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 af- fected; the locations to which they will be reassigned; and, in the case of a new installation, the anticipated comple- ment by tour. The Union, at the Regional level, will be pe- riodically updated by the Area should any of the informa- tion change due to more current data being available.

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 af- fected; the locations to which they will be reassigned; and, in the case of a new installation, the anticipated comple- ment by tour. The Union, at the Regional level, will be pe- riodically peri- odically updated by the Area should any of the informa- tion 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 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 denied, the employees have the right to the grievance-ar- bitration procedure.