§ 12.5 NA2022 - Revision history

Admin: /* § 12.5 Principles of Reassignments */

2023-10-30T13:11:00Z

§ 12.5 Principles of Reassignments

@@ Line 1: / Line 1: @@
 === § 12.5 Principles of Reassignments ===
-<nowiki>Still Editting***</nowiki>
+<ol style="list-style-type:upper-alpha">
-A A primary principle in effecting reassignments will be that dis-
+  <li>A primary principle in effecting reassignments will be that dislocation 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.
-location and inconvenience to employees in the regular work
+    <ol style="list-style-type:decimal">
-force shall be kept to a minimum, consistent with the needs of
+      <li>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
-the Service. Reassignments will be made in accordance with
+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 Agreement, the matter may be grieved.</li>
-this Section and the provisions of Section 12.6 below.
+      <li>Such plan shall include a meeting at the regional/area level (which local level union representatives may attend) in advance (as much as six months whenever possible) of the reassignments anticipated. The Employer will advise the Union, at the Regional level, based on the best estimates available at the time, of the anticipated impact; the numbers of employees affected; the locations to which they will be reassigned; and, in the case of a new installation, the anticipated complement by tour. The Union, at the Regional level, will be periodically updated by the Area should any of the information change due to more current data being available.</li>
-A1 When a major relocation of employees is planned in major
+      <li>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 excessing of such employees.</li>
-metropolitan areas or due to the implementation of
+      <li>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-arbitration procedure.</li>
-national postal mail networks, the Employer will apply
+    </ol>
-this Article in the development of the relocation and
+  </li>
-reassignment plan. At least 90 days in advance of
+  <li>In order to minimize the impact on employees in the regular work force, the Employer agrees to separate, to the extent possible, MHAs working in the affected craft and installation prior to excessing any regular employee in that craft out of the installation. The junior full-time employee who is being excessed has the option of reverting to part-time flexible status in his/her craft, if such status is available in the installation, or of being reassigned to the gaining installation.</li>
-implementation of such plan, the Employer will meet with
+</ol>

Admin: Created page with "=== § 12.5 Principles of Reassignments === Still Editting*** 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..."

2023-10-17T02:33:40Z

Created page with "=== § 12.5 Principles of Reassignments === <nowiki>Still Editting***</nowiki> 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..."

New page

=== § 12.5 Principles of Reassignments ===
<nowiki>Still Editting***</nowiki>
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 Agreement, the matter
may be grieved.
A2 Such plan shall include a meeting at the regional/area level
(which local level union representatives may attend) in ad-
vance (as much as six months whenever possible) of the re-
assignments anticipated. The Employer will advise the Un-
ion, at the Regional level, based on the best estimates avail-
able at the time, of the anticipated impact; the numbers of
employees affected; the locations to which they will be re-
assigned; and, in the case of a new installation, the antici-
pated complement by tour. The Union, at the Regional lev-
el, will be periodically updated by the Area should any of
the 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 ex-
cessing 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 de-
nied, the employees have the right to the grievance-
arbitration procedure.
B In order to minimize the impact on employees in the regular
work force, the Employer agrees to separate, to the extent possi-
ble, MHAs working in the affected craft and installation prior to
excessing any regular employee in that craft out of the installa-
tion. The junior full-time employee who is being excessed has
the option of reverting to part-time flexible status in his/her
craft, if such status is available in the installation, or of being re-
assigned to the gaining installation.
Section 12.6 Reassignments
A Basic Principles and Reassignments
When it is proposed to:
A1 Discontinue an independent installation;
A2 Consolidate an independent installation (i.e., discontinue
57
the independent identity of an installation by making it part
of another and continuing independent installation);
A3 Transfer a classified station or classified branch to the ju-
risdiction of another installation or make an independent
installation;
A4 Reassign within an installation employees excess to the
needs of a section of that installation;
A5 Reduce the number of regular work force employees of an
installation other than by attrition;
A6 Centralize mail processing and/or delivery installations; or
A7 Reduce the number of part-time flexibles other than by at-
trition; such actions shall be subject to the following prin-
ciples and requirements.
B Principles and Requirements
B1 Dislocation and inconvenience to full-time employees and
part-time flexible employees shall be kept to the minimum
consistent with the needs of the service.
B2 The Vice President, Area Operations shall give full consid-
eration to withholding sufficient full-time employees and
part-time flexible positions within the area for full-time
employees and part-time flexible employees who may be
involuntarily reassigned. When positions are withheld, the
local union may request, on a quarterly basis, that local
management review the continuing need for withholding
such positions and management shall discuss with the un-
ion the results of such review. If and when local manage-
ment learns that an installation is released, in whole or in
part, from withholding, it shall notify the Union.
B3 Except as otherwise provided by this agreement, no em-
ployee shall be allowed to displace, or "bump" another
employee, properly holding a position or duty assignment.
B4 Under Section 12.6A4, governing reassignments within an
installation of the employees excess to the needs of a sec-
tion, the Union at the local level shall be notified in ad-
vance (as much as 30 days whenever possible).
B5 Full-time employees and part-time flexible employees in-
voluntarily detailed or reassigned from one installation to
another shall be given not less than 60 days advance notice,
Article 12.6
A2 Consolidate an independent installation (i.e., discontinue