned in major metropolitan areas or due to the implementation of national postal mail networks, the Employer will apply this Article in the development of the relocation and reassignment plan. At least 90 days in advance of implementation of such plan, 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 such plan violates this Agree- ment, the matter may be grieved. A2 Such plan shall include a meeting at the regional/area level in advance (as much as six months whenever possible) of the reassignments anticipated. The Employer will advise the Union, based on the best estimates available at the time, of the anticipated impact; the numbers of employees affect- ed; the locations to which they will be reassigned; and, in the case of a new installation, the anticipated complement by tour. The Union, at the Regional level, will be periodi- cally updated by the Area should any of the information change due to more current data being available. A3 When employees are excessed out of their installation, the Union at the regional level may request a comparative work hour report of the losing installation 60 days after the ex- cessing of such employees. A4 If a review of the report does not substantiate that business conditions warranted the action taken, such employees shall have their retreat rights activated. If the retreat right is xx- xxxx, the employees have the right to the grievance- arbitration procedure. B In order to minimize the impact on employees in the regular work force, the Employer agrees to separate to the extent possi- ble, MHAs and casual employees, working in the affected craft and installation prior to excessing any regular employee in that craft out of the installation. The junior full-time employee who is being excessed has the option of reverting to part-time flexible status in his/her craft, if such status is available in the installa- tion, or of being reassigned to the gaining installation.

Principles of Reassignments. A A primary principle in effecting reassignments will be that dis- location dislo- cation and inconvenience to employees in the regular work force shall be kept to a minimum, consistent with the needs of the ServiceSer- vice. Reassignments will be made in accordance with this Section and the provisions of Section 12.6 below. A1 When a major relocation of employees is planned in major metropolitan areas or due to the implementation of national postal mail networks, the Employer will apply this Article in the development of the relocation and reassignment plan. At least 90 days in advance of implementation of such plan, 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 such plan violates this Agree- mentAgreement, the matter may be grieved. A2 Such plan shall include a meeting at the regional/area level (which local level union representatives may attend) in advance (as much as six months whenever possible) of the reassignments anticipated. The Employer will advise the Union, at the Regional level, based on the best estimates available at the time, of the anticipated impact; the numbers of employees affect- edaffected; the locations to which they will be reassigned; and, in the case of a new installation, the anticipated antici- pated complement by tour. The Union, at the Regional level, will be periodi- cally periodically updated by the Area should any of the information change due to more current data being available. A3 When employees are excessed out of their installation, the Union at the regional level may request a comparative work hour report of the losing installation 60 days after the ex- cessing of such employees. A4 If a review of the report does not substantiate that business conditions warranted the action taken, such employees shall have their retreat rights activated. If the retreat right is xx- xxxx, the employees have the right to the grievance- arbitration grievance-arbitra- tion procedure. B In order to minimize the impact on employees in the regular work force, the Employer agrees to separate separate, to the extent possi- blepossible, MHAs and casual employees, working in the affected craft and installation prior to excessing ex- cessing any regular employee in that craft out of the installation. The junior full-time employee who is being excessed has the option op- tion of reverting to part-time flexible status in his/her craft, if such status is available in the installa- tioninstallation, or of being reassigned to the gaining installation.

Principles of Reassignments. A A primary principle in effecting reassignments will be that dis- location and inconvenience to employees in the regular work force shall be kept to a minimum, consistent with the needs of the Service. Reassignments will be made in accordance with this Section and the provisions of Section 12.6 below. A1 When a major relocation of employees is planned in major metropolitan areas or due to the implementation of national postal mail networks, the Employer will apply this Article in the development of the relocation and reassignment plan. At least 90 days in advance of implementation of such plan, 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 such plan violates this Agree- ment, the matter may be grieved. A2 Such plan shall include a meeting at the regional/area level in advance (as much as six months whenever possible) of the reassignments anticipated. The Employer will advise the Union, based on the best estimates available at the time, of the anticipated impact; the numbers of employees affect- edaf- fected; the locations to which they will be reassigned; and, in the case of a new installation, the anticipated complement comple- ment by tour. The Union, at the Regional level, will be periodi- cally peri- odically updated by the Area should any of the information change due to more current data being available. A3 When employees are excessed out of their installation, the Union at the regional level may request a comparative work hour report of the losing installation 60 days after the ex- cessing exces- sing of such employees. A4 If a review of the report does not substantiate that business conditions warranted the action taken, such employees shall have their retreat rights activated. If the retreat right is xx- xxxxdenied, the employees have the right to the grievance- arbitration grievance-ar- bitration procedure. B In order to minimize the impact on employees in the regular work force, the Employer agrees to separate to the extent possi- blepos- sible, MHAs and casual employees, working in the affected craft and installation instal- lation prior to excessing any regular employee in that craft out of the installation. The junior full-time employee who is being excessed ex- cessed has the option of reverting to part-time flexible status in his/her craft, if such status is available in the installa- tion, or of being reassigned to the gaining installation.

Principles of Reassignments. A A primary principle in effecting reassignments will be that dis- location and inconvenience to employees in the regular work force shall be kept to a minimum, consistent with the needs of the Service. Reassignments will be made in accordance with this Section and the provisions of Section 12.6 below. A1 When a major relocation of employees is planned in major metropolitan areas or due to the implementation of national postal mail networks, the Employer will apply this Article in the development of the relocation and reassignment plan. At least 90 days in advance of implementation of such plan, 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 such plan violates this Agree- ment, the matter may be grieved. A2 Such plan shall include a meeting at the regional/area level (which local level union representatives may attend) in advance (as much as six months whenever possible) of the reassignments anticipated. The Employer will advise the Union, at the Regional level, based on the best estimates available at the time, of the anticipated impact; the numbers of employees affect- edaffected; the locations to which they will be reassigned; and, in the case of a new installation, the anticipated antici- pated complement by tour. The Union, at the Regional levellev- el, will be periodi- cally periodically updated by the Area should any of the information change due to more current data being available. A3 When employees are excessed out of their installation, the Union at the regional level may request a comparative work hour report of the losing installation 60 days after the ex- cessing of such employees. A4 If a review of the report does not substantiate that business conditions warranted the action taken, such employees shall have their retreat rights activated. If the retreat right is xx- xxxx, the employees have the right to the grievance- arbitration procedure. B In order to minimize the impact on employees in the regular work force, the Employer agrees to separate to the extent possi- ble, MHAs and casual employees, working in the affected craft and installation prior to excessing any regular employee in that craft out of the installation. The junior full-time employee who is being excessed has the option of reverting to part-time flexible status in his/her craft, if such status is available in the installa- tion, or of being reassigned to the gaining installation.

Principles of Reassignments. A A primary principle in effecting reassignments will be that dis- location and inconvenience to employees in the regular work force shall be kept to a minimum, consistent with the needs of the Service. Reassignments will be made in accordance with this Section and the provisions of Section 12.6 below. A1 When a major relocation of employees is planned in major metropolitan areas or due to the implementation of national postal mail networks, the Employer will apply this Article in the development of the relocation and reassignment plan. At least 90 days in advance of implementation of such plan, 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 such plan violates this Agree- ment, the matter may be grieved. A2 Such plan shall include a meeting at the regional/area level in advance (as much as six months whenever possible) of the reassignments anticipated. The Employer will advise the Union, based on the best estimates available at the time, of the anticipated impact; the numbers of employees affect- edaf- fected; the locations to which they will be reassigned; and, in the case of a new installation, the anticipated complement comple- ment by tour. The Union, at the Regional level, will be periodi- cally peri- odically updated by the Area should any of the information change due to more current data being available. A3 When employees are excessed out of their installation, the Union at the regional level may request a comparative work hour report of the losing installation 60 days after the ex- cessing exces- sing of such employees. A4 If a review of the report does not substantiate that business conditions warranted the action taken, such employees shall have their retreat rights activated. If the retreat right is xx- xxxxdenied, the employees have the right to the grievance- arbitration grievance-ar- bitration procedure. B In order to minimize the impact on employees in the regular work force, the Employer agrees to separate to the extent possi- ble, MHAs and casual employees, working in the affected craft and installation prior to excessing any regular employee in that craft out of the installation. The junior full-time employee who is being excessed has the option of reverting to part-time flexible status in his/her craft, if such status is available in the installa- tion, or of being reassigned to the gaining installation.

Principles of Reassignments. A A primary principle in effecting reassignments will be that dis- location and inconvenience to employees in the regular work force shall be kept to a minimum, consistent with the needs of the Service. Reassignments will be made in accordance with this Section and the provisions of Section 12.6 below. A1 When a major relocation of employees is planned in major metropolitan areas or due to the implementation of national postal mail networks, the Employer will apply this Article in the development of the relocation and reassignment plan. At least 90 days in advance of implementation of such plan, 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 such plan violates this Agree- mentAgreement, the matter may be grieved. A2 Such plan shall include a meeting at the regional/area level (which local level union representatives may attend) in advance ad- xxxxx (as much as six months whenever possible) of the reassignments re- assignments anticipated. The Employer will advise the UnionUn- ion, at the Regional level, based on the best estimates available avail- able at the time, of the anticipated impact; the numbers of employees affect- edaffected; the locations to which they will be reassignedre- assigned; and, in the case of a new installation, the anticipated antici- pated complement by tour. The Union, at the Regional levellev- el, will be periodi- cally periodically updated by the Area should any of the information change due to more current data being available. A3 When employees are excessed out of their installation, the Union at the regional level may request a comparative work hour report of the losing installation 60 days after the ex- cessing of such employees. A4 If a review of the report does not substantiate that business conditions warranted the action taken, such employees shall have their retreat rights activated. If the retreat right is xx- xxxx, the employees have the right to the grievance- arbitration procedure. B In order to minimize the impact on employees in the regular work force, the Employer agrees to separate separate, to the extent possi- ble, MHAs and casual employees, working in the affected craft and installation prior to excessing any regular employee in that craft out of the installationinstalla- tion. The junior full-time employee who is being excessed has the option of reverting to part-time flexible status in his/her craft, if such status is available in the installa- tioninstallation, or of being reassigned re- assigned to the gaining installation.

Principles of Reassignments. A A primary principle in effecting reassignments will be that dis- location dislo- cation and inconvenience to employees in the regular work force shall be kept to a minimum, consistent with the needs of the ServiceSer- vice. Reassignments will be made in accordance with this Section and the provisions of Section 12.6 below. A1 When a major relocation of employees is planned in major metropolitan areas or due to the implementation of national postal mail networks, the Employer will apply this Article in Article 12.6 the development of the relocation and reassignment plan. At least 90 days in advance of implementation of such plan, 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 such plan violates this Agree- mentAgreement, the matter may be grieved. A2 Such plan shall include a meeting at the regional/area level (which local level union representatives may attend) in advance (as much as six months whenever possible) of the reassignments anticipated. The Employer will advise the Union, at the Regional level, based on the best estimates available at the time, of the anticipated impact; the numbers of employees affect- edaffected; the locations to which they will be reassigned; and, in the case of a new installation, the anticipated antici- pated complement by tour. The Union, at the Regional level, will be periodi- cally periodically updated by the Area should any of the information change due to more current data being available. A3 When employees are excessed out of their installation, the Union at the regional level may request a comparative work hour report of the losing installation 60 days after the ex- cessing of such employees. A4 If a review of the report does not substantiate that business conditions warranted the action taken, such employees shall have their retreat rights activated. If the retreat right is xx- xxxx, the employees have the right to the grievance- arbitration grievance-arbitra- tion procedure. B In order to minimize the impact on employees in the regular work force, the Employer agrees to separate to the extent possi- blepossible, MHAs and casual employees, working in the affected craft and installation prior to excessing any regular employee in that craft out of the installation. The junior full-time employee who is being be- ing excessed has the option of reverting to part-time flexible status sta- tus in his/her craft, if such status is available in the installa- tioninstallation, or of being reassigned to the gaining installation.