Reduction-In-Force and Transfer of Function. Section 1 -
Reduction-In-Force and Transfer of Function. The Agency and the Union recognize that bargaining unit employees may be seriously andadversely affected by a reduction-in-force or transfer of function. In the event of a reduction-in-force or transfer of function, the Agency will notify the Union. The Agency shall provide the Union with all available information related to the reduction-in-force and/or transfer offunction to fulfill its obligation to bargain.
Reduction-In-Force and Transfer of Function. Change: Management is no longer required to give Union notice 60 days in advance of any changes prior to notice to the employees. Impact: If there are plans to lay off employees or transfer functions of their job to an other job family the Union will not be able to bargain any significant changes. Example; Will the lay offs be done by SCD or will the agency decide to retain only those they state are good performers. If so, what is the criteria to be considered a good performer under this article.
Reduction-In-Force and Transfer of Function. Change: Management is no longer required to give Union notice 60 days in advance of any changes prior to notice to the employees.
Reduction-In-Force and Transfer of Function. Section 1. Reduction in Force (RIF).
Reduction-In-Force and Transfer of Function. GENERAL: The Agency shall conduct Reduction-in-Force (RIF) and/or Transfer-of-Function (TOF) in accordance with applicable laws, rules, regulations, policies, procedures, and practices, including 5 C.F.R. 351 as amended. Office of Personnel Management (OPM), Department and Agency regulations covering RIF and/or TOF procedures for employees in the bargaining unit will be utilized by the Agency and the Union in carrying out their labor-management responsibilities throughout the RIF and/or TOF process.
Reduction-In-Force and Transfer of Function
