Common use of Bumping Procedure Clause in Contracts

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. 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 they 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 their same payband provided he/she they can satisfactorily perform the core duties and responsibilities of the job and he/she has they have 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 they 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 they can satisfactorily perform the core duties and responsibilities of the job and he/she has they have 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. 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, dated October 2, 2008.).

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; 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, dated October 2, 2008.).

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 Ifthere 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 Ifthere is no such position then; - to the position held by the most junior employee in the payband with a x 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, dated October 2008.).

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 their classification provided he/she can satisfactorily perform the core duties and responsibilities of the job. If there is no such position then; - 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. off.‌‌‌‌ (To illustrate how this sequence operates on or after March 1, 2007operates, see the Layoff/Recall Process – Bumping Letter of Understanding appended to the Collective Agreement, dated September 23, 1997.).

Bumping Procedure. The employee so identified shall be assigned by the College to the first position determined in accordance with the following sequence: - effective until March 1, 2007, to a vacant position in their classification provided he/she can satisfactorily perform the core duties and responsibilities of the job. If there is no such position then; - 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; 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, dated September 22, 2005.).

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 their classification provided he/she can satisfactorily perform the core duties and responsibilities of the job. If there is no such position then; - 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 responsi- bilities 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 ’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 ’s own payband provided he/she can satisfactorily perform the core duties and responsibilities responsi- bilities 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, 2007operates, see the Layoff/Recall Process – Bumping Letter of Understanding appended to the Collective Agreement, dated September 23, 1997.).

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 their classification provided he/she can satisfactorily perform the core duties and responsibilities of the job. If there is no such position then; - to a vacant position in the same payband provided 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 mostjunior 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 performthe 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, 2007operates, see the Layoff/Recall Process – Bumping Letter of Understanding appended to the Collective Agreement, dated September 1997.).

Bumping Procedure. The employee so identified shall be assigned by the College to the first position determined in accordance with the following sequence: - effective until March to a vacant position in the same payband their classification provided he/she can satisfactorily perform the core duties and responsibilities of the job. If there is no such position then; - to a vacant position in the same payband provided 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 responsibilitiesof 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 morejunior 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, dated September 2005.).

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 their classification provided he/she can satisfactorily perform the core duties and responsibilities of the job. If there is no such position then; - 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, 2007operates, see the Layoff/Recall Process – Bumping Letter of Understanding appended to the Collective Agreement)., dated September 23, 1997.)‌‌‌‌‌‌