The answer to the first question is usually yes, your work can be relocated and non-relocation may be a reason for the remoteness. Most federal employees know that senior executive service members are subject to hijacked sites, but it is less well known that the same security vulnerability exists for other employees. If the government wants to get you moving, they have to pay for moving expenses, including real estate, temporary quarters and transportation of household goods. Another issue is the impact of geographic movements on an agency. What happens if an agency decides to relocate 100 or 1,000 or more jobs? How many employees are moving? How many more find jobs at the Agency? And how many of you leave the agency or even the government? Does the agency have the money to pay for moves that can easily cost $100,000 or more per employee? The best answers to some of these questions come from the Ministry of Defence (DoD). During several rounds of basic closure and reorientation commissions, DoD has made many decisions to relocate or consolidate organizations. The lawyers for Passman-Kaplan, P.C, are the authors of the Federal Employees Legal Survival Guide, Second Edition, a comprehensive overview of the legal rights of federal employees. To order your copy, go www.passmanandkaplan.com. This book was originally sold for $49.95 plus s-h, but it`s now available for $29.95 plus s-h. 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. As a general rule, when agencies relocate a smaller number of employees, the impact on the Agency is not serious. However, if an agency wants to relocate 1,000 jobs and only 300 people leave, the impact can be considerable. This information is provided by lawyers for Passman-Kaplan, P.C., a law firm dedicated to representing federal employees around the world. For more information about Passman -Kaplan, P.C., see www.passmanandkaplan.com. Yes, your agency or job may be relocated, and a non-relocation process may be a reason for the remoteness.