Displacement Rights (Bumping) Sample Clauses

Displacement Rights (Bumping) a. Full‐time regular employees who are designated to be laid off or displaced (bumped) shall have the right to return to a formerly held regular position within their current department, provided they meet the current minimum job qualifications and have greater seniority within the job classification. If two (2) or more employees have identical seniority, overall seniority with the District will be the tie breaker. In case of a tie in overall seniority, a random selection will be made by lot (e.g., names out of a hat, etc.). b. If an eliminated position is reestablished within two (2) years, the displaced employee retains first return rights to the reestablished position. Recalled employees will be restored to their seniority date and accrual rate at the time of the layoff.
Sample 1Sample 2Sample 3See All (8)
AutoNDA by SimpleDocs
Displacement Rights (Bumping). In the event of a layoff in any classification (specific job), the layoff will be in reverse order of seniority within the class (job family). That means that the employee with the least seniority in the class (job family) will be the first laid off in the affected classification (specific job). In the event that a bargaining unit employee receiving a notice of layoff cannot exercise bumping right within his/her classification (specific job), they may exercise their class (job family) seniority in the following manner: 12.3.1 If the employee is qualified and has sufficient seniority, he/she may displace the employee with the lowest class seniority in equal classifications (same salary range) within the class (job family). 12.3.2 A lack of seniority or qualifications in equal classifications within the class will permit the employee to displace the least senior employee in succeeding lower classifications if he/she has the necessary seniority and qualifications. 12.3.3 If an employee lacks the qualifications or sufficient seniority to bump into any of the succeeding lower classifications within the same class (job family), the employee may then look to other classifications in which he/she has established seniority. If the classification previously held is designed a lower salary range, the employee may exercise seniority in the classification. 12.3.4 A unit member displaced by the operation of this layoff procedure shall have the same layoff rights and may exercise seniority displacement as though he/she was being laid off. 12.3.5 In lieu of the displacement rights described herein a unit member may accept reassignment to a vacant position in an equal or lower classification.
Sample 1Sample 2Sample 3See All (4)
Displacement Rights (Bumping). 23 A. Those least senior employees pursuant to Section 2A, above may, if qualified as 24 defined herein, displace a bargaining unit employee with less class seniority in a different 25 classification at the same or lower range on the salary schedule pursuant to the following 26 procedures: 27 1. The bargaining unit member exercising displacement rights shall 28 meet with the Assistant Superintendent, Human Resources or designee to 29 identify: 30 a. Any classifications for which displacement rights may exist 31 pursuant to this Article and, 32 b. The bargaining unit employee's east end/west end of District 33 preference. 34 B. Displacement rights shall be exercised in order of highest seniority. 35 C. If the bargaining unit employee does not wish to exercise his/her displacement 36 rights, he/she may elect to accept the layoff and be placed on the thirty-nine (39) 37 month reemployment list, or at the employee’s sole discretion, may opt to be placed 38 in a vacant position of like hours, for which he/she is qualified, as defined in Section 39 1 of this Article, in lieu of exercising displacement rights. 1 D. After identifying classification(s) for which the bargaining unit employee is qualified 2 pursuant to this Article and for which displacement rights may exist, the employee 3 shall exercise displacement choices by seniority in the following order, in 4 accordance with his/her east/west end preference. The bargaining unit employee 9 3. 10 4. 11 5. 12 6. 13 E. The 5 shall displace the least senior employee in: His/her current classification, His/her sequential classification (e.g. Admin Asst-Secondary, Admin Asst- Elementary, etc). Any classification in the same class with the same or lower range. Any classification in another class with the same range. Any classification in another class with a lower range. Any previously held classification in a different class. bargaining unit employee may exercise a choice in positions in order to maintain the range and hours closest to his/her original position, pursuant to the provisions of this Section. 16 F. If the bargaining unit employee does not have displacement rights, he/she may opt 17 to be placed in a vacant position in his/her Class or previously held Class, 18 for which he/she is qualified. 19 G. When a unit member exercises displacement/bumping rights under this section, 20 that member may displace/bump a unit member in order of seniority, regardless of 21 the hours or months assigned, which may result...
Sample 1Sample 2
Displacement Rights (Bumping). 1. Regular employees who are designated to be laid off and have held regular status in a previously held classification may demote into a vacant position or may displace employees in the previously held classification provided that the employee exercising the displacement privilege has greater City Seniority than the incumbent in the classification to which the employee is bumping and meets the current job requirements and any special skills required of the position. If the employee designated to be laid off has not held regular status in a previously held classification, then no displacement rights accrue to that individual. 2. Employees being displaced must be displaced in the same order as specified in Section c - Reduction in Force. 3. An employee must exercise displacement privileges within five (5) working days after receipt of a notice of layoff, by written notice to the Human Resources Manager. If displacement privileges are not exercised within the specified time period, they are automatically forfeited.
Sample 1
Displacement Rights (Bumping). 23.1.1 A permanent employee who is to be laid off may exercise displacement rights (i.e., bumping) within any classification in which the employee attained permanency and holds seniority credit greater than an incumbent. The employee to be displaced shall be the one with the least seniority in the class plus higher classes. In the event that two or more classified employees have the same seniority date within the classification, the advantage shall go to the employee with the greatest overall seniority in the District. If that date is also the same, the employee with the longest total service to the District shall have the advantage. If the total service to the District is the same, the advantage will be decided by lot. 23.1.2 A permanent employee may exercise displacement rights in the following order: 1. Move into a vacancy in the current or previously held classification with equal hours, if available. If not available, then; 2. Displace the least senior employee in the current or previously held classification with equal hours, if available. If not available, then; 3. Displace the least senior employee in the current or previously held classification whose number of hours most closely approximates the laid off employee’s hours in the classification from which they are being laid off.
Sample 1
Displacement Rights (Bumping). The right to displace or bump into a current, lateral, or lower classification. Seniority in a lower classification shall be computed on the basis of hours of paid service in the higher classification(s) plus hours of paid service in the lower classification(s). When a unit employee's position is eliminated or the employee is displaced, the employee has the right to bump only into classification(s) currently or previously held. The employee will first bump into the current classification, and then into any lateral classification(s) previously held. If the employee is then displaced from the lateral classification(s), the employee has the right to bump into the next lower classification(s) previously held.
Sample 1
Displacement Rights (Bumping). A. Through September 30, 2007, an employee who is laid off from a class and who has previous service in an equal or lower class and who has greater seniority, shall have the right to bump the employee having less seniority with a job profile within their class that most closely approximates the employee’s total annual hours in that class. Seniority in an equal or lower class in which an employee has previous service shall include the total service in that class plus service in an equal or higher class, including the class from which the employee is laid off. B. Effective October 1, 2007, an employee who is laid off from a class and who has the earliest date of hire, shall have the right to bump the employee having less seniority with a job profile within their class that most closely approximates the employee’s total annual hours in that class. Seniority in an equal or lower class in which an employee has previous service shall include the total service in that class plus service in an equal or higher class including the class from which the employee is laid off.
Sample 1
AutoNDA by SimpleDocs
Displacement Rights (Bumping) member who has received notice of xxxxxx may exercise his/her “classification” seniority in the following order:
Sample 1

Related to Displacement Rights (Bumping)

  • Displacement Rights Regular classified employees in positions which have been eliminated or reduced in hours shall have the right to displace the least senior employee in their classification whose assignment most closely approximates their own hours per day and days per work year. If there is no least senior employee in the same classification employees may displace the least senior employee in the next lower classification in which they have served as either a probationary or permanent employee and have greater classification seniority than the least senior employees. In the event of an employee having the option of exercising their displacement rights, the following displacement procedure will clarify the language in 15.5 and be applied as the displacement procedure. The steps will be taken in numerical order. 15.5.1 An employee whose position is eliminated or reduced shall first be placed in a vacant position with an equal assignment in the same classification when compared with the employee’s current position. 15.5.2 If the previous option is unavailable, the employee shall be placed in a vacant position that has additional assigned time in the same classification when compared with the employee’s current position. 15.5.3 If the previous option is unavailable, the employee shall have the right to displace the least senior employee in the same classification whose assignment is equal in hours per day and days per work year. 15.5.4 If the previous option is unavailable, the employee shall have the right to displace the least senior of the less senior employees in their classification whose assignment most closely approximates the employee’s own hours per day and days per work year. This assignment may hold more hours or fewer hours than the employee’s current position. If there are two positions in option 4 above, whose hours equally approximate the employee’s current position, one with more hours and one with less, the employee will have the right to the position held by the least senior employee regardless of the number of hours of the position. 15.5.5 If the previous option results in the elimination of the employee’s current Health and Welfare benefits, as an alternative, the employee shall also have the option of bumping into an equal or lower classification, which they previously held as a classified employee, for the purpose of non-elimination of Health and Welfare benefits. The employee will repeat the sequence of options 1-4, outlined in this rule for equal or lower classification.

  • Client Rights The Employer and the Union are committed to quality care of clients. It is the right of clients, in the privacy of their home, to choose the employee with whom they feel the most comfortable. The Employer support client rights. If a client wishes to change employees, for any reason, the Employer will respect the right of the client to do so. If a client chooses to change employees, the employee who is being unscheduled shall be eligible for another client(s) or equivalent hours as available. The Employer will make a good faith effort to provide support for a successful employee/client relationship(s). At the discretion of the parties, the Employer and the Union may explore through the Labor Management Committee methods of coaching, counseling or mediation to assist in the resolution of client/worker conflicts to help ensure consistent service delivery with minimal worker reassignment.

  • Access Toll Connecting Trunk Group Architecture 9.2.1 If CSTC chooses to subtend a Verizon access Tandem, CSTC’s NPA/NXX must be assigned by CSTC to subtend the same Verizon access Tandem that a Verizon NPA/NXX serving the same Rate Center Area subtends as identified in the LERG. 9.2.2 CSTC shall establish Access Toll Connecting Trunks pursuant to applicable access Tariffs by which it will provide Switched Exchange Access Services to Interexchange Carriers to enable such Interexchange Carriers to originate and terminate traffic to and from CSTC’s Customers. 9.2.3 The Access Toll Connecting Trunks shall be two-way trunks. Such trunks shall connect the End Office CSTC utilizes to provide Telephone Exchange Service and Switched Exchange Access to its Customers in a given LATA to the access Tandem(s) Verizon utilizes to provide Exchange Access in such LATA. 9.2.4 Access Toll Connecting Trunks shall be used solely for the transmission and routing of Exchange Access to allow CSTC’s Customers to connect to or be connected to the interexchange trunks of any Interexchange Carrier which is connected to a Verizon access Tandem.

  • Shared Transport The Shared Transport Network Element (“Shared Transport”) provides the collective interoffice transmission facilities shared by various Carriers (including Qwest) between end-office switches and between end-office switches and local tandem switches within the Local Calling Area. Shared Transport uses the existing routing tables resident in Qwest switches to carry the End User Customer’s originating and terminating local/extended area service interoffice Local traffic on the Qwest interoffice message trunk network. CLEC traffic will be carried on the same transmission facilities between end- office switches, between end-office switches and tandem switches and between tandem switches on the same network facilities that Qwest uses for its own traffic. Shared Transport does not include use of tandem switches or transport between tandem switches and end-office switches for Local Calls that originate from end users served by non- Qwest Telecommunications Carriers (“Carrier(s)”) which terminate to QLSP End Users.

  • Television Equipment Recycling Program If this Contract is for the purchase or lease of covered television equipment, then Contractor certifies that it is compliance with Subchapter Z, Chapter 361 of the Texas Health and Safety Code related to the Television Equipment Recycling Program.

  • Tandem Switching 4.5.1 The Tandem Switching capability Network Element is defined as: (i) trunk-connect facilities, which include, but are not limited to, the connection between trunk termination at a cross-connect panel and switch trunk card; (ii) the basic switch trunk function of connecting trunks to trunks; and (iii) the functions that are centralized in the Tandem Switches (as distinguished from separate end office switches), including but not limited to call recording, the routing of calls to operator services and signaling conversion features. 4.5.2 Where <<customer_short_name>> utilizes portions of the BellSouth network in originating or terminating traffic, the Tandem Switching rates are applied in call scenarios where the Tandem Switching Network Element has been utilized. Because switch recordings cannot accurately indicate on a per call basis when the Tandem Switching Network Element has been utilized for an interoffice call originating from a UNE port and terminating to a BellSouth, Independent Company or Facility-Based CLEC office, BellSouth has developed, based upon call studies, a melded rate that takes into account the average percentage of calls that utilize Tandem Switching in these scenarios. BellSouth shall apply the melded Tandem Switching rate for every call in these scenarios. BellSouth shall utilize the melded Tandem Switching Rate until BellSouth has the capability to measure actual Tandem Switch usage in each call scenario specifically mentioned above, at which point the rate for the actual Tandem Switch usage shall apply. The UNE Local Call Flows set forth on BellSouth's website, as amended from time to time and incorporated herein by this reference, illustrate when the full or melded Tandem Switching rates apply for specific scenarios.

  • Signaling Link Transport 9.2.1 Signaling Link Transport is a set of two or four dedicated 56 kbps transmission paths between Global Connection-designated Signaling Points of Interconnection that provide appropriate physical diversity.

  • Recall Rights Teachers whose contracts have been suspended or non-renewed because of a reduction in force shall be so notified in writing and shall have rights to recall as follows: 1. Recall rights shall be limited to the twenty-four (24) months period commencing on the day following the employee's last day of work. 2. Teachers whose contracts were non-renewed or suspended shall be recalled to a vacancy in the inverse order of non-renewal or suspension as positions become available in their area of certification/licensure at the time of recall; provided however, that certificated tutors whose contracts were non-renewed or suspended shall be recalled only to certificated tutor vacancies, and then in the inverse order of non-renewal of suspension as such positions become available in their area of certification/licensure at the time of recall; and further provided however, seniority shall not be the basis for recalling a teacher, except when making a decision between teachers who have comparable evaluations. Teachers must notify the District of any changes in their area of certification/licensure. 3. A teacher notified of recall to a position may turn down the first offered position, allowing the Superintendent to offer said position to the next person on the recall list who is qualified to fill said position. The person making the turndown would retain his/her position on the recall list. If a teacher refuses recall to another position, said teacher's name shall be removed from the recall list; except no teacher shall be removed from the recall list for refusing a lesser position (time or pay) than the one from which he/she was reduced. Provided however, no teacher whose continuing contract has been suspended shall lose the right of recall and restoration to continuing service status by reason of having declined recall to a position that is less than full-time or, if the teacher was not employed full-time just prior to suspension of the teacher's continuing contract, to a position requiring a lesser percentage of full-time employment than the position the teacher last held while employed in the district. 4. Teachers on recall status shall have the responsibility for keeping the Superintendent informed of their current address, name change, and telephone number. Notification of recall shall be by certified mail at the teacher's last known address. Failure to contact the Superintendent to accept such recall within ten (10) calendar days of the date of such mailing shall remove the teacher from recall status. 5. Teachers, who during recall receive additional training or additional areas of certification/licensure, shall provide documentation of such to the Board, who shall upgrade the teacher’s status on the Recall List. No new employees shall be hired to fill a vacancy until teachers on the Recall List have been asked to fill the vacancy.

  • Bumping Rights An employee laid off from his/her present class may bump only into the next equal or lower class in which the employee has greater seniority. The employee may continue to bump into such equal or lower classes to avoid layoff.

  • MANAGEMENT RIGHTS 3.01 The Union acknowledges that all management rights and prerogatives are vested exclusively with the Employer and without limiting the generality of the foregoing; it is the exclusive function of the Employer: (a) To determine and establish standards and procedures for the care, welfare, safety and comfort of the residents in the facility. (b) To maintain order, discipline and efficiency and in connection therewith to establish and enforce reasonable rules and regulations. (c) To hire, transfer, layoff, schedule, recall, promote, demote, classify, assign duties, discharge, suspend or otherwise discipline employees for just cause, provided that a claim of discriminatory transfer, promotion, demotion of classification or a claim that an employee has been discharged or disciplined without just cause, may be the subject of a grievance and dealt with as hereinafter provided. (d) To have the right to plan, direct, and control the work and direction of employees and the operation of the facility. This includes the right to introduce new and improved methods, facilities, equipment and to control the amount of supervision necessary, work schedules, the combining or splitting up of departments, and the increases or reduction of personnel in a particular area or on the whole. 3.02 The Employer will exercise these rights in a manner consistent with the Collective Agreement and apply the provisions of the Collective Agreement in a reasonable manner.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!