Editing Transition Period NA2019 (section)

=== Transition Period ===
The <b>2019</b> National Agreement makes structural changes to the non-bargaining unit workforce and, therefore, creates a need for a transition period to implement the changes. The parties agree to a transition period not to exceed 120 days from the date of the Union’s ratification of the Agreement.</p><p>
During the transition period, the number of casuals employed at any installation may be maintained at current levels or at <b>3.0%</b>, whichever is lower. An exception will be made for installations that have local agreements allowing temporary use of additional casuals; such agreements will remain enforceable, provided that after the local agreement expires (if within the 120 day period) the number of casuals will be limited to <b>3.0%</b>. Any new non-career employees hired during the transition period will be MHAs. At no time during the transition period will the combination of casuals and MHAs exceed 21.5% of the total number of career mail handler employees in a district and <b>26.5%</b> in any installation except as provided for in Article 7, Section 1B.</p><p> 
<b>Unless otherwise noted above, all other contractual language in the 2016 National Agreement relating to casuals will continue to apply during the 120-day transition period. During the transition period, the parties will review and remove all contractual language relating to casuals from the National Agreement.</b></p><p> 
After 120 days from the date of the Union’s ratification of the Agreement, the language of Article 7, Section <b>1B3</b> concerning MHA hiring shall be in full force and effect.