Layoff and Bumping Procedure. Lay-off Procedure: • The Company will attempt to provide as much advance notice to the Union as reasonably possible, i.e., greater than 24 hours in accordance with Article 14.08; • The Union and the Company will work out bumping scenarios together prior to layoff notification; • The Union and the Company will, in the case of a delay in the bumping process due to seniority, determine the most effective date/time of actual notification to the affected employee in order to reduce the bumping process duration; and • The affected employee will have 24 hours from notification to make their decision in accordance with 14.07c: o As agreed the 24 hours will not be considered working notice and will be paid at the affected employee’s regular rate of pay.
Layoff and Bumping Procedure. When the Employer determines there is to be 35 a layoff, the Employer shall first identify those positions within a Layoff Unit 36 which are to be abolished or remain vacant. The Departmental/Agency 37 Employer will then construct any resulting bumping chain(s) in accordance 38 with Section I(5) of this article. If an employee chooses to accept layoff rather 39 than exercise bumping rights, the remainder of the affected bumping chain 40 will not be implemented; however, the Departmental/Agency Employer shall 41 not be required to recalculate any bumping chain(s).
Layoff and Bumping Procedure. When the Employer determines there is to be a layoff, the Employer shall first identify those positions within a Layoff Unit which are to be abolished or remain vacant. The Departmental/Agency Employer will then construct any resulting bumping chain(s) in accordance with Section I(5) of this article. If an employee chooses to accept layoff rather than exercise bumping rights, the remainder of the affected bumping chain will not be implemented; however, the Departmental/Agency Employer shall not be required to recalculate any bumping chain(s).
Layoff and Bumping Procedure. 13.01 The Company will provide five (5) working days notice of lay off to the employees for shortage of work. The Company will make reasonable efforts to endeavour to have the end of the notice period coincide with the end of an employee’s regular work week. Should the Company require work for less than 5 working days of a qualified employee who is laid off, he may be recalled for a period of less than 5 working days.
Layoff and Bumping Procedure. A. Employees shall be laid off in inverse order according to their seniority date and shall possess the right to be re-employed in order of their seniority to positions to which they qualify and are able to discharge the duties and responsibilities of the position. The City agrees to give two (2) weeks advance notice to employees being laid off, but if not possible, the City agrees to give at least two (2) work days notice in case of extreme emergency.
Layoff and Bumping Procedure. 1. Within five (5) working days of notification of layoff, the laid off employee shall indicate in writing to the employer his/her intent to bump or to be laid off.
Layoff and Bumping Procedure. When, in the judgment of the Employer, it is necessary to eliminate a job classification or to reduce the number of employees in a job classification, the affected employee(s) shall be reduced by inverse classification seniority. When, in the judgment of the Employer, it is necessary to layoff, the affected employee(s) shall be laid off by inverse department seniority as defined in Section 5.1. Employees thus removed from a job classification shall exercise their job classification seniority in Section 5.1 in any lower rated bargaining unit classification, which they have permanently occupied during their employment with the Police Department. Employees thus displaced from their job classification shall exercise the same right. The layoff provision shall not apply wherein the application thereof would result in the Department being required to layoff an employee in possession of a special skill essential to properly perform the work available at the time of the layoff, not possessed by employees having greater seniority. Employees bumping into lower rated classifications shall be paid the rate of said classification. Employees bumped from a position in the bargaining unit may exercise their bumping rights into the non-supervisor bargaining unit, if permitted, pursuant to the terms and provisions contained in the non-supervisors contract. If employees are to be laid off, management will notify the POLC prior to any layoff.
Layoff and Bumping Procedure. Lay-off Procedure: ‐ The Company will attempt to provide as much advance notice to the Union as reasonably possible, i.e., greater than 24 hours in accordance with Article 14.10. . ‐ The Union and the Company will work out bumping scenarios together prior to layoff notification. ‐ The Union and the Company will, in the case of a delay in the bumping process due to seniority, determine the most effective date/time of actual notification to the affected employee in order to reduce the bumping process duration. ‐ The affected employee will have 24 hours from notification to make their decision in accordance with 14.09c. • As agreed the 24 hours will not be considered working notice and will be paid at the affected employee’s regular rate of pay. 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 the Director, Human Resources Operations. ‐ 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 14.09 (d). ‐ 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 the Director, H...
Layoff and Bumping Procedure. 18.1. For the purpose of this Article, skills include language skills.
Layoff and Bumping Procedure. (a) The most senior Employees in any job shall have the option to be laid off first from that job, failing which the Employee(s) with the least amount of seniority in any job will be laid off. Senior Employees wishing to exercise this option must provide the Employer with this election within twenty-four (24) hours of the layoff notice being issued pursuant to Article 19.02. Once it has been determined based on seniority which Employee will be laid off, the laid off Employee may displace an Employee in a similar or lower classification with less seniority providing they have the ability to do the job. Employees who are displaced from their jobs as a result of such bump back procedures may themselves bump an Employee having less seniority, in similar or lower classifications, providing they are able to satisfactorily do the job. Employees that have voluntarily accepted layoff and have been offered and refused recall shall forfeit their right to receive that severance referenced in Article 19, Section 19.13. Notwithstanding the above, Part Time Regular Employees shall not have the right to bump a Full Time Regular Employee.
