Bumping and Displacement Clause Samples

The Bumping and Displacement clause outlines the procedures and rights related to employee job assignments when workforce reductions or reassignments occur. Typically, this clause allows employees with greater seniority, whose positions are being eliminated, to "bump" less senior employees from their roles, thereby displacing them and assuming their positions. For example, if a senior employee's job is cut, they may have the right to take over a junior employee's job for which they are qualified. The core function of this clause is to protect employees with longer service from involuntary job loss, ensuring a fair and transparent process during organizational restructuring or layoffs.
Bumping and Displacement. Employees who have at least two (2) years of City seniority shall have the right to displace a less senior employee in a classification (job title) or bump into a previously held classification within the same or lower pay grade(s) or into previously held classifications. When titles are consolidated or eliminated, the parties will identify displacement or bumping rights for employees who previously held the title. Such identification will be congruent with the requirements of the paragraph below, if they are “qualified to perform the required work” as determined by the Employer. Said employee shall have the right to bump the employee of lesser City seniority who was last certified to progressively lower paid classifications previously held permanently (i.e., one in which the probationary period was satisfactorily completed) by the laid off employee and in which job performance was deemed by the Employer to be satisfactory. If the employee is unable to bump into the most recent classification previously held, their bumping rights shall continue until either the employee is placed in a previously held classification, or a determination has been made that there is no employee of lesser City seniority who was last certified to a previously held classification, and the employee shall be laid off. In all cases, however, the bumping employee must meet the current minimum qualifications of the claimed position and must be qualified to perform the required work. Employees shall be notified if the position they are being bumped into is represented by a different exclusive representative, or is unrepresented, before accepting the new position. If the position is represented, they will be told how their classification seniority will be treated under the union contract representing the position to which they are returning. Employees, whose job titles use secondary titles, may displace an employee with lesser City seniority who is at the same grade level, if they are qualified, as determined by the employer to perform the duties and responsibilities of the position. The Employer shall consider past assignments as well as previously held titles in determining the qualifications of the employee.
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Bumping and Displacement. Full-time employees who are laid off shall have their names placed on a layoff list for their classification. Such employees shall have the right to displace (bump) an employee of lesser City seniority who was last hired to the next lower civil service grade in the job series. “Job series” shall include all positions whose primary duties include 9-1-1 public safety communications and the classified supervisors of such positions. If the laid off employee cannot properly displace any employee in the position having the next lower civil service grade in the job series, such laid off employee shall have the right to displace (bump) an employee of lesser classification seniority in positions having progressively lower civil service grades in the job series. An employee laid off from a position in the classified service may bump into a position regardless of whether he/she previously served in the position into which he/she is bumping provided, however, that the bumping employee meets the current minimum qualifications of the claimed position and is qualified to perform the required duties of the position. In all cases, the person subject to being bumped is the employee having the least City seniority in the civil service grade into which the person exercising bumping rights is moving.
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Bumping and Displacement. A classified employee who receives a Lay Off notice may choose: Option 1) to displace down or laterally across into any position within the employee’s “Class” (see Job Family Class Lists identified in Appendix H to this Agreement) to a position held by an employee with less seniority; or Option 2) to bump down or laterally across into a position the employee has previously held within the District provided the person within that position has less seniority. 4.5.1 The employee must exercise their option within 7 calendar days of receiving the layoff notice. Failure to timely exercise an option shall result in being laid off instead of bumping of bumping or displacing into another position. The choice of option or failing to timely exercise an option shall be final. 4.5.2 An employee who elects not to bump or displace shall not have his/her unemployment application challenged as a result of failing to choose an option. 4.5.3 An employee may only displace down or across laterally to a position for which he/she is qualified. An employee may not displace into a position that requires a special license or certifications unless the employee holds the required license or certifications.
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Related to Bumping and Displacement

  • Printing and Distribution The School District will, at its own expense, print sufficient copies of this Agreement for present and new employees.

  • Printing and Distribution of Agreement The Medical Center and the Association shall equally share expenses for the printing of an adequate supply of copies of this Agreement. The Medical Center will make available a suitable number of copies of the Agreement on each nursing unit following the Association’s delivery of the printed copies to the Medical Center.

  • Reduction and Disconnection NYISO or Connecting Transmission Owner may reduce [ ] Interconnection Service or disconnect the Large Generating Facility or the Developer’s Attachment Facilities, when such reduction or disconnection is necessary under Good Utility Practice due to an Emergency State. These rights are separate and distinct from any right of Curtailment of NYISO pursuant to the ISO OATT. When NYISO or Connecting Transmission Owner can schedule the reduction or disconnection in advance, NYISO or Connecting Transmission Owner shall notify Developer of the reasons, timing and expected duration of the reduction or disconnection. NYISO or Connecting Transmission Owner shall coordinate with the Developer using Good Utility Practice to schedule the reduction or disconnection during periods of least impact to the Developer and the New York State Transmission System. Any reduction or disconnection shall continue only for so long as reasonably necessary under Good Utility Practice. The Parties shall cooperate with each other to restore the Large Generating Facility, the Attachment Facilities, and the New York State Transmission System to their normal operating state as soon as practicable consistent with Good Utility Practice.

  • SUSPENSION AND DISCIPLINE 21.01 Discipline may be imposed where just cause exists and will be levied in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature. 21.02 Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee. 21.03 When an employee is required to attend a meeting, the purpose of which is to render a disciplinary decision concerning him or her, the employee is entitled to have, at his or her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable. 21.04 The employee and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken. 21.05 When an employee is required to attend a meeting, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable. 21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed. 21.07 NAV CANADA agrees not to introduce as evidence in a hearing relating to disciplinary action any document or written statement concerning the conduct of an employee unless that employee has been provided with a copy of that document or statement within a reasonable period before that hearing. 21.08 Any document or written statement to disciplinary action, which may have been placed on the NAV CANADA file of an employee shall be removed and destroyed after two (2) years have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period. The Employer shall inform the employee in writing of the destruction of any document or written statement related to disciplinary action. 21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs. 21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto. 21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.

  • DISCIPLINE, SUSPENSION AND DISCHARGE ‌ 15.01 The Employer shall not discipline, suspend, or discharge an Employee without just cause. 15.02 The Employer and the Union recognize the principle of progressive discipline. 15.03 When an Employee is to be disciplined (e.g., documented oral warning, written warning, suspension, or discharge), such discipline shall only be imposed at a meeting with the Employment Supervisor specifically convened for this purpose. Employees will be given forty-eight (48) hours’ notice, the reason(s) for the meeting and will be advised that they are entitled to be accompanied at this meeting by a Union representative. Such notice shall be in writing. The Union shall be copied on any disciplinary letter within three (3) Business Days of such a meeting. 15.04 A documented oral warning or a written warning shall normally precede imposition of a suspension or discharge, except in the case of gross neglect of duty position abandonment, or gross misconduct. 15.05 Where an Employee has received a disciplinary letter, the Employee may attach comments to the letter and the comments will be placed in their personnel file. (a) A disciplinary letter within an Employee’s personnel file shall be deemed null and void and removed from the file after a twenty-four (24) month period from the date of the letter, provided that no further discipline has been recorded within the period noted above. (b) Where, upon an Employee’s graduation from their program at Queen’s University, a disciplinary letter has been in the Employee’s personnel file for a period of no less than twelve (12) months, such a disciplinary letter shall be removed from the Employee’s personnel file at their request. (c) Article 15.06 (b) does not apply when the Employee registers immediately from one program at Queen’s University into another program at Queen’s University. 15.07 In cases involving allegations of serious misconduct or a threat to the safety of a person or property, as a precautionary measure, the ▇▇▇▇ (or delegate) of the faculty in which the Employee works may suspend the Employee with pay during an investigation. Within one (1) Business Day from the time of such a suspension, the Employer shall provide the Employee with a letter setting out the allegation or threat with a copy to the Union. The letter will inform the Employee of their right to Union representation in connection with the matter and a meeting will be scheduled between the parties within three (3) Business Days of the above letter being provided. The parties may delay this meeting by written agreement pending the outcome of an investigation. The Employer will complete the investigation and inform the Employee of the results of the investigation, and of any corrective action that has been or will be taken, normally within ninety (90) calendar days of the commencement of the investigation, unless there are extenuating circumstances warranting a longer investigation. During any meetings between the Employee and the Employer during the investigation, the Employee may choose to be accompanied by a Union representative. Where, at the conclusion of the investigation, the allegations that were investigated are unfounded, there shall be no record of the investigation in the Employee’s personnel file. Where the allegations are founded, the Employer may take disciplinary action.