Common use of Layoff and Bumping Procedure for Permanent Employees Clause in Contracts

Layoff and Bumping Procedure for Permanent Employees. Job security shall increase in proportion to length of service. In the event of a permanent layoff, the following procedure shall apply: a) Employees shall receive notice as required by the Ontario Employment Standards Act, as amended or by any successor legislation. b) Regular part-time employees shall first bump employees in part-time positions and full- time employees shall first bump employees in full-time positions. If there is no available position in her employee complement (i.e. part-time complement if the employee is a regular part-time employee), the employee can bump into a position in the other employee complement (i.e. full-time complement if the employee was a regular part-time employee), provided the employee satisfies the requirements set out in paragraph (c) (iii) below. c) The employee who has received notice that she will be laid off/bumped, has the right to either: (i) Accept the layoff; (ii) Opt to retire or resign; or (iii) Displace any employee who has less bargaining unit seniority in the same or a lower classification or an identical paying band in the bargaining unit if the employee subject to layoff has the requisite degree of knowledge, education, skills, abilities, and qualifications as determined by the Employer to perform the duties of the position in an efficient manner. d) As determined by the Employer, an employee shall have a maximum of twenty (20) hours orientation in a position into which she has bumped. e) A laid-off employee shall retain seniority and recall rights for twenty-four (24) months from the date of her layoff. Pursuant to Article 13.05, an employee’s layoff date remains unchanged in the event the employee obtains a contract position. f) An employee who is in a position as a result of a medical accommodation under the Human Rights Code shall not be bumped, notwithstanding that the employee seeking to bump her has greater seniority than the accommodated employee.

Layoff and Bumping Procedure for Permanent Employees. Job security shall increase in proportion to length of service. In the event of a permanent layoff, the following procedure shall apply: a) Employees shall receive notice as required by the Ontario Employment Standards Act, as amended or by any successor legislation. b) Regular part-time employees shall first bump employees in part-time positions and full- full-time employees shall first bump employees in full-time positions. If there is no available position in her employee complement (i.e. part-time complement if the employee is a regular part-time employee), the employee can bump into a position in the other employee complement (i.e. full-full- time complement if the employee was a regular part-time employee), provided the employee satisfies the requirements set out in paragraph (( c) (iii) below. c) The employee who has received notice that she will be laid off/bumped, has the right to either: (i) i. Accept the layoff; (ii) . Opt to retire or resign; or (iii) . Displace any employee who has less bargaining unit seniority in the same or a lower classification or an identical paying band in the bargaining unit if the employee subject to layoff has the requisite degree of knowledge, education, skills, abilities, and qualifications as determined by the Employer to perform the duties of the position in an efficient manner. d) As determined by the Employer, an employee shall have a maximum of twenty (20) hours orientation in a position into which she has bumped. e) A laid-laid off employee shall retain seniority and recall rights for twenty-four (24) months from the date of her layoff. Pursuant to Article 13.05, an employee’s layoff date remains unchanged in the event the employee obtains a contract position. f) An employee who is in a position as a result of a medical accommodation under the Human Rights Code shall not be bumped, notwithstanding that the employee seeking to bump her has greater seniority than the accommodated employee.

Layoff and Bumping Procedure for Permanent Employees. Job security shall increase in proportion to length of service. In the event of a permanent layoff, the following procedure shall apply: a) Employees shall receive notice as required by the Ontario Employment Standards Act, as amended or by any successor legislation. b) Regular part-time employees shall first bump employees in part-time positions and full- time employees shall first bump employees in full-time positions. If there is no available position in her employee complement (i.e. part-time complement if the employee is a regular part-time employee), the employee can bump into a position in the other employee complement (i.e. full-time complement if the employee was a regular part-time employee), provided the employee satisfies the requirements set out in paragraph (( c) (iii) below. c) The employee who has received notice that she will be laid off/bumped, has the right to either: (i) i. Accept the layoff; (ii) . Opt to retire or resign; or (iii) . Displace any employee who has less bargaining unit seniority in the same or a lower classification or an identical paying band in the bargaining unit if the employee subject to layoff has the requisite degree of knowledge, education, skills, abilities, and qualifications as determined by the Employer to perform the duties of the position in an efficient manner. d) As determined by the Employer, an employee shall have a maximum of twenty (20) hours orientation in a position into which she has bumped. e) A laid-laid off employee shall retain seniority and recall rights for twenty-four (24) months from the date of her layoff. Pursuant to Article 13.05, an employee’s layoff date remains unchanged in the event the employee obtains a contract position. f) An employee who is in a position as a result of a medical accommodation under the Human Rights Code shall not be bumped, notwithstanding that the employee seeking to bump her has greater seniority than the accommodated employee.