Common use of OPTIONS FOR DESIGNATED EMPLOYEES Clause in Contracts

OPTIONS FOR DESIGNATED EMPLOYEES. Regular Employees who have received a notice of position discontinuance shall have the following options: TRANSFER 10.3.1 The Human Resources Department shall provide the designated Employee with the option to transfer into an available vacant continuing or sessional position at the same or any lower classification level for which the designated Employee could reasonably be expected, at some time during a sixty (60) working day training period, to meet the minimum qualifications that would normally have been posted. 10.3.2 In arranging the transfer of a designated Employee in accordance with Clause 10.3.1, the Human Resources Department shall select the most senior designated Employee from all available designated Employees at the time the transfer is being made. The retraining period shall comprise part of the normal trial period during which time the provisions of Clause 6.8 shall apply. 10.3.3 The Human Resources Department, in consultation with the hiring department, shall determine the retraining requirements, if any, and communicate these to the Employee. The Employer shall provide any necessary retraining to the Employee during the training and trial period. Retraining should not be limited to on-the-job training. 10.3.4 In the implementation of Clauses 10.3.1 to 10.3.3: a) where the designated Employee is a part-time Employee, only vacant part-time positions shall be considered for the transfer; b) where the designated Employee is a full-time Employee, vacant part-time and full-time positions shall be considered separately for the transfer, and the designated Employee shall choose between the highest level vacant part-time and full-time positions (if both exist). c) In every case sessional positions shall be considered separately from other continuing positions, and the designated Employee shall choose between the highest level vacant sessional and non-sessional positions (if both exist). d) If the Employee chooses to accept a vacant sessional position and if the Employer intends to fill a vacant continuing position in the same classification held by the Employee prior to the position discontinuance and if the Employee could reasonably be expected, at some time during a sixty (60) working day training period, to meet the minimum qualifications that would normally have been posted, then the Employee will have preference for the available vacant continuing position. EXERCISE OF SENIORITY (BUMPING) 10.3.5 If, by the end of the notice of position discontinuance period, either: (a) the designated Employee has not been provided with the option of accepting a transfer; (b) the designated Employee has been provided with the option of accepting a transfer to a position at a lower classification and has chosen not to accept the transfer; Then, the Employee shall have the option of exercising his/her seniority (bumping) in accordance with the following process: The designated Employee shall be placed in the position held by the most junior Employee in that classification providing that the designated Employee is qualified to perform the duties of the position. 10.3.6 In situations where the designated Employee is the only Employee in that classification, the Employee shall be placed in the position held by the most junior Employee in the classification which is one level lower than the classification of the designated Employee provided that classification is within the same family of classifications. 10.3.7 In identifying the appropriate position the Employer shall only consider positions in the same position category as defined in Clause 2.7. 1. Employees who are displaced in the application of this sub-clause shall become a designated Employee and shall be entitled to the applicable provisions of Article 10. 10.3.8 In order to facilitate the bumping process the Human Resources Department will provide a list of potential positions and those meeting the above criteria to the Association’s Labour Relations Officer. Potential placements will be reviewed with the Association’s Labour Relations Officer. 10.3.9 The provisions of this clause (Bumping) shall not apply to grant funded Employees employed after March 20, 2011, Employees employed in grant funded positions employed after March 20, 2011 can not be displaced by the application of this clause (Bumping).

OPTIONS FOR DESIGNATED EMPLOYEES. Regular Employees who have received a notice of position discontinuance shall have the following options: TRANSFER 10.3.1 The Human Resources Department shall provide the designated Employee with the option to transfer into an available vacant continuing or sessional position at the same or any lower classification level for which the designated Employee could reasonably be expected, at some time during a sixty (60) working day training period, to meet the minimum qualifications that would normally have been posted. 10.3.2 In arranging the transfer of a designated Employee in accordance with Clause 10.3.1, the Human Resources Department shall select the most senior designated Employee from all available designated Employees at the time the transfer is being made. The retraining period shall comprise part of the normal trial period during which time the provisions of Clause 6.8 shall apply. 10.3.3 The Human Resources Department, in consultation with the hiring department, shall determine the retraining requirements, if any, and communicate these to the Employee. The Employer shall provide any necessary retraining to the Employee during the training and trial period. Retraining should not be limited to on-the-job training. 10.3.4 In the implementation of Clauses 10.3.1 to 10.3.3: a) where the designated Employee is a part-time Employee, only vacant part-time positions shall be considered for the transfer; b) where the designated Employee is a full-time Employee, vacant part-time and full-time positions shall be considered separately for the transfer, and the designated Employee shall choose between the highest level vacant part-time and full-time positions (if both exist). c) In every case sessional positions shall be considered separately from other continuing positions, and the designated Employee shall choose between the highest level vacant sessional and non-sessional positions (if both exist). d) If the Employee chooses to accept a vacant sessional position and if the Employer intends to fill a vacant continuing position in the same classification held by the Employee prior to the position discontinuance and if the Employee could reasonably be expected, at some time during a sixty (60) working day training period, to meet the minimum qualifications that would normally have been posted, then the Employee will have preference for the available vacant continuing position. EXERCISE OF SENIORITY (BUMPING) 10.3.5 If, by the end of the notice of position discontinuance period, either: (a) the designated Employee has not been provided with the option of accepting a transfer; (b) the designated Employee has been provided with the option of accepting a transfer to a position at a lower classification and has chosen not to accept the transfer; Then, the Employee shall have the option of exercising his/her their seniority (bumping) in accordance with the following process: The designated Employee shall be placed in the position held by the most junior Employee in that classification providing that the designated Employee is qualified to perform the duties of the position. 10.3.6 In situations where the designated Employee is the only Employee in that classification, the Employee shall be placed in the position held by the most junior Employee in the classification which is one level lower than the classification of the designated Employee provided that classification is within the same family of classifications. 10.3.7 In identifying the appropriate position position, the Employer shall only consider positions in the same position category as defined in Clause 2.72.5. 1. Employees who are displaced in the application of this sub-clause shall become a designated Employee and shall be entitled to the applicable provisions of Article 10. 10.3.8 In order to facilitate the bumping process the Human Resources Department will provide a list of potential positions and those meeting the above criteria to the Association’s Labour Relations Officer. Potential placements will be reviewed with the Association’s Labour Relations Officer. 10.3.9 The provisions of this clause (Bumping) shall not apply to grant funded Employees employed after March 20, 2011, Employees employed in grant funded positions employed after March 20, 2011 can cannot be displaced by the application of this clause (Bumping).

OPTIONS FOR DESIGNATED EMPLOYEES. Regular Employees who have received a notice of position discontinuance shall have the following options: TRANSFER: 10.3.1 The Human Resources Department shall provide the designated Employee with the option to transfer into an available vacant continuing or sessional position at the same or any lower classification level for which the designated Employee could reasonably be expected, at some time during a sixty (60) working day training period, to meet the minimum qualifications that would normally have been posted. 10.3.2 In arranging the transfer of a designated Employee employee in accordance with Clause 10.3.1, the Human Resources Department shall select the most senior designated Employee from all available designated Employees at the time the transfer is being made. The retraining period shall comprise part of the normal trial period during which time the provisions of Clause 6.8 shall apply. 10.3.3 The Human Resources Department, in consultation with the hiring department, shall determine the retraining requirements, if any, and communicate these to the Employee. The Employer shall provide any necessary retraining to the Employee during the training and trial period. Retraining should not be limited to on-the-job training. 10.3.4 In the implementation of Clauses 10.3.1 to 10.3.3: a) where the designated Employee is a part-time Employee, only vacant part-time positions shall be considered for the transfer; b) where the designated Employee is a full-time Employee, vacant part-time and full-full- time positions shall be considered separately for the transfer, and the designated Employee shall choose between the highest level vacant part-time and full-time positions (if both exist). c) In every case sessional positions shall be considered separately from other continuing positions, and the designated Employee shall choose between the highest level vacant sessional and non-sessional positions (if both exist). d) If the Employee chooses to accept a vacant sessional position and if the Employer intends to fill a vacant continuing position in the same classification held by the Employee prior to the position discontinuance and if the Employee could reasonably be expected, at some time during a sixty (60) working day training period, to meet the minimum qualifications that would normally have been posted, then the Employee will have preference for the available vacant continuing position. EXERCISE OF SENIORITY (BUMPING) 10.3.5 If, by the end of the notice of position discontinuance period, either: (a) the designated Employee has not been provided with the option of accepting a transfer; (b) the designated Employee has been provided with the option of accepting a transfer to a position at a lower classification and has chosen not to accept the transfer; Then, the Employee shall have the option of exercising his/her seniority (bumping) in accordance with the following process: The designated Employee shall be placed in the position held by the most junior Employee in that classification providing that the designated Employee is qualified to perform the duties of the position. 10.3.6 In situations where the designated Employee is the only Employee in that classification, the Employee shall be placed in the position held by the most junior Employee in the classification which is one level lower than the classification of the designated Employee provided that classification is within the same family of classifications. 10.3.7 In identifying the appropriate position the Employer shall only consider positions in the same position category as defined in Clause 2.72. 16.1. Employees who are displaced in the application of this sub-clause shall become a designated Employee and shall be entitled to the applicable provisions of Article 10. 10.3.8 In order to facilitate the bumping process the Human Resources Department will provide a list of potential positions and those meeting the above criteria to the Association’s Labour Relations OfficerBusiness Agent. Potential placements will be reviewed with the Association’s Labour Relations OfficerBusiness Agent. 10.3.9 The provisions of this clause (Bumping) shall not apply to grant funded Employees employed after March 20, 2011, Employees employed in grant funded positions employed after March 20, 2011 can not be displaced by the application of this clause (Bumping). LAYOFF 10.3.10 If by the end of the notice of position discontinuance period the designated Employee: a) has not been provided with the option of accepting a transfer and has chosen not to exercise his/her seniority (bump); or b) has been provided with the option of accepting a transfer into a position at a lower classification and has chosen not to accept the transfer and not to exercise his/her seniority (bump); or c) has been provided with the option of accepting a transfer into a position at the same classification and has chosen not to accept the transfer. then he/she shall be laid off.

OPTIONS FOR DESIGNATED EMPLOYEES. Regular Employees who have received a notice of position discontinuance shall have the following options: TRANSFER: 10.3.1 The Human Resources Department shall provide the designated Employee with the option to transfer into an available vacant continuing or sessional position at the same or any lower classification level for which the designated Employee could reasonably be expected, at some time during a sixty (60) working day training period, to meet the minimum qualifications that would normally have been posted. 10.3.2 In arranging the transfer of a designated Employee employee in accordance with Clause 10.3.1, the Human Resources Department shall select the most senior designated Employee from all available designated Employees at the time the transfer is being made. The retraining period shall comprise part of the normal trial period during which time the provisions of Clause 6.8 shall apply. 10.3.3 The Human Resources Department, in consultation with the hiring department, shall determine the retraining requirements, if any, and communicate these to the Employee. The Employer shall provide any necessary retraining to the Employee during the training and trial period. Retraining should not be limited to on-the-job training. 10.3.4 In the implementation of Clauses 10.3.1 to 10.3.3: a) where the designated Employee is a part-time Employee, only vacant part-time positions shall be considered for the transfer; b) where the designated Employee is a full-time Employee, vacant part-time and full-full- time positions shall be considered separately for the transfer, and the designated Employee shall choose between the highest level vacant part-time and full-time positions (if both exist). c) In every case sessional positions shall be considered separately from other continuing positions, and the designated Employee shall choose between the highest level vacant sessional and non-sessional positions (if both exist). d) If the Employee chooses to accept a vacant sessional position and if the Employer intends to fill a vacant continuing position in the same classification held by the Employee prior to the position discontinuance and if the Employee could reasonably be expected, at some time during a sixty (60) working day training period, to meet the minimum qualifications that would normally have been posted, then the Employee will have preference for the available vacant continuing position. EXERCISE OF SENIORITY (BUMPING) 10.3.5 If, by the end of the notice of position discontinuance period, either: (a) the designated Employee has not been provided with the option of accepting a transfer; (b) the designated Employee has been provided with the option of accepting a transfer to a position at a lower classification and has chosen not to accept the transfer; Then, the Employee shall have the option of exercising his/her seniority (bumping) in accordance with the following process: The designated Employee shall be placed in the position held by the most junior Employee in that classification providing that the designated Employee is qualified to perform the duties of the position. 10.3.6 In situations where the designated Employee is the only Employee in that classification, the Employee shall be placed in the position held by the most junior Employee in the classification which is one level lower than the classification of the designated Employee provided that classification is within the same family of classifications. 10.3.7 In identifying the appropriate position the Employer shall only consider positions in the same position category as defined in Clause 2.72.6. 1. Employees who are displaced in the application of this sub-clause shall become a designated Employee and shall be entitled to the applicable provisions of Article 10. 10.3.8 In order to facilitate the bumping process the Human Resources Department will provide a list of potential positions and those meeting the above criteria to the Association’s Labour Relations OfficerBusiness Agent. Potential placements will be reviewed with the Association’s Labour Relations OfficerBusiness Agent. 10.3.9 The provisions of this clause (Bumping) shall not apply to grant funded Employees employed after March 20, 2011, Employees employed in grant funded positions employed after March 20, 2011 can not be displaced by the application of this clause (Bumping). LAYOFF 10.3.10 If by the end of the notice of position discontinuance period the designated Employee: a) has not been provided with the option of accepting a transfer and has chosen not to exercise his/her seniority (bump); or b) has been provided with the option of accepting a transfer into a position at a lower classification and has chosen not to accept the transfer and not to exercise his/her seniority (bump); or c) has been provided with the option of accepting a transfer into a position at the same classification and has chosen not to accept the transfer. then he/she shall be laid off.