Special Categories of Employees. All regular full or part-time staff members shall be covered by the layoff policy regardless of salary range, consistent with the following provisions:
a. Staff members employed under a J-Visa shall not be eligible for coverage.
b. Staff members employed under a H-Visa shall have bumping rights only into the same job classification.
Special Categories of Employees. A. All regular full or part-time negotiations unit employees shall be covered by the layoff policy regardless of salary range, consistent with the following provisions:
a. Negotiations unit employees employed under a J-Visa shall not be eligible for coverage.
b. Negotiations unit employees employed under a H-Visa shall have bumping rights only into the same job classification. Negotiations unit employees holding research positions may only exercise a bump into a position in his/her own department for which he/she is qualified and only if the project would not be seriously disrupted by the change in personnel. A decision by a Principal Investigator to deny a bump based upon the foregoing may be appealed by the bumping employee to the school’s Research Xxxx. If this appeal is denied, the bumping employee may appeal to the Vice President of Research. The review process will not delay the layoff or the placement of the employee on the recall list. If a negotiations unit employee in a research position cannot bump into a position in his/her department, he/she can bump into the immediate prior title (non-research) on the Campus or be placed in the immediate prior held title (research) provided there is a vacant position and the negotiations unit employee is qualified for such position. The parties agree that the subject matter of any appeal to arbitration concerning the Vice President’s decision on bumping rights shall be limited to whether the criteria as to which positions shall be exempt from bumping were applied. Should an arbitrator find that the criteria were not applied by the Vice President, then his/her sole remedy shall be to refer the matter back to the Vice President for reconsideration.
c. If an employee who held a research title is on the recall list, and there is a vacancy in the same title he/she was laid off from which the individual believes they are qualified for, but the employee is not offered the vacancy due to being deemed unqualified, the employee may appeal first to the school's Research Xxxx. If this appeal is denied the employee may appeal to the Vice President of Research whose decision on this matter will be final, binding and not subject to grievance or arbitration.
Special Categories of Employees. All regular full or part-time staff members shall be covered by the layoff policy regardless of salary range, consistent with the following provisions:
a) Staff members employed under a J-Visa shall not be eligible for coverage.
b) Staff members employed under a H-Visa shall have bumping rights only into the same job classification.
c) Staff members holding research positions may only exercise a bump into a position in his/her own department for which he/she is qualified and only if the project would not be seriously disrupted by the change in personnel as determined by the Vice President for Academic Affairs. If a staff member in a research position cannot bump into a position in his/her department, he/she can bump into the immediate prior title (non-research) on the Campus or be placed in the immediate prior held title (research) provided there is a vacant position and the staff member is qualified for such position. The parties agree that the subject matter of any appeal to arbitration concerning the Vice President’s decision on bumping rights shall be limited to whether the criteria as to which positions shall be exempt from bumping were applied. Should an arbitrator find that the criteria were not applied by the Vice President, then his/her sole remedy shall be to refer the matter back to the Vice President for reconsideration.
