Bumping/Displacement Rights Sample Clauses

Bumping/Displacement Rights. Step 1: A Bargaining Unit Member is placed in a vacant position with equal assignment in the same class. Step 2: A Bargaining Unit Member may bump into a position in an equal assignment in the same class that is occupied by a less senior Bargaining Unit Member. Step 3: A Bargaining Unit Member may bump into a position in the same class with fewer hours per day and/or fewer months per year as reflected in their Notice of Assignment, and held by a less senior Bargaining Unit Member. Step 4: The Bargaining Unit Member may bump into a higher or lower class where he or she achieved permanent status, based on seniority.
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Bumping/Displacement Rights. An employee affected by a layoff may displace (“bump”) a less senior employee in the same classification within this bargaining unit. An employee who elects to bump shall have five (5) work days after receipt of a layoff notice to request displacement/bumping rights. The University will respond to the request within five (5) work days. Bargaining unit members laid off because of the application of these rules may not exercise displacement rights to move into a position outside of the bargaining unit. No employee outside the bargaining unit shall be permitted to displace any bargaining unit member.
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Bumping/Displacement Rights. A Bargaining Unit Member is placed in a vacant position with equal assignment in the same class.
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Related to Bumping/Displacement Rights

  • Displacement Rights Regular classified employees in positions which have been eliminated or reduced in hours shall have the right to displace the least senior employee in their classification whose assignment most closely approximates their own hours per day and days per work year. If there is no least senior employee in the same classification employees may displace the least senior employee in the next lower classification in which they have served as either a probationary or permanent employee and have greater classification seniority than the least senior employees. In the event of an employee having the option of exercising their displacement rights, the following displacement procedure will clarify the language in 15.5 and be applied as the displacement procedure. The steps will be taken in numerical order. 15.5.1 An employee whose position is eliminated or reduced shall first be placed in a vacant position with an equal assignment in the same classification when compared with the employee’s current position. 15.5.2 If the previous option is unavailable, the employee shall be placed in a vacant position that has additional assigned time in the same classification when compared with the employee’s current position. 15.5.3 If the previous option is unavailable, the employee shall have the right to displace the least senior employee in the same classification whose assignment is equal in hours per day and days per work year. 15.5.4 If the previous option is unavailable, the employee shall have the right to displace the least senior of the less senior employees in their classification whose assignment most closely approximates the employee’s own hours per day and days per work year. This assignment may hold more hours or fewer hours than the employee’s current position. If there are two positions in option 4 above, whose hours equally approximate the employee’s current position, one with more hours and one with less, the employee will have the right to the position held by the least senior employee regardless of the number of hours of the position. 15.5.5 If the previous option results in the elimination of the employee’s current Health and Welfare benefits, as an alternative, the employee shall also have the option of bumping into an equal or lower classification, which they previously held as a classified employee, for the purpose of non-elimination of Health and Welfare benefits. The employee will repeat the sequence of options 1-4, outlined in this rule for equal or lower classification.

  • Client Rights The Employer and the Union are committed to quality care of clients. It is the right of clients, in the privacy of their home, to choose the employee with whom they feel the most comfortable. The Employer support client rights. If a client wishes to change employees, for any reason, the Employer will respect the right of the client to do so. If a client chooses to change employees, the employee who is being unscheduled shall be eligible for another client(s) or equivalent hours as available. The Employer will make a good faith effort to provide support for a successful employee/client relationship(s). At the discretion of the parties, the Employer and the Union may explore through the Labor Management Committee methods of coaching, counseling or mediation to assist in the resolution of client/worker conflicts to help ensure consistent service delivery with minimal worker reassignment.