Relocated positions Sample Clauses

Relocated positions. Relocated positions are positions for which the work is relocated geographically and/or organizationally. Employees whose job is relocated geographically will in principle move with their job, unless this cannot be reasonably expected of them owing to special personal circumstances and/or if the home-work (one-way) traveling time exceeds one and a half hours. The latter will not apply if the traveling time for the employee already exceeded one and a half hours before the relocation of the work, in that case this traveling time will apply as the maximum. If an employee believes that his personal circumstances mean that traveling time of one and a half hours one-way is not possible, he can submit a request for application of the hardship clause to the Social Plan Central Appeals Committee. Traveling time is calculated for this purpose on the basis of what is for the employee most practicable and suitable mode of transport for the route to be traveled, unless use of that mode of transport is not possible for the employee. The calculation of the traveling time is based on the fastest traveling time, to be determined using the Dutch automobile association ANWB route planner. In the case of public transport, the shortest traveling time for arrival between 8.00 and 9.00 a.m. will be used. If a different time of arrival normally applies for an employee, due to the nature of the work or the position, the arrival time can be adapted to this in consultation with the manager. In the case of relocated positions, it is important that the manager and the employee discuss with each other opportunities for working “anywhere. anytime” (i.e., independent of time and location). If positions are geographically relocated and the required staffing level for the position decreases at the same time, redundancy will be determined via application of the proportionality procedure or via a combination of quality and application of the proportionality procedure. If the required staffing level for a retained position decreases, redundancy is determined by applying the proportionality procedure to a group of exchangeable positions. Exchangeable positions are positions whose job content, required knowledge and skills are comparable and whose level and remuneration are equivalent. The criteria for determining the mutual exchangeability of positions must be assessed in conjunction with each other.