Common use of Bumping Options Clause in Contracts

Bumping Options. 1. For the purposes of bumping, any vacant position the District intends to fill shall be considered the least senior position in the job classification. 2. The Member whose position is affected as described above in Section 7.1 A, shall have the right to “bump” the least senior Member within the same range of pay (Appendix B) and the same classification in any program in the same Job Group (Appendix C). 3. Should such Member not have sufficient seniority to bump within the same classification, the Member shall have the right to bump the least senior Member in a different classification in the same range of pay (Appendix B) and Job Group (Appendix C). A Member must possess the minimum qualifications for that position. 4. Should such Member not have sufficient seniority or fail to qualify to bump into a different classification within the same range of pay (Appendix B) and Job Group (Appendix C), the Member shall have the right to bump the least senior Member in any classification in a lower range of pay within the same Job Group (Appendix C). 5. If a Member elects to bump, the District will first attempt to place them into the least senior position with equal days and hours in the same salary range equal to their position at the time of layoff. If the Member is placed in such position they will be considered to be made whole and not be eligible for recall. 6. In addition to the layoff and bumping rights listed in Section 7.1 Members shall be given the opportunity at the time of layoff, in the letter to be returned to the District, to designate other specific layoff and bumping elections. The options available to Members in this letter shall be: a. Elect not to bump into a position with more days and hours without forfeiting their right to bump into a position with equal or less annual hours. b. Accept layoff, remain in their reduced position and be placed on the recall list c. If a bumping placement would result in more than a five percent (5%) reduction in overall wage compensation the Member may elect to decline the placement, be laid off and placed on the recall list. d. If a bumping placement would result in the Member being placed outside of a fifty (50) mile radius of their current duty station the Member may elect to decline that position and be placed in the next least senior position within a fifty (50) mile radius of their current duty station. The fifty (50) mile distance shall be measured from the employee’s pre-layoff duty station to the potential layoff duty station. 7. Any Member in the Job Group (Appendix C) displaced pursuant to the bumping provision shall have the same rights to bump as the first Member whose position was affected as described in Section 7.1.A through D, above. The least senior Member(s) or the Member(s) who fails to qualify for a position in a given bumping sequence shall be laid off. 8. All bumping employees must possess the skills, ability, and capacity to perform the job and must demonstrate the ability to perform all job functions within sixty (60) working days from the date of assuming the job duties. When a bumping employee is placed into a new position, a transition plan shall be implemented. A transition plan will detail training requirements and district offered supports to include peer to peer support, internal and external training, and coaching to support the employee's success where applicable. If, after the trial period of sixty (60) working days, the employee cannot perform the duties of the new assignment in a satisfactory manner as determined by the District, the employee may be given additional time for training and job mastery, at the District’s discretion. If the employee moves to layoff status, the District will fill the position from the recall list. The employee may alternately elect at the end of the sixty (60) working days, if they cannot perform the duties of the new assignment, to move to the recall list. The employee will not have bumping rights. 9. A Member in a classification which is part of a series (within a Job Group) is presumed qualified for any lower range in the same series, unless otherwise determined by the District. An Example of a series as used in this section is AAI, AAII, or AAIII. 10. If an employee who bumped into another position subsequently resigns from the position, the vacant position will be filled from the recall list.

Bumping Options. 1. For the purposes of bumping, any vacant position the District intends to fill shall be considered the least senior position in the job classification. 2. The Member whose position is affected as described above in Section 7.1 8.1 A, shall have the right to “bump” the least senior Member within the same range of pay (Appendix B) and the same classification in any program in the same Job Group (Appendix CD). 3. Should such Member not have sufficient seniority to bump within the same classification, the Member shall have the right to bump the least senior Member in a different classification in the same range of pay (Appendix B) and Job Group (Appendix CD). A Member must possess the minimum qualifications for that position. 4. Should such Member not have sufficient seniority or fail to qualify to bump into a different classification within the same range of pay (Appendix B) and Job Group (Appendix CD), the Member shall have the right to bump the least senior Member in any classification in a lower range of pay within the same Job Group (Appendix CD). 5. If a Member elects to bump, the District will first attempt to place them into the least senior position with equal days and hours in the same salary range equal to their position at the time of layoff. If the Member is placed in such position they will be considered to be made whole and not be eligible for recall. 6. In addition to the layoff and bumping rights listed in Section 7.1 8.1 Members shall be given the opportunity at the time of layoff, in the letter to be returned to the District, to designate other specific layoff and bumping elections. The options available to Members in this letter shall be: a. Elect not to bump into a position with more days and hours without forfeiting their right to bump into a position with equal or less annual hours. b. Accept layoff, remain in their reduced position and be placed on the recall list. c. If a bumping placement would result in more than a five percent (5%) reduction in overall wage compensation the Member may elect to decline the placement, be laid off and placed on the recall list. d. If a bumping placement would result in the Member being placed outside of a fifty (50) mile radius of their current duty station the Member may elect to decline that position and be placed in the next least senior position within a fifty (50) mile radius of their current duty station. The fifty (50) mile distance shall be measured from the employee’s pre-layoff duty station to the potential layoff duty station. 7. Any Member in the Job Group (Appendix C) displaced pursuant to the bumping provision shall have the same rights to bump as the first Member whose position was affected as described in Section 7.1.A through D, above. The least senior Member(s) or the Member(s) who fails to qualify for a position in a given bumping sequence shall be laid off. 8. All bumping employees must possess the skills, ability, and capacity to perform the job and must demonstrate the ability to perform all job functions within sixty (60) working days from the date of assuming the job duties. When a bumping employee is placed into a new position, a transition plan shall be implemented. A transition plan will detail training requirements and district offered supports to include peer to peer support, internal and external training, and coaching to support the employee's success where applicable. If, after the trial period of sixty (60) working days, the employee cannot perform the duties of the new assignment in a satisfactory manner as determined by the District, the employee may be given additional time for training and job mastery, at the District’s discretion. If the employee moves to layoff status, the District will fill the position from the recall list. The employee may alternately elect at the end of the sixty (60) working days, if they cannot perform the duties of the new assignment, to move to the recall list. The employee will not have bumping rights. 9. A Member in a classification which is part of a series (within a Job Group) is presumed qualified for any lower range in the same series, unless otherwise determined by the District. An Example of a series as used in this section is AAI, AAII, or AAIII. 10. If an employee who bumped into another position subsequently resigns from the position, the vacant position will be filled from the recall list.fifty

Bumping Options. 1. If the Member invokes the bumping procedure and the District has at that time unfilled positions, those unfilled positions will be filled first in the bumping process if it does not result in a loss of days or FTE. 2. For the purposes of bumping, any vacant position the District intends to fill shall be considered the least senior position in the job classification. 23. The Member whose position is affected as described above in Section 7.1 8.1 A, shall have the right to “bump” the least a less senior Member within the same range of pay (Appendix B) and the same classification in any program in the same Job Group (Appendix CD). 34. Should such Member not have sufficient seniority to bump within the same classification, the Member shall have the right to bump the least a less senior Member in a different classification in the same range of pay (Appendix B) and Job Group (Appendix CD). A Member must possess the minimum qualifications for that position. 45. Should such Member not have sufficient seniority or fail to qualify to bump into a different classification within the same range of pay (Appendix B) and Job Group (Appendix CD), the Member shall have the right to bump the least a less senior Member in any classification in a lower range of pay within the same Job Group (Appendix C)Group. 56. If a Member elects to bump, the District will first attempt to place them into the least a less senior position with equal days and hours in the same salary range equal to their position at the time of layoff. If the Member is placed in such position they will be considered to be made whole and not be eligible for recall. 67. In addition to the layoff and bumping rights listed in Section 7.1 8.1 Members shall be given the opportunity at the time of layoff, in the letter to be returned to the District, to designate other specific layoff and bumping elections. The options available to Members in this letter shall be: a. Elect not to bump into a position with more days and hours without forfeiting their right to bump into a position with equal or less annual hours. b. Accept layoff, remain in their reduced position and be placed on the recall list. c. If a bumping placement would result in more than a five percent (5%) reduction in overall wage compensation the Member may elect to decline the placement, be laid off and placed on the recall list. d. If a bumping placement would result in the Member being placed outside of a fifty (50) mile radius of their current duty station the Member may elect to decline that position and be placed in the next least less senior position within a fifty (50) mile radius of their current duty station. The fifty (50) mile distance shall be measured from the employee’s pre-layoff duty station to the potential layoff duty station. 78. Any Member in the Job Group (Appendix CD) displaced pursuant to the bumping provision shall have the same rights to bump as the first Member whose position was affected as described in Section 7.1.A 8.1.A through DF, above. The least senior Member(s) or the Member(s) who fails to qualify for a position in a given bumping sequence shall be laid off. 89. All bumping Bumping employees must possess the skills, ability, and capacity to perform the job and must demonstrate the ability to perform all job functions within sixty (60) working days from the date of assuming the job duties. When a bumping employee is placed into a new position, a transition plan shall be implemented. A transition plan will detail training requirements and district offered supports to include peer to peer support, internal and external training, and coaching to support the employee's success where applicable. If, after the trial period of sixty (60) working days, the employee cannot perform the duties of the new assignment in a satisfactory manner as determined by the District, the employee may be given additional time for training and job mastery, at the District’s discretion. If the employee moves to layoff status, the District will fill the position from the recall list. The employee may alternately elect at the end of the sixty (60) working days, if they she/he cannot perform the duties of the new assignment, to move to lay-off status. If the employee moves to lay- off status, the District will fill the position from the recall list. The employee will not have bumping rights. 910. A Member in a classification which is part of a series (within a Job Group) is presumed qualified for any lower range in the same series, unless otherwise determined by the District. An Example of a series as used in this section is AAIOA1, AAIIOA2, or AAIIIOA3. 1011. If an employee who bumped into another position subsequently resigns from the position, the vacant position will be filled from the recall list.