Common use of Displacement Avoidance Clause in Contracts

Displacement Avoidance. 1. The objective of this subsection is to ensure that bargaining unit employees have preference over contract employees consistent with, but not limited to the following principles: a. The duties at issue are consistent with the bargaining unit employee’s classification; b. The bargaining unit employee is qualified to perform the job; and, c. There is no disruption in services. 2. To avoid or mitigate bargaining unit employee displacement for lack of work, the appointing power shall review all existing personal services contracts to determine if work consistent with the affected employee’s classification is being performed by a contractor. Displacement includes layoff, involuntary demotion, involuntary transfer to a new class, involuntary transfer to a new location requiring a change of residence, and time base reductions. If the Union and the department that review personal services contracts determine that the terms and purpose of the contract permit the State to assign the work to a bargaining unit employee who would otherwise be displaced, this shall be implemented consistent with the other terms of this section. The State and the Union shall meet and confer for purposes of entering into an agreement about the means by which qualified employees are notified and provided with such assignments. This shall include developing a process that ensures that savings realized by terminating the contract and reassigning the work to a bargaining unit employee to avoid displacement, are utilized to offset that employee’s moving and relocation costs, the amount of which shall be consistent with the Moving/Relocation section of the parties’ collective bargaining agreement.

Displacement Avoidance. 1. The objective of this subsection is to ensure that bargaining unit employees have preference over contract employees consistent with, but not limited to the following principles:. a. (a) The duties at issue are consistent with the bargaining unit employee’s classification; b. (b) The bargaining unit employee is qualified to perform the job; and, c. (c) There is no disruption in services. 2. To avoid or mitigate bargaining unit employee displacement for lack of work, the appointing power shall review all existing personal services contracts to determine if work consistent with the affected employee’s classification is being performed by a contractor. Displacement includes layoff, involuntary demotion, involuntary transfer to a new class, involuntary transfer to a new location requiring a change of residence, and time base reductions. If the Union and the department Department that review personal services contracts determine that the terms and purpose of the contract permit the State to assign the work to a bargaining unit employee who would otherwise be displaced, this shall be implemented consistent with the other terms of this section. The State and the Union shall meet and confer for purposes of entering into an agreement about the means by which qualified employees are notified and provided with such assignments. This shall include developing a process that ensures that savings realized by terminating the contract and reassigning the work to a bargaining unit employee to avoid displacement, are utilized to offset that employee’s moving and relocation costs, the amount of which shall be consistent with the Moving/Relocation section of the parties’ collective bargaining agreement.

Displacement Avoidance. 1. The objective of this subsection is to ensure that bargaining unit Unit 10 employees have preference over contract employees consistent with, but not limited to the following principles: a. The duties at issue are consistent with the bargaining unit Unit 10 employee’s classification; b. The bargaining unit Unit 10 employee is qualified to perform the job; and, c. There is no disruption in services. 2. To avoid or mitigate bargaining unit Unit 10 employee displacement for lack of work, the appointing power shall review all existing personal services contracts to determine if work consistent with the affected employee’s classification is being performed by a contractor. Displacement includes layoff, involuntary demotion, involuntary transfer to a new class, involuntary transfer to a new location requiring a change of residence, and time base reductions. If the Union union and the department that review reviews personal services contracts determine determines that the terms and purpose of the contract permit the State to assign the work to a bargaining unit Unit 10 employee who would otherwise be displaced, this shall be implemented consistent with the other terms of this section. The State and the Union CAPS shall meet and confer for purposes of entering into an agreement about the means by which qualified employees are notified and provided with such assignments. This shall include developing a process that ensures that savings realized by terminating the contract and reassigning the work to a bargaining unit Unit 10 employee to avoid displacement, are utilized to offset that employee’s moving and relocation costs, the amount of for which shall be consistent with the Moving/Relocation section Section 6.2 of the parties’ collective bargaining agreement.

Displacement Avoidance. 1. The objective of this subsection is to ensure that bargaining unit Unit 16 employees have preference over contract employees consistent with, but not limited to the following principles:. a. The duties at issue are consistent with the bargaining unit Unit 16 employee’s classification; b. The bargaining unit Unit 16 employee is qualified to perform the job; , and,; c. There is no disruption in services. 2. To avoid or mitigate bargaining unit Unit 16 employee displacement for lack of work, the appointing power shall review all existing personal services contracts to determine if work consistent with the affected employee’s classification is being performed by a contractor. Displacement includes layoff, involuntary demotion, involuntary transfer to a new class, involuntary transfer to a new location requiring a change of residence, and time base based reductions. If the Union and the department joint labor/management committee that review reviews personal services contracts determine determines that the terms and purpose of the contract permit the State to assign the work to a bargaining unit Unit 16 employee who would otherwise be displaced, this shall be implemented consistent with the other terms of this section. The State and the Union UAPD shall meet and confer for purposes of entering into an agreement about the means by which qualified employees are notified and provided with such assignments. This shall include developing a process that ensures that savings realized by terminating the contract and reassigning the work to a bargaining unit Unit 16 employee to avoid displacement, are utilized to offset that employee’s moving and relocation costs, the amount of which shall be consistent with the Moving/Relocation section Section 10.3 of the parties’ collective bargaining agreement.

Displacement Avoidance. 1. The objective of this subsection is to ensure that bargaining unit employees have preference over contract employees consistent with, but not limited to the following principles:. a. The duties at issue are consistent with the bargaining unit employee’s classification; b. The bargaining unit employee is qualified to perform the job; and, c. There is no disruption in services. 2. To avoid or mitigate bargaining unit employee displacement for lack of work, the appointing power shall review all existing personal services contracts to determine if work consistent with the affected employee’s classification is being performed by a contractor. Displacement includes layoff, involuntary demotion, involuntary transfer to a new class, involuntary transfer to a new location requiring a change of residence, and time base reductions. If the Union and the department Department that review personal services contracts determine that the terms and purpose of the contract permit the State to assign the work to a bargaining unit employee who would otherwise be displaced, this shall be implemented consistent with the other terms of this section. The State and the Union shall meet and confer for purposes of entering into an agreement about the means by which qualified employees are notified and provided with such assignments. This shall include developing a process that ensures that savings realized by terminating the contract and reassigning the work to a bargaining unit employee to avoid displacement, are utilized to offset that employee’s moving and relocation costs, the amount of which shall be consistent with the Moving/Relocation section of the parties’ collective bargaining agreement.