Temporary And Permanent Relocations. Due to shifts and changes in operational need, scope and/or mission of the agency, the Employer retains the right to determine which vacancies to fill by either permanent transfer or promotion, lateral transfer, or demotion. The Employer has the right to move employees and positions through relocations pursuant to Article 24.18 and this Memorandum of Understanding. Changes in work assignments within the same program area are not relocations as defined by this Memorandum of Understanding. The Employer maintains the right to temporarily relocate an employee(s) and his/her position to another location whether within the same headquarter county or another county using the provisions of Section 24.18; and to permanently relocate an employee(s) and his/her position in excess of nine (9) months, to another location whether within the same headquarter county or another county using the following method: The Employer will identify the area(s) deemed to be in excess and need and/or any other circumstance that would cause a temporary or permanent relocation and will notify the Union as soon as practicable. In the notification the Employer will explain the rationale for the relocation, a tentative schedule for relocation of employees and job duties required in the area of need. A draft organizational plan will be provided at the time of the proposed relocation, if not complete at that time, it will be provided within thirty (30) days of the employee(s) being relocated. The Employer will schedule a meeting with the Union to discuss the reason(s) for such action. The Union’s comments and ideas will be seriously considered. Where the permanent relocation would require that any or all employees be headquartered more than fifty
Temporary And Permanent Relocations. Due to shifts and changes in operational need, scope and/or mission of the agency, the Employer retains the right to determine which vacancies to fill by either permanent transfer or promotion, lateral transfer, or demotion. The Employer has the right to move employees and positions through relocations pursuant to Article 24.18 and this Memorandum of Understanding. Changes in work assignments within the same program area are not relocations as defined by this Me morandum of Understanding. The Employer maintains the right to temporarily relocate an employee(s) and his/her position to another location whether within the same headquarter county or another county using the provisions of Section 24.18; and to permanently relocate an employee(s) and his/her position in excess of nine (9) months, to another location whether within the same headquarter county or another county using the following method: The Employer will identify the area(s) deemed to be in excess and need and will notify the Union as soon as practicable. In the notification the Employer will explain the rationale for the relocation, a tentative schedule for relocation of employees and job duties required in the area of need. A draft organizational plan will be provided at the time of the proposed relocation, if not complete at that time, it will be provided within thirty (30) days of the employee(s) being relocated. The determination of an excess/need is a management right per Article 5 and is non-grievable and shall not be used to dispute the rationale for job abolishments and/or layoffs in Article 29. However, the determination of excess may be grieved where no layoffs are proposed. Permanent relocations shall function as follows:
Temporary And Permanent Relocations. Due to shifts and changes in operational need, scope and/or mission of the Agency, the Employer retains the right to determine which vacancies to fill by either permanent transfer or promotion, lateral transfer, or demotion. The Employer has the right to move employees and positions through relocations pursuant to Article 24.17 and this Memorandum of Understanding. In the instance that management utilizes Article 24.17 to conduct a temporary move, management shall notify the Union no later than ten (10) working days prior to the anticipated start of the new assignment, unless unforeseen circumstances otherwise prohibit such notification. Changes in work assignments within the same program area are not relocations as defined by this Memorandum of Understanding. The Employer maintains the right to temporarily relocate an employee(s) and his/her position to another location whether within the same headquarter county or another county using the provisions of Section 24.17; When a temporary relocation of an employee is essential to meet an operational need the employer will meet with the Union at least 45 days prior to the anticipated date of the temporary relocation. The Union’s comments and ideas will be seriously considered. The employer shall notify the affected employee(s) at least thirty (30) days prior to the effective date of the temporary relocation. The employer also maintains the right to permanently relocate (i.e. assignment in excess of nine (9) months) an employee(s) and his/her position, to another location whether within the same headquarter county or another county using the following method: The Employer will identify the area(s) deemed to be in excess and need and/or any other circumstance that would cause a temporary or permanent relocation and will notify the Union as soon as practicable. In the notification the Employer will explain the rationale for the relocation, a tentative schedule for relocation of employees and job duties required in the area of need. A draft organizational plan will be provided at the time of the proposed relocation, if not complete at that time, it will be provided within thirty (30) days prior to the employee(s) being relocated. The Employer will schedule a meeting with the Union to discuss the reason(s) for such action. The Union’s comments and ideas will be seriously considered. Where the permanent relocation would require that any or all employees be headquartered more than fifty (50) miles farther from their ...
