Common use of Bumping Procedures Clause in Contracts

Bumping Procedures. a. Once the person in each classification has been notified that he/she is being reduced in force, they must exercise their bumping rights, in writing, within five (5) work days after the employee receives his/her notice of layoff and shall indicate the person/position which the employee intends to displace. Once the notice of displacement has been received by the Board of Education from the most senior person, all persons who may be affected by further displacement or “bumping” are entitled to notice of a “bumping meeting” which shall be provided with written notice by board email, ordinary mail or hand delivery within a minimum of ten (10) calendar days prior to the bumping meeting. Once the email or hand delivered notice has been delivered to the employee, no further notice will be required. All affected employees shall attend the bumping meeting or give a written proxy to a member or SEUSS officer in attendance. By not attending or sending a proxy the employee will have waived the right to bump or displace a less-senior employee, or in the event of an open position offered at the bumping meeting, will have waived their right to bid. In the case of an emergency or for unforeseen circumstances, the Superintendent or designee may reschedule a bumping meeting at either a time mutually agreed upon by the Superintendent/designee and the Union, or by re-notifying the affected employees as contemplated herein. b. An employee affected by RIF or abolishment of a position may displace or bump any other employee within the classification that has less district seniority. When a position has been reduced and then recreated or there are vacancies within the classification, these positions will be offered during the bumping procedure. c. Those employees displaced have the same bumping rights as the employee who was originally reduced. d. Once an employee has exercised a bump, he/she may not revoke the bump.

Bumping Procedures. a. Once 6.4.1 Prior to laying off employees or enacting the person bumping process, if the District has at that time unfilled positions, those unfilled positions will be filled first in each classification has been notified that hethe process if the result is not a loss in hours for the displaced/she is being reduced in force, they must exercise their bumping rightsemployee. An employee may bump into a position with a greater number of hours. However, in writingthis circumstance, the employer reserves the right to make these higher hour assignment decisions. 6.4.2 No employee may bump a more senior employee. Bumping employees can only bump less senior employees. An employee may communicate to Human Resources preference requests regarding assignment (program, location, grade level) with the notification of desire to bump. 6.4.3 Bumping rights can be exercised to displace the least senior employee in a job title in the same classification group and range or in the next lower rank within the classification group as long as the bumping employee has greater seniority than another employee and is qualified to perform the current duties/responsibilities of the other job title as required. If bumping is initiated, the position held by the least senior employee in the range or lower job title (with the nearest number of hours to the bumping employee) will be the position bumped. An employee may bump into a position with a greater number of hours. However, in this circumstance, the employer reserves the right to make these higher hour assignment decisions. An employee who is displaced by being bumped may also use their seniority in the same manner to bump into the next lower rank in the classification group (as listed in Appendix E). If there is no less senior employee in the next lower rank, then they may bump into the next lower rank (and so on) in descending order within the classification group. 6.4.4 If an employee is given the initial notice of layoff/displacement and is unable to bump into a lower rank within the current classification group, and they have been employed by the District in a different classification group within the past five (5) work days after years, the employee receives his/her notice of layoff and shall indicate the person/position which the employee intends to displace. Once the notice of displacement has been received by the Board of Education from the most senior person, all persons who may be affected by further displacement or “bumping” are entitled to notice of a “bumping meeting” which shall be provided with written notice by board email, ordinary mail or hand delivery within a minimum of ten (10) calendar days prior to the bumping meeting. Once the email or hand delivered notice has been delivered to the employee, no further notice will be required. All affected employees shall attend the bumping meeting or give a written proxy to a member or SEUSS officer in attendance. By not attending or sending a proxy the employee will have waived the right to retreat to the former classification group. The employee may only be moved back into the same or lower paying job title within the former classification group, and the bumping employee must have greater seniority than another employee in that classification group. In order to bump or displace a less-senior employeeback, or the employee still must be qualified to perform the duties of the job. Assignment will occur as explained in 6.4.3. 6.4.5 All employees in the event positions listed in a Job Classification Group shall be listed by seniority by range. (See Appendix D-E for Job Classification Group Listings and Bumping Order.). 6.4.6 Bumping employees must possess the skills, ability, and capacity to perform the job and must demonstrate the ability to perform all job functions within sixty (60) working days from the date of an open position offered assuming the job duties. If, after the trial period of sixty (60) working days, the employee cannot perform the duties of the new assignment in a satisfactory manner, the employee may be given additional time for training and job mastery, at the bumping meetingdistrict’s discretion. The employee may alternately elect at the end of the sixty (60) working days, will have waived their right if, s/he cannot perform the duties of the new assignment, to bidmove to lay-off status. In If the case of an emergency or for unforeseen circumstancesemployee moves to lay-off status, the Superintendent or designee may reschedule a bumping meeting at either a time mutually agreed upon by District will fill the Superintendent/designee position from the recall list. 6.4.7 If an employee is bumped from their position and the Unionnew employee resigns from the position, or by re-notifying the affected employees as contemplated hereinvacant position will be filled from the recall list. b. An employee affected by RIF 6.4.8 Employees who bump into another position either in a lower range or abolishment to a previously held position maintain recall rights to their original classification, range, hour (but not necessarily specific school or department) and are only removed from the recall list after a period of 27 months or after placement into a position may displace or bump any other employee within the classification that has less district seniority. When a position has been reduced and then recreated or there are vacancies within the classification, these positions will be offered during the bumping procedure. c. Those employees displaced have provides the same bumping rights salary range and number of hours as the employee who was originally reducedoriginal position, whichever occurs first. d. Once an employee has exercised a bump, he/she may not revoke the bump.

Bumping Procedures. a. Once the person in each classification 15.5.1 An employee whose position has been notified that he/she is being reduced in forcediscontinued may displace the least senior employee at the same level within their seniority group, they must exercise their bumping rights, in writing, within five (5) work days after provided the employee receives his/her notice of layoff is qualified, and shall indicate provided no vacancy exists in any seniority group at the person/position employee’s current level for which the employee intends to displace. Once the notice of displacement is qualified. 15.5.2 A level 2 employee whose position has been received by discontinued may bump the Board of Education from least senior level 1 employee within their seniority group, provided the most senior person, all persons who may be affected by further displacement or “bumping” are entitled to notice of a “bumping meeting” which shall be provided with written notice by board email, ordinary mail or hand delivery within a minimum of ten (10) calendar days prior to employee has greater seniority than the bumping meeting. Once the email or hand delivered notice has been delivered to the level 1 employee, is qualified, and no further notice will be required. All affected employees shall attend the bumping meeting or give a written proxy to a member or SEUSS officer in attendance. By not attending or sending a proxy vacancies for which the employee will have waived is qualified exist. 15.5.3 An employee may elect not to bump the least senior employee and to go on layoff and retain recall rights up to twenty-four (24) months as described in Section 15.6.1. If this option is elected, the right to bump or displace into a lessposition is waived and cannot be restored. 15.5.4 Employees who hold positions determined by the District to be excluded, as described in 15.1, may not be bumped by more senior employees who are displaced. 15.5.5 Employees who are not “highly qualified” as defined by the requirements of the federal No Child Left Behind Act of 2001 may not bump an employee who is “highly qualified” in a position covered by the Act. 15.5.5.1 An employee who is “non-senior employee, or highly qualified” will not have bumping rights under the terms of this agreement. 15.5.5.2 An employee who is “non-highly qualified” and whose position is eliminated will be placed on the recall list and will not be eligible for recall until they become ”highly qualified.” If there is an opening the employee may be placed in a position that does not require employee to be “highly qualified.” 15.4.5.3 “Highly qualified” employees may bump “non-highly qualified” on the event basis of an open position offered at the bumping meeting, will have waived their right qualification and without reference to bidseniority. In the case of an emergency or a staff reduction, if there are no vacancies for unforeseen circumstancesa “highly qualified” employee, the Superintendent or designee “highly qualified” employee may reschedule bump a bumping meeting at either a time mutually agreed upon by “non-highly qualified” employee on the Superintendent/designee and the Union, or by re-notifying the affected employees as contemplated hereinbasis of qualification. b. An employee affected by RIF or abolishment of a position may displace or bump any other employee within the classification that has less district seniority. When a position has been reduced and then recreated or there are vacancies within the classification, these positions will be offered during the bumping procedure. c. Those employees displaced have the same bumping rights as the employee who was originally reduced. d. Once an employee has exercised a bump, he/she may not revoke the bump.

Bumping Procedures. a. Once the person in each classification has been notified that he/she is being reduced in force, they must exercise their bumping rights, in writing, within five (5) work days after the employee receives his/her notice of layoff and shall indicate the person/position which the employee intends to displace1. Once the notice of displacement has been received by the Board of Education from the most senior person, all All persons who may are to be affected by further a displacement or “"bumping” " and are entitled to notice of a “"bumping meeting” which " shall be provided with written notice by board email, ordinary certified mail or hand delivery delivered within a minimum of ten (10) calendar working days prior to the bumping meeting. Once the email certified mail or hand delivered notice has been delivered to the employee, no further notice will be required. All affected employees shall attend the bumping meeting or give a written proxy to a member or SEUSS officer in attendance. By or, by not attending or sending a proxy the employee attending, will have waived the right to bump or displace a less-senior employee, or in the event of an open position offered at the bumping meetinga bid, will have waived their right to bid. In the case of an emergency or for unforeseen circumstances, the Superintendent Director of Operations or his designee may reschedule a bumping meeting at either a time mutually agreed upon by the Superintendent/designee Director of Operations and all the Unionemployees involved, or by re-notifying the affected employees as contemplated herein. b. An employee 2. Employees affected by RIF or abolishment of a position may displace or bump any other employee employees within the classification that has department who have less district departmental seniority. When a position has been reduced and then recreated or there are vacancies within the classificationdepartment, these positions will be offered during for bid prior to the bump at a bid/bump meeting scheduled, and in compliance with the provisions of Article 14. The following shall apply to all bids awarded at a bid/bump meeting: a. The probationary period will be waived for the successful bidder. b. The successful bidder cannot return to his/her prior position; and, c. If all bargaining unit members actively employed in the department have position at the end of the bidding, the bumping procedureportion of the meeting will be canceled. The foregoing does not constitute an interruption of Management’s right to assess and document an employee’s performance. Management specifically retains the right to continue the review and appraisal of bargaining unit members, subject to other provisions of this Contract. 3. An employee who is subject to a RIF shall have the right to exercise one (1) of the following options: a. The employee may bump a person with less departmental seniority, within their current department, without regard to paid work hours, work week and/or work year. b. For persons having departmental seniority in another department, the employee may bump a person with less departmental seniority in another department, when the bumping employee meets one (1) of the following conditions: i. The employee is unable to bump within his/her current department; or ii. The employee can avoid a loss of salary when compared to his/her bumping options within their current department; or iii. The employee can avoid an increase of the employee’s insurance premium contribution rate when compared to his/her bumping options within their current department. The employee shall declare his/her intention to bump into another department at the bid/bump meeting. Management will schedule a bid/bump meeting for the affected department within fifteen (15) days. c. Choose not to bump and be considered laid off. A laid off employee may file for unemployment compensation at his/her discretion. An employee with more than one (1) position shall have the right to exercise a. or b. above for each position they hold that is affected by the RIF. If all of the employee’s positions are affected by the RIF, he/she shall have the right to exercise c. above as long as he/she assumes a lay off for all positions held in the District. In the event an employee cannot bid/bump because of the eight (8) hour restriction found in Article 33 L (1) and elects not to be laid off for all positions, the employee shall continue to accrue seniority in the department in which the position was lost, for eighteen (18) months or until they secure another position within the department, whichever occurs first. This shall only apply in the event that the employee’s position which was affected by the RIF is in a different department than where the employee’s retained job is classified. 4. Those employees displaced or bumped shall have the same bumping rights as the employee who was originally reduced. d. 5. Once an employee has exercised a bump, he/she may not revoke the bump. 6. If bids will be offered at the bump meeting, then all individuals that hold departmental seniority shall be notified in writing of the meeting and the specific positions being offered at least ten (10) days prior to the meeting being held. Additionally, the notice may include positions that may come open from the time the notice is sent to the time of the bid/bump meeting. If a position becomes open two (2) work days or less from the bid/bump meeting, it shall be posted at the meeting without prior notification. 7. Should an employee be unable to attend the bid/bump meeting and wishes to bid on a position being offered, he/she may deliver a bid in writing to the office of the Director of Operations. The bid may be placed via fax or email with receipt confirmed by the employee via telephone. The bid must be received no later than the close of business on the day of meeting or one (1) hour prior to the start of the meeting, whichever occurs first. 8. Should an employee be unable to attend the bump meeting for any reason, he/she may submit to the Director of Operations no more than two (2) contact number(s) in the event he/she would need to exercise his/her right to bump another employee. Should action be needed, the employee will be called three

Bumping Procedures. a. Once (a) An employee being laid off or displaced through the person in each classification has been notified that he/she is being reduced in forcebumping process, they must may exercise their right to bump into another position provided that they have the required seniority, skills and qualifications to perform the job. If the position is in another system, the laid off employee shall have the option of bumping rightsthe junior employee in another system or taking the layoff. Should a laid off employee accept a position in another community through the bumping process, in writingthe costs of relocation are the sole responsibility of the employee. (b) An employee wishing to exercise his/her bumping rights shall, within five (5) work days after the employee receives working shifts of his/her receiving written notification of his layoff, submit in writing to their Manager, notice of layoff his/her intent to exercise the bumping procedures and shall indicate the person/position being bumped into. The Employer shall provide any information regarding seniority of employees and required qualification for positions which the laid off employee intends may require. The Manager shall advise the employee, in writing, within two (2) working days, of acceptance or rejection of the bump. (c) An employee shall be limited to displacetwo (2) opportunities to displace a junior employee and shall be given a one (1) month trial period in the new position. Once At any time in the trial period (for the first or second bump), the employee may choose severance or to revert to layoff with no recourse to further bumping. At any time during the first trial period, the employee may elect to do a second bump, severance or layoff with no recourse to further bumping Should the Employer determine that the employee is unsuitable during the first trial, the employee may elect to do a second bump, severance or layoff with no recourse to further bumping. (d) The Employer shall decide the appropriate start date in the position being bumped into. If the employee is placed in the new position before expiry of the notice of displacement has been received by layoff period, the Board of Education from wage rate applicable to the most senior person, all persons who may be affected by further displacement or “bumping” are entitled to notice of a “bumping meeting” which period shall be provided with written notice by board emailpaid, ordinary mail or hand delivery within if higher. (e) When an employee bumps into a minimum position and upon successful completion of ten (10) calendar days prior to the bumping meeting. Once the email or hand delivered notice has been delivered to trial period, this position is now considered the employee’s bid position. (f) An employee with two (2) or more years of seniority bumping into a position with a lower rate of pay, no further notice will be requiredshall retain their rate of pay for 20 working days. All affected employees After which they shall attend receive a rate of pay for the bumping meeting or give a written proxy to a member or SEUSS officer in attendancenew position. By not attending or sending a proxy In all other situations, the employee will have waived shall receive the right to bump or displace a less-senior employee, or in top rate of pay for the event of an open position offered at the bumping meeting, will have waived their right to bid. In the case of an emergency or for unforeseen circumstances, the Superintendent or designee may reschedule a bumping meeting at either a time mutually agreed upon by the Superintendent/designee and the Union, or by re-notifying the affected employees as contemplated hereinnew position. b. An employee affected by RIF or abolishment of a position may displace or bump any other employee within the classification that has less district seniority. When a position has been reduced and then recreated or there are vacancies within the classification, these positions will be offered during the bumping procedure. c. Those employees displaced have the same bumping rights as the employee who was originally reduced. d. Once an employee has exercised a bump, he/she may not revoke the bump.

Bumping Procedures. a. Once 6.4.1 If the person Bumping Procedure is to be used, and the District has at that time unfilled positions, those unfilled positions will be filled first in each the process if the result is not a loss in hours for the displaced/bumping employee. 6.4.2 No employee may bump a more senior employee. Bumping employees can only bump less senior employees. An employee may communicate to Human Resources preference requests regarding assignment (program, location, grade level) with the notification of desire to bump. 6.4.3 Bumping rights can be exercised to secure a position in a job title in the same classification group and range or in the next lower rank within the classification group as long as the bumping employee has been notified that greater seniority than other employees and is qualified to perform the current duties/responsibilities of the other job title as required. If bumping is initiated, the position held by the least senior employee in the range or lower job title (with the nearest number of hours to the bumping employee) will be the position bumped. An employee may bump into a position with a greater number of hours. However, in this circumstance, the employer reserves the right to make these higher hour assignment decisions. An employee who is displaced by being bumped may also use his/her seniority in the same manner to bump into the next lower rank in the classification group (as listed in Appendix G). If there is no less senior employee in the next lower rank, then he/she may bump into the next lower rank (and so on) in descending order within the classification group. 6.4.4 If an employee is being reduced given the initial notice of layoff/displacement and is unable to bump into a lower rank within the current classification group, and he/she has been employed by the District in force, they must exercise their bumping rights, in writing, a different classification group within the past five (5) work days after years, the employee receives his/her notice of layoff shall have the right to retreat to the former classification group. The employee may only be moved back into the same or lower paying job title within the former classification group, and shall indicate the person/position which bumping employee must have greater seniority than other employees in that classification group. In order to bump back, the employee intends still must be qualified to displaceperform the duties of the job. Once Assignment will occur as explained in 6.4.3. 6.4.5 All employees in the notice of displacement has been received by the Board of Education from the most senior person, all persons who may be affected by further displacement or “bumping” are entitled to notice of positions listed in a “bumping meeting” which Job Classification Group shall be provided with written notice listed by board emailseniority by range. (See Appendix F-G for Job Classification Group Listings and Bumping Order.). 6.4.6 If two (2) or more employees have equal seniority in the bumping procedure, ordinary mail or hand delivery within a minimum of ten (10) calendar days prior to the bumping meeting. Once the email or hand delivered notice has been delivered to the employee, no further notice process a drawing will be required. All affected employees shall attend conducted with the OSEA President to determine the senior member for a one-time exclusive purpose of the bumping meeting process. Affected members will have the option of being present for the drawing. 6.4.7 Bumping employees must possess the skills, ability, and capacity to perform the job and must demonstrate the ability to perform all job functions within sixty (60) working days from the date of assuming the job duties. If, after the trial period of sixty (60) working days, the employee cannot perform the duties of the new assignment in a satisfactory manner, the employee may be given additional time for training and job mastery, at the district’s discretion. The employee may alternately elect at the end of the sixty (60) working days, if, s/he cannot perform the duties of the new assignment, to move to lay-off status. If the employee moves to lay-off status, the District will fill the position from the recall list. 6.4.8 If an employee is bumped from his/her position and the new employee resigns from the position, the vacant position will be filled from the recall list. 6.4.9 Employees who bump into another position either in a lower range or give a written proxy to a member previously held position maintain recall rights to their original classification, range, hour (but not necessarily specific school or SEUSS officer in attendance. By not attending department) and are only removed from the recall list after a period of 27 months or sending a proxy the employee will have waived the right to bump or displace a less-senior employee, or in the event of an open position offered at the bumping meeting, will have waived their right to bid. In the case of an emergency or for unforeseen circumstances, the Superintendent or designee may reschedule a bumping meeting at either a time mutually agreed upon by the Superintendent/designee and the Union, or by re-notifying the affected employees as contemplated herein. b. An employee affected by RIF or abolishment of after placement into a position may displace or bump any other employee within the classification that has less district seniority. When a position has been reduced and then recreated or there are vacancies within the classification, these positions will be offered during the bumping procedure. c. Those employees displaced have provides the same bumping rights salary range and number of hours as the employee who was originally reducedoriginal position, whichever occurs first. d. Once an employee has exercised a bump, he/she may not revoke the bump.

Bumping Procedures. a. Once the person in each classification 15.5.1 An employee whose position has been notified that he/she is being reduced in forcediscontinued may displace the least senior employee at the same level within their seniority group, they must exercise their bumping rights, in writing, within five (5) work days after provided the employee receives his/her notice of layoff is qualified, and shall indicate provided no vacancy exists in any seniority group at the person/position employee’s current level for which the employee intends to displace. Once the notice of displacement is qualified. 15.5.2 A level 2 employee whose position has been received by discontinued may bump the Board of Education from least senior level 1 employee within their seniority group, provided the most senior person, all persons who may be affected by further displacement or “bumping” are entitled to notice of a “bumping meeting” which shall be provided with written notice by board email, ordinary mail or hand delivery within a minimum of ten (10) calendar days prior to employee has greater seniority than the bumping meeting. Once the email or hand delivered notice has been delivered to the level 1 employee, is qualified, and no further notice will be required. All affected employees shall attend the bumping meeting or give a written proxy to a member or SEUSS officer in attendance. By not attending or sending a proxy vacancies for which the employee will have waived is qualified exist. 15.5.3 An employee may elect not to bump the least senior employee and to go on layoff and retain recall rights up to twenty-four (24) months as described in Section 15.6.1. If this option is elected, the right to bump or displace into a lessposition is waived and cannot be restored. 15.5.4 Employees who hold positions determined by the District to be excluded, as described in 15.1, may not be bumped by more senior employees who are displaced. 15.5.5 Employees who are not “highly qualified” as defined by the requirements of the federal No Child Left Behind Act of 2001 may not bump an employee who is “highly qualified” in a position covered by the Act. 15.5.5.1 An employee who is “non-senior employee, or highly qualified” will not have bumping rights under the terms of this agreement. 15.5.5.2 An employee who is “non-highly qualified” and whose position is eliminated will be placed on the recall list and will not be eligible for recall until they become ”highly qualified.” If there is an opening the employee may be placed in a position that does not require employee to be “highly qualified.” 15.4.5.3 “Highly qualified” employees may bump “non-highly qualified” on the event basis of an open position offered at the bumping meeting, will have waived their right qualification and without reference to bidseniority. In the case of an emergency or a staff reduction, if there are no vacancies for unforeseen circumstancesa “highly qualified” employee, the Superintendent or designee “highly qualified” employee may reschedule bump a bumping meeting at either a time mutually agreed upon by “non-highly qualified” employee on the Superintendent/designee and the Union, or by re-notifying the affected employees as contemplated hereinbasis of qualification. b. An employee affected by RIF or abolishment of a position may displace or bump any other employee within the classification that has less district seniority. When a position has been reduced and then recreated or there are vacancies within the classification, these positions will be offered during the bumping procedure. c. Those employees displaced have the same bumping rights as the employee who was originally reduced. d. Once an employee has exercised a bump, he/she may not revoke the bump.

Bumping Procedures. a. Once Subject to the person limits of the timetable and the being qualified to instruct in each classification has been notified the particular an who does not recover all of Owned Hours pursuant to provisions of paragraphs through can elect to bump into the of the least senior that he/she is being reduced in force, they must exercise their bumping rights, in writing, within five (5) work days after most closely replace the employee receives his/her notice of layoff and shall indicate the person/position which the employee intends to displace. Once the notice of displacement has been received Owned Hours lost by the surplus and that are in a program or programs in which was most recently assigned that are located in Administrative Region: if there are insufficient assignments to fill timetable, then in a program or programs in which is qualified to instruct that are located within Administrative Region; if there are insufficient assignments, then in a program or programs in which was most recently assigned that are located in any Administrative Region: if there are insufficient assignments to fill timetable then in a program or programs in which is qualified that are located in any Administrative Region. Collective Agreement Unit C September to August An who elects not to proceed through the bumping procedure will be laid off in accordance with paragraphs Within each Administrative Region and program, the Board of Education from the most senior personshall call, all persons who may be affected by further displacement or “bumping” are entitled on forty-eight (48) hours notice to notice of each a “bumping meeting” which shall be provided with written notice by board email, ordinary mail or hand delivery within a minimum of ten (10) calendar days prior to the bumping meeting. Once Only that attend the email or hand delivered notice has been delivered to the employee, no further notice meeting will be required. All affected employees shall attend the bumping meeting or give a written proxy permitted to a member or SEUSS officer in attendance. By not attending or sending a proxy the employee will have waived bump, otherwise the right to bump or displace a less-senior employee, or in the event of an open position offered at is relinquished. At the bumping meeting, will all shall have waived their the right to bidbump as set out in paragraph At each meeting, the most senior with unfilled Owned Hours shall commence the meeting by electing to bump and exercising that right or declining to bump. Each shall then follow in order of seniority. Prior to the meeting the Board shall distribute within each Administrative Region and program a Master Schedule indicating the assignments of each within that Administrative Region and program. An who has been bumped under the bumping procedure outlined in this provision can exercise a similar right to bump in accordance with respective seniority and the procedure outlined in this provision will apply accordingly. Declaration of Layoff and Recall who do not recover all of their Owned Hours under the procedures set out above shall be laid off to the extent of the Owned Hours for which they have been declared surplus. shall be entitled to be recalled, in order of seniority, and to the extent of the Owned Hours for which they have been declared surplus, to vacancies which become available during the school year for which they are qualified and which can be accommodated within their timetable. who refuse recall to an assignment or assignments, for which they are qualified, with hours equal to their surplus Owned Hours, within their Administrative Region shall lose their entitlement to the surplus Owned Hours for which they have been offered recall and their Owned Hours will be reduced accordingly. recalled to an assignment or assignments, for which they are qualified, within their Administrative Region, with hours less than their surplus Owned Hours, shall have one opportunity to refuse recall to such an assignment. Any subsequent refusal of such an assignment shall result in loss of entitlement to the surplus Owned Hours for which they CollectiveAgreement Unit C September to August have been offered recall and their Owned Hours will be reduced accordingly. who refuse recall to an assignment or assignments, for which they are qualified, with hours equal to their surplus Owned Hours, within any Administrative Region shall have two opportunities to refuse recall to such an assignment. Any subsequent refusal of such an assignment shall result in loss of entitlement to the surplus Owned Hours for which for which they have been offered recall and their Owned Hours will be reduced accordingly. recalled to an assignment or assignments, for which they are qualified, outside of their Administrative Region, with hours less than their surplus Owned Hours, shall have two opportunities to refuse recall to such an assignment. Any subsequent refusal of such an assignment shall result in loss of entitlement to the surplus Owned Hours for which for which they have been offered recall and their Owned Hours will be reduced accordingly. It is understood that this provision does not apply to recall to an assignment that could not be accommodated in the timetable. An who has lost all of Owned Hours as a result of paragraphs will be deemed to have resigned. who have been declared surplus shall be entitled to participate in the staffing procedures set out above for subsequent school years. However, if the has not recovered the Owned Hours for which the was declared surplus within two (2) years following layoff by the commencement of the third school year following layoff, the shall lose all future entitlement to those Owned Hours. Provisions Specific to Lunchroom Supervisors In the case of an emergency or for unforeseen circumstances, the Superintendent or designee may reschedule a bumping meeting at either a time mutually agreed upon by the Superintendent/designee and the Union, or by re-notifying the affected employees as contemplated herein. b. An employee affected by RIF or abolishment event of a position may displace or bump any other employee within the classification that has less district site reduction of Lunchroom Supervisors, List A and List B Lunchroom Supervisors will be declared site surplus in reverse order of seniority. When a position has been reduced and then recreated or there are Such Lunchroom Supervisors will be required to provide information to facilitate placements into available vacancies. Employees will be placed in vacancies within the classification, these positions Employee’s Administrative Sub-Region. Employees who are not so placed will be offered during placed in other vacancies within their Job Classification that most closely accommodates the bumping procedureplacement information provided by the Employee, in order of seniority. Collective Agreement Unit C September to August In the event of a reduction of Lunchroom Supervisors, Lunchroom Supervisors will be laid off in the reverse order of their seniority within Job Classification within their Administrative Region. Seniority Disputes - AllCategories Notwithstanding the timelines established in Article Seniority Provisions disputes filed by Employees as a result of the publication of the seniority list on September will be resolved prior to the commencement of the annual staffing process. Declaration of Site Surplus The following procedures will apply to Employees in Job Classifications other than those which have already been specifically addressed in through above. Each year, by a date determined by the Employer, each school, central program and central department will identify, by Job Classification, surplus staff and vacancies based on the staff allocations and departmental staffing levels determined by the Employer for the following school year. Site surplus declaration shall be based on seniority, with the most junior Employee in that Job Classification at that site being declared site surplus first. c. Those employees displaced have the same bumping rights as the employee who was originally reduced. d. Once an employee has exercised a bump, he/she may not revoke the bump.