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. For federal public servants, the agreement should ensure that the agent is aware of his obligation to return to federal service for a period corresponding to the duration of the transfer or to be responsible for all expenses related to the transfer (without salary or benefits). 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. The regulations of the Intergovernmental Personnel Act provide that “other organizations” have the right to participate and define what “another organization” is. Companies interested in participating in the mobility program as “another organization” must have their eligibility certified by the USDA.
Certification is permanent and may apply to the entire federal government if an organization has already been certified by another agency. The USDA may accept this certification or require an organization to submit appropriate documents for verification. Certification applications must be accompanied by a copy of: agencies should not approve reimbursement for indirect or administrative costs related to the award. These include royalties for the establishment and maintenance of payroll records, mobility allocation reports and negotiation of the agreement. Other prohibited fees include teaching credits, offices, equipment, accessories, staff and computer time. Any substantial changes to an agent`s duties, responsibilities, salaries, work assignments or supervisory relationships should be properly accounted for as a change in the original agreement. The agreement for each agent must always be precise, complete and current. Minor changes (wage increases due to annual wage adjustments, benefit changes resulting from revised insurance coverage and very short-term changes in tariffs) do not require changes to the original agreement.