Bumping. (a) Displaced employees can elect to bump to a position in line with seniority (subject to 2(b) below), provided the displaced employee has the capabilities and qualifications to perform the duties of the selected position.
(b) Displaced employees will choose a position to bump into by designating:
(i) the FTE;
(ii) the unit/xxxx/program (program for community nurses only); and
(iii) the shift pattern. Shift patterns are identified as days/evenings; days/nights; evenings/nights; days; nights; or evenings. They will then bump to the position held by the junior employee with the designated FTE, shift pattern and unit/xxxx/program (program for community nurses only). Employees who are bumped will be served displacement notice and treated in accordance with the provisions of Article 19.01(B).
(c) Worksite Bumping Displaced employees will review their bumping options in their own worksite first and follow the bumping procedures as listed in (a)-(b) above.
(d) Bumping outside of the worksite where applicable
(i) Should a displaced employee not be able to bump into a position that is comparable, and they do not volunteer to bump into a non-comparable position, they will be deemed to have exhausted their bumping options at the worksite and may exercise their bumping rights, as above, at other Employer worksites.
(ii) A comparable position will be defined as a position that is:
(a) within a field of practice sharing a common clinical focus (e.g.: medical, surgical, extended care, intensive care, psychiatric care, etc.) with the employee’s pre-displacement field of practice;
(b) +/- 0.2 FTE of the employee’s pre-displacement FTE; and
(c) does not require the employee to change their status.
Bumping. (a) The Employer will identify the date that the layoff will begin.
(b) The laid off employee and the first two employees affected by bumping may choose:
(1) to be placed on the casual call-in and recall lists with no loss of seniority; or
(2) to bump any employee with less seniority if they are qualified to satisfactorily perform the work. An employee can bump up, but not into a supervisory position.
(c) Subsequent employees affected by bumping who are qualified to satisfactorily perform the work may choose:
(1) (i) to bump the least senior employee in either their classification or a similar classification whose weekly hours are up to four hours more or less than the employee's or
Bumping. Employees who are laid off shall have their names placed on a layoff list for their classification. Such employees who have at least two (2) years of City seniority shall have the right to displace (bump) the employee of lesser City seniority who was last certified to progressively lower paid classifications previously held permanently (i.e., one in which the probationary period was satisfactorily completed) by the laid off employee and in which job performance was deemed by the Employer to be satisfactory which is lower than the original classification of the laid off employee. In all cases, however, the bumping employee must meet the current minimum qualifications of the claimed position and must be qualified to perform the required work.
Bumping. 1. The most-senior person in a job classification that is impacted by the board approved position eliminations/reductions will begin the bumping process by bumping into a position currently held by an Employee with the least district-wide seniority within the job classification where the reduction or elimination occurs closest to the Employee’s current hours per day. No Employee will be allowed to exercise a bump to replace another employee whose hours per day are greater than the affected Employee. Extra monies earned by one-to-one special education paraprofessionals will not be used for displacement, bumping and recall purposes and will be based solely on the employee’s job classification and hours per day. If there are no positions within the affected pay grade, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s hours per day in the employee’s permanent job classification or pay grade for which the employee meets the qualifications in the job description until all such options are exhausted. If the affected Employee exhausts all possibilities and there are no positions remaining, the Employee shall be laid off. If the laid-off Employee fails to exercise his/her right to bump, the Employee shall be considered as having resigned his/her employment from the school district.
2. Any Employee who assumes a new job assignment due to the lay-off procedure will be placed on a salary step that will provide him/her an amount of pay that is nearest to what the employee earned previously
3. Affected Employees to be laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay off.
Bumping. It is agreed that in instances where a job is eliminated, either by automation or change in method of operation, employees affected shall have the right to transfer to a job in line with seniority provided such transfer does not effect a promotion and provided, further, the employee possesses the ability to perform the duties of the new job. Employees affected by such rearrangement of jobs shall similarly transfer to jobs in line with seniority and ability. A transfer under this section shall not be deemed to effect a promotion unless it results in an increase in the pay rate of the transferring employee in excess of three percent of his/her existing pay rate. The unions will recommend to their membership that they facilitate and expedite the job selection, placement and bumping process in the context of downsizing and labour adjustment generally. Accordingly, employees exercising a right to bump must advise the Employer of their intention to bump within seven days of receipt of the Employer's current seniority list.
Bumping. A Bargaining Unit Employee whose hours are being cut or who are being laid off may fill any vacant position or may displace a less senior Bargaining Unit Employee in any job classification provided that they have the qualifications to do the job. A Bargaining Unit Employee who is displaced in a Layoff or has hours reduced shall also have bumping rights.
Bumping. (a) The Employee will select a range of bands for placement and bumping purposes. The Employee will be interviewed by the Department of Human Resources and will complete testing where required. Once the assessment process is completed, placement and bumping will commence.
(b) An Employee who refuses a job offer will choose regular severance (Article 15.10) or layoff status (Article 15.11).
(c) Bumping procedures will be as follows:
(i) A review of the positions for bumping will commence with the person with the least seniority in the same band as the position from which the Employee received notice of job closure. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reached.
(ii) If the Employer is unable to successfully find a position for which the Employee bumping is qualified, the Employer will attempt placement within other selected bands.
(iii) If the Employer is unable to place the Employee within the selected range, the Employer will next review positions for bumping within the range
(iv) If the Employer has been unable to successfully find a position into which the Employee can bump, the Employer will then continue to try to place the Employee within the selected range until the end of the notice period.
(v) If the Employer has been unable to successfully find a position into which the Employee can bump by the end of the notice period, the Employee will then choose regular severance (Article 15.10) or layoff status (Article 15.11).
Bumping. An employee designated to be laid off may bump into a class at the same salary level within the same department or into the next lower classification within the same department in which such employee has previously held status in such classification with the County. An employee who is bumped shall be laid off in the same manner as an employee whose position is abolished.
Bumping. It is agreed that in instances where a job is eliminated, either by automation or change in method of operation an employee affected shall be laid off. Any reduction in hours of one (1) hour or more in a shift shall be considered a layoff and may, at the employees option, trigger bumping rights as laid out below. Employees affected shall have the right to transfer (bump) to a job in line with seniority, provided such transfer does not affect a promotion and provided, further, the employee possesses the qualifications and ability to perform the duties of the new job. Employees affected by such rearrangement of jobs shall similarly transfer to jobs in line with seniority and ability. A laid off employee may bump the most junior employee with the same hours, in any of the existing rotations in their classification or the most junior employee in the chosen FTE and classification. For clarification of the above rights, where there is more than one employee in a classification with the same hours and rotation, then the laid off employee may only chose to bump the most junior employee within that group. A laid off employee who bumps a junior employee shall be paid at the hourly rate of the classification they are bumping into, at the rate corresponding with their previous placement in the wage grid. Concurrent with notice of layoff, the Employer shall provide affected employees a list of positions available for bumping. Laid off employees must make their bumping choices within five (5) calendar days from the receipt of the notice. An employee exercising their options under this article shall be moved to their new position at the end of their notice period, unless mutually agreed otherwise. An employee shall not incur a loss of income during their notice period. A transfer under this Article shall not be deemed to effect a promotion unless it results in an increase in the pay rate of the transferring employee in excess of five percent (5%) of their existing pay rate.
Bumping. It is agreed that in instances where a job is eliminated, either by automation or change in method of operation, employees affected shall have the right to transfer to a job in line with seniority provided such transfer does not effect a promotion and provided, further, the employee possesses the ability to perform the duties of the new job. Employees affected by such rearrangement of jobs shall similarly transfer to jobs in line with seniority and ability. A transfer under this section shall not be deemed to effect a promotion unless it results in an increase in the pay rate of the transferring employee in excess of three percent (3%) of his/her existing pay rate. The Unions will recommend to their membership that they facilitate and expedite the job selection, placement and bumping process in the context of downsizing and labour adjustment generally.
