Common use of Layoff Procedures Clause in Contracts

Layoff Procedures. B.1 The College, usually through the Budget Development Committee, shall identify the specific staff positions that are being considered for reduction or elimination. The individual identified to receive layoff notice will be the most junior employee within the job description AND within a department or normal working cluster of departments where position transfers occur without postings. Campus location shall not be considered in identifying the most junior employee within the job description. B.2 With as much notice as possible, the Human Resources Department shall discuss the potential layoff(s) with a representative of CUPE Local 2081. B.3 A meeting with the employee potentially affected will be arranged by the supervisor and a Union shop ▇▇▇▇▇▇▇ to advise the employee of the possible layoff situation. B.4 When a layoff is confirmed to occur, the Human Resources Department and a Union shop ▇▇▇▇▇▇▇ shall meet with the employee affected and his/her supervisor or other departmental support person. At that meeting, the employee shall be advised of the confirmation of the layoff, the effective date and the options available to him/her. Such information will also be supplied in writing and shall constitute the formal notification of layoff. The Layoff Sub Committee shall receive a copy of the layoff letter. B.5 The employee shall be given a period of seven calendar days in which to advise the Human Resources Department of his/her choice of option. If the employee wishes to exercise his/her right to alternate employment opportunities, the employee will be encouraged to immediately update the information contained within his/her personnel file to include current qualifications, skills, abilities and references. B.6 When an employee requests an alternate employment opportunity within the College, the Layoff Sub Committee shall be responsible for identifying such alternate employment opportunities. The process of identifying alternate employment opportunities will be initiated within seven calendar days of the employee's request. B.7 For each alternate placement opportunity, the Human Resources Department shall provide to the Committee: - The most current resume of the employee to be relocated. - An up-to-date seniority list for CUPE Local 2081. - A list, in seniority order, of employees and their positions within each pay band. - A list of retirements expected to be occurring within the next twelve months. - A list of positions expected to be vacant within the next twelve months. - Job descriptions and such other information as requested by the Committee. - Employee's preference (if any) with respect to hours of work. B.8 An alternate employment opportunity shall include consideration of the following actions: - Waiving of the posting requirement for current vacancies. - Building employment bridging through the use of vacancies, term positions and/or unpaid leaves of absence to place the employee in a future vacancy. As well, the Layoff Sub Committee may canvas other employees who may wish to trade positions with the laid off employee during the alternate employment opportunity. B.9 When a regular employee is placed in an alternate employment opportunity, the employee shall have his/her wage, benefits, increments and right to wage increases protected in the pay band he/she was receiving at the time of layoff. B.10 Salary protection shall be for the basic pay band assigned to the layoff position only. Salary protection will not be extended to cover any stipends for teaching, B.C. stationary engineers certificate – 4th class, journeyman trades certificate, or pesticide certificate when that work is not actually being performed. Salary protection shall occur for a maximum of six months in a twelve month period, beginning with the first alternate opportunity placement. B.11 In identifying alternate employment opportunities, the Layoff Sub Committee shall review all vacancy opportunities for positions which the employee is "able to perform". Where a temporary or permanent placement in a vacancy is possible, the supervisor of the vacant position shall be consulted about the requirements of the job. Where the Committee agrees that the employee could be reasonably expected to perform the duties of the position after a basic orientation, the posting requirement for the position will be waived and the employee shall be placed in the position. B.12 Should either the employee or the supervisor identify, within the first four months of the alternate employment opportunity placement, in the same or lower pay band, that there are serious problems occurring in the ability to perform the work of the new position, the Layoff Sub Committee will cancel the placement and process an alternate employment opportunity if possible. When placement is in a higher pay band, a trial period as defined in Article 14.05 shall apply. B.13 When an alternate employment opportunity has been actioned, both the employee and the supervisor will be requested to provide feedback to the Layoff Sub Committee regarding the appropriateness of the placement and the effectiveness of the Policy. B.14 Should the Layoff Sub Committee be unable to identify any alternate employment opportunities, the employee must choose one of the other identified options. B.15 When an employee chooses the severance option, the severance amount as calculated under Article 15.05 shall be reduced by the additional wages required to provide salary protection. B.16 In the following order, the Layoff Sub Committee shall identify the position(s) the employee is able to perform and the related pay band(s) that the employee will move to: (a) Wherever possible, a junior position in the same pay band with the same or greater hours. (b) Where (a) is not possible, the following options will be considered in order to minimize the economic impact to the laid off employee: - A junior position in a higher pay band with the same or greater hours, when the employee has previously held the position and successfully completed a probationary or trial period therein. - A junior position in the same pay band with less hours. - A junior position in a lower pay band closest to the employee's pre-layoff pay band with the same or greater hours. - A junior position in a lower pay band closest to the employee's pre-layoff pay band with less hours. * A junior position will be the most junior position that satisfies the intent, not necessarily the junior position in the pay band. B.17 Where more than one position is feasible, but they are significantly different in nature, the Layoff Sub Committee shall consult with the employee prior to making the final decision. B.18 Where the bumping situation defined in #16 is to a position at the same or higher pay band as that currently received by the employee, the employee shall be placed at the pay step that is equal to the employee's current rate. If no rate is equal, the employee will be placed at the next pay step which is higher than the current rate. If the employee is placed at a pay step that is equal to their current rate, the employee shall receive credit for service in the step of the original pay band, towards their next increment. The employee shall maintain all rights to increments and any further salary increases. B.19 Where the bumping situation identified in #16 is to a position in a lower pay band, the employee will be placed in the pay band for the bumped position and at the salary step that would minimize the employee's loss in pay (excluding any stipends previously received). Only employees with five or more years of service with the College may be placed at Step E of the new pay band.

Layoff Procedures. B.1 The CollegeCity Manager may layoff regular and probationary employee(s), usually through the Budget Development Committee, shall identify the specific staff positions at any time for lack of work or other changes that are being considered for reduction or eliminationhave taken place. The individual identified City shall provide the Union with 30-day notice to receive layoff notice begin employee impact discussions. The employee(s) will be the most junior employee within the job description AND within a department or normal working cluster of departments where position transfers occur without postings. Campus location shall not be considered in identifying the most junior employee within the job description. B.2 With as much given two weeks’ notice as possible, the Human Resources Department shall discuss the potential layoff(s) with a representative of CUPE Local 2081. B.3 A meeting with the employee potentially affected will be arranged by the supervisor and a Union shop ▇▇▇▇▇▇▇ to advise the employee of the possible layoff situation. B.4 When before such a layoff is confirmed to occur, the Human Resources Department and a Union shop ▇▇▇▇▇▇▇ take place. The City shall meet and consult with the concerned employee affected and his/her supervisor or other departmental support person. At that meeting, organization on such matters as the employee shall be advised of the confirmation of the layoff, the effective date and the options available to him/her. Such information will also be supplied in writing and shall constitute the formal notification of layoff. The Layoff Sub Committee shall receive a copy timing of the layoff letter. B.5 The employee shall be given a period of seven calendar days in which to advise and the Human Resources Department of his/her choice of option. If the employee wishes to exercise his/her right to alternate employment opportunities, the employee will be encouraged to immediately update the information contained within his/her personnel file to include current qualifications, skills, abilities number and references. B.6 When an employee requests an alternate employment opportunity within the College, the Layoff Sub Committee shall be responsible for identifying such alternate employment opportunities. The process of identifying alternate employment opportunities will be initiated within seven calendar days identity of the employee's request. B.7 For each alternate placement opportunity, employee(s) affected by the Human Resources Department shall provide layoff during the two-week period prior to the Committee: - The most current resume of the employee proper layoff action. A demotion or transfer to be relocated. - An up-to-date seniority list for CUPE Local 2081. - A list, in seniority order, of employees and their positions within each pay band. - A list of retirements expected to be occurring within the next twelve months. - A list of positions expected to be vacant within the next twelve months. - Job descriptions and such other information as requested by the Committee. - Employee's preference (if any) with respect to hours of work. B.8 An alternate employment opportunity shall include consideration of the following actions: - Waiving of the posting requirement for current vacancies. - Building employment bridging through the use of vacancies, term positions and/or unpaid leaves of absence to place the employee in a future vacancy. As well, the Layoff Sub Committee may canvas other employees who may wish to trade positions another department with the laid off employee during the alternate employment opportunity. B.9 When City Manager’s approval may be made to prevent a regular employee is placed in an alternate employment opportunity, the employee shall have his/her wage, benefits, increments and right to wage increases protected in the pay band he/she was receiving at the time of layoff. B.10 Salary protection shall be for the basic pay band assigned to the layoff position only. Salary protection will not be extended to cover any stipends for teaching, B.C. stationary engineers certificate – 4th class, journeyman trades certificate, or pesticide certificate when that work is not actually being performed. Salary protection shall occur for a maximum of six months in a twelve month period, beginning with the first alternate opportunity placement. B.11 In identifying alternate employment opportunities, the Layoff Sub Committee shall review all vacancy opportunities for positions which provided the employee is "able to perform". Where a temporary or permanent placement in a vacancy qualified by education and/or experience and is possible, the supervisor capable of the vacant position shall be consulted about the requirements of the job. Where the Committee agrees that the employee could be reasonably expected to perform performing the duties of the position after classification. In the event of a basic orientationlayoff, those employees with the least service in the classification affected shall be laid off first and be placed on a “Recall List” and shall be eligible for recall for one year from the date of placement on the list; if a recall begins, the posting requirement for most senior employees laid off in the position will be waived and the employee classifications required shall be placed recalled first. Strict application of seniority shall prevail unless exceptional circumstances occur of which the concerned employee organization shall be fully apprised in advance. The order of layoff shall be: 1. Temporary employees in the positionaffected classification shall be removed first. B.12 Should either the employee or the supervisor identify, within the first four months of the alternate employment opportunity placement, 2. Probationary employees in the same affected classification shall be removed next. 3. Exceptional circumstances may include the desirability of maintaining a balanced department or lower pay bandwork unit and retaining employees in the classification, that there are serious problems occurring in department, or section who have the ability to perform the work of the new position, the Layoff Sub Committee will cancel the placement and process an alternate employment opportunity if possible. When placement is in a higher pay band, a trial period as defined in Article 14.05 shall apply. B.13 When an alternate employment opportunity has been actioned, both the employee and the supervisor will be requested to provide feedback to the Layoff Sub Committee regarding the appropriateness of the placement and the effectiveness of the Policy. B.14 Should the Layoff Sub Committee be unable to identify any alternate employment opportunities, the employee must choose one of the other identified options. B.15 When an employee chooses the severance option, the severance amount as calculated under Article 15.05 shall be reduced by the additional wages required to provide salary protection. B.16 In the following order, the Layoff Sub Committee shall identify the position(s) the employee is able to perform and the related pay band(s) that the employee will move to: (a) Wherever possible, a junior position in the same pay band with the same or greater hours. (b) Where (a) is not possible, the following options will be considered in order to minimize the economic impact to the laid off employee: - A junior position in a higher pay band with the same or greater hours, when the employee has previously held the position and successfully completed a probationary or trial period therein. - A junior position in the same pay band with less hours. - A junior position in a lower pay band closest to the employee's pre-layoff pay band with the same or greater hours. - A junior position in a lower pay band closest to the employee's pre-layoff pay band with less hours. * A junior position will be the most junior position that satisfies the intent, not necessarily the junior position in the pay band. B.17 Where more than one position is feasible, but they are significantly different in nature, the Layoff Sub Committee shall consult with the employee prior to making the final decision. B.18 Where the bumping situation defined in #16 is to a position at the same or higher pay band as that currently received by the employee, the employee shall be placed at the pay step that is equal to the employee's current rate. If no rate is equal, the employee will be placed at the next pay step which is higher than the current rate. If the employee is placed at a pay step that is equal to their current rate, the employee shall receive credit for service in the step of the original pay band, towards their next incrementavailable. The employee scheduled to be laid off shall maintain all rights be entitled to increments and any further salary increases. B.19 Where the bumping situation identified in #16 is displace to a position in a lower pay band, classification occupied by an employee with less overall City (displacement seniority) seniority provided it is in a position in which the employee will formerly held a regular appointment, and is qualified by education and/or experience, and is capable of performing the duties of the classification. The employee with the least displacement seniority shall be placed displaced by the employee scheduled for layoff. The employee displaced shall be considered as laid off for the same reason as the employee who displaced them, and shall in the pay band for same manner, be eligible to displace to a position in a classification in which the bumped position employee formerly held a regular appointment and is qualified by education and/or experience, and is capable of performing the duties of the classification. Failure to return to work from layoff within 15 calendar days after notice to return by certified or registered mail to the employee at their last known address on file with the salary step that would minimize City Human Resources Office or by personal delivery shall constitute the employee's loss in pay (excluding waiver to return to work and eliminates any stipends previously received)future re-employment responsibilities placed on the City. Only employees with five or more years of service with The employee will also be notified by personal email if such has been provided to the College may be placed at Step E of the new pay bandCity.

Layoff Procedures. B.1 The College, usually through the Budget Development Committee, shall identify the specific staff positions that are being considered for reduction or elimination. The individual identified to receive layoff notice will be the most junior employee within the job description AND within a department or normal working cluster of departments where position transfers occur without postings. Campus location shall not be considered in identifying the most junior employee within the job description. B.2 With as much notice as possible, the Director of Human Resources Department shall discuss the potential layoff(s) with a representative of CUPE Local 2081. B.3 A meeting with the employee potentially affected will be arranged by the supervisor and a Union shop ▇▇▇▇▇▇▇ to advise the employee of the possible layoff situation. B.4 When a layoff is confirmed to occur, the Director of Human Resources Department and a Union shop ▇▇▇▇▇▇▇ shall meet with the employee affected and his/her supervisor or other departmental support person. At that meeting, the employee shall be advised of the confirmation of the layoff, the effective date and the options available to him/her. Such information will also be supplied in writing and shall constitute the formal notification of layoff. The Layoff Sub Committee shall receive a copy of the layoff letter. B.5 The employee shall be given a period of seven calendar days in which to advise the Director of Human Resources Department of his/her choice of option. If the employee wishes to exercise his/her right to alternate employment opportunities, the employee will be encouraged to immediately update the information contained within his/her personnel file to include current qualifications, skills, abilities and references. B.6 When an employee requests an alternate employment opportunity within the College, the Layoff Sub Committee shall be responsible for identifying such alternate employment opportunities. The process of identifying alternate employment opportunities will be initiated within seven calendar days of the employee's request. B.7 For each alternate placement opportunity, the Director of Human Resources Department shall provide to the Committee: - The most current resume of the employee to be relocated. - An up-to-date seniority list for CUPE Local 2081. - A list, in seniority order, of employees and their positions within each pay band. - A list of retirements expected to be occurring within the next twelve months. - A list of positions expected to be vacant within the next twelve months. - Job descriptions and such other information as requested by the Committee. - Employee's preference (if any) with respect to hours of work. B.8 An alternate employment opportunity shall include consideration of the following actions: - Waiving of the posting requirement for current vacancies. - Building employment bridging through the use of vacancies, term positions and/or unpaid leaves of absence to place the employee in a future vacancy. As well, the Layoff Sub Committee may canvas other employees who may wish to trade positions with the laid off employee during the alternate employment opportunity. B.9 When a regular employee is placed in an alternate employment opportunity, the employee shall have his/her wage, benefits, increments and right to wage increases protected in the pay band he/she was receiving at the time of layoff. B.10 Salary protection shall be for the basic pay band assigned to the layoff position only. Salary protection will not be extended to cover any stipends for teaching, B.C. stationary engineers certificate – 4th class, journeyman trades certificate, or pesticide certificate when that work is not actually being performed. Salary protection shall occur for a maximum of six months in a twelve month period, beginning with the first alternate opportunity placement. B.11 In identifying alternate employment opportunities, the Layoff Sub Committee shall review all vacancy opportunities for positions which the employee is "able to perform". Where a temporary or permanent placement in a vacancy is possible, the supervisor of the vacant position shall be consulted about the requirements of the job. Where the Committee agrees that the employee could be reasonably expected to perform the duties of the position after a basic orientation, the posting requirement for the position will be waived and the employee shall be placed in the position. B.12 Should either the employee or the supervisor identify, within the first four months of the alternate employment opportunity placement, in the same or lower pay band, that there are serious problems occurring in the ability to perform the work of the new position, the Layoff Sub Committee will cancel the placement and process an alternate employment opportunity if possible. When placement is in a higher pay band, a trial period as defined in Article 14.05 shall apply. B.13 When an alternate employment opportunity has been actioned, both the employee and the supervisor will be requested to provide feedback to the Layoff Sub Committee regarding the appropriateness of the placement and the effectiveness of the Policy. B.14 Should the Layoff Sub Committee be unable to identify any alternate employment opportunities, the employee must choose one of the other identified options. B.15 When an employee chooses the severance option, the severance amount as calculated under Article 15.05 shall be reduced by the additional wages required to provide salary protection. B.16 In the following order, the Layoff Sub Committee shall identify the position(s) the employee is able to perform and the related pay band(s) that the employee will move to: (a) Wherever possible, a junior position in the same pay band with the same or greater hours. (b) Where (a) is not possible, the following options will be considered in order to minimize the economic impact to the laid off employee: - A junior position in a higher pay band with the same or greater hours, when the employee has previously held the position and successfully completed a probationary or trial period therein. - A junior position in the same pay band with less hours. - A junior position in a lower pay band closest to the employee's pre-layoff pay band with the same or greater hours. - A junior position in a lower pay band closest to the employee's pre-layoff pay band with less hours. * A junior position will be the most junior position that satisfies the intent, not necessarily the junior position in the pay band. B.17 Where more than one position is feasible, but they are significantly different in nature, the Layoff Sub Committee shall consult with the employee prior to making the final decision. B.18 Where the bumping situation defined in #16 is to a position at the same or higher pay band as that currently received by the employee, the employee shall be placed at the pay step that is equal to the employee's current rate. If no rate is equal, the employee will be placed at the next pay step which is higher than the current rate. If the employee is placed at a pay step that is equal to their current rate, the employee shall receive credit for service in the step of the original pay band, towards their next increment. The employee shall maintain all rights to increments and any further salary increases. B.19 Where the bumping situation identified in #16 is to a position in a lower pay band, the employee will be placed in the pay band for the bumped position and at the salary step that would minimize the employee's loss in pay (excluding any stipends previously received). Only employees with five or more years of service with the College may be placed at Step E of the new pay band.

Layoff Procedures. B.1 The CollegeIn the event of a layoff, usually through temporary employees in the Budget Development Committeeclassification shall be laid off first. Then, if further reductions in workforce or hours are necessary, regular employees shall identify be laid off in inverse seniority within each classification. In the specific staff positions that are being considered for reduction or eliminationevent of a layoff, the affected employee shall be notified in writing of the impending layoff at least ten (10) working days in advance of the effective date of the layoff. The individual identified Union shall be sent copies of all layoff notices. 1. If there is a vacant bargaining unit position in the same classification, the affected employee shall have first preference for that position and may move to receive layoff notice will be that position if they have the most junior employee necessary classification, education, experience, licenses, or certifications required by State or Federal regulations or other agency requirements and language proficiency. A vacant position is defined as any position within the job description AND within bargaining unit which the Agency has decided to fill in which there is no incumbent. 2. In the absence of a department or normal working cluster of departments where vacant position transfers occur without postings. Campus location shall not be considered as described in identifying #1 above, the most junior affected employee within may replace a less senior employee in a classification the affected employee has previously held unless they no longer meet the minimum qualifications contained in the job description. The employee shall replace the least senior employee in that classification. The affected employee may choose to accept the permanent layoff rather than bump another employee from a position or move to a lower or equal classification. B.2 With as much 3. The affected employee who replaces another employee in the same or equal classification shall retain their current rate of pay and continue to receive all regular pay increases. The affected employee who bumps to a lower classification shall enter the pay range of the classification at the pay rate nearest to their rate of pay. 4. The Agency shall provide to the affected employee and the Union an updated seniority list with the layoff notice as possiblein order for the affected employee to determine their options. Upon request, the Human Resources Department Agency shall discuss also provide the potential layoff(s) with affected employee and/or the Union a representative listing of CUPE Local 2081. B.3 A meeting with the employee potentially affected will be arranged by the supervisor and a Union shop ▇▇▇▇▇▇▇ to advise the employee of the possible layoff situation. B.4 When a layoff is confirmed to occur, the Human Resources Department and a Union shop ▇▇▇▇▇▇▇ shall meet with the employee affected and his/her supervisor or other departmental support personall known vacancies. At that meeting, the An employee shall be advised of the confirmation of the layoff, the effective date and the options available to him/her. Such information will also be supplied in writing and shall constitute the formal notification of layoff. The Layoff Sub Committee shall receive a copy have seven (7) workdays after receipt of the layoff letter. B.5 The employee shall be given notice and seniority list are mailed to their address on file to give written notice to the Agency of their intention to accept a period of seven calendar days in which to advise the Human Resources Department of his/her choice of optionvacant position or replace another employee. If the employee wishes to exercise his/her right to alternate employment opportunities, the employee will be encouraged to immediately update the information contained within his/her personnel file to include current qualifications, skills, abilities and references. B.6 When an employee requests an alternate employment opportunity within the College, the Layoff Sub Committee shall be responsible for identifying such alternate employment opportunities. The process of identifying alternate employment opportunities will be initiated within seven calendar days of the employee's request. B.7 For each alternate placement opportunity, the Human Resources Department shall provide to the Committee: - The most current resume of the employee to be relocated. - An up-to-date seniority list for CUPE Local 2081. - A list, in seniority order, of employees and their positions within each pay band. - A list of retirements expected to be occurring within the next twelve months. - A list of positions expected to be vacant within the next twelve months. - Job descriptions and such other information as requested by the Committee. - Employee's preference (if any) with respect to hours of work. B.8 An alternate employment opportunity shall include consideration of the following actions: - Waiving of the posting requirement for current vacancies. - Building employment bridging through the use of vacancies, term positions and/or unpaid leaves of absence to place the employee in a future vacancy. As well, the Layoff Sub Committee may canvas other employees who may wish to trade positions with the laid off employee during the alternate employment opportunity. B.9 When a regular employee is placed in an alternate employment opportunity, the employee shall have his/her wage, benefits, increments and right to wage increases protected in the pay band he/she was receiving at the time of layoff. B.10 Salary protection shall be for the basic pay band assigned to the layoff position only. Salary protection will not be extended to cover any stipends for teaching, B.C. stationary engineers certificate – 4th class, journeyman trades certificate, or pesticide certificate when that work is not actually being performed. Salary protection shall occur for a maximum of six months in a twelve month period, beginning with the first alternate opportunity placement. B.11 In identifying alternate employment opportunities, the Layoff Sub Committee shall review all vacancy opportunities for positions which the employee is "able to perform". Where a temporary or permanent placement in a vacancy is possible, the supervisor of the vacant position shall be consulted about the requirements of the job. Where the Committee agrees that the employee could be reasonably expected to perform the duties of the position after a basic orientation, the posting requirement for the position will be waived and the employee shall be placed in the position. B.12 Should either the employee or the supervisor identify, within the first four months of the alternate employment opportunity placement, in the same or lower pay band, that there are serious problems occurring in the ability to perform the work of the new position, the Layoff Sub Committee will cancel the placement and process an alternate employment opportunity if possible. When placement is in a higher pay band, a trial period as defined in Article 14.05 shall apply. B.13 When an alternate employment opportunity has been actioned, both the employee and the supervisor will be requested fails to provide feedback timely notice, they will forfeit placement rights pursuant to the Layoff Sub Committee regarding the appropriateness of the placement and the effectiveness of the Policythis section. B.14 Should the Layoff Sub Committee be unable to identify any alternate employment opportunities, the employee must choose one of the other identified options. B.15 When an employee chooses the severance option, the severance amount as calculated under Article 15.05 shall be reduced by the additional wages required to provide salary protection. B.16 In the following order, the Layoff Sub Committee shall identify the position(s) the employee is able to perform and the related pay band(s) that the employee will move to: (a) Wherever possible, a junior position in the same pay band with the same or greater hours. (b) Where (a) is not possible, the following options will be considered in order to minimize the economic impact to the laid off employee: - A junior position in a higher pay band with the same or greater hours, when the employee has previously held the position and successfully completed a probationary or trial period therein. - A junior position in the same pay band with less hours. - A junior position in a lower pay band closest to the employee's pre-layoff pay band with the same or greater hours. - A junior position in a lower pay band closest to the employee's pre-layoff pay band with less hours. * A junior position will be the most junior position that satisfies the intent, not necessarily the junior position in the pay band. B.17 Where more than one position is feasible, but they are significantly different in nature, the Layoff Sub Committee shall consult with the employee prior to making the final decision. B.18 Where the bumping situation defined in #16 is to a position at the same or higher pay band as that currently received by the employee, the employee shall be placed at the pay step that is equal to the employee's current rate. If no rate is equal, the employee will be placed at the next pay step which is higher than the current rate. If the employee is placed at a pay step that is equal to their current rate, the employee shall receive credit for service in the step of the original pay band, towards their next increment. The employee shall maintain all rights to increments and any further salary increases. B.19 Where the bumping situation identified in #16 is to a position in a lower pay band, the employee will be placed in the pay band for the bumped position and at the salary step that would minimize the employee's loss in pay (excluding any stipends previously received). Only employees with five or more years of service with the College may be placed at Step E of the new pay band.

Layoff Procedures. B.1 The College, usually through the Budget Development Committee, shall identify the specific staff positions that are being considered for reduction or elimination. The individual identified to receive layoff notice will be the most junior employee within the job description AND within a department or normal working cluster of departments where position transfers occur without postings. Campus location shall not be considered in identifying the most junior employee within the job description. B.2 With as much notice as possible, the Director of Human Resources Department shall discuss the potential layoff(s) with a representative of CUPE Local 2081. B.3 A meeting with the employee potentially affected will be arranged by the supervisor and a Union shop ▇▇▇▇▇▇▇ to advise the employee of the possible layoff situation. B.4 When a layoff is confirmed to occur, the Director of Human Resources Department and a Union shop ▇▇▇▇▇▇▇ shall meet with the employee affected and his/her supervisor or other departmental support person. At that meeting, the employee shall be advised of the confirmation of the layoff, the effective date and the options available to him/her. Such information will also be supplied in writing and shall constitute the formal notification of layoff. 1998/2002 Collective Agreement CUPE Local 2081 and Camosun College The Layoff Sub Committee shall receive a copy of the layoff letter. B.5 The employee shall be given a period of seven calendar days in which to advise the Director of Human Resources Department of his/her choice of option. If the employee wishes to exercise his/her right to alternate employment opportunities, the employee will be encouraged to immediately update the information contained within his/her personnel file to include current qualifications, skills, abilities and references. B.6 When an employee requests an alternate employment opportunity within the College, the Layoff Sub Committee shall be responsible for identifying such alternate employment opportunities. The process of identifying alternate employment opportunities will be initiated within seven calendar days of the employee's request. B.7 For each alternate placement opportunity, the Director of Human Resources Department shall provide to the Committee: - The the most current resume of the employee to be relocated. relocated - An an up-to-date seniority list for CUPE Local 2081. 2081 - A a list, in seniority order, of employees and their positions within each pay band. band - A a list of retirements expected to be occurring within the next twelve months. months - A a list of positions expected to be vacant within the next twelve months. months - Job job descriptions and such other information as requested by the Committee. Committee - Employeeemployee's preference (if any) with respect to hours of work. B.8 An alternate employment opportunity shall include consideration of the following actions: - Waiving of the posting requirement for current vacancies. - Building employment bridging through the use of vacancies, term positions and/or unpaid leaves of absence to place the employee in a future vacancy. As well, the Layoff Sub Committee may canvas other employees who may wish to trade positions with the laid off employee during the alternate employment opportunity. B.9 When a regular employee is placed in an alternate employment opportunity, the employee shall have his/her wage, benefits, increments and right to wage increases protected in the pay band he/she was receiving at the time of layoff. B.10 Salary protection shall be for the basic pay band assigned to the layoff position only. 1998/2002 Collective Agreement CUPE Local 2081 and Camosun College Salary protection will not be extended to cover any stipends for teaching, B.C. stationary engineers certificate – - 4th class, journeyman trades certificate, or pesticide certificate when that work is not actually being performed. Salary protection shall occur for a maximum of six months in a twelve month period, beginning with the first alternate opportunity placement. B.11 In identifying alternate employment opportunities, the Layoff Sub Committee shall review all vacancy opportunities for positions which the employee is "able to perform". Where a temporary or permanent placement in a vacancy is possible, the supervisor of the vacant position shall be consulted about the requirements of the job. Where the Committee agrees that the employee could be reasonably expected to perform the duties of the position after a basic orientation, the posting requirement for the position will be waived and the employee shall be placed in the position. B.12 Should either the employee or the supervisor identify, within the first four months of the alternate employment opportunity placement, in the same or lower pay band, that there are serious problems occurring in the ability to perform the work of the new position, the Layoff Sub Committee will cancel the placement and process an alternate employment opportunity if possible. When placement is in a higher pay band, a trial period as defined in Article 14.05 shall apply. B.13 When an alternate employment opportunity has been actioned, both the employee and the supervisor will be requested to provide feedback to the Layoff Sub Committee regarding the appropriateness of the placement and the effectiveness of the Policy. B.14 Should the Layoff Sub Committee be unable to identify any alternate employment opportunities, the employee must choose one of the other identified options. B.15 When an employee chooses the severance option, the severance amount as calculated under Article 15.05 shall be reduced by the additional wages required to provide salary protection. B.16 In the following order, the Layoff Sub Committee shall identify the position(s) the employee is able to perform and the related pay band(s) that the employee will move to: (a) Wherever possible, a junior position in the same pay band with the same or greater hours. (b) Where (a) is not possible, the following options will be considered in order to minimize the economic impact to the laid off employee: 1998/2002 Collective Agreement CUPE Local 2081 and Camosun College - A junior position in a higher pay band with the same or greater hours, when the employee has previously held the position and successfully completed a probationary or trial period therein. - A junior position in the same pay band with less hours. - A junior position in a lower pay band closest to the employee's pre-layoff pay band with the same or greater hours. - A junior position in a lower pay band closest to the employee's pre-layoff pay band with less hours. * A junior position will be the most junior position that satisfies the intent, not necessarily the junior position in the pay band. B.17 Where more than one position is feasible, but they are significantly different in nature, the Layoff Sub Committee shall consult with the employee prior to making the final decision. B.18 Where the bumping situation defined in #16 is to a position at the same or higher pay band as that currently received by the employee, the employee shall be placed at the pay step that is equal to the employee's current rate. If no rate is equal, the employee will be placed at the next pay step which is higher than the current rate. If the employee is placed at a pay step that is equal to their current rate, the employee shall receive credit for service in the step of the original pay band, towards their next increment. The employee shall maintain all rights to increments and any further salary increases. B.19 Where the bumping situation identified in #16 is to a position in a lower pay band, the employee will be placed in the pay band for the bumped position and at the salary step that would minimize the employee's loss in pay (excluding any stipends previously received). Only employees with five or more years of service with the College may be placed at Step E of the new pay band.

Layoff Procedures. ‌ B.1 The College, usually through the Budget Development Committee, shall identify the specific staff positions that are being considered for reduction or elimination. The individual identified to receive layoff notice will be the most junior employee within the job description AND within a department or normal working cluster of departments where position transfers occur without postings. Campus location shall not be considered in identifying the most junior employee within the job description. B.2 With as much notice as possible, the Human Resources Department shall discuss the potential layoff(s) with a representative of CUPE Local 2081. B.3 A meeting with the employee potentially affected will be arranged by the supervisor and a Union shop ▇▇▇▇▇▇▇ to advise the employee of the possible layoff situation. B.4 When a layoff is confirmed to occur, the Human Resources Department and a Union shop ▇▇▇▇▇▇▇ shall meet with the employee affected and his/her their supervisor or other departmental support person. At that meeting, the employee shall be advised of the confirmation of the layoff, the effective date and the options available to him/herthem. Such information will also be supplied in writing and shall constitute the formal notification of layoff. The Layoff Sub Committee shall receive a copy of the layoff letter. B.5 The employee shall be given a period of seven calendar days in which to advise the Human Resources Department of his/her their choice of option. If the employee wishes to exercise his/her their right to alternate employment opportunities, the employee will be encouraged to immediately update the information contained within his/her their personnel file to include current qualifications, skills, abilities and references. B.6 When an employee requests an alternate employment opportunity within the College, the Layoff Sub Committee shall be responsible for identifying such alternate employment opportunities. The process of identifying alternate employment opportunities will be initiated within seven calendar days of the employee's request. B.7 For each alternate placement opportunity, the Human Resources Department shall provide to the Committee: - The most current resume of the employee to be relocated. - An up-to-date seniority list for CUPE Local 2081. - A list, in seniority order, of employees and their positions within each pay band. - A list of retirements expected to be occurring within the next twelve months. - A list of positions expected to be vacant within the next twelve months. - Job descriptions and such other information as requested by the Committee. - Employee's preference (if any) with respect to hours of work. B.8 An alternate employment opportunity shall include consideration of the following actions: - Waiving of the posting requirement for current vacancies. - Building employment bridging through the use of vacancies, term positions and/or unpaid leaves of absence to place the employee in a future vacancy. As well, the Layoff Sub Committee may canvas other employees who may wish to trade positions with the laid off employee during the alternate employment opportunity. B.9 When a regular employee is placed in an alternate employment opportunity, the employee shall have his/her their wage, benefits, increments and right to wage increases protected in the pay band he/she was they were receiving at the time of layoff. B.10 Salary protection shall be for the basic pay band assigned to the layoff position only. Salary protection will not be extended to cover any stipends for teaching, B.C. stationary engineers certificate – 4th class, journeyman trades certificate, or pesticide certificate when that work is not actually being performed. Salary protection shall occur for a maximum of six months in a twelve month period, beginning with the first alternate opportunity placement. B.11 In identifying alternate employment opportunities, the Layoff Sub Committee shall review all vacancy opportunities for positions which the employee is "able to perform". Where a temporary or permanent placement in a vacancy is possible, the supervisor of the vacant position shall be consulted about the requirements of the job. Where the Committee agrees that the employee could be reasonably expected to perform the duties of the position after a basic orientation, the posting requirement for the position will be waived and the employee shall be placed in the position. B.12 Should either the employee or the supervisor identify, within the first four months of the alternate employment opportunity placement, in the same or lower pay band, that there are serious problems occurring in the ability to perform the work of the new position, the Layoff Sub Committee will cancel the placement and process an alternate employment opportunity if possible. When placement is in a higher pay band, a trial period as defined in Article 14.05 shall apply. B.13 When an alternate employment opportunity has been actioned, both the employee and the supervisor will be requested to provide feedback to the Layoff Sub Committee regarding the appropriateness of the placement and the effectiveness of the Policy. B.14 Should the Layoff Sub Committee be unable to identify any alternate employment opportunities, the employee must choose one of the other identified options. B.15 When an employee chooses the severance option, the severance amount as calculated under Article 15.05 shall be reduced by the additional wages required to provide salary protection. B.16 In the following order, the Layoff Sub Committee shall identify the position(s) the employee is able to perform and the related pay band(s) that the employee will move to: (a) Wherever possible, a junior position in the same pay band with the same or greater hours. (b) Where (a) is not possible, the following options will be considered in order to minimize the economic impact to the laid off employee: - A junior position in a higher pay band with the same or greater hours, when the employee has previously held the position and successfully completed a probationary or trial period therein. - A junior position in the same pay band with less hours. - A junior position in a lower pay band closest to the employee's pre-layoff pay band with the same or greater hours. - A junior position in a lower pay band closest to the employee's pre-layoff pay band with less hours. * A junior position will be the most junior position that satisfies the intent, not necessarily the junior position in the pay band. B.17 Where more than one position is feasible, but they are significantly different in nature, the Layoff Sub Committee shall consult with the employee prior to making the final decision. B.18 Where the bumping situation defined in #16 is to a position at the same or higher pay band as that currently received by the employee, the employee shall be placed at the pay step that is equal to the employee's current rate. If no rate is equal, the employee will be placed at the next pay step which is higher than the current rate. If the employee is placed at a pay step that is equal to their current rate, the employee shall receive credit for service in the step of the original pay band, towards their next increment. The employee shall maintain all rights to increments and any further salary increases. B.19 Where the bumping situation identified in #16 is to a position in a lower pay band, the employee will be placed in the pay band for the bumped position and at the salary step that would minimize the employee's loss in pay (excluding any stipends previously received). Only employees with five or more years of service with the College may be placed at Step E of the new pay band.

Layoff Procedures. B.1 The CollegeIn case of a layoff, usually through the Budget Development Committee, following procedure shall identify the specific staff positions that are being considered for reduction or eliminationbe applied with respect to full-time and part-time employees (This section does not apply to per diem employees): 1. The individual identified to receive layoff notice Employer will first seek volunteers. 2. If the number of volunteers is insufficient, then employees will be laid off, starting with the least senior/most junior employee within in the job description AND within a department classification(s) or normal working cluster of departments where position transfers occur without postingsdepartment(s) affected, then 3. Campus location shall not be considered in identifying If there are any vacant bargaining unit positions, the most junior employee within the job description. B.2 With as much notice as possible, the Human Resources Department shall discuss the potential layoff(s) with a representative of CUPE Local 2081. B.3 A meeting with the employee potentially senior affected will be arranged by the supervisor and a Union shop ▇▇▇▇▇▇▇ to advise the employee of the possible layoff situation. B.4 When a layoff is confirmed to occur, the Human Resources Department and a Union shop ▇▇▇▇▇▇▇ shall meet with the employee affected and his/her supervisor or other departmental support person. At that meeting, the employee shall be advised offered a choice of any vacant position for which the confirmation employee is qualified to perform the job, provided that for jobs that do not require certification or a license, “qualified” shall mean the ability to do the job without the need for training or an orientation period (This continues through each affected employee in seniority order.), then 4. If there are no vacant positions available, an most senior affected employee will be given the choice of bumping another employee, in a position for which the layoffemployee is qualified to perform the job, provided that for jobs that do not require certification or a license, “qualified” shall mean the effective date and ability to do the options available to him/her. Such information will also be supplied job without the need for training or an orientation period (This continues through each affected employee in writing and shall constitute the formal notification of layoff. The Layoff Sub Committee shall receive a copy of the layoff letterseniority order.). B.5 The employee shall be given a period of seven calendar days in which to advise the Human Resources Department of his/her choice of option5. If the an employee wishes chooses not to exercise his/her right to alternate employment opportunitiesbump as set forth in 3.06C (4), the employee will be encouraged have been deemed to immediately update the information contained within have waived his/her personnel file to include current qualifications, skills, abilities bumping rights and referenceswill be placed in a layoff status. B.6 When an 6. A full-time employee requests an alternate employment opportunity within can bump a less senior full-time or less senior part-time employee at the College, option of the Layoff Sub Committee affected employee. A part-time employee can only bump a less senior part-time employee. 7. It shall be responsible for identifying such alternate employment opportunities. The process of identifying alternate employment opportunities will be initiated within seven calendar days of the employee's request. B.7 For each alternate placement opportunity, the Human Resources Department shall provide to the Committee: - The most current resume responsibility of the employee to provide an address at which the employee can be relocated. - An up-to-date seniority list for CUPE Local 2081. - A list, reached in seniority order, a timely fashion of employees and their positions within each pay band. - A list the sending of retirements expected to be occurring within the next twelve months. - A list of positions expected to be vacant within the next twelve months. - Job descriptions and such other information as requested notice by the Committee. - Employee's preference (if any) with respect to hours of workEmployer. B.8 An alternate employment opportunity shall include consideration of the following actions: - Waiving of the posting requirement for current vacancies8. - Building employment bridging through the use of vacancies, term positions and/or unpaid leaves of absence Each employee who receives such notice and wishes to place the employee in a future vacancy. As well, the Layoff Sub Committee may canvas other employees who may wish to trade positions with the laid off employee during the alternate employment opportunity. B.9 When a regular employee is placed in an alternate employment opportunity, the employee shall have consider his/her wageoptions, benefitsmay schedule to meet with the Director of Human Resources and a Union Representative. Each employee will have forty-eight (48) hours from the date of such meeting to advise the Employer of whether or not they intend to exercise their bumping rights. 9. Employees who choose to bump and meet all the necessary prerequisites described above, increments and right to wage increases protected in the pay band he/she was receiving will (1) be paid at the time of layoff. B.10 Salary protection shall be for the basic pay band assigned to the layoff position only. Salary protection will not be extended to cover any stipends for teaching, B.C. stationary engineers certificate – 4th class, journeyman trades certificate, or pesticide certificate when that work is not actually being performed. Salary protection shall occur for a maximum of six months in a twelve month period, beginning with the first alternate opportunity placement. B.11 In identifying alternate employment opportunities, the Layoff Sub Committee shall review all vacancy opportunities for positions which the employee is "able to perform". Where a temporary or permanent placement in a vacancy is possible, the supervisor of the vacant position shall be consulted about the requirements of the job. Where the Committee agrees that the employee could be reasonably expected to perform the duties of the position after a basic orientation, the posting requirement rate for the position will be waived and for which they bump into; and, (2) work the employee shall be placed in shift for the position. B.12 Should either the employee or the supervisor identify, within the first four months position they bump into regardless of the alternate employment opportunity placement, in the same or lower pay band, that there are serious problems occurring in the ability to perform the work of the new position, the Layoff Sub Committee will cancel the placement and process an alternate employment opportunity if possible. When placement is in a higher pay band, a trial period as defined in Article 14.05 shall applyhours worked previously. B.13 When an alternate employment opportunity has been actioned, both the employee and the supervisor will be requested to provide feedback to the Layoff Sub Committee regarding the appropriateness of the placement and the effectiveness of the Policy. B.14 Should the Layoff Sub Committee be unable to identify any alternate employment opportunities, the employee must choose one of the other identified options. B.15 When an employee chooses the severance option, the severance amount as calculated under Article 15.05 shall be reduced by the additional wages required to provide salary protection. B.16 In the following order, the Layoff Sub Committee shall identify the position(s) the employee is able to perform and the related pay band(s) that the employee will move to: (a) Wherever possible, a junior position in the same pay band with the same or greater hours. (b) Where (a) is not possible, the following options will be considered in order to minimize the economic impact to the laid off employee: - A junior position in a higher pay band with the same or greater hours, when the employee has previously held the position and successfully completed a probationary or trial period therein. - A junior position in the same pay band with less hours. - A junior position in a lower pay band closest to the employee's pre-layoff pay band with the same or greater hours. - A junior position in a lower pay band closest to the employee's pre-layoff pay band with less hours. * A junior position will be the most junior position that satisfies the intent, not necessarily the junior position in the pay band. B.17 Where more than one position is feasible, but they are significantly different in nature, the Layoff Sub Committee shall consult with the employee prior to making the final decision. B.18 Where the bumping situation defined in #16 is to a position at the same or higher pay band as that currently received by the employee, the employee shall be placed at the pay step that is equal to the employee's current rate. If no rate is equal, the employee will be placed at the next pay step which is higher than the current rate. If the employee is placed at a pay step that is equal to their current rate, the employee shall receive credit for service in the step of the original pay band, towards their next increment. The employee shall maintain all rights to increments and any further salary increases. B.19 Where the bumping situation identified in #16 is to a position in a lower pay band, the employee will be placed in the pay band for the bumped position and at the salary step that would minimize the employee's loss in pay (excluding any stipends previously received). Only employees with five or more years of service with the College may be placed at Step E of the new pay band.

Layoff Procedures. B.1 The CollegeIn case of a layoff, usually through the Budget Development Committee, following procedure shall identify the specific staff positions that are being considered for reduction or eliminationbe applied with respect to full-time and part-time employees (This section does not apply to per diem employees): 1. The individual identified to receive layoff notice Employer will first seek volunteers. 2. If the number of volunteers is insufficient, then employees will be laid off, starting with the least senior/most junior employee within in the classification(s) or department(s) affected, then 3. If there are any vacant bargaining unit positions, the most senior affected employee shall be offered a choice of any vacant position for which the employee is qualified to perform the job, provided that for jobs that do not require certification or a license, “qualified” shall mean the ability to do the job description AND within without the need for training or an orientation period (This continues through each affected employee in seniority order.), then 4. If there are no vacant positions available, an most senior affected employee will be given the choice of bumping another employee, in a department position for which the employee is qualified to perform the job, provided that for jobs that do not require certification or normal working cluster of departments where position transfers occur without postings. Campus location a license, “qualified” shall not be considered in identifying mean the most junior employee within ability to do the job descriptionwithout the need for training or an orientation period (This continues through each affected employee in seniority order.). B.2 With 5. If an employee chooses not to bump as much notice as possibleset forth in 3.06C (4), the Human Resources Department shall discuss the potential layoff(s) with employee will have been deemed to have waived his/her bumping rights and will be placed in a representative of CUPE Local 2081layoff status. B.3 6. A meeting with full-time employee can bump a less senior full-time or less senior part-time employee at the employee potentially affected will be arranged by the supervisor and a Union shop ▇▇▇▇▇▇▇ to advise the employee option of the possible layoff situationaffected employee. A part-time employee can only bump a less senior part-time employee. B.4 When a layoff is confirmed 7. Following the meeting set forth in B above, if layoffs still need to occur, the Human Resources Department Employer shall send notice of layoff to the Union and a Union shop ▇▇▇▇▇▇▇ shall meet with the employee affected employees either by personal delivery in the Employer or by certified and his/her supervisor or other departmental support personregular mail to the address provided by the employee. At that meeting, the employee It shall be advised of the confirmation of the layoff, the effective date and the options available to him/her. Such information will also be supplied in writing and shall constitute the formal notification of layoff. The Layoff Sub Committee shall receive a copy of the layoff letter. B.5 The employee shall be given a period of seven calendar days in which to advise the Human Resources Department of his/her choice of option. If the employee wishes to exercise his/her right to alternate employment opportunities, the employee will be encouraged to immediately update the information contained within his/her personnel file to include current qualifications, skills, abilities and references. B.6 When an employee requests an alternate employment opportunity within the College, the Layoff Sub Committee shall be responsible for identifying such alternate employment opportunities. The process of identifying alternate employment opportunities will be initiated within seven calendar days of the employee's request. B.7 For each alternate placement opportunity, the Human Resources Department shall provide to the Committee: - The most current resume responsibility of the employee to provide an address at which the employee can be relocated. - An up-to-date seniority list for CUPE Local 2081. - A list, reached in seniority order, a timely fashion of employees and their positions within each pay band. - A list the sending of retirements expected to be occurring within the next twelve months. - A list of positions expected to be vacant within the next twelve months. - Job descriptions and such other information as requested notice by the Committee. - Employee's preference (if any) with respect to hours of workEmployer. B.8 An alternate employment opportunity shall include consideration of the following actions: - Waiving of the posting requirement for current vacancies8. - Building employment bridging through the use of vacancies, term positions and/or unpaid leaves of absence Each employee who receives such notice and wishes to place the employee in a future vacancy. As well, the Layoff Sub Committee may canvas other employees who may wish to trade positions with the laid off employee during the alternate employment opportunity. B.9 When a regular employee is placed in an alternate employment opportunity, the employee shall have consider his/her wageoptions, benefitsmay schedule to meet with the Director of Human Resources and a Union Representative. Each employee will have forty-eight (48) hours from the date of such meeting to advise the Employer of whether or not they intend to exercise their bumping rights. 9. Employees who choose to bump and meet all the necessary prerequisites described above, increments and right to wage increases protected in the pay band he/she was receiving will (1) be paid at the time of layoff. B.10 Salary protection shall be for the basic pay band assigned to the layoff position only. Salary protection will not be extended to cover any stipends for teaching, B.C. stationary engineers certificate – 4th class, journeyman trades certificate, or pesticide certificate when that work is not actually being performed. Salary protection shall occur for a maximum of six months in a twelve month period, beginning with the first alternate opportunity placement. B.11 In identifying alternate employment opportunities, the Layoff Sub Committee shall review all vacancy opportunities for positions which the employee is "able to perform". Where a temporary or permanent placement in a vacancy is possible, the supervisor of the vacant position shall be consulted about the requirements of the job. Where the Committee agrees that the employee could be reasonably expected to perform the duties of the position after a basic orientation, the posting requirement rate for the position will be waived and for which they bump into; and, (2) work the employee shall be placed in shift for the position. B.12 Should either the employee or the supervisor identify, within the first four months position they bump into regardless of the alternate employment opportunity placement, in the same or lower pay band, that there are serious problems occurring in the ability to perform the work of the new position, the Layoff Sub Committee will cancel the placement and process an alternate employment opportunity if possible. When placement is in a higher pay band, a trial period as defined in Article 14.05 shall applyhours worked previously. B.13 When an alternate employment opportunity has been actioned, both the employee and the supervisor will be requested to provide feedback to the Layoff Sub Committee regarding the appropriateness of the placement and the effectiveness of the Policy. B.14 Should the Layoff Sub Committee be unable to identify any alternate employment opportunities, the employee must choose one of the other identified options. B.15 When an employee chooses the severance option, the severance amount as calculated under Article 15.05 shall be reduced by the additional wages required to provide salary protection. B.16 In the following order, the Layoff Sub Committee shall identify the position(s) the employee is able to perform and the related pay band(s) that the employee will move to: (a) Wherever possible, a junior position in the same pay band with the same or greater hours. (b) Where (a) is not possible, the following options will be considered in order to minimize the economic impact to the laid off employee: - A junior position in a higher pay band with the same or greater hours, when the employee has previously held the position and successfully completed a probationary or trial period therein. - A junior position in the same pay band with less hours. - A junior position in a lower pay band closest to the employee's pre-layoff pay band with the same or greater hours. - A junior position in a lower pay band closest to the employee's pre-layoff pay band with less hours. * A junior position will be the most junior position that satisfies the intent, not necessarily the junior position in the pay band. B.17 Where more than one position is feasible, but they are significantly different in nature, the Layoff Sub Committee shall consult with the employee prior to making the final decision. B.18 Where the bumping situation defined in #16 is to a position at the same or higher pay band as that currently received by the employee, the employee shall be placed at the pay step that is equal to the employee's current rate. If no rate is equal, the employee will be placed at the next pay step which is higher than the current rate. If the employee is placed at a pay step that is equal to their current rate, the employee shall receive credit for service in the step of the original pay band, towards their next increment. The employee shall maintain all rights to increments and any further salary increases. B.19 Where the bumping situation identified in #16 is to a position in a lower pay band, the employee will be placed in the pay band for the bumped position and at the salary step that would minimize the employee's loss in pay (excluding any stipends previously received). Only employees with five or more years of service with the College may be placed at Step E of the new pay band.

Layoff Procedures. B.1 The College, usually through the Budget Development Committee, shall identify the specific staff positions that are being considered for reduction or elimination. The individual identified to receive layoff notice will be the most junior employee within the job description AND within a department or normal working cluster of departments where position transfers occur without postings. Campus location shall not be considered in identifying the most junior employee within the job description. B.2 With as much notice as possible, the Director of Human Resources Department shall discuss the potential layoff(s) with a representative of CUPE Local 2081. B.3 A meeting with the employee potentially affected will be arranged by the supervisor and a Union shop ▇▇▇▇▇▇▇ to advise the employee of the possible layoff situation. B.4 When a layoff is confirmed to occur, the Director of Human Resources Department and a Union shop ▇▇▇▇▇▇▇ shall meet with the employee affected and his/her supervisor or other departmental support person. At that meeting, the employee shall be advised of the confirmation of the layoff, the effective date and the options available to him/her. Such information will also be supplied in writing and shall constitute the formal notification of layoff. The Layoff Sub Committee shall receive a copy of the layoff letter. B.5 The employee shall be given a period of seven calendar days in which to advise the Director of Human Resources Department of his/her choice of option. If the employee wishes to exercise his/her right to alternate employment opportunities, the employee will be encouraged to immediately update the information contained within his/her personnel file to include current qualifications, skills, abilities and references. B.6 When an employee requests an alternate employment opportunity within the College, the Layoff Sub Committee shall be responsible for identifying such alternate employment opportunities. The process of identifying alternate employment opportunities will be initiated within seven calendar days of the employee's request. B.7 For each alternate placement opportunity, the Director of Human Resources Department shall provide to the Committee: - The the most current resume of the employee to be relocated. relocated - An an up-to-date seniority list for CUPE Local 2081. 2081 - A a list, in seniority order, of employees and their positions within each pay band. band - A a list of retirements expected to be occurring within the next twelve months. months - A a list of positions expected to be vacant within the next twelve months. months - Job job descriptions and such other information as requested by the Committee. Committee - Employeeemployee's preference (if any) with respect to hours of work. B.8 An alternate employment opportunity shall include consideration of the following actions: - Waiving of the posting requirement for current vacancies. - Building employment bridging through the use of vacancies, term positions and/or unpaid leaves of absence to place the employee in a future vacancy. As well, the Layoff Sub Committee may canvas other employees who may wish to trade positions with the laid off employee during the alternate employment opportunity. B.9 When a regular employee is placed in an alternate employment opportunity, the employee shall have his/her wage, benefits, increments and right to wage increases protected in the pay band he/she was receiving at the time of layoff. B.10 Salary protection shall be for the basic pay band assigned to the layoff position only. Salary protection will not be extended to cover any stipends for teaching, B.C. stationary engineers certificate – - 4th class, journeyman trades certificate, or pesticide certificate when that work is not actually being performed. Salary protection shall occur for a maximum of six months in a twelve month period, beginning with the first alternate opportunity placement. B.11 In identifying alternate employment opportunities, the Layoff Sub Committee shall review all vacancy opportunities for positions which the employee is "able to perform". Where a temporary or permanent placement in a vacancy is possible, the supervisor of the vacant position shall be consulted about the requirements of the job. Where the Committee agrees that the employee could be reasonably expected to perform the duties of the position after a basic orientation, the posting requirement for the position will be waived and the employee shall be placed in the position. B.12 Should either the employee or the supervisor identify, within the first four months of the alternate employment opportunity placement, in the same or lower pay band, that there are serious problems occurring in the ability to perform the work of the new position, the Layoff Sub Committee will cancel the placement and process an alternate employment opportunity if possible. When placement is in a higher pay band, a trial period as defined in Article 14.05 shall apply. B.13 When an alternate employment opportunity has been actioned, both the employee and the supervisor will be requested to provide feedback to the Layoff Sub Committee regarding the appropriateness of the placement and the effectiveness of the Policy. B.14 Should the Layoff Sub Committee be unable to identify any alternate employment opportunities, the employee must choose one of the other identified options. B.15 When an employee chooses the severance option, the severance amount as calculated under Article 15.05 shall be reduced by the additional wages required to provide salary protection. B.16 In the following order, the Layoff Sub Committee shall identify the position(s) the employee is able to perform and the related pay band(s) that the employee will move to: (a) Wherever possible, a junior position in the same pay band with the same or greater hours. (b) Where (a) is not possible, the following options will be considered in order to minimize the economic impact to the laid off employee: - A junior position in a higher pay band with the same or greater hours, when the employee has previously held the position and successfully completed a probationary or trial period therein. - A junior position in the same pay band with less hours. - A junior position in a lower pay band closest to the employee's pre-pre- layoff pay band with the same or greater hours. - A junior position in a lower pay band closest to the employee's pre-pre- layoff pay band with less hours. * A junior position will be the most junior position that satisfies the intent, not necessarily the junior position in the pay band. B.17 Where more than one position is feasible, but they are significantly different in nature, the Layoff Sub Committee shall consult with the employee prior to making the final decision. B.18 Where the bumping situation defined in #16 is to a position at the same or higher pay band as that currently received by the employee, the employee shall be placed at the pay step that is equal to the employee's current rate. If no rate is equal, the employee will be placed at the next pay step which is higher than the current rate. If the employee is placed at a pay step that is equal to their current rate, the employee shall receive credit for service in the step of the original pay band, towards their next increment. The employee shall maintain all rights to increments and any further salary increases. B.19 Where the bumping situation identified in #16 is to a position in a lower pay band, the employee will be placed in the pay band for the bumped position and at the salary step that would minimize the employee's loss in pay (excluding any stipends previously received). Only employees with five or more years of service with the College may be placed at Step E of the new pay band.