Displacement and Bumping. In instances where a job is eliminated, the displaced employee(s) shall have the right to fill a vacancy or bump into 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. A meeting will be arranged between the displaced employee and the Employer representative to review the displaced employee’s options. The employee will be made aware of their 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 equivalent to the employee’s eliminated supervisory position. Article 10.01 (b) is applied to bumps into promoted positions. (1) The Employer will provide the employee access to a list of vacancies and positions in the Health Authority/Health Organization. The list of vacancies and positions shall include the following information: • job title, • worksite, • seniority date for regular employees, • FTE, and • Grade/Grid Level. (2) An employee exercising a right to bump another employee or to fill a vacancy must advise the Employer of the position or vacancy they have elected to fill or bump within seven (7) calendar days after receiving the list of vacancies and positions referred to in subsection (1). (3) Displaced employees have priority access to all vacancies in the Health Authority/Health Organization. Article 10.01 applies as between displaced employees. (4) A displaced employee exercising seniority under subsection (2) must fill a comparable vacancy or bump a junior employee in a comparable position at their work site and at the same Grid Level/Grade as the position from which the employee was displaced. (5) A displaced employee who does not have an option under subsection (4) above may fill any vacancy or bump any junior employee in the Health Authority/Health Organization. (6) A displaced employee from an affiliate Employer who does not have an option under subsection (4) will be given first consideration on any external vacancies at another Health Authority/Health Organization. (7) A displaced employee who fails to exercise their obligation or right to fill a vacancy or bump an employee under subsection (4), (5), or (6) will be laid off. (8) Employees who choose to fill a comparable vacancy or bump a junior employee in a comparable position in the Health Authority/Health Organization that is at a lower Grid Level/Grade than that which is available to them will not receive wage protection, (e.g., if a Grade VI Respiratory Therapist (Grid Level 14) could bump a Grade V (Grid Level 13) position or fill a Grade V (Grid Level 13) vacancy anywhere within the Health Authority/Health Organization but elects to fill a Grade III (Grid Level 9) vacancy or bump a Grade III (Grid Level 9) position would be paid at Grade III (Grid Level 9)). (9) Employees who choose to fill a vacancy or bump into a position that is not comparable, when work is available in a comparable position or a vacancy shall not be entitled to wage protection. (10) Notwithstanding subsection (8) and (9), an employee is not required to fill a vacancy or bump into a position that is located outside of their geographic area as set out in Appendix 20 – Memorandum of Understanding re Geographic Areas or fill a vacancy or bump into a position that is not comparable, to maintain wage protection. (11) An employee may opt, within their notice period, to be placed on recall and register on a casual list(s) at work locations within the Health Authority/Health Organization.
Appears in 9 contracts
Samples: Provincial Agreement, Provincial Agreement, Provincial Agreement
Displacement and Bumping. In instances where a job is eliminated, the displaced employee(s) shall have the right to fill a vacancy or bump into 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. A meeting will be arranged between the displaced employee and the Employer representative to review the displaced employee’s options. The employee will be made aware of their 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 equivalent to the employee’s eliminated supervisory position.
Article 10.01 (b) is applied to bumps into promoted positions.
(1) The Employer will provide the employee access to a list of vacancies and positions in the Health Authority/Health Organization. The list of vacancies and positions shall include the following information: • job title, • worksite, • seniority date for regular employees, • FTE, and • Grade/Grid Level.
(2) An employee exercising a right to bump another employee or to fill a vacancy must advise the Employer of the position or vacancy they have elected to fill or bump within seven (7) calendar days after receiving the list of vacancies and positions referred to in subsection (1).
(3) Displaced employees have priority access to all vacancies in the Health Authority/Health Organization. Article 10.01 applies as between displaced employees.
(4) A displaced employee exercising seniority under subsection (2) must fill a comparable vacancy or bump a junior employee in a comparable position at their work site and at the same Grid Level/Grade as the position from which the employee was displaced.
(5) A displaced employee who does not have an option under subsection (4) above may fill any vacancy or bump any junior employee in the Health Authority/Health Organization.
(6) A displaced employee from an affiliate Employer who does not have an option under subsection (4) will be given first consideration on any external vacancies at another Health Authority/Health Organization.
(7) A displaced employee who fails to exercise their obligation or right to fill a vacancy or bump an employee under subsection (4), (5), or (6) will be laid off.
(8) Employees who choose to fill a comparable vacancy or bump a junior employee in a comparable position in the Health Authority/Health Organization that is at a lower Grid Level/Grade than that which is available to them will not receive wage protection, (e.g., if a Grade VI Respiratory Therapist (Grid Level 14) could bump a Grade V (Grid Level 13) position or fill a Grade V (Grid Level 13) vacancy anywhere within the Health Authority/Health Organization but elects to fill a Grade III (Grid Level 9) vacancy or bump a Grade III (Grid Level 9) position would be paid at Grade III (Grid Level 9)).
(9) Employees who choose to fill a vacancy or bump into a position that is not comparable, when work is available in a comparable position or a vacancy shall not be entitled to wage protection.
(10) Notwithstanding subsection (8) and (9), an employee is not required to fill a vacancy or bump into a position that is located outside of their geographic area as set out in Appendix 20 – Memorandum of Understanding re Geographic Areas or fill a vacancy or bump into a position that is not comparable, to maintain wage protection.
(11) An employee may opt, within their notice period, to be placed on recall and register on a casual list(s) at work locations within the Health Authority/Health Organization.
Appears in 2 contracts
Samples: Provincial Agreement, Provincial Agreement
Displacement and Bumping. In instances where a job is eliminated, the displaced employee(s) shall have the right to fill a vacancy or bump into 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. A meeting will be arranged between the displaced employee and the Employer employer representative to review the displaced employee’s options. The employee will be made aware of their 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 equivalent to the employee’s eliminated supervisory position.
Article 10.01 (b) is applied to bumps into promoted positions.
(1) The Employer will provide the employee access to a list of vacancies and positions in the Health Authority/Health Organization. The list of vacancies and positions shall include the following information: • job title, • worksite, • seniority date for regular employees, • FTE, and • Grade/Grid Level.:
(2) An employee exercising a right to bump another employee or to fill a vacancy must advise the Employer of the position or vacancy they have elected to fill or bump within seven (7) calendar days after receiving the list of vacancies and positions referred to in subsection (1).
(3) Displaced employees have priority access to all vacancies in the Health Authority/Health Organization. Article 10.01 applies as between displaced employees.
(4) A displaced employee exercising seniority under subsection (2) must fill a comparable vacancy or bump a junior employee in a comparable position at their work site and at the same Grid Level/Grade as the position from which the employee was displaced.
(5) A displaced employee who does not have an option under subsection (4) above may fill any vacancy or bump any junior employee in the Health Authority/Health Organization.
(6) A displaced employee from an affiliate Employer who does not have an option under subsection (4) will be given first consideration on any external vacancies at another Health Authority/Health Organization.
(7) A displaced employee who fails to exercise their his/her obligation or right to fill a vacancy or bump an employee under subsection (4), ) or (5), or (6) will be laid off.
(8) 7) Employees who choose to fill a comparable vacancy or bump a junior employee in a comparable position in the Health Authority/Health Organization that is at a lower Grid Level/Grade than that which is available to them will not receive wage protection, (e.g., if a Grade VI Respiratory Therapist (Grid Level 14) could bump a Grade V (Grid Level 13) position or fill a Grade V (Grid Level 13) vacancy anywhere within the Health Authority/Health Organization but elects to fill a Grade III (Grid Level 9) vacancy or bump a Grade III (Grid Level 9) position would be paid at Grade III (Grid Level 9)).
(9) 8) Employees who choose to fill a vacancy or bump into a position that is not comparable, when work is available in a comparable position or a vacancy shall not be entitled to wage protection.
(109) Notwithstanding subsection (8) 7 and (9)8, an employee is not required to fill a vacancy or bump into a position that is located outside of their geographic area as set out in Appendix 20 – Memorandum of Understanding re Geographic Areas or fill a vacancy or bump into a position that is not comparable, to maintain wage protection.
(1110) An employee may opt, within their notice period, to be placed on recall and register on a casual list(s) at work locations within the Health Authority/Health Organization.
Appears in 1 contract
Samples: Provincial Agreement
