Hardship questions

Messages
4
I put in a hardship request around a month or so ago and I haven’t heard anything back however this list shows the facility that I put in my request with a status of “offered to hardship” and the facility from is mine. Grant it, nobody else at my facility is requesting a hardship transfer at this time, would I be correct in assuming that my request was accepted and I’m waiting on HR to send me a TOL? I know there are a lot of moving parts in these things but my family and I are really thirsting for any information at all.
 

GulfCharlie

Comrade Commissar
FAA
Messages
457
Facility
BNA Nashville Tower
I put in a hardship request around a month or so ago and I haven’t heard anything back however this list shows the facility that I put in my request with a status of “offered to hardship” and the facility from is mine. Grant it, nobody else at my facility is requesting a hardship transfer at this time, would I be correct in assuming that my request was accepted and I’m waiting on HR to send me a TOL? I know there are a lot of moving parts in these things but my family and I are really thirsting for any information at all.
Best advice I can offer you brother,
-Reach out to your FACREP
-Reach out to your Regions Hardship Rep (There is a resource floating around here some where, I'll look for it)
-Reach out to your ATM

Throughout this entire process they should have been keeping you in the loop on where things were going, what step you were at in accordance to Article 99 (I believe have to double check, off the top of my head). You won't be stepping on any toes by asking for an update.


Update 1:

Section 4. The Parties at the local level shall meet within fourteen (14)
calendar days of submission of the hardship to accomplish the facility
level review. They will ensure that the request falls in one (1) of the three
(3) categories eligible for hardship consideration and that the appropriate
documentation is provided. Requests that clearly fall outside the identified
hardship categories or those requests that do not include supporting
documentation will be returned to the employee with an explanation of the
denial and information that the employee can file an ERR through the
normal process. For all other requests, they will make recommendations
and forward an entire package to the Parties at the Service Area/AFSIAG
level of the facility where the hardship request originated. This should
normally be accomplished within seven (7) calendar days of making the
determination.

Section 5. The Parties at the Service Area/AFSIAG level shall review the
employee's package and the recommendations made at the facility and
make their own determination as to whether the hardship condition is bona
fide. This review should normally occur within fourteen (14) calendar days
of receiving the package. If they determine the hardship condition is bona
195
fide, they shall, within seven (7) calendar days of making the
determination, forward the entire package to the Parties at the Service
Area/AFSIAG level of the target facilities if other than their own, along
with a written statement recommending approval of the transfer due to a
bona fide hardship condition. Should the Parties in this Section fail to
reach agreement on the determination as to whether the hardship condition
is bona fide, the hardship request is denied and the employee may pursue
transfer under the ERR process. If the transfer is recommended by the
originating Service Area/AFSIAG, the employee's hardship package will
be forwarded to the target Service Area/AFSIAG.

Section 6. The Parties at the Service Area/AFSIAG level of the target
facilities shall review the employee's package and the determinations made
at the facility and the originating Service Area. This review should
normally occur within fourteen (14) calendar days after receiving the
package. The Agency will make every reasonable effort to accommodate
the employee’s transfer if the employee is otherwise qualified for the
position. The originating facility will not unreasonably delay the
employee’s release. If the transfer is denied, the target Service Area shall
forward a written justification to the originating Service Area along with a
list of all alternative facilities in the geographical area that could possibly
fit the needs of the affected employee.
The requesting employee will then be informed by his/her Principal
Facility Representative and the Air Traffic Manager jointly, as soon as
possible after receiving the final determination.
Transfers under this
Article shall not be constrained by any release policies; however, release
under this Article shall not negatively impact employees who have already
received release dates. Transfers under this Article shall not be eligible to
receive any permanent change of station benefits. If the Agency
determines that the request cannot be accommodated due to staffing, the
request will remain active for fifteen (15) months and reviewed every six
(6) months by the Parties at the Service Area/AFSIAG level. After each
six (6) month review, a notice will be sent to the employee regarding the
disposition of the request.
Section 7. If the employee does
 
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Messages
4
Best advice I can offer you brother,
-Reach out to your FACREP
-Reach out to your Regions Hardship Rep (There is a resource floating around here some where, I'll look for it)
-Reach out to your ATM

Throughout this entire process they should have been keeping you in the loop on where things were going, what step you were at in accordance to Article 99 (I believe have to double check, off the top of my head). You won't be stepping on any toes by asking for an update.

Thanks brotha! I’ll do that. I was just worried that I’m nagging them.
 

BRAVOECHO

Member
Messages
35
Under section 6 it states “
Transfers under this Article shall not be eligible to receive any permanent change of station benefits.”

Does anyone know if this includes the 64 hours of PCS leave to find a place to live, DMV stuff and what not? Or is that leave not necessarily a “benefit”?
 

16gtiguy

Trusted Contributor
Messages
67
Under section 6 it states “
Transfers under this Article shall not be eligible to receive any permanent change of station benefits.”

Does anyone know if this includes the 64 hours of PCS leave to find a place to live, DMV stuff and what not? Or is that leave not necessarily a “benefit”?
Not sure per the contract but the 2 we had leave recently on hardships both got PCS leave
 

breakaway2000

Legendary Member
Messages
1,693
Under section 6 it states “
Transfers under this Article shall not be eligible to receive any permanent change of station benefits.”

Does anyone know if this includes the 64 hours of PCS leave to find a place to live, DMV stuff and what not? Or is that leave not necessarily a “benefit”?
PCS benefits and 64 hours of excused absence are two different things. Everyone changing a duty station is entitled to 64 hours of excused absence per Article 29. PCS are additional benefits on top of the the 64 hours of excused absence detailed out in Article 29 below. These benefits include up to an additional 10 days of House Hunting (including reimbursement for expenses), move money, etc. The language is the same for ERR's, Training Failures, and Hardships (included below), PCS is not authorized. For example, the N90 bid has PCS, which simply states...

Relocation expenses reimbursed
Yes - Permanent Change of Station (PCS) - Employees with status: A fixed relocation payment of $27,000 will be paid.

Article 29
Section 4. Up to sixty-four (64) hours of excused absence, as requested by
the employee, shall be granted for arrangements incident to a change in the
employee's official post of duty, including initial assignments, and upon
completion of initial qualifications training, regardless of whether or not
the residence is being relocated. Excused absence may be granted up to
two (2) years from the effective date of the permanent change of official
post of duty. Employees may be required to provide justification for the
use of this time. This Section is not inclusive of any time provided for
"house hunting.”


Article 42 - Bidding Procedures
Section 5. Employees desiring consideration for placement to a specific
bargaining unit position at a specific facility may make voluntary
application for transfers to facilities of the same, lower, or higher Facility
Pay Level (FPL) by submitting the appropriate forms as outlined in
Agency directives to the Human Resource Management Division having
jurisdiction over the position(s). The type of position applied for and
specific location must be stated.
The employee shall not normally be eligible to receive any permanent

change of station (PCS) benefits unless the selection was made in
conjunction with a vacancy announcement where PCS benefits were

authorized. In that case, the individual requesting voluntary transfer shall
be entitled to the same benefits as advertised on the vacancy
announcement.


Article 61 - Reassignment of Training Failures
Section 4. Employee reassignments made in accordance with the
provisions of this Article shall not be eligible to receive any permanent
change of station (PCS) benefits.


Article 99 - Hardship Transfers
Section 6. The Parties at the Service Area/AFSIAG level of the target
facilities shall review the employee's package and the determinations made
at the facility and the originating Service Area. This review should
normally occur within fourteen (14) calendar days after receiving the
package. The Agency will make every reasonable effort to accommodate
the employee’s transfer if the employee is otherwise qualified for the
position. The originating facility will not unreasonably delay the
employee’s release. If the transfer is denied, the target Service Area shall
forward a written justification to the originating Service Area along with a
list of all alternative facilities in the geographical area that could possibly
fit the needs of the affected employee.
The requesting employee will then be informed by his/her Principal
Facility Representative and the Air Traffic Manager jointly, as soon as
possible after receiving the final determination. Transfers under this
Article shall not be constrained by any release policies; however, release
under this Article shall not negatively impact employees who have already
received release dates. Transfers under this Article shall not be eligible to
receive any permanent change of station benefits.
If the Agency
determines that the request cannot be accommodated due to staffing, the
request will remain active for fifteen (15) months and reviewed every six
(6) months by the Parties at the Service Area/AFSIAG level. After each
six (6) month review, a notice will be sent to the employee regarding the
disposition of the request.
Section 7.
 

boots

Forum Sage
Messages
367
Should have been married before one or the other went through the academy unless you guys started getting together at the academy which seems to be a popular thing these days.
 

RavenYZF-R6

Forum Sage
Messages
654
Not sure if this would work, but I’m willing to let you be the test subject.

Step 1: get married.
Step 2: knock her up.
Step 3: divorce after the baby is born
Step 4: hardship to be with your kid???
Step 5: get remarried????

No charge for the fool proof plan.......
 

GulfCharlie

Comrade Commissar
FAA
Messages
457
Facility
BNA Nashville Tower
Should have been married before one or the other went through the academy unless you guys started getting together at the academy which seems to be a popular thing these days.
I can name people that do this 😂
 

Move78

Forum Sage
Messages
884
All right, thank you. Maybe I'm confusing it with something else. Just trying to find a way to make it easier for us to be together. Having a hard time finding one :/
This information you seek is in the contract. You can request a spousal priority through an one of the articles but it's restricted to ingrade/downgrade and it doesn't appear to do anything for you as far as jumping in line to be released but could help on the receiving end. So it'd be worth looking into if you're both the same facility level and/or 1 of your facilities is fat to the point where competition for release is not really an issue. You're still subject to the National Release Policy.
Edit: It would only be possible if you were married and it's you leaving PRC (7) going to JAN (6) (downgrade). So you'd need PRC to be eligible for release and JAN to be eligible to gain and your eligible releases don't get claimed by your coworkers before JAN is up to select on the priority list (probably round 2).
 
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ajmezz

Forum Sage
Messages
490
That is good on paper but do we have one example of that confirmed to have worked? I seen a few people here try to reinstate but don’t think I seen a success story.
@sugarfoot
I have a friend that was at shv and he told me of at least one person that was successful. Could have been more but can’t remember at this point.

Obviously it’s not a full proof plan, but the FAA isn’t exactly making it any easier to transfer. People will get fed up at some point. As a country friend once told me, sometimes you gotta risk it for the biscuit.
 

Jennifer E

Member
FAA
Messages
49
Facility
ZOA Oakland Center
One of you could develop allergies or a medical condition requiring a move and try to get a doctor to recommend the location the other person is in. Getting married does not help your situation at all. If one of you resigns I would make sure you are CPC first so you can direct hire to the other facility. I would talk to the ATM at the facility to make sure they would direct hire you before you quit. You can also try to get a dod job closer.
 

Alpha_bravo2

Trusted Contributor
FAA
Messages
131
Facility
PNS Pensacola Tower
Word in the street is that HR is cracking the whip on CPC rehires as far as direct to facility placements. I know there have been some that were successful, but I've recently heard of people going through the process only to be told they will get a list of facilities instead of being picked up for the one they applied to.
 

Dolan

Trusted Contributor
Messages
260
One of you could develop allergies or a medical condition requiring a move and try to get a doctor to recommend the location the other person is in. Getting married does not help your situation at all. If one of you resigns I would make sure you are CPC first so you can direct hire to the other facility. I would talk to the ATM at the facility to make sure they would direct hire you before you quit. You can also try to get a dod job closer.
Agreed, allergies are the path to what you want. Bad, debilitating allergies
 
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