Displacement Procedure. In the case of abolition of positions in the staff complement, the following procedure applies: a) Any employee whose position is to be abolished shall receive advance notice of at least two (2) months. Copy of said notice is sent to the Union. b) After discussion with the Union, the University agrees to assign any employee affected by position abolition or a displacement according to the present article, without posting to a vacant position in the same job class as long as she/he has the qualifications to satisfy the normal requirements of the position; After discussion with the Union, the University agrees to assign any employee affected by position abolition or a displacement according to the present article, to a vacant position in the immediately lower job class as long as the employee agrees and she/he satisfies the normal requirements of the position. c) The University will provide retraining to allow an employee to occupy a position in the bargaining unit. d) If the employee affected by a position abolition cannot be assigned to a vacant position as provided for in paragraphs 12.02 b) and c), this employee may displace an employee in the same job class who has less seniority, as long as she/he satisfies the normal requirements of the position. e) If a displacement in the same job class is not possible, the employee affected by position abolition or a displacement may displace an employee in the immediately lower job class, who has less seniority, as long as she/he satisfies the normal requirements of the position. f) Each employee thus displaced may use her/his right to displace as outlined above. Any employee displaced shall receive advance notice of twenty (20) working days. This delay may be extended upon agreement between the parties. i. An employee affected by position abolition or a displacement under the provisions of the present article who is assigned to another position in the staff complement is entitled to a trial period of sixty (60) days worked. ii. During the trial period, the employee continues to benefit from all rights and privileges of the collective agreement. iii. The parties recognize that, during the trial period, the employee receives appropriate assistance and training in order to facilitate adaptation to her/his new position. iv. In the middle of the trial period, the immediate supervisor will make a written progress report, send a copy to the employee and will have a formal interview with the employee to discuss said report at least two (2) days after its submission. v. If, during the trial period, the University considers that the employee is incapable of satisfying the normal requirements of the position, the employee may continue to use the displacement procedure, or, if it is impossible, paragraph h) applies; h) An employee who cannot displace in accordance with the present article, and who does not choose to resign and receive the indemnity provided for in clause 12.03 must accept: i) to fill a temporarily vacant position if she/he meets the normal requirements of the position; ii) to meet a work surplus or undertake a special project; i) As long as an employee affected by the provisions of the present article does not become the incumbent of a position in the staff complement, she/he is considered as having applied for every vacant position in the same job class for which she/he has the qualifications to meet the normal requirements of the position.
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
Displacement Procedure. In the case of abolition of positions in the staff complement, the following procedure applies:
a) Any employee whose position is to be abolished shall receive advance notice of at least two (2) months. Copy of said notice is sent to the Union.
b) After discussion with the Union, the University agrees to assign any employee affected by position abolition or a displacement according to the present article, without posting to a vacant position in the same job class as long as she/he has the qualifications to satisfy the normal requirements of the position; After discussion with the Union, the University agrees to assign any employee affected by position abolition or a displacement according to the present article, to a vacant position in the immediately lower job class as long as the employee agrees and she/he satisfies the normal requirements of the position.
c) The University will provide retraining to allow an employee to occupy a position in the bargaining unit.
d) If the employee affected by a position abolition cannot be assigned to a vacant position as provided for in paragraphs 12.02 b) and c), this employee may displace an employee in the same job class who has less seniority, as long as she/he satisfies the normal requirements of the position.
e) If a displacement in the same job class is not possible, the employee affected by position abolition or a displacement may displace an employee in the immediately lower job class, who has less seniority, as long as she/he satisfies the normal requirements of the position.
f) Each employee thus displaced may use her/his right to displace as outlined above. Any employee displaced shall receive advance notice of twenty (20) working days. This delay may be extended upon agreement between the parties.
i. An employee affected by position abolition or a displacement under the provisions of the present article who is assigned to another position in the staff complement is entitled to a trial period of sixty (60) days worked.
ii. During the trial period, the employee continues to benefit from all rights and privileges of the collective agreement.
iii. The parties recognize that, during the trial period, the employee receives appropriate assistance and training in order to facilitate adaptation to her/his new position.
iv. In the middle of the trial period, the immediate supervisor will make a written progress report, send a copy to the employee and will have a formal interview with the employee to discuss said report at least two (2) days after its submission.
v. If, during the trial period, the University considers that the employee is incapable of satisfying the normal requirements of the position, the employee may continue to use the displacement procedure, or, if it is impossible, paragraph h) applies;
h) An employee who cannot displace in accordance with the present article, and who does not choose to resign and receive the indemnity provided for in clause 12.03 must accept:
i) to fill a temporarily vacant position if she/he meets the normal requirements of the position;
ii) to meet a work surplus or undertake a special project;
i) As long as an employee affected by the provisions of the present article does not become the incumbent of a position in the staff complement, she/he is considered as having applied for every vacant position in the same job class for which she/he has the qualifications to meet the normal requirements of the position.
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
Displacement Procedure. In the case of abolition of positions in the staff complement, the following procedure applies:
a) Any employee whose position is to be abolished shall receive advance notice of at least two (2) months. Copy of said notice is sent to the Union.
b) After discussion with the Union, the University agrees to assign any employee affected by position abolition or a displacement according to the present article, without posting to a vacant position in the same job class as long as she/he has the qualifications to satisfy the normal requirements of the position; After discussion with the Union, the University agrees to assign any employee affected by position abolition or a displacement according to the present article, to a vacant position in the immediately lower job class as long as the employee agrees and she/he satisfies the normal requirements of the position.
c) The University will provide retraining to allow those situations where an employee to occupy a position in the bargaining unit.
d) If the employee affected by a position abolition cannot be assigned to a vacant position as provided for in paragraphs 12.02 b) and c), this employee may displace an is "displacing" another employee in the same job class who has less seniorityapplication of Article 5.3, it is mutually agreed by the parties that the period in which an employee is required to demonstrate satisfactory ability on the displacement is a period as long as she/he satisfies the normal requirements set out below or such extension of the position.
e) If period as may be mutually agreed upon after the completion of the appropriate period. When an employee displaces into a displacement in the same job class is not possiblenew work area, the employee affected by position abolition or a displacement may displace an employee in the immediately lower job class, who has less seniority, as long as she/he satisfies the normal requirements of the position.
f) Each employee thus displaced may use her/his right to displace as outlined above. Any employee displaced shall receive advance notice of twenty (20) working days. This delay may be extended upon agreement between the parties.
i. An employee affected by position abolition or a displacement under the provisions of the present article who is assigned to another position in the staff complement is entitled to a trial period of sixty (60) days worked.
ii. During the trial period, the employee continues to benefit from all rights and privileges of the collective agreement.
iii. The parties recognize that, during the trial period, the employee receives appropriate assistance and training in order to facilitate adaptation to her/his new position.
iv. In the middle of the trial period, the immediate supervisor will make a written progress report, send a copy to the employee and will have a formal interview meet with the employee to discuss said report with him/her in an open, positive and constructive manner, the normal expectations of the work area. The employee's progress will be reviewed with them at least two the mid-point of the familiarization period. If the employee has been retained on the job for full period after the displacement, his performance will be reviewed with him or her and he or she will be told of his or her status at that time. OCCUPATIONAL CLASSIFICATION PERIOD Junior and Intermediate Designer Up to 8 weeks Senior Designer, Designer Special and Group Leader Up to 12 weeks A laid off employee transferring due to lack of work, will be provided with up to five (25) days after its submission.
v. Iftraining normally provided in the area. For employees who have two years or more of service credits, during up to fifteen (15) days training will be provided in the trial periodarea. For an employee with fifteen years or more of service credits, up to twenty (20) days training will be provided in the area. An employee with fifteen years or more of service credits, who is being removed from his/her occupational classification due to lack of work and who, notwithstanding the provisions of Article 5, the University considers that Company agrees would be unable to displace into any occupational classification and would be laid off out of the bargaining unit for more than thirty days due to lack of work and not because of failure on displacement, will have available to him or her not more frequently than once in twelve months the following special displacement consideration: He or she will be placed in an occupational classification in which, the employee's qualifications considered, it is to be expected he or she will, with training, produce normal quality and quantity within six (6) weeks and in which there is an employee is incapable of satisfying with shorter service credits provided the normal remaining employees are able to meet the requirements of the position, the employee may continue to use the displacement procedure, or, if it is impossible, paragraph h) applies;
h) An employee who cannot displace in accordance with the present article, and who does not choose to resign and receive the indemnity provided for in clause 12.03 must accept:
i) to fill a temporarily vacant position if she/he meets the normal requirements of the position;
ii) to meet a work surplus or undertake a special project;
i) As long as an employee affected by the provisions of the present article does not become the incumbent of a position in the staff complement, she/he is considered as having applied for every vacant position in the same job class for which she/he has the qualifications to meet the normal requirements of the positionwork.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Displacement Procedure. a) In the case of abolition abolishment of positions in the staff complement, the following procedure applies:
a) Any employee whose position is to be abolished shall receive advance notice of at least two (2) months. Copy of said notice is sent to the Union.
b) After discussion with the Unionpermanent positions, the University agrees to assign must place any employee affected by position abolition benefiting from employment security in a newly created or a displacement according to the present article, without posting to a vacant position in within the same job class as long as shebargaining unit providing he/he has the qualifications to she can satisfy the normal requirements of that position.
b) Beginning at the time of receipt of the notice of abolition, any employee benefiting from employment security and whose position is abolished will be given priority to fill any vacant permanent position; After discussion with the Union, or failing that, to fill any vacant temporary position. However, the University agrees University’s obligation to assign any find a permanent position for this employee affected by position abolition or a displacement according to under the present article, to a vacant position in the immediately lower job class as long as employment security provisions does not cease if the employee agrees and she/he satisfies the normal requirements of the accepts a temporary position.
c) The University will provide retraining employee with employment security and whose position has been abolished is deemed to allow an employee to occupy hold the required qualifications of the abolished position, including educational level. Furthermore, he/she shall not be refused a permanent position in if he/she only lacks competencies or skills that can reasonably be acquired within eight (8) months of full-time training or twenty-four (24) months of part-time training, as determined by the bargaining unitUniversity.
d) If Any employee benefiting from employment security whose position is abolished and who is placed in a position of a lower grade, maintains the salary of the abolished position.
e) Any employee benefiting from employment security who refuses an assignment to a vacant position will be considered as having voluntarily resigned.
f) An employee affected by the abolition of a position abolition who cannot be assigned to a vacant position as provided for in paragraphs 12.02 baccording to subsection 14.05 a) and c), this employee may displace an employee who chooses to not resign and to receive the indemnity indicated in the same job class who has less senioritysubsection l4.
03 a) must accept:
i. to fill a temporarily vacated position, as long as shehe/he she satisfies the normal requirements of the position.
e) If a displacement in the same job class is not possible, the employee affected by position abolition or a displacement may displace an employee in the immediately lower job class, who has less seniority, as long as she/he satisfies the normal requirements of the position.
f) Each employee thus displaced may use her/his right to displace as outlined above. Any employee displaced shall receive advance notice of twenty (20) working days. This delay may be extended upon agreement between the parties.
i. An employee affected by position abolition or a displacement under the provisions of the present article who is assigned to another position in the staff complement is entitled to a trial period of sixty (60) days worked.
ii. During the trial period, the employee continues to benefit from all rights and privileges of the collective agreement.
iii. The parties recognize that, during the trial period, the employee receives appropriate assistance and training in order to facilitate adaptation to her/his new position.
iv. In the middle of the trial period, the immediate supervisor will make a written progress report, send a copy to the employee and will have a formal interview with the employee to discuss said report at least two (2) days after its submission.
v. If, during the trial period, the University considers that the employee is incapable of satisfying the normal requirements of the position, the employee may continue to use the displacement procedure, or, if it is impossible, paragraph h) applies;
h) An employee who cannot displace in accordance with the present article, and who does not choose to resign and receive the indemnity provided for in clause 12.03 must accept:
i) to fill a temporarily vacant position if she/he meets the normal requirements of the position;
ii) . to meet fill a work surplus or undertake be assigned to a special project;. In such cases, the University may assign the employee for a period of less than six (6) months to any position that is classified as grade nine (9) or higher. This may happen only once. For assignments of six (6) months or more, the University may assign the employee to a position that is no more than two (2) grades lower than his/her abolished position.
ig) As long as an employee affected by At the provisions end of the present article does not become paid period of employment security, the employee has the right to bump a temporary employee with less seniority who is the incumbent of a position in the staff complementthat was not posted, she/as long as he is considered as having applied for every vacant position in the same job class for which she/he has the qualifications to meet or she meets the normal requirements of the position in accordance with the provisions of subsection 14.05 c). In such a case, the employee’s status will be that of a temporary employee. The employee who bumps is subject to the trial period provided in subsection 13.02 b).
h) An employee whose position has been abolished and who has been placed in another position in the bargaining unit is subject to a trial period of ninety (90) days worked. Upon agreement between the parties, the trial period can be extended up to one hundred twenty (120) days. During the trial period the employee will continue to benefit from all the rights and privileges of the Collective Agreement. The parties agree that during the trial period the employee is entitled to the appropriate training and assistance in order to facilitate integration into the new position. Mid-way through the trial period, the immediate supervisor will prepare a written progress report and will hold a formal meeting with the employee to discuss the report. If during the trial period the University determines that the employee is unable to meet the normal requirement of the position, subsections 14.05 a) and f) apply.
Appears in 1 contract
Samples: Collective Agreement
Displacement Procedure. In the case of abolition of positions in the staff complement, the following procedure applies:
a) Any employee whose position is to be abolished shall receive advance notice of at least two (2) months. Copy of said notice is sent to the Union.
b) After discussion with the Union, the University agrees to assign any employee affected by position abolition or a displacement according to the present article, without posting to a vacant position in the same job class as long as she/he has the qualifications to satisfy the normal requirements of the position; After discussion with the Union, the University agrees to assign any employee affected by position abolition or a displacement according to the present article, to a vacant position in the immediately lower job class as long as the employee agrees and she/he satisfies the normal requirements of the position.
c) The University will provide retraining to allow an employee to occupy a position in the bargaining unit.
d) If the employee affected by a position abolition cannot be assigned to a vacant position as provided for in paragraphs 12.02 b) and c), this employee may displace an employee in the same job class who has less seniority, as long as she/he satisfies the normal requirements of the position.
e) If a displacement in the same job class is not possible, the employee affected by position abolition or a displacement may displace an employee in the immediately lower job class, who has less seniority, as long as she/he satisfies the normal requirements of the position.
f) Each employee thus displaced may use her/his right to displace as outlined above. Any employee displaced shall receive advance notice of twenty (20) working days. This delay may be extended upon agreement between the parties.
i. An employee affected by position abolition or a displacement under the provisions of the present article who is assigned to another position in the staff complement is entitled to a trial period of sixty (60) days worked.staff
ii. During the trial period, the employee continues to benefit from all rights and privileges of the collective agreement.
iii. The parties recognize that, during the trial period, the employee receives appropriate assistance and training in order to facilitate adaptation to her/his new position.
iv. In the middle of the trial period, the immediate supervisor will make a written progress report, send a copy to the employee and will have a formal interview with the employee to discuss said report at least two (2) days after its submission.
v. If, during the trial period, the University considers that the employee is incapable of satisfying the normal requirements of the position, the employee may continue to use the displacement procedure, or, if it is impossible, paragraph h) applies;
h) An employee who cannot displace in accordance with the present article, and who does not choose to resign and receive the indemnity provided for in clause 12.03 must accept:
i) to fill a temporarily vacant position if she/he meets the normal requirements of the position;
ii) to meet a work surplus or undertake a special project;
i) As long as an employee affected by the provisions of the present article does not become the incumbent of a position in the staff complement, she/he is considered as having applied for every vacant position in the same job class for which she/he has the qualifications to meet the normal requirements of the position.
Appears in 1 contract
Samples: Collective Agreement
Displacement Procedure. a) In the case of abolition abolishment of positions in the staff complement, the following procedure applies:
a) Any employee whose position is to be abolished shall receive advance notice of at least two (2) months. Copy of said notice is sent to the Union.
b) After discussion with the Unionpermanent positions, the University agrees to assign must place any employee affected by position abolition benefiting from employment security in a newly created or a displacement according to the present article, without posting to a vacant position in within the same job class as long as shebargaining unit providing he/he has the qualifications to she can satisfy the normal requirements of that position.
b) Beginning at the time of receipt of the notice of abolition, any employee benefiting from employment security and whose position is abolished will be given priority to fill any vacant permanent position; After discussion with the Union, or failing that, to fill any vacant temporary position. However, the University agrees University’s obligation to assign any find a permanent position for this employee affected by position abolition or a displacement according to under the present article, to a vacant position in the immediately lower job class as long as employment security provisions does not cease if the employee agrees and she/he satisfies the normal requirements of the accepts a temporary position.
c) The University will provide retraining employee with employment security and whose position has been abolished is deemed to allow an employee to occupy hold the required qualifications of the abolished position, including educational level.Furthermore, he/she shall not be refused a permanent position in if he/she only lacks competencies or skills that can reasonably be acquired within eight (8) months of full-time training or twenty-four (24) months of part-time training, as determined by the bargaining unitUniversity.
d) If Any employee benefiting from employment security whose position is abolished and who is placed in a position of a lower grade, maintains the salary of the abolished position.
e) Any employee benefiting from employment security who refuses an assignment to a vacant position will be considered as having voluntarily resigned.
f) An employee affected by the abolition of a position abolition who cannot be assigned to a vacant position as provided for in paragraphs 12.02 baccording to subsection 14.05 a) and c), this employee may displace an employee who chooses to not resign and to receive the indemnity indicated in the same job class who has less senioritysubsection l4.
03 a) must accept:
i. to fill a temporarily vacated position, as long as shehe/he she satisfies the normal requirements of the position.
e) If a displacement in the same job class is not possible, the employee affected by position abolition or a displacement may displace an employee in the immediately lower job class, who has less seniority, as long as she/he satisfies the normal requirements of the position.
f) Each employee thus displaced may use her/his right to displace as outlined above. Any employee displaced shall receive advance notice of twenty (20) working days. This delay may be extended upon agreement between the parties.
i. An employee affected by position abolition or a displacement under the provisions of the present article who is assigned to another position in the staff complement is entitled to a trial period of sixty (60) days worked.
ii. During the trial period, the employee continues to benefit from all rights and privileges of the collective agreement.
iii. The parties recognize that, during the trial period, the employee receives appropriate assistance and training in order to facilitate adaptation to her/his new position.
iv. In the middle of the trial period, the immediate supervisor will make a written progress report, send a copy to the employee and will have a formal interview with the employee to discuss said report at least two (2) days after its submission.
v. If, during the trial period, the University considers that the employee is incapable of satisfying the normal requirements of the position, the employee may continue to use the displacement procedure, or, if it is impossible, paragraph h) applies;
h) An employee who cannot displace in accordance with the present article, and who does not choose to resign and receive the indemnity provided for in clause 12.03 must accept:
i) to fill a temporarily vacant position if she/he meets the normal requirements of the position;
ii) . to meet fill a work surplus or undertake be assigned to a special project;. In such cases, the University may assign the employee for a period of less than six (6) months to any position that is classified as grade nine (9) or higher. This may happen only once. For assignments of six (6) months or more, the University may assign the employee to a position that is no more than two (2) grades lower than his/her abolished position.
ig) As long as an employee affected by At the provisions end of the present article does not become paid period of employment security, the employee has the right to bump a temporary employee with less seniority who is the incumbent of a position in the staff complementthat was not posted, she/as long as he is considered as having applied for every vacant position in the same job class for which she/he has the qualifications to meet or she meets the normal requirements of the position in accordance with the provisions of subsection 14.05 c). In such a case, the employee’s status will be that of a temporary employee. The employee who bumps is subject to the trial period provided in subsection 13.02 b).
h) An employee whose position has been abolished and who has been placed in another position in the bargaining unit is subject to a trial period of ninety (90) days worked. Upon agreement between the parties, the trial period can be extended up to one hundred twenty (120) days. During the trial period the employee will continue to benefit from all the rights and privileges of the Collective Agreement. The parties agree that during the trial period the employee is entitled to the appropriate training and assistance in order to facilitate integration into the new position. Mid-way through the trial period, the immediate supervisor will prepare a written progress report and will hold a formal meeting with the employee to discuss the report. If during the trial period the University determines that the employee is unable to meet the normal requirement of the position, subsections 14.05 a) and f) apply.
Appears in 1 contract
Samples: Collective Agreement
