Common use of Bumping Clause in Contracts

Bumping. (a) Displaced employees can elect to bump to a position in line with seniority (subject to 2(b) below), provided the displaced employee has the capabilities and qualifications to perform the duties of the selected position. (b) Displaced employees will choose a position to bump into by designating: (i) the FTE; (ii) the unit/xxxx/program (program for community nurses only); and (iii) the shift pattern. Shift patterns are identified as days/evenings; days/nights; evenings/nights; days; nights; or evenings. They will then bump to the position held by the junior employee with the designated FTE, shift pattern and unit/xxxx/program (program for community nurses only). Employees who are bumped will be served displacement notice and treated in accordance with the provisions of Article 19.01(B). (c) Worksite Bumping Displaced employees will review their bumping options in their own worksite first and follow the bumping procedures as listed in (a)-(b) above. (d) Bumping outside of the worksite where applicable (i) Should a displaced employee not be able to bump into a position that is comparable, and they do not volunteer to bump into a non-comparable position, they will be deemed to have exhausted their bumping options at the worksite and may exercise their bumping rights, as above, at other Employer worksites. (ii) A comparable position will be defined as a position that is: (a) within a field of practice sharing a common clinical focus (e.g.: medical, surgical, extended care, intensive care, psychiatric care, etc.) with the employee’s pre-displacement field of practice; (b) +/- 0.2 FTE of the employee’s pre-displacement FTE; and (c) does not require the employee to change their status.

Bumping. (a) Displaced Regular employees can elect who receive notice of layoff shall have the right to bump to employees with less seniority, providing the bump would not constitute a position in line with seniority (subject to 2(b) below), provided the displaced employee has the capabilities and qualifications to perform the duties of the selected positionpromotion. (b) Displaced employees will choose a position The right to bump into by designatingbump, subject to (a) above, shall be exercised in the following order: (i1) The employee with the FTEleast seniority at the same pay level for whose position he/she has the qualifications to do the job shall be bumped; (ii2) If (1) above does not result in a successful bump, the unit/xxxx/program (program for community nurses only); and (iii) the shift pattern. Shift patterns are identified as days/evenings; days/nights; evenings/nights; days; nights; or evenings. They will then bump to the position held by the junior employee with the designated FTE, shift pattern and unit/xxxx/program (program for community nurses only). Employees who are bumped same procedure will be served displacement notice and treated in accordance with the provisions of Article 19.01(B)applied at each lower pay level. (c) Worksite Bumping Displaced employees will review their bumping options in their own worksite first Regular Employees who are bumped as a result of (1) and follow the bumping procedures as listed in (a)-(b2) above, shall have the same right to bump employees with less seniority, providing the bump would not constitute a promotion. (d) Bumping outside of It is agreed that where an employee exercises their bumping rights and is placed in a temporary position, the worksite where applicableemployer will make every reasonable effort to assist the employee in obtaining a regular position. (ie) Should It is agreed that the probation/trial period specified in Clause 31.6 - Trial Period will apply to employees moving into a displaced new job as a result of bumping. In the event the employee proves to be unsatisfactory in the new job and is so advised in writing by the Employer, then the provisions of Clause 15.2(d) shall be reapplied. In the event the employee does not be able have the necessary seniority or qualifications to bump into a position that second time, or he/she has proven to be unsatisfactory in the second job, he/she will be laid off. (f) A regular employee shall notify the Employer in writing within six working days of receiving layoff notice whether bumping rights will be exercised or whether the employee opts for a layoff. (g) If a regular employee opts for a layoff he/she must choose either recall rights in accordance with Clause 15.4 or severance pay in accordance with Clause 15.8 on the date the layoff is comparable, and they do not volunteer scheduled to bump into occur. If a non-comparable position, they will regular employee declines to make a selection he/she shall be deemed to have exhausted their bumping options at the worksite and may exercise their bumping chosen recall rights, as above, at other Employer worksites. (ii) A comparable position will be defined as a position that is: (a) within a field of practice sharing a common clinical focus (e.g.: medical, surgical, extended care, intensive care, psychiatric care, etc.) with the employee’s pre-displacement field of practice; (b) +/- 0.2 FTE of the employee’s pre-displacement FTE; and (c) does not require the employee to change their status.

Bumping. (a) Displaced employees who have chosen not to select an available vacancy, or do not have ac- cess to a vacancy, can elect to bump to a position posi- tion in line with seniority (subject to 2(b2(c) below), provided . (b) In the event that the Employer deems that the displaced employee is not qualified for the cho- sen bump, the Employer shall provide the usual unit orientation, education and training to the nurse provided that such usual unit orientation, education and training does not exceed six (6) weeks or as mutually agreed. After the nurse has successfully completed the capabilities usual unit ori- entation, education and qualifications training, the nurse will be deemed qualified for the position by the Em- ployer. Nurses who elect to perform bump into a spe- cialty position must possess the duties required edu- cation. Throughout the term of the selected nurse’s edu- cation and training and until the nurse has commenced employment in their new posi- tion, the Employer shall continue to pay the nurse at the same wage rate as that of their previous position and continue to provide benefits. This option is only available to displaced employees once per layoff. If a displaced employee is unsuccessful following the above options, the employee will be required to bump into a comparable position. (bc) Displaced employees will choose a position to bump into by designating: (i) the FTE; (ii) the unit/xxxxdepartment/program (program for community nurses only); and (iii) the shift pattern. Shift patterns are identified identi- fied as days/evenings; days/nights; eveningseve- nings/nights; days; nights; or evenings. They will then bump to the position held by the junior employee with the designated designat- ed FTE, shift pattern and unit/xxxx/department/ program (program for community nurses only). Employees who are bumped will be served displacement notice and treated in accordance with the provisions of Article 19.01(B). (cd) Worksite Bumping Displaced employees will review their bumping options in their own worksite first and follow the bumping procedures as listed in (a)-(b) above.Bumping (de) Bumping outside of the worksite where applicable (i) Should a displaced employee not be able to bump into a position that is comparable, and they do not volunteer to bump into a non-comparable position, they will be deemed to have exhausted exhaust- ed their bumping options at the worksite and may exercise their bumping rights, as above, at other Employer worksites. (ii) A comparable position will be defined as a position posi- tion that is: (a) within a field of practice sharing a common com- mon clinical focus (e.g.: medical, surgical, extended care, intensive care, psychiatric psychiat- ric care, etc.) with the employee’s pre-displacement dis- placement field of practice; (b) +/- 0.2 FTE of the employee’s pre-displacement dis- placement FTE; and (c) does not require the employee to change their status; and (d) within their pre-displacement wage rate.

Bumping. (a) Displaced employees who have chosen not to select an available vacancy, or do not have access to a vacancy, can elect to bump to a position in line with seniority (subject to 2(b2(c) below), provided . (b) In the event that the Employer deems that the displaced employee is not qualified for the chosen bump, the Employer shall provide the usual unit orientation, education and training to the nurse provided that such usual unit orientation, education and training does not exceed six (6) weeks or as mutually agreed. After the nurse has successfully completed the capabilities usual unit orientation, education and qualifications training, the nurse will be deemed qualified for the position by the Employer. Nurses who elect to perform bump into a specialty position must possess the duties required education. Throughout the term of the selected nurse's education and training and until the nurse has commenced employment in their new position, the Employer shall continue to pay the nurse at the same wage rate as that of their previous position and continue to provide benefits. This option is only available to displaced employees once per layoff. If a displaced employee is unsuccessful following the above options, the employee will be required to bump into a comparable position. (bc) Displaced employees will choose a position to bump into by designating: (i) the FTE; (ii) the unit/xxxx/program (program for community nurses only); and (iii) the shift pattern. Shift patterns are identified as days/evenings; days/nights; evenings/nights; days; nights; or evenings. They will then bump to the position held by the junior employee with the designated FTE, shift pattern and unit/xxxx/program (program for community nurses only). Employees who are bumped will be served displacement notice and treated in accordance with the provisions of Article 19.01(B). (cd) Worksite Bumping Displaced employees will review their bumping options in their own worksite first and follow the bumping procedures as listed in (a)-(ba)-(c) above. (de) Bumping outside of the worksite where applicable (i) Should a displaced employee not be able to bump into a position that is comparable, and they do not volunteer to bump into a non-comparable position, they will be deemed to have exhausted their bumping options at the worksite and may exercise their bumping rights, as above, at other Employer worksites. (ii) A comparable position will be defined as a position that is: (a) within a field of practice sharing a common clinical focus (e.g.: medical, surgical, extended care, intensive care, psychiatric care, etc.) with the employee’s pre-displacement field of practice; (b) +/- 0.2 FTE of the employee’s pre-displacement FTE; and (c) does not require the employee to change their status; and (d) within their pre-displacement wage rate.

Bumping. (a) Displaced employees can elect to bump to a position in line with seniority (subject to 2(b3(b) below), provided the displaced employee has the capabilities and qualifications to perform the duties of the selected position. (b) Displaced employees will choose a position to bump into by designating: (i) the FTE; (ii) the unit/xxxx/program (program for community nurses only); and (iii) the shift pattern. Shift patterns are identified as days/evenings; days/nights; evenings/nights; days; nights; or evenings. They will then bump to the position held by the junior employee with the designated FTE, shift pattern and unit/xxxx/program (program for community nurses only). Employees who are bumped will be served displacement notice and treated in accordance with the provisions of Article 19.01(B). (c) Worksite Bumping Displaced employees will review their bumping options in their own worksite first and follow the bumping procedures as listed in (a)-(b) above. (d) Bumping outside of the worksite where applicableDSLA Bumping (i) Should a displaced employee not be able to bump into a position that is comparable, and they do not volunteer to bump into a non-non- comparable position, they will be deemed to have exhausted their bumping options at the worksite and may exercise their bumping rights, as above, at other Employer worksiteswithin the DSLA where appropriate under Article 13.03. (ii) A comparable position will be defined as a position that is: (a) within a field of practice sharing a common clinical focus (e.g.: medical, surgical, extended care, intensive care, psychiatric care, etc.) with the employee’s pre-displacement field of practice; (b) +/- 0.2 FTE of the employee’s pre-displacement FTE; and (c) does not require the employee to change their status. iii) An employee exercising bumping rights within the DSLA may bump an employee occupying a comparable position with less than seven (7) years seniority or may choose to bump into a non- comparable position held by an employee with less than seven (7) years seniority. iv) Should the employee exercising bumping rights within the DSLA not have any comparable bump options with less than seven (7) years seniority, they may bump into the most junior comparable position held by an employee with seven (7) years or more seniority on the dovetail seniority list at the worksite chosen by the employee. v) Should no comparable position be available for the displaced employee within the DSLA, the employee may bump into the most junior position held by an employee at the worksite chosen by the employee.

Bumping. (a) Displaced employees can elect to bump to a position in line with seniority (subject to 2(b3(b) below), provided the displaced employee has the capabilities and qualifications to perform the duties of the selected position. (b) Displaced employees will choose a position to bump into by designating: (i) the FTE; (ii) the unit/xxxx/program (program for community nurses only); and (iii) the shift pattern. Shift patterns are identified as days/evenings; days/nights; evenings/nights; days; nights; or evenings. They will then bump to the position held by the junior employee with the designated FTE, shift pattern and unit/xxxx/program (program for community nurses only). Employees who are bumped will be served displacement notice and treated in accordance with the provisions of Article 19.01(B). (c) Worksite Bumping Displaced employees will review their bumping options in their own worksite first and follow the bumping procedures as listed in (a)-(b) above. (d) Bumping outside of the worksite where applicableDSLA Bumping (i) Should a displaced employee not be able to bump into a position that is comparable, and they do not volunteer to bump into a non-non- comparable position, they will be deemed to have exhausted their bumping options at the worksite work-site and may exercise their bumping rights, as above, at other Employer worksiteswithin the DSLA where appropriate under Article 13.03. (ii) A comparable position will be defined as a position that is: (a) within a field of practice sharing a common clinical focus (e.g.: medical, surgical, extended care, intensive care, psychiatric care, etc.) with the employee’s pre-displacement field of practice; (b) +/- 0.2 FTE of the employee’s pre-displacement FTE; and (c) does not require the employee to change their status. (iii) An employee exercising bumping rights within the DSLA may bump an employee occupying a comparable position with less than seven (7) years seniority or may choose to bump into a non- comparable position held by an employee with less than seven (7) years seniority. (iv) Should the employee exercising bumping rights within the DSLA not have any comparable bump options with less than seven (7) years seniority, they may bump into the most junior comparable position held by an employee with seven (7) years or more seniority on the dovetail seniority list at the worksite chosen by the employee. (v) Should no comparable position be available for the displaced employee within the DSLA, the employee may bump into the most junior position held by an employee at the worksite chosen by the employee.

Bumping. (a) Displaced employees can elect to bump to a position in line with seniority (subject to 2(b3(b) below), provided provid- ed the displaced employee has the capabilities and qualifications to perform the duties of the selected position. (b) Displaced employees will choose a position to bump into by designating: (i) the FTE; (ii) the unit/xxxx/program (program for community communi- ty nurses only); and (iii) the shift pattern. Shift patterns are identified as days/evenings; days/nights; evenings/nights; days; nights; or evenings. They will then bump to the position held by the junior jun- ior employee with the designated FTE, shift pattern and unit/xxxx/program (program for community nurses only). Employees who are bumped will be served displacement notice and treated in accordance with the provisions of Article 19.01(B). (c) Worksite Bumping Displaced employees will review their bumping options in their own worksite first and follow the bumping procedures proce- dures as listed in (a)-(b) above. (d) Bumping outside of the worksite where applicableDSLA Bumping (i) Should a displaced employee not be able to bump into a position that is comparable, and they do not volunteer volun- xxxx to bump into a non-comparable position, they will be deemed to have exhausted their bumping options at the worksite work-site and may exercise their bumping rights, as above, at other Employer worksiteswithin the DSLA where appropriate under Article 13.03. (ii) A comparable position will be defined as a position that is: (a) within a field of practice sharing a common clinical clin- ical focus (e.g.: medical, surgical, extended care, intensive care, psychiatric care, etc.) with the employee’s pre-displacement field of practice; (b) +/- 0.2 FTE of the employee’s pre-displacement FTE; and (c) does not require the employee to change their status. (iii) An employee exercising bumping rights within the DSLA may bump an employee occupying a compara- ble position with less than seven (7) years seniority or may choose to bump into a non-comparable posi- tion held by an employee with less than seven (7) years seniority. (iv) Should the employee exercising bumping rights with- in the DSLA not have any comparable bump options with less than seven (7) years seniority, they may bump into the most junior comparable position held by an employee with seven (7) years or more seniori- ty on the dovetail seniority list at the worksite cho- sen by the employee. (v) Should no comparable position be available for the displaced employee within the DSLA, the employee may bump into the most junior position held by an employee at the worksite chosen by the employee.

Bumping. (aIn instances where a job is eliminated, the displaced employ- ee(s) Displaced employees can elect shall have the right to bump transfer to a position job in line with seniority (subject to 2(b) in the manner prescribed below), provided the displaced employee has em- ployee currently possesses the capabilities capability and qualifications to perform the duties of the selected new job. A meeting will be arranged between the displaced employee and the employer representative to review the displaced em- ployee’s options. The employee will be made aware of her/his right to have a xxxxxxx present. Xxxxxxx availability will not result in a delay of the displacement meeting. Employees may not bump into a position which results in a promotion except in the following circumstances: • the promoted position sought is one previously held by the employee; or • the result of the promotion is one grade difference; or • the promoted position sought is supervisory and is equiva- lent to the employee’s 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 chooses to bump a grade III, then they shall not have their wage rate protected). (1) An employee exercising a right to bump another employee must advise the Employer within seven (7) 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 work- site within the Dovetailed Seniority List Area (see defini- tions). The Dovetailed seniority list shall include the following information: • worksite, • seniority date for regular employees, • FTE, and • grade. (2) An employee who has received a displacement notice must decide whether to bump another employee, within the time set out in subsection (1), after receiving from the em- ployer 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 com- parable position in a classification that entails performing duties the bumping employee is qualified to perform and capable of performing. (a) An employee who does not have an option under para- graph (3) above may bump a junior employee at their worksite who occupies a position that entails per- forming duties the bumping employee is qualified to perform and capable of performing or (b) Displaced employees will choose An employee may bump the most junior employee of any worksite in the dovetailed seniority list area who occupies a comparable position that entails perform- ing duties the bumping employee is qualified to per- form 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 into by designating: another employee under this Article may be laid off any time after seven (i7) calendar days from the FTE; date on which the employee received the seniority list referred to in paragraph (ii2) the unit/xxxx/program (program for community nurses only); and (iii) the shift pattern. Shift patterns are identified as days/evenings; days/nights; evenings/nights; days; nights; above or evenings. They will then bump to the position held by the junior employee with the designated FTE, shift pattern and unit/xxxx/program (program for community nurses only). Employees who are bumped will be served displacement notice and treated in accordance with the provisions of Article 19.01(B). (c) Worksite Bumping Displaced employees will review their bumping options in their own worksite first and follow the bumping procedures as listed in (a)-(b) above. (d) Bumping outside of the worksite where applicable (i) Should a displaced employee not be able to bump into a position that is comparable, and they do not volunteer to bump into a non-comparable position, they will be deemed to have exhausted their bumping options at the worksite and may exercise their bumping rights, as above, at other Employer worksites. (ii) A comparable position will be defined as a position that is: (a) within a field of practice sharing a common clinical focus (e.g.: medical, surgical, extended care, intensive care, psychiatric care, etc.) with the employee’s pre-displacement field of practice; (b) +/- 0.2 FTE expiry of the employee’s pre-displacement FTE; andnotice period, whichever is later. (c6) does not require An employee may opt, within their notice period, to express an interest in an “unfilled vacancy” or be placed on recall and have her name placed on a casual list at any one worksite within the employee Dovetailed Seniority List Area. In the latter circumstance, her seniority will be transferred to change their statusthe new worksite.

Bumping. (a) Displaced employees who have chosen not to select an available vacancy, or do not have access to a va- cancy, can elect to bump to a position in line with seniority (subject to 2(b2(c) below). (b) In the event that the Employer deems that the dis- placed employee is not qualified for the chosen bump, provided the Employer shall provide the usual unit orientation, education and training to the nurse pro- vided that such usual unit orientation, education and training does not exceed six (6) weeks or as mutually agreed. After the nurse has successfully completed the usual unit orientation, education and training, the nurse will be deemed qualified for the position by the Employer. Nurses who elect to bump into a specialty position must possess the required education. Throughout the term of the nurse’s education and training and until the nurse has commenced employment in their new position, the Employer shall continue to pay the nurse at the same wage rate as that of their previous position and continue to provide benefits. This option is only available to displaced em- ployees once per layoff. If a displaced employee has is unsuccessful following the capabilities and qualifications above options, the employee will be required to perform the duties of the selected bump into a com- parable position. (bc) Displaced employees will choose a position to bump into by designating: (i) the FTE; (ii) the unit/xxxxdepartment/program (program for community com- munity nurses only); and (iii) the shift pattern. Shift patterns are identified as days/evenings; days/nights; evenings/nights; days; nights; or evenings. They will then bump to the position held by the junior employee with the designated FTE, shift pattern and unit/xxxx/department/ program (program for community nurses only). Employees who are bumped will be served displacement notice and treated in accordance with the provisions of Article Ar- ticle 19.01(B). (cd) Worksite Bumping Displaced employees will review their bumping options op- tions in their own worksite first and follow the bumping bump- ing procedures as listed in (a)-(ba)-(c) above. (de) Bumping outside of the worksite where applicable (i) Should a displaced employee not be able to bump into a position that is comparable, and they do not volunteer to bump into a non-comparable position, they will be deemed to have exhausted their bumping options at the worksite and may exercise their bumping rights, as above, at other Employer worksites. (ii) A comparable position will be defined as a position posi- tion that is: (a) within a field of practice sharing a common clinical focus (e.g.: medical, surgical, extended ex- tended care, intensive care, psychiatric care, etc.) with the employee’s pre-displacement dis- placement field of practice; (b) +/- 0.2 FTE of the employee’s pre-displacement displace- ment FTE; and (c) does not require the employee to change their status; and (d) within their pre-displacement wage rate.

Bumping. (a) Displaced employees can elect to bump to a position in line with seniority (subject to 2(b) below), provided the displaced employee has the capabilities and qualifications qualifica- tions to perform the duties of the selected position. (b) Displaced employees will choose a position to bump into by designating: (i) the FTE; (ii) the unit/xxxx/program (program for community nurses only); and (iii) the shift pattern. Shift patterns are identified as days/evenings; days/nights; evenings/nights; days; nights; or evenings. They will then bump to the position held by the junior jun- ior employee with the designated FTE, shift pattern xxx- xxxx and unit/xxxx/program (program for community commu- nity nurses only). Employees who are bumped will be served displacement notice and treated in accordance accor- dance with the provisions of Article 19.01(B). (c) Worksite Bumping Displaced employees will review their The Employer may elect to process all displacements, selection of vacancies and bumps as they occur, or delay the movement of individuals into positions selected until all subsequent postings/bumping options in their own worksite first and follow the bumping procedures as listed in (a)-(b) aboveplace- ments are known. (d) Bumping outside If an employee who has been previously accommod ated as a result of a medically documented disability, is dis- placed or bumped by another employee, Union repre- sentatives and representatives of the worksite where applicableEmployer will meet to find a placement which maintains a reasonable level of accommod ation for the disabled employee, or identify alternative options for the senior employee. (ie) Should a displaced An employee not be able to bump selecting or bumping into a position that is comparable, under Article 19.01(B)(1) or 19.01(B)(2) shall be con- sidered a qualifying employee pursuant to Article 18.04 and they do not volunteer shall be entitled to bump into a non-comparable position, they will be deemed to have exhausted their bumping options at the worksite and may exercise their bumping rights, orientation as above, at other Employer worksitesspecified in Article 18. (ii) A comparable position will be defined as a position that is: (a) within a field of practice sharing a common clinical focus (e.g.: medical, surgical, extended care, intensive care, psychiatric care, etc.) with the employee’s pre-displacement field of practice; (b) +/- 0.2 FTE of the employee’s pre-displacement FTE; and (c) does not require the employee to change their status.

Bumping. (a) Displaced employees can elect to bump to a position in line with seniority (subject to 2(b3(b) below), provided pro- vided the displaced employee has the capabilities and qualifications to perform the duties of the selected position. (b) Displaced employees will choose a position to bump into by designating: (i) the FTE; (ii) the unit/xxxx/program (program for community communi- ty nurses only); and (iii) the shift pattern. Shift patterns are identified as days/evenings; days/nights; evenings/nights; days; nights; or evenings. They will then bump to the position held by the junior jun- ior employee with the designated FTE, shift pattern xxx- xxxx and unit/xxxx/program (program for community commu- nity nurses only). Employees who are bumped will be served displacement notice and treated in accordance accor- dance with the provisions of Article 19.01(B). (c) Worksite Bumping Displaced employees will review their bumping options in their own worksite first and follow the bumping procedures as listed in (a)-(b) above. (d) Bumping outside of the worksite where applicableDSLA Bumping (i) Should a displaced employee not be able to bump into a position that is comparable, and they do not volunteer to bump into a non-comparable com- parable position, they will be deemed to have exhausted their bumping options at the worksite work- site and may exercise their bumping rights, as above, at other Employer worksiteswithin the DSLA where appropriate under Article 13.03. (ii) A comparable position will be defined as a position posi- tion that is: (a) within a field of practice sharing a common com- mon clinical focus (e.g.: medical, surgical, extended care, intensive care, psychiatric care, etc.) with the employee’s pre-displacement displace- ment field of practice; (b) +/- 0.2 FTE of the employee’s pre-displacement displace- ment FTE; and (c) does not require the employee to change their status. (iii) An employee exercising bumping rights within the DSLA may bump an employee occupying a comparable position with less than seven (7) years seniority or may choose to bump into a non-comparable position held by an employee with less than seven (7) years seniority. (iv) Should the employee exercising bumping rights within the DSLA not have any compar- able bump options with less than seven (7) years seniority, they may bump into the most junior comparable position held by an employ- ee with seven (7) years or more seniority on the dovetail seniority list at the worksite chosen by the employee. (v) Should no comparable position be available for the displaced employee within the DSLA, the employee may bump into the most junior posi- tion held by an employee at the worksite cho- sen by the employee.

Bumping. (a) Displaced employees who have chosen not to select an available vacancy, or do not have access to a va- cancy, can elect to bump to a position in line with seniority (subject to 2(b2(c) below). (b) In the event that the Employer deems that the dis- placed employee is not qualified for the chosen bump, provided the Employer shall provide the usual unit orientation, education and training to the nurse pro- vided that such usual unit orientation, education and training does not exceed six (6) weeks or as mutually agreed. After the nurse has successfully completed the usual unit orientation, education and training, the nurse will be deemed qualified for the position by the Employer. Nurses who elect to bump into a specialty position must possess the required education. Throughout the term of the nurse’s education and training and until the nurse has commenced employment in their new position, the Employer shall continue to pay the nurse at the same wage rate as that of their previous position and continue to provide benefits. This option is only available to displaced em- ployees once per layoff. If a displaced employee has is unsuccessful following the capabilities and qualifications above options, the employee will be required to perform the duties of the selected bump into a com- parable position. (bc) Displaced employees will choose a position to bump into by designating: (i) the FTE; (ii) the unit/xxxxdepartment/program (program for community com- munity nurses only); and (iii) the shift pattern. Shift patterns are identified as days/evenings; days/nights; evenings/nights; days; nights; or evenings. They will then bump to the position held by the junior employee with the designated FTE, shift pattern and unit/xxxx/department/ program (program for community nurses only). Employees who are bumped will be served displacement notice and treated in accordance with the provisions of Article Ar- ticle 19.01(B). (cd) Worksite Bumping Displaced employees will review their bumping options op- tions in their own worksite first and follow the bumping bump- ing procedures as listed in (a)-(ba)-(c) above. (de) Bumping outside of the worksite where applicable (i) Should a displaced employee not be able to bump into a position that is comparable, and they do not volunteer to bump into a non-comparable position, they will be deemed to have exhausted their bumping options at the worksite and may exercise their bumping rights, as above, at other Employer worksites. (ii) A comparable position will be defined as a position posi- tion that is: (a) within a field of practice sharing a common clinical focus (e.g.: medical, surgical, extended care, intensive care, psychiatric care, etc.) with the employee’s pre-displacement field of practice; (b) +/- 0.2 FTE of the employee’s pre-displacement FTE; and (c) does not require the employee to change their status.

Bumping. (a) Displaced employees can elect to bump to a position in line with seniority (subject to 2(b3(b) below), provided the displaced employee has the capabilities and qualifications to perform the duties of the selected position. (b) Displaced employees will choose a position to bump into by designating: (i) the FTE; (ii) the unit/xxxx/program (program for community nurses only); and (iii) the shift pattern. Shift patterns are identified as days/evenings; days/nights; evenings/nights; days; nights; or evenings. They will then bump to the position held by the junior employee with the designated FTE, shift pattern and unit/xxxx/program (program for community nurses only). Employees who are bumped will be served displacement notice and treated in accordance with the provisions of Article 19.01(B). (c) Worksite Bumping Displaced employees will review their bumping options in their own worksite first and follow the bumping procedures as listed in (a)-(b) above. (d) Bumping outside of the worksite where applicableDSLA Bumping (i) Should a displaced employee not be able to bump into a position that is comparable, and they do not volunteer to bump into a non-comparable position, they will be deemed to have exhausted their bumping options at the worksite and may exercise their bumping rights, as above, at other Employer worksiteswithin the DSLA where appropriate under Article 13.03. (ii) A comparable position will be defined as a position that is: (a) within a field of practice sharing a common clinical focus (e.g.: medical, surgical, extended care, intensive care, psychiatric care, etc.) with the employee’s pre-displacement field of practice; (b) +/- 0.2 FTE of the employee’s pre-displacement FTE; and (c) does not require the employee to change their status. iii) An employee exercising bumping rights within the DSLA may bump an employee occupying a comparable position with less than seven (7) years seniority or may choose to bump into a non-comparable position held by an employee with less than seven (7) years seniority. iv) Should the employee exercising bumping rights within the DSLA not have any comparable bump options with less than seven (7) years seniority, they may bump into the most junior comparable position held by an employee with seven (7) years or more seniority on the dovetail seniority list at the worksite chosen by the employee. v) Should no comparable position be available for the displaced employee within the DSLA, the employee may bump into the most junior position held by an employee at the worksite chosen by the employee.

Bumping. (a) Displaced employees who have chosen not to select an available vacancy, or do not have access to a vacancy, can elect to bump to a position in line with seniority (subject to 2(b2(c) below), provided . (b) In the event that the Employer deems that the displaced employee is not qualified for the chosen bump, the Employer shall provide the usual unit orientation, education and training to the nurse provided that such usual unit orientation, education and training does not exceed six (6) weeks or as mutually agreed. After the nurse has successfully completed the capabilities usual unit orientation, education and qualifications training, the nurse will be deemed qualified for the position by the Employer. Nurses who elect to perform bump into a specialty position must possess the duties required education. Throughout the term of the selected nurse's education and training and until the nurse has commenced employment in their new position, the Employer shall continue to pay the nurse at the same wage rate as that of their previous position and continue to provide benefits. This option is only available to displaced employees once per layoff. If a displaced employee is unsuccessful following the above options, the employee will be required to bump into a comparable position. (bc) Displaced employees will choose a position to bump into by designating: (i) the FTE; (ii) the unit/xxxxdepartment/program (program for community nurses only); and (iii) the shift pattern. Shift patterns are identified as days/evenings; days/nights; evenings/nights; days; nights; or evenings. They will then bump to the position held by the junior employee with the designated FTE, shift pattern and unit/xxxxdepartment/program (program for community nurses only). Employees who are bumped will be served displacement notice and treated in accordance with the provisions of Article 19.01(B). (cd) Worksite Bumping Displaced employees will review their bumping options in their own worksite first and follow the bumping procedures as listed in (a)-(ba)-(c) above. (de) Bumping outside of the worksite where applicable (i) Should a displaced employee not be able to bump into a position that is comparable, and they do not volunteer to bump into a non-comparable position, they will be deemed to have exhausted their bumping options at the worksite and may exercise their bumping rights, as above, at other Employer worksites. (ii) A comparable position will be defined as a position that is: (a) within a field of practice sharing a common clinical focus (e.g.: medical, surgical, extended care, intensive care, psychiatric care, etc.) with the employee’s pre-pre- displacement field of practice; (b) +/- 0.2 FTE of the employee’s pre-displacement FTE; and (c) does not require the employee to change their status; and (d) within their pre-displacement wage rate.