Without mentioning the benefits of this proposal or any other, the idea of targeted redistribution in different sectors of the shuttle is worth discussing. Can the government force you to relocate or risk losing your job? Do they need congressional approval? Do you have to have a mobility agreement? What are the opportunities for employees when their jobs move, but they don`t want to participate? One question I asked about this is about mobility agreements. Some workers must sign mobility agreements as a condition of employment. If the worker refuses to move, he or she may be dismissed because he or she does not meet a condition of employment. This leads to the mistaken belief that only workers with mobility contracts can be asked to relocate. Other staff may also be asked to relocate. An agency`s right to force the move and dismiss workers who refuse to move has been enshrined in jurisprudence since 1980. If the worker is not covered by a mobility agreement, the Agency is responsible for proving that it is doing so for legitimate management reasons that would promote the efficiency of the service and to adequately inform staff. If the Agency is able to fulfill this burden and the employee is unable to prove that reason is a pretext, the Merit Systems Protection Board (MSPB) generally maintains the distance.
If staff are covered by a mobility agreement, it is even easier to defend the Agency`s move. 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. Source: I work for the government and we have 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.