- December 19, 2020
- Posted by: samdenis
An agency cannot enter into an agreement on relocation incentives during a period of service defined by the service contract to encourage the hiring of a staff member or by a previously authorized relocation incentive service contract. An agency may set up a moving incentive service contract during a period of service established by a previously approved retention incentive service contract, or a staff member receives pre-approved retention incentive payments without a service agreement. Before receiving an incentive to move, a worker must sign a written agreement to complete a certain period of employment with the Agency on the new service. The service contract must indicate the duration, start and closing date of the service period; The level of incentive The method and date of incentive payments The conditions under which an agreement is denounced by the Agency; agency or staff obligations when a service contract is terminated (including conditions under which the worker must repay an incentive or in which the Agency must make additional payments for partially underwritten benefits); and all other conditions for maintaining and maintaining an incentive to relocate. The final issue is congressional approval. Does an agency need to receive the blessing of Congress to relocate its staff? It depends on the extent of the movement. When an agency wants to relocate a handful of employees, this can often be done entirely within the framework of agency funds and operating authorities. If the numbers get to the point where the Agency needs big dollars to pay for relocations, or relocates dozens or hundreds of jobs, there may be congressional notification requirements, reprogramming requests or fresh money. In these cases, Congress will have a say and questions will address the reasons for a moving agency, how it intends to deal with personnel issues, and how they reduce the risk to the mission, which can be caused by large numbers of workers who refuse to move. The allegation of non-compliance with a condition of employment has two elements that the Agency has had to demonstrate: (1) The requirement at issue is a condition of employment; and (2) the applicant did not meet this condition.
Without evidence of bad faith or patent impartiality, the Chamber differs from the Agency`s requirements that must be met in order for a person to be appointed to or retain a specific position. The board found that the mobility requirement was a prerequisite for employment, as all of these positions were subject to the mobility requirement and Gallegos and his colleagues regularly signed mobility agreements. An agency must terminate a service contract when a staff member is downgraded or separated in a basic case (i.e., due to unacceptable benefits or behaviour), receives a lower to “full-successful” or equivalent emergency assessment during the service period, does not maintain residence on the new geographic site for the duration of the service contract, or does not meet the terms of the service contract for the duration of the service contract. In such cases, the worker may withhold any payment of inducement to move attributable to the service concluded, but must repay part of the incentive that is attributable to unseeded benefits.