Displacement Procedures. The affected employee has the right to displace the least senior employee in the same or lower rated pay grade provided he possesses the qualifications. The employee can immediately assume the position with minimal training. Minimal training is defined as training that can be accomplished in thirty (30) or less workdays to the satisfaction of management. If he is not qualified and/or there is no one less senior in the same or lower rated pay grade, the employee has the right to displace the least senior person in the bargaining unit in the Auditor’s Office. An employee who has been displaced will have the sixty (60) day no-bid prohibition (Article 6) waived. The displaced employee will be paid at the rate of pay for the grade to which they are displaced. Any employee displaced as the result of another employee exercising their seniority rights will have the same rights to the displacement procedure as per above. At any time during the above process, an affected employee may choose to accept a direct lay-off from the Xxxxx County Auditor’s Office. Employees who wish to exercise their displacement rights must do so within ten (10) days of being notified that they are being affected by a lay-off or being displaced by another employee.
Displacement Procedures. (a) For the purpose of this Article, PCP (B.L.S.) is considered a single classification and, ICP and ACP (A.L.S.) is considered a single classification.
(b) Employees in the BLS classification who are Employees as of the signing of this Agreement will not be laid off for the purpose of creating an ALS position. Employees in the BLS classification who are hired after the signing of this Agreement, and who have completed two (2) years of service as a full-time Employee, will not be laid off for the purpose of creating an ALS position.
(c) Employees who have less than two (2) years of seniority may be laid off by classification within the site. The least senior person of those Employees with less than two (2) years seniority within the classification selected for reduction shall be the person laid off first. The person displaced from a site has the option of:
(i) displacing either of the two most junior Employees within his/her classification within the administrative area, unless the two (2) most junior Employees within the administrative area are employed at the same site in which case, the Employee with the least seniority shall be the one displaced; or
(ii) displacing the most junior Employee within their classification within their region or the Province. The person displaced within the region, if so chosen, shall then displace the most junior person within their classification within the Province.
(d) Employees with two (2) years or more seniority that are to be laid off shall be laid off in reverse order of seniority within a site regardless of classification. Employees with two (2) years or more seniority who are laid off from a site have the option of displacing:
(i) either of the two (2) most junior Employees within the administrative area, regardless of classification, unless the two (2) most junior Employees within the administrative area are employed at the same site, in which case the Employee with the least seniority shall be the one displaced; or
(ii) the most junior Employee, regardless of classification, within either their region or within the Province. The most junior Employee displaced from a region, if he has less than two (2) years seniority, may elect to displace the most junior Employee in the Province within his classification; or if he has two (2) or more years seniority, may elect to displace the most junior Employee in the Province of either classification.
(e) An Employee who is displaced in accordance with this Article shall be ...
Displacement Procedures. The following procedures shall be adhered to should it be necessary to reassign personnel who may be displaced by consolidation or reorganization.
Displacement Procedures. (a) In the event that displacement reassignments are required, the District will follow 14 these steps: 15 (1) 17 (2) 18 (3) 19 20 21 22 23 24 (4) 25 26 (5) 27 28 (b) 29 30 (1) 31 32 (2) 33 34 (3) 35 36 Volunteers shall be sought first among unit members in the grade levels losing positions and then among unit members across the site. Volunteers for displacement shall be displaced first. If no unit members volunteer for site grade level displacement, the District will assign grade levels based on District seniority, the educational needs of the District, and in a manner that is minimally disruptive to the site. In the event seniority is not the determining factor a meeting will be held between the site administrator, a Human Resources designee, a CNTA representative, and the affected unit member. Displaced unit members will have the first priority to volunteer to return to a similar assignment on site. If possible, no unit member will be reassigned through displacement for two consecutive years. In the event that displacement transfers are required, the District will follow these steps: Volunteers shall be sought at the site. If more unit members volunteer than are needed, the most senior shall be selected. If no unit member volunteers, the unit member at the site or department wit the least District seniority date shall be displaced first. If more than one displacement is necessary the most senior (then the next most senior, and so on) displaced unit member shall select the displacement transfer assignment first. 1 (4) Transfer displacements may create reassignment opportunities which shall be dealt with in accordance with Article 14.2 of the CBA. Displaced unit members transferred or reassigned shall be granted two days of bankable release time to relocate. In the event that an involuntary displacement results in a grade change at the elementary level, the unit member shall be provided up to $1000 approved by the District for grade and site plan appropriate supplies. Approval of these supplies shall not be arbitrary or capricious. When possible, unit members shall be notified no less than five (5) student days prior to implementation of a displacement. Involuntarily displaced unit members shall have the right to return to their original sites should vacancies for which they are legally qualified occur during the subsequent school year following their original transfer displacement.
Displacement Procedures. After notification of layoff, the Board shall provide the educator selected for layoff termination with the following options:
1. Request to displace the educator with the least number of points in another impact area, if the educator's total points are sufficient, provided that:
a. The educator selected for layoff termination is listed in the other impact area;
b. The displacing educator's total points are higher than the lowest educator in the other impact area; and
c. The displacing educator is certified to fill the displaced.
2. Accept layoff subject to recall. Any part-time educator who displaces any full-time educator shall work the same number of hours as the displaced full-time educator; and any full-time educator who displaces a part-time educator shall work the same number of hours as the displaced part-time educator. Any displaced educator shall be covered by the same procedures in this Section. The impacted educator shall inform the Board of their decision within eight (8) working days of notification.
Displacement Procedures. In the event that displacement reassignments are required, the district will 18 follow these steps:
Displacement Procedures. 3.1 Employees notified of their impending layoff due to a RIF may, at their option, exercise displacement rights in accordance with the following procedure:
3.2 They may displace anyone in the same or lower labor grade in the same Job Classification who has less field seniority than they do.
3.3 They may displace workers in different Job Classification if they have worked in that Classification for a total of one year or more and can demonstrate proficiency.
3.4 If the employee fails to qualify for displacement under any of the above or qualifies but chooses not to exercise his displacement rights, the employee will be laid off.
3.5 Employees who have been displaced under this procedure are entitled to the same displacement rights identified above.
Displacement Procedures. 4.01 Employees notified of their impending layoff due to a RIF may, at their option, exercise displacement rights in accordance with the following procedure:
4.02 They may displace anyone in the same or lower labor grade in the same Job Series and the same Work Unit who has less seniority than they do.
4.03 They may displace workers in different Work Units if they have worked in that Work Unit for a total of one year or more in those positions identified under APPENDIX D as Technical Job Classifications. In this case displacement would be limited to the job series in which they were employed in that Work Unit and to labor grades at or below that in which such experience was demonstrated.
4.04 They may displace workers in a Job Series and/or Work Unit if they have worked in that Job Series for a total of one year or more and meet the minimum requirement in that Job Series in those positions identified under APPENDIX D as Trades or Support Job Classifications. In this case displacement would be limited to the labor grades at or below that in which such experience was demonstrated.
4.05 If the employee fails to qualify for displacement under any of the above, or qualifies but chooses not to exercise his displacement rights, the employee will be laid off.
4.06 Employees who have been displaced under this procedure are entitled to the same displacement rights identified above.
Displacement Procedures. The Hospital shall then draw up a Master List of all bargaining unit RNs, all three (3) shifts combined. Then each RN whose position has been eliminated, as per subsection 17.02 herein, shall have her/his name circled on said Master List. Starting with the most senior RN circled, each RN shall have the opportunity to select one of the following options:
(1) The nurse shall be laid off.
(2) The nurse may displace any RN on the Master List with less seniority provided she/he accepts the shift and hours of said less senior RN using the following formula: Laid Off From May Bump Into
A. Any Unit, except Anesthesia The Nurses own unit, Med/Surg., Greylock Case Management, Float and SSU
B. Med/Surg., Floats Med/Surg., Floats, ASU, ASU, Greylock and Case Management Greylock and Case Management
C. Nurse Practitioner The Nurse Practitioner's own unit (including the unit the nurse practitioner is assigned to e.g. emergency department), Med/Surg, Greylock, Case Management, float, ASU RNs cannot bump into or out of Anesthesia or into Nurse Practitioner. In the event of a reduction in force, the Clinical Team Leader positions for purposes of layoff and bumping will be treated as a member of the specific departments in which they work. For instance, the Clinical Team Leader on 3rd North will fall under the seniority list for 3rd North, Maternity under Maternity, CCU under CCU, etc. The one department that is not so obvious is Surgical Services. For purposes of clearly defining the process for the Surgical Services Department, the Clinical Team Leader will be a part of the seniority list for the Operating Room if they came out of the Operating Room; the Recovery Room if they came out of the Recovery Room; Ambulatory Surgery if they came out of ASU; Endoscopy if they came out of Endoscopy. If the nurse did not come out of one of these specific units, she/he will be cross-trained for ASU and shall become a member of that seniority list for purposes of layoff and bumping. In addition, RNs may displace into any unit if they have been previously permanently assigned and not removed from that unit for documented unsatisfactory work performance for at least six (6) months within the past two (2) years, or has worked as an RN at least twenty percent (20%) of her/his hours worked in the last calendar year in the unit where she/he wishes to displace.
(3) The nurse may select an RN vacancy, vacant for reasons other than RIF. The exercise of all bumping rights must be exercised withi...
Displacement Procedures. Where an employee is to be laid off, that person may elect to displace another employee in a different job classification at the same or a lesser pay range within the same department, provided that the employee electing to displace another has given written notice of intent to bump to another classification within the department within five (5) working days after receiving notice of layoff, has greater department seniority, and is fully qualified to perform the job to which he/she has given notice of intent to bump. Failure to give timely written notice of intent to bump into a specific job classification as provided herein shall constitute waiver of bumping rights. An employee electing to bump in lieu of layoff under this provision shall be treated as on layoff for purposes of recall rights.
