Common use of Procedures for Bumping Clause in Contracts

Procedures for Bumping. The bumping employee notified of impending layoff must inform the Chief Human Resources Officer (or designee), in writing, within ten (10) business days following notification of layoff, of their desire to engage in the bumping process. This notification will remain in effect until the employee is placed in a position, or placed on layoff status. i. Once the position they are able to bump into is identified, the Chief Human Resources Officer will conduct a review of the identified position to ensure the job description for the incumbent position is accurate and determine if the employee meets the minimum qualifications. ii. The review will be conducted through an interactive process with the bumping employee. iii. The review may consider any active Plan of Assistance the bumping employee is participating in or recent, unsatisfactory performance evaluations/issues, if the area of deficiency would negatively affect the bumping employee’s ability to perform the essential job functions for the position. iv. The bumping employee will have a maximum of three (3) months to learn and perform the duties and responsibilities of the new position, with a required performance appraisal at the end of the three (3) month probationary period. v. At the end of the three (3) month probationary period, if the College determines the employee is not able to perform the duties of the position, they will be placed on layoff status with recall rights to a position in their wage grade prior to the reduction in accordance with Section 5 of this article.

Procedures for Bumping. The bumping employee notified of impending layoff must inform the Chief Director of Human Resources Officer (or designee), in writing, within ten (10) business days following notification of layoff, of their his/her desire to engage in the bumping process. This notification will remain in effect until the employee is placed in a position, or placed on layoff status. i. Once the position they are he/she is able to bump into is identified, the Chief Director of Human Resources Officer will conduct a review of the identified position to ensure the job description for the incumbent position is accurate and determine if the employee meets the minimum qualifications. ii. The review will be conducted through an interactive process with the bumping employee. iii. The review may consider any active Plan of Assistance the bumping employee is participating in or recent, unsatisfactory performance evaluations/issues, if the area of deficiency would negatively affect the bumping employee’s ability to perform the essential job functions for the position. iv. The bumping employee will have a maximum of three (3) months to learn and perform the duties and responsibilities of the new position, with a required performance appraisal at the end of the three (3) month probationary period. v. At the end of the three (3) month probationary period, if the College determines the employee is not able to perform the duties of the position, they he/she will be placed on layoff status with recall rights to a position in their her/his wage grade prior to the reduction in accordance with Section 5 of this article.