Displacement-Bumping Procedure Sample Clauses

The Displacement-Bumping Procedure outlines the process by which employees whose positions are eliminated (displaced) may claim or "bump" into other positions within the organization, typically based on seniority or qualifications. In practice, this means that a more senior employee whose job is cut can take over the position of a less senior employee, who may then be displaced in turn. This procedure ensures a fair and transparent method for managing workforce reductions, protecting employee rights and minimizing arbitrary job losses during organizational restructuring.
Displacement-Bumping Procedure. A. In the event there is a reduction in work force within a department/agency which will result in bumping and layoff, the Human Resources Division will encourage the department/agency to develop a Voluntary Layoff Incentive program for affected employees. B. An employee whose position is being eliminated shall have the right to exercise his/her seniority by accepting a reassignment within the Department/Agency, to the position of the least senior employee in his/her job title for which the employee is qualified, in the same region or to any other region statewide, provided that the affected employee is less senior than the employee whose position is eliminated. C. Alternatively, an employee whose position is being eliminated may elect to bump to a lower title in his/her job series, or to a title outside of the employee’s job series in the next lower salary grade to the employee’s current salary grade, for which the employee is qualified, within his/her region, provided that there are persons with less seniority in the lower title(s). This option is limited to the least senior employee in the affected title. D. An employee electing to reassign/bump as set forth above, must upon request provide to the Appointing Authority an updated resume at the time of his/her notification of his/her intention to reassign/bump.
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Displacement-Bumping Procedure. A. In the event there is a reduction in work force within the Appointing Authority, which will result in bumping, and layoff, the Human Resources Division (HRD) will encourage the department/agency to develop a Voluntary Layoff Incentive program for affected employees. B. Employees whose position(s) are being eliminated shall have the right to exercise their bumping rights by accepting a transfer to a position in the same title for which the employee is determined qualified by the Appointing Authority. Employees choosing to transfer in accordance with this provision may transfer: 1. into the position of the least senior employee in their facility; or 2. into the position of the least senior employee in their region/area if such least senior employee is less senior than the least senior employee in the facility; or 3. into the position of the least senior employee in any region/area if such employee is less senior than the least senior employee in the region/area in which the reduction occurred. C. 1. Employees whose positions are being eliminated may elect to bump to a lower title in his/her bumping corridor in the bargaining unit for which the employee is qualified in the “facility” in which the employee presently works to the position of the least senior employee in the title, provided that there are person(s) with less seniority who are in the lower title. If there is no one with less seniority in the lower title in his/her bumping corridor in the “facility”, then the employee whose position is being eliminated may elect to bump to a lower title in his/her bumping corridor in the bargaining unit for which the employee is qualified in the “region/area” in which the employee presently works to the position of the least senior employee in title, provided there are person(s) with less seniority who are in the lower title(s). An employee may elect to bump to a position in a different bumping corridor only if he/she has no viable bump option to any position title within two job grades next below the employee(s) current job grade. An employee so choosing to bump to another bumping corridor may elect to bump: a. to a title in another bumping corridor that is at least two (2) job grades lower than the position from which the employee is to be laid-off, provided that the employee is qualified for the job as determined by the Appointing Authority, and that there are person(s) with less seniority in the lower title, or b. to a vacant position in any title for which...
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Displacement-Bumping Procedure. A. In the event there is a reduction in work force within a department/agency which will result in bumping and layoff, the Human Resources Division will encourage the department/agency to develop a Voluntary Layoff Incentive program for affected employees. B. Employees whose positions are being eliminated shall have the rights to exercise their seniority by accepting a reassignment in the employee's present title in which the employee in that title with the least departmental years of service occupies in the same region, or to any other region statewide to a position in the same title occupied by an employee with the least departmental years of service within that region as long as that employee is less senior than the employee whose position is eliminated. C. Alternatively, employees whose position(s) are being eliminated may elect to bump to a lower title in the bargaining unit for which the employee is qualified in any facility in the same region rather than accept a reassignment to another region in the title, provided that there are persons with less seniority who are in the next lower title(s). The option is limited to the least senior employee in the next lower title or titles at each location. D. For the purpose of this Article the geographic regions shall be defined and agreed to by HRD, the Union President of the Local affected and the appropriate representative of the Department/Agency.
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Displacement-Bumping Procedure. A. In the event there is a reduction in work force within the Appointing Authority, Division which will result in bumping, and layoff, the Human Resources Division (HRD) Employer will consider encourage the department/agency to develop a Voluntary Layoff Incentive program for affected employees. B. Employees whose position(s) are being eliminated shall have the right to exercise their bumping rights by accepting a transfer to a position in the same title for which the employee is determined qualified by the Appointing Authority Employer. Employees choosing to transfer in accordance with this provision may transfer: 1. into the position of the least senior employee in their facility; or 2. into the position of the least senior employee in their region/area if such least senior employee is less senior than the least senior employee in the facility; or
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Related to Displacement-Bumping Procedure

  • 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.

  • ORDERING PROCEDURE Orders placed against this contract may be in the form of an agency issued purchase order on an as-required basis. Or an agency may also use the Arkansas State Purchasing Card (P- Card) to purchase furniture.

  • Closing Procedure The Company or its assigns shall effect the ----------------- Repurchase by delivering or mailing to the Grantee (and/or, if applicable, his Permitted Transferees) written notice within six (6) months after the Termination Event or Bankruptcy, specifying a date within such six-month period in which the Repurchase shall be effected. Upon such notification, the Grantee and his Permitted Transferees shall promptly surrender to the Company any certificates representing the Restricted Shares being purchased, together with a duly executed stock power for the transfer of such Restricted Shares to the Company or the Company's assignee or assignees (as contemplated by Section 6, if applicable). Upon the Company's or its assignee's receipt of the certificates from the Grantee or his Permitted Transferees, the Company or its assignee or assignees shall deliver to him, her or them a check for the purchase price of the Restricted Shares being purchased, provided, however, that the Company may pay the purchase price for such shares by offsetting and canceling any indebtedness then owed by the Grantee to the Company. At such time, the Grantee and/or any holder of the Restricted Shares shall deliver to the Company the certificate or certificates representing the Restricted Shares so repurchased, duly endorsed for transfer, free and clear of any liens or encumbrances. The Repurchase obligation specified herein shall survive and remain in effect as to Restricted Shares following and notwithstanding any public offering by or merger or other transaction involving the Company and certificates representing such Restricted Shares shall bear legends to such effect.

  • Hearing Procedure A. The Personnel Commission may conduct hearings of appeals or may appoint a hearing officer to conduct the hearing and report findings and recommendations to the Commission. If the Personnel Commission orders a hearing, said hearing shall be held in closed session. The employee shall be given written notice of his or her right to have the complaints or charges heard in an open session rather than closed session pursuant to Government Code section 54957. The notice shall be delivered to the employee personally or by mail at least twenty-four (24) hours before the time for holding the closed session. B. Hearings shall be conducted in the manner most conducive to determination of the truth, and neither the Commission nor its hearing officer shall be bound by technical rules of evidence. Decisions made by the Commission shall not be invalidated by any informality in the proceedings. C. The Personnel Commission or its hearing officer shall determine the relevancy, weight, and credibility of testimony and evidence. It shall base its findings on the preponderance of evidence. D. Each side will be permitted an opening statement (Board first) and closing arguments (employee first). The Board shall first present its witnesses and evidence to sustain its charges and the employee will then present his witnesses and evidence in defense. E. Each side will be allowed to examine and cross-examine witnesses. F. Both the Board and the employee will be allowed to be represented by legal counsel or other designated representation. The employee may, at his/her option, be represented by legal counsel and/or union representation, or any other person designated by the employee. If the employee files an appeal, the employee shall be required to attend the Commission Appeal Hearing, even if the employee’s designated representative appears on his/her behalf. If the employee fails to appear, the employee will be deemed to have forfeited his/her rights to further appeal and the Personnel Commission shall allow the Board of Trustee’s disciplinary action to stand. G. The Commission may, and shall, if requested by the Board or the employee, subpoena witnesses and/or require the production of records or other material evidence. H. The Commission may, prior to or during a hearing, grant a continuance for any reason it believes to be important to its reaching a fair and proper decision. I. Whether the hearing is held in a public or Executive Session, the Commission, after it concludes the hearing, may deliberate its decision in Executive Session. No persons other than members of the Commission, its counsel, and the Director of Personnel shall be permitted to participate in the deliberations. If the Personnel Director or any staff was a witness in the proceedings, he shall also be barred from the Commission's final deliberations. J. The Commission shall render its judgment in an open session as soon after the conclusion of the hearing as possible and in no event later than fourteen (14) days. Its decision shall set forth which charges, if any, are sustained and the reasons therefore. K. The Commission may sustain or reject any or all of the charges filed against the employee. It may sustain, reject, or modify the disciplinary action invoked against the employee. It may not provide for discipline more stringent than that invoked by the Board. L. The Commission order of judgment will be filed with the Governing Board and the charged employee and shall set forth its findings and decision. If a dismissal is not sustained, its order shall set forth the effective date the employee is to be reinstated which may be any time on or after the date of disciplinary action.