§ 12.5 NA2022

§ 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 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