RIGHTS OF PERMANENT EMPLOYEES. Employees subject to layoff as a result of the provisions of the Layoff Article shall have the right to bump on the following basis and in the following order.
RIGHTS OF PERMANENT EMPLOYEES. 17.3.1 Employees who have permanent status in the classified service, and who have been promoted to a higher classification may be demoted during the probationary period to their former classification. The employee shall be notified in writing of the action and charges, but shall have the right to appeal to the Personnel Commission.
RIGHTS OF PERMANENT EMPLOYEES. (Continued) When the displaced employee is the employee with the least seniority at the same Salary Classification within the same Occupational Grouping where the position was declared redundant, that employee may bump the employee with the least seniority on the next lower Salary Classification within the same Occupational Grouping providing the employee doing the bumping has the necessary qualifications, ability and willingness to perform the work involved. In such cases the employee will not suffer loss of salary and will be salary protected while employed in the lower Salary Classification for the greater of six months or the remainder of the school year. Failing steps (a) and the displaced employee may proceed in sequence down through the Salary Classifications until the employee reaches such a level where the employee can bump the employee with the least seniority on a lower Salary Classification within the same Occupational Grouping providing such an employee exists, and the employee doing the bumping has the necessary qualifications, ability and willingness to perform the work involved. A maximum of one time bumping per employee per redundancy will be permitted. Full-time employees may bump full-time employees. Employees who are full-time as a result of being employed in two half-time positions, may bump part-time employees in order to maintain their full-time status, or employ Clause There shall be no partial bumping within Occupational Groupings. Therefore, an employee, who has part of their position declared redundant, will be required to make a decision whether to retain the portion of their position that was not made redundant, or to exercise their bumping rights in accordance with Clauses and Renfrew County Catholic COPE Collective Agreement
RIGHTS OF PERMANENT EMPLOYEES. (Continued) Part-time employees may not exercise bumping rights in order to attain a position of a higher percentage of full-time equivalent than the position declared redundant. Employees who intend to exercise their bumping rights shall notify the Manager of Human Resources Services in writing within seven (7) working days of the date the lay-off notice was issued. The notice to bump may be sent through the mail, courier, or by fax and the original must follow by mail. Providing the employee wishing to utilize their bumping rights meets the requirements for displacement, the Manager of Human Resources Services then will provide official notification to the employee who is to be displaced. In accordance with the Employment Standards Act, employees who elect not to exercise their bumping rights may be deemed to have refused reasonable alternative employment, thereby, forfeiting all entitlements to notice, severance pay, and recall.
RIGHTS OF PERMANENT EMPLOYEES. No new permanent employee will be hired until a employee who is on lay-off from the relevant Salary Classification and who still retains recall rights has been given an opportunity for recall at an equivalent or lower Salary Classification within the same Occupational Grouping provided that such an employee has the qualifications, ability and willingness to do the job duties of the vacant position. Renfrew County Catholic COPE Collective Agreement ARTICLE RECALL RIGHTS OF PERMANENT EMPLOYEES (Continued) The right of recall for redundant employees shall terminate twenty four (24) months after their last day of employment with the Board as an employee in a permanent position. Employees recalled within the twenty four (24) month period shall maintain the seniority they had at the date of the lay-off, and their continuous service with the Board shall not be broken by their period of non- employment due to redundancy. Employees recalled within the twenty four (24) month period shall maintain the sick leave credits they had at the date of the lay- off, provided the sick leave credits have not been used in any subsequent temporary employee assignment. The following steps shall be followed in recalling redundant employees to permanent positions:
RIGHTS OF PERMANENT EMPLOYEES. No new permanent employee will be hired until a employee who is on lay-off from the relevant Salary Classification and who still retains recall rights has been given an opportunity for recall at an equivalent or lower Salary Classification within the same Occupational Grouping provided that such an employee has the qualifications, ability and willingness to do the job duties of the vacant position. right of recall for redundant employees shall terminate twenty four (24) months after their last day of employment with the Board as an employee in a permanent position. Employees recalled within the twenty four (24) month period shall maintain the seniority they had at the date of the lay-off, and their continuous service with the Board shall not be broken by their period of non- employment due to redundancy. Employees recalled within the twenty four (24) month period shall maintain the sick leave credits they had at the date of the lay- off, provided the sick leave credits have not been used in any subsequent temporary employee assignment. The following steps shall be followed in recalling redundant employees to permanent positions: The Manager of Human Resources Services shall offer the redundant employee an available position by telephone, by courier or by personal delivery, The redundant employee, within seven (7) calendar days of the date of offer, shall advise the Manager of Human Resources Services in writing of his or her decision to accept or reject the offer. If the redundant employee fails to reply within the time specified or does not accept the offer, the right of recall shall be forfeited. Renfrew County Catholic COPE Collective Agreement
RIGHTS OF PERMANENT EMPLOYEES. (Continued) In accordance with the Employment Standards Act, a redundant employee who refuses an offer of reasonable alternative employment with the Board forfeits any entitlement to severance pay and eligibility to remain on the recall list. An advertisement of a position does not constitute an offer. Provided that permanent employees who are on lay-off and have the qualifications, ability and willingness to do the job duties of a temporary employee assignment, in the laid off employee’s Salary Classification, such employees shall be given preference for such temporary employee assignments and shall not lose their recall rights as a result of any such assignments. A laid off permanent employee with recall rights who accepts a temporary employee assignment shall have the following benefits:
