Retention Registers Clause Samples

Retention Registers. A. The Agency will make current its retention registers before giving notice to affected employees. Upon request, the Agency will provide the Union with a copy of the updated retention register(s) and will meet with the Union to discuss any questions the Union has regarding the register(s). Employees will be permitted to review retention registers with the employee’s name, and other retention registers for other positions that could affect the composition of the employee’s competitive level and/or the determination of the employee’s assignment rights.

Retention Registers. When a RIF is likely to occur, the Employer will make current its retention registers before implementing any of the actions specified in Section 1 which require the application of RIF procedures. Upon request, the Employer will make available to the Union for review updated retention registers for those locations and grade levels expected to be impacted by the potential RIF. A copy of the retention register will be provided when the Union demonstrates a need, i.e., many employees are requesting Union assistance and/or Union officials are geographically separated from the personnel office maintaining the register.

Retention Registers. USMEPCOM will make current its retention registers before giving notice to affected employees. Subsequent to giving notice to affected employees and upon request, USMEPCOM will provide the Union with a Privacy Act and/or 5 C.F.R. Part 297-compliant copy of the updated retention register(s) and will meet with the Union to discuss any questions the Union has regarding the register(s). Affected employees will be permitted to review retention registers with the employee's name, and other retention registers for other positions that could affect the composition of the employee's competitive level and/or the determination of the employee's assignment rights.

Retention Registers a. At least two (2) workdays before the issuance of initial specific notices, Local 12 will be provided a copy of the annotated retention register(s) to be used to issue the specific notices. Amended or revised retention registers will be provided to Local 12 as soon as possible. b. The retention register will include: (1) the employee's tenure group, competitive level, and original service date; (2) the ratings of record used to compute credit for performance; (3) the amount of credit for performance; and (4) the adjusted service date. c. Employees and/or their designated representative will be permitted to review the retention register so that the employee may consider how the competitive level was constructed and how the relative standing of the employee was determined. This includes the right to review the complete retention registers for other positions that could affect the composition of the employee's competitive level, and the determination of the employee's assignment rights. d. Employees' performance ratings of record due before the issuance due date of specific RIF notices will be submitted to the servicing Personnel Office in sufficient time for retention standing to be determined. The due date would ordinarily be no more than fifteen (15) calendar days prior to the issuance date of specific notices. e. When employees affected by RIF are in the same competitive level with the same length of service, as augmented by performance credit, and the same subgroup, ties will be broken in the following order: (1) total DOL service; (2) length of service in the DOL Agency; and (3) time at the current grade level.

Retention Registers. Separate retention registers are established for each competitive level. Within each competitive level, employees are ranked in terms of their retention standings. An employee’s retention standing is based on these four retention factors: tenure, Veteran’s preference, length of service, and performance, as described below: i. Tenure. There are three tenure groups: 1) career employees not serving on probation; 2) career employees who are serving a probationary period and career- conditional employees; and 3) employees serving on term and similar non-status appointments. ii. Veteran’s preference. There are three groups for Veteran’s preference: 1) veterans with a compensable service-connected disability of 30% or more; 2) veterans not included in group 1 above; and 3) nonveterans. According to regulation, there are additional factors for determining Veteran’s preference. iii. Length of service. Length of service is based on service computation date.

Retention Registers. Separate retention registers are established for each competitive level. Within each competitive level, employees are ranked in terms of their retention standings. An employee’s retention standing is based on these four retention factors: tenure, Veteran’s preference, length of service, and performance, as described below:

Retention Registers. A record that lists technicians in descending order, within their competitive levels, starting with the technician with the highest score first. 1. A technician retention standing will be based on the average score of the last three (3) official performance appraisals. Appraisals will be scored as follows: Exceeds Standards 3 Meets Standards 2 Does Not Meet Standards 1 (a) Technicians who do not have three (3) appraisals on file will be credited with a Meets Standards (2) for any missing appraisals. (b) First tie-breaker will be Civil Service Computation Date. (c) Second tie-breaker will be Technician Service Computation Date.

Retention Registers. After the initial submission to the Union, Management will provide weekly email updates as needed if information changes that will result in a bargaining unit employee receiving a revised RIF notice. Management will provide the Union a copy of the final retention register within five workdays after the RIF effective date.

Retention Registers. 115 Section 4 Excepted Positions. 115 Section 5 Reemployment Priority Lists (RPL). 118 Section 6 Outplacement Program. 118 Section 7 Personnel Office Assistance. 119 Section 8 Personnel Records. 120 Article 24, Merit Promotion 122 Section 1 Introduction. 122 Section 2 Personnel Actions Covered by Merit Promotion. 123 Section 3 Requirements. 124 Section 4 Vacancy Announcements. 124 Section 5 Application Process. 126 Section 6 Evaluating Candidates. 127 Section 7 Selection Process. 128 Section 8 Career Ladders. 129 Section 9 Details. 130 Section 10 Temporary Promotions. 131 Section 11 Notification. 132 Section 12 Remedies. 132 Article 25, Position Classification 134 Section 1 General. 134 Section 2 Classification Appeals. 135 Section 3 Desk Audits Conducted by the Division of Human Resource Management. 135 Section 4 Desk Audits Conducted by the Office of Personnel Management. 135 Article 26, Excepted Positions 137 Section 1 Introduction. 137 Section 2 Coverage. 137 Section 3 Locating Applicants and Publicizing Vacancies. 138 Section 4 Determining Basic Eligibility. 138 Section 5 Evaluation of Candidates. 139 Section 6 Certification and Selection. 140 Article 27, Personnel Demonstration Projects 142 Section 1 Consultation with the Union. 142 Section 2 Documentation and Research Studies. 142 Article 28, Reorganization and Realignment 143 Section 1 Consultation. 143 Section 2 Procedures. 143 Article 29, Part-Time Employment 145 Section 1 Scope. 145 Section 2 Policy. 145 Section 3 Definitions. 145 Section 4 Change in Status of Current Position. 145 Section 5 Exclusions. 146 Article 30, Contracting Out Bargaining Unit Work 147 Section 1 Responsibilities. 147 Section 2 Supervision. 148 Article 31, Consultants and Experts 149 Section 1 Purpose. 149 Section 2 Definition of Consultants and Experts. 149 Section 3 Use of Consultants and Experts. 149 Article 32, Equal Employment Opportunity 150 Section 1 Support of EEO Program. 150 Section 2 Acts of Discrimination. 150 Section 3 Administration of EEO Program. 150 Article 33, Occupational Health and Safety 152 Section 1 Work Environment. 152 Section 2 Reporting Unsafe Conditions. 152 Section 3 Employee Advice 152 Section 4 Personal Protective Equipment. 152 Section 5 Workplace Inspections. 152 Section 6 Abatement of Unsafe Conditions. 152 Section 7 NSF Safety and Health Committee. 153 Section 8 Health Services. 153 Section 9 Emergency Procedures. 153 Article 34, New Technology 154 Section 1 Notification. 154 Section 2 Un...