Method of Bumping a) Upon receipt of notice of the employee’s intention to bump, the Employer will, within three (3) working days, present the employee with an offer of a position to bump into.
b) Bumping offers shall be made by the Employer first within the employee’s own classification and status, subject to seniority provided the employee possesses the required KSA’s for the position offered and the needs of the Society. Bumping is dependent upon operational requirements and consideration of specific skills. Where bumping is not possible within that classification the Employer shall make a determination of qualification for other classifications.
c) In instances where a temporary position exists that represents a better bump option than the permanent options available, an employee may elect to bump into a temporary position. In these instances, when the temporary position ultimately terminates, the Employee shall be placed on the re-employment list in accordance with Article 13.6.
d) An employee will have three (3) working days to consider the offer of a position. The three (3) day period shall be deemed to have commenced at 5:00 p.m. of the day the offer is formally made, or at the end of the employee’s work period on the day the offer is made, whichever is later. If the employee does not accept the offer of the position within the three (3) day period, it will be deemed the employee has declined the offer. Once the employee accepts the position, the Employer will advise the employee of the commencement date in the new position and the lay-off notice will be deemed to have been rescinded.
e) If an employee does not accept an offer of a position in the bumping order, the employee will be deemed to have declined the option to bump.
Method of Bumping a) An employee shall bump the most junior person in their position classification which they are qualified for and most closely maintains the existing earnings of the person who is bumping. If employment is not obtained, then the employee shall:
b) Bump the most junior employee in a lower position classification which most closely maintains the existing earnings of the person who is bumping, providing the laid off employee is more senior and has the qualifications as contained in the position classification.
Method of Bumping. All vacancies will be filled before and/or during the implementation of a lay-off. Subsequent options will be reviewed by Human Resources and the Union Executive. Seniority will gov- ern if the employee is qualified to do the job. Displaced employees will be given a list of job options they can bump into.
Method of Bumping. Options of Permanent Employees who have received notice of Position Abolishment: An employee who holds permanent status in the position which is being abolished shall have the right to exercise any one (1) of the following options:
a) to exercise "bumping" (displacement) rights on the basis of her total seniority within her agency;
b) to go on lay-off and thereafter be entitled to exercise re-employment rights;
c) to retire; or
d) to resign and receive severance pay.
12.6.1 An employee, provided she is qualified and has more seniority, shall bump downward the employee with the least seniority in the same or lower classification in descending order.
12.6.2 Employees displaced by being bumped, shall have the same rights as available to the employee whose position was abolished or was laid-off.
Method of Bumping. All vacancies will be filled before and/or during the implementation of a lay-off. Subsequent options will be reviewed by Human Resources and the Union Executive. Seniority will govern if the employee is qualified to do the job. Displaced employees will be given a list of job options they can bump into. Employees will be given a familiarization period of twelve 2) hours in order to ensure that he can perform the basic duties of the new position. The employee will then be evaluated after hours. Number of Bumps per Person: An employee may try several positions, but may only bump once within the same classification. This restriction will not apply where an individual is deemed unsatisfactory by the Company. Bumping will be allowed among all shifts. All classified positions will be open to bumping by seniority, not job content. An employee displaced from his posted job shall retain his wage rate for a period of worked days. This provision does not apply to laid off employees, and does not provide displacement wage rate to recalled employees. An employee displaced from his permanent posted position as a result of the permanent elimination of that position shall retain his wage rate for a period of four (4) months. This provision does not apply to laid off employees, and does not provide wage rate to recalled employees. Seniority shall have no application except as provided in this Article.
Method of Bumping a) An employee who is laid-off shall be placed on a re-employment list according to seniority for twenty four (24) months.
b) Employees shall be recalled in the order of seniority in their former classification, or any classification for which their qualifications are sufficient to perform the required duties.
c) Employees who have been laid off may refuse a recall that would constitute a demotion or temporary employment without having their name removed from the re-employment list.
d) Employees who choose to take employment offered to them, which would constitute demotion or temporary employment, shall not lose their right to re-employment to positions equivalent to those from which they were laid off.
e) Employees shall be given a minimum of seven (7) days’ notice of recall in writing.
f) All employees on the re-employment list will be mailed a copy of all job postings.
Method of Bumping. Job skills and subsequent options will be reviewed by the Supervisor and the Union Executive. Seniority will govern if the employee is qualified to do the job. Displaced employees will be given a list of job options they can bump into.
