Common use of Bumping Rights Clause in Contracts

Bumping Rights. An employee notified of layoff may bump an employee with lower seniority in the same job classification. If no other position in the employee’s classification is available, the employee may bump an employee with lower seniority in the same pay grade or lower pay grade, provided he/she possesses the required certifications, licenses, knowledge, skill and ability to perform that job. No part-time or seasonal employee may bump a full-time employee. An employee notified of layoff must exercise his/her bumping rights in writing to the Human Resources Department within seven (7) business days of receipt of the layoff notice. In the event the employee wants to exercise his/her bumping rights and has timely notified the Human Resources Department, but does not identify which position he/she wishes to bump into, the least senior person in the classification shall be the person bumped. Employees will be given six (6) months from the date of placement to obtain the required certifications and licenses for the position. If an employee is unable to obtain the certifications and licenses within this period, then the employee shall be laid off and shall be placed on the recall list. Employees who bump into a classification they have previously held are presumed to possess the required knowledge, skills and abilities to perform that job. An employee who bumps into a new position due to layoff is eligible to move back to his/her former position should it become available within twenty-four (24) months after the effective date of his/her layoff. The right to bump back into a former position will be granted before other employees are granted recall rights to that position. Full-time employees may bump full-time and part-time employees with less seniority. Part-time employees may bump only part-time employees with less seniority and seasonal employees may bump only seasonal employees with less seniority.

Bumping Rights. An employee notified of layoff may bump an employee with lower Employees have the right to exercise their bumping rights, based on seniority in provisions and minimum qualifications. The Chief Human Resources Officer will review the affected employees’ qualifications. Minimum selection criteria for the position held by the least senior member within the same job classificationsalary grade will be reviewed first. If no other position the affected employee does not meet the minimum selection criteria for the least senior position, review of minimum selection criteria would then proceed to the second least senior member. If all avenues of less senior members within the same salary grade are exhausted, the process moves to the least senior member at the next lower salary grade. This procedure shall be repeated until the least senior member has been displaced, or the original affected member is laid off. Whenever a member exercises their bumping rights and that action results in another member being bumped out of their current position, the employeemember being bumped will also be served a layoff notice. The review will be completed within ten (10) working days and the affected employee and the Association will be notified in writing. If the employee disagrees with the Chief Human Resources Officer’s classification is availableinterpretation of qualifications, the employee may bump an employee appeal said decision, in writing, stating the basis of the disagreement. The appeal must be filed with lower seniority in the same President’s Office within five (5) working days following notification of qualifications decision and the College President will review the appeal. The President’s decision shall be final and binding on all parties and is not subject to the grievance procedure. In all instances of bumping, pay shall be at the appropriate salary grade or lower pay grade, provided he/she possesses for the required certifications, licenses, knowledge, skill and ability to perform that job. No part-time or seasonal employee may bump a full-time employeeposition. An employee notified of forced by layoff must exercise his/her bumping rights in writing to take a position at a lower salary grade shall be placed at the Human Resources Department within seven (7) business days of receipt of salary step equal to or greater than the layoff noticesalary at the former salary grade or shall be placed at the highest salary step, whichever is less. In the event the employee wants to exercise his/her bumping rights and has timely notified the Human Resources Department, but does not identify which position he/she wishes to bump into, the least senior person in the classification shall be the person bumped. Employees will be given six (6) months from the date of placement to obtain the required certifications and licenses for the position. If an employee is unable not eligible and/or chooses not to obtain the certifications and licenses within this period, then the employee shall be laid off and shall be placed on the recall list. Employees who bump into a classification they have previously held are presumed to possess the required knowledge, skills and abilities to perform that job. An employee who bumps into a new position due to layoff is eligible to move back to his/her former position should it become available within twenty-four (24) months after the effective date of his/her layoff. The exercise their right to bump back into a former position as granted in this Article, they will be granted before other employees are granted recall rights to that position. Full-time employees may bump full-time notified of the layoff in writing and part-time employees with less seniority. Part-time employees may bump only part-time employees with less seniority and seasonal employees may bump only seasonal employees with less senioritythey will be retained on a Recall List for a period of eighteen (18) months starting the day after the layoff date.

Bumping Rights. An employee notified who is given the initial notice of layoff may under paragraph B of this article can either accept the layoff or can use his or her seniority to exercise bumping rights. A request to bump an employee with lower seniority in the same job classification. If no other position in the employee’s classification is available, the employee may bump an employee with lower seniority in the same pay grade or lower pay grade, provided he/she possesses the required certifications, licenses, knowledge, skill and ability to perform that job. No part-time or seasonal employee may bump a full-time employee. An employee notified of layoff must exercise his/her bumping rights in writing to the Human Resources Department be made within seven five (75) business days of receipt of the layoff notice. In The bumping right can be exercised to assume the event position of the least senior employee wants who holds a job title in the next lower rank in the classification group, as long as the bumping employee has greater seniority than that other employee. An employee who is displaced by being bumped under the preceding paragraph may also use his or her seniority in the same manner to exercise his/her bumping rights and has timely notified bump into the Human Resources Departmentnext lower job title in the classification group. If there is no less senior employee in the next job title, but does not identify which position then he/she wishes may bump to bump into, the least senior person employee in the next lower job title in descending order within the classification shall be the person bumped. Employees will be given six (6) months from the date of placement to obtain the required certifications and licenses for the positiongroup. If an employee who is given the initial notice of layoff under paragraph B of this article is unable to obtain bump into a job title within his/her current classification group, and that employee has been employed by the certifications and licenses within this periodDistrict in a classification group different than his/her current classification group, then the employee shall have the right to be moved back to his/her previous classification group, assuming the layoff occurs within four (4) years of the employee changing classification groups. He/she may only be moved back into the same or lower paying job title within the classification group that he/she previously held, as long as the bumping employee has greater seniority than the least senior employee in the former classification group. The employee must still be qualified to perform the duties of the job, as contained in this article. Employees who are to be laid off may not bump employees with less seniority in higher ranking job titles within the classification group. In order to bump, the employee must have the ability, capacity and skill to perform the job, at the time of bumping. The employee must then demonstrate ability to perform all job functions within ten (10) working days from the date he or she assumes the job duties. If, after a trial period of ten (10) working days, the employee cannot perform the duties of the lower ranked job in a satisfactory manner, the employee may, at the discretion of the District, either be given additional time for training and job mastery or be laid off. If he or she is laid off, the District will fill the job either by recall of an employee who was laid off from a higher ranked job within the classification group or by recalling the employee who was bumped out of that job. The employee who bumps into a lower ranked job title shall be placed on the recall list. Employees who bump into a classification they have previously held are presumed experience step of the salary range for that job equivalent to possess whichever is higher in 1 or 2 below, provided the required knowledge, skills and abilities to perform that job. An rate paid does not exceed the top of the salary range for the lower ranked job or the rate of pay the employee who bumps into a new position due to layoff is eligible to move back to hisreceived on the job from which he/her former position should it become available within twenty-four (24) months after the effective date of his/her layoff. The right to bump back into a former position will be granted before other employees are granted recall rights to that position. Full-time employees may bump full-time and part-time employees with less seniority. Part-time employees may bump only part-time employees with less seniority and seasonal employees may bump only seasonal employees with less seniorityshe bumped.

Bumping Rights. l. An employee notified of who is identified to be laid off may take the layoff or may exercise a right to bump an the least senior employee with lower seniority in the cost center regardless of shift or classification providing the employee is willing to accept the hours being worked by the employee she/he is bumping or in the event that there are no bumping rights available in the cost center, the cost center is closed or the employee chooses not to exercise her/his bumping rights within the cost center, the employee will be offered the choice of any and all vacant positions with the same job classificationshift and classificationfor which the employee is qualified. If no other An employee shall not be deemed qualified for the purposes of this Article if the employee would require more than thirty (30) days of orientation for the position in question. In the employee’s classification event there is no vacant position available, same shift and classification, the employee may bump an the least senior employee with lower seniority in the bargaining unit same pay grade shift and classification they are qualified to replace. The employee displaced will be offered the choice of any and all vacant positions available regardless of shift or lower pay grade, provided he/she possesses the required certifications, licenses, knowledge, skill and ability to perform that job. No part-time or seasonal employee may bump a full-time employee. An employee notified of layoff must exercise his/her bumping rights in writing to the Human Resources Department within seven (7) business days of receipt of the layoff noticeclassification. In the event no vacant positions are available, the employee wants to exercise his/her bumping rights and has timely notified will have the Human Resources Department, but does not identify which position he/she wishes right to bump into, the least senior person employee in the bargaining unit which the employee is qualified to replace regardless of shift or classification provided they are willing to assume the shift and classification of that employee. Where there are two (2) or more employees equally qualified to fill the vacancy, as determined by the Hospital, the employee with the greatest bargaining unit seniority shall be offered the person bumpedvacant position. Employees will be given six The employee must notify the Hospital of her/his decision to accept or reject the offered vacant position within forty eight (648) months from hours of the date of placement to obtain the required certifications and licenses for the positionoffer being made. If an employee refuses a position, that is unable to obtain the certifications in her/his same classification and licenses within shift, she/he forfeits all recall rights under this period, then the employee shall be laid off and shall be placed on the recall list. Employees who bump into a classification they have previously held are presumed to possess the required knowledge, skills and abilities to perform that job. An employee who bumps into a new position due to layoff is eligible to move back to his/her former position should it become available within twenty-four (24) months after the effective date of his/her layoffArticle. The right employee may convert to bump back into a former per diem position (without recall rights) or their employment will be granted before other employees are granted recall rights to that position. Full-time employees may bump full-time and part-time employees with less seniority. Part-time employees may bump only part-time employees with less seniority and seasonal employees may bump only seasonal employees with less seniorityterminated.

Bumping Rights. An Seniority and bumping rights shall be exercised by redundant employees in a geographical region should a position become available including having eligibility to bump into a long term occasional assignment vacancy. Initially employees who are redundant shall be entitled to bump the most junior employee notified in their own geographic region. A redundant employee shall also have the right to bump the most junior employee on a district basis if the geographical region bumping process results in the employee being unable to exercise bumping rights if the redundant employee is qualified. Positions which remain vacant after employees have been given an opportunity to exercise bumping rights will be considered “new” positions and will be posted accordingly. RECALL The Employer will recall redundant employees not placed under the bumping process in order of layoff may bump an employee with lower seniority in the same job classification. If no other position in the employee’s classification is available, bargaining unit provided the employee may bump an employee with lower seniority in the same pay grade or lower pay grade, provided he/she possesses the skill, ability and qualifications to do the available work as required certifications, licenses, knowledge, skill by the Employer. The Employer will provide the Union with a redundancy list to include the date of hire and ability to perform that jobtelephone number by November 15th. No part-time The senior qualified Educational Assistant or seasonal employee may bump a full-time employeeChild and Youth Worker on the respective recall list shall have the choice of positions if there are more than one. An employee notified shall have the right to refuse an offer of layoff must exercise his/her bumping rights in writing to the Human Resources Department within seven (7) business days of receipt of the layoff noticerecall. In the event the employee wants to exercise his/her bumping rights and has timely notified the Human Resources Department, but does not identify which position he/she wishes to bump into, the least senior person in the classification shall be the person bumped. Employees will be given six (6) months from the date of placement to obtain the required certifications and licenses for the position. If an employee is unable to obtain the certifications and licenses within this period, then the The employee shall not forfeit any rights of recall under this article for such refusal. New employees shall not be laid off hired until redundant employees having the necessary skill, ability and shall be placed on the recall list. Employees who bump into a classification they have previously held are presumed to possess the required knowledge, skills and abilities qualifications to perform that job. An employee who bumps into a new position due to layoff is eligible to move back to his/her former position should it become the available within twenty-four (24) months after the effective date work have been given an opportunity of his/her layoffrecall. The Employer shall exercise this right to bump back into in a former position will be granted before other employees are granted recall rights to that position. Full-time employees may bump full-time and part-time employees with less seniority. Part-time employees may bump only part-time employees with less seniority and seasonal employees may bump only seasonal employees with less seniorityreasonable manner.

Bumping Rights. An employee notified of layoff may bump an employee with lower seniority in the same job classification. If no other position in the employee’s classification is available, the employee may bump an employee with lower seniority in the same pay grade or lower pay grade, provided he/she possesses they possess the required certifications, licenses, knowledge, skill and ability to perform that job. No part-time or seasonal employee may bump a full-time employee. An employee notified of layoff must exercise his/her their bumping rights in writing to the Human Resources Department within seven (7) business days of receipt of the layoff notice. In the event the employee wants to exercise his/her their bumping rights and has timely notified the Human Resources Department, but does not identify which position he/she wishes they wish to bump into, the least senior person in the classification shall be the person bumped. Employees will be given six (6) months from the date of placement to obtain the required certifications and licenses for the position. If an employee is unable to obtain the certifications and licenses within this period, then the employee shall be laid off and shall be placed on the recall list. Employees who bump into a classification they have previously held are presumed to possess the required knowledge, skills and abilities to perform that job. An employee who bumps into a new position due to layoff is eligible to move back to his/her their former position should it become available within twenty-four (24) months after the effective date of his/her their layoff. The right to bump back into a former position will be granted before other employees are granted recall rights to that position. Full-time employees may bump full-time and part-time employees with less seniority. Part-time employees may bump only part-time employees with less seniority and seasonal employees may bump only seasonal employees with less seniority.

Bumping Rights. An Seniority and bumping rights shall be exercised by redundant employees in a geographical region should a position become available including having eligibility to bump into a long term occasional assignment vacancy. Initially employees who are redundant shall be entitled to bump the most junior employee notified in their own geographic region. A redundant employee shall also have the right to bump the most junior employee on a district basis if the geographical region bumping process results in the employee being unable to exercise bumping rights if the redundant employee is qualified. Positions which remain vacant after employees have been given an opportunity to exercise bumping rights will be considered “new” positions and will be posted accordingly. RECALL The Employer will recall redundant employees not placed under the bumping process in order of layoff may bump an employee with lower seniority in the same job classification. If no other position in the employee’s classification is available, bargaining unit provided the employee may bump an employee with lower seniority in the same pay grade or lower pay grade, provided he/she possesses the skill, ability and qualifications to do the available work as required certifications, licenses, knowledge, skill by the Employer. The Employer will provide the Union with a redundancy list to include the date of hire and ability to perform that jobtelephone number by November 15th. No part-time or seasonal employee may bump a full-time employeeThe senior qualified Educational Assistant on the recall list shall have the choice of positions if there are more than one. An employee notified shall have the right to refuse an offer of layoff must exercise his/her bumping rights in writing to the Human Resources Department within seven (7) business days of receipt of the layoff noticerecall. In the event the employee wants to exercise his/her bumping rights and has timely notified the Human Resources Department, but does not identify which position he/she wishes to bump into, the least senior person in the classification shall be the person bumped. Employees will be given six (6) months from the date of placement to obtain the required certifications and licenses for the position. If an employee is unable to obtain the certifications and licenses within this period, then the The employee shall not forfeit any rights of recall under this article for such refusal. New employees shall not be laid off hired until redundant employees having the necessary skill, ability and shall be placed on the recall list. Employees who bump into a classification they have previously held are presumed to possess the required knowledge, skills and abilities qualifications to perform that job. An employee who bumps into a new position due to layoff is eligible to move back to his/her former position should it become the available within twenty-four (24) months after the effective date work have been given an opportunity of his/her layoffrecall. The Employer shall exercise this right to bump back into in a former position will be granted before other employees are granted recall rights to that position. Full-time employees may bump full-time and part-time employees with less seniority. Part-time employees may bump only part-time employees with less seniority and seasonal employees may bump only seasonal employees with less seniorityreasonable manner.

Bumping Rights. An employee notified of Employees identified for layoff may bump an employee with lower who have seniority in (bumping) rights to their current or previously held classification within the same job classification. If no other position in the employee’s classification is available, the employee may bump an employee with lower seniority in the same pay grade or lower pay grade, provided he/she possesses the required certifications, licenses, knowledge, skill and ability representation unit must declare their intention to perform that job. No part-time or seasonal employee may bump a full-time employee. An employee notified of layoff must exercise his/her bumping these rights in writing to the Human Resources Department within seven (7) business regularly scheduled working days after written notification of receipt of the layoff notice. In the event the employee wants to exercise his/her layoff, otherwise bumping rights and has timely notified will automatically terminate. Bumping may occur within the Human Resources Departmentrepresentation unit, but does not identify which position he/she wishes only to bump into, the least senior person incumbent of the current or a previously held classification. To successfully bump, the employee must be qualified, and capable of performing all work in the classification shall be the person position bumped. Employees will be given six (6) months from the date of placement to obtain the required certifications and licenses for the position. If an employee is unable to obtain the certifications and licenses within this period, then the employee shall be laid off and shall be placed on the recall list. Employees who bump into a classification they have previously held are presumed to possess the required knowledge, skills and abilities to perform that job. An employee who bumps into declares bumping rights may not also claim priority re-employment rights. For purposes of this section of the Agreement, the term "working days" shall mean Mondays through Fridays, exclusive of holidays. When employees declare their intention to exercise their seniority (bumping) rights, the City will provide the Union with a new position due current list of the least senior incumbents to layoff is eligible their current or previously held classification, within five (5) working days from the date employees exercise their seniority (bumping) rights, with the mutual goal to move back to his/her former position should it become available within twentyoffset a potential lay-four (24) months after off of the effective date impacted employee(s). Employees who are in jeopardy of his/her layoff. The being laid off and have waived their right to bump back into or when there are no positons that exist within the current or previously held classification for the employees to exercise their right to bump, employees will have priority hiring rights for any vacant budgeted positions within the City. For the purposes of this section, priority hiring is defined as sole consideration by the hiring manager for any position where the employee meets the minimum qualification or through a former position combination of knowledge and experience can be reasonably assumed to meet the minimum qualifications. No other internal or external candidates will be granted before other employees are granted recall rights considered until a final determination has been made by the hiring manager in regards to that positionthe priority hire. Full-time employees may bump full-time and part-time If more than one (1) employee in jeopardy of being laid off exercises their priority hiring status, then all employees with less senioritypriority hiring status will be considered simultaneously. PartThis section shall not constitute any guarantees to appointment of positions or expansion of bumping rights. When employees exercise their priority hiring status rights, the City will provide the Union with a current list of all vacant budgeted positions at the City within five (5) working days from the date the employees exercise their priority hire status, with the mutual goal to offset a potential lay-time employees may bump only part-time employees off of the impacted employee(s). When an employee secures a position with less seniority the City through the priority hire process, all reasonable measures will be taken to ensure and seasonal employees may bump only seasonal employees with less senioritysupport a successful transition into their new position.

Bumping Rights. An employee notified of Employees identified for layoff may bump an employee with lower who have seniority in (bumping) rights to their current or previously held classification within the same job classification. If no other position in the employee’s classification is available, the employee may bump an employee with lower seniority in the same pay grade or lower pay grade, provided he/she possesses the required certifications, licenses, knowledge, skill and ability representation unit must declare their intention to perform that job. No part-time or seasonal employee may bump a full-time employee. An employee notified of layoff must exercise his/her bumping these rights in writing to the Human Resources Department within seven (7) business regularly scheduled working days after written notification of receipt of the layoff notice. In the event the employee wants to exercise his/her layoff, otherwise bumping rights and has timely notified will automatically terminate. Bumping may occur within the Human Resources Departmentrepresentation unit, but does not identify which position he/she wishes only to bump into, the least senior person incumbent of the current or a previously held classification. To successfully bump, the employee must be qualified, and capable of CITY OF PALO ALTO AND SEIU LOCAL 521-HOURLY UNIT July 1, 2023-June 30, 2025 performing all work in the classification shall be the person position bumped. Employees will be given six (6) months from the date of placement to obtain the required certifications and licenses for the position. If an employee is unable to obtain the certifications and licenses within this period, then the employee shall be laid off and shall be placed on the recall list. Employees who bump into a classification they have previously held are presumed to possess the required knowledge, skills and abilities to perform that job. An employee who bumps into declares bumping rights may not also claim priority re-employment rights. For purposes of this section of the Agreement, the term "working days" shall mean Mondays through Fridays, exclusive of holidays. When employees declare their intention to exercise their seniority (bumping) rights, the City will provide the Union with a new position due current list of the least senior incumbents to layoff is eligible their current or previously held classification, within five (5) working days from the date employees exercise their seniority (bumping) rights, with the mutual goal to move back to his/her former position should it become available within twentyoffset a potential lay-four (24) months after off of the effective date impacted employee(s). Employees who are in jeopardy of his/her layoff. The being laid off and have waived their right to bump back into or when there are no positions that exist within the current or previously held classification for the employees to exercise their right to bump, employees will have priority hiring rights for any vacant budgeted positions within the City. For the purposes of this section, priority hiring is defined as sole consideration by the hiring manager for any position where the employee meets the minimum qualification or through a former position combination of knowledge and experience can be reasonably assumed to meet the minimum qualifications. No other internal or external candidates will be granted before other employees are granted recall rights considered until a final determination has been made by the hiring manager in regard to that positionthe priority hire. Full-time employees may bump full-time and part-time If more than one (1) employee in jeopardy of being laid off exercises their priority hiring status, then all employees with less senioritypriority hiring status will be considered simultaneously. PartThis section shall not constitute any guarantees to appointment of positions or expansion of bumping rights. When employees exercise their priority hiring status rights, the City will provide the Union with a current list of all vacant budgeted positions at the City within five (5) working days from the date the employees exercise their priority hire status, with the mutual goal to offset a potential lay-time employees may bump only part-time employees off of the impacted employee(s). When an employee secures a position with less seniority the City through the priority hire process, all reasonable measures will be taken to ensure and seasonal employees may bump only seasonal employees with less senioritysupport a successful transition into their new position.

Bumping Rights. An employee notified of layoff may bump an employee with lower seniority in the same job classification. If no other position in the employee’s classification is available, the employee may bump an employee with lower seniority in the same pay grade or lower pay grade, provided he/she possesses the required certifications, licenses, knowledge, skill and ability to perform that job. No part-time or seasonal employee may bump a full-time employee. An employee notified of layoff xxxxxx must exercise his/her bumping rights in writing to the Human Resources Department within seven (7) business days of receipt of the layoff notice. In the event the employee wants to exercise his/her bumping rights and has timely notified the Human Resources Department, but does not identify which position he/she wishes to bump into, the least senior person in the classification shall be the person bumped. Employees will be given six (6) months from the date of placement to obtain the required certifications and licenses for the position. If an employee is unable to obtain the certifications and licenses within this period, then the employee shall be laid off and shall be placed on the recall list. Employees who bump into a classification they have previously held are presumed to possess the required knowledge, skills and abilities to perform that job. An employee who bumps into a new position due to layoff is eligible to move back to his/her former position should it become available within twenty-four (24) months after the effective date of his/her layoff. The right to bump back into a former position will be granted before other employees are granted recall rights to that position. Full-time employees may bump full-time and part-time employees with less seniority. Part-time employees may bump only part-time employees with less seniority and seasonal employees may bump only seasonal employees with less seniority.

Bumping Rights. An employee notified who is given the initial notice of layoff under section 37.3 can either accept the layoff or use their seniority to exercise bumping rights. Notification of the option to bump will be provided in writing using the employee’s personal contact information. This notification will include current job description(s) for the potential bumping opportunities, rate range of classification(s) available for bumping, potential location, schedule, and supervisor if known. A request to bump must be made within three (3) calendar days, not including holidays Employees who are to be laid off may not bump employees with less seniority in higher-ranking job titles within the classification group. Bumping rights can be exercised by a more senior employee in a classification to bump the least senior employee in the same classification. If there is no less senior employee in the classification, then they may bump an to the least senior employee with lower in the next classification in descending order within the classification group, as long as the bumping employee has greater seniority than that other employee. An employee who is displaced by bumping may also use their seniority in the same job classificationmanner to bump into the next lower classification in the classification group. If there is no less senior employee in the next classification, then they may bump to the least senior employee in the next lower classification in descending order within the classification group, as long as the bumping employee has greater seniority than that other employee. An employee who has service under the Agreement in another classification group with the district may exercise bumping rights within that classification group as well. Bumping rights can be exercised to assume the position of the least senior employee who holds a position in the formerly held classification, as long as the bumping employee has greater seniority than that other employee’s classification . If there is availableno less senior employee, the employee they may bump an employee with lower also use their seniority in the same pay grade or manner to bump into the next lower pay gradeclassification in the classification group, provided he/she possesses as long as the required certificationsbumping employee has greater seniority than that other employee. In order to bump, licensesemployees must have the ability, knowledge, capacity and skill to perform the job and must demonstrate ability to perform that job. No part-time or seasonal employee may bump a full-time employee. An employee notified of layoff must exercise his/her bumping rights in writing to the Human Resources Department all job functions within seven fourteen (714) business calendar days of receipt of the layoff notice. In the event the employee wants to exercise his/her bumping rights and has timely notified the Human Resources Department, but does not identify which position he/she wishes to bump into, the least senior person in the classification shall be the person bumped. Employees will be given six (6) months from the date of placement to obtain they assume the required certifications and licenses for the positionjob duties. If after a trial period of fourteen (14) calendar days, the employee cannot perform the duties of their current position in a satisfactory manner, the employee may, at the discretion of the district, either be given additional time for training or be laid off. If they are laid off, the district will fill the position by recall of an employee is unable to obtain who was laid off from a higher classification within the certifications and licenses within this period, then same classification group or by recalling the employee shall be laid off and shall be placed on the recall list. Employees who bump into a classification they have previously held are presumed to possess the required knowledgewas bumped out of that position, skills and abilities to perform that jobwhoever has more seniority. An employee who bumps into a lower classification will be placed on the step in the new position due to layoff classification which is justified by bona fide factors under the Oregon Equal Pay Act. An employee eligible to move back to his/her former position should it become available within twenty-four (24) months after the effective date of his/her layoff. The bump may waive their right to bump back into a former position will and may choose to be granted before other employees are granted placed on the layoff and recall rights to that position. Full-time employees may bump full-time and part-time employees with less seniority. Part-time employees may bump only part-time employees with less seniority and seasonal employees may bump only seasonal employees with less senioritylist instead.