Common use of Layoff Procedure Clause in Contracts

Layoff Procedure. a. In the event of a long term or permanent layoff, the Employer shall recognize the seniority standing of each employee by laying off employees within the affected classification(s) in reverse order of bargaining unit seniority to the extent provided for below, provided that there remain on the job employees who have the immediate ability and qualifications to perform the available work without training other than a reasonable familiarization period. b. A full-time employee who is subject to permanent or long-term layoff shall have the following options: i. accept the layoff; or ii. bump a full-time employee who has lesser bargaining unit seniority, is within the same classification or an identical or lower paying classification, and has regularly scheduled hours equal to or less than the employee laid off. (This bumping entitlement is subject to 10.03 d) and e); or iii. in the event that the full-time employee has no option to bump another full-time employee pursuant to ii) above, the full-time employee shall have the right to bump a part-time employee who has lesser bargaining unit seniority and is within the same classification or an identical or lower paying classification. (This bumping entitlement is subject to 10.03 d) and e). The employee’s decision to choose i) or ii) or iii) above shall be given in writing to the General Manager within three (3) calendar days following the notification of layoff. Employees failing to do so will be deemed to have accepted the layoff. c. A part-time employee who is subject to permanent or long term layoff shall have the right to either: i. accept the layoff; or ii. bump a part-time employee who has lesser bargaining unit seniority, is within the same classification or an identical or lower paying classification, and who has regularly scheduled hours equal to or less than the employee laid off. (This bumping entitlement is subject to 10.03 d), e) and f). The employee’s decision to choose i) or ii) or iii) above shall be given in writing to the General Manager within three (3) calendar days following the notification of layoff. Employees failing to do so will be deemed to have accepted the layoff. d. The parties further agree that where there is more than one (1) employee with lesser bargaining unit seniority in the same situation in which an employee seeks to bump (i.e. the same classification, the shift(s) and the same number of regularly scheduled hours), the employee must bump the least senior of these. e. It is agreed that an employee may only exercise her options to bump if she is immediately qualified for and able to perform the work of the position into which she is bumping into without training other than a reasonable familiarization period. f. It is agreed and understood that a part-time employee cannot bump a full-time employee under any circumstances. g. Upon giving the Union notice of layoff, the Employer will meet with the Union through the Labour Management committee to review the layoff and any agreement between the parties concerning the implementation and process for the specific layoff will prevail over the terms of the Collective Agreement.

Layoff Procedure. a. In When the event of a long term or permanent layoffEmployer lays off regular employees, the Employer following rules shall recognize apply: i) the employee with the least seniority standing in a classification at a location shall be given notice of each lay off. Employees who have been given notice of lay off shall indicate in writing within five (5) working days whether they wish to be laid off and receive severance in accordance with article 17.07 or in the alternative, exercise their right to displace another employee. An employee by laying who is displaced as a result of the operation of sections (ii) or (iii) may only take advantage of subsequent provisions of this article of the agreement; ii) if the employee does not wish to relocate, they may displace the most junior employee in a former classification in their location, if that employee has less seniority in that classification than the employee given notice of lay off had accumulated while they were in that classification in the Generation bargaining unit; iii) an employee who has been given notice of lay-off in accordance with section (i), who does not want to remain in the location or is not able to exercise that option, may displace the most junior employee in their current classification within their Region, if that employee has less seniority in the classification; iv) where there are no employees in the classification in the Region who have less seniority than the employee who has received notice of lay-off in accordance with section (i), the employee may displace the most junior employee in their classification within the affected classification(sbargaining unit, if that employee has less seniority in the classification; v) in reverse those classifications where a specific trade or technical certification is required, the employee seeking to displace a junior employee must possess such certification in order to exercise the entitlements under this article of bargaining unit seniority the agreement. Where an employee chooses to exercise their bumping rights in a former classification, they must possess the extent provided for below, provided that there remain on the job employees who have the immediate ability and qualifications to perform the available work without training other than a reasonable familiarization currently required for that classification; vi) in any twelve (12) month period. b. A full-time employee who is subject to permanent or long-term layoff shall have the following options: i. accept the layoff; or ii. bump a full-time employee who has lesser bargaining unit seniority, is within the same classification or an identical or lower paying classification, and has regularly scheduled hours equal to or less than the employee laid off. (This bumping entitlement is subject to 10.03 d) and e); or iii. in the event that the full-time employee has no option to bump another full-time employee pursuant to ii) above, the full-time employee shall have the right to bump a part-time employee who has lesser bargaining unit seniority and is within the same classification or an identical or lower paying classification. (This bumping entitlement is subject to 10.03 d) and e). The employee’s decision to choose i) or ii) or iii) above shall be given in writing to the General Manager within three (3) calendar days following the notification of layoff. Employees failing to do so will be deemed to have accepted the layoff. c. A part-time employee who is subject to permanent or long term layoff shall have the right to either: i. accept the layoff; or ii. bump a part-time employee who has lesser bargaining unit seniority, is within the same classification or an identical or lower paying classification, and who has regularly scheduled hours equal to or less than the employee laid off. (This bumping entitlement is subject to 10.03 d), e) and f). The employee’s decision to choose i) or ii) or iii) above shall be given in writing to the General Manager within three (3) calendar days following the notification of layoff. Employees failing to do so will be deemed to have accepted the layoff. d. The parties further agree that where there is more than one (1) employee with lesser bargaining unit seniority in the same situation five (5) employees in which a classification at a location may be displaced; vii) an employee seeks to bump who moves into a position as a result of the operation of sections (i.e. the same classification, the shift(s) and the same number of regularly scheduled hoursii), the employee must bump the least senior (iii) or (iv) will be allowed a trial period of these. e. It is agreed six (6) months to demonstrate that an employee may only exercise her options to bump if she is immediately qualified for and they are able to perform the work functions of the position into which she is bumping into without training other than a reasonable familiarization period. f. It is agreed and understood that a part-time employee canif they are not bump a full-time employee under able to do so, they will be laid off and will not be able to take any circumstances. g. Upon giving the Union notice of layoff, the Employer will meet with the Union through the Labour Management committee to review the layoff and any agreement between the parties concerning the implementation and process for the specific layoff will prevail over the terms further advantage of the Collective provisions of this article of the Agreement.. However, they will be entitled to severance pay in accordance with article 17.07; viii) an employee who is displaced as a result of the operation of section (iv) will be laid off. While they will not be able to take advantage of the provisions of article

Layoff Procedure. a. In the event (a) Where a surplus of employee(s) within a long term or permanent layoffclassification exists on a shift, the Employer shall recognize may serve a notice of lay-off to the seniority standing of each employee by laying off employees within the affected classification(smost junior employee(s) in reverse order of bargaining unit the same classification on that shift. However, if the employee(s) thus served with notice have greater seniority to than an employee(s) on another shift in the extent provided for below, provided that there remain on the job employees who have the immediate ability and qualifications to perform the available work without training other than a reasonable familiarization periodsame classification; they may bump such most junior employee(s). b. A full-time employee (b) An Employee who is subject to permanent or long-term layoff shall have the following optionsright to either: i. (i) accept the layoff; or (ii. ) first (1st) bump a Employee with less bargaining unit seniority within her bargaining unit (full-time employee or part-time) in a lower or identical paying classification for which they are qualified, as required by law and can perform the duties of the lower or identical paying classification without training other than orientation. (iii) Chain bumping will be allowed with the understanding that a Employee subject to layoff who chooses to bump, must bump the Employee with less seniority who has lesser bargaining unit seniority, is within the same classification or an identical or lower paying classification, and has regularly scheduled hours equal to or less than the employee Employee laid off. (This bumping entitlement is , subject to 10.03 dparagraph (vi) and e); orbelow. iii. in (iv) Consistent with the opportunity to chain bump, all Employees who are potentially impacted will be given notice of layoff staff at the outset of the process. (v) An identical paying classification shall include any classification where the straight time hourly wage rate at the level of service corresponding to that of the laid-off Employee is within one percent (1%) of the laid- off Employee’s straight time hourly wage rate. (vi) In the event that there are no Employees within the laid-off Employee’s classification in either bargaining unit with lesser seniority who have scheduled hours equal to, or less than the Employee being laid off, such Employee may bump a less senior Employee with greater regularly scheduled hours within ten percent (10%) of the laid-off Employee’s regularly scheduled bi-weekly hours within her classification. (vii) When a Employee subject to layoff chooses to bump and there are no Employees with less seniority within her bargaining unit, the seniority lists will be merged and the laid-off Employee may bump into the other bargaining unit. It is understood and agreed that if a part-time Employee bumps a full- time Employee as part of the above-noted procedure, the part-time Employee is accepting the full-time employee has position only. (viii) In the event that there are no option to bump another fullEmployees in either bargaining unit with lesser seniority in lower or identical paying classifications as defined in this article, a laid-time employee pursuant to ii) above, the full-time employee shall off Employee will have the right to bump displace a part-time employee Employee with less seniority, who has lesser bargaining unit seniority and scheduled hours equal to or less than the Employee laid off, in a classification where the straight time hourly rate at the level of service corresponding to that of the laid-off Employee is within five percent (5%) of the same classification or an identical or lower paying classification. laid-off Employee’s straight time hourly rate provided she is qualified for and can perform the duties without training other than orientation. (This bumping entitlement is subject to 10.03 dix) and e). The employee’s decision of the Employee to choose (i) or (ii) or iii) above shall be given in writing to the General Manager Administrator within three (3) calendar days following the notification of layoff. Employees failing to do so will be deemed to have accepted the layoff. c. A part-time employee who is subject to permanent or long term layoff shall have the right to either: i. accept the layoff; or ii. bump a part-time employee who has lesser bargaining unit seniority, is within the same classification or an identical or lower paying classification, and who has regularly scheduled hours equal to or less than the employee laid off. (This bumping entitlement is subject to 10.03 d), e) and f). The employee’s decision to choose i) or ii) or iii) above shall be given in writing to the General Manager within three (3) calendar days following the notification of layoff. Employees failing to do so will be deemed to have accepted the layoff. d. The parties further agree that where there is more than one (1) employee with lesser bargaining unit seniority in the same situation in which an employee seeks to bump (i.e. the same classification, the shift(s) and the same number of regularly scheduled hours), the employee must bump the least senior of these. e. It is agreed that an employee may only exercise her options to bump if she is immediately qualified for and able to perform the work of the position into which she is bumping into without training other than a reasonable familiarization period. f. It is agreed and understood that a part-time employee cannot bump a full-time employee under any circumstances. g. Upon giving the Union notice of layoff, the Employer will meet with the Union through the Labour Management committee to review the layoff and any agreement between the parties concerning the implementation and process for the specific layoff will prevail over the terms of the Collective Agreement.

Layoff Procedure. a. In the event (a) Where a surplus of employee(s) within a long term or permanent layoffclassification exists on a shift, the Employer shall recognize may serve a notice of lay-off to the seniority standing of each employee by laying off employees within the affected classification(smost junior employee(s) in reverse order of bargaining unit the same classification on that shift. However, if the employee(s) thus served with notice have greater seniority to than an employee(s) on another shift in the extent provided for below, provided that there remain on the job employees who have the immediate ability and qualifications to perform the available work without training other than a reasonable familiarization periodsame classification; they may bump such most junior employee(s). b. A full-time (b) An employee who is subject to permanent or longlay-term layoff off shall have the following optionsright to either: i. (i) accept the layofflay-off; or (ii. ) first bump a an employee with less bargaining unit seniority within his or her bargaining unit (full-time or part-time) in a lower or identical paying classification for which they are qualified, as required by law and can perform the duties of the lower or identical paying classification without training other than orientation. (iii) Chain bumping will be allowed with the understanding that an employee subject to layoff who chooses to bump, must bump the employee with less seniority who has lesser bargaining unit seniority, is within the same classification or an identical or lower paying classification, and has regularly scheduled hours equal to or less than the employee laid off. (This bumping entitlement is , subject to 10.03 dparagraph (vi) and e); orbelow. iii. in (iv) Consistent with the opportunity to chain bump, all employees who are potentially impacted will be given notice of lay off at the outset of the process. (v) An identical paying classification shall include any classification where the straight time hourly wage rate at the level of service corresponding to that of the laid off employee is within one percent (1%) of the laid off employees straight time hourly wage rate. (vi) In the event that there are no employees within the full-time employee has no option to bump another full-time employee pursuant to ii) above, the full-time employee shall have the right to bump a part-time employee who has lesser laid off employee's classification in either bargaining unit with lesser seniority and is within the same classification or an identical or lower paying classification. (This bumping entitlement is subject to 10.03 d) and e). The employee’s decision to choose i) or ii) or iii) above shall be given in writing to the General Manager within three (3) calendar days following the notification of layoff. Employees failing to do so will be deemed to who have accepted the layoff. c. A part-time employee who is subject to permanent or long term layoff shall have the right to either: i. accept the layoff; or ii. bump a part-time employee who has lesser bargaining unit seniority, is within the same classification or an identical or lower paying classification, and who has regularly scheduled hours equal to to, or less than the employee being laid off. (This bumping entitlement is subject to 10.03 d), e) and f). The employee’s decision to choose i) or ii) or iii) above shall be given in writing to the General Manager within three (3) calendar days following the notification of layoff. Employees failing to do so will be deemed to have accepted the layoff. d. The parties further agree that where there is more than one (1) such employee may bump a less senior employee with lesser bargaining unit seniority in the same situation in which an employee seeks to bump (i.e. the same classification, the shift(s) and the same number of greater regularly scheduled hours), the employee must bump the least senior of these. e. It is agreed that an employee may only exercise her options to bump if she is immediately qualified for and able to perform the work hours within 10% of the position into which she is bumping into without training other than a reasonable familiarization periodlaid off employee's regularly scheduled bi-weekly hours within her classification. f. It is agreed and understood that a part-time employee cannot bump a full-time employee under any circumstances. g. Upon giving the Union notice of layoff, the Employer will meet with the Union through the Labour Management committee to review the layoff and any agreement between the parties concerning the implementation and process for the specific layoff will prevail over the terms of the Collective Agreement.

Layoff Procedure. a. In the event of a long term or permanent layoff, the Employer shall recognize the seniority standing of each employee by laying off employees within the affected classification(s) in reverse order of bargaining unit seniority to the extent provided for below, provided that there remain on the job employees who have the immediate ability and qualifications to perform the available work without training other than a reasonable familiarization period. b. A full-time employee who is subject to permanent or long-term layoff shall have the following options: i. accept the layoff; or ii. bump a full-time employee who has lesser bargaining unit seniority, is within the same classification or an identical or lower paying classification, and has regularly scheduled hours equal to or less than the employee laid off. (This bumping entitlement is subject to 10.03 d) and e); or iii. in the event that the full-time employee has no option to bump another full-time employee pursuant to ii) above, the full-time employee shall have the right to bump a part-time employee who has lesser bargaining unit seniority and is within the same classification or an identical or lower paying classification. (This bumping entitlement is subject to 10.03 d) and e). The employee’s decision to choose i) or ii) or iii) above shall be given in writing to the General Manager within three (3) calendar days following the notification of layoff. Employees failing to do so will be deemed to have accepted the layoff. c. A part-time employee who is subject to permanent or long term layoff shall have the right to either: i. accept the layoff; or ii. bump a part-time employee who has lesser bargaining unit seniority, is within the same classification or an identical or lower paying classification, and who has regularly scheduled hours equal to or less than the employee laid off. (This bumping entitlement is subject to 10.03 d), e) and f). The employee’s decision to choose i) or ii) or iii) above shall be given in writing to the General Manager within three (3) calendar days following the notification of layoff. Employees failing to do so will be deemed to have accepted the layoff. d. The parties further agree that where there is more than one (1) employee with lesser bargaining unit seniority in the same situation in which an employee seeks to bump (i.e. the same classification, the shift(s) and the same number of regularly scheduled hours), the employee must bump the least senior of these. e. It is agreed that an employee may only exercise her their options to bump if she is they are immediately qualified for and able to perform the work of the position into which she is they are bumping into without training other than a reasonable familiarization period. f. It is agreed and understood that a part-time employee cannot bump a full-time employee under any circumstances. g. Upon giving the Union notice of layoff, the Employer will meet with the Union through the Labour Management committee to review the layoff and any agreement between the parties concerning the implementation and process for the specific layoff will prevail over the terms of the Collective Agreement.

Layoff Procedure. a. 1. In the event of a long term layoff or permanent layoffreduction in a classification, the Employer shall recognize the all non-seniority standing of each employee by laying off employees within the affected classification(s) in reverse order of bargaining unit seniority to the extent a classification will be laid off first provided for below, provided that there remain on the job employees who have the immediate ability a more senior employee is qualified and qualifications capable to perform the available work without training other than a reasonable familiarization periodremaining duties. b. A full-time employee who 2. If further reduction of personnel is subject to permanent or long-term layoff shall have necessary, then those with the following options: i. accept the layoff; or ii. bump a full-time employee who has lesser bargaining unit seniority, is least district seniority within the same classification to be reduced are to be laid off first provided an employee with more district seniority within the classification is qualified and capable to perform the duties of the remaining positions. 3. The more senior employee must be qualified in all respects to perform the duties of the less senior or an identical or lower paying classification, and has regularly scheduled hours equal to or less than the lower-rated employee being laid off. (This bumping entitlement is Where the senior employee lacks the qualifications and/or ability to fill the remaining position, the more senior employee shall be laid off and the less senior employee continue in employment. 4. An employee subject to 10.03 d) and e); or iii. in the event that the full-time employee has no option to layoff may bump another full-time employee pursuant to ii) above, the full-time employee these provisions shall have the right to bump a part-time employee who has lesser bargaining unit seniority and is displace employees within the same their classification or an identical or lower paying classification. (This bumping entitlement is subject to 10.03 d) and e). The employee’s decision to choose i) or ii) or iii) above shall be given in writing to the General Manager within three (3) calendar days following the notification of layoff. Employees failing to do so will be deemed to have accepted the layoff. c. A part-time employee who is subject to permanent or long term layoff shall have the right to eitherprovided: i. accept a. the layoffEmployee exercising bumping rights has more district seniority than all others in that classification; orand ii. bump a part-time employee who has lesser bargaining unit seniority, b. the hours of the new position is within the same classification or an identical or lower paying classification, and who has regularly scheduled hours equal to or less than the employee laid off. (This bumping entitlement is subject to 10.03 d), e) and f). The employee’s decision to choose i) or ii) or iii) above shall be given in writing to the General Manager within three (3) calendar days following the notification of layoff. Employees failing to do so will be deemed to have accepted the layoff. d. The parties further agree that where there is more than one (1) employee with lesser bargaining unit seniority in the same situation in which an employee seeks to bump (i.e. the same classification, the shift(s) and the same lower number of regularly scheduled hours), hours and pay previously worked ; and c. he/she must possess the employee must bump the least senior of these. e. It is agreed that an employee may only exercise her options to bump if she is immediately qualified for necessary qualifications and able ability to perform the work of the position into which employee he/she is bumping into without training other than a reasonable familiarization period.displacing; and f. It is agreed and understood that a part-5. Employees laid off for an indefinite period of time employee cannot bump a full-time employee under any circumstances. g. Upon giving the Union will be provided at least ten (10) working days’ notice of layoff, . The local union President shall receive a list from the Employer will meet with the Union through the Labour Management committee to review the layoff and any agreement between the parties concerning the implementation and process for the specific layoff will prevail over the terms of the Collective employees being laid off on the same date the notices of layoff are issued to the employees. 6. While laid off Employees shall not receive wages, insurance, and other benefits per this Agreement. 7. A part-year employee who receives unemployment compensation benefits in the summer, and who is recalled before September 20 of that year, shall have his/her compensation adjusted by an amount equal to the unemployment compensation received minus any payments made by the employee to cover insurance costs for that time on unemployment.

Layoff Procedure. a. In the event of a long term or permanent layoff, the Employer following procedure will be (a) All Temporary Employees shall recognize be terminated first. (b) All probationary employees shall then be laid off. (c) Thereafter, employees will be laid off in the seniority standing of each employee by laying off employees within the affected classification(s) in reverse order of bargaining unit their seniority to the extent provided for below, provided that there remain on the job are available employees with greater seniority who have the immediate ability are sufficiently qualified and qualifications willing to perform the available work without training other than a reasonable familiarization periodwork. b. A (d) In the event of a layoff in a full-time job, the most junior full-time employee who is subject in such job in the location shall be the first to permanent or long-term layoff shall have the following optionsbe laid off and may: i. accept (i) Displace the layoffmost junior seniority employee in the Bargaining Unit for which he/she is qualified and for which his/her seniority would entitle him/her; or (ii. bump ) In the event the most junior seniority employee in the Bargaining Unit is not in a full-time employee who has lesser bargaining unit seniorityjob, is within displace the same classification or an identical or lower paying classification, and has regularly scheduled hours equal to or less than the employee laid off. (This bumping entitlement is subject to 10.03 d) and e); or iii. in the event that the most junior full-time employee has no option to bump another full-time employee pursuant to iiin the Bargaining Unit for which he/she is qualified and for which his/her seniority would entitle him/her. (e) above, In the full-time employee shall have the right to bump event of a layoff in a part-time job, the most junior part-time employee in such job in the location shall be the first to be laid off and may: (i) Displace the most junior seniority employee in the Bargaining Unit for which he/she is qualified and for which his/her seniority would entitle him/her; or (ii) In the event the most junior seniority employee in the Bargaining Unit is not in a part-time job, displace the most junior part-time employee in the Bargaining Unit for which he/she is qualified and for which his/her seniority would entitle him/her. (f) On layoffs resulting from lack of work, the Company will advise an employee, in writing, who has lesser bargaining unit seniority and is within the same classification or an identical or lower paying classification. one (This bumping entitlement is subject to 10.03 d1) and e). The employee’s decision to choose i) or ii) or iii) above shall be given in writing to the General Manager within year but less than three (3) calendar days following the notification years' of layoffseniority, at least two (2) weeks in advance of a pending layoff or two (2) week's basic pay in lieu of notice. Employees failing to do so will be deemed to have accepted the layoff. c. A part-time employee who is subject to permanent or long term layoff shall have the right to either: i. accept the layoff; or ii. bump a part-time For any employee who has lesser bargaining unit seniority, is within the same classification or an identical or lower paying classification, and who has regularly scheduled hours equal to or less than the employee laid off. (This bumping entitlement is subject to 10.03 d), e) and f). The employee’s decision to choose i) or ii) or iii) above shall be given in writing to the General Manager within three (3) calendar days following the notification of layoff. Employees failing to do so years' seniority or more, three (3) weeks' notice will be deemed to given or three (3) weeks' basic pay in lieu of notice. For any employee who has five (5) or more years seniority, four (4) weeks notice or four (4) weeks basic pay in lieu of notice will be given. For employees who have accepted the layoff. d. The parties further agree that where there is established seniority of more than three (3) months but less than one (1) employee with lesser bargaining unit seniority in the same situation in which an employee seeks to bump (i.e. the same classificationyear, the shift(sCompany will give notice, in writing, of the pending layoff at least one (1) and week in advance of the same number layoff or one (1) weeks' basic pay in lieu of regularly scheduled hours)notice. (g) For employees who have one (1) year or more seniority, the employee must bump the least senior Company will consider relocating or retraining of thesesuch an Employee. e. It is agreed that (h) The aforementioned notices in this section shall contain the employee's home address and telephone number. A copy of these notices shall be given to the Local's president. (i) The Company will issue an employee may only exercise her options electronic “Record of Employment” (XXX) form to bump if she is immediately qualified for and able to perform the work laid off employees within five (5) calendar days of the position into which she is bumping into without training other than a reasonable familiarization date of the end of last pay period. f. It is agreed . The company will include on the layoff notice instructions on how and understood that a part-time where the employee cannot bump a full-time employee under any circumstances. g. can access their electronic XXX. Upon giving the Union notice of layoffrequest, the Employer company will meet with the Union through the Labour Management committee to review the layoff and any agreement between the parties concerning the implementation and process for the specific layoff will prevail over the terms provide a paper copy of the Collective AgreementXXX if needed.

Layoff Procedure. a. In the event (a) Where a surplus of employee(s) within a long term or permanent layoffclassification exists on a shift, the Employer shall recognize may serve a notice of lay-off to the seniority standing of each employee by laying off employees within the affected classification(smost junior employee(s) in reverse order of bargaining unit the same classification on that shift. However, if the employee(s) thus served with notice have greater seniority to than an employee(s) on another shift in the extent provided for below, provided that there remain on the job employees who have the immediate ability and qualifications to perform the available work without training other than a reasonable familiarization periodsame classification; they may bump such most junior employee(s). b. (b) A full-time employee Employee who is subject to permanent or long-term layoff shall have the following optionsright to either: i. accept the layoff; or ii. first (1st) bump a an Employee with less bargaining unit seniority within her bargaining unit (full-time employee or part-time) in a lower or identical paying classification for which they are qualified, as required by law and can perform the duties of the lower or identical paying classification without training other than orientation. iii. Chain bumping will be allowed with the understanding that a Employee subject to layoff who chooses to bump, must bump the Employee with less seniority who has lesser bargaining unit seniority, is within the same classification or an identical or lower paying classification, and has regularly scheduled hours equal to or less than the employee Employee laid off. (This bumping entitlement is , subject to 10.03 dparagraph (vi) and e); orbelow. iiiiv. in Consistent with the opportunity to chain bump, all Employees who are potentially impacted will be given notice of layoff staff at the outset of the process. v. An identical paying classification shall include any classification where the straight time hourly wage rate at the level of service corresponding to that of the laid-off Employee is within one percent (1%) of the laid-off Employee’s straight time hourly wage rate. vi. In the event that there are no Employees within the laid-off Employee’s classification in either bargaining unit with lesser seniority who have scheduled hours equal to, or less than the Employee being laid off, such Employee may bump a less senior Employee with greater regularly scheduled hours within ten percent (10%) of the laid-off Employee’s regularly scheduled bi-weekly hours within her classification. vii. When a Employee subject to layoff chooses to bump and there are no Employees with less seniority within her bargaining unit, the seniority lists will be merged and the laid-off Employee may bump into the other bargaining unit. viii. It is understood and agreed that if a part-time Employee bumps a full-time Employee as part of the above-noted procedure, the part-time Employee is accepting the full-time employee has position only. ix. In the event that there are no option to bump another fullEmployees in either bargaining unit with lesser seniority in lower or identical paying classifications as defined in this article, a laid-time employee pursuant to ii) above, the full-time employee shall off Employee will have the right to bump a part-time employee displace an Employee with less seniority, who has lesser bargaining unit seniority and scheduled hours equal to or less than the Employee laid off, in a classification where the straight time hourly rate at the level of service corresponding to that of the laid-off Employee is within five percent (5%) of the same classification or an identical or lower paying classification. (This bumping entitlement laid-off Employee’s straight time hourly rate provided she is subject to 10.03 d) qualified for and e). can perform the duties without training other than orientation. x. The employee’s decision of the Employee to choose (i) or (ii) or iii) above shall be given in writing to the General Manager Administrator within three (3) calendar days following the notification of layoff. Employees failing to do so will be deemed to have accepted the layoff. c. A part-time employee who is subject to permanent or long term layoff shall have the right to either: i. accept the layoff; or ii. bump a part-time employee who has lesser bargaining unit seniority, is within the same classification or an identical or lower paying classification, and who has regularly scheduled hours equal to or less than the employee laid off. (This bumping entitlement is subject to 10.03 d), e) and f). The employee’s decision to choose i) or ii) or iii) above shall be given in writing to the General Manager within three (3) calendar days following the notification of layoff. Employees failing to do so will be deemed to have accepted the layoff. d. The parties further agree that where there is more than one (1) employee with lesser bargaining unit seniority in the same situation in which an employee seeks to bump (i.e. the same classification, the shift(s) and the same number of regularly scheduled hours), the employee must bump the least senior of these. e. It is agreed that an employee may only exercise her options to bump if she is immediately qualified for and able to perform the work of the position into which she is bumping into without training other than a reasonable familiarization period. f. It is agreed and understood that a part-time employee cannot bump a full-time employee under any circumstances. g. Upon giving the Union notice of layoff, the Employer will meet with the Union through the Labour Management committee to review the layoff and any agreement between the parties concerning the implementation and process for the specific layoff will prevail over the terms of the Collective Agreement.

Layoff Procedure. a. 1. In the event of a long term layoff or permanent layoffreduction in a classification, the Employer shall recognize the all non-seniority standing of each employee by laying off employees within the affected classification(s) in reverse order of bargaining unit seniority to the extent a classification will be laid off first provided for below, provided that there remain on the job employees who have the immediate ability a more senior employee is qualified and qualifications capable to perform the available work without training other than a reasonable familiarization periodremaining duties. b. A full-time employee who 2. If further reduction of personnel is subject to permanent or long-term layoff shall have necessary, then those with the following options: i. accept the layoff; or ii. bump a full-time employee who has lesser bargaining unit seniority, is least district seniority within the same classification to be reduced are to be laid offfirst provided an employee with more district seniority within the classification is qualified and capable to perform the duties of the remaining positions. 3. The more senior employee must be qualified in all respects to perform the duties of the less senior or an identical or lower paying classification, and has regularly scheduled hours equal to or less than the lower-rated employee being laid off. (This bumping entitlement is Where the senior employee lacks the qualifications and/or ability to fill the remaining position, the more senior employee shall be laid off and the less senior employee continue in employment. 4. An employee subject to 10.03 d) and e); or iii. in the event that the full-time employee has no option to layoff may bump another full-time employee pursuant to ii) above, the full-time employee these provisions shall have the right to bump a part-time employee who has lesser bargaining unit seniority and is displace employees within the same their classification or an identical or lower paying classification. (This bumping entitlement is subject to 10.03 d) and e). The employee’s decision to choose i) or ii) or iii) above shall be given in writing to the General Manager within three (3) calendar days following the notification of layoff. Employees failing to do so will be deemed to have accepted the layoff. c. A part-time employee who is subject to permanent or long term layoff shall have the right to eitherprovided: i. accept a. the layoffEmployee exercising bumping rights has more district seniority than all others in that classification; orand ii. bump a part-time employee who has lesser bargaining unit seniority, b. the hours ofthe new position is within the same classification or an identical or lower paying classification, and who has regularly scheduled hours equal to or less than lower number ofhours and pay previously worked, and c. he/she must possess the employee laid off. (This bumping entitlement is subject to 10.03 d), e) necessary qualifications and f). The employee’s decision to choose i) or ii) or iii) above shall be given in writing to the General Manager within three (3) calendar days following the notification of layoff. Employees failing to do so will be deemed to have accepted the layoff. d. The parties further agree that where there is more than one (1) employee with lesser bargaining unit seniority in the same situation in which an employee seeks to bump (i.e. the same classification, the shift(s) and the same number of regularly scheduled hours), the employee must bump the least senior of these. e. It is agreed that an employee may only exercise her options to bump if she is immediately qualified for and able ability to perform the work of the position into which ofthe employee he/she is bumping into without training other than displacing; and 5. Employees laid off for an indefinite period oftime will be provided at least ten (10) working days' notice oflayoff. The local union President shall receive a reasonable familiarization periodlist from the Employer ofthe employees being laid off on the same date the notices oflayoff are issued to the employees. f. It is agreed 6. While laid off Employees shall not receive wages, insurance, and understood that a other benefits per this Agreement. 7. A part-year employee who receives unemployment compensation benefits in the summer, and who is recalled before September 20 ofthat year, shall have his/her compensation adjusted by an amount equal to the unemployment compensation received minus any payments made by the employee to cover insurance costs for that time employee cannot bump a full-time employee under any circumstanceson unemployment. g. Upon giving the Union notice of layoff, the Employer will meet with the Union through the Labour Management committee to review the layoff and any agreement between the parties concerning the implementation and process for the specific layoff will prevail over the terms of the Collective Agreement.

Layoff Procedure. a. In the event of a long term or permanent layoff, the Employer following procedure will be followed: (a) All Temporary Employees shall recognize be terminated first. (b) All probationary employees shall then be laid off. (c) Thereafter, employees will be laid off in the seniority standing of each employee by laying off employees within the affected classification(s) in reverse order of bargaining unit their seniority to the extent provided for below, provided that there remain on the job are available employees with greater seniority who have the immediate ability are sufficiently qualified and qualifications willing to perform the available work without training other than a reasonable familiarization periodwork. b. A (d) In the event of a layoff in a full-time job, the most junior full-time employee who is subject in such job in the location shall be the first to permanent or long-term layoff shall have the following optionsbe laid off and may: i. accept (i) Displace the layoffmost junior seniority employee in the Bargaining Unit for which he/she is qualified and for which his/her seniority would entitle him/her; or (ii. bump ) In the event the most junior seniority employee in the Bargaining Unit is not in a full-time employee who has lesser bargaining unit seniorityjob, is within displace the same classification or an identical or lower paying classification, and has regularly scheduled hours equal to or less than the employee laid off. (This bumping entitlement is subject to 10.03 d) and e); or iii. in the event that the most junior full-time employee has no option to bump another full-time employee pursuant to iiin the Bargaining Unit for which he/she is qualified and for which his/her seniority would entitle him/her. (e) above, In the full-time employee shall have the right to bump event of a layoff in a part-time job, the most junior part-time employee in such job in the location shall be the first to be laid off and may: (i) Displace the most junior seniority employee in the Bargaining Unit for which he/she is qualified and for which his/her seniority would entitle him/her; or (ii) In the event the most junior seniority employee in the Bargaining Unit is not in a part-time job, displace the most junior part-time employee in the Bargaining Unit for which he/she is qualified and for which his/her seniority would entitle him/her. (f) On layoffs resulting from lack of work, the Company will advise an employee, in writing, who has lesser bargaining unit seniority and is within the same classification or an identical or lower paying classification. one (This bumping entitlement is subject to 10.03 d1) and e). The employee’s decision to choose i) or ii) or iii) above shall be given in writing to the General Manager within year but less than three (3) calendar days following the notification years' of layoffseniority, at least two (2) weeks in advance of a pending layoff or two (2) week's basic pay in lieu of notice. Employees failing to do so will be deemed to have accepted the layoff. c. A part-time employee who is subject to permanent or long term layoff shall have the right to either: i. accept the layoff; or ii. bump a part-time For any employee who has lesser bargaining unit seniority, is within the same classification or an identical or lower paying classification, and who has regularly scheduled hours equal to or less than the employee laid off. (This bumping entitlement is subject to 10.03 d), e) and f). The employee’s decision to choose i) or ii) or iii) above shall be given in writing to the General Manager within three (3) calendar days following the notification of layoff. Employees failing to do so years' seniority or more, three (3) weeks' notice will be deemed to given or three (3) weeks' basic pay in lieu of notice. For any employee who has five (5) or more years seniority, four (4) weeks notice or four (4) weeks basic pay in lieu of notice will be given. For employees who have accepted the layoff. d. The parties further agree that where there is established seniority of more than three (3) months but less than one (1) employee with lesser bargaining unit seniority in the same situation in which an employee seeks to bump (i.e. the same classificationyear, the shift(sCompany will give notice, in writing, of the pending layoff at least one (1) and week in advance of the same number layoff or one (1) weeks' basic pay in lieu of regularly scheduled hours)notice. (g) For employees who have one (1) year or more seniority, the employee must bump the least senior Company will consider relocating or retraining of thesesuch an Employee. e. It is agreed that (h) The aforementioned notices in this section shall contain the employee's home address and telephone number. A copy of these notices shall be given to the Local's president. (i) The Company will issue an employee may only exercise her options electronic “Record of Employment” (XXX) form to bump if she is immediately qualified for and able to perform the work laid off employees within five (5) calendar days of the position into which she is bumping into without training other than a reasonable familiarization date of the end of last pay period. f. It is agreed . The company will include on the layoff notice instructions on how and understood that a part-time where the employee cannot bump a full-time employee under any circumstances. g. can access their electronic XXX. Upon giving the Union notice of layoffrequest, the Employer company will meet with the Union through the Labour Management committee to review the layoff and any agreement between the parties concerning the implementation and process for the specific layoff will prevail over the terms provide a paper copy of the Collective AgreementXXX if needed.

Layoff Procedure. a. In a) Except in regard to the event of a long term or permanent layoffexceptions set forth below, the Employer shall recognize utilize the seniority standing of each State Universities Civil Service System Statute and Rules 250.110(c) and 250.120 (i) and (h), and State Universities Civil Service System Procedure 4.7 (as revised on 8/13/02) when a reduction in the work force becomes necessary. b) A student employee shall not displace a certified Civil Service employee. Should a reduction in the work force become necessary, the parties agree to meet prior to the layoff to discuss the staffing impact on the department/operating unit. c) Should the Employer determine that a position is to be eliminated within a department, the position to be eliminated shall be the one occupied by laying off employees within the least senior employee in the affected classification(sclassification. d) In the event that an Employing Unit is required to layoff an employee, that employee will be placed in reverse order of bargaining unit seniority to a vacant requisitioned position in the extent provided for belowsame classification, provided that there remain on if the job employees who have the immediate ability and qualifications employee is qualified to perform the available work without training duties of the new position. [Portions of this Article constitute deviations from Policy and Rules.] The employer will provide at least a thirty (30) day notice of its intent to reduce the workforce to the Union prior to any other than notices going out. The employer will also provide each employee with a reasonable familiarization periodthirty (30) day notice prior to taking any action in regards to a reduction of force. All non-status employees, as defined by the State Universities Civil Service System will be terminated before status employees are laid off. b. A full-time 1. The employee who is subject will first be allowed to permanent or long-term layoff shall have the following options: i. accept the layoff; or ii. bump a full-time employee who has lesser bargaining unit seniority, is within take an open position in the same classification or an identical or lower paying classification, and has regularly scheduled hours equal to or less than the employee laid offin another department provided there are open positions. 2. (This bumping entitlement is subject to 10.03 d) and e); or iii. in In the event that the full-time employee has there are no option to bump another full-time employee pursuant to ii) above, the full-time employee shall have the right to bump a part-time employee who has lesser bargaining unit seniority and is within the same classification or an identical or lower paying classification. (This bumping entitlement is subject to 10.03 d) and e). The employee’s decision to choose i) or ii) or iii) above shall be given open positions in writing to the General Manager within three (3) calendar days following the notification of layoff. Employees failing to do so will be deemed to have accepted the layoff. c. A part-time employee who is subject to permanent or long term layoff shall have the right to either: i. accept the layoff; or ii. bump a part-time employee who has lesser bargaining unit seniority, is within the same classification or an identical or lower paying classification, and who has regularly scheduled hours equal to or less than the employee laid off. (This bumping entitlement is subject to 10.03 d), e) and f). The employee’s decision to choose i) or ii) or iii) above shall be given in writing to the General Manager within three (3) calendar days following the notification of layoff. Employees failing to do so will be deemed to have accepted the layoff. d. The parties further agree that where there is more than one (1) employee with lesser bargaining unit seniority in the same situation in which an employee seeks to bump (i.e. the same classification, the shift(semployee may opt to take an open position in a previous classification or in a lesser classification in the current or previous promotional line. 3. The employee may opt to take the layoff without the employer contesting their unemployment. 4. If the employee does not choose to exercise their options as stated above, then the employee will be allowed to bump a less senior (employer seniority) and employee in the same number of regularly scheduled hours)classification, a previous classification, or a lesser classification in the current or previous promotional line. 5. If the employee must bump who is bumped is not the least senior of these(employer seniority) employee, then the employee will then be allowed to exercise their options as stated above. This process will continue until the least senior (employer seniority) employee is placed on recall. e. It is agreed that an employee may only exercise her options 6. Employees will be recalled into the same classification in seniority (employer seniority) order. Employees on recall will also be offered lesser positions as they become available, but will not be removed from the recall list for rejecting the offer of a lesser position. This process will extend to bump if she is immediately qualified for and able probationary employees. The employee’s department seniority will always transfer to perform the work of the position into which she is bumping into without training other than a reasonable familiarization periodany new department during this process. f. It is agreed and understood that a part-time employee cannot bump a full-time employee under any circumstances. g. Upon giving the Union notice of layoff, the Employer will meet with the Union through the Labour Management committee to review the layoff and any agreement between the parties concerning the implementation and process for the specific layoff will prevail over the terms of the Collective Agreement.

Layoff Procedure. a. In the event (a) Where a surplus of employee(s) within a long term or permanent layoffclassification exists on a shift, the Employer shall recognize may serve a notice of lay-off to the seniority standing of each employee by laying off employees within the affected classification(smost junior employee(s) in reverse order of bargaining unit the same classification on that shift. However, if the employee(s) thus served with notice have greater seniority to than an employee(s) on another shift in the extent provided for below, provided that there remain on the job employees who have the immediate ability and qualifications to perform the available work without training other than a reasonable familiarization periodsame classification; they may bump such most junior employee(s). b. (b) A full-time employee Employee who is subject to permanent or long-term layoff shall have the following optionsright to either: i. (i) accept the layoff; or (ii. ) first (181) bump a Employee with less bargaining unit seniority within her bargaining unit (full-time employee or part-time) in a lower or identical paying classification for which they are qualified, as required by law and can perform the duties of the lower or identical paying classification without training other than orientation. (iii) Chain bumping will be allowed with the understanding that a Employee subject to layoff who chooses to bump, must bump the Employee with less seniority who has lesser bargaining unit seniority, is within the same classification or an identical or lower paying classification, and has regularly scheduled hours equal to or less than the employee Employee laid off. (This bumping entitlement is , subject to 10.03 dparagraph (vi) and e); orbelow. iii. in (iv) Consistent with the opportunity to chain bump, all Employees who are potentially impacted will be given notice of layoff staff at the outset of the process. (v) An identical paying classification shall include any classification where the straight time hourly wage rate at the level of service corresponding to that of the laid-off Employee is within one percent (1%) of the laid-off Employee's straight time hourly wage rate. (vi) In the event that there are no Employees within the laid-off Employee's classification in either ba rgaining unit with lesser seniority who have scheduled hours equal to, or less than the Employee being laid off, such Employee may bump a less senior Employee with greater regula rly scheduled hours within ten percent (10%) of the laid-off Employee's regula rly scheduled bi-weekly hours within her classification. (vii) When an Employee subject to layoff chooses to bump and there are no Employees with less seniority within her bargaining unit, the seniority lists will be merged and the laid-off Employee may bump into the other bargaining unit. It is understood and agreed that if a part-time Employee bumps a full-time Employee as part of the above-noted procedure, the part­ time Employee is accepting the full-time employee has position only. (viii) In the event that there are no option to bump another fullEmployees in either bargaining unit with lesser seniority in lower or identical paying classifications as defined in this article, a laid-time employee pursuant to ii) above, the full-time employee shall off Employee will have the right to bump displace a part-time employee Employee with less seniority, who has lesser bargaining unit seniority and scheduled hours equal to or less than the Employee laid off, in a classification where the straight time hourly rate at the level of service corresponding to that of the laid-off Employee is within five percent (5%) of the same classification or an identical or lower paying classification. laid-off Employee's straight time hourly rate provided she is qualified for and can perform the duties without training other than orientation. (This bumping entitlement is subject to 10.03 dix) and e). The employee’s decision of the Employee to choose (i) or (ii) or iii) above shall be given in writing to the General Manager Administrator within three (3) calendar days following the notification of layoff. Employees failing to do so will be deemed to have accepted the layoff. c. A part-time employee who is subject to permanent or long term layoff shall have the right to either: i. accept the layoff; or ii. bump a part-time employee who has lesser bargaining unit seniority, is within the same classification or an identical or lower paying classification, and who has regularly scheduled hours equal to or less than the employee laid off. (This bumping entitlement is subject to 10.03 d), e) and f). The employee’s decision to choose i) or ii) or iii) above shall be given in writing to the General Manager within three (3) calendar days following the notification of layoff. Employees failing to do so will be deemed to have accepted the layoff. d. The parties further agree that where there is more than one (1) employee with lesser bargaining unit seniority in the same situation in which an employee seeks to bump (i.e. the same classification, the shift(s) and the same number of regularly scheduled hours), the employee must bump the least senior of these. e. It is agreed that an employee may only exercise her options to bump if she is immediately qualified for and able to perform the work of the position into which she is bumping into without training other than a reasonable familiarization period. f. It is agreed and understood that a part-time employee cannot bump a full-time employee under any circumstances. g. Upon giving the Union notice of layoff, the Employer will meet with the Union through the Labour Management committee to review the layoff and any agreement between the parties concerning the implementation and process for the specific layoff will prevail over the terms of the Collective Agreement.

Layoff Procedure. a. In When a reduction in the event of workforce is necessary, as opposed to a long term or permanent layoffreduction in hours, the Employer following procedure shall recognize the seniority standing of each employee by laying off employees within the affected classification(s) in reverse order of bargaining unit seniority to the extent provided for below, provided that there remain on the job employees who have the immediate ability and qualifications to perform the available work without training other than a reasonable familiarization periodbe used. b. 1. A regular full-time employee who is subject to permanent or long-term layoff shall have being laid off may displace the following options: i. accept the layoff; or ii. bump a shortest service regular full-time employee who has lesser bargaining unit seniority, is within his classification within the same classification or an identical or lower paying classification, and has regularly scheduled hours equal to or less than the employee laid offbargaining unit. (This bumping entitlement is subject to 10.03 d) and e); or iii. in the event that the The regular full-time employee has no option to bump another full-time employee pursuant to ii) above, so displaced may displace the full-time employee shall have the right to bump a shortest service part-time employee who has lesser bargaining unit seniority and is within in the same classification or an identical or in the bargaining unit. In the event there is no less senior employee performing work in the same classification, this displaced employee may displace the least senior employee in a lower paying classification. classification in which he previously performed (This bumping entitlement is subject to 10.03 dsix) and e). The employee’s decision to choose i) or ii) or iii) above shall be given months of service in writing to the General Manager within three (3) calendar days following classification for the notification of layoff. Employees failing to do so will be deemed to have accepted the layoffEmployer. c. 2. A part-time employee who is subject to permanent or long term layoff shall have being laid off may displace the right to either: i. accept the layoff; or ii. bump a shortest service part-time employee who has lesser bargaining unit seniority, is within his classification within the same classification or an identical or lower paying classification, and who has regularly scheduled hours equal to or less than bargaining unit. 3. Any employee with displacement rights under the employee laid off. (This bumping entitlement is subject to 10.03 d), e) and f). The employee’s decision to choose i) or ii) or iii) procedures above shall be given allowed to take a layoff in writing lieu of displacing any employee. 4. It is understood that, in any event, only a more senior employee can displace another employee under the procedure. 5. It is expressly understood and agreed the following shall apply to all of the General Manager options set forth above. If the shortest service employee being bumped is within three a ten (310) calendar days following mile radius from the notification of layoff. Employees failing to do so displaced worker’s store, the shortest service employee will be deemed to have accepted bumped. If the layoff. d. The parties further agree that where there shortest service employee is more than one working at a store outside the ten (110) employee with lesser bargaining unit seniority in mile radius from the same situation in which an employee seeks to bump (i.e. the same classificationdisplaced employee’s store, the shift(s) and the same number of regularly scheduled hours), the employee must bump the least senior of these. e. It is agreed that an displaced employee may only exercise her options to bump if she is immediately qualified for displace a less senior employee. Laid off employees, and able to perform the work of the position into which she is bumping into without training other than employees who accept a reasonable familiarization period. f. It is agreed and understood that job in a part-time employee cannot bump a full-time employee under any circumstances. g. Upon giving the Union notice lower classification in lieu of layoff, shall be recalled as needed, in order of seniority, to jobs they are qualified to perform. The Employer shall not hire a new employee or promote an existing employee into a position for which a laid off employee or employee who accepts a job in a lower classification is qualified and available to perform. An employee accepting a layoff rather than accepting a job in a lower classification may inform the Employer will meet with in writing at the Union through the Labour Management committee to review time of the layoff of his desire to be recalled to a lower classification which was not available at the time of his layoff, and such notification shall be honored when a vacancy occurs. The notice shall specify the lower classification to which the employee desires recall. It is understood that any agreement between employee on layoff from the parties concerning classification where the implementation and process for the specific layoff will prevail over the terms of the Collective Agreementvacancy occurs shall have preferential rights to such vacancy.

Layoff Procedure. a. (a) In the event of a long term or permanent layoff, the Employer shall recognize first layoff employees in the seniority standing of each employee by laying off employees within the affected classification(s) in reverse order of bargaining unit their seniority to the extent provided for belowwithin their classification provided, provided that there remain on the job job, employees who have the immediate ability and qualifications skills to perform the available work without training other than a reasonable familiarization periodwork. b. A full-time (b) An employee who is subject to permanent or long-term layoff shall have the following optionsright to either: i. (i) accept the layoff; , or; (ii. ) first bump a an employee with less bargaining unit seniority within his or her bargaining unit (full-time or part-time) in a lower or identical paying classification for which they are qualified and able, as required by law and can perform the duties of the lower or identical paying classification without training other than orientation; (iii) Chain bumping will be allowed with the understanding that an employee subject to layoff who chooses to bump, must bump the employee with less seniority who has lesser bargaining unit seniority, is within the same classification or an identical or lower paying classification, and has regularly scheduled hours equal to or less than the employee laid off. (This bumping entitlement is , subject to 10.03 dparagraph (vi) and e); orbelow; iii. (iv) Consistent with the opportunity to chain bump, all employees who are potentially impacted will be given notice of lay off at the outset of the process; (v) An identical paying classification shall include any classification where the straight time hourly wage rate at the level of service corresponding to that of the laid off employee is within one percent (1%) of the laid off employee’s straight time hourly wage rate; (vi) Should the least senior person in the event that bargaining unit be in the full-time employee has no option position of not being able to bump another full-time member than that employee pursuant will then be given the option of continuing to iiwork as a casual/ call in employee only or to accept the lay off; (vii) above, The decision of the full-time employee shall have the right to bump a part-time employee who has lesser bargaining unit seniority and is within the same classification or an identical or lower paying classification. (This bumping entitlement is subject to 10.03 d) and e). The employee’s decision to choose (i) or (ii) or iii) above shall be given in writing to the General Manager employer within three then (310) calendar days following the notification of layoff. Employees failing to do so will be deemed to have accepted the layoff. c. A part-time employee who is subject to permanent or long term layoff shall have the right to either: i. accept the layoff; or ii. bump a part-time employee who has lesser bargaining unit seniority, is within the same classification or an identical or lower paying classification, and who has regularly scheduled hours equal to or less than the employee laid off. (This bumping entitlement is subject to 10.03 d), e) and f). The employee’s decision to choose i) or ii) or iii) above shall be given in writing to the General Manager within three (3) calendar days following the notification of layoff. Employees failing to do so will be deemed to have accepted the layoff. d. The parties further agree that where there is more than one (1) employee with lesser bargaining unit seniority in the same situation in which an employee seeks to bump (i.e. the same classification, the shift(s) and the same number of regularly scheduled hours), the employee must bump the least senior of these. e. It is agreed that an employee may only exercise her options to bump if she is immediately qualified for and able to perform the work of the position into which she is bumping into without training other than a reasonable familiarization period. f. It is agreed and understood that a part-time employee cannot bump a full-time employee under any circumstances. g. Upon giving the Union notice of layoff, the Employer will meet with the Union through the Labour Management committee to review the layoff and any agreement between the parties concerning the implementation and process for the specific layoff will prevail over the terms of the Collective Agreement.