Bumping Procedure. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work shall have the right to displace a permanent part-time employee with lesser GO seniority, within their section. Such bumping within the section may only be in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hour. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work, shall have the right to displace any permanent part-time employee with lesser GO Transit seniority, within their section provided they are able, willing and qualified. Due to the nature of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses the qualifications and skills of a position they have held previously, then the employee may bump laterally or downward within their section or another section where the previously held position is identified. At the time of layoff the employee must satisfy the criteria identified in the current job description, and the employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be the sole responsibility of the Union to administer.
Bumping Procedure. The employee so identified shall be assigned by the College to the first position determined in accordance with the following sequence: - to a vacant position in the same payband provided he/she can satisfactorily perform the core duties and responsibilities of the job. If there is no such position then; - to the position held by the most junior employee within his/her same payband provided he/she can satisfactorily perform the core duties and responsibilities of the job and he/she has greater seniority. If there is no such position then; - to a vacant position in the payband with a maximum rate one lower than the employee's own payband provided he/she can satisfactorily perform the core duties and responsibilities of the job. If there is no such position then; - to the position held by the most junior employee in the payband with a maximum rate one lower than the employee's own payband provided he/she can satisfactorily perform the core duties and responsibilities of the job and he/she has greater seniority; - the provisions of the last two sections shall be repeated until all paybands have been reviewed in descending order of maximum rate and either a vacant position or a position held by a more junior employee is identified and the employee affected can satisfactorily perform the core duties and responsibilities of the job. If no such position is identified the employee shall be laid off. (To illustrate how this sequence operates on or after March 1, 2007, see the Layoff/Recall Process – Bumping Letter of Understanding appended to the Collective Agreement).
Bumping Procedure. An Employee in receipt of a lay-off notice or who is displaced from his/her position may exercise the right to bump an Employee with less seniority provided that the Employee exercising bumping rights meets the qualifications as contained in the job description for the position the Employee is selecting. The right to bump includes the right to bump up within a class (i.e. not
Bumping Procedure. Within three (3) working days following notification that they occupy a position designated for layoff, employees shall be given the opportunity to exercise their seniority by indicating the desire to bump into another position, provided always that the bumping employee has the necessary skills, qualifications and ability to perform the work in question. Failure to indicate the desire to bump into another position when given the opportunity under this article shall result in the affected employee being laid off.
Bumping Procedure. (a) A regular employee shall not be entitled to bump another employee where the bump would constitute a promotion.
(b) Regular employees who receive notice of layoff shall have the right to bump employees with less seniority.
(c) The right to bump, subject to (b) above, shall be exercised in the following order:
(1) the employee with the least seniority at the same pay level for whose position he/she has the qualifications, ability and experience to do the job shall be bumped.
(2) if (1) above does not result in a bump, the same procedure will be applied at each subsequent lower pay level.
(d) Regular employees who are bumped as a result of (b) and (c) above, shall have the same right to bump employees with less seniority.
(e) It is agreed that the trial period specified in Clause 26.12 will apply to employees moving into a new job as a result of bumping.
(f) In the event the employee does not have the necessary seniority or qualifications, ability and experience to bump a second time, or he/she has proven to be unsatisfactory in the second job, he/she will be laid off.
(g) A regular employee shall notify the Employer in writing within five days of receiving layoff notice whether bumping rights will be exercised or whether the employee opts for a layoff.
(h) If a regular employee opts for a layoff the employee must choose either recall rights in accordance with Clause 13.7 – Recall Rights & Procedures or severance pay in accordance with Clause 13.11 – Severance Pay on the date the layoff is scheduled to occur. If a regular employee declines to make a selection he/she shall be deemed to have chosen recall rights.
Bumping Procedure. A regular employee may bump a less senior regular employee using County seniority provided he or she possesses the qualifications, performance record, aptitude, and ability to perform the work equal to those of the employee to be bumped. A regular employee may not bump or be recalled into a position with a higher pay grade or higher FTE level unless the employee has previously been laid off from such a position within the past twenty-four (24) months. A listing of positions and position series can be found in Appendix A. Bumping will proceed in the following order, so long as the step implemented is the one most economically beneficial to the bumping employee.
1. The employee may bump an employee in the same position within the same Department, starting first with the employee’s assigned Program; or
2. The employee may bump an employee in an equivalent or lower position in the same position series as the employee’s present position within the same Department, starting first with the employee’s assigned Program; or
3. The employee may bump an employee in a position he or she previously held within the same Department, starting first with the employee’s assigned Program, provided that the position is in an equivalent or lower pay grade (unless the employee has previously been laid off from a position with a higher pay grade within the past twenty-four (24) months) and the employee completed probation in that position; or
4. The employee may bump an employee in another Department in the same position, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or
5. The employee may bump an employee in another Department in an equivalent or lower position in the same position series as the employee’s present position, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or
6. The employee may bump an employee in another Department in a position he or she previously held, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work, and provided the position is in an equivalent or lower pay grade (unless the employee has previously been laid off from a position with a higher pay grade within the past twenty-four (24) months) and the employee completed probation in that position. In the event these steps create circular displacement, or chains of displacement, the County shall use the step th...
Bumping Procedure. (1) Regular employees who receive notice of layoff shall have the right to bump employees with less seniority.
(2) Where seniority is equal, the regular employee with the superior qualifications, for their particular job is deemed to have greater seniority.
(3) Regular employees, with three (3) or more years of seniority, shall have the right to bump employees in any of the nine (9) College geographic locations listed in (4) below.
(4) Regular employees, with less than three (3) years of seniority, shall be able to bump within their geographic location. Employees who are not on travel status and who are working in communities not named below shall be placed in the nearest geographic location. The geographic locations are:
(i) Queen Charlotte City (ii) Prince Rupert (iii) Terrace
Bumping Procedure. (a) The Employee with the least amount of seniority in any job will be the first laid off from that job, but may displace an Employee in a similar or lower classification with less seniority providing they are able to satisfactorily do the job. Employees who are displaced from their jobs as a result of such bump back procedure may themselves bump Employee having less seniority, in similar or lower classifications, providing they are able to satisfactorily do the job.
Bumping Procedure. Employees to be laid off may exercise their bargaining unit seniority for bumping purposes as follows:
A. Employees faced with layoff who have greater seniority than the least senior employee within the same classification and department must first bump the least senior employee in the same classification and department within the bargaining unit.
B. If bumping is not possible as in A above, employees faced with layoff who have greater seniority may bump the least senior employee within the same classification within the bargaining unit.
C. If bumping is not possible as in B above, employees faced with layoff who have greater seniority may bump the least senior employee within another classification within his/her department with the same or lower maximum salary provided they meet the minimum qualifications of the classification and can perform the work.
D. If bumping is not possible, as in C above, employees faced with layoff who have greater seniority may bump the least senior employee within another classification within the bargaining unit with the same or lower maximum salary, provided they meet the minimum qualifications of the classification and can perform the work.
E. If bumping is not possible as in D above, the employee will be laid off.
F. The Employer shall provide two (2) weeks prior notice of layoff.
G. Employees wishing to exercise bumping privileges shall notify the Human Resources Director or his/her designee of their intent to bump and the employee shall notify the Human Resources Director or his/her designee of the person to be bumped within four (4) days of the layoff notice.
H. Employees bumping to another classification or another department shall serve a thirty (30) day trial period. If the bump is unsuccessful, the employee is laid off. Employees not successful in exercising their bumping privileges will be laid off from their original classifications.
Bumping Procedure. (a) A School Library Worker, School Administrative Assistant, School Clerk or District Administrative Support Worker, when laid off, shall be entitled to claim the position of any other School Library Worker, School Administrative Assistant, School Clerk, or District Administrative Support Worker in the District subject to the conditions in paragraph (c).
(b) A Student Attendant, Educational Assistant, Speech Therapy Assistant or School Intervention Worker, when laid-off, shall be entitled to claim the position of any other Student Attendant, Educational Assistant, Speech Therapy Assistant or School Intervention Worker in the District subject to the conditions in paragraph (c).
