Common use of Relocation Procedure Clause in Contracts

Relocation Procedure. In the case of the abolition of a position, the employee to be affected by the abolition within the classification will be the employee with the least seniority. In the case of the abolition of a position, the following procedures apply: i) After discussion with the Union, the University agrees to assign an employee whose position has been abolished or who has been bumped, without posting, to a vacant position in the same classification as long as he has the qualifications to satisfy the normal requirements of the position. If several positions are open, the employee may choose among them. ii) If an employee cannot be relocated by virtue of the preceding paragraph, after discussion with the Union, the University agrees to assign an employee whose position has been abolished or who has been bumped, to a vacant equivalent position with the same salary rate as long as the employee satisfies the normal requirements of the position. If several positions are open, the employee may choose among them. iii) If an employee cannot be relocated by virtue of the preceding paragraphs, after discussion with the Union, the University agrees to assign an employee whose position has been abolished or who has been bumped, to a vacant position in a lower classification as long as the employee satisfies the normal requirements of the position. If several positions are open, the employee may choose among them. iv) If the equivalent position involves a different shift (day, evening, night) and the employee refuses to relocate under such conditions, he may have recourse to the provisions of 16.02 d). He will be considered red-circled at the end of the waiting period provided for under clause 16.03. v) If the equivalent position involves a weekend shift and no weekend shift was involved in the abolished position, the employee may refuse to be permanently relocated to such a position for a maximum period of twelve (12) months. During this period, the provisions of 16.

Relocation Procedure. In the case of the abolition of a position, the employee to be affected by the abolition within the classification will be the employee with the least seniority. In the case of the abolition of a position, the following procedures apply: (i) After discussion with the Union, the University agrees to assign an employee whose position has been abolished or who has been bumped, without posting, to a vacant position in the same classification as long as he has the qualifications to satisfy the normal requirements of the position. If several positions are open, the employee may choose among them. (ii) If an employee cannot be relocated by virtue of the preceding paragraph, after discussion with the Union, the University agrees to assign an employee whose position has been abolished or who has been bumped, to a vacant equivalent position with the same salary rate as long as the employee satisfies the normal requirements of the position. If several positions are open, the employee may choose among them. (iii) If an employee cannot be relocated by virtue of the preceding paragraphs, after discussion with the Union, the University agrees to assign an employee whose position has been abolished or who has been bumped, to a vacant position in a lower classification as long as the employee satisfies the normal requirements of the position. If several positions are open, the employee may choose among them. (iv) If the equivalent position involves a different shift (day, evening, night) and the employee refuses to relocate under such conditions, he may have recourse to the provisions of 16.02 d). He will be considered red-red- circled at the end of the waiting period provided for under clause 16.03. (v) If the equivalent position involves a weekend shift and no weekend shift was involved in the abolished position, the employee may refuse to be permanently relocated to such a position for a maximum period of twelve (12) months. During this period, the provisions of 16.twelve

Relocation Procedure. In the case of the abolition of a position, the employee to be affected by the abolition within the classification will be the employee with the least seniority. In the case of the abolition of a position, the following procedures apply: (i) After discussion with the Union, the University agrees to assign an employee whose position has been abolished or who has been bumped, without posting, to a vacant position in the same classification as long as he has the qualifications to satisfy the normal requirements of the position. If several positions are open, the employee may choose among them. (ii) If an employee cannot be relocated by virtue of the preceding paragraph, after discussion with the Union, the University agrees to assign an employee whose position has been abolished or who has been bumped, to a vacant equivalent position with the same salary rate as long as the employee satisfies the normal requirements of the position. If several positions are open, the employee may choose among them. (iii) If an employee cannot be relocated by virtue of the preceding paragraphs, after discussion with the Union, the University agrees to assign an employee whose position has been abolished or who has been bumped, to a vacant position in a lower classification as long as the employee satisfies the normal requirements of the position. If several positions are open, the employee may choose among them. (iv) If the equivalent position involves a different shift (day, evening, night) and the employee refuses to relocate under such conditions, he may have recourse to the provisions of 16.02 d). He will be considered red-circled at the end of the waiting period provided for under clause 16.03. (v) If the equivalent position involves a weekend shift and no weekend shift was involved in the abolished position, the employee may refuse to be permanently relocated to such a position for a maximum period of twelve (12) months. During this period, the provisions of 16.the