Reduction-In-Force and Transfer of Function Sample Clauses

Reduction-In-Force and Transfer of Function. ‌ Section 1. Reduction in Force (RIF). A. A RIF is the release of a competing employee from his competitive level by furlough for more than thirty (30) days, separation, demotion, or reassignment requiring displacement, when the release is required because of lack of work; shortage of funds; insufficient personnel ceiling; reorganization; the exercise of reemployment or restoration rights or reclassification of an employee's position due to erosion of duties when such action will take effect after an agency has formally announced a reduction in force in the employee's competitive area and when the reduction in force will take effect within one hundred and eighty (180) days. The need to apply RIF procedures does not suspend the Employer's authority and responsibility to take other legitimate employee actions, such as reassignment, change of duty station, or demotion for unacceptable performance. Such actions may be taken before, during, or after a RIF, but appropriate procedures must be followed. B. In the event the Agency finds it necessary to exercise its authority to conduct a RIF, NTEU will be provided advance notice and the opportunity to bargain in accordance with the procedures contained in Article 26: Bargaining.
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Reduction-In-Force and Transfer of Function. The Agency and the Union recognize that bargaining unit employees may be seriously and adversely 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 of function to fulfill its obligation to bargain.
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Reduction-In-Force and Transfer of Function. Section 1. The provisions of this Article establish or specify the procedures, which apply to the implementation of any Agency decision that a reduction in force (RIF) is necessary and specify actions the Agency will take to assist BUEs who are impacted consequently. RIF will be accomplished in accordance with statutory requirements, OPM rules and regulations, Department of Interior and NPS regulations, and this Agreement. A. A RIF occurs when the Agency releases a competing employee from their competitive level by furlough for more than 30 days, separation, demotion, or reassignment requiring displacement, when the release is required because of lack of work, shortage of funds, insufficient personnel ceiling, reorganization, or an Agency's exercise of reemployment rights or restoration rights. B. Transfer of function is the transfer of the performance of a continuing function from one competitive area and its addition to one or more other competitive areas. Except when the function involved is virtually identical to a function already being performed in the other competitive area, or the movement of the competitive area in which the function is performed to another commuting area. Section 3. At the earliest practicable date, the Agency shall notify the Union in writing of a pending RIF or transfer of function prior to informing employees. The notice to the Union shall include the reasons for the RIF or transfer of function, the approximate number of employees who may be affected, the types of positions anticipated to be affected, and the anticipated effective date of the action. Section 4. To minimize any adverse impact upon employees in a RIF or transfer of function, the Agency may consider alternate methods such as reassignment, or details which do not result in displacement of employees. The Agency may also consider placing affected employees in vacant positions. Section 5. The Agency shall provide the following information to employees in the affected competitive area to help them understand why they are affected by a RIF or transfer of function: A. The extent of the competitive areas and specific reasons for the RIF or transfer of function, in accordance with applicable laws, government-wide rules, and regulations; and B. Information on the regulations governing RIF or transfer of function on the specific kinds of assistance provided for affected employees and on the procedures for obtaining such information. A. The Agency shall provide a specific wr...
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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
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Reduction-In-Force and Transfer of Function. Section 1 - Negotiations A. The Employer and the Union recognize that unit employees may be seriously and adversely affected by a reduction-in-force (“RIF”) and/or transfer of function (“TOF”). In the event of a RIF and/or TOF, the Employer shall notify the Union and fulfill its obligation to bargain consistent with 5 USC 71. B. The Employer shall provide the Union with all available information relevant to bargaining about the RIF and/or TOF in accordance with 5 USC 7114(b)(4).
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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.
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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.
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Reduction-In-Force and Transfer of Function. ‌ Section 1 Governing Directives. Except as otherwise provided for in this Article, a reduction- in-force (RIF), transfer of function, or furlough of more than 30 days shall be administered pursuant to 5 CFR Part 351 and all other applicable laws, Executive Orders, rules and regulations. The requirements and procedures in DR 0000-000-000, “Special Selection Priority Programs,” as amended, will apply to all employees. Section 2 General. Management will make a reasonable effort to minimize the adverse impact of a staff reduction on affected bargaining unit employees.
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Reduction-In-Force and Transfer of Function 
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Related to Reduction-In-Force and Transfer of Function

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  • Authorization to Release and Transfer Necessary Personal Information The Grantee hereby explicitly and unambiguously consents to the collection, use and transfer, in electronic or other form, of the Grantee’s personal data by and among, as applicable, the Company and its Subsidiaries for the exclusive purpose of implementing, administering and managing the Grantee’s participation in the Plan. The Grantee understands that the Company may hold certain personal information about the Grantee, including, but not limited to, the Grantee’s name, home address and telephone number, date of birth, social security number (or any other social or national identification number), salary, nationality, job title, number of Award Units and/or shares of Common Stock held and the details of all Award Units or any other entitlement to shares of Common Stock awarded, cancelled, vested, unvested or outstanding for the purpose of implementing, administering and managing the Grantee’s participation in the Plan (the “Data”). The Grantee understands that the Data may be transferred to the Company or to any third parties assisting in the implementation, administration and management of the Plan, that these recipients may be located in the Grantee’s country or elsewhere, and that any recipient’s country (e.g., the United States) may have different data privacy laws and protections than the Grantee’s country. The Grantee understands that he or she may request a list with the names and addresses of any potential recipients of the Data by contacting his or her local human resources representative or the Company’s stock plan administrator. The Grantee authorizes the recipients to receive, possess, use, retain and transfer the Data, in electronic or other form, for the sole purpose of implementing, administering and managing the Grantee’s participation in the Plan, including any requisite transfer of such Data to a broker or other third party assisting with the administration of Award Units under the Plan or with whom shares of Common Stock acquired pursuant to the vesting of the Award Units or cash from the sale of such shares may be deposited. Furthermore, the Grantee acknowledges and understands that the transfer of the Data to the Company or to any third parties is necessary for the Grantee’s participation in the Plan. The Grantee understands that the Grantee may, at any time, view the Data, request additional information about the storage and processing of the Data, require any necessary amendments to the Data or refuse or withdraw the consents herein by contacting the Grantee’s local human resources representative or the Company’s stock plan administrator in writing. The Grantee further acknowledges that withdrawal of consent may affect his or her ability to vest in or realize benefits from the Award Units, and the Grantee’s ability to participate in the Plan. For more information on the consequences of refusal to consent or withdrawal of consent, the Grantee understands that he or she may contact his or her local human resources representative or the Company’s stock plan administrator.

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