Common use of Bumping Clause in Contracts

Bumping. (a) The Employee will select a range of bands for placement and bumping purposes. The Employee will be interviewed by the Department of Human Resources and will complete testing where required. Once the assessment process is completed, placement and bumping will commence. (b) An Employee who refuses a job offer will choose regular severance (Article 15.10) or layoff status (Article 15.11). (c) Bumping procedures will be as follows: (i) A review of the positions for bumping will commence with the person with the least seniority in the same band as the position from which the Employee received notice of job closure. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reached. (ii) If the Employer is unable to successfully find a position for which the Employee bumping is qualified, the Employer will attempt placement within other selected bands. (iii) If the Employer is unable to place the Employee within the selected range, the Employer will next review positions for bumping within the range (iv) If the Employer has been unable to successfully find a position into which the Employee can bump, the Employer will then continue to try to place the Employee within the selected range until the end of the notice period. (v) If the Employer has been unable to successfully find a position into which the Employee can bump by the end of the notice period, the Employee will then choose regular severance (Article 15.10) or layoff status (Article 15.11).

Bumping. (a) The Employee will select a range of bands for placement and bumping purposes. The Employee will be interviewed by the Department of Human Resources and will complete testing where required. Once the assessment process is completed, placement and bumping will commence. (b) An Employee who refuses a job offer will choose regular severance (Article 15.10) or layoff status (Article 15.11). (c) Bumping procedures will be as follows: (i) A review of the positions for bumping will commence with the person with the least seniority in the same band as the position from which the Employee received notice of job closure. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reached.with (ii) If the Employer is unable to successfully find a position for which the Employee bumping is qualified, the Employer will attempt placement within other selected bands. (iii) If the Employer is unable to place the Employee within the selected range, the Employer will next review positions for bumping within the range specified beginning with the next lower band. This review will commence with the person with the least seniority. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reached. This process will continue moving downward through the range. (iv) If the Employer has been unable to successfully find a position into which the Employee can bump, the Employer will then continue to try to place the Employee within the selected range until the end of the notice period. (v) If the Employer has been unable to successfully find a position into which the Employee can bump by the end of the notice period, the Employee will then choose regular severance (Article 15.10) or layoff status (Article 15.11).

Bumping. (a) The Employee will select a range of bands for placement and bumping purposes. The Employee will be interviewed by the Department of Human Resources and Employee Relations and will complete testing where required. Once the assessment process is completed, placement and bumping will commence. (b) For the first two-thirds of the Employee's notice period, the Employer will attempt to place an Employee in a vacant position, in accordance with the priority placement procedure set out in Article 15.08 (b and c). If the Employer is unable to place the Employee by priority placement, the Employee may commence bumping procedures for the remaining one-third of the Employee's notice period. (c) An Employee who refuses has refused either an interview or a job offer will choose regular severance (Article 15.10) or layoff status (Article 15.11). (cd) Bumping procedures will be as follows: (i) A review of the positions for bumping will commence with the person with the least seniority in the same band as the position from which the Employee received notice of job closure. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reached. (ii) If the Employer is unable to successfully find a position for which the Employee bumping is qualified, the Employer will attempt placement within other selected bands. (iii) If the Employer is unable to place the Employee within the selected range, the Employer will next review positions for bumping within the range specified beginning with the next lower band. This review will commence with the person with the least seniority. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reached. This process will continue moving downward through the range. (iv) If the Employer has been unable to successfully find a position into which the Employee can bump, the Employer will then continue to try to place the Employee within the selected range until the end of the notice period. (v) If the Employer has been unable to successfully find a position into which the Employee can bump by the end of the notice period, the Employee will then choose regular severance (Article 15.10) or layoff status (Article 15.11).will

Bumping. (a) The Employee will select a range of bands for placement and bumping purposes. The Employee will be interviewed by the Department of Human Resources and Employee Relations and will complete testing where required. Once the assessment process is completed, placement and bumping will commence. (b) For the first two-thirds of the Employee's notice period, the Employer will attempt to place an Employee in a vacant position, in accordance with the priority placement procedure set out in Article 15.08 (b and c). If the Employer is unable to place the Employee by priority placement, the Employee may commence bumping procedures for the remaining one-third of the Employee's notice period. (c) An Employee who refuses has refused either an interview or a job offer will choose regular severance (Article 15.10) or layoff status (Article 15.11). (cd) Bumping procedures will be as follows: (i) A review of the positions for bumping will commence with the person with the least seniority in the same band as the position from which the Employee received notice of job closure. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reached. (ii) If the Employer is unable to successfully find a position for which the Employee bumping is qualified, the Employer will attempt placement within other selected bands. (iii) If the Employer is unable to place the Employee within the selected range, the Employer will next review positions for bumping within the range specified beginning with the next lower band. This review will commence with the person with the least seniority. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reached. This process will continue moving downward through the range. (iv) If the Employer has been unable to successfully find a position into which the Employee can bump, the Employer will then continue to try to place the Employee within the selected range until the end of the notice period. (v) If the Employer has been unable to successfully find a position into which the Employee can bump by the end of the notice period, the Employee will then choose regular severance (Article 15.10) or layoff status (Article 15.11).

Bumping. (a1) The Employee will select Regular employees who receive notice of layoff shall have the right to bump employees with less seniority, providing the bump would not constitute a range of bands for placement and bumping purposes. The Employee will be interviewed by the Department of Human Resources and will complete testing where required. Once the assessment process is completed, placement and bumping will commencepromotion. (b2) An Employee who refuses a job offer will choose regular severance The right to bump, subject to (Article 15.101) or layoff status (Article 15.11). (c) Bumping procedures will above, shall be as followsexercised in the following order: (i) A review of the positions for bumping will commence with the person The employee with the least seniority in at the same band as pay level for whose position he/she has the position from which qualifications to do the Employee received notice of job closure. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reached.shall be bumped; (ii) If the Employer is unable to successfully find (i) above does not result in a position for which the Employee bumping is qualifiedsuccessful bump, the Employer same procedure will attempt placement within other selected bandsbe applied at each lower pay level. (iii3) If Regular Employees who are bumped as a result of (1) and (2) above, shall have the Employer is unable same right to place bump employees with less seniority, providing the Employee within the selected range, the Employer will next review positions for bumping within the range (iv) If the Employer has been unable to successfully find bump would not constitute a position into which the Employee can bump, the Employer will then continue to try to place the Employee within the selected range until the end of the notice periodpromotion. (v4) It is agreed that the probation/trial period specified in Article 31.6 will apply to employees moving into a 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 Article 15.2(d) shall be reapplied. In the event the employee does not have the necessary seniority or qualifications to bump a second time, or he/she has proven to be unsatisfactory in the second job, he/she will be laid off. (5) A regular employee shall notify the Employer in writing within six (6) working days of receiving layoff notice whether bumping rights will be exercised or whether the employee opts for a layoff. (6) If a regular employee opts for a layoff he/she must choose either recall rights in accordance with Article 15.5 or severance pay in accordance with Article 15.8 on the Employer has been unable date the layoff is scheduled to successfully find occur. If a position into which the Employee can bump by the end of the notice period, the Employee will then choose regular severance (Article 15.10) or layoff status (Article 15.11)employee declines to make a selection he/she shall be deemed to have chosen recall rights.

Bumping. When an Employee is laid off in such class in the work force, he or she shall be permitted to exercise his or her seniority rights to bump -- replace an Employee with less seniority. Such Employee may, if he or she so desires, bump any Employee in a lower job classification provided the bumping Employee has greater seniority than the Employee whom he or she bumps and shall be accomplished according to the following procedure: (1) Elimination of a Position in a job series, other than entry level and where an Employee is affected, the following bumping procedure shall apply: (a) The Employee will select least-senior Employee(s) in the lowest class in a range of bands for placement and bumping purposes. The Employee will job series shall be interviewed by the Department of Human Resources and will complete testing where required. Once the assessment process is completed, placement and bumping will commencelaid off first. (b) An Employee who refuses a job offer will Employee(s) in the next-higher class shall be given the option to bid on the vacant Position(s) by total seniority. If no Employee(s) choose regular severance (Article 15.10to take the lower Position, the least-senior Employee(s) or layoff status (Article 15.11)shall be required to fill the lower Position. This procedure shall be followed in each higher class until the Position which was eliminated is reached. (c) Bumping procedures will be as follows: (i) A review of the positions for bumping will commence with the person with Any Employee who is the least seniority senior and who chooses not to take a lower Position shall be placed on the re-employment list and the laid-off Employee in the same band as the position from which the Employee received notice of job closure. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reachedclass so affected shall be rehired if laid off. (ii2) If the Employer When a Position that is unable to successfully find not in a position for which the Employee bumping negotiated job series is qualified, the Employer will attempt placement within other selected bands. (iii) If the Employer is unable to place the Employee within the selected range, the Employer will next review positions for bumping within the range (iv) If the Employer has been unable to successfully find a position into which the Employee can bump, the Employer will then continue to try to place the Employee within the selected range until the end of the notice period. (v) If the Employer has been unable to successfully find a position into which the Employee can bump by the end of the notice periodeliminated, the Employee will then choose regular severance lowest (Article 15.10least-senior) or layoff status (Article 15.11)on the seniority roster shall be laid off first.

Bumping. (a) The Employee will select a range of bands for placement and bumping purposes. The Employee will be interviewed by the Department of Human Resources and will complete testing where required. Once the assessment process is completed, placement and bumping will commence. (b) An Employee who refuses a job offer will choose regular severance (Article 15.10) or layoff status (Article 15.11). (c) Bumping procedures will be as follows: (i) A review An employee whose position is subject to layoff or reduction of hours shall be entitled to bump a junior employee provided the employee is qualified to perform the duties of the positions for bumping will commence with position occupied by the person with the least seniority in the same band as the position from which the Employee received notice of job closure. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reachedjunior employee. (ii) If an employee is in the Employer is unable to successfully find a position process of preparing for which the Employee bumping is qualifiedrequired qualifications at the time of notice of layoff or bumping, the Employer will attempt placement within other selected bandsemployee shall be allowed to bump provided the qualifications are achieved before the scheduled date of assuming the position. (iii) If the Employer is unable to place the Employee within the selected range, the Employer will next review positions for bumping within the rangeFull-time employees may bump any employee. Part-time employees may bump only part-time employees. (iv) If the Employer has been unable to successfully find Where a temporary position into which the Employee can bumpoccupied by a regular employee is terminated, the Employer will then continue employee shall revert to try to place the Employee within the selected range until the end of the notice periodtheir previous position. (v) The employee shall exercise their bumping right by informing the Employer of choice(s) within seven (7) working days of receiving notice under (c) above. Where an employee declines to exercise their right to bump, the right shall be forfeited for that layoff or reduction. (vi) Where an employee exercises the right to bump and subsequently is unable to perform adequately the duties of the position, the employee shall have one further right to bump. This bumping right shall be limited to the most junior employee holding the same hours or less of the bumped position, whose position the employee is qualified to fill. Any layoff which occurs as a result of an employee exercising this bumping right will not be restricted and may occur after September 30. (vii) Employees must occupy their bumped position before the position is considered to be theirs unless serious illness, injury or leave of absence prevents the employee from occupying that position. If the Employer has been unable to successfully find a employee cannot assume their bumped position into which within eight (8) weeks the Employee can bump by the end bumping rights of the notice periodemployee will be deferred until such time the employee can return to work. (viii) If the employee can assume their bumped position in eight (8) weeks or less the bumping process will continue with the incumbents assuming their bumped positions. (ix) If the regular employee is in a temporary posted position at the time of bumping, the Employee will then choose regular severance (Article 15.10) or layoff status (Article 15.11)employee must assume the bumped position.

Bumping. (a) The Employee will select a range of bands for placement and bumping purposes. The Employee will be interviewed by the Department of Human Resources and will complete testing where required. Once the assessment process is completed, placement and bumping will commence. (b) An Employee who refuses a job offer will choose regular severance (Article 15.10) or layoff status (Article 15.11). (c) Bumping procedures will be as follows: (i) A review of the positions for bumping will commence with the person with the least seniority in the same band as the position from which the Employee received Regular employees who receive notice of job closure. If layoff shall have the Employee does right to bump employees with less seniority, providing the bump would not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until constitute a successful position is found or the seniority of the Employee bumping is reachedpromotion. (ii) The right to bump, subject to (1) above, shall be exercised in the following order: (1) The employee with the least seniority at the same pay level for whose position he/she has the qualifications to do the job shall be bumped; (2) If the Employer is unable to successfully find (1) above does not result in a position for which the Employee bumping is qualifiedsuccessful bump, the Employer same procedure will attempt placement within other selected bandsbe applied at each lower pay level. (iii) If Regular Employees who are bumped as a result of (i) and (ii) above, shall have the Employer is unable same right to place bump employees with less seniority, providing the Employee within the selected range, the Employer will next review positions for bumping within the rangebump would not constitute a promotion. (iv) If It is agreed that the Employer probation/trial period specified in Article 30.6(a) will apply to employees moving into a 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 Article 15.2(d) shall be reapplied. In the event the employee does not have the necessary seniority or qualifications to bump a second time, or he has been unable proven to successfully find a position into which be unsatisfactory in the Employee can bumpsecond job, the Employer he will then continue to try to place the Employee within the selected range until the end of the notice periodbe laid off. (v) If A regular employee shall notify the Employer has been unable in writing within five (5) days of receiving layoff notice whether bumping rights will be exercised or whether the employee opts for a layoff. (vi) If a regular employee opts for a layoff he must choose either re-call rights in accordance with Article 15.5 or severance pay in accordance with Article 15.8 on the date the layoff is scheduled to successfully find occur. If a position into which the Employee can bump by the end of the notice period, the Employee will then choose regular severance (Article 15.10) or layoff status (Article 15.11)employee declines to make a selection he shall be deemed to have chosen recall rights.

Bumping. (a) The Employee will select a range of bands for placement and bumping purposes. The Employee will be interviewed by the Department of Human Resources and will complete testing where required. Once the assessment process is completed, placement and bumping will commence. (b) An Employee who refuses a job offer will choose regular severance (Article 15.10) or layoff status (Article 15.11). (c) Bumping procedures will be as follows: (i) A review of the positions for bumping will commence with the person with the least seniority in the same band as the position from which the Employee received notice of job closure. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reached. (ii) If the Employer is unable to successfully find a position for which the Employee bumping is qualified, the Employer will attempt placement within other selected bands. (iii) If the Employer is unable to place the Employee within the selected range, the Employer will next review positions for bumping within the range specified beginning with the next lower band. This review will commence with the person with the least seniority. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reached. This process will continue moving downward through the range. (iv) If the Employer has been unable to successfully find a position into which the Employee can bump, the Employer will then continue to try to place the Employee within the selected range until the end of the notice period. (v) If the Employer has been unable to successfully find a position into which the Employee can bump by the end of the notice period, the Employee will then choose regular severance (Article 15.10) or layoff status (Article 15.11). (d) Any Employee who is displaced due to a bump will receive formal written notice of at least four (4) weeks or such longer notice as is specified in the Employment Standards Act. Article 15.06 will apply.

Bumping. (a) The Employee will select a range of bands for placement and bumping purposes. The Employee will be interviewed by the Department of Human Resources and will complete testing where required. Once the assessment process is completed, placement and bumping will commence. (b) An Employee who refuses a job offer will choose regular severance (Article 15.10) or layoff status (Article 15.11). (c) Bumping procedures will be as follows:‌ (i) A review An employee whose position is subject to layoff or reduction of hours shall be entitled to bump a junior employee provided the employee is qualified to perform the duties of the positions for bumping will commence with position occupied by the person with the least seniority in the same band as the position from which the Employee received notice of job closure. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reachedjunior employee. (ii) If an employee is in the Employer is unable to successfully find a position process of preparing for which the Employee bumping is qualifiedrequired qualifications at the time of notice of layoff or bumping, the Employer will attempt placement within other selected bandsemployee shall be allowed to bump provided the qualifications are achieved before the scheduled date of assuming the position. (iii) If the Employer is unable to place the Employee within the selected range, the Employer will next review positions for bumping within the rangeFull-time employees may bump any employee. Part-time employees may bump only part-time employees. (iv) If the Employer has been unable to successfully find Where a temporary position into which the Employee can bumpoccupied by a regular employee is terminated, the Employer will then continue employee shall revert to try to place the Employee within the selected range until the end of the notice periodtheir previous position. (v) The employee shall exercise their bumping right by informing the Employer of choice(s) within seven (7) working days of receiving notice under (c) above. Where an employee declines to exercise their right to bump, the right shall be forfeited for that layoff or reduction. (vi) Where an employee exercises the right to bump and subsequently is unable to perform adequately the duties of the position, the employee shall have one further right to bump. This bumping right shall be limited to the most junior employee holding the same hours or less of the bumped position, whose position the employee is qualified to fill. Any layoff which occurs as a result of an employee exercising this bumping right will not be restricted and may occur after September 30. (vii) Employees must occupy their bumped position before the position is considered to be theirs unless serious illness, injury or leave of absence prevents the employee from occupying that position. If the Employer has been unable to successfully find a employee cannot assume their bumped position into which within eight (8) weeks the Employee can bump by the end bumping rights of the notice periodemployee will be deferred until such time the employee can return to work. (viii) If the employee can assume their bumped position in eight (8) weeks or less the bumping process will continue with the incumbents assuming their bumped positions. (ix) If the regular employee is in a temporary posted position at the time of bumping, the Employee will then choose regular severance (Article 15.10) or layoff status (Article 15.11)employee must assume the bumped position.

Bumping. ‌ (a) The Employee will select Regular employees who receive notice of layoff shall have the right to bump employees with less seniority, providing the bump would not constitute a range of bands for placement and bumping purposes. The Employee will be interviewed by the Department of Human Resources and will complete testing where required. Once the assessment process is completed, placement and bumping will commencepromotion. (b) An Employee who refuses The right to bump, subject to (a) above, shall be exercised in the following order: (1) The employee with the least seniority at the same pay level for whose position he/she has the qualifications to do the job shall be bumped; (2) If (1) above does not result in a job offer successful bump, the same procedure will choose regular severance (Article 15.10) or layoff status (Article 15.11)be applied at each lower pay level. (c) Bumping procedures will be Regular Employees who are bumped as follows: a result of (i1) A review of the positions for bumping will commence with the person with the least seniority in and (2) above, shall have the same band as right to bump employees with less seniority, providing the position from which the Employee received notice of job closure. If the Employee does bump would not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until constitute a successful position is found or the seniority of the Employee bumping is reachedpromotion. (iid) If the Employer It is unable to successfully find agreed that where an employee exercises their bumping rights and is placed in a position for which the Employee bumping is qualifiedtemporary position, the Employer employer will attempt placement within other selected bandsmake every reasonable effort to assist the employee in obtaining a regular position. (iiie) If It is agreed that the Employer probation/trial period specified in Clause 31.6 - Trial Period will apply to employees moving into a new job as a result of bumping. In the event the employee proves to be unsatisfactory in the new job and is unable 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 have the necessary seniority or qualifications to place bump a second time, or he/she has proven to be unsatisfactory in the Employee within the selected rangesecond job, the Employer he/she will next review positions for bumping within the range (iv) If the Employer has been unable to successfully find a position into which the Employee can bump, the Employer will then continue to try to place the Employee within the selected range until the end of the notice periodbe laid off. (vf) 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 Employer has been unable date the layoff is scheduled to successfully find occur. If a position into which the Employee can bump by the end of the notice period, the Employee will then choose regular severance (Article 15.10) or layoff status (Article 15.11)employee declines to make a selection he/she shall be deemed to have chosen recall rights.

Bumping. (a) The Employee will select a range of bands for placement and bumping purposes. The Employee will be interviewed by the Department of Human Resources and will complete testing where required. Once the assessment process is completed, placement and bumping will commence. (b) For the first two-thirds of the Employee's notice period, the Employer will attempt to place an Employee in a vacant position, in accordance with the priority placement procedure set out in Article 15.08 (b and c). If the Employer is unable to place the Employee by priority placement, the Employee may commence bumping procedures for the remaining one-third of the Employee's notice period. (c) An Employee who refuses has refused either an interview or a job offer will choose regular severance (Article 15.10) or layoff status (Article 15.11). (cd) Bumping procedures will be as follows: (i) A review of the positions for bumping will commence with the person with the least seniority in the same band as the position from which the Employee received notice of job closure. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reached. (ii) If the Employer is unable to successfully find a position for which the Employee bumping is qualified, the Employer will attempt placement within other selected bands. (iii) If the Employer is unable to place the Employee within the selected range, the Employer will next review positions for bumping within the range specified beginning with the next lower band. This review will commence with the person with the least seniority. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reached. This process will continue moving downward through the range. (iv) If the Employer has been unable to successfully find a position into which the Employee can bump, the Employer will then continue to try to place the Employee within the selected range until the end of the notice period. (v) If the Employer has been unable to successfully find a position into which the Employee can bump by the end of the notice period, the Employee will then choose regular severance (Article 15.10) or layoff status (Article 15.11).

Bumping. (a) The Employee will select a range of bands for placement and bumping purposes. The Employee will be interviewed by the Department of Human Resources and will complete testing where required. Once the assessment process is completed, placement and bumping will commence. (b) An Employee who refuses a job offer will choose regular severance (Article 15.10) or layoff status (Article 15.11). (c) Bumping procedures will be as follows: (i) A review of the positions for bumping will commence with the person with the least seniority in the same band as the position from which the Employee received notice of job closure. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reached. (ii) If the Employer is unable to successfully find a position for which the Employee bumping is qualified, the Employer will attempt placement within other selected bands. (iii) If the Employer is unable to place the Employee within the selected range, the Employer will next review positions for bumping within the rangerange specified beginning with the next lower band. This review will commence with the person with the least seniority. If the Employee does not meet the (iv) If the Employer has been unable to successfully find a position into which the Employee can bump, the Employer will then continue to try to place the Employee within the selected range until the end of the notice period. (v) If the Employer has been unable to successfully find a position into which the Employee can bump by the end of the notice period, the Employee will then choose regular severance (Article 15.10) or layoff status (Article 15.11).

Bumping. (a) The Employee will select a range of bands for placement and bumping purposes. The Employee will be interviewed by the Department of Human Resources and will complete testing where required. Once the assessment process is completed, placement and bumping will commence. (b) An Employee who refuses a job offer will choose regular severance (Article 15.10) or layoff status (Article 15.11). (c) Bumping procedures will be as follows: (i) A review of the positions for bumping will commence with the person with the least seniority in the same band as the position from which the Employee received Regular employees who receive notice of job closure. If lay-off shall have the Employee does right to bump employees with less seniority, providing the bump would not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until constitute a successful position is found or the seniority of the Employee bumping is reachedpromotion. (ii) The right to bump, subject to (1) above, shall be exercised in the following order: (1) The employee with the least seniority at the same pay level for whose position he/she has the qualifications to do the job shall be bumped; (2) If the Employer is unable to successfully find (1) above does not result in a position for which the Employee bumping is qualifiedsuccessful bump, the Employer same procedure will attempt placement within other selected bandsbe applied at each lower pay level. (iii) If Regular Employees who are bumped as a result of(i) and (ii) above, shall have the Employer is unable same right to place bump employees with less seniority, providing the Employee within the selected range, the Employer will next review positions for bumping within the rangebump would not constitute a promotion. (iv) If It is agreed that the Employer trial period specified in Article 30.05 (a) will apply to employees moving into a 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 Article 15.01(d) shall be reapplied. In the event the employee does not have the necessary seniority or qualifications to bump a second time, or he has been unable proven to successfully find a position into which be unsatisfactory in the Employee can bumpsecond job, the Employer he will then continue to try to place the Employee within the selected range until the end of the notice periodbe laid off. (v) If A regular employee shall notify the Employer has been unable in writing within five (5) days of receiving lay-off notice whether bumping rights will be exercised or whether the employee opts for a lay-off. (vi) If a regular employee opts for a lay-off he must choose either re-call rights in accordance with Article 15.04 or severance pay in accordance with Article 15.07 on the date the lay- off is scheduled to successfully find occur. If a position into which the Employee can bump by the end of the notice period, the Employee will then choose regular severance (Article 15.10) or layoff status (Article 15.11)employee declines to make a selection he shall be deemed to have chosen re-call rights.