GSFC-GESTA Collective Bargaining Agreement
Article 11 Changes in Work Assignments
SECTION 11.01 Employees may be reassigned at Management's option to positions in new work areas or organizational elements in order to meet workload and mission requirements, to effect improved skills utilization, or further career development. Within the framework of mission and workload requirements, Management will attempt to provide meaningful and challenging work assignments for Unit employees consistent with their professional qualifications and career interests.
SECTION 11.02 Management agrees to notify Unit employees at least ten (10) workdays in advance of any reassignment to a new position or work area, unless there are emergency conditions which preclude this advance notice. If the new work area is off-site and inside the commuting area of the Center or from an off-site location within the commuting area to the Center, Management will provide at least ten (10) workdays advance notice, unless there are emergency conditions which preclude the notice. If the location is off-site and external to the commuting area, the same provisions as above apply with a twenty (20) workdays advance notice. If there are personal reasons which cause the employee to feel he/she could not function effectively in the new assignment, they should be submitted in writing to, and discussed with, the responsible supervisor or Management official. Within five (5) workdays after the aforementioned discussion, and prior to the employee's date of reassignment, the supervisor shall render a final decision, in writing, on the reassignment. In all cases, the supervisor will consider the reasons submitted by the employee before making such final decision.
SECTION 11.03 Employee requests for a reassignment will be considered based on workload requirements and staffing needs of the Center and the qualifications, career interests, and work history of the employee. The employee may also request, and will be granted consideration of his/her medical history for health reasons. Such requests should normally be directed to the employee's immediate supervisor. If there are personal reasons or circumstances where the employee is reluctant to discuss his/her interest in a reassignment with the present supervisor, the employee or his/her GESTA representative may contact a personnel management/labor relations specialist within the Office of Human Resources to explore the reassignment possibilities. Employees may arrange for a GESTA representative to be present during discussions concerning requests for reassignment. Prompt consideration will be given to employee-initiated requests for reassignment. There will be no unnecessary disclosure of the elements of the discussion by either the personnel management/labor relations specialist or the GESTA representative.
SECTION 11.04 The provisions of this Article apply only to reassignments to new positions at the same grade and grade potential as the employee's current position.
SECTION 11.05 Following reassignment, subject to budget and work project limitations, training necessary to improve employee proficiency will be made available.
SECTION 11.06 The parties agree it is preferable that reassignments be arranged with the employee's consent. Upon the employee's request, he/she will be informed as to the reason(s) for the action and why he/she was selected for the permanent reassignment.
SECTION 11.07 Nothing shall preclude the parties from negotiating upon mutual consent a program of inter- or intra-directorate rotational assignments.
