Common use of Qualifications to Bump Clause in Contracts

Qualifications to Bump. No employee may displace another employee under this provision unless the displacing employee meets the minimum qualifications of the classification or title of the position being sought. An employee shall have up to fifteen (15) workdays after filing a notice of intent to bump (under Section C.3. below) to acquire additional qualifications to be eligible to actually bump another employee(s). An employee who obtains another position through bumping shall be required to undergo a probationary period of three (3) months in the new position, unless the employee has previously held satisfactory regular status in the job classification. Failure to successfully complete such probationary period shall result in a rejection on probation and a return to a laid off status as if laid off on the effective date of the original layoff. During the probationary period, the supervisor shall establish specific, reasonable expectations, as measurable as possible, at the beginning of the period, then meet with the employee and review performance at the midpoint; and give a final evaluation at the end of the probationary period. The supervisor shall make every reasonable effort to provide the employee with training and the necessary support to be successful. A rejection on this type of probation shall only occur where there has been a demonstrated failure to perform the essential functions of the position.

Qualifications to Bump. No employee may displace another employee under this provision unless the displacing employee meets the minimum qualifications of the classification or title of the position being sought. An employee shall have up to fifteen (15) workdays after filing a notice of an intent to bump (under Section C.3. below) to acquire additional qualifications to be eligible to actually bump another employee(s). An employee who obtains another position through bumping shall be required to undergo a probationary period of three (3) months in the new position, unless the employee has previously held satisfactory regular status in the job classification. Failure to successfully complete such probationary period shall result in a rejection on probation and a return to a laid off status as if laid off on the effective date of the original layoff. During the probationary period, the supervisor shall establish specific, reasonable expectations, as measurable as possible, at the beginning of the period, then meet with the employee and review performance at the midpoint; and give a final evaluation at the end of the probationary period. The supervisor shall make every reasonable effort to provide the employee with training and the necessary support to be successful. A rejection on this type of probation shall only occur where there has been a demonstrated failure to perform the essential functions of the position.