My understanding is it's a staffing/release policy MOU rather than just an ERR MOU (I'm guessing it addresses the ERR process as well). Since the actual MOU is still hasn't been released, who knows how it'll impact people selected via bids. Maybe best case scenario would be immediate implementation and keep current release dates/TOLs honored and start releasing those people sooner/in order per the MOU & employee agrees (timing with kids out for summer, etc)?...all speculation though.If it is just an ERR MOU would it impact people selected via an actual bid?
Did I miss the MOU being released (sick leave yesterday)?I got a TOL in June for a bid that closed in January, and due to the OPM shutdown, I had a security clearance upgrade that took forever to process. Two weeks ago, I got my FOL with a report date of January, 2017.
Individual employees may be pissed about how the MOU affects their immediate career goals, but NATCA's goal was to make it fairer for everyone. You get a TOL for an ERR to another facility, and suddenly the facility decides to promote X employees after you've received your TOL; now you have to wait another few months because your ERR isn't career progression as the FAA defines it. Or the local starts negotiating its basic watch schedule or leave slots, and is told that they can't have compressed work schedules or Y leave slots like last year specifically because they lost so many people to management without backfill or negotiating the impact. And then there's the issue of how to staff a facility with so many people who are eligible or mandatory to retire.
The FAA has hired behind attrition almost every year I've been in. Something had to give. I hope no one loses an offer over this, and honestly, since everyone's affected the same way by the MOU, it should be rare to lose one just because your release date is 24 months away.