Common use of WORKFORCE RESTRUCTURING AND PLACEMENT SYSTEM Clause in Contracts

WORKFORCE RESTRUCTURING AND PLACEMENT SYSTEM. (WRAPS) AND REDUCTION IN FORCE Workforce Restructuring and Placement System (WRAPS) Reduction in Force (RIF) Section 1. Notice of a proposed RIF will be given in accordance to Government-wide regulations, allowing the Union an opportunity to negotiate to the extent required by the Labor Statute. The major purposes of this negotiation are to obtain the views and cooperation of the Union in regard to: A. increasing understanding of RIF procedures and employee rights to reduce insecurity; B. proposals for placement of Employees to reduce any unavoidable adverse impact; C. methods to keep Employees informed with regard to events as they occur and related procedures; and D. all other negotiable areas of impact and implementation. Section 2. Options management will consider when a decision is made by Management to abolish bargaining unit positions at the Kisatchie National Forest: A. Attrition - Vacant positions will be reviewed for non-filling. B. Discontinued Service Retirement - Will be offered to affected employees who qualify. C. Reassignment – Management may reassign affected Employees to positions for which they qualify. Management will make an effort to find assignments for those employees who cannot be reassigned at the Kisatchie National Forest. If the Forest can find no position available, assistance will be provided to search for placement nationwide. D. Retraining- This will be considered an available option, and where appropriate, the same reassignment process described in item #C will be affected. E. Restructuring of positions will be considered. For example, combining of two positions making ½ time position of each. Each ½ position will have an adequate position description. F. Optional retirement will be made available to qualified Employees in accordance with general eligibility requirements. The list of options is not exclusive, and the order listed does not necessarily represent the order of application. As any of the procedures create impact on the bargaining unit and have an impact on working conditions, the bargaining unit will be notified in writing of decision to contract out job abolishment, or reductions-in-force. Management in consultation with Human Resources Management will explore alternatives to successfully minimize downsizing or avoid RIF such as through the development of a pre- WRAPS plan where movement of employees into the new organization can be accomplished by reassignment and where the plan allows for the placement of most (if not all) of the potentially affected employees.

WORKFORCE RESTRUCTURING AND PLACEMENT SYSTEM. (WRAPS) AND REDUCTION IN FORCE Workforce Restructuring and Placement System (WRAPS) Reduction in Force (RIF) Section 1. Notice of a proposed RIF will be given in accordance to Government-wide regulations, allowing the Union an opportunity to negotiate to the extent required by the Labor Statute. The major purposes of this negotiation are to obtain the views and cooperation of the Union in regard to: A. increasing understanding of RIF procedures and employee rights to reduce insecurity; B. proposals for placement of Employees to reduce any unavoidable adverse impact; C. methods to keep Employees informed with regard to events as they occur and related procedures; and D. all other negotiable areas of impact and implementation. Section 2. Options management will consider when a decision is made by Management to abolish bargaining unit positions at the Kisatchie Ouachita National Forest: A. Attrition - Vacant positions will be reviewed for non-filling. B. Discontinued Service Retirement - Will be offered to affected employees who qualify. C. Reassignment – Management may reassign affected Employees to positions for which they qualify. Management will make an effort to find assignments for those employees who cannot be reassigned at the Kisatchie National Forest. If the Forest can find no position available, assistance will be provided to search for placement nationwide. D. Retraining- This will be considered an available option, and where appropriate, the same reassignment process described in item #C will be affected. E. Restructuring of positions will be considered. For example, combining of two positions making ½ time position of each. Each ½ position will have an adequate position description. F. Optional retirement will be made available to qualified Employees in accordance with general eligibility requirements. The list of options is not exclusive, and the order listed does not necessarily represent the order of application. As any of the procedures create impact on the bargaining unit and have an impact on working conditions, the bargaining unit will be notified in writing of decision to contract out job abolishment, or reductions-in-force. Management in consultation with Human Resources Management will explore alternatives to successfully minimize downsizing or avoid RIF such as through the development of a pre- WRAPS plan where movement of employees into the new organization can be accomplished by reassignment and where the plan allows for the placement of most (if not all) of the potentially affected employees.