Common use of Bumping Procedure Clause in Contracts

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. In Should a bumping situation the application President of this Articlethe Union and the Human Resources will discuss the options of following the process outlined in or the process in the two (2) are unable to reach agreement on which process to use, permanent part-time employees cannot displace permanent full-time employees the process outlined in will be used. STEP An employee declared redundant may bump anyone on the list produced below or vice versa anyone with less seniority than the least senior employee on the list provided that permanent full-time employees who have exhausted their the employee has the required qualifications. The employee shall bumping rights hereunder within (2) days of receipt of the bumping list. In addition to the list produced below, a surplus or bumped employee may also bump the least senior position in the immediately higher category, same time for which the employee is qualified. If no such position exists in this category, then the next higher category and are to be laid off from work so on. List The Board in consultation with the Union President shall have prepare a bumping list consisting of ten positions, all of which the right to displace a permanent part-time redundant employee with lesser GO seniority, within their sectionis qualified for. 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 This list shall be defined prepared as lesser pay follows: The ten (IO) least senior employees in the same classification, same time, same months per hour and/or lesser hours year, with less seniority than the redundant employee. If ten (IO) employees are not available as in I above, then the least senior employees in the same category, same time, same months per week year, with less seniority than the redundant employee, will be added to make ten (permanent full-time vs. permanent part-IO)names on the list. If ten employees are not available as in and above, then the least senior employees from one (I) category lower, same time), same months per year, with less seniority than the redundant employee, will be added to make ten names on the list. Lateral If ten employees are not available as in to above, then shall be defined repeated no lower categories are available. If ten employees are not available as in to above, then the least senior employees, same pay classification, same time, months per houryear, with less seniority than the redundant employee will be added to make ten (IO) names on the list. If ten (IO) employees are not available as in to above, then the least senior employees, same category, same time, months per year, with less seniority than the redundant employee, will be added to make fen (IO)names on the list. If ten employees are not available as in to above, then the least senior employees, same time, months per year, from one (I) category lower with less seniority than the redundant employee, will be added to make ten (10) names on the list. ten (IO) employees are not available as in to above, shall be repeated until no lower categories are available. If ten employees are not available as in to above, then the above procedure will be repeated in to employees with less time than the redundant employee. In the application case of this Article, permanent part-a full time employees canposition being reduced by the list above will be examined to insure that there are at least five (5) positions included. If the above list does not 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 bumpinginclude five (5) positions, 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 procedure outlined 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 above will be the sole responsibility of the Union to administercontinued until there are no other positions available.

Bumping Procedure. In An employee whose job was must fill any vacancy on their shift, by seniority and ability, that becomes available under the application process job posting procedures. If the job vacancy is on a different shift the employee may elect one of this Articlethe following options: If the number of employee job on a shift is greater than the number of vacancies available, permanent part-time employees canand if the most junior jobs are not affected, the senior displaced employee has the option of filling a vacancy or bumping the junior employee. The employee may displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted the most junior employee in 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 process on their sectionshift. Such bumping within the section may only be in a downward or lateral direction provided If they are qualified, willing and able unable to do perform 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 job of the bumping procedure most junior employee, they may displace the second least senior employee on their shift and the unpredictability of the direction and results so on until they reach a job they can perform consistent with their seniority rights. Note: When an employee displaces a junior employee under this Article they shall acquire job ownership of that bumpingjob. If there is no vacancy in the process and there are employees in the process, the layoff must take precedent over all other normal movement of employees (i.e., standing applications)employee whose job was may choose to bump a employee rather than bump the junior employee. During layoffs an The employee may choose to accept an open position for which he/she is qualified rather than transfer to a vacant job in the plant according to the Collective Agreement. Once all job vacancies are filled, any additional displaced employees must bump a junior employee in their process to obtain job ownership. The junior employee bumped off their shift will have the option of bumping within their classification or section and should he/she elect this optionthe most junior employee in the process on any remaining shifts. If they are unable to perform the job of the junior employee they are entitled to bump, they shall can move up the seniority list as described in The junior employee bumped out of their process must apply for all job (Article and 18.3) or they will be placed in any job vacancy in the plant. If there is no vacancy, the employee will have the choice of replacing any temporary work assignment in the plant or displacing the most junior employee in the plant providing they have fifteen (15) months or more seniority. If they are unable to perform the most junior job, the employee will move up the seniority list as described in When a number of employees are displaced due to job elimination, the corresponding number of least senior jobs in the process and/or plant, whichever is applicable, will be identified and the most senior of the displaced employees can choose the job they want. In the event that two or more of the same job classification are identified within this group of least senior jobs, the junior employee in the job classification will be first to be displaced. This process will continue in order of seniority until all employees are assigned job ownership. If one of the displaced employees is unable to perform the job to which their seniority entitles them, they may move up the seniority list until they reach a job they can perform consistent with their seniority rights. If the employee is unable to bump in accordance with the above steps they will be laid off. When one or more jobs are eliminated or combined, the affected within the process will have recall rights if the job reinstated by of its original form. Employees with less than fifteen (15) months seniority have twelve (12) months recall rights and employees with more than fifteen (15) months seniority have (24) months recall rights. Note: Note: An employee displaced from their process will have recall rights only to their process if additional full-time staff is required, subject to the above time limits, prior to applying Article The Director of Meat Manufacturing will determine if full-time staff is required following discussion with the President or a delegate. Employees who voluntarily transfer under Article from the job to which they were assigned or bumped into as a result of their job will retain recall rights as specified in this section. Employees who voluntarily transfer to another process under Article from the original classification without loss job to which they are assigned or bumped into as a result of senioritytheir own job will lose their recall rights. Where Employees who do not have fifteen 5) months or more seniority can exercise their seniority rights in accordance with steps and The Company and the Association President and/or delegate plus the process xxxxxxx will mutually determine if any employee is able to perform any job to which their seniority entitles them. Any disagreements regarding an OFPT employee's ability to perform a job may be entered as a grievance at the second step of the g ce procedure. An employee who has been notified availed of the transfer option contained in Article will be eligible by seniority to secure job ownership of any new job created in the process where their job elimination occurred, prior to the affected date of elimination. Rates of Pay: An employee will have their rate of pay adjusted at the beginning of the first pay period following six (6) months from the date of their job Employees who have not acquired job ownership during this time will be paid the rate of the job they are performing. Job Transfers: A job transfer will occur when the relocation of duties, product, equipment or such, results in additional jobs in the receiving process. When a job is on layoff and currently possesses the qualifications and skills of a position they have held previouslytransferred to another process or operation, then the employee may bump laterally or downward within their section or another section where who has job ownership has the previously held position is identifiedoption of moving with the job. At the time of layoff If the employee must satisfy elects not to follow the criteria identified in job, the current job description, and the employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure following 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 administerapply.

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 (a) A regular employee who have exhausted their bumping rights hereunder and are is subject to be laid off from work displacement shall have the right to displace a permanent partbump in accordance with this Such employee shall exercise bumping rights within division then company-time employee with lesser GO senioritywide, within in that order. Employees who exercise their section. Such bumping within the section may only rights will not be required to change their status 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 terms of full-time vs. permanent or part-time). Lateral shall That is, where a ‘least senior’ bump under Article would require the employee to change their status, the ‘least senior‘ bump of the same status will also be defined offered, Job shares be considered for the purposes of bumping. Providing the affected regular employee has greater seniority, the employee may bump, only within the employee’s current division, an incumbent with less seniority: in the same job, or; in a previously permanently held job, or a job derived from it as same pay per hourdetermined through the or Hydro’s job evaluation records, or; in a job at a tower level not previously permanently held, provided the job is part of a “job hierarchy” as determined by the Employer, or Hydro’s Job Evaluation department, whichever is applicable, and provided the employee is employed within the “job hierarchy”, or; in a job at a lower level not previously permanently held, provided the employee has the ability to perform the job. Notwithstanding the foregoing, when an employee elects to exercise bumping rights into a job and there is more than one incumbent in that job at a given headquarters, the employee must bump the least senior incumbent in that job at that headquarters. In the application event the employee is denied the bump of this Articlethe least senior incumbent as outlined above, permanent part-time employees cannot displace permanent full-time employees or vice versa provided the employee may then elect to bump the next least senior incumbent in that permanent full-time employees who have exhausted their bumping rights hereunder job at that given headquarters. Should subsequent bumps be denied, the above process may be repeated at the employee’s option. Only if the affected regular employee has greater seniority and are is unable to be laid off from workbump into a job within local geographic area in accordance with the above, shall have the right to displace any permanent part-time employee may then bump outside current division and within local geographic area, the employee with lesser GO Transit the least seniority: in the same job, or; in a previously permanently held job, or a job derived from it as determined through the Employer‘s or Hydro’s job evaluation historical records, or; in a job at a lower level not previously permanently held, provided the job is part of a “job hierarchy” as determined by the Employer or Hydro‘s Job Evaluation department, whichever is and provided the employee is currently employed within the “Job h hy o in a job at a lower level not previously permanently held, provided the employee has the ability to the job, Only if the affected regular employee has greater seniority, within their section provided they are able, willing and qualified. Due is unable to bump in accordance with 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 previouslyabove, then the employee may bump laterally outside current division, on a basis, the incumbent with the least seniority: In the same job, or; In a previously permanently held job, or downward a job derived from it as determined through the Employer’s or Hydro’sjob evaluation historical records, or; a job at a not previously permanently held, provided the job is part of a “job hierarchy” as determined by the Employer or Hydro’s Job Evaluation department, whichever is applicable, and provided the employee is currently employed within their section or another section the “job hierarchy” or; In a job at a lower level not previously permanently held, provided the employee has the ability to perform the job. For the purposes of administering the bumping process only, where more than one regular employee is affected and elects to bump into the same job, the employees involved shall bump in order of seniority, until the bumping process is completed. Bumping shall occur only as stated in the foregoing provisions unless otherwise agreed by the Parties. Bumping to a position at the level that has not been previously held by a regular may be implemented by agreement of the Parties. A regular employee who is bumped under the foregoing provisions may in turn seniority to bump another employee in accordance with this Article. Non-shift employees who exercise their bumping rights will not be required to accept a shift position. Should a non-shift employee refuse a shift position is identifiedas per this Article, the employee cannot then choose to bump into a shift position within the same job at a later point in that bumping process. At For clarity, this Article does not apply to employees who are shift employees at the time of layoff the their options are made available. An employee must satisfy the criteria identified who is on extended leave such as Income Continuance, Pregnancy Leave, etc. be included in the current job description, and the displacement directed relocation process. 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 notified of displacement and directed relocation but will not have to exercise their options until they are deemed fit to return to duty. In cases where it is practical leave, pregnancy leave) the sole responsibility of displaced or relocated employee would be approached to participate at the Union time on a voluntary basis. If there is any doubt as to administerthe employee’s fitness (physical mental), they will not be required to participate until they are deemed fit and able to return to active duty.

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 A regular employee who have exhausted their bumping rights hereunder and are is subject to be laid off from work displacement shall have the right to displace a permanent part-time employee bump in accordance with lesser GO seniority, within their sectionthis Article. Such employee shall exercise bumping rights within the section may only division then company-wide, in that order. Employees who exercise their bumping rights will not be required to change their status 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 terms of full-time vs. permanent or part-time). Lateral shall That is, where a 'least senior' bump under Article would require the employee to change their status, the 'least senior' bump of the same status will also be defined offered. Job shares will be considered for the purposes of bumping. Providing the affected regular employee has greater seniority, the employee may bump, only within the employee's current division, an incumbent with less seniority: in the same job, or; in a previously permanently held job, or a job derived from it as same pay per hourdetermined through the Employer's or Hydro's job evaluation historical records, or; in a job at a lower level not previously permanently held, provided the job is part of a "job hierarchy" as determined by the Employer, or Hydro's Job Evaluation department, whichever is applicable, and provided the employee is currently employed within the "job hierarchy", or; in a job at a lower level not previously permanently held, provided the employee has the ability to perform the job. Notwithstanding the foregoing, when an employee elects to exercise bumping rights into a job and there is more than one incumbent in that job at a given headquarters, the employee must bump the least senior incumbent in that job at that headquarters. In the application event the employee is denied the bump of this Articlethe least senior incumbent as outlined above, permanent part-time employees cannot displace permanent full-time employees or vice versa provided the employee may then elect to bump the next least senior incumbent in that permanent full-time employees who have exhausted their bumping rights hereunder job at that given headquarters. Should subsequent bumps be denied, the above process may be repeated at the employee's option. Only if the affected regular employee has greater seniority and are is unable to be laid off from workbump into a job within local geographic area in accordance with the above, shall have the right to displace any permanent part-time employee may then bump outside current division and within local geographic area, the employee with lesser GO Transit the least seniority: in the same job, or; in a previously permanently held job, or a job derived from it as determined through the Employer's or Hydro's job evaluation historical records, or; in a job at a lower level not previously permanently held, provided the job is of a "job hierarchy" as determined by the Employer or Hydro's Job Evaluation department, whichever is applicable, and provided the employee is currently employed within the "job hierarchy", or; in a job at a lower level not previously permanently held, provided the employee has the ability to perform the job. Only if the affected regular employee has greater seniority, within their section provided they are able, willing and qualified. Due is unable to bump in accordance with 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 previouslyabove, then the employee may bump laterally outside current division, on a "company-wide'' basis, the incumbent with the least seniority: In the same job, or; In a previously permanently held job, or downward within their section a job derived from it as determined through the Employer's or another section where Hydro's job evaluation historical records, or; In a job at a lower level not previously permanently held, provided the previously held position job is identified. At the time part of layoff the employee must satisfy the criteria identified in the current a "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.hierarchy" as determined

Bumping Procedure. In Should a bumping situation arise, the application of this Articlethe Union and the Human Resources Officer will discuss the options of following the process outlined in or the process in the two (2) parties are unable to reach agreement on which process to use, permanent part-time employees cannot displace permanent full-time employees the process outlined in will be used. An employee declared redundant may bump anyone on list produced below or vice versa anyone with less seniority than the least employee on the list provided that permanent full-time employees who have exhausted their the employee has the required qualifications. The redundant employee shall exercise bumping rights hereunder within (2) working days of receipt of the bumping list. addition to list produced below, a surplus or bumped employee may also bump the least senior position in the immediately higher category, same time for which the employee is qualified. If no such position exists in this category, then the higher category and are to be laid off from work so on. The Board in consultation with the Union President shall have prepare a bumping list consisting of ten (IO) positions, all of which the right to displace a permanent part-time redundant employee with lesser GO seniority, within their sectionis qualified for. 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 This list shall be defined prepared as lesser pay follows: The ten (IO) least senior employees in the same classification, same time, same months per hour and/or lesser hours year, with less seniority than the redundant employee. If ten are not available as in above, then the least senior employees in the same category, same time, same months per week year, with less seniority than the redundant employee, will be added to make ten names on the list. If ten employees are not available as in I and above, then the least senior employees from one (permanent full-time vs. permanent part-I) category lower, same time), same months per year, with less seniority than the redundant employee, will be added to make ten (IO) names on the list. Lateral If ten (IO) employees are not available as in I to above, then shall be defined repeated until no lower categories are available. If ten employees are not available as in to above, then the least senior employees, same pay classification, same time, months per houryear, with less seniority than the redundant employee will be added to make ten (IO) names on the list. ten employees are not available as in I to above, then the least senior employees, same category, same time, months per year, with less seniority than the redundant employee, will be added to make ten (IO) names on the list. If ten employees are not available as in to above, then the feast senior employees, same time, months per year, from one (I) category lower with less seniority than the redundant employee, will be added to make ten names on the list. ten (IO) employees are not available as in to above, shall be repeated until no lower categories are available. ten (IO) employees are not available as in to above, then the above procedure will be repeated in regards to employees with less time than the redundant employee. In the application case of this Articlea full time position being reduced by the list produced above will be examined to insure that there are at least five positions included. the above list does not include five (5) positions, 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 the procedure outlined in above will be continued until there are no other positions available. Each employee whose position is eligible 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 bumped will be advised prior to the nature distribution 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)list. During layoffs Once 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 previouslybumped, then the employee may bump laterally in accordance with Step STEP there are no employees available with less seniority as outlined in Step the redundant employee shall be laid off No jobs will be posted within the system until all the procedures of Steps and have been completed. STEP An employee exercising seniority rights under this clause will be placed on a trial period for up to three (3) months of service which may be extended for one (7) additional month upon notifying the Union in writing. During this time, necessary training shall be given on procedures and equipment. an employee does not successfully complete the trial period, such employee shall bump the least senior employee, with less seniority, same time and category equal to or downward within their section less than the employee's current category. there is no position available with the same time, the procedure will be repeated for a position with less time. Placement When a placement meeting is called, each employee affected, or another section where potentially affected, The Board and the previously held position Union will select a for the placement meeting that will allow the necessary staff to attend during working hours, while minimizing the cost of replacement staff. The intent of the placement meeting is identifiedto complete the bumping process while minimizing the adverse effects on the employees of the Board. At is the intent of the parties to continue the same rights, privileges and benefits as the Collective Agreement now allows, and only to limit the time an employee has to make a decision. The President of layoff the Union and the Human Resources Officer will meet with each employee must satisfy affected or potentially affected on a specific date prior to the criteria identified in placement meeting to develop a bumping list, clarify the current job descriptionprocess, and answer any questions employees may have. Each list will identify the employee must have satisfied positions as per Article and will also identify an additional five (5) positions, if available, to be added to the performance standards list should some of that classificationthe positions on the list cease to be available. All available positions will be posted prior to the placement meeting. Should no Union member bid on a position, it will be deemed 'Vacant: brought to the parties agree that placement meeting and offered as an alternative to bumping. Upon receipt of the bumping procedure will likely cause significant movement within a classification or section, then it is the parties may agree to have a “master” sign-up take place which will be the sole responsibility of the employee to contact the Principal or Supervisor of each position in which the employee is interested to confirm position responsibilities, hours of work, etc. On the day of the placement meeting, each surplus person, in order of seniority, most senior first, shall be asked to come forward and meet with Board and Union officials to: confirm the names on the bumping list select a position from the list to administerbump. After the selection has been made, the results will be announced to the employees in attendance in order that their bumping lists may be amended. Employees with more seniority than the most senior surplus person at that time will be asked to leave meeting and return work. It is the intent of the Board not to implement any administrative transfers during this process.

Bumping Procedure. In The employee so identified shall be assigned by the application College to the first position determined in accordance with the following sequence: to a vacant position in their classification provided can satisfactorily perform the core duties and responsibilities of the job. If there is no such position then; to a vacant position in the same payband provided 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 same payband provided can satisfactorilyperform the core duties and responsibilitiesof the job and 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 can satisfactorilyperformthe 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 can satisfactorily perform the core duties and responsibilities of the job and has greater seniority; the provisions of the last two sections shall be repeated until all have been reviewed in descending order of maximum rate and either a vacant position or a position held by a morejunior 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 Articlesequence operates, permanent part-time employees cannot displace permanent full-time employees see the Letter of Understanding appended to the Collective Agreement, dated September Layoff or vice versa Reassignment Notice The employee shall be provided that permanent full-time employees who have exhausted their bumping rights hereunder and are written notice of layoff or reassignment. Should the employee receive notice of reassignment, the employee may elect in writing, to be laid off from work shall have in lieu of such reassignment, provided such election is made within five (5) calendar days of notice being provided to the right to displace a permanent part-time employee. In such case the date the employee with lesser GO seniority, within their section. Such bumping within received 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 notice of reassignment 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 deemed to be laid off from work, the date of notice of layoff. The College 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 provide a further letter 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 administerconfirming layoff.

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 they are qualified rather than bumping within their classification or section and should he/she they 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. 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.