Common use of Displacement of Employees Clause in Contracts

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 level 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 of a lower level 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 level 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 level 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 level 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 level 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 level 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 qualifications to perform the requirements of the position. If there is no such position, then: h) to the position held by the employee with the least Seniority in the same employee type and in the level 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 qualifications to perform the requirements of the position. If there is no such position, then: i) in reverse order of Seniority, to positions held by employees in the same employee type and in the level 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 qualifications to perform the requirements of the position. If there is no such position, then: j) the provisions of the previous three subsections shall be repeated until the same employee types in all levels within the bargaining unit have been reviewed in descending order from the displacing employee's level (see Appendix E) and either a vacant position or a position held by an employee with less Seniority is identified provided that the displacing employee has the required skill, ability and qualifications to perform the requirements of the position. If no such position is identified, the employee shall be laid off and shall be required, within seven (7) days of being so notified by Western, to choose between the options provided for in Article 13.03 (b) or (c). For the purposes of this Article, the employee will have an orientation or trial period of one month, which will include an introduction to job-specific software, equipment, and other job- specific tasks as appropriate. If the employee is unable to perform the duties of the job she may, within one month of starting in the job, return to the remainder of her notice period. The notice period will not be extended. 14.02 Despite any other provision of this Article, a displacing employee shall not be required to displace an employee whose normal hourly work week is more than fifteen (15) percent above or more than fifteen (15) percent below the normal hourly work week of the displacing employee. If the displacing employee does not choose to displace an employee under this subclause, the process under Article 14.01 will continue. 14.03 An employee who files a grievance alleging a breach of this Article shall proceed directly to Step Three of the Grievance process within ten (10) days of the communication of Western's decision under this Article. The grievance shall specifically identify no more than three (3) positions that the grieving employee believes she has been improperly denied the right to displace into and any arbitration of the grievance will address those positions cited to a maximum of three (3). 14.04 Western shall provide UWOSA with all existing job descriptions of positions which are being considered, or have been passed over, during the process set out in Article 14.01, if requested. 14.05 If Western does not complete the displacement process by the end of the notice period, it shall continue to pay the employee by extending the notice period for three months or until the displacement process has been completed, whichever is less.

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 level 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 of a lower level 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 level 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 level 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 level 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 level 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 level 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 qualifications to perform the requirements of the position. If there is no such position, then: h) to the position held by the employee with the least Seniority in the same employee type and in the level 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 qualifications to perform the requirements of the position. If there is no such position, then: i) in reverse order of Seniority, to positions held by employees in the same employee type and in the level 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 qualifications to perform the requirements of the position. If there is no such position, then: j) the provisions of the previous three subsections shall be repeated until the same employee types in all levels classifications within the bargaining unit have been reviewed in descending order from the displacing employee's level classification (see Appendix E) and either a vacant position or a position held by an employee with less Seniority is identified provided that the displacing employee has the required skill, ability and qualifications to perform the requirements of the position. If no such position is identified, the employee shall be laid off and shall be required, within seven (7) days of being so notified by Western, to choose between the options provided for in Article 13.03 (b) or (c). For the purposes of this Article, the employee will have an orientation or trial period of one month, which will include an introduction to job-specific software, equipment, and other job- specific tasks as appropriate. If the employee is unable to perform the duties of the job she may, within one month of starting in the job, return to the remainder of her notice period. The notice period will not be extended. 14.02 Despite any other provision of this Article, a displacing employee shall not be required to displace an employee whose normal hourly work week is more than fifteen (15) percent above or more than fifteen (15) percent below the normal hourly work week of the displacing employee. If the displacing employee does not choose to displace an employee under this subclause, the process under Article 14.01 will continue. 14.03 An employee who files a grievance alleging a breach of this Article shall proceed directly to Step Three 3 of the Grievance process within ten five (105) days of the communication of Western's decision under this Article. The grievance shall specifically identify no more than three (3) positions that the grieving employee believes she has been improperly denied the right to displace into and any arbitration of the grievance will address those positions cited to a maximum of three (3). 14.04 Western shall provide UWOSA with all existing job descriptions of positions which are being considered, or have been passed over, during the process set out in Article 14.01, if requested. 14.05 If Western does not complete the displacement process by the end of the notice period, it shall continue to pay the employee by extending the notice period for three months or until the displacement process has been completed, whichever is less.

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 WesternUWO, 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 level 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 of a lower level 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 level 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 level 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 level 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 level 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 level 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 qualifications to perform the requirements of the position. If there is no such position, then: h) to the position held by the employee with the least Seniority in the same employee type and in the level 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 qualifications to perform the requirements of the position. If there is no such position, then: i) in reverse order of Seniority, to positions held by employees in the same employee type and in the level 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 qualifications to perform the requirements of the position. If there is no such position, then: j) the provisions of the previous three subsections shall be repeated until the same employee types in all levels classifications within the bargaining unit have been reviewed in descending order from the displacing employee's level classification (see Appendix E) and either a vacant position or a position held by an employee with less Seniority is identified provided that the displacing employee has the required skill, ability and qualifications to perform the requirements of the position. If no such position is identified, the employee shall be laid off and shall be required, within seven (7) days of being so notified by WesternUWO, to choose between the options provided for in Article 13.03 (b) or (c). For the purposes of this Article, the employee will have an orientation or trial period of one month, which will include an introduction to job-specific software, equipment, and other job- specific tasks as appropriate. If the employee is unable to perform the duties of the job she may, within one month of starting in the job, return to the remainder of her notice period. The notice period will not be extended. 14.02 Despite any other provision of this Article, a displacing employee shall not be required to displace an employee whose normal hourly work week is more than fifteen (15) percent above or more than fifteen (15) percent below the normal hourly work week of the displacing employee. If the displacing employee does not choose to displace an employee under this subclause, the process under Article 14.01 will continue. 14.03 An employee who files a grievance alleging a breach of this Article shall proceed directly to Step Three of the Grievance process within ten (10) days of the communication of Western's decision under this Article. The grievance shall specifically identify no more than three (3) positions that the grieving employee believes she has been improperly denied the right to displace into and any arbitration of the grievance will address those positions cited to a maximum of three (3). 14.04 Western shall provide UWOSA with all existing job descriptions of positions which are being considered, or have been passed over, during the process set out in Article 14.01, if requested. 14.05 If Western does not complete the displacement process by the end of the notice period, it shall continue to pay the employee by extending the notice period for three months or until the displacement process has been completed, whichever is less.

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 level 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 of a lower level 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 level 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 level 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 level 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 level 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 level 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 qualifications to perform the requirements of the position. If there is no such position, then: h) to the position held by the employee with the least Seniority in the same employee type and in the level 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 qualifications to perform the requirements of the position. If there is no such position, then: i) in reverse order of Seniority, to positions held by employees in the same employee type and in the level 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 qualifications to perform the requirements of the position. If there is no such position, then: j) the provisions of the previous three subsections shall be repeated until the same employee types in all levels within the bargaining unit have been reviewed in descending order from the displacing employee's level (see Appendix E) and either a vacant position or a position held by an employee with less Seniority is identified provided that the displacing employee has the required skill, ability and qualifications to perform the requirements of the position. If no such position is identified, the employee shall be laid off and shall be required, within seven (7) days of being so notified by Western, to choose between the options provided for in Article 13.03 (b) or (c). For the purposes of this Article, the employee will have an orientation or trial period of one month, which will include an introduction to job-specific software, equipment, and other job- specific tasks as appropriate. If the employee is unable to perform the duties of the job she may, within one month of starting in the job, return to the remainder of her notice period. The notice period will not be extended. 14.02 Despite any other provision of this Article, a displacing employee shall not be required to displace an employee whose normal hourly work week is more than fifteen (15) percent above or more than fifteen (15) percent below the normal hourly work week of the displacing employee. If the displacing employee does not choose to displace an employee under this subclause, the process under Article 14.01 will continue. 14.03 An employee who files a grievance alleging a breach of this Article shall proceed directly to Step Three 3 of the Grievance process within ten (10) days of the communication of Western's decision under this Article. The grievance shall specifically identify no more than three (3) positions that the grieving employee believes she has been improperly denied the right to displace into and any arbitration of the grievance will address those positions cited to a maximum of three (3). 14.04 Western shall provide UWOSA with all existing job descriptions of positions which are being considered, or have been passed over, during the process set out in Article 14.01, if requested. 14.05 If Western does not complete the displacement process by the end of the notice period, it shall continue to pay the employee by extending the notice period for three months or until the displacement process has been completed, whichever is less.

Displacement of Employees. ‌ 14.01 If an employee identified for layoff lay off under Article 13 has elected to utilize the displacement option under Article 13.03 a), the employee shall, provided she has greater Seniorityseniority, be assigned by WesternUWO, 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 level classification in the bargaining employee's faculty or administrative unit (see Appendix C) 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 the position of a lower level held by the employee with the least seniority in the same employee type and classification within the bargaining same faculty or administrative unit (which becomes available during as the notice period) displacing employee provided that the displacing 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) in reverse order of seniority, to the position positions held by the employee with the least Seniority employees in the same employee type and level 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 a vacant position in the same employee type and level within classification in the same faculty or administrative bargaining 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 seniority in the same employee type and level 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 Seniorityseniority, to positions held by employees in the same employee type and level 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 level 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 qualifications to perform the requirements of the position. If there is no such position, then: h) to the position held by the employee with the least Seniority seniority in the same employee type and in the level 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 qualifications to perform the requirements of the position. If there is no such position, then: i) in reverse order of Seniorityseniority, to positions held by employees in the same employee type and in the level 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 qualifications to perform the requirements of the position. If there is no such position, then: j) the provisions of the previous three subsections shall be repeated until the same employee types in all levels classifications within the bargaining unit have been reviewed in descending order from the displacing employee's level classification (see Appendix E) and either a vacant position or a position held by an employee with less Seniority seniority is identified provided that the displacing employee has the required skill, ability and qualifications to perform the requirements of the position. If no such position is identified, the employee shall be laid off and shall be required, within seven (7) days of being so notified by WesternUWO, to choose between the options provided for in Article 13.03 (b) or (c). For the purposes of this Article, the employee will have an orientation or trial period of one month, which will include an introduction to job-specific software, equipment, and other job- specific tasks as appropriate. If the employee is unable to perform the duties of the job she may, within one month of starting in the job, return to the remainder of her notice period. The notice period will not be extended. 14.02 Despite any other provision of this Article, a displacing employee shall not be required to displace an employee whose normal hourly work week is more than fifteen (15) percent above or more than fifteen (15) percent below the normal hourly work week of the displacing employee. If the displacing employee does not choose to displace an employee under this subclause, the process under Article 14.01 will continue. 14.03 An employee who files a grievance alleging a breach of this Article shall proceed directly to Step Three of the Grievance process within ten (10) days of the communication of Western's decision under this Article. The grievance shall specifically identify no more than three (3) positions that the grieving employee believes she has been improperly denied the right to displace into and any arbitration of the grievance will address those positions cited to a maximum of three (3). 14.04 Western shall provide UWOSA with all existing job descriptions of positions which are being considered, or have been passed over, during the process set out in Article 14.01, if requested. 14.05 If Western does not complete the displacement process by the end of the notice period, it shall continue to pay the employee by extending the notice period for three months or until the displacement process has been completed, whichever is less.fifteen

Displacement of Employees. ‌ 14.01 If an employee identified for layoff lay off under Article 13 has elected to utilize the displacement option under Article 13.03 a), the employee shall, provided she has greater Seniorityseniority, be assigned by WesternUWO, 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 level classification in the bargaining employee's faculty or administrative unit (see Appendix C) 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 the position of a lower level held by the employee with the least seniority in the same employee type and classification within the bargaining same faculty or administrative unit (which becomes available during as the notice period) displacing employee provided that the displacing 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) in reverse order of seniority, to the position positions held by the employee with the least Seniority employees in the same employee type and level 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 a vacant position in the same employee type and level within classification in the same faculty or administrative bargaining 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 seniority in the same employee type and level 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 Seniorityseniority, to positions held by employees in the same employee type and level 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 level 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 qualifications to perform the requirements of the position. If there is no such position, then: h) to the position held by the employee with the least Seniority seniority in the same employee type and in the level 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 qualifications to perform the requirements of the position. If there is no such position, then: i) in reverse order of Seniorityseniority, to positions held by employees in the same employee type and in the level 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 qualifications to perform the requirements of the position. If there is no such position, then: j) the provisions of the previous three subsections shall be repeated until the same employee types in all levels classifications within the bargaining unit have been reviewed in descending order from the displacing employee's level classification (see Appendix E) and either a vacant position or a position held by an employee with less Seniority seniority is identified provided that the displacing employee has the required skill, ability and qualifications to perform the requirements of the position. If no such position is identified, the employee shall be laid off and shall be required, within seven (7) days of being so notified by WesternUWO, to choose between the options provided for in Article 13.03 (b) or (c). For the purposes of this Article, the employee will have an orientation or trial period of one month, which will include an introduction to job-specific software, equipment, and other job- specific tasks as appropriate. If the employee is unable to perform the duties of the job she may, within one month of starting in the job, return to the remainder of her notice period. The notice period will not be extended. 14.02 Despite any other provision of this Article, a displacing employee shall not be required to displace an employee whose normal hourly work week is more than fifteen (15) percent above or more than fifteen (15) percent below the normal hourly work week of the displacing employee. If the displacing employee does not choose to displace an employee under this subclause, the process under Article 14.01 will continue. 14.03 An employee who files a grievance alleging a breach of this Article shall proceed directly to Step Three of the Grievance process within ten (10) days of the communication of Western's decision under this Article. The grievance shall specifically identify no more than three (3) positions that the grieving employee believes she has been improperly denied the right to displace into and any arbitration of the grievance will address those positions cited to a maximum of three (3). 14.04 Western shall provide UWOSA with all existing job descriptions of positions which are being considered, or have been passed over, during the process set out in Article 14.01, if requested. 14.05 If Western does not complete the displacement process by the end of the notice period, it shall continue to pay the employee by extending the notice period for three months or until the displacement process has been completed, whichever is less.

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 they have 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 level 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 of a lower level 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 level 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 level 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 level 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 level 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 level 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 qualifications to perform the requirements of the position. If there is no such position, then: h) to the position held by the employee with the least Seniority in the same employee type and in the level 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 qualifications to perform the requirements of the position. If there is no such position, then: i) in reverse order of Seniority, to positions held by employees in the same employee type and in the level 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 qualifications to perform the requirements of the position. If there is no such position, then: j) the provisions of the previous three subsections shall be repeated until the same employee types in all levels within the bargaining unit have been reviewed in descending order from the displacing employee's level (see Appendix E) and either a vacant position or a position held by an employee with less Seniority is identified provided that the displacing employee has the required skill, ability and qualifications to perform the requirements of the position. If no such position is identified, the employee shall be laid off and shall be required, within seven (7) days of being so notified by Western, to choose between the options provided for in Article 13.03 (b) or (c). For the purposes of this Article, the employee will have an orientation or trial period of one month, which will include an introduction to job-specific software, equipment, and other job- specific tasks as appropriate. If the employee is unable to perform the duties of the job she they may, within one month of starting in the job, return to the remainder of her their notice period. The notice period will not be extended. 14.02 Despite any other provision of this Article, a displacing employee shall not be required to displace an employee whose normal hourly work week is more than fifteen (15) percent above or more than fifteen (15) percent below the normal hourly work week of the displacing employee. If the displacing employee does not choose to displace an employee under this subclause, the process under Article 14.01 will continue. 14.03 An employee who files a grievance alleging a breach of this Article shall proceed directly to Step Three of the Grievance process within ten (10) days of the communication of Western's decision under this Article. The grievance shall specifically identify no more than three (3) positions that the grieving employee believes she has they have been improperly denied the right to displace into and any arbitration of the grievance will address those positions cited to a maximum of three (3). 14.04 Western shall provide UWOSA with all existing job descriptions of positions which are being considered, or have been passed over, during the process set out in Article 14.01, if requested. 14.05 If Western does not complete the displacement process by the end of the notice period, it shall continue to pay the employee by extending the notice period for three months or until the displacement process has been completed, whichever is less.

Displacement of Employees. ‌ 14.01 If an employee identified for layoff lay off under Article 13 has elected to utilize the displacement option under Article 13.03 a), the employee shall, provided she has greater Seniorityseniority, be assigned by WesternUWO, 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 level classification in the bargaining employee's faculty or administrative unit (see Appendix C) 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 the position of a lower level held by the employee with the least seniority in the same employee type and classification within the bargaining same faculty or administrative unit (which becomes available during as the notice period) displacing employee provided that the displacing 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) in reverse order of seniority, to the position positions held by the employee with the least Seniority employees in the same employee type and level 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 a vacant position in the same employee type and level within classification in the same faculty or administrative bargaining 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 seniority in the same employee type and level 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 Seniorityseniority, to positions held by employees in the same employee type and level 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 level 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 qualifications to perform the requirements of the position. If there is no such position, then: h) to the position held by the employee with the least Seniority seniority in the same employee type and in the level 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 qualifications to perform the requirements of the position. If there is no such position, then: i) in reverse order of Seniorityseniority, to positions held by employees in the same employee type and in the level 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 qualifications to perform the requirements of the position. If there is no such position, then: j) the provisions of the previous three subsections shall be repeated until the same employee types in all levels classifications within the bargaining unit have been reviewed in descending order from the displacing employee's level classification (see Appendix E) and either a vacant position or a position held by an employee with less Seniority seniority is identified provided that the displacing employee has the required skill, ability and qualifications to perform the requirements of the position. If no such position is identified, the employee shall be laid off and shall be required, within seven (7) days of being so notified by WesternUWO, to choose between the options provided for in Article 13.03 (b) or (c). For the purposes of this Article, the employee will have an orientation or trial period of one month, which will include an introduction to job-specific software, equipment, and other job- specific tasks as appropriate. If the employee is unable to perform the duties of the job she may, within one month of starting in the job, return to the remainder of her notice period. The notice period will not be extended. 14.02 Despite any other provision of this Article, a displacing employee shall not be required to displace an employee whose normal hourly work week is more than fifteen (15) percent above or more than fifteen (15) percent below the normal hourly work week of the displacing employee. If the displacing employee does not choose to displace an employee under this subclause, the process under Article 14.01 will continue. 14.03 An employee who files a grievance alleging a breach of this Article shall proceed directly to Step Three of the Grievance process within ten (10) days of the communication of Western's decision under this Article. The grievance shall specifically identify no more than three (3) positions that the grieving employee believes she has been improperly denied the right to displace into and any arbitration of the grievance will address those positions cited to a maximum of three (3). 14.04 Western shall provide UWOSA with all existing job descriptions of positions which are being considered, or have been passed over, during the process set out in Article 14.01, if requested. 14.05 If Western does not complete the displacement process by the end of the notice period, it shall continue to pay the employee by extending the notice period for three months or until the displacement process has been completed, whichever is less.directly

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 WesternUWO, 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 level 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 of a lower level 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 level 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 level 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 level 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 level 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 level 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 qualifications to perform the requirements of the position. If there is no such position, then: h) to the position held by the employee with the least Seniority in the same employee type and in the level 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 qualifications to perform the requirements of the position. If there is no such position, then: i) in reverse order of Seniority, to positions held by employees in the same employee type and in the level 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 qualifications to perform the requirements of the position. If there is no such position, then: j) the provisions of the previous three subsections shall be repeated until the same employee types in all levels classifications within the bargaining unit have been reviewed in descending order from the displacing employee's level classification (see Appendix E) and either a vacant position or a position held by an employee with less Seniority is identified provided that the displacing employee has the required skill, ability and qualifications to perform the requirements of the position. If no such position is identified, the employee shall be laid off and shall be required, within seven (7) days of being so notified by WesternUWO, to choose between the options provided for in Article 13.03 (b) or (c). For the purposes of this Article, the employee will have an orientation or trial period of one month, which will include an introduction to job-specific software, equipment, and other job- specific tasks as appropriate. If the employee is unable to perform the duties of the job she may, within one month of starting in the job, return to the remainder of her notice period. The notice period will not be extended. 14.02 Despite any other provision of this Article, a displacing employee shall not be required to displace an employee whose normal hourly work week is more than fifteen (15) percent above or more than fifteen (15) percent below the normal hourly work week of the displacing employee. If the displacing employee does not choose to displace an employee under this subclause, the process under Article 14.01 will continue. 14.03 An employee who files a grievance alleging a breach of this Article shall proceed directly to Step Three 3 of the Grievance process within ten five (105) days of the communication of WesternUWO's decision under this Article. The grievance shall specifically identify no more than three (3) positions that the grieving employee believes she has been improperly denied the right to displace into and any arbitration of the grievance will address those positions cited to a maximum of three (3). 14.04 Western The UWO shall provide UWOSA with all existing job descriptions of positions which are being considered, or have been passed over, during the process set out in Article 14.01, if requested. 14.05 If Western the UWO does not complete the displacement process by the end of the notice period, it shall continue to pay the employee by extending the notice period for three months or until the displacement process has been completed, whichever is less.