Bumping Provisions. (a) Within three (3) working days of receiving written layoff notice, an employee shall notify the Human Resources Department in writing of their decision to exercise their bumping right.
(b) An employee opting to exercise bumping rights will make an appointment with a district Human Resources Officer to review all of the bump options. The Human Resources Officer will ensure that the employee receives all relevant information requested for the two (2) bump options.
(c) A position can only be bumped once in a twelve (12) month period.
(d) In the circumstance where there is no other bump option available for the laid off employee, 23.04 (c) will be waived.
(e) Once all relevant information has been received, the employee will make every reasonable effort to advise the Human Resources Officer within twenty-four (24) hours of his/her decision to accept or decline the bump option. It is agreed, however, his/her decision to accept or decline the bump option shall be made within forty-eight (48) hours.
(f) Bumping Employees and Job Postings Except during the period from the 2nd week in August to October 15th, an employee who has accepted a bump option shall be restricted from bidding on posted positions for ninety (90) calendar days from the date of appointment to the bump assignment.
(g) An employee who has bumped another employee under Article 23.03 will not have the salary reduced for a period of 90 calendar days after which time the salary will be according to the position he then occupies.
Bumping Provisions. (i) In order to bump, Employees must possess the minimum qualifications for the position. Job specific training requirements will be maintained.
(ii) Employees on non-standard rates of pay will continue to receive the non-standard rate if they bump, however they must use the maximum rate of their home position to determine bumping privileges.
(iii) The definition of an equal classification is one which has the same hourly rate of pay at the top of the pay band.
(iv) Headquarters is defined as the work location identified on the seniority roster, errors and changes excepted.
(v) The Area boundaries are defined by the Customer Services Area map.
Bumping Provisions. A full-time or part-time employee who is subject to layoff will have twelve
Bumping Provisions. 18.7.1 Bumping is defined as the right of a senior permanent Employee being laid-off to replace the least senior Employee not being laid-off in a classification in the same or lower pay band for a position for which the Employee meets the minimum requirements.
Bumping Provisions. Abolished / Bumped - Junior employees abolished or bumped from their bid area 7 must exercise their seniority and bump the most junior employee in another bid 8 area in their station, in their classification as described below, provided they are 9 qualified for that position. 10
Bumping Provisions. (a) ln the event of a layoff, the Company shall supply to an employee and the Union designate an accurate list of employees that may be bumped by the employee based on their seniority and competency. An employee must exercise their bump option within five (5) days of receiving the lists.
(b) The employee shall receive the rate of pay for the new position.
Bumping Provisions. 18.7.1 Bumping is defined as the right of a senior permanent Employee being laid-off to replace the least senior Employee not being laid-off in a classification in the same or lower pay band for a position for which the Employee meets the minimum requirements.
18.7.2 In order to exercise bumping rights, an Employee must possess the minimum requirements for the position, as identified in Article 14 – Applicant Selection in Job Competitions.
18.7.3 Part-time Employees may exercise bumping or re-employment rights over a full- time Employee provided they have the seniority and agree to change their status to full-time.
18.7.4 Full-time Employees may exercise bumping or re-employment rights over a part- time Employee provided they have the seniority and agree to change their status to part-time.
Bumping Provisions. A full-time or part-time employee who is subject to layoff will have seven (7) working days from the receipt of the layoff notice to notify the Employer in writing they wish to exercise their rights to bump an employee with less seniority. Full-time employees may bump into part-time and vice versa. The employee exercising the right to bump will first look to displace an employee with lesser seniority in a lower or identical-paying job classification providing the employee exercising the right is presently qualified (other than an orientation period of up to five
Bumping Provisions. A full-time or part-time employee who is subject to layoff will have seven (7) working days from the receipt of the layoff notice to notify the Employer in writing they wish to exercise their rights to bump an employee with less seniority. Full-time employees may bump into part-time and vice versa. The employee exercising the right to bump will first look to displace an employee with lesser seniority in a lower or identical-paying job classification providing the employee exercising the right is presently qualified (other than an orientation period of up to five (5) working days) to perform the work of the employee with lesser seniority. An employee subject to layoff will have the right to displace an employee with lesser seniority who is the least senior employee in the next higher band on the wage grid (at the level of service corresponding to that of the employee subject to layoff) provided that the employee subject to layoff can perform the duties without training, other than orientation. A full-time employee who would lose their full-time status when bumping into a lower or identical paying job may bump up if by so doing they are able to maintain their full-time status. An employee displaced by any of the foregoing procedures shall be laid off.
Bumping Provisions. A full-time or part-time employee who is subject to layoff will have twelve (12) working days from the receipt of the layoff notice to notify the Employer they wish to exercise their rights to bump an employee with less seniority. Full-time employees may bump into part-time and vice versa. The employee exercising the right to bump will first look to displace an employee with lesser seniority in a lower or identical-paying job classification (at the highest pay rate in the grid that does not exceed the employee's current rate of pay) providing the employee exercising the right is presently qualified to perform the work of the employee with lesser seniority. The employee will be given a thirty (30) working day orientation/re-familiarization period. An employee subject to layoff will have the right to displace an employee with lesser seniority who is the least senior employee in the next higher band on the wage grid (at the highest pay rate in the grid that does not exceed the employee's current rate of pay) provided the employee subject to layoff can perform the duties without training, other than orientation. A full-time employee who would lose their full-time status when bumping into a lower or identical paying job may bump up if by so doing they are able to maintain their full- time status. An employee displaced by any of the foregoing procedures shall be laid-off.
