Air Force Civilian Mobility Agreement
An incentive to move may be paid to an authorized person named General Schedule (GS), Senior Level (SL), Scientific or Professional (ST), Senior Executive Service (SES), Federal Bureau of Investigation and Drug Enforcement Administration (FBI/DEA) SES, Executive Schedule (EX), Law Enforcement Officer or Dominant Position on Tariffs. OPM may, at the written request of the head of an executive agency, authorise other categories of coverage. The Merit Systems Protection Board held gallegos v. Department of the Air Force, 2014 MSPB 53 (July 17, 2014) that the complainant`s withdrawal for non-compliance with a condition of employment was appropriate if the complainant, although subject to a mobility requirement, refused a targeted redistribution. The Board concluded that if it accepted Gallegos` assertion, it would impinge on the discretion of the Agency`s management to determine the requirements and conditions for positions within its staff and that the Agency`s policy defines legitimate reasons for managing the mobility requirement – organizational effectiveness and career development of staff. An agency may, on a case-by-case basis, waive the authorisation requirement if the employee is a member of a group of collaborators subject to a mobility agreement or when a significant entity is transferred to a new department. In the context of such a waiver, an agency must indicate the group of registered staff, the conditions under which the declaration of renunciation is approved and the period during which the declaration of renunciation may be applied. Groups of employees must be allowed for relocation incentives according to the same criteria as those applicable to individuals. (See 5 CFR 575.208 (b)) Without addressing the benefits of this or any other proposal, the idea of targeted redistribution to different commuter areas is worth discussing. Can the government force you to relocate or risk losing your job? Do they need congressional approval? Do you need to have a mobility contract? What are the options available to employees if their workplace moves, but they don`t want to go? Before obtaining an incentive to move, a staff member must sign a written agreement to enter into a certain period of employment with the Agency in the new service. The service agreement must indicate the duration, beginning and end date of the service period. the level of incentive; the method and timing of incentive payments; the conditions under which a contract is terminated by the Agency; all agency or staff obligations where a service contract is terminated (including the conditions under which the employee must repay an incentive or under which the Agency must make additional payments for partially concluded services); and all other conditions for obtaining and maintaining an incentive to move.
An agency must terminate a service contract when a staff member is downgraded or separated for a significant reason (i.e. for unacceptable performance or behaviour), receives during the period of service an assessment lower than or equivalent to that of “fully successful” or equivalent, does not maintain a residence on the new geographical site during the term of the service contract or does not fulfil the conditions of the service contract during the period of service during the period of service. ode of service. In such cases, the employee may withhold any incentive to move due to the service performed, but must reimburse any part of the incentive resulting from the unfinished service. (See 5 CFR 575.211 (h) for a waiver of refund power.) The Agency is not required to make an unpaid incentive payment to the employee due for the provision of services entered into, unless such payment was required in accordance with the terms of the Incentive Relocation Service Contract. The total amount of the authorized relocation incentive must be determined in proportion to the length of the period of service in order to determine the amount due for the completed service and the unfinished service. . . .
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