Bumping Process. (a) If no positions are accessible under Section 3(E)(1), the employee shall displace the employee in the university with the lowest seniority in the same classification.
(b) If no positions are accessible under subsection (a), above, the employee shall displace the employee in the university with the lowest seniority in any classification with the same salary range in which the employee previously held regular status, including any predecessor classification.
(c) If no positions are accessible under subsection (b), above, the employee shall demote to the position held by the employee with the lowest seniority in any classification, thereby displacing the employee holding such position. In applying this step of the process, the Employer will place the employee in a salary range as close to the employee’s current salary range as possible. An employee who demotes shall be placed on any geographic area layoff recall list of the employee’s choice within the university for the classification and employment category from which the employee demoted. If no positions are accessible under (a), (b), or (c), above, or the employee refuses to accept a position offered pursuant to Sections 3(E)(1) or (2), above, the employee shall be deemed laid off and placed on any geographic area layoff recall list of the employee’s choice within the university for the same classification and same employment category from which the employee was laid off.
Bumping Process. (i) An Employee who is subject to displacement shall have the right to displace or "bump" an Employee with less seniority in any position or job in the bargaining unit, providing that he or she has the ability to perform the work, given a reasonable orientation period.
(ii) For the purposes of this Article, ability to perform the work shall automatically be deemed to be demonstrated in respect of a given position or job where a person has worked in that position or job, or any predecessor or derivative of that position or job, for a total period of at least six (6) months at any time during the preceding two (2) years.
Bumping Process. If the affected employee chooses to bump: • The affected employee must report to Human Resources and wait for their interview and/or wait for notification that they can leave for the day; • Once the affected employee has a new position confirmed they will move immediately into the new position. Wherein feasible the Union and the Company will endeavour to facilitate this process within 24 hours; • The time between 24 and 48 hours will not be considered working notice; • If the affected employee chooses to not report to Human Resources while waiting to assume their new position, the time will be considered personal leave (sick, vacation, not paid). Any personal time must be pre-approved by Human Resources; and • The affected manager of the employee that has been bumped will have the right to meet with the affected employee in an appropriate location (coordinated between HR, the Union, and the affected Manager) to review any critical job issues. In the case wherein it takes longer than 48 hours to complete the bumping process the following will apply: • The first five working days of the process will be paid by the Company; • Any additional time over the five working days, will be considered to be working notice and will be deducted from the employee’s Notice entitlement as per Schedule A, article 14.07 (d); and • During the bumping process the affected employee will report daily to Human Resources on a time agreed to, between the Union and the Company. If the affected employee chooses to not report to Human Resources while waiting to assume their new position, the time will be considered personal leave (sick, vacation, not paid). Any personal time must be pre-approved by Human Resources. Should this letter not be applied in a manner consistent with the intent and the spirit of this agreement, then either party may give 30 days written notice that the provisions of this letter be rescinded. Sincerely,
Bumping Process. The parties are expected to follow the bumping process set forth herein, provided, however, that they may agree to an alternate process consistent with principles of fairness and minimizing disruption to operations and bargaining unit personnel.
a. An individual who is displaced in accordance with Section 6.2.1, and who is not offered a comparable vacant position in accordance with Section 6.2.2, shall be subject to the following provisions:
1. The individual has the right to bump the least senior employee in the same classification in a position of equivalent or lesser FTE on the individual’s current shift, for which said individual, as determined by the Employer on the basis of relevant criteria, has the necessary skills and ability to perform the work required within a period of two (2) weeks.
2. If no position of equivalent FTE on the individual’s current shift is available and the individual chooses not to bump into a position of lesser FTE, then the individual may bump into such a least senior position of up to 0.125 greater FTE on the individual’s current shift.
3. If no such position on the individual’s current shift is available, then the individual may follow the same bumping process described in subparagraphs 1 and 2 above in the same classification on another shift.
4. If no such position is available in the individual’s classification, then the individual may follow the same bumping process described in subparagraphs 1 and 2 above to displace the least senior employee in the bargaining unit in such a position for which the individual is qualified.
b. The individual who is displaced as a result of the foregoing bumping process will have the right to bump, on a bargaining unit-wide basis, the least senior employee in a position of equivalent or lesser FTE for which said individual, as determined by the Employer on the basis of relevant criteria, has the necessary skills and ability to perform the work required within a training period of two (2) weeks.
Bumping Process. A regular employee with the required ability may exercise their seniority rights to bump bargaining unit wide to the equivalent or lower level.
Step 1 The employee and the Bumping Committee will work together, using the
Bumping Process. In the event no vacancy exists for which the employee is qualified, the employee may choose to be laid off or displace/bump a less senior employee in lieu of layoff. The process for bumping shall be as follows:
a. The Employer will assemble a list of nurses by unit/workplace who have chosen to exercise their right to bump in lieu of layoff.
b. Working from the bottom of the bargaining unit seniority list, bumpable positions equal to the number of nurses listed above will be identified. The least senior nurses with the Employer will be placed on the bump list regardless of FTE or shift. The list of bumpable positions will contain a sufficient number of positions to allow all displaced benefited employees to bump into a benefited employee position.
c. If multiple employees are laid off, the bumping will occur in order of seniority. The most senior displaced employee whose turn it is to bump shall choose from among the available bumpable positions for which the bumping employee is qualified. The bumping process shall continue in this manner until all employees eligible to bump have exercised their right to bump. The right to bump shall extend only to the positions appearing on the list in subparagraph (b) above.
Bumping Process a. Each affected employee will have the right to bump another employee in the bargaining unit (excluding MMPT clinicians) as follows: the least senior employee in the bargaining unit with the same weekly hours or the least senior employee in the bargaining unit who has the same weekly hours and the same shift as the bumping employee; or the least senior employee in a lower category of weekly hours or the least senior employee in a lower category of hours with the same shift as the bumping employee. For example, a 40 hour employee may bump the least senior 40 hour employee in the bargaining unit or the least senior 40 hour employee on the same shift as the bumping employee. Likewise, he/she may bump the least senior employee or the least senior employee on the bumping employee’s same shift, with 32, 24 or 16 hours.
b. There will be a pool established, including all affected employees, ranked in order of bargaining unit seniority (most senior to least senior). Once an employee has accepted layoff or transfer, or has exercised his/her bumping rights, he/she will be removed from the pool. Employees bumped by an affected employee will be added to the pool and will be given an opportunity, in accordance with their seniority, to make their selection from the same options listed in paragraph 1.
c. On , beginning at , starting with the most senior employee in the pool and proceeding from highest to lowest seniority, each employee will notify PBHH of his/her selection from the options listed in paragraph 1.
d. This process will continue until there are no less senior employees left to displace who work the same or fewer hours as those employees remaining in the pool. The employees remaining in the pool at this time will be laid off.
e. Employees may swap positions after everyone has bumped, provided that the swapping employees are qualified for the positions they will occupy and have chosen freely and voluntarily to swap. Both employees swapping positions must notify the employer of their decision by no later than on .
Bumping Process. Subject to 30.03 (b) and in order of seniority a surplus employee shall have the right to be placed into a vacant position or to bump into a position as follows: Full-time employees whose positions are 100% surplus will follow Process A. Full-time employees whose hours are reduced may elect one of the following:
1) Follow Process A; OR
2) Accept the reduction in hours and bump in accordance with Process B; OR
3) Accept the reduction in hours and remain in the position at the reduced employment status and be subject to the terms and conditions for part-time employees in accordance with the Collective Agreement. Such employees shall have access to the provisions of Article 30.03 (c); OR
4) Accept the reduction in hours on a permanent basis, in writing. An employee who elects to do so, shall be deemed to have a reduced employment status and shall be subject to the terms and conditions for part time employees in accordance with the Collective Agreement. Part-time employees whose positions are fully surplus will follow Process B. Part-time employees whose hours are reduced may elect one of the following:
1) Accept the reduction in hours and bump in accordance with Process B; OR
2) Accept the reduction in hours and remain in the position at the reduced employment status and be subject to the terms and conditions for part-time employees in accordance with the Collective Agreement. Such employees shall have access to the provisions of Article 30.03 (c); OR
3) Accept the reduction in hours on a permanent basis, in writing. An employee who elects to do so, shall be deemed to have a reduced employment status and shall be subject to the terms and conditions for part time employees in accordance with the Collective Agreement.
i. A full-time vacant position in the same job classification within 40 km from the employee’s current work location. If such does not exist, a full-time vacant position in the same salary level and employment status within 40 km from the employee’s current work location; and if such does not exist,
ii. A full-time vacant position in the same job classification more than 40 km from the employee’s current work location. If such does not exist, a full-time vacant position in the same salary level and employment status more than 40 km from the employee’s current work location; and if such does not exist,
iii. A full-time employee with the least seniority in the same job classification within 40 km from the employee’s current work location. If such do...
Bumping Process. An employee who is laid off may bump laterally or downward within the agency only to any job for which the employee has the requisite licenses and certifications and has either previously held or performed the essential duties of the position. The employee’s written request to bump under Section 4(a) of this Article shall specify the classification and Program area the employee elects to bump into. The employee may only bump into a classification and Program area if the bumping employee’s total continuous service with the Employer is greater than that of the least senior employee in the new Program area and classification. Continuous service time shall be based upon each employee’s continuous service date.
Bumping Process. The process to accomplish the bumping necessitated by a reduction in personnel shall be mutually determined by the parties within the Labor Management Committee and communicated in writing to all affected personnel. The following bumping process shall apply for Paraprofessional and Food Service personnel:
1) When reductions in hours are necessary for Paraprofessional and Food Service, the reduction shall affect employees in classification seniority order with the least senior employee being affected first.
2) If an employee’s hours have been reduced, they shall enter into the Reduction Procedure below. An employee who is reduced may elect to stay at the worksite and shall be deemed to be whole for the reduced time.
