Bumping Process. (a) If no positions are accessible under Section 3(E)(1), the employee shall displace the employee in the university with the lowest seniority in the same classification.
Bumping Process. A regular employee with the required ability may exercise their seniority rights to bump bargaining unit wide to the equivalent or lower level.
Bumping Process. The parties are expected to follow the bumping process set forth herein, provided, however, that they may agree to an alternate process consistent with principles of fairness and minimizing disruption to operations and bargaining unit personnel.
Bumping Process. (i) An Employee who is subject to displacement shall have the right to displace or "bump" an Employee with less seniority in any position or job in the bargaining unit, providing that he or she has the ability to perform the work, given a reasonable orientation period.
Bumping Process. 1. The Layoff (Notice) shall be served to an employee in the presence of a union representative, and shall contain: • A copy of the seniority list showing all positions below his/her own • The effective date of layoff • Details with respect to access to EFAP • Advice to the employee that s/he has 10 working days to give notice to the employer of his/her intent to exercise bumping rights • Within fifteen working days of receipt of Notice the employee will receive information regarding the number of vacation days s/he has
Bumping Process. If the affected employee chooses to bump: • The affected employee must report to Human Resources and wait for their interview and/or wait for notification that they can leave for the day; • Once the affected employee has a new position confirmed they will move immediately into the new position. Wherein feasible the Union and the Company will endeavour to facilitate this process within 24 hours; • The time between 24 and 48 hours will not be considered working notice; • If the affected employee chooses to not report to Human Resources while waiting to assume their new position, the time will be considered personal leave (sick, vacation, not paid). Any personal time must be pre-approved by Human Resources; and • The affected manager of the employee that has been bumped will have the right to meet with the affected employee in an appropriate location (coordinated between HR, the Union, and the affected Manager) to review any critical job issues. In the case wherein it takes longer than 48 hours to complete the bumping process the following will apply: • The first five working days of the process will be paid by the Company; • Any additional time over the five working days, will be considered to be working notice and will be deducted from the employee’s Notice entitlement as per Schedule A, article 14.07 (d); and • During the bumping process the affected employee will report daily to Human Resources on a time agreed to, between the Union and the Company. If the affected employee chooses to not report to Human Resources while waiting to assume their new position, the time will be considered personal leave (sick, vacation, not paid). Any personal time must be pre-approved by Human Resources. Should this letter not be applied in a manner consistent with the intent and the spirit of this agreement, then either party may give 30 days written notice that the provisions of this letter be rescinded. Sincerely,
Bumping Process a) Should the Employer decide to reduce the number of office staff, the employee with the least amount of seniority in a position that is being eliminated will have the option to:
Bumping Process. In the event no vacancy exists for which the employee is qualified, the employee may choose to be laid off or displace/bump a less senior employee in lieu of layoff. The process for bumping shall be as follows:
Bumping Process. Subject to 30.03 (b) and in order of seniority a surplus employee shall have the right to be placed into a vacant position or to bump into a position as follows: Full-Time Employees Full-time employees whose positions are 100% surplus will follow Process A. Full-time employees whose hours are reduced may elect one of the following:
Bumping Process. An employee who is laid off may bump laterally or downward within the agency only to any job for which the employee has the requisite licenses and certifications and has either previously held or performed the essential duties of the position. The employee’s written request to bump under Section 4(a) of this Article shall specify the classification and Program area the employee elects to bump into. The employee may only bump into a classification and Program area if the bumping employee’s total continuous service with the Employer is greater than that of the least senior employee in the new Program area and classification. Continuous service time shall be based upon each employee’s continuous service date. The Employer shall determine if the employee meets basic eligibility to bump into the proposed Program area and classification using the criteria described in Section 5 of this Article regarding the Employer’s right to retain a less senior employee. If the employee has not held that position or performed the duties during the previous twenty-four (24) months, they will have twenty (20) working days to demonstrate proficiency in the new position. In the latter case, if the bumping employee fails to perform satisfactorily as determined by the Employer, the Employer may immediately place the employee on layoff status and reinstate the laid off employee, or otherwise fill the now vacant position. If an employee is bumped, they shall be considered to be on layoff status and have all the rights of a laid off employee, including the right to bump another employee.
