Bumping Procedure. The employee so identified shall be assigned by the College to the first position determined in accordance with the following sequence: - to a vacant position in the same payband provided he/she can satisfactorily perform the core duties and responsibilities of the job. If there is no such position then; - to the position held by the most junior employee within his/her same payband provided he/she can satisfactorily perform the core duties and responsibilities of the job and he/she has greater seniority. If there is no such position then; - to a vacant position in the payband with a maximum rate one lower than the employee's own payband provided he/she can satisfactorily perform the core duties and responsibilities of the job. If there is no such position then; - to the position held by the most junior employee in the payband with a maximum rate one lower than the employee's own payband provided he/she can satisfactorily perform the core duties and responsibilities of the job and he/she has greater seniority; - the provisions of the last two sections shall be repeated until all paybands have been reviewed in descending order of maximum rate and either a vacant position or a position held by a more junior employee is identified and the employee affected can satisfactorily perform the core duties and responsibilities of the job. If no such position is identified the employee shall be laid off. (To illustrate how this sequence operates on or after March 1, 2007, see the Layoff/Recall Process – Bumping Letter of Understanding appended to the Collective Agreement).
Bumping Procedure. (1) Regular employees who receive notice of layoff shall have the right to bump employees with less seniority.
Bumping Procedure. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work shall have the right to displace a permanent part-time employee with lesser GO seniority, within their section. Such bumping within the section may only be in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hour. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work, shall have the right to displace any permanent part-time employee with lesser GO Transit seniority, within their section provided they are able, willing and qualified. Due to the nature of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses the qualifications and skills of a position they have held previously, then the employee may bump laterally or downward within their section or another section where the previously held position is identified. At the time of layoff the employee must satisfy the criteria identified in the current job description, and the employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be the sole responsibility of the Union to administer.
Bumping Procedure. (1) A regular employee shall not be entitled to bump another employee where the bump would constitute a promotion.
Bumping Procedure. 11:01(6)(1) An Employee in receipt of a lay-off notice or who is displaced from his/her position may exercise the right to bump an Employee with less seniority provided that the Employee exercising bumping rights meets the qualifications as contained in the job description for the position the Employee is selecting. The right to bump includes the right to bump up within a class (i.e. not
Bumping Procedure. Within three (3) working days following notification that they occupy a position designated for layoff, employees shall be given the opportunity to exercise their seniority by indicating the desire to bump into another position, provided always that the bumping employee has the necessary skills, qualifications and ability to perform the work in question. Failure to indicate the desire to bump into another position when given the opportunity under this article shall result in the affected employee being laid off.
Bumping Procedure. (a) A regular employee who is subject to displacement shall have the right to bump in accordance with this Article. Such employee shall exercise his/her bumping rights within his/her division then company-wide, in that order. Employees who exercise their bumping rights will not be required to change their status in terms of full-time or part-time. That is, where a ‘least senior’ bump under Article 9.07 would require the employee to change their status, the ‘least senior’ bump of the same status will also be offered. Job shares will be considered 2 PTR’s for the purposes of bumping.
Bumping Procedure. (i) An employee who is to be laid off in accordance with 28.04 (a) or who is not recalled when a recall occurs within his Region, shall have the option to bump, provided the employee retained or recalled in accordance with this procedure is qualified and able to perform the duties required, as follows:
Bumping Procedure. (a) A School Library Worker, School Administrative Assistant, School Clerk or District Administrative Support Worker, when laid off, shall be entitled to claim the position of any other School Library Worker, School Administrative Assistant, School Clerk, or District Administrative Support Worker in the District subject to the conditions in paragraph (c).
Bumping Procedure. A. Full and part-time positions which are funded from state appropriations, general fees, tuition, or auxiliary funds are designated as “hard-funded” University positions. An employee scheduled to be laid off from his/her present job in a hard-funded position with six (6) or more years of seniority is eligible to bump. An employee scheduled to be laid off from his/her present job in a hard-funded position with less than six (6) years of seniority is ineligible to bump and shall be laid off.
