Common use of Bumping Clause in Contracts

Bumping. 1. The most-senior person in a job classification that is impacted by the board approved position eliminations/reductions will begin the bumping process by bumping into a position currently held by an Employee with the least district-wide seniority within the job classification where the reduction or elimination occurs closest to the Employee’s current hours per day. No Employee will be allowed to exercise a bump to replace another employee whose hours per day are greater than the affected Employee. Extra monies earned by one-to-one special education paraprofessionals will not be used for displacement, bumping and recall purposes and will be based solely on the employee’s job classification and hours per day. If there are no positions within the affected pay grade, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s hours per day in the employee’s permanent job classification or pay grade for which the employee meets the qualifications in the job description until all such options are exhausted. If the affected Employee exhausts all possibilities and there are no positions remaining, the Employee shall be laid off. If the laid-off Employee fails to exercise his/her right to bump, the Employee shall be considered as having resigned his/her employment from the school district. 2. Any Employee who assumes a new job assignment due to the lay-off procedure will be placed on a salary step that will provide him/her an amount of pay that is nearest to what the employee earned previously 3. Affected Employees to be laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay off.

Bumping. 1. The most-senior person employee scheduled for layoff under Section D. may elect to either accept layoff or bump in a job classification that is impacted by the board approved position eliminations/reductions will begin the bumping process by bumping into a position currently held by an Employee accordance with the least district-wide seniority within process outlined in this Section. An employee scheduled for layoff who fails or is unable, in accordance with Section D.3., to exercise the job classification where the reduction or elimination occurs closest option to bump to the Employee’s current hours per day. No Employee will be allowed to exercise a bump to replace another employee whose hours per day are greater than the affected Employee. Extra monies earned by one-to-one special education paraprofessionals will not be used for displacement, bumping and recall purposes and will be based solely on the employee’s job classification and hours per day. If there are no positions within the affected pay grade, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s hours per day in the employee’s permanent job classification or pay grade for which the employee meets the qualifications in the job description until all such options are exhausted. If the affected Employee exhausts all possibilities and there are no positions remaining, the Employee least senior position shall be laid off. If Within seven calendar days of receipt of notification of layoff, the laid-off Employee fails to exercise employee scheduled for layoff shall notify the Employer of his/her right decision to bump, the Employee shall be considered as having resigned either accept layoff or bump within his/her employment current class series, as listed below. Alternatively, an employee may bump into the least senior position in the layoff unit in a former class series at or below any level at which the employee had satisfactorily completed the required probationary period. This alternative shall not apply to employees who were demoted from the school districthigher paying class for disciplinary reasons or who transferred from the higher paying classification in less than satisfactory employment status. An employee seeking to bump into another position must meet all requirements in accordance with Section D.3. As a result of bumping, an employee shall not earn more than the maximum rate of the lower classification bumped into or more than the rate previously earned in a higher classification from which the employee bumped. When an employee bumps downward, he/she shall be paid at that step in the lower level pay range which credits the service in the higher level range(s) to the step at which the employee was paid when promoted from a lower level. Corrections Medical Aide Corrections Medical Officer 8 Corrections Medical Officer E9 Corrections Medical Unit Officer E10 Corrections Officer Corrections Officer 8 Corrections Officer E9 Resident Unit Officer 10 Forensic Security Aide Forensic Security Assistant 8 Forensic Security Assistant 9 Forensic Security Assistant E10 Special Alternative Incarceration Officer Special Alternative Incarceration Officer 9 Special Alternative Incarceration Officer E10 Bump process--after the parties have identified the layoff unit: 1. The Employer shall identify the vacancies and least senior employees within the layoff unit equal to the number of positions being abolished within the layoff unit. These least senior employees shall be issued layoff notices. 2. Any Employee If the layoff unit contains more than one work location, employees remaining in the layoff unit who assumes a new job assignment are displaced from their original work location (due to the lay-off procedure closure, reduction consolidation, etc.), will be placed in existing vacancies or the vacated positions identified in step 1 above. Placement into these positions shall be in seniority order based on a salary step that will provide him/her an amount of pay that is nearest to what preferences provided by the employee earned previouslyemployees. 3. Affected Employees to remaining in the layoff unit may request an exchange transfer (one for one transfer) with any bargaining unit member in the same classification in accordance with Article 15 Part D §A.6., either within or outside the layoff unit. Exchange transfers shall not be laid off unreasonably denied and will have notices sent to the Employee at the Employee’s last known address on file be processed with the district rest of the layoff unit moves, if possible. In addition, during the bump process, exchange transfers occurring within this Article shall supersede all other closer to home and seniority based transfers or recalls, as no vacancy exists. Requests for exchange transfers shall be in writing by express mail at least fourteen (14) calendar days in advance of lay offboth employees requesting to exchange. 4. The parties may reach mutual agreement to modify the process to minimize impact on affected employees as necessary.

Bumping. 1. For the purpose of this section, maximum possible annual base compensation is base hourly rate per the salary schedule calculated at the highest step of the Employee’s permanent job classification multiplied by the Employee’s scheduled days and hours. 2. The most-senior person in a job classification that is impacted by the board Board approved position eliminations/reductions will begin the bumping process by bumping into a comparable position currently held by an Employee with the least district-wide seniority within the job classification closest to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occurs closest to the Employee’s current hours per day. No Employee will be allowed to exercise a bump to replace another employee whose hours per day are greater than the affected Employee. Extra monies earned by one-to-one special education paraprofessionals will not be used for displacement, bumping and recall purposes and will be based solely on the employee’s job classification and hours per dayoccurs. If there are no comparable positions within the affected pay grade, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s hours per day maximum possible annual base compensation in the employeeEmployee’s permanent job classification or pay grade for which the employee Employee meets the qualifications in the job description until all such options are exhausted. If Employees must bump the least-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee exhausts all possibilities may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications in the job description and only if there are no positions remaining, available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall be laid off. If receive an increase in annual base compensation as a result of the laid-off Employee fails to exercise his/her right to bump, the Employee shall be considered as having resigned his/her employment from the school districtbumping process. 23. Any Employee who assumes Employees whose position currently provides health, optical, and dental benefits may bump into a new job assignment due vacant position that becomes vacant during the bumping meeting with less annual base compensation in order to maintain the lay-off procedure Employee’s health, optical, and dental benefits, contract proration will be placed on a salary step that will provide him/her an amount of pay that is nearest to what the employee earned previouslyapply. 34. Affected Employees to be laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay off.

Bumping. 1a) Employees whose positions have been eliminated shall bump the least senior Employee holding their job title at their location, if they have the qualifications and competencies required for the position. b) If Employees are unable to bump another Employee at their location, they may bump the least senior Employee holding their job title at another location, if they have the qualifications and competencies required for the position. The most-Should they refuse, the option stipulated in paragraph c) shall apply. c) If Employees are unable to bump another Employee holding the same job title, they shall bump the least senior person Employee at the same or a lower salary level at their location, if they have the qualifications and competencies required for the position. Should they refuse, the options set out in paragraph b) or c) of clause 32.6 shall apply. d) If Employees are unable to bump an Employee at the same or a lower salary level at their location, they may bump the least senior Employee at the same or a lower salary level at another location. Should they refuse, the options set out in paragraph b) or c) of clause 32.6 shall apply. e) Employees who bump an Employee holding a position at a lower salary level shall receive the maximum salary within their new job classification that is impacted by if they were receiving the board approved position eliminations/reductions will begin maximum salary within their former job classification. If Employees were not receiving the bumping process by bumping into a position currently held by an Employee with maximum salary for their job classification, they shall be placed on the least district-wide seniority within salary scale of the new job classification where the reduction or elimination occurs closest to salary is equal or, failing that, at the Employee’s current hours per daynext higher salary. No Employee will be allowed to exercise a bump to replace another employee whose hours per day are greater than the affected Employee. Extra monies earned by one-to-one special education paraprofessionals will not be used for displacement, bumping and recall purposes and will be based solely on the employee’s Employees shall move up in their new job classification and hours per day. If there are no positions within in accordance with the affected pay grade, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s hours per day provisions stipulated in the employee’s permanent job classification or pay grade for which the employee meets the qualifications in the job description until all such options are exhaustedCollective Agreement. f) An introduction and trial period of no more than sixty (60) days may be required. If the affected Employee exhausts all possibilities and there are no positions remainingtrial period is not determinative, Employees have the Employee shall be laid off. If the laid-off Employee fails to exercise his/her right to bump, the Employee shall be considered as having resigned his/her employment from the school districtoptions stipulated in paragraph b) or c) of clause 32.6. 2. Any g) Employees who bump an Employee who assumes in a new job assignment due permanent position at another location have the right to the lay-off procedure will be placed on a salary step that will provide him/her an amount of pay that is nearest to what conditions stipulated in the employee earned previously 3. Affected Employees to be laid off will have notices sent to policies in place for the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay offCorporation.

Bumping. 1. The most-senior person in In instances where a job classification that is impacted by eliminated, the board approved position eliminations/reductions will begin displaced employee(s) shall have the bumping process by bumping right to transfer to a job in line with seniority in the manner prescribed below, provided the employee currently possesses the capability and qualifications to perform the duties of the new job. Employees may not bump into a position currently held by an Employee with which results in a promotion except in the least district-wide seniority within following circumstances: • the job classification where the reduction or elimination occurs closest promoted position sought is one previously awarded to the Employee’s current hours per day. No Employee will be allowed employee; or • the result of the promotion is one grade difference; or • the promoted position sought is supervisory and is equivalent to exercise a bump to replace another employee whose hours per day are greater than the affected Employee. Extra monies earned by one-to-one special education paraprofessionals will not be used for displacement, bumping and recall purposes and will be based solely on the employee’s job classification eliminated supervisory position. Article 10.01 (b) is applied to bumps into promoted positions. Employees who choose to bump into a lower grade level than that which is available to them shall not be entitled to wage protection (e.g. if a grade VI could bump a grade V and hours per day. If there are no positions chooses to bump a grade Ill, then they shall not have their wage rate protected). (1) An employee exercising a right to bump another employee must advise the Employer within five (5) calendar days after receiving the seniority list referred to in subsection (2) of his or her intention to bump an employee at the same worksite or bump an employee at a different worksite within the affected pay gradeDovetailed Seniority List Area (see definitions). (2) An employee who has received a displacement notice must decide whether to bump another employee, within the Employee will continue time set out in subsection (1), after receiving from the employer a list of the positions on the same seniority list. (3) An employee making a decision under subsection (2) may, bump an employee at their worksite who occupies a comparable position in a classification that entails performing duties the bumping process employee is qualified to perform and capable of performing. (a) An employee who does not have an option under paragraph (3) above may bump a job classification closest junior employee at their worksite who occupies a position that entails performing duties the bumping employee is qualified to but not exceeding perform and capable of performing or (b) An employee may bump the affected Employee’s hours per day most junior employee of any worksite in the dovetailed seniority list area who occupies a comparable position that entails performing duties the bumping employee is qualified to perform and capable of performing. (See definition of Dovetailed Seniority List Area in the Definitions Section.) (5) An employee who fails to exercise his or her right to bump another employee under this Article may be laid off any time after seven (7) calendar days from the date on which the employee received the seniority list referred to in paragraph (2) above or at the expiry of the employee’s permanent job classification or pay grade for which the employee meets the qualifications in the job description until all such options are exhausted. If the affected Employee exhausts all possibilities and there are no positions remainingnotice period, the Employee shall be laid off. If the laid-off Employee fails to exercise his/her right to bump, the Employee shall be considered as having resigned his/her employment from the school districtwhichever is later. 2. Any Employee who assumes a new job assignment due (6) An employee may opt, within their notice period, to the lay-off procedure will express an interest in an “unfilled vacancy” or be placed on recall and have her name placed on a salary step that casual list at any one worksite within the Dovetailed Seniority List Area. In the latter circumstance, her seniority will provide him/her an amount of pay that is nearest to what the employee earned previously 3. Affected Employees to be laid off will have notices sent transferred to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay offnew worksite.

Bumping. 1. The most-senior person Should there be a reduction of Cabin Personnel, Cabin Personnel will be subject to layoffs in a job classification that is impacted by reverse order of seniority, i.e., the board approved position eliminations/reductions will begin the bumping process by bumping into a position currently held by an Employee Cabin Attendant with the least district-wide seniority within the job classification where the reduction or elimination occurs closest to the Employee’s current hours per day. No Employee will be allowed affected first. A laid-off Cabin Attendant may bump one with less seniority in a lower classification. Each Cabin Attendant bumped in this way may exercise his seniority rights as described in this paragraph, provided that there is a Cabin Attendant who has less seniority than he has. Only a Cabin Attendant in a Flight Attendant classification may exercise his bumping privileges at another base for the sole purpose of retaining his job. A laid-off Cabin Attendant will inform Planning Department (Senior Planner Crew of his decision in writing within seventy-two (72) hours from the date of receipt by registered mail of his layoff notice. A Cabin Attendant who exercises his bumping privileges is considered to exercise a bump be active at his temporary base after having completed the pairings (and/or reserve days) scheduled on his block awarded and worked at his home base. Furthermore,the Company will allocate the period of time referred to replace another employee whose hours per day are greater than the affected Employee. Extra monies earned by one-to-one special education paraprofessionals will not be used for displacement, bumping and recall purposes in Article to reach his temporary base and will facilitate the transportation of the Cabin Attendant exercising his bumping privileges. Recalls to work will be based solely on the employee’s job classification and hours per daycarried out in reverse order of layoffs or bumping. If there are no positions within the affected pay grade, the Employee The Company will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s hours per day in the employee’s permanent job classification or pay grade for which the employee meets the qualifications in the job description until all such options are exhausted. If the affected Employee exhausts all possibilities and there are no positions remaining, the Employee shall be laid off. If notify the laid-off Employee fails Cabin Attendant, according to exercise his/her right his seniority standing, of any recall, even in the case of recall at a base other than the one where he is normally assigned; moreover, it is agreed that a Cabin Attendant may refuse recall to bumpanother base, the Employee shall be considered as having resigned his/her employment from the school district. 2without prejudice to his subsequent recall rights. Any Employee who assumes a new job assignment due to the lay-off procedure Xxxxxx notices will be placed on a salary step that will provide him/her an amount of pay that is nearest to what the employee earned previously 3. Affected Employees to be laid off will have notices sent to the Employee Cabin Attendants in writing by registered mail at the Employee’s their last known address on file with the district by express mail address, at least fourteen (14) calendar days in advance advance. On receiving such notice, which shall be considered to be two days after the mailing date, a Cabin Attendant will have seven (7) days to notify the Company of lay his intention to return to work. It the Cabin Attendant's responsibility to promptly send the Company written notification of any change of address. A Cabin Attendant may, within the time limits stipulated in Article agree to return to work or remain on the layoff list, on a voluntary basis only. If, under exceptional circumstances, the Company needs additional Cabin Personnel for a maximum period of fourteen (14) days and it cannot respect the time limits stipulated in Article it may recall Xxxxx Attendants, with the Union's consent, in reverse order of layoffs; however, no penalty may be claimed by a Cabin Attendant who could not be reached on the first telephone call or who was not willing to perform such work. Recall rights will terminate sixty (60) months after the date of layoff, in accordance with Article A Cabin Attendant notified of an assignment of under thirty-one (31) days may refuse recall. A laid-off Cabin Attendant who refuses an assignment of under thirty-one (31) days will remain on the layoff list according to his seniority. He fails to accept or respond to notice of an assignment of thirty-one (31) days and over at his home base. He fails to report for work on the date scheduled as mentioned on his recall notification, as stipulated in Article without reasonable Days off Under the terms of Article (monthly days off) or ,-a Cabin Attendant who is laid-off or recalled to work will be granted a number of days off prorated according to the number of days when his name was on the payroll. For insurance purposes, a Cabin Attendant laid-off for a specified period of over thirty-one (31) days cannot continue to benefit from the insurance plan, starting from the very beginning of his layoff period.

Bumping. 1(a) When notified of a layoff, an employee has the following options: (i) Decline to bump and accept a layoff. (ii) Apply for a vacant position as defined in this Article and/or bump into another position within the same classification family. (Preference for employee selection shall be as defined in Article 18.) (b) Employees choosing not to accept layoff are encouraged to apply for vacant positions so as to cause the least disruption to other employees and to County operations. In the event that the employee is not successful in filling a vacant position and/or chooses to assert bumping rights, bumping shall proceed as follows *: (i) An employee with at least 5 years tenure has the following additional bumping right which may be exercised one time only. The most-senior person employee may bump any one other employee in a job the same or lower classification that is impacted by the board approved position eliminations/reductions will begin the bumping process by bumping into a position currently held by an Employee with the least district-wide seniority within the job classification where the reduction or elimination occurs closest to the Employee’s current hours per dayfamily Countywide. No Employee Choice will be allowed to exercise a bump to replace another employee whose hours per day are greater than given among the affected Employee. Extra monies earned by one-to-one special education paraprofessionals will not be used for displacement, bumping and recall purposes and will be based solely on the employee’s job classification and hours per day. If there are no three least senior positions within the affected pay grade, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s hours per day in the employee’s permanent job classification or pay grade for which the employee meets the qualifications in the job description until all such options are exhausted. If the affected Employee exhausts all possibilities and there are no positions remaining, the Employee shall be laid off. If the laid-off Employee fails employee is qualified (or can become qualified for during the 90-day orientation period). The bumping employee must demonstrate that he/she meets the minimum qualifications and has the required certifications or licenses to perform the job. Employees who lack the necessary certifications or licenses and who can obtain them within the 90-day orientation period shall be permitted to bump. Definition of qualifications for the purpose of the section will be described in Article 15.2(b)(vi). (ii) The employee may exercise the one-time option to bump into the same classification family and same department/program. An employee may bump any junior employee in the same classification family and same department/program. An employee need not have five years continuous service to exercise the one-time bump provided a junior employee then occupies a position in the same classification family and same department/program. An incumbent who is bumped by an employee exercising the one-time bump may in turn exercise the same right provided an employee junior to the incumbent occupies a position in the same classification family and same department/program. (iii) If an employee has tenure in a classification family other than the classification family in which the employee is currently employed, the employee shall have the option of bumping into his/her right former classification family as per subsection 15.2(b)(i). (iv) If an employee chooses to bump into a position with a lower rate of pay, the employee’s pay will be adjusted to the salary range of the new position into which he/she has bumped. The employee’s former step will be maintained within the new pay range. (v) If, in the judgment of the department head, an employee cannot adequately perform the duties of the job to which he/she has seniority to bump, the Employee employee shall be considered as having resigned his/her employment from the school districtso advised within 10 calendar days of making a formal request to bump. 2(vi) Determination of qualifications shall be accomplished by the same process utilized in selecting the most recent employee in the position. Any Employee who assumes a new job assignment due If the employee disagrees, he/she shall have the right to refer such disagreement to the lay-off procedure will be placed on review board as described in Section 15.7 within 10 calendar days. (c) The employee may not bump under the following conditions: (i) The employee has received a salary step formal discipline under Section 12.6 of the collective bargaining agreement within the previous 12 months. As only used in this subsection, “formal discipline” means a disciplinary action that will provide him/her an amount of pay that is nearest to what has been finally sustained under the employee earned previously 3. Affected Employees to be laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay offgrievance process, if any.

Bumping. 1If the person occupying a position identified for layoff is a permanent employee, they may elect to exercise bumping rights, if available. The most-senior person For purposes of bumping, full time and part time employees working at least fifty percent (50%) shall be considered within the same category, and part time employees working less than fifty percent (50%) in a job classification that separate category. To exercise bumping rights, the employee must assume the work schedule and hours of the person to be bumped. If the employee targeted for layoff is impacted by the board approved position eliminations/reductions will begin the bumping process by bumping into a position currently held by an Employee with not the least district-wide seniority within senior employee in that job title in that Department, they may bump the least senior employee in the same job classification where title in the reduction or elimination occurs closest to same Department, provided they meet all special requirements for the Employee’s position as stated in the current hours per day. No Employee will be allowed to exercise a bump to replace another employee whose hours per day are greater than the affected Employee. Extra monies earned by one-to-one special education paraprofessionals will not be used for displacement, bumping and recall purposes and will be based solely on the employee’s internal department job classification and hours per daydescription. If there are no positions within the affected pay grade, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s hours per day in the employee’s permanent job classification or pay grade for which the employee meets targeted for layoff is the qualifications least senior employee in the job description until title in that Department, if they are the sole employee in that job title in that Department, or if they are a bumpee, they may bump the least senior employee in any lower level of their job series in the same Department provided they have more seniority than the bumpee and meet all such options are exhaustedspecial requirements for the position as stated in the current internal department job description. If an employee is prevented from bumping because they do not meet the affected Employee exhausts all possibilities special requirements for a position, and there are no positions remainingother employees in the job title or series in the Department less senior than the employee, the Employee employee may bump the next least senior employee if they meet all special requirements for that position as stated in the internal department job description. When all Department options have been exhausted, the employee identified for layoff may bump the least senior employee in the job title or, if none, in any lower level of their job series within the same Division if they have more seniority than the bumpee and meet all special requirements for that position as stated in the current internal department job description. Bumping option(s) will be given to the employee within seven calendar days of the written notification of position elimination provided to that employee. An employee who has a bump available must provide written notice of whether they elect to exercise those rights within seven calendar days of notice of their bumping option(s). The election shall be binding on the employee and failure to elect shall constitute a waiver of bumping rights. A permanent employee who is bumped shall have the same rights as an employee who is laid off, except that a bumpee shall receive as much notice as possible, but not less than two (2) weeks. If However, a bumpee shall not be terminated during the laid-off Employee fails to exercise his/her right to bump, notice period the Employee shall be considered as having resigned his/her employment from the school districtinitial targeted employee received. 2. Any Employee who assumes a new job assignment due to the lay-off procedure will be placed on a salary step that will provide him/her an amount of pay that is nearest to what the employee earned previously 3. Affected Employees to be laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay off.

Bumping. 1(a) When notified of a layoff, an employee has the following options: (i) Decline to bump and accept a layoff. (ii) Apply for a vacant position as defined in this Article and/or bump into another position within the same classification family. (Preference for employee selection shall be as defined in Article 18.) (b) Employees choosing not to accept layoff are encouraged to apply for vacant positions so as to cause the least disruption to other employees and to County operations. In the event that the employee is not successful in filling a vacant position and/or chooses to assert bumping rights, bumping shall proceed as follows *: (i) An employee with at least 5 years tenure has the following additional bumping right which may be exercised one time only. The most-senior person employee may bump any one other employee in a job the same or lower classification that is impacted by the board approved position eliminations/reductions will begin the bumping process by bumping into a position currently held by an Employee with the least district-wide seniority within the job classification where the reduction or elimination occurs closest to the Employee’s current hours per dayfamily Countywide. No Employee Choice will be allowed to exercise a bump to replace another employee whose hours per day are greater than given among the affected Employee. Extra monies earned by one-to-one special education paraprofessionals will not be used for displacement, bumping and recall purposes and will be based solely on the employee’s job classification and hours per day. If there are no three least senior positions within the affected pay grade, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s hours per day in the employee’s permanent job classification or pay grade for which the employee meets the qualifications in the job description until all such options are exhausted. If the affected Employee exhausts all possibilities and there are no positions remaining, the Employee shall be laid off. If the laid-off Employee fails employee is qualified (or can become qualified for during the 90-day orientation period). The bumping employee must demonstrate that he/she meets the minimum qualifications and has the required certifications or licenses to perform the job. Employees who lack the necessary certifications or licenses and who can obtain them within the 90-day orientation period shall be permitted to bump. Definition of qualifications for the purpose of the section will be described in Article 15.2(b)(vi). (ii) The employee may exercise the one-time option to bump into the same classification family and same department/program. An employee may bump any junior employee in the same classification family and same department/program. An employee need not have five years continuous service to exercise the one-time bump provided a junior employee then occupies a position in the same classification family and same department/program. An incumbent who is bumped by an employee exercising the one- time bump may in turn exercise the same right provided an employee junior to the incumbent occupies a position in the same classification family and same department/program. (iii) If an employee has tenure in a classification family other than the classification family in which the employee is currently employed, the employee shall have the option of bumping into his/her right former classification family as per subsection 15.2(b)(i). (iv) If an employee chooses to bump into a position with a lower rate of pay, the employee’s pay will be adjusted to the salary range of the new position into which he/she has bumped. The employee’s former step will be maintained within the new pay range. (v) If, in the judgment of the department head, an employee cannot adequately perform the duties of the job to which he/she has seniority to bump, the Employee employee shall be considered as having resigned his/her employment from the school districtso advised within 10 calendar days of making a formal request to bump. 2(vi) Determination of qualifications shall be accomplished by the same process utilized in selecting the most recent employee in the position. Any Employee who assumes a new job assignment due If the employee disagrees, he/she shall have the right to refer such disagreement to the lay-off procedure will be placed on review board as described in Section 15.7 within 10 calendar days. (c) The employee may not bump under the following conditions: (i) The employee has received a salary step formal discipline under Section 12.6 of the collective bargaining agreement within the previous 12 months. As only used in this subsection, “formal discipline” means a disciplinary action that will provide him/her an amount of pay that is nearest to what has been finally sustained under the employee earned previously 3. Affected Employees to be laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay offgrievance process, if any.

Bumping. 1. The mostAn employee who does not opt for lay-senior person in a job classification that off, is impacted by the board approved position eliminations/reductions will begin the bumping process by bumping not assigned other duties, and is not appointed into a vacant position, may choose to bump another employee who is at the same or lower maximum rate of pay, provided is capable of performing all the duties of the position currently held by an Employee with a minimal amount of retraining. In this case, the least district-wide seniority within the job classification where the reduction or elimination occurs closest employee who is bumped will become subject to the Employee’s current hours per dayprovisions of article Employment Security. No Employee Bumping will be allowed to exercise a bump to replace another employee whose hours per day are greater than the affected Employee. Extra monies earned by one-to-one special education paraprofessionals will not be used for displacement, bumping and recall purposes and will be based solely on within the employee’s job classification and hours per daydepartment first. If Other departments may be considered if there are no suit- able positions within the affected pay gradeemployee’s Department. Rate of Pay When an employee who is facing lay-off is appointed to, or bumps into, a position with a lower maximum rate of pay, the Employee employee's salary will continue be within the bumping process to a job classification range of the new position at the step that is closest to but not exceeding lower than, current salary. However, the affected Employee’s hours per day in new rate of pay may not exceed the maximum rate for the position. When an employee’s permanent job classification or pay grade 's position is eliminated for which reasons other than contracting out, and the employee meets the qualifications in the job description until all such options are exhausted. If the affected Employee exhausts all possibilities and there are no positions remainingis not appointed to another position, the Employee shall employee may be laid off. Lay off will be in reverse order of bargaining unit seniority, with the most junior employee to be laid off first. Before being permanently laid-off, employees will be considered to be temporarily laid off and will have their names placed on a recall list for a period of up to months. If the laidtemporarily off employee has not been appointed to a position within the Company within the months, will be permanently laid off. Employees may forego temporary lay-off Employee fails to exercise his/her right to bumpand having their names placed on the recall list by requesting permanent lay-off. In such cases, their employment with the Company will be permanently severed. Recall will be in the reverse order of layoff, i.e., the Employee shall last employ- ee laid off will be considered as having resigned his/her employment the first recalled. No new employees will be hired in a bargaining unit position until those laid off have been offered recall to positions for which they are qualified and available, and which are at the same or lower maximum rate of pay than the last position they occupied prior to layoff. While on the recall list, employees will be recalled for assign- ments or appointment to vacant positions at the same or lower level for which they are qualified. In such cases, the requirement to post notice of the vacancy will be waived. Should the position from which the school district. 2. Any Employee who assumes a new job assignment due to employee was laid off become available within months from the lay-off procedure date, will be placed offered the position. Employees who are temporarily laid-off and whose names are on the recall list will be eligible to apply for vacant positions which are at a salary step that will provide him/her an amount higher maximum rate of pay than the position they last occupied within the Company, and which are posted under clause The Company and the Union agree to participate in a joint occu- pational Health and Safety Committee. Representation on this committee will be joint and equal. Suitable clothing should be worn in the workplace to protect workers from all safety hazards associated with their type of work. Workers shall wear suitable clothing, eye protection, hand pro- tection, head gear and footwear that is nearest appropriate and in a con- dition so as to what afford them adequate protection from any expo- sure to accidental and unavoidable hazards. Clothing, eye protection, hand protection, headgear and footwear worn by employees must meet the employee earned previously 3safety standards and specifi- cations set forth by the Company. Affected Employees Failure to do so will be laid off consid- ered a serious breach of conduct. The Company will have notices sent issue leather gloves to the Employee at the Employee’s last known address all workers who require them in their jobs. New employees will be supplied with two pairs of leather gloves and one pair of winter gloves with liners. Gloves will be replaced on file with the district by express mail at least fourteen (14) calendar days in advance of lay offan exchange basis due to wear or defects.

Bumping. Upon receiving a notice of layoff from his/her position, a regular full-time, regular part-time or special part-time employee may bump lower seniority employees within the Bargaining Unit under the following conditions: 1. A bumping employee may only bump employees within their own program. 2. The most-senior person in a job classification that is impacted by the board approved position eliminations/reductions will begin the bumping process by bumping employee cannot move into a position currently held by an Employee with of a higher salary grade. 3. A bumping special part-time employee may not bump a regular full-time or regular part-time employee. 4. A bumping employee may bump the least districtsenior employee within his/her salary grade, except that a bumping full-wide seniority within time employee may bump the least senior full-time employee in order to maintain his/her full-time hours and a part-time employee may bump the least senior employee in order to avoid a change in his/her equivalent benefits. 5. If there is no position available in the employee's salary grade the employee may bump into the least senior position in a lower salary grade, except that a bumping full-time employee may bump the least senior full-time employee in order to maintain his/her full-time hours and a part-time employee may bump the least senior employee in order to avoid a change in his/her equivalent benefits. Such an employee will retain secondary recall rights to his/her original salary grade and equivalent benefits 6. Should more than one position occupied by a probationary employee be available, the Employer will determine the position into which the employee bumps. 7. The bumping employee must possess the necessary skills, experience, license, registration, and certification which will qualify the employee to perform the work and must be able to perform work adequately with minimal instructions. Qualifications will be determined by the job classification where posting or job description for the reduction position, using whichever document that was most recently issued. If any new qualifications for that position have been required by accrediting, licensing, or elimination occurs closest reimbursement bodies since the most recent job posting or job description, they shall be met before bumping can occur. 8. If the bumping employee is not qualified to bump the Employee’s current hours per least senior employee, he/she may bump the least senior employee whose position he/she is qualified to perform. 9. An employee in a day. No Employee will , afternoon or night shift position shall not be allowed required to exercise a bump to replace another a vacancy with a different shift as defined by Section 5.13 unless that employee whose hours per day are greater than is the affected Employee. Extra monies earned by one-to-one special education paraprofessionals will not be used for displacement, bumping and recall purposes and will be based solely least senior employee in a position on the employee’s job classification and hours per dayshift. If there are no positions within the affected pay grade, the Employee will continue the bumping process An employee in a position whose regular schedule or work is during Monday through Friday shall not be required to bump to a job classification closest to but not exceeding position whose regular schedule of work is during either Saturday and Sunday unless that employee is the affected Employee’s hours per day least senior in the employee’s permanent job classification or pay grade for which the a position whose regular schedule is during Monday through Friday. An employee meets the qualifications in the job description until all such options are exhausted. If the affected Employee exhausts all possibilities and there are no positions remaining, the Employee shall be laid off. If the laid-off Employee fails wishing to exercise his/her right bumping rights must inform the Employer of his/her decision to bump, in writing, within three (3) calendar days from the Employee shall be considered as having resigned date of receipt of layoff notification and bumping options. An employee who exercises his/her employment from bumping rights shall then receive the school district. 2rate of pay of the classification into which he/she has bumped, except where they may otherwise be eligible for a red circle rate of pay in accordance with the Employer's duly adopted red circle procedure. Any Employee who assumes An employee electing to accept the layoff rather than bump shall thereafter waive any bumping rights until after such time the employee has been subsequently, permanently recalled to his/her former classification. A bumped employee shall have the bumping rights as a new job assignment laid off employee, seniority and other factors permitting, and must be given seven (7) calendar days’ notification of his/her layoff due to the lay-off procedure will be placed on a salary step that will provide him/her an amount of pay that is nearest to what the employee earned previously 3. Affected Employees to be laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay offbeing bumped.

Bumping. 1. The most-senior person in If more than one job position exists within a job classification, a laid-off employee with the highest system seniority shall have the right to bump the least system senior employee with the equivalent or more hours and days within that classification provided the employee meets any state-mandated qualifications. Bumping will automatically place the employee on his/her present wage step in the new position. An employee who can displace (bump) a less system senior employee with the same or more hours than currently held must make that is impacted by decision within thirty (30) days or the board approved end of the current school year, whichever occurs first. Employees who are laid off or displaced (bumped) from their position eliminationsand cannot bump anyone less system senior within his/reductions will begin her classification have the bumping process by bumping into right to displace (bump) an employee who normally works the same number of hours or more from a different job classification, provided the employee has previously held a position currently held by an Employee with within that classification and meets the least districtmandated qualifications, essential and non-wide seniority within essential job functions as per the job classification where the reduction or elimination occurs closest to the Employee’s current description. If an employee can displace (bump) a less system senior employee that has less hours per day. No Employee will be allowed to exercise a bump to replace another employee whose hours per day are greater than the affected Employee. Extra monies earned by one-to-one special education paraprofessionals will not be used for displacementcurrent position held, bumping and recall purposes and will be based solely on regardless of job classification, so long as the employee’s job classification and hours per day. If there are no positions within employee is able to perform the affected pay gradefull scope of the position requirements, the Employee employee will continue the bumping process to retain recall rights for twenty-four (24) months should a job classification closest to but not exceeding the affected Employee’s hours per day in the employee’s permanent job original classification or pay grade for which become open, provided the employee meets holds the qualifications highest system seniority on the recall list for that classification. If an employee cannot bump the least system senior employee from a position having equivalent hours following the sequence as set forth above, the employee may bump the least system senior employee in accordance with the job description until all such options are exhaustedsequence set forth above without regard for the hours. If the affected Employee exhausts all possibilities and there are no positions remainingemployee would suffer such a reduction, the Employee shall employee may elect to be laid off. If An employee working dual contracts within the laid-off Employee fails to exercise his/her same classification shall have the right to bumpbump if one or both positions are reduced, the Employee shall be considered as having resigned his/her employment from the school district. 2. Any Employee who assumes a new job assignment due to the lay-off procedure will be placed on a salary step provided that will provide him/her an amount of pay that is nearest to what the employee earned previously 3holds higher system seniority within the affected classification. Affected Employees to The least system senior employee within the affected classification shall then be the laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay offemployee.

Bumping. 1Bumping downward, by seniority, will be allowed, including into the Police Supervisory Unit. The most-senior person in a job classification that is impacted by the board approved position eliminations/reductions will begin the bumping process by When bumping into a position currently held by an Employee with lower rank classification, the bumping employee bumps the least district-wide seniority within senior employee in the job lower rank classification where if the reduction or elimination occurs closest bumping employee has more seniority, as defined below, than the employee who is to be bumped. To determine whether the Employee’s current hours per daybumping employee has more seniority, time spent in the rank from which that employee is bumping and the rank into which that employee is bumping are combined. No Employee For example, if the lower senior Deputy Chief has two years as a Deputy Chief and three years as a Lieutenant, he/she will be allowed able to exercise bump an employee who has been a bump to replace another employee whose hours per day are greater than the affected EmployeeLieutenant for four years. Extra monies earned by one-to-one special education paraprofessionals However, this low seniority Deputy Chief will not be used able to bump a Lieutenant who has been in that rank for displacementsix years. In this event, the Deputy Chief can exercise any bumping rights he/she may have in the next lower rank classification. If an employee bumps into a lower rank classification, he/she shall carry all accumulated seniority into the lower classification. i. Employees who were promoted from the command bargaining unit to the rank of Deputy Chief and recall purposes who are transferred, demoted, or who do not complete their probationary period, may bump back into their previously held rank. The method for determining their seniority for bumping rights is described in section 1c of this article. ii. Current members (as of the date of execution of this Agreement) who are promoted from this bargaining unit to the rank of Police Chief and who are either removed from the Police Chief position by the Administrator and City Council or who choose to voluntarily demote from the Chief’s position may bump back into their previous position within this bargaining unit. The bumping employee will bump the least senior employee in the Deputy Chief classification, if the bumping employee has more seniority than the employee who is to be bumped. To determine whether the bumping employee has more seniority, time spent in the rank in the Deputy Chief’s union will be based solely on the employee’s job classification and hours per day. If there are no positions within the affected pay grade, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s hours per day in the employee’s permanent job classification or pay grade for which the employee meets the qualifications in the job description until all such options are exhausted. If the affected Employee exhausts all possibilities and there are no positions remaining, the Employee shall be laid off. If the laid-off Employee fails to exercise his/her right to bump, the Employee shall be considered as having resigned his/her employment from the school districtutilized. 2. Any Employee who assumes a new job assignment due to the lay-off procedure will be placed on a salary step that will provide him/her an amount of pay that is nearest to what the employee earned previously 3. Affected Employees to be laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay off.

Bumping. 1. The most-senior person in a job classification that is impacted by the board approved position eliminations/reductions will begin the bumping process by bumping into a position currently held by an Employee with employee scheduled for layoff may elect either to accept layoff or bump to the least district-wide seniority within the job classification where the reduction or elimination occurs closest to the Employee’s current hours per day. No Employee will be allowed to exercise a bump to replace another employee whose hours per day are greater than the affected Employee. Extra monies earned by one-to-one special education paraprofessionals will not be used for displacement, bumping and recall purposes and will be based solely on the employee’s job classification and hours per day. If there are no positions within the affected pay grade, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s hours per day senior position in the employee’s permanent job classification or pay grade layoff unit for which the employee meets is qualified, as provided in this Section. An employee scheduled for layoff who fails or is unable, in accordance with Article 11, Section A., to exercise the qualifications in option to bump to the job description until all such options are exhausted. If the affected Employee exhausts all possibilities and there are no positions remaining, the Employee least senior position shall be laid off. If For purposes of this Article, the laid-off Employee fails least senior position is defined as: 1. A vacant position which the Employer intends to exercise fill; or, in the absence of such vacancy, 2. The position occupied by the least senior employee as defined in Article 11, Section A. above. Within seven (7) calendar days of receipt of notification of layoff, the employee scheduled for layoff shall notify the Employer of his/her right decision to bumpeither accept layoff or bump into the least senior position in the layoff unit in the next lowest level and successively lower levels thereafter, the Employee within his/her current approved class series/class cluster. Positions in a class series which contain automatic level changes shall be considered as having resigned to be the same class level. Alternatively, if it would result in a higher rate of pay, an employee may bump into the least senior position in the layoff unit in a former class series/approved class cluster at and below any level at which the employee had satisfactorily completed his or her probationary period. This alternative shall not apply to employees who were demoted from the higher paying class for disciplinary reasons or who transferred from the higher class in less than satisfactory employment status. If an employee notifies the Departmental/Agency Employer of the decision to bump and later chooses to accept layoff, the Departmental/Agency Employer shall not be required to recompute the bumping chain. Employees scheduled for layoff while on leave of absence shall within seven (7) calendar days of notification, inform the Departmental Employer in writing of his/her employment decision to accept layoff or exercise bumping rights in accordance with this Section. The temporarily vacant position resulting from the school district. 2bump may be temporarily filled by the Employer by limited term recall, reassignment or any other manner provided by this Agreement until the bumping employee returns from leave. Any Employee who assumes An employee seeking to bump into another position must meet all requirements in accordance with Articles 11 and 12. As a new job assignment due result of bumping downward, an employee shall not earn more than the maximum rate of the lower class bumped into or more than the rate previously earned in a higher class from which the employee bumped. When an employee bumps downward he/she shall be paid at that step in the lower level pay range which credits the service in the higher level range(s) to the lay-off procedure will be placed on a salary step that will provide him/her an amount of pay that is nearest to what at which the employee earned previously 3was paid when promoted from a lower level. Affected Employees Except as specified in Sections C.5. and C.6. of this Article, employees outside these Bargaining Units shall have no bumping rights to positions within these Units. Bargaining Unit members have no bumping rights arising out of this Agreement to positions outside these Units. The issue of the use of an approved class cluster(s) for bumping purposes shall be laid off will have notices sent to the Employee a proper subject for secondary negotiations at the Employee’s last known address on file request of either party. Bumping between employment types (e.g., full-time, part-time, etc.) shall be in accordance with the district by express mail at least fourteen (14) calendar days current departmental practice unless negotiated otherwise in advance of lay offsecondary negotiations. Bargaining Unit members shall not receive travel expense or moving expense reimbursement in connection with bumping or equivalent reassignment.

Bumping. 1Bumping downward, by seniority, will be allowed, including into the Police Supervisory Unit. The most-senior person in a job classification that is impacted by the board approved position eliminations/reductions will begin the bumping process by When bumping into a position currently held by an Employee with lower rank classification, the bumping employee bumps the least district-wide seniority within senior employee in the job lower rank classification where if the reduction or elimination occurs closest bumping employee has more seniority, as defined below, than the employee who is to be bumped. To determine whether the Employee’s current hours per daybumping employee has more seniority, time spent in the rank from which that employee is bumping and the rank into which that employee is bumping are combined. No Employee For example, if the lower senior Deputy Chief has two years as a Deputy Chief and three years as a Lieutenant, he/she will be allowed able to exercise bump an employee who has been a bump to replace another employee whose hours per day are greater than the affected EmployeeLieutenant for four years. Extra monies earned by one-to-one special education paraprofessionals However, this low seniority Deputy Chief will not be used able to bump a Lieutenant who has been in that rank for displacementsix years. In this event, the Deputy Chief can exercise any bumping rights he/she may have in the next lower rank classification. If an employee bumps into a lower rank classification, he/she shall carry all accumulated seniority into the lower classification. i. Employees who were promoted from the command bargaining unit to the rank of Deputy Chief and recall purposes who are transferred, demoted, or who do not complete their probationary period, may bump back into their previously held rank. The method for determining their seniority for bumping rights is described in section 5c of this article. ii. Current members (as of the date of execution of this Agreement) who are promoted from this bargaining unit to the rank of Police Chief and who are either removed from the Police Chief position by the Administrator and City Council or who choose to voluntarily demote from the Chief’s position may bump back into their previous position within this bargaining unit. The bumping employee will bump the least senior employee in the Deputy Chief classification, if the bumping employee has more seniority than the employee who is to be bumped. To determine whether the bumping employee has more seniority, time spent in the rank in the Deputy Chief’s union will be based solely on the employee’s job classification and hours per day. If there are no positions within the affected pay grade, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s hours per day in the employee’s permanent job classification or pay grade for which the employee meets the qualifications in the job description until all such options are exhausted. If the affected Employee exhausts all possibilities and there are no positions remaining, the Employee shall be laid off. If the laid-off Employee fails to exercise his/her right to bump, the Employee shall be considered as having resigned his/her employment from the school districtutilized. 2. Any Employee who assumes a new job assignment due to the lay-off procedure will be placed on a salary step that will provide him/her an amount of pay that is nearest to what the employee earned previously 3. Affected Employees to be laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay off.

Bumping. 1‌ Should the Employee select bumping as their right, the following guidelines will be followed: a) The Employee shall have the right to bump an Employee with less seniority in any classification level provided they have the qualifications to do the job. b) Employees selecting the right to bump will be dealt with in order of seniority. The most-senior person in a job classification that is impacted by the board approved position eliminations/reductions list of Employees exercising their right to bump will begin be continually amended during the bumping process by to ensure that Employees with greater seniority are always dealt with before Employees with less seniority. c) The Employer will assess whether an “Employee has the qualifications to do the job” for all positions selected through the bumping into right/process. d) The Employer will provide a response to the Employee within two (2) full working days of receiving the “Right Selection Form”. e) Should an Employee move to a position currently held by an Employee with the least district-wide seniority within same pay grade in the job classification where the reduction or elimination occurs closest to the Employee’s current hours per day. No Employee will be allowed to exercise a bump to replace another employee whose hours per day are greater than the affected Employee. Extra monies earned by one-to-one special education paraprofessionals will not be used for displacement, bumping and recall purposes and will be based solely on the employee’s job classification and hours per day. If there are no positions within the affected pay gradesalary schedule as their abolished/redundant position, the Employee will continue the bumping process to receive their current rate of pay. f) Should an Employee move to a job classification closest to but not exceeding the affected Employee’s hours per day position with a lower or higher pay grade in the employee’s permanent job classification or pay grade for which the employee meets the qualifications in the job description until all such options are exhausted. If the affected Employee exhausts all possibilities and there are no positions remainingsalary schedule as their abolished/redundant position, the Employee shall be laid off. will move to the rate of pay closest to their current rate of pay within the salary schedule. g) If the laid-off Employee fails to exercise his/her right to bumpperson meets the qualifications, the Employee shall be considered as having resigned his/her employment from the school district. 2. Any Employee who assumes a new job assignment due to the lay-off procedure Employer will be placed on a salary step that will provide him/her an amount of pay that is nearest to what the employee earned previously 3. Affected Employees to be laid off will have notices sent to assess whether the Employee has been able to perform adequately in the position at the Employee’s last known address on file with end of the district by express mail at least fourteen trial period (14Article 16.07) calendar days in advance of lay offas per the performance evaluation process according to Article 30.06.

Bumping. 1. The most-senior person employee scheduled for layoff under Section D. may elect to either accept layoff or bump in a job classification that is impacted by the board approved position eliminations/reductions will begin the bumping process by bumping into a position currently held by an Employee accordance with the least district-wide seniority within process outlined in this Section. An employee scheduled for layoff who fails or is unable, in accordance with Section D.3., to exercise the job classification where the reduction or elimination occurs closest option to bump to the Employee’s current hours per day. No Employee will be allowed to exercise a bump to replace another employee whose hours per day are greater than the affected Employee. Extra monies earned by one-to-one special education paraprofessionals will not be used for displacement, bumping and recall purposes and will be based solely on the employee’s job classification and hours per day. If there are no positions within the affected pay grade, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s hours per day in the employee’s permanent job classification or pay grade for which the employee meets the qualifications in the job description until all such options are exhausted. If the affected Employee exhausts all possibilities and there are no positions remaining, the Employee least senior position shall be laid off. If Within seven calendar days of receipt of notification of layoff, the laid-off Employee fails to exercise employee scheduled for layoff shall notify the Employer of his/her right decision to bump, the Employee shall be considered as having resigned either accept layoff or bump within his/her employment current class series, as listed below. Alternatively, an employee may bump into the least senior position in the layoff unit in a former class series at or below any level at which the employee had satisfactorily completed the required probationary period. This alternative shall not apply to employees who were demoted from the school districthigher paying class for disciplinary reasons or who transferred from the higher paying classification in less than satisfactory employment status. An employee seeking to bump into another position must meet all requirements in accordance with Section D.3. As a result of bumping, an employee shall not earn more than the maximum rate of the lower classification bumped into or more than the rate previously earned in a higher classification from which the employee bumped. When an employee bumps downward, he/she shall be paid at that step in the lower level pay range which credits the service in the higher level range(s) to the step at which the employee was paid when promoted from a lower level. Classification Classes in Series Corrections Medical Aide Corrections Medical Officer 8 Corrections Medical Officer E9 Corrections Medical Unit Officer E10 Corrections Officer Corrections Officer 8 Corrections Officer E9 Resident Unit Officer 10 Forensic Security Aide Forensic Security Assistant 8 Forensic Security Assistant 9 Forensic Security Assistant E10 Special Alternative Incarceration Officer Special Alternative Incarceration Special Alternative Incarceration Officer E10 Bump process--after the parties have identified the layoff unit: 1. The Employer shall identify the least senior employees within the layoff unit equal to the number of filled positions being abolished within the layoff unit. These least senior employees shall be issued layoff notices. 2. Any Employee If the layoff unit contains more than one work location, employees remaining in the layoff unit who assumes a new job assignment are displaced from their original work location (due to the lay-off procedure closure, reduction consolidation, etc.), will be placed in the vacated positions identified in step 1 above. Placement into these positions shall be in seniority order based on a salary step that will provide him/her an amount of pay that is nearest to what preferences provided by the employee earned previouslyemployees. 3. Affected Employees to remaining in the layoff unit may request an exchange transfer (one for one transfer) with any bargaining unit member in the same classification in accordance with Article 15 Part D §A.6., either within or outside the layoff unit. Exchange transfers shall not be laid off unreasonably denied and will have notices sent to the Employee at the Employee’s last known address on file be processed with the district rest of the layoff unit moves, if possible. In addition, during the bump process, exchange transfers occurring within this Article shall supersede all other closer to home and seniority based transfers or recalls, as no vacancy exists. Requests for exchange transfers shall be in writing by express mail at least fourteen (14) calendar days in advance of lay offboth employees requesting to exchange. 4. The parties may reach mutual agreement to modify the process to minimize impact on affected employees as necessary.

Bumping. 1. The most-senior person in a job classification that is impacted by the board approved position eliminations/reductions will begin the bumping process by bumping into After a position currently held by an Employee with the least district-wide seniority within the job classification where the reduction or elimination occurs closest to the Employee’s current hours per day. No Employee will be allowed to exercise a bump to replace another employee whose hours per day are greater than the affected Employee. Extra monies earned by one-to-one special education paraprofessionals will not be used for displacement, bumping and recall purposes and will be based solely on the employee’s job classification and hours per day. If there are no positions within the affected pay gradehas been eliminated, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s hours per day in the employee’s permanent job classification or pay grade for which the laid off employee meets the qualifications in the job description until all such options are exhausted. If the affected Employee exhausts all possibilities and there are no positions remaining, the Employee shall be laid off. If the laid-off Employee fails to may exercise his/her right bumping rights in the same seniority groups within the same department, under the conditions stated below, however, a full-time employee bumping a part-time employee shall be entitled to only those benefits provided to such positions: A. The bumping employee can bump laterally, but cannot move into a position of a higher salary grade. B. The bumping employee must have more seniority than the employee in the position who is to be bumped. C. A bumping employee may bump the least senior employee within his/her seniority group and salary grade, except that a bumping full-time employee may bump the least senior full-time employee in order to maintain his/her full-time hours. D. If there is no position available in the employee's salary grade, the employee may bump into the least senior position in the nearest lower salary grade within their seniority groups that the employee would be eligible to bump into. However, a bumping full-time employee may bump the least senior full-time employee in order to maintain her/his full-time hours. Such an employee will retain secondary recall rights to her/his original salary grade. E. When probationary or temporary employees are in more than one regular position at the same salary grade into which a laid off or bumped employee would be eligible to bump, the Employee shall be considered as having resigned EMPLOYER will determine the position into which the employee bumps. F. If the bumping employee does not have the required degrees or certificates to bump the least senior employee within his/her employment seniority group, he/she may bump the least senior employee within his/her seniority group whose position he/she is qualified to perform. G. The bumping employee must possess the necessary ability (ability is defined as having sufficiency of knowledge, skill and personal inclination to perform the tasks of the position, these attributes having been attained by previous experience in related work or education) which will qualify the employee to perform the work adequately, with minimal instructions. H. An employee must inform the EMPLOYER of his/her decision to bump within three (3) working days from the school districtdate of the receipt of the layoff notification. 2. Any Employee who assumes a new job assignment due I. The foregoing bumping provisions shall not apply to the lay-off procedure will be placed on a salary step that will provide him/her an amount temporary cases of pay that is nearest layoff, not to what the employee earned previously 3. Affected Employees to be laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen exceed ten (1410) calendar days in advance of lay offwork days.

Bumping. 1. The most-senior person employee scheduled for layoff under Section D. may elect to either accept layoff or bump in a job classification that is impacted by the board approved position eliminations/reductions will begin the bumping process by bumping into a position currently held by an Employee accordance with the least district-wide seniority within process outlined in this Section. An employee scheduled for layoff who fails or is unable, in accordance with Section D.3., to exercise the job classification where the reduction or elimination occurs closest option to bump to the Employee’s current hours per day. No Employee will be allowed to exercise a bump to replace another employee whose hours per day are greater than the affected Employee. Extra monies earned by one-to-one special education paraprofessionals will not be used for displacement, bumping and recall purposes and will be based solely on the employee’s job classification and hours per day. If there are no positions within the affected pay grade, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s hours per day in the employee’s permanent job classification or pay grade for which the employee meets the qualifications in the job description until all such options are exhausted. If the affected Employee exhausts all possibilities and there are no positions remaining, the Employee least senior position shall be laid off. If Within seven calendar days of receipt of notification of layoff, the laid-off Employee fails to exercise employee scheduled for layoff shall notify the Employer of his/her right decision to bump, the Employee shall be considered as having resigned either accept layoff or bump within his/her employment current class series, as listed below. Alternatively, an employee may bump into the least senior position in the layoff unit in a former class series at or below any level at which the employee had satisfactorily completed the required probationary period. This alternative shall not apply to employees who were demoted from the school districthigher paying class for disciplinary reasons or who transferred from the higher paying classification in less than satisfactory employment status. An employee seeking to bump into another position must meet all requirements in accordance with Section D.3. As a result of bumping, an employee shall not earn more than the maximum rate of the lower classification bumped into or more than the rate previously earned in a higher classification from which the employee bumped. When an employee bumps downward, he/she shall be paid at that step in the lower level pay range which credits the service in the higher level range(s) to the step at which the employee was paid when promoted from a lower level. Classifications in a Class Series Corrections Medical Aide Corrections Medical Officer 8 Corrections Medical Officer E9 Corrections Medical Unit Officer E10 Corrections Officer Corrections Officer 8 Corrections Officer E9 Resident Unit Officer 10 Forensic Security Aide Forensic Security Assistant 8 Forensic Security Assistant 9 Forensic Security Assistant E10 Special Alternative Incarceration Officer Special Alternative Incarceration Officer 9 Special Alternative Incarceration Officer E10 Bump process--after the parties have identified the layoff unit: 1. The Employer shall identify the vacancies and least senior employees within the layoff unit equal to the number of filled positions being abolished within the layoff unit. These least senior employees shall be issued layoff notices. 2. Any Employee If the layoff unit contains more than one work location, employees remaining in the layoff unit who assumes a new job assignment are displaced from their original work location (due to the lay-off procedure closure, reduction consolidation, etc.), will be placed in existing vacancies or the vacated positions identified in step 1 above. Placement into these positions shall be in seniority order based on a salary step that will provide him/her an amount of pay that is nearest to what preferences provided by the employee earned previouslyemployees. 3. Affected Employees to remaining in the layoff unit may request an exchange transfer (one for one transfer) with any bargaining unit member in the same classification in accordance with Article 15 Part D §A.6., either within or outside the layoff unit. Exchange transfers shall not be laid off unreasonably denied and will have notices sent to the Employee at the Employee’s last known address on file be processed with the district rest of the layoff unit moves, if possible. In addition, during the bump process, exchange transfers occurring within this Article shall supersede all other closer to home and seniority based transfers or recalls, as no vacancy exists. Requests for exchange transfers shall be in writing by express mail at least fourteen (14) calendar days in advance of lay offboth employees requesting to exchange. 4. The parties may reach mutual agreement to modify the process to minimize impact on affected employees as necessary.

Bumping. 1. The most-senior person in a job classification that is impacted by the board approved position eliminations/reductions will begin the bumping process by bumping into a position currently held by an Employee with employee scheduled for layoff may elect either to accept layoff or bump to the least district-wide seniority within the job classification where the reduction or elimination occurs closest to the Employee’s current hours per day. No Employee will be allowed to exercise a bump to replace another employee whose hours per day are greater than the affected Employee. Extra monies earned by one-to-one special education paraprofessionals will not be used for displacement, bumping and recall purposes and will be based solely on the employee’s job classification and hours per day. If there are no positions within the affected pay grade, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s hours per day senior position in the employee’s permanent job classification or pay grade layoff unit for which the employee meets is qualified, as provided in this Section. An employee scheduled for layoff who fails or is unable, in accordance with Section D., Subsection 3., to exercise the qualifications in option to bump to the job description until all such options are exhausted. If the affected Employee exhausts all possibilities and there are no positions remaining, the Employee least senior position shall be laid off. If Positions in a class series which contain patterned level changes shall be considered to be the laid-off Employee fails same class and level. For purposes of this Article, the least senior position is defined as: 1. A vacant position which the Employer intends to exercise fill; or, in the absence of such vacancy, 2. The position occupied by the least senior employee as defined in Section D., Subsection 3., above. Within seven (7) calendar days of receipt of notification of layoff, the employee scheduled for layoff shall notify the Employer of his/her right decision to bumpeither accept layoff or bump into the least senior position in the layoff unit in the next lowest level and successively lower levels thereafter, within his/her current class series (or approved class cluster if authorized in secondary negotiations). If the employee is unable to apply preference within their current class series in the layoff unit, the Employee employee may elect to apply preference to a former classification series at and below any level which the employee had satisfactorily completed the required probationary period (or approved class cluster if authorized in secondary negotiations). Positions in a class series which contain patterned level changes shall be considered as having resigned to be the same class and level. Alternatively, if it would result in a higher rate of pay, an employee may bump into the least senior position in the layoff unit in a former class series (or approved class cluster if authorized in secondary negotiations) at and below any level which the employee had satisfactorily completed the required probationary period. This alternative shall not apply to employees who were demoted from the higher paying class for disciplinary reasons or who transferred from the higher class in less than satisfactory employment status. If an employee notifies the Departmental/Agency Employer of the decision to bump and later chooses to accept layoff, the Departmental/Agency Employer shall not be required to recompute the bumping chain. Employees scheduled for layoff while on leave of absence shall within seven (7) calendar days of notification, inform the Departmental Employer in writing of his/her employment decision to accept layoff or exercise bumping rights in accordance with this Section. The temporarily vacant position resulting from the school district. 2bump may be temporarily filled by the Employer by limited term recall, reassignment or any other manner provided by this Agreement until the bumping employee returns from leave. Any Employee who assumes An employee seeking to bump into another position must meet all requirements in accordance with Articles 11 and 12. As a new job assignment due result of bumping downward, an employee shall not earn more than the maximum rate of the lower class bumped into or more than the rate previously earned in a higher class from which the employee bumped. When an employee bumps downward he/she shall be paid at that step in the lower level pay range which credits the service in the higher level range(s) to the lay-off procedure will be placed on a salary step that will provide him/her an amount of pay that is nearest to what at which the employee earned previously 3was paid when promoted from a lower level. Affected Employees Except as specified in Section D., Subsections 4., and 5., of this Article, employees outside these Bargaining Units shall have no bumping rights to positions within these Bargaining Units. Bargaining Unit members have no bumping rights arising out of this Agreement to positions outside these Bargaining Units. The issue of the use of approved class clusters for bumping purposes shall be laid off will have notices sent to a proper subject for secondary negotiations on the Employee at the Employee’s last known address on file request of either party. Bumping between employment types (i.e., full-time, part-time, seasonal, and permanent- intermittent) shall be in accordance with the district by express mail at least fourteen current Departmental practice unless negotiated otherwise in secondary negotiations. There shall be no bumping between positions with different appointment durations (14) calendar days i.e., Permanent, limited term, and temporary non-career). Bargaining Unit members shall not receive travel expense or moving expense reimbursement in advance of lay offconnection with bumping or equivalent reassignment.