STANDARD OPERATING PROCEDURE (SOP) Hardship Reassignment and Transfer Program Policy

Transcription

1 Office of Human Resources U.S. Food and Drug Administration Bethesda, Maryland CATEGORY: Employment FDA OHR SOP DATE OF ORIGINAL ISSUANCE: 01/07/2016 STANDARD OPERATING PROCEDURE (SOP) Hardship Reassignment and Transfer Program Policy SECTIONS: I. INTRODUCTION II. PURPOSE III. COVERAGE IV REFERENCES V. DEFINITIONS VI. REQUIREMENTS VII. RESPONSIBILITIES VIII. PROCEDURES ATTACHMENTS: A. Hardship Reassignment Application B. Service Agreement I. INTRODUCTION The U.S. Food and Drug Administration (FDA) continues its vision by investing in its employees and processes to target and improve our impact on public health. FDA recognizes that employees may experience unanticipated life-changing events necessitating a hardship reassignment request to other geographical locations in the Continental United States (CONUS). While a hardship reassignment is not an employee entitlement or right, FDA encourages supervisors and managers to support employees in their efforts as much as possible. II. PURPOSE The purpose of this document is to establish the FDA s official Hardship Reassignment and Transfer Program Policy. This document encompasses the policies, procedures, and responsibilities associated with requesting a hardship reassignment request, in accordance with federal law and regulations. The intent of this guidance is to support and encourage supervisors or managers to noncompetitively reassign employees to vacant positions, in another geographical location, due to a hardship affecting the employee or the employee s immediate family member(s) as defined below. If a hardship reassignment cannot be accomplished by the agency; these procedures allow employees to apply for advertised positions within the agency and, if qualified or eligible, their applications will be considered under a non-competitive or competitive referral process. These procedures are intended to accommodate the employee, when possible, due to family difficulties and issues which would necessitate the permanent relocation of the employee. These procedures do not impede the Centers /Offices ability to make employee assignments.

2 Additionally, this policy does not require supervisors or managers to place employees in vacant positions solely based on a hardship. The filling of vacancies is always a management right and at management s discretion. III. COVERAGE This guidance applies to all FDA employees who are in good standing, are not currently serving under a probationary or trial period, have a rating of at least Achieved Expected Results (AE), are not on a performance improvement plan (PIP), are not in an internship or other training program, and are not being considered under the FDA s Reasonable Accommodations policy. IV. REFERENCES A. 5 CFR , Agency Authority to Promote, Demote, or Reassign B. 5 CFR , Setting Pay Upon Demotion C. 5 CFR , Loss of Eligibility for or Termination of Pay Retention D. Consolidated Collective Bargaining Agreement, Article 35, Reassignments E. FDA Reasonable Accommodations and Accessibility Program F. FDA Telework Program Policy G. The Privacy Act of 1974 V. DEFINITIONS A. Child Custody. Any situation mandated by a court order or other formal custody or support agreement that requires an individual to provide housing and other support for a minor child. B. CONUS. The 48 contiguous states within the continental United States. C. Deciding Official. A management official, designated in an organization, who has the responsibility to receive and act on a hardship reassignment request forwarded to them by an employee s first level supervisor or manager. D. Directed Reassignment. Management s lateral reassignment of an employee to another position at the same grade, even outside the commuting area. E. Employee in Good Standing. An employee whose performance appraisal of record is AE or above; is not performing under a PIP, a leave restriction, or has not received a performance deficiency letter or memorandum within 12 months preceding the request for hardship; has not had a suspension within 12 months preceding the request for hardship; and who is not under a proposal or decision for removal, suspension, reassignment, or change to a lower grade due to unacceptable performance or conduct. F. Gaining Official. Management official in the desired organizational unit. FDA OHR SOP Hardship Reassignment Program Policy Page 2

3 G. Hardship. A custody situation or serious medical condition of the employee s immediate family member that requires the employee to relocate to another geographical area. Personal issues related to marital status, financial difficulties, or other personal circumstances do not meet the definition of hardship under this policy. For example, a spouse s job transfer does not meet the definition of hardship. NOTE: This type of request would be handled under normal reassignment procedures. H. Hardship Reassignment. A reassignment to another geographical area due to a hardship as defined in this policy. Please note that, although this policy refers to a hardship reassignment to another geographical area, there may be circumstances where the employee may request a change to lower grade for hardship reasons, which are permissible under this policy. For a reassignment or change to lower grade, the employee must be qualified for the new position and the new position must not have non-competitive promotion potential higher than that of the position the requesting employee currently occupies. I. Immediate Family Member. An employee s spouse, child (including adopted, foster, and step), mother, father, mother in-law, father-in-law, sibling, domestic/life partner, other legally established guardianship relationship, or any other individual related by blood or affinity whose relation to the employee is the equivalent of a family relationship. If an employee requests a hardship reassignment due to the serious medical condition of an immediate family member, that immediate family member must be financially dependent on the employee to provide more than half of the immediate family member s total financial support for the year. J. Losing Official. Management official in the requesting employee s current organization. K. Non-Foreign Areas. Consists of Alaska, Hawaii, Guam, Puerto Rico, and all other US territories. L. OCONUS. Those areas outside the continental United States, i.e., Europe, Asia, etc. M. Reassignment. A permanent assignment to another position within the employing agency or department that is at the same pay grade of the position the employee currently occupies and does not have non-competitive promotion potential higher than that of the position the requesting employee currently occupies. N. Serious Medical Condition. A serious illness, injury, impairment, or physical or mental condition that involves inpatient hospital care, continuing treatment by a health care provider, pregnancy, ongoing treatment for a chronic condition, permanent/long-term conditions that require supervision, and/or non-chronic conditions that require multiple treatments. For purposes of consideration for a hardship reassignment; an immediate family member of the employee must have a current serious medical condition for which a geographical reassignment is deemed medically necessary. VI. REQUIREMENTS A. General Principles 1. An employee may request a hardship reassignment for a child custody situation or serious medical condition of an immediate family member that meets the definition FDA OHR SOP Hardship Reassignment Program Policy Page 3

4 set forth in this policy. Such requests will receive careful consideration but there are no guarantees the requests will be approved. FDA mission needs remain the primary criteria for approving such requests. Relevant job-related factors include, but are not limited to, available vacancies at the requested location, available full-time equivalents (FTEs), and attrition rates. 2. FDA will review requests for hardship reassignment in a fair and expeditious manner and as vacancies permit. 3. FDA does not guarantee placement. Reassignment to other geographical areas is at the sole discretion of the supervisor or manager. 4. FDA has determined, consistent with workload needs, it may relocate an employee demonstrating a significant hardship that can be relieved by a relocation outside his/her commuting area or a change in place of duty (POD), provided there is a vacant position which the Center/Program Office intends to fill in the employee s current job series and the employee meets the qualification requirements of the position. 5. Hardship reassignments s can only be made to geographical areas within the CONUS and non-foreign areas as defined above. They will not be made to any OCONUS geographical areas. 6. Requests for hardship reassignment cannot be used to obtain a promotion to a higher grade or to a position with a higher career ladder. 7. Requests for hardship reassignment do not apply to positions to be filled on a temporary basis. 8. Requests for hardship reassignment and any related documentation are covered by The Privacy Act of Requests for hardship reassignment based on an employee s disability will be handled as a request for reasonable accommodation under procedures found at the FDA Reasonable Accommodations and Accessibility Program webpage. 10. Grade and pay retention will not apply to hardship reassignment requests for the convenience of the employee or for personal cause. 11. Maximum Payable Rate and Highest Previous Rate rules may not apply to hardship reassignment requests for the convenience of the employee or for personal cause. 12. Relocation Expenses: a. If the request is approved, the employee is financially responsible for all travel and moving expenses associated with the reassignment. Hardship relocation under this process will not entitle the employee to moving expenses, but neither will it void any independent entitlement the employee may have. Payment of relocation expenses or permanent change of station (PCS) benefits will not be authorized. FDA OHR SOP Hardship Reassignment Program Policy Page 4

5 b. If the request is approved, the employee s pay will be recomputed, as of the effective date of the reassignment, based on the locality pay tables currently authorized at the new (gaining) duty station. c. Employees may voluntarily request a hardship reassignment to a position with a lower pay grade. Employees who accept a voluntary change to lower grade in order to receive a hardship reassignment will be assigned work commensurate with their lower grade level and their pay will be set in accordance with OPM s pay setting rules for changes to lower grade. 13. Leave Entitlement: a. Any leave needed in connection with the hardship reassignment must be handled according to normal leave request procedures, to include administrative leave. b. Excused absence(s) will not be approved for hardship reassignment requests. 14. An employee may re-submit a previously denied hardship reassignment request if the circumstances surrounding the hardship change, or if new or additional information is obtained. A re-submission will be prepared and submitted as a new request. 15. Employees may decide to withdraw their request for a hardship reassignment at any time before the effective date of the reassignment by notifying their supervisor or manager in writing. 16. Employees will not be eligible for hardship relocation if they are not performing at an AE level or above or if they are the subject of a continuing conduct investigation. 17. The employee must provide verifiable documentation concerning the situation or condition that gave rise to the hardship reassignment request. The Hardship Reassignment Application Form at Attachment A will be used to substantiate and document hardship reassignment requests. 18. The hardship reassignment application is good for one (1) year from the approval date. At the expiration of the one (1) year period, the employee must reapply. In addition, the employee may be required to recertify that the hardship still exists before an office extends an offer of a position. Employees will notify their supervisor/manager and the gaining office, in writing, of any change in the hardship situation. B. Types of Hardships Examples of hardship situations or circumstances are listed below. This list is not intended to be all inclusive. There may be other situations when the totality of circumstances constitutes a hardship situation. The supervisor or manager reserves the right to exercise its judgment in those circumstances. 1. Type I Medical Condition. The medical condition of the employee s immediate family member residing in the employee s household requires relocation to a FDA OHR SOP Hardship Reassignment Program Policy Page 5

6 geographical area deemed medically necessary to improve or maintain health or receive health care. a. The employee s immediate family member is experiencing a significant hardship. If medical in nature, the hardship must be serious, affecting major life functions, and not treatable in the employee s current location; e.g., a severe condition of hay fever which might be alleviated by relocation to another geographical area would not be considered a significant hardship unless the impacted person s condition cannot be alleviated or controlled by recognized medical treatment. b. Access to a hospital that specializes in treatment of a specific life threatening disease or condition would qualify as a hardship, even though there is a general care hospital in the employee s current location. c. Access to special educational facilities (e.g., schools for hearing or visually impaired) would be considered a significant hardship if there is no equivalent facility in the employee s present location. d. Employment-related situations that constitute a hardship situation include any spouse, fiancé(e), or domestic/life partner being offered the choice of relocation or unemployment, receiving a promotion opportunity in another location, losing a job and receiving a job offer in another location, or receiving military orders to relocate. 2. Type II Primary Caretaker. When the employee or employee s spouse, fiancé(e), or domestic/life partner is the primary caretaker of a dependent parent (including in-laws and grandparents), and the medical condition of the parent requires the employee or employee s spouse, fiancé(e), or domestic/life partner to relocate to another geographical area. 3. Type III Separated Family. Where the relocation to another geographical area would allow the employee to maintain contact with his/her dependent children. Not all separations from children will be considered a hardship. Factors that must be considered are: VII. RESPONSIBILITIES A. Employee a. Whether the separation was voluntary or involuntary; b. Distance and ease of commute; c. Length of time of separation; d. Age and health of minor children; and e. Circumstances unique to the individual, e.g., previous requests for hardship reassignment. 1. Submit requests for hardship reassignment at least thirty (30) calendar days in advance of the requested reassignment date. FDA OHR SOP Hardship Reassignment Program Policy Page 6

7 2. Submit requests for additional information within five (5) calendar days. If not submitted timely, the request will be disapproved and a copy provided to the employee and the Center/Office Director. 3. Notify the supervisor/manager and the gaining office of any changes in the hardship status. 4. Medical Condition of an Immediate Family Member An employee s serious medical condition resulting in a change in duty location must be processed under the Reasonable Accommodation policy and is not appropriate under this policy. For a serious medical condition hardship request for an immediate family member, the employee must submit: a. The Hardship Reassignment Application Form at Attachment A. b. A detailed written statement describing the need for the reassignment to a vacant position in another geographical area and a summary of his/her attempts to alleviate the hardship locally. c. Medical documentation from a health care professional which includes, at a minimum, a diagnosis, a prognosis, and an explanation of the serious medical hardship and the medical reasons why the requested reassignment is expected to mitigate or alleviate the hardship. If additional medical information is required, management will advise the employee what is needed and the employee is responsible to provide the additional information within five (5) calendar days. Failure to return the medical information as requested will result in a denial of the request. d. Documentation that demonstrates the dependency relationship when the request is due to the serious medical condition of an immediate family member. Examples include, but are not limited to, a copy of the portions of the employee s most recent income tax return that demonstrates the dependency relationship, court order or other formal custody or support agreement demonstrating the dependency relationship, and/or cancelled checks that document the dependency relationship or other similar significant proof. e. The Service Agreement at Attachment B. f. A current résumé. 5. Child Custody Hardship A child custody hardship reassignment request will be granted only in cases where there are no other viable alternatives to comply with applicable child custody orders. A child custody hardship reassignment must include: a. The Hardship Reassignment Application Form at Attachment A. FDA OHR SOP Hardship Reassignment Program Policy Page 7

8 b. A written request from the employee which explains the need for the reassignment and a summary of his/her attempts to alleviate the hardship locally. c. Legal documents that establish the relationship of the employee to the child/children. d. Documents, records, or reports that describe and substantiate the nature of the child custody hardship. e. Evidence that the reassignment will alleviate the hardship, including but not limited to, an explanation of how the requested reassignment location will resolve the hardship. f. The Service Agreement at Attachment B. g. A current résumé. 6. Hardship Reassignment Service Agreement a. A service agreement is required for a hardship request. b. The purpose of the service agreement is a written agreement between the employee and the FDA that is required by statute. The employee signs it, as does an agency representative. It states, in part, that the employee will remain with the federal government (not a particular agency) for a specified period of service (time) and the employee is receiving no other funds from any source federal or non-federal to pay for the relocation. Under the statute, a service agreement must be for at least 12 months following the effective date of reassignment. Therefore, FDA will adhere to the 12 month service agreement requirement. The employee s signature acknowledges he/she understands the voluntary nature of the hardship request when moving to a geographical area at no cost to the government. c. When it is determined that the hardship request is in the best interest of the Federal government, e.g., if selected from a vacancy announcement that clearly states that relocation expenses or allowances will be paid, then the FDA must pay a relocation incentive. Under the statute, a service agreement must be at least 12 months following effective date of reassignment. The FDA has the option of setting this period of service between 12 and 36 months under certain circumstances. The employee must sign the service agreement prior to receiving any relocation benefits when determined it is in the best interest of the federal government. B. Supervisors and Management Officials 1. Adhere to all guidance contained in this policy, to include supporting employees experiencing a hardship and maintaining the employee s privacy. 2. First Line Supervisor/Manager FDA OHR SOP Hardship Reassignment Program Policy Page 8

9 a. Within seven (7) calendar days of receipt of the employee s complete hardship reassignment request package certify: i. He/she has reviewed the material and verified it to be factually and procedurally consistent and reflective of the employee s true situation; and ii. There are no conduct, disciplinary, or unacceptable performance issues. b. Provide recommendation to approve or disapprove the request and a brief narrative explaining the basis for the recommendation. c. Complete items 1 and 2 of the Service Agreement. d. Forward the complete request package to the Center/Office Director in the office in which the requesting employee currently works. Center Directors/Office Directors/designees are the deciding officials and will make the final determinations to approve or disapprove hardship reassignment requests. e. Notify employees of the final decision and the reason(s) for any disapprovals. C. Center/Office Directors 1. Adhere to all guidance contained in this policy, to include supporting employees experiencing a hardship and maintaining the employee s privacy 2. Within seven (7) calendar days of receipt of the employee s complete hardship reassignment request package, certify: a. He/she has reviewed the material and verified it to be factually and procedurally consistent and reflective of the employee s true situation; and b. His/her decision is based solely on the information provided and in accordance with this policy. 3. If disapproved, provide the reason for the disapproval and notify the supervisor/manager and Human Capital Office of the decision. 4. Forward approved packages to the Human Capital Office with a copy to the supervisor/manager. D. Human Capital Office 1. Adhere to all guidance contained in this policy, to include supporting employees experiencing a hardship and maintaining the employee s privacy. 2. Work with employees, supervisors, management officials, and Center/Office Directors throughout the hardship reassignment process. 3. Review approved hardship reassignment packages within five (5) calendar days of receipt from the Center/Office Director to ensure accuracy and completeness. FDA OHR SOP Hardship Reassignment Program Policy Page 9

10 4. Forward all complete and approved hardship reassignment packages to the servicing HR specialist no later than two weeks before the effective date of the request. The complete package must include: a. Signed/Approved Capital HR Workflow Request/Approved Job Requisition, b. Position Descriptions (PDs) for both the losing and gaining position, c. Employee s most current résumé, d. Approved Hardship Reassignment Application, and e. Signed Service Agreement. E. Office of Human Resources 1. Advise supervisors and management officials on procedures for complying with this policy. 2. Review hardship reassignment packages within in five (5) calendar days of receipt to ensure all legal and regulatory requirements are met. 3. Verify the employee meets OPM qualification requirements for the position to which the employee will be appointed. 4. In conjunction with the employee s current supervisor/manager and the gaining supervisor, coordinate official release dates. 5. Apply appropriate pay setting rules to determine correct pay based on new geographical area and grade and step. 6. Finalize processing of personnel actions in the automated system (EHRP/CapHR). VIII. PROCEDURES Step Action 1 Notify supervisor/manager of need for hardship reassignment 2 Advise employee of what is required to submit a formal request 3 Submit complete Request for Hardship Reassignment package to supervisor/ manager 4 Review package for completeness, verify facts of the request, provide Person/Organization Responsible Employee Supervisor/Manager Employee Supervisor/Manager Notes Notify supervisor/manager as soon as you identify the hardship Must be submitted at least thirty (30) calendar days before requested date of reassignment Must be reviewed and forwarded within seven (7) calendar days of receipt FDA OHR SOP Hardship Reassignment Program Policy Page 10

11 recommendation (with a brief narrative), and forward to Center/Office Director 5 Review package for completeness, verify facts of the request, approve/ disapprove the request, provide justification for disapprovals, and return to supervisor/manager 6 Provide employee with the final decision of the request 7 Forward all approvals to the HCO 8 Review approved package to ensure accuracy and completeness and forward the complete request package to the servicing HR Specialist 9 Review package to ensure legal and regulatory requirements are met, and forward to the gaining HR Specialist 10 Coordinate official release date 11 Apply appropriate pay setting rules to set pay 12 Finalize processing of personnel action Center/Office Director Supervisor/Manager Center/Office Director HCO Losing HR Specialist Gaining HR Specialist, Gaining and Losing Supervisors/Managers, HCO, and Employee Gaining HR Specialist Gaining HR Specialist Must be reviewed and returned within seven (7) calendar days of receipt Must be reviewed and forwarded within five (5) calendar days Must be reviewed and forwarded within five (5) calendar days of receipt Questions regarding the implementation of this SOP should be addressed to the servicing HR Specialist for Branch Chief. //signed // Tania L. Tse Director Office of Human Resources FDA OHR SOP Hardship Reassignment Program Policy Page 11

12 CATEGORY: Employment FDA OHR SOP Attachment A DATE OF ORIGINAL ISSUANCE: 01/07/2016 HARDSHIP REASSIGNMENT APPLICATION SENSITIVE INFORMATION: The information collected on this form is considered sensitive and is protected by The Privacy Act of The Privacy Act of 1974 requires that these records be maintained with appropriate administrative, technical, and physical safeguards to ensure security and confidentiality. In addition, these records should be protected against any anticipated threats or hazards to their security or integrity, which could result in substantial harm, embarrassment, inconvenience, or unfairness to any individual on whom the information is maintained. EMPLOYEE S NAME CURRENT TITLE/SERIES/GRADE OFFICE PHONE NUMBER HOME/CELL PHONE NUMBER CURRENT OFFICE/CENTER OFFICIAL DUTY STATION (City & State) IMMEDIATE SUPERVISOR S NAME IMMEDIATE SUPERVISOR S TELEPHONE NUMBER FULL ADDRESS OF CURRENT DUTY STATION REQUESTED LOCATION(S) (City & State) Choice 1: Street Choice 2: City State Zip Code Choice 3: I WISH TO BE CONSIDERED FOR Reassignment (same grade): Requested Start Date: (Position Title/Series/Grade) Change to Lower Grade: Requested Start Date: (Position Title/Series/Grade) REQUIRED DOCUMENTATION Detailed Written Statement (describe need to relocate and include summary of attempts made to alleviate the hardship locally) Use separate sheet of paper. Documentation Showing Dependency Relationship Medical documentation from health care professional (if request is for a medical condition of an immediate family member) (if applicable) Evidence the reassignment will alleviate the hardship Documents Substantiating Nature of Child Custody (if applicable) Current Résumé Other Documents (list below) Service Agreement EMPLOYEE CERTIFICATION I certify all information on this application and attached documentation is true and correct. I agree to abide by all the requirements of the Hardship Reassignment Policy and procedures as well as the requirements set forth in this document. Further, I understand that a Hardship Reassignment is not an entitlement. I also understand that if I accept a voluntary change to lower grade, there is no obligation of re-promotion upon relocation. Additionally, I understand that all expenses involved in this voluntary action are my responsibility unless specified differently in a vacancy announcement. SIGNATURE DATE FDA OHR SOP Hardship Reassignment Program Policy Page 12

13 SUPERVISOR/MANAGER REVIEW & CERTIFICATION I certify I have reviewed this request and all supporting documentation. My recommendation is based solely on the information provided and in accordance with the Hardship Reassignment Policy. I recommend (provide brief narrative on separate sheet of paper): APPROVAL DISAPPROVAL PRINTED NAME TITLE SIGNATURE DATE CENTER/OFFICE DIRECTOR CERTIFICATION & DISPOSITION I certify I have reviewed this request and all supporting documentation. My decision is based solely on the information provided and in accordance with the Hardship Reassignment Policy. This request is: APPROVED PRINTED NAME TITLE DISAPPROVED (must provide a written reason) SIGNATURE DATE HUMAN CAPITAL OFFICE REVIEW & CERTIFICATION I certify I have reviewed this request in its entirety and all sections are complete, properly signed, and all required documents attached. PRINTED NAME TITLE SIGNATURE DATE LOSING HR OFFICE CERTIFICATION I certify I have reviewed this request in its entirety and all sections are complete, properly signed, and all required documents attached. PRINTED NAME TITLE SIGNATURE DATE GAINING HR OFFICE CERTIFICATION I certify I have reviewed this request in its entirety and all sections are complete, properly signed, and all required documents attached. PRINTED NAME TITLE SIGNATURE DATE FINAL DISPOSITION EXPIRATION DATE: (requests are valid for one year after final approval) Approved & Relocated Approved No Action Expired Approved & Selected from Vacancy Announcement Disapproved Other FDA OHR SOP Hardship Reassignment Program Policy Page 13

14 CATEGORY: Employment FDA OHR SOP Attachment B DATE OF ORIGINAL ISSUANCE: 01/07/2016 HARDSHIP REASSIGNMENT SERVICE AGREEMENT SENSITIVE INFORMATION: The information collected on this form is considered sensitive and is protected by The Privacy Act of The Privacy Act of 1974 requires that these records be maintained with appropriate administrative, technical, and physical safeguards to ensure security and confidentiality. In addition, these records should be protected against any anticipated threats or hazards to their security or integrity, which could result in substantial harm, embarrassment, inconvenience, or unfairness to any individual on whom the information is maintained. EMPLOYEE S NAME SUPERVISOR S NAME CURRENT OFFICE/CENTER DATE The purpose of this service agreement is a written agreement between the employee and the Food and Drug Administration (FDA) as required by statute and the policies and procedures of the FDA. Your signature below indicates your understanding of and agreement to the provisions set forth below. I,, hereby agree: 1. To remain with the federal government (not a particular agency) for years. NOTE: The specified period of service (time) will be determined by the supervisor/manager and the deciding official (Center/Office Director). This period of time can be between 12 and 36 months following the effective date of reassignment. The supervisor/manager will complete items 1 and This service agreement is effective through. (Month/Day/Year) (Month/Day/Year) 3. I am not receiving other funds from any source federal or non-federal to pay for the relocation. 4. I acknowledge and understand the voluntary nature of this hardship request and that it is at no cost to the government. I am responsible for all relocation expenses that may be incurred as a result of this voluntary move. 5. If I have been selected from a vacancy announcement, then payment of relocation expenses will be determined solely based on the specifications in the vacancy announcement. 6. I am responsible for requesting all leave that may be required to facilitate this move and excused absences are not authorized. 7. This service agreement in no way constitutes a right, promise, or entitlement for continued employment or non-competitive promotions. Acceptance of this agreement does not alter the conditions or terms of my employment. Additionally, this agreement will not preclude nor limit the agency from effecting personnel actions as may be appropriate. Your submission of this agreement is voluntary. If the agreement is submitted and significant requested information has been omitted, that would preclude processing of this agreement. EMPLOYEE S SIGNATURE FDA OHR SOP Hardship Reassignment Program Policy Page 14