Displacement of Employees a) Within the facility/agency, a laid off or bumped employee may exercise seniority, provided they have the necessary qualifications required to fill the position and the ability to perform the work, subject to the following:
i) Employees shall choose to bump into a higher paid, lower paid or same paid job classification in the work area/service area/department of their choice in which they wish to exercise their seniority;
ii) Employees shall choose to exercise their seniority into either a full-time or part-time position within the job classification specified in Article 12.04 a); and
iii) In determining the position into which the laid off or displaced employees will bump, consideration will be given to such factors as work schedules (e.g. days, evenings, nights, Monday to Friday shifts vs. rotational shifts, hours of work per shift vs. number of shifts worked) and work location. Within the options available and after making a selection, all things being relatively equal, the employee shall bump the least senior employee in the job classification and work area/service area/department.
b) A laid off or bumped employee may exercise seniority within the same occupation at any alternate facility/agency within the Regional Health Authority provided they have the necessary qualifications required to fill the position and the ability to perform the work, subject to the following:
i) For the purposes of Article 12.04 b), same occupation shall be defined as either the same job classification or similar job classification where the core duties and qualifications are similar in nature;
ii) An employee shall choose to exercise seniority into either a full-time or part-time position within the same occupation as defined in Article 12.04 b) i). Within the options available and after making a selection of the number of hours per rotation (FTE), the employee shall bump the least senior employee with the number of hours per rotation (FTE) that the employee has chosen; and
iii) Where more than one (1) employee opts to exercise seniority within the same job classification at any alternate facility/agency the least senior of such employees exercising seniority shall bump the least senior employee with the number of hours per rotation selected, and so on. This principle shall govern accordingly.
c) Where a facility closure occurs (including an affiliate or agency) within the Regional Health Authority and an employee is laid off as a result, such employee may exercise senior...
Displacement of Employees. The Station will not assign RSVP volunteers to any assignment which would displace employed workers or impair existing contracts for services.
Displacement of Employees. 14.01 If an employee identified for layoff under Article 13 has elected to utilize the displacement option under Article 13.03 a), the employee shall, provided she has greater Seniority, be assigned by Western, subject to Article 12.01, to the first position determined in accordance with the following sequence:
a) to a vacant position in the same employee type and classification in the bargaining unit provided that the employee has the required skill, ability and qualifications to perform the requirements of the position. If there is no such position, then:
b) to any vacant position within the bargaining unit (which becomes available during the notice period) provided that the employee has the required skill, ability and qualifications to perform the requirements of the position, however an employee may voluntarily choose not to accept such lower rated vacancy without penalty. If there is no such position, then:
c) to the position held by the employee with the least Seniority in the same employee type and classification within the same faculty or administrative unit as the displacing employee provided that the displacing employee has the required skill, ability and qualifications to perform the requirements of the position. If there is no such position, then:
d) in reverse order of Seniority, to positions held by employees in the same employee type and classification within the same faculty or administrative unit as the displacing employee provided that the displacing employee has the required skill, ability and qualifications to perform the requirements of the position. If there is no such position, then:
e) to the position held by the employee with the least Seniority in the same employee type and classification within the bargaining unit provided that the displacing employee has the required skill, ability and qualifications to perform the requirements of the position. If there is no such position, then:
f) in reverse order of Seniority, to positions held by employees in the same employee type and classification within the bargaining unit provided that the displacing employee has the required skill, ability and qualifications to perform the requirements of the position. If there is no such position, then:
g) to a vacant position in the same employee type and in the classification within the bargaining unit which is next below that of the displacing employee (see Appendix E) provided that the displacing employee has the required skill, ability and qualif...
Displacement of Employees. 1. Except as provided below, the University of California will not contract out services that result in the layoff of bargaining unit employees.
2. Examples of instances in which a contract for such services may be appropriate include:
a. The need to obtain special services and equipment that are not available internally;
b. The need to obtain special expertise or efficiencies that are better provided through an outside contractor than by the University; and
c. Financial necessity.
3. Where financial necessity is the reason for the exception, before contracting for work which is fully or partially supported from state funds, including those at the teaching hospitals, the University shall first seek funding from the Legislature to address the financial necessity.
4. When the University has determined to contract for services it will provide AFSCME's Local 3299 Director or Designee with a copy of any RFP as soon as feasible after it is issued. Such notice shall demonstrate the appropriateness for the contract, in accordance with section B above.
a. If AFSCME asks to meet with the University about the proposed contract for services, such a meeting will occur as soon as practicable following the University’s receipt of the request. The meeting will not delay the commencement of the contract.
b. If AFSCME believes that the University failed to comply with the provisions of Section B above, it can file a formal complaint with the Office of the President, Office of Labor Relations. The Office of the President shall make the final determination as to whether the contract meets the conditions in Section B. The Office of the President decision is not grievable or arbitrable.
Displacement of Employees. Any full-time regular employee who is displaced under this Article will be entitled to the following considerations in the following order. The parties agree that the terms and conditions of Article 8.02 will apply in the event of bumping under this Article.
(a) The Corporation will place the employee in an available position of equal salary grade within the same headquarters or within the same region that the employee can perform after appropriate training and orientation, the period of which shall not exceed three (3) months. The Union will cooperate with such placements by waiving job postings as required. The employee will either accept the available position (unless it involves relocation that would entitle the employee to moving expenses under Article 20.08), or elect to terminate and receive severance pay in accordance with 9.03(d).
(b) If no position at an equal salary grade within the same headquarters or within the same region is available, or if such position is available and has been rejected by the employee because it involves relocation that carries an entitlement to moving expenses under Article 20.08(a), the Corporation will offer the employee an available position at a lower salary grade within the same headquarters or within the same region that the employee can perform after appropriate training and orientation, the period of which shall not exceed three (3) months. The Union will cooperate with such placements by waiving job postings as required.
Displacement of Employees. When the University has determined to contract for services that will result in the layoff of employees in the bargaining unit, it will provide Teamsters Local 2010 with a copy of any RFP as soon as feasible after it is issued. In the event no RFP is issued and the subcontract will result in bargaining unit employee layoffs, the University will give at least 45 calendar days notice prior to the commencement of work by the contractor. If Teamsters Local 2010 asks to meet with the University about the proposed contract for services, such a meeting will occur as soon as practicable following the University’s receipt of the request. The meeting will not delay the commencement of the contract.
Displacement of Employees. The partner site will not assign RSVP volunteers to any assignment which would displace employed workers or impair existing contracts for services.
Displacement of Employees.
14.01 If an employee identified for layoff under Article 13 has elected to utilize the displacement option under Article
Displacement of Employees. The volunteer station will not assign volunteers to any assignment which would displace employed workers or impair existing contracts for services.
Displacement of Employees. Ensure that FGP/SCP volunteers serve in a volunteer capacity. FGP/SCP volunteers will not displace nor replace paid or contracted employees, relieve staff of their routine duties or infringe upon the site supervisor's supervisory role with the children (or SCP client).
