Bumping Rights and Procedures. Regular classified employees who are to be laid off may exercise bumping rights in their class or in any equal or lower class in which they hold seniority credit greater than an incumbent. Seniority shall always be used for layoff and bumping and shall not result in a less senior unit member in the classification receiving more benefit than a more senior unit member in the classification. Full-time and less than full-time are outlined below. In determining bumping rights, the following rules shall apply:
1. Permanent employees may exercise bumping rights as specified in this article. Bumping rights are calculated based on seniority date, and the total number of hours assigned per regular work year calendar (to calculate “hours assigned to regular work year calendar”, multiply the assigned regular hours per day by the assigned regular contractual work year calendar days. For example, for an employee who works six (6) hours per day for 180 days per year would be 6 x 180 = 1,080 hours).
2. The right to bump any incumbent in the same class shall not be allowed if there is a vacant position with equal or more assigned hours per year in the employee’s current class to which he/she shall be assigned.
3. If no vacancy exists in the same class with equal or more hours per year, then the affected employee will be offered the least senior occupied position in a class with equal or more (next higher available) hours of assignment per year by seniority. If no such position exists, the employee shall bump the least senior employee in the classification with the most hours per year. Employees displaced because of the bumping process shall, in succession, be granted, by seniority, the same bumping rights.
4. If the employee does not have the seniority to bump in the current classification, he/she may bump in a higher class in which he/she previously obtained permanency provided that he/she has sufficient seniority in the higher class to do so.
5. If the employee does not have enough seniority to bump in a class or in a higher class in which permanency has been obtained, the employee shall be offered bumping rights in equal or lower classes where the employee has served and established seniority. If there is a vacancy with the same or more hours per year in the equal or lower class, then the employee shall be assigned to said vacancy. If no such vacant position exists, the employee may exercise bumping rights in the equal class in the same manner as specified in paragraph ...
Bumping Rights and Procedures. The rights and procedures set forth in this paragraph have been negotiated to afford senior employees the opportunity to protect their job profile by utilizing its provisions. During the term of this Agreement, this paragraph shall constitute the only procedure to be utilized when layoffs/reductions of hours are necessary.
1. Bumping in the Classification of Layoff
Bumping Rights and Procedures. If one or more classes that a full-time status faculty member is scheduled to teach in order to make his/her 18% load is canceled due to insufficient student enrollment, or has been removed from the faculty member’s schedule for some other reason, then that faculty member has the right to select a course (or courses) to teach from among the courses in the faculty member’s area that have been assigned to another faculty member. In order to do this, the faculty member must take the first course(s) that fits his/her schedule starting with any unassigned course(s), followed by the course(s) assigned to the newest Part-time faculty and moving up the Part-time preference point list, followed by the course(s) assigned to Full-time faculty with the least seniority and moving up the Full-time faculty seniority list. No Full-time faculty member may bump any other full-time faculty member with equal or greater seniority in order to make 18% load. No full-time faculty member may be bumped out of a class in this way if the bumping results in that faculty member not having a full 18% load. Full-time faculty members may not bump any other faculty member from his/her classes should an overload class (one not needed to make the 18% load) be canceled or otherwise removed from their tentative schedule.
Bumping Rights and Procedures. In the event regular classified employees are to be laid off from a classification(s) with different hours per day or days per year, such employees may exercise bumping rights in their class or in any equal or lower class in which they hold seniority credit greater than an incumbent. The employee to be bumped shall be the one with the least seniority in the class plus higher classes. In determining bumping rights, the following rules shall apply:
Bumping Rights and Procedures. 1. A permanent employee who is laid off from a class and who has previous service in an equal or lower class shall have the right to bump an employee with less seniority in the lower class.
2. A permanent employee who is subject to layoff for lack of work or lack of funds despite the exercising of bumping rights in order to avoid layoff, may accept a voluntary demotion to a vacant position in a lower class or transfer to an equal class, provided the employee is qualified to perform the duties thereof and provided, further, that the Board of Trustees approves the voluntary demotion. An employee who has been demoted in lieu of layoff shall be placed on that salary range of the lower class that is closest to the employee’s present salary in the class from which the employee was demoted.
3. The number of assigned months of work per year shall have no bearing or effect upon bumping rights. For example, a twelve-month employee may displace a ten-month employee and vice versa.
4. A probationary employee has bumping rights in a lower class in which permanency has been established.
5. Temporary, restricted or substitute employees shall have no bumping rights.
Bumping Rights and Procedures. 27 The rights and procedures set forth in this paragraph have been negotiated to 28 afford senior employees the opportunity to protect their job profile by utilizing 29 its provisions. During the term of this Agreement, this paragraph shall 30 constitute the only procedure to be utilized when the District has insufficient 31 vacant positions available to accommodate all employees whose positions have 32 been eliminated and layoffs/reductions of hours are necessary.
34 1. Bumping in the Classification of Layoff
36 a. An eligible employee shall have the right to bump that employee in 37 the classification of layoff who has the least seniority and a job 38 profile that most closely approximates that of the eligible employee. 39
1 b. Notwithstanding G.1.a., however, an employee may bump the least 2 senior employee with that job profile immediately greater if that is 3 the only choice available.
5 c. The example set forth below illustrates the intent of the parties with 6 regard to bumping rights when the positions which have been 7 eliminated are not held by the least senior employee(s).
Bumping Rights and Procedures. 3 The term “bumping” as used in this section is used to describe when one unit member displaces
Bumping Rights and Procedures i) Bumping shall be permitted only where all the following requirements have been met:
a) The more senior employee has been served with a notice of layoff.
b) The more senior employee has the required knowledge, abilities and skills to perform the duties of a more junior employee’s position. In special circumstances, the Union and Board shall meet on a case-by-case basis to review positions where a junior employee, because of a unique skill set, needs to be retained to provide continuity in implementing a student’s IEP. For the purpose of this Article, “knowledge, abilities and skills” shall mean that there is an expectation, based upon a reasonable period of orientation (trial period, Article 4.3) and upon the senior employee’s previous training and experience, that the senior employee will be able to satisfactorily perform the regular duties of the more junior employee.
c) The employee wishing to bump a more junior employee has notified the Human Resources Department, using the NON TEACHING LAYOFF RESPONSE FORM, of their intention to bump, and that such notification has been given within ten
Bumping Rights and Procedures. If one or more classes that a full-time status faculty member is scheduled to teach is canceled due to insufficient student enrollment, or has been removed from the faculty member’s tentative schedule for some other reason, and this results in the faculty member not achieving a full-time contact hour load, then that faculty member must attempt to find another course (or courses) to teach to make full load. In order to do this, the faculty member must take the first course(s) that fits his/her schedule starting with any unassigned course(s), followed by the course(s) assigned to the newest Part-time faculty and moving up the Part-time preference point list, followed by the course(s) assigned to Full-time faculty with the least seniority and moving up the Full-time faculty seniority list.
Bumping Rights and Procedures
