Displacement of Employee (Bump Sample Clauses

Displacement of Employee (Bump a) If the most suitable option is to displace an employee with less seniority, the Employer will displace the least senior incumbent within the current geographic location in the following order: i. Another position for which the employee meets the minimum requirements, at their current salary grade. ii. A position previously held by the employee in which they performed satisfactorily. Where more than one position is suitable, the position closest to the employee’s current salary grade maximum will be given first consideration, or where more favourable to the employee, Another position for which the employee meets the minimum requirements below their current salary grade. Where more than one position is suitable, the position closest (at or below) the employee’s current salary grade maximum will be given first consideration. b) Where options 1 or 2 do not exist, the employer will, within the current geographic location, displace the least senior incumbent occupying any other position the employee is qualified to perform with minimal or no training. c) If no position is available in the employee’s current geographic location, and should the employee wish to relocate, the employer will consider the same options as in 6.07 (a) (1) and (2) above in locations for which the employee has, in writing, expressed a preference. d) Minimum requirements refers to entry level skills required to perform the position being bumped into; • The employer will determine whether the impacted employee has met the “established” minimum requirements through a systematic review of the employee’s knowledge, skills and experience gained through WSIB employment along with any additional information provided by the affected employees. e) Minimal or no training may include either “classroom” or “on the job training” to meet the established job requirements as set out above under section (d); • The employer will give first consideration to positions the employee is able to perform with no training. Should training be required, it will be applied as follows: i. Up to 2 weeks for positions at or below salary grade 830 ii. Up to 4 weeks for positions at 835 and up to and including 855
Sample 1Sample 2
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Displacement of Employee (Bump a) If the most suitable option is to displace an employee with less seniority, the Employer will displace the least senior incumbent within the current geographic location in the position identified as the most suitable placement. b) If no position is available in the employee’s current geographic location, and the notice period has expired, and should the employee wish to relocate, the Employer will consider the same option as in 6.12 (a) above in locations for which the employee has, in writing, expressed a preference. c) A suitable displacement includes placement into a position closest to the employees’ current affected salary grade maximum with training (see Article 6.10) as required and a trial period. (see Article 5.14) d) Unilingual and bilingual positions will be considered the same where no opportunity to displace a less senior employee exists to ensure a more senior employee is not laid off.
Sample 1
Displacement of Employee (Bump. If the most suitable option is to displace an employee with less seniority, the Employer will displace the least senior incumbent within the current geographic location in the following order: Another position for which the employee meets the minimum requirements, at their current salary grade. A position previously held by the employee in which they performed satisfactorily. Where more than one position is suitable, the position closest the employee’s current salary grade maximum will be given first consideration, or where more favourable to the employee, Another position for which the employee meets the minimum requirements below their current salary grade. Where more than one position is suitable, the position closest (at or below) the employee’s current salary grade maximum will be given first consideration.
Sample 1
Displacement of Employee (Bump a) If the most suitable option is to displace an employee with less seniority, the Employer will displace the least senior incumbent within the current geographic location in the following order: 1. A position previously held by the employee in which they performed satisfactorily. Where more than one position is suitable, the position closest to the employee’s current salary grade maximum will be given first consideration. 2. Another position for which the employee meets the minimum requirements, at or below their current salary grade. Where more than one position is suitable, the position closest to the employee’s current salary grade maximum will be given first consideration. b) Where options 1 or 2 do not exist, the employer will, within the current geographic location, displace the least senior incumbent occupying any other position the employee is qualified to perform with minimal or no training. c) If no position is available in the employee’s current geographic location, and should the employee wish to relocate, the employer will consider the same options as in 6.06 (a)(1) and (2) above in locations for which the employee has, in writing, expressed a preference.
Sample 1

Related to Displacement of Employee (Bump

  • Removal of Employees City may request Contractor immediately remove from assignment to the City any employee found unfit to perform duties at the City. Contractor shall comply with all such requests.

  • Employment of Employee (a) Except as provided in Sections 2(b), 2(c) and 2(d), nothing in this Agreement shall affect any right which Employee may otherwise have to terminate Employee's employment, nor shall anything in this Agreement affect any right which the Company may have to terminate Employee's employment at any time in any lawful manner. (b) In the event of a Potential Change in Control, to be entitled to receive the benefits provided by this Agreement, Employee will not voluntarily leave the employ of the Company, and will continue to perform Employee's regular duties and the services specified in the recitals of this Agreement until the Change in Control Date. Should Employee voluntarily terminate employment prior to the Change in Control Date, this Agreement shall lapse upon such termination and be of no further force or effect. (c) If Employee's employment terminates on or after the Change in Control Date, the Company will provide to Employee the payments and benefits as provided in Sections 3 and 4. (d) If Employee's employment is terminated by the Company prior to the Change in Control Date but on or after a Potential Change in Control Date, then the Company will provide to Employee the payments and benefits as provided in Sections 3 and 4 unless the Company reasonably demonstrates that Employee's termination of employment neither (i) was at the request of a third party who has taken steps reasonably calculated to effect a Change in Control nor (ii) arose in connection with or in anticipation of a Change in Control. Solely for purposes of determining the timing of payments and the provision of benefits in Sections 3 and 4 under the circumstances described in this Section 2(d), Employee's date of termination shall be deemed to be the Change in Control Date.

  • CONTRACT OF EMPLOYMENT 22.1 At the point of engagement of each Employee, the Employer must inform the person in writing whether the engagement is on a permanent, casual or job share basis, stating by whom the Employee is employed, the job performed, the classification level, office from which they are engaged and the relevant rate of pay. Employees may relocate and transfer their office of engagement provided that there has been consultation between the Parties and it is agreed in writing between the Employer and the Employee. Each new Employee shall upon commencement also be provided with a copy of this Agreement, or alternatively, access to the Agreement in electronic format at the discretion of the Employee. 22.2 The Employer may direct an Employee to carry out such duties as are reasonably within the limits of the Employee's skill, competence and training consistent with the Employee's classification provided that such duties do not promote deskilling. 22.3 If an Employee is absent from work for a period for which they have or will claim workers' compensation, the Employee's contract of employment shall remain intact during the period of absence. The Employer shall continue to make contributions (and where applicable, reports of service) on behalf of the Employee to BUSSQ, XXXX, BEWT, CIPQ and Qleave or NTBuild or other funds nominated herein. The Employee shall also continue to accrue all appropriate leave entitlements for the first twelve months of the Employee's absence due to the workers compensation claim.

  • Statement of Employment An employer shall, in the event of termination of employment, provide upon request to the employee who has been terminated a written statement specifying the period of employment and the classification or type of work performed by the employee.

  • End of Employment If the employment of an employee who is eligible for the bonus ends before annual payment of the bonus, then 1/12 of the sum that was last paid to the employee in seniority bonus shall be paid to the employee at the time of the final wage payment for each month for which the employee has earned annual holiday as of the start of the preceding December.

  • Non-Recruitment of Employees During the Restricted Period, Executive will not, directly or indirectly, solicit, recruit or induce any Employee to (i) terminate his or her employment relationship with the Company or any of its Subsidiaries or (ii) work for any other person or entity engaged in the Business.

  • DISCIPLINE OF EMPLOYEES Section 1: All charges preferred by the Employer against its employees for violation of its rules or other offenses must be preferred within five (5) days after any such alleged violation or offense has been made known to the official or officials of the Employer or their designees. If the charges are not preferred within the time limits set forth herein, such alleged violation or offense shall be forever barred and extinguished, provided, however, that any violation of the rules pertaining to the mishandling of fares or mis-appropriation of the Employer's funds or property shall not come within the scope of the foregoing provisions of this Section. Additionally, any discipline meted out in other than fare violations must be begun within five (5) days of notification to the employee. Section 2: If any employee is charged with an offense involving the mishandling of fares, drunkenness, possession or use of an illegal substance or the misappropriation of the Employer's funds or property, neither such charges nor discipline meted out in connection therewith shall be subject to the grievance and arbitration procedures provided for in this Agreement unless and until the grievance and/or demands for arbitration in such cases be accompanied by a signed authorization from the employee involved releasing the Employer and the Union to submit any and all information and facts pertaining to the case to whomever they may concern. Section 3: When the Employer disciplines an employee and/or places a written entry of the incident in the employee's file, the employee and Union involved shall be furnished a copy of the entry. An employee may examine and copy from his/her own employee file at any reasonable time. After thirty (30) months all materials pertaining to discipline in an employee's file will not be used for disciplinary purposes. Section 4: If, as a result of investigation or upon appeal, the discipline, suspension or dismissal of an employee is found to have been without just cause, his/her record of the alleged offense will be cleared, and if time has been lost, the employee will be paid for such loss of time by the Employer in accordance with the amount s/he would have received had s/he not been held from service.

  • PROTECTION OF EMPLOYEES Any Employee who in good faith reports a suspected or actual violation of law, regulation, University policy or procedure, or ethical or professional standards, will be protected from retaliation as a result of such reporting, regardless of whether or not, after investigation, a violation is found to have occurred.

  • Not a Contract of Employment This Agreement shall not be deemed to constitute a contract of employment between the parties hereto, nor shall any provision hereof restrict the right of the Bank to discharge the Executive, or restrict the right of the Executive to terminate employment.

  • Commencement of Employment 2.1 The Employment will start on 1 June 2009 (the “Commencement Date”). The Employment will continue until termination in accordance with the provisions of this agreement. 2.2 The Executive warrants that he is not prevented from taking up the Employment or from performing his duties in accordance with the terms of this agreement by any obligation or duty owed to any other party, whether contractual or otherwise.

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