Common use of REDUCTION PRIORITY Clause in Contracts

REDUCTION PRIORITY. 1. Where a reduction in the work force of the University or of any department is necessary, the University will achieve such reduction on the basis of available work within each job classification. Layoffs shall be in the inverse order of seniority provided, however, that the University can retain a less senior employee possessing essential certifications or licenses required by the University or the department and issued by a federal, state or local government, or a recognized professional association. 2. The University will effect such force reduction on a University or departmental basis in keeping with the following: a. The layoff of seasonal and casual employees, and intermittent employees as defined in Article 2 (C), Recognition; b. The layoff of probationary employees as defined in Article 17 (C) (1); c. The layoff of part-time employees; d. The layoff of full-time employees. 3. Any employee who would otherwise be laid off may bump the least senior employee as follows: a. In their bumping series as outlined in Appendix C, or b. In another bargaining unit classification previously held with the University and for which the employee remains qualified to perform all work available. 4. An employee who elects not to bump shall not lose rights to recall to his/her regular job, but shall lose future bumping rights for the duration of the layoff. 5. No employee shall be able to bump into an apprentice position.

REDUCTION PRIORITY. 1. Where a reduction in the work force of the University or of any department is necessary, the University will achieve such reduction on the basis of available work within each job classification. Layoffs shall be in the inverse order of seniority seniority, provided, however, that the University can retain a less senior employee possessing essential certifications or licenses required by the University or the department and issued by a federal, state or local government, or a recognized professional association. 2. The University will effect such force reduction on a University or departmental basis in keeping with the followingfollowing order: a. The layoff of seasonal and casual temporary employees, and intermittent employees as defined in Article 2 (C), Recognition; b. The layoff of probationary employees as defined in Article 17 (CB) (1); c. The layoff of part-time employees; d. The layoff of full-time employees. 3. Any employee who would otherwise be laid off is affected by the reduction in force may bump the least senior employee as follows: a. In their bumping series as outlined in Appendix C, or b. In another bargaining unit classification previously held with the University and for which the employee remains qualified to perform all work available. c. Members will have two (2) working days to make decisions to accept the layoff or bump if they have bumping rights per the CBA. d. Members displaced through the bumping process will receive a reduction in force notice that will result in at least ten (10) days of continued pay. 4. An employee who elects not to bump shall not lose rights to recall to his/her regular job, but shall lose future bumping rights for the duration of the layoff. 5. No employee shall be able to bump into an apprentice position.