Common use of Bumping Procedure Clause in Contracts

Bumping Procedure. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work shall have the right to displace a permanent part-time employee with lesser GO seniority, within their section. Such bumping within the section may only be in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hour. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work, shall have the right to displace any permanent part-time employee with lesser GO Transit seniority, within their section provided they are able, willing and qualified. Due to the nature of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses the qualifications and skills of a position they have held previously, then the employee may bump laterally or downward within their section or another section where the previously held position is identified. At the time of layoff the employee must satisfy the criteria identified in the current job description, and the employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be the sole responsibility of the Union to administer.

Bumping Procedure. In (1) A regular employee shall not be entitled to bump another employee where the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time bump would constitute a promotion. (2) Regular employees who have exhausted their bumping rights hereunder and are to be laid off from work receive notice of layoff shall have the right to displace a permanent part-time bump employees with less seniority. (3) The right to bump, subject to (2) above, shall be exercised in the following order: (i) the employee with lesser GO senioritythe least seniority at the same pay level for whose position he/she has the qualifications, within their section. Such bumping within the section may only be in a downward or lateral direction provided they are qualified, willing ability and able experience to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward job shall be defined as lesser bumped. (ii) if (1) above does not result in a bump, the same procedure will be applied at each subsequent lower pay per hour and/or lesser hours per week level. (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hour. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time 4) Regular employees who have exhausted their bumping rights hereunder are bumped as a result of (2) and are to be laid off from work(3) above, shall have the same right to displace any permanent part-time bump employees with less seniority. (5) It is agreed that the trial or probationary period specified in Article 28.6(a) will apply to employees moving into a new job as a result of bumping. (6) In the event the employee with lesser GO Transit senioritydoes not have the necessary seniority or qualifications, within their section provided they are ableability and experience to bump a second time, willing and qualified. Due to the nature of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which or he/she is qualified rather than bumping within their classification or section and should has proven to be unsatisfactory in the second job, he/she elect this option, they will be laid off. (7) A regular employee shall retain recall notify the College in writing within five (5) days of receiving layoff notice whether bumping rights to the original classification without loss of seniority. Where an OFPT employee who has been notified will be exercised or is on layoff and currently possesses the qualifications and skills of a position they have held previously, then whether the employee may bump laterally or downward within their section or another section where the previously held position is identified. At the time of opts for a layoff. (8) If a regular employee opts for a layoff the employee must satisfy choose either recall rights in accordance with Article 14.9 or severance pay in accordance with Article 14.14 on the criteria identified in date the current job description, and the layoff is scheduled to occur. If a regular employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within declines to make a classification or section, then the parties may agree selection he/she shall be deemed to have a “master” sign-up take place which will be the sole responsibility of the Union to administerchosen recall rights.

Bumping Procedure. In The Administration will determine the application placement of this Article, permanent partGroup 1 staff in the event of a lay-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be off. The laid off from work staff member may not be the least senior Group 1 employee. A Group 1 staff member on lay-off can bump into a Group 2, 3, or 4 position based on their District Seniority. If an employee in Group 1 must bump down a group, his/her seniority in the higher group shall have the right to displace follow. 1. Bumping shall occur only within a permanent part-time employee with lesser GO seniorityCategory as set forth below: Office Personnel (Category I Group 2, within their section3, and 4) a. Group 2 Secretary/LMC/Technician/Clerk b. Group 3 Secretary c. Group 4 Receptionist Paraprofessional (Category II) a. Group 5 General Education Title 1 / Paraprofessional Meeting State Mandated Requirements. b. Group 6 Special Ed. Such bumping within the section may only be in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hourClassroom Assistant Paraprofessional c. Group 7 Special Ed Student(s) Assistant Paraprofessional d. Group 8 Student Monitor 2. In the application event of this Articlea layoff, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their all bumping rights hereunder may be done at a meeting of the entire category called by the administration. In Category I, Group 2, 3, and are to be 4 bumping shall take place in order of seniority within the group. A laid off from workemployee, shall have the right to displace any permanent part-time employee with lesser GO Transit seniority, within their section provided they are able, willing and qualified. Due to the nature of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept reduced in hours, or an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified bumped can bump any person in their group with less seniority that keeps them whole in benefits (whole in benefits meaning health insurance). If that employee cannot stay whole in benefits within their group, they may bump down to the next group wherever their seniority within their group and the group they are bumping into (if they have seniority in that group) places them to keep them whole in benefits. The end result must be that the least senior person(s) is laid off. In Category II bumping shall take place in order of seniority. A laid off employee or an employee who has been bumped may bump any person with less seniority. The end result must be that the least senior person(s) is on layoff and currently possesses laid off. 3. It is agreed that assignments to a specific student(s) will be for the qualifications and skills school year only. The Special Education Student Assistant shall be employed for the ensuing school year provided an assignment is available. If an assignment is not available, the Special Education Student Assistant shall be permitted to bump according to the terms of this contract. The right of the Special Education Student Assistant paraprofessional to apply for a transfer any time this contract allows shall not be waived. In the event a student receiving the services of a position they have held previouslySpecial Education Student Assistant paraprofessional terminates his/her enrollment and the employee is laid off, then the laid off employee may bump laterally or downward within their section or another section where employee during the previously held position semester. * If the Special Education Student Assistant paraprofessional is identified. At assigned to an Autism Spectrum Disorder Student, they cannot be bumped until the time of layoff the employee must satisfy the criteria identified in the current job description, and the employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be the sole responsibility of the Union to administerschool year is completed.

Bumping Procedure. In (1) A regular employee shall not be entitled to bump another employee where the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time bump would constitute a promotion. (2) Regular employees who have exhausted their bumping rights hereunder and are to be laid off from work receive notice of layoff shall have the right to displace a permanent part-time bump employees with less seniority. (3) The right to bump, subject to (2) above, shall be exercised in the following order: (i) the employee with lesser GO senioritythe least seniority at the same pay level for whose position he/she has the qualifications, within their section. Such bumping within the section may only be in a downward or lateral direction provided they are qualified, willing ability and able experience to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward job shall be defined as lesser bumped. (ii) if (1) above does not result in a bump, the same procedure will be applied at each subsequent lower pay per hour and/or lesser hours per week level. (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hour. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time 4) Regular employees who have exhausted their bumping rights hereunder are bumped as a result of (2) and are to be laid off from work(3) above, shall have the same right to displace any permanent part-time bump employees with less seniority. (5) It is agreed that the trial or probationary period specified in Article 28.5(a) will apply to employees moving into a new job as a result of bumping. (6) In the event the employee with lesser GO Transit senioritydoes not have the necessary seniority or qualifications, within their section provided they are ableability and experience to bump a second time, willing and qualified. Due to the nature of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which or he/she is qualified rather than bumping within their classification or section and should has proven to be unsatisfactory in the second job, he/she elect this option, they will be laid off. (7) A regular employee shall retain recall notify the Employer in writing within five (5) days of receiving layoff notice whether bumping rights to the original classification without loss of seniority. Where an OFPT employee who has been notified will be exercised or is on layoff and currently possesses the qualifications and skills of a position they have held previously, then whether the employee may bump laterally or downward within their section or another section where the previously held position is identified. At the time of opts for a layoff. (8) If a regular employee opts for a layoff the employee must satisfy choose either recall rights in accordance with Article 14.5 or severance pay in accordance with Article 14.11 on the criteria identified in date the current job description, and the layoff is scheduled to occur. If a regular employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within declines to make a classification or section, then the parties may agree selection he/she shall be deemed to have a “master” sign-up take place which will be the sole responsibility of the Union to administerchosen recall rights.

Bumping Procedure. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees (i) An employee who have exhausted their bumping rights hereunder and are is to be laid off from work shall have the right to displace in accordance with 28.04 (a) or who is not recalled when a permanent part-time employee with lesser GO seniority, recall occurs within their section. Such bumping within the section may only be in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hour. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from workhis Region, shall have the right option to displace any permanent part-time bump, provided the employee retained or recalled in accordance with lesser GO Transit senioritythis procedure is qualified and able to perform the duties required, as follows: a) he may elect to bump a less senior employee within their section provided they are able, willing his Department and qualified. Due to within his unit (as defined by the nature of Department) who has the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which least seniority in a classification covered by this Agreement; or b) he/she may elect in the first instance to bump a less senior employee within a unit of his/her choice and within his/her Department and within his/her Region who has the least seniority in a classification covered by this Agreement. (ii) The employee who is qualified rather than bumped in accordance with this procedure shall be deemed to have been given notice of layoff with effect from the date that the employee who bumped him was given notice of layoff. (iii) For the purpose of retaining seniority an employee who is bumped from a recall in accordance with this procedure shall be deemed to have been recalled. The unexpired portion of the ten (10) days available for bumping within their during a recall is applicable for further bumping. (iv) An employee who changes his classification or section and should he/she elect as a result of this optionprocedure shall be paid at the same step on the scale for his new classification as he was being paid in his previous classification. (v) An employee may change his headquarters area and/or his classification as a result of his exercising his bumping rights under this sub-clause 28.04 (c). For the purposes of recall, they shall retain the Department will be required to recall rights the employee as if he did not exercise his bumping rights. For the purposes of layoff, the Department will be required to issue notice of layoff to the original employee in accordance with the classification without loss of seniority. Where an OFPT and headquarters area in which he is currently employed. (vi) An employee who has been notified chooses to bump another employee in accordance with this procedure, must exercise that right in writing either before the date he would otherwise be laid off (excluding cases where payment in lieu of notice is given, in which case the prescribed notice period will apply) or is on layoff and currently possesses the qualifications and skills of a position they have held previously, then the employee may bump laterally or downward within their section or another section where the previously held position is identified. At the time of layoff the employee must satisfy the criteria identified in the current job description, and the employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be the sole responsibility of the Union to administer.ten

Bumping Procedure. In the application (1) For purposes of this Article, permanent partthe least senior position is defined as: a. A vacant position which the Employer intends to fill; or b. The position occupied by the least senior employee. (2) An employee may bump laterally into the least senior position at the employee’s current work location if the employee has so indicated on his/her pre-time employees candesignated bump card. If the employee’s seniority does not displace permanent fullallow a lateral bump in the current work location, she/he may bump to the least senior position at the next successively lower levels within his/her current class series and his/her current work location if the employee has so indicated on the pre-time employees or vice versa provided that permanent full-time employees designated bump card. (3) Employees who have exhausted their bumping rights hereunder and are not opted to be laid off from bump into lower levels at the current work shall have location as well as employees whose seniority does not allow the right to displace a permanent part-time employee with lesser GO seniority, within their section. Such bumping bump in the current work location may bump laterally within the section may only be Layoff Unit Bumping Pool. Bumping pool procedures are as provided in Appendix I. (4) If the employee’s seniority or choice of work location does not permit a downward or lateral direction provided they are qualifiedbump, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hour. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work, shall have the right to displace any permanent part-time employee with lesser GO Transit seniority, within their section provided they are able, willing and qualified. Due to the nature of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses the qualifications and skills of a position they have held previously, then the employee may bump laterally into successively lower levels within the Layoff Unit Bumping Pool. (5) An employee may bump into a former class series at or downward within their section or another section where the previously held position is identified. At the time of layoff below any level in which the employee had satisfactorily completed a required probationary period in accordance with the procedures outlined above. The employee may exercise this right if she/he cannot bump down into the current class series as specified above or if, when bumping into a former class series, the employee would receive a higher rate of pay than she/he would receive if such right were not exercised. (6) The provisions for bumping under this Subsection shall not permit an employee to bump to a higher level. (7) Employees scheduled for layoff or bump while on leave of absence shall be informed in writing in accordance with this Subsection. The vacant position resulting from the bump by an employee who is on a leave of absence may be temporarily filled by the Employer in accordance with the provisions of this Article. (8) Any employee who is scheduled for layoff who fails or is unable to bump shall be laid off. An employee seeking to bump into another position must satisfy meet all requirements in accordance with Section 3.B of this Article. (9) If an employee notifies the criteria identified Employer of the decision to bump and later chooses to accept layoff, the Employer shall not be required to re-compute the bumping chain. (10) If there is an error in the current job descriptionadministration of the system which leads to improper layoff or bump, such action shall be promptly corrected and the employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be the sole responsibility of the Union to administerinvolved employee(s) made whole.

Bumping Procedure. In Bumping rights may only be exercised by an employee one time in the application event of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted a layoff affecting his position. An employee has two (2) working days to exercise their bumping rights hereunder and are to be rights. The laid off from work employee shall have the right to displace bump into a permanent part-time position held by another employee with lesser GO seniority, within their sectionthe least seniority in the same or lower classification. Such An employee who is bumped out of his position due to this bumping within the section may only be in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward procedure shall be defined as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hour. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work, shall also have the right to displace any permanent partexercise the bumping procedure. A bumping employee must have the ability and qualifications to perform the position bumped. Employees who are bumped by a senior qualified employee will not receive a 30-time calendar day advance written notice of layoff. For purposes of bumping, the list of classifications in Appendix B, contained herein, shall be used to determine the appropriate classifications except that for purposes of bumping and recall, the following shall be considered to be in the same classification: 1. Clerical Specialist and Clerk Receptionist. 2. Maintenance Mechanic III and Renovation Specialist. 3. Community Success Coach and Education Success Coach. When two (2) or more employees in the same classification have received layoff notice, and wish to exercise their right to bump, seniority shall determine the order in which bumping choices shall be made. In all cases of bumping, the employee with lesser GO Transit seniorityexercising bumping rights must have the ability and qualifications to perform the position bumped. Ability and qualifications to perform the position bumped shall be determined by the Employer, within their section provided they are ablebut may include whether or not the employee has previously and successfully held the classification he wishes to bump, willing test scores of the bumping employee relevant to the position and whether or not the bumping employee has the qualifications listed on the job description. An employee may only bump to positions for which the Employer has determined s/he is qualified, that is, that the employee meets the essential qualifications and existing measurable, job-related selection criterion as indicated in the applicable position description. The Employer may consider whether the employee has previously and successfully held the classification s/he wishes to bump and test scores of the bumping employee relevant to the position. Due to the nature professional requirements of, and the extensive training for, certain grant-funded positions, such as Success Coaches through the HPOG grant, previously untrained employees will not be allowed to bump into these positions. To determine whether or not the employee “successfully held” the classification he wishes to bump, the Employer will consider the extent to which the duties have changed since the employee held the classification, whether or not the employee was removed or transferred from the classification or position for disciplinary reasons, whether or not the employee failed to successfully complete the probationary period, and whether or not the employee had the ability and qualifications to perform the duties of the bumping procedure classification. If test scores are a requirement, the Employer and the unpredictability Union shall equally share the cost of testing for an employee receiving notice of layoff who wishes to bump. Testing for a clerical position shall include the full battery of tests in accordance with Section 24.2 contained herein. Only one (1) such testing opportunity will be given an employee receiving notice of layoff who wishes to bump. A bumping employee will not be trained to perform the position bumped, but will be given an orientation of the direction duties and results departmental procedures. If the bumping employee fails to perform the duties of that bumpingthe bumped position within ninety (90) calendar days, he will be laid off without further bumping rights and be placed on the recall list for other positions for which he may have the ability and qualifications to perform. An employee who is laid off due to failure to perform the duties of the bumped position within ninety (90) calendar days will not have the right to appeal the layoff must take precedent over all other normal movement under the grievance procedure contained herein. It shall be the option of employees (i.e., standing applications). During layoffs an the employee may choose as to accept an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they whether he shall retain recall exercise seniority rights to bump into a lower classification, or to take a layoff and be placed on the original classification without loss of seniorityrecall list. Where an OFPT An employee only has bumping rights to classifications in which s/he has successfully completed their initial probationary period. An employee who has been notified or is on layoff and currently possesses the qualifications and skills of a position they have held previously, then the employee may bump laterally or downward within their section or another section where the previously held position is identified. At the time of layoff the employee must satisfy the criteria identified not passed probation in his new hire probationary period in the current job description, and the employee must eliminated and/or reduced position shall not have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree rights to have a “master” sign-up take place which will be the sole responsibility of the Union to administerbump.

Bumping Procedure. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees A. Bumping is permitted only into an equal or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work shall have the right to displace a permanent part-time employee with lesser GO seniority, within their section. Such bumping lower pay grade within the section may only be in a downward or lateral direction provided they are qualifiedsame unit (i.e., willing and able to do the work (refer to Schedule “E-Unit I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hour. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work, shall have the right to displace any permanent part-time employee with lesser GO Transit seniority, within their section provided they are able, willing and qualified. Due Unit II) according to the nature of bumping matrix for that unit. B. In accordance with the bumping procedure and matrix, an employee can choose to bump into a job in which the unpredictability work year and work hours are less than the position that was eliminated. This reduction of work year or hours shall be regarded as voluntary leaving by the employee. C. An employee who exercises bumping rights under this procedure will be subject to a trial period of thirty (30) working days during which the employee must demonstrate the ability to satisfactorily perform all the duties of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose position to accept an open position for which he/she bumps. This period may be extended to a maximum of eighty (80) days at administrative discretion. If the employee does not succeed, the employee will be laid off. D. If two or more employees are bumping simultaneously, they will do so in order of seniority. E. In the event that the affected employee bumps into a job in a lower pay grade, the employee's hourly wage will be reduced to the appropriate pay grade and step. F. Except as provided in (G) below, bumping is qualified rather limited to those jobs indicated within the appropriate unit layoff/bumping matrix in accordance with the following procedure: Step 1. The employee who occupied the position which has been eliminated must first bump into the position(s) in the same job which has been occupied by the laid off probationary employee(s) if the position remains in existence and is equal to or greater than the same work year and work hours in comparison to the eliminated position. Otherwise, the position(s) occupied by probationary employees will be left open until the bumping is completed. Step 2. The employee must then bump the least senior employee within their classification his/her same job who occupies a position having equal or section greater work year and should work hours in comparison to the eliminated position or the position with the least amount of economic impact on the affected employee, provided the employee has seniority over the employee to be bumped. Step 3. If the conditions in Step 2 above are not met, the employee must then bump the least senior employee in the jobs indicated in the appropriate unit layoff/bumping matrix within the same pay grade, who occupies a position having equal or greater work year and work hours in comparison to the eliminated position or the position with the least amount of economic impact on the affected employee, provided the employee has seniority over the employee to be bumped. Step 4. If the conditions in Step 3 above are not met, the employee must then bump the least senior employee in the jobs indicated in the appropriate unit layoff/bumping matrix within the next lower pay grade, who occupies a position having equal or greater work year and work hours in comparison to the eliminated position or the position with the least amount of economic impact on the affected employee, provided the employee has seniority over the employee to be bumped. Step 5. If the affected employee cannot bump according to the above conditions, Step 4 will be repeated for the next lower pay grade until all possible jobs identified within the appropriate bargaining unit layoff/bumping matrix have been eliminated. Step 6. If the affected employee cannot meet conditions for any other job indicated within the appropriate unit layoff/bumping matrix within the bargaining unit, that employee will be laid off. G. In the event that an employee that has no bumping options feels that he/she elect could qualify for a job in the same or lower pay grade, not indicated in the layoff/bumping matrix, the employee may request that he/she be allowed to bump into that job. The employee must supply evidence of qualifications. The Assistant Superintendent of Human Resources will establish the qualifications for the job, review the employee's request and determine whether the employee is qualified for the job. If the employee is determined to be qualified, he/she will be given the opportunity to bump into that job, provided that the employee has seniority over another employee within that job. In the event that an employee cannot meet these qualifications, then bumping is limited to the jobs indicated within the appropriate unit layoff/bumping matrix as outlined in this option, they Section. The Board reserves the absolute right to determine the qualifications of an employee. Such decisions on qualifications shall not be subject to the grievance procedure. H. The bumped employee will be laid off and eligible to use the bumping procedure. I. An employee who successfully bumps will retain recall rights to his/her previous job for a period equal to the original classification without loss lessor of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses either the qualifications and skills employee's seniority as of a position they have held previously, then the employee may bump laterally or downward within their section or another section where the previously held position is identified. At the time date of layoff the employee must satisfy the criteria identified in the current job description, and the employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” signtwenty-up take place which will be the sole responsibility of the Union to administerfour (24) months.

Bumping Procedure. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees (a) A regular employee who have exhausted their bumping rights hereunder and are is subject to be laid off from work displacement shall have the right to displace a permanent part-time employee bump in accordance with lesser GO seniority, within their sectionthis Article. Such employee shall exercise his/her bumping rights within the section may only his/her division then company-wide, in that order. Employees who exercise their bumping rights will not be required to change their status in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent terms of full-time vs. permanent or part-time). Lateral shall That is, where a ‘least senior’ bump under Article 9.07 would require the employee to change their status, the ‘least senior’ bump of the same status will also be defined offered. Job shares will be considered 2 PTR’s for the purposes of bumping. (b) Providing the affected regular employee has greater seniority, the employee may bump, only within the employee's current division, an incumbent with less seniority: (1) in the same job, or; (2) in a previously permanently held job, or a job derived from it as same pay per hourdetermined through the Employer's or B.C. Hydro's job evaluation historical records, or; (3) in a job at a lower level not previously permanently held, provided the job is part of a “job hierarchy” as determined by the Employer, or B.C. Hydro's Job Evaluation department, whichever is applicable, and provided the employee is currently employed within the “job hierarchy”, or; (4) in a job at a lower level not previously permanently held, provided the employee has the ability to perform the job. Notwithstanding the foregoing, when an employee elects to exercise his/her bumping rights into a job and there is more than one incumbent in that job at a given headquarters, the employee must bump the least senior incumbent in that job at that headquarters. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work, shall have event the right to displace any permanent part-time employee with lesser GO Transit seniority, within their section provided they are able, willing and qualified. Due to is denied the nature bump of the bumping procedure and the unpredictability of the direction and results of that bumpingleast senior incumbent as outlined above, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses the qualifications and skills of a position they have held previously, then the employee may then elect to bump laterally or downward within their section or another section where the previously held position is identified. At the time of layoff the employee must satisfy the criteria identified next least senior incumbent in the current that job description, and the employee must have satisfied the performance standards of at that classificationgiven headquarters. Should subsequent bumps be denied, the parties agree that above process may be repeated at the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be the sole responsibility of the Union to administeremployee’s option.

Bumping Procedure. In 1. The most senior bargaining unit employee who is laid off, furloughed, or reduced in hours shall be offered any available vacant positions, excluding per diem, for which the application bargaining unit employee is qualified. (At this point or any point up to #5, the bargaining unit employee may voluntarily accept any vacant position in any bargaining unit position and any Department where they are qualified.) 2. If no such comparable position (Department and shift) exists, then the bargaining unit employee must bump the bargaining unit employee with the least UVMMC seniority in the employee’s Department and shift, provided that the following conditions are all satisfied: a. Such individual has a lower UVMMC seniority than the bargaining unit employee exercising their bumping rights, and b. That the bargaining unit employee is qualified for the position. 3. If there is no such least senior bargaining unit employee (for example, the bargaining unit employee targeted for layoff, furlough, or reduction in hours is the bargaining unit employee with the least UVMMC seniority in their Department and shift) the bargaining unit employee must bump the bargaining unit employee with the least UVMMC seniority in their Department on any shift, provided that the following conditions are all satisfied: a. Such individual has a lower UVMMC seniority than the bargaining unit employee exercising their bumping rights, and b. The bargaining unit employee is qualified for that position. 4. If no such position exists, they must accept any vacant position in any Department within the bargaining unit where they are qualified to perform in the position. 5. If no such position exists, they must bump the bargaining unit employee with the least UVMMC seniority in any Department providing the bargaining unit employee is qualified for that position. For the purpose of this Articlesection, permanent partDepartment and cost center shall be set forth in Appendix 3. Any bargaining unit employee who, via the above procedure, accepts a position either vacant or by bumping shall be reimbursed at the same or new hourly rate and CTO accrual level, whichever is greater. In case of multiple layoffs, furloughs, or reductions in hours the bargaining unit employee with the highest UVMMC Seniority shall exhaust the procedure first. A bargaining unit employee affected by a bump will enter the bumping procedure outlined above. If a bargaining unit employee refuses a position at any stage of the procedure, the bargaining unit employee waives all rights to bumping and shall be laid off and placed on a recall list or furloughed. In a layoff, those bargaining unit employees having bumping rights or rights to vacant positions shall exercise such rights within forty-time eight (48) hours upon being notified in writing of their options. In a furlough, those bargaining unit employees cannot displace permanent having bumping rights or rights to a vacant position shall exercise such rights within twenty-four (24) hours upon being notified in writing of their options. A full-time employees bargaining unit employee may, but shall not be required to, bump a less senior part- time bargaining unit employee or vice versa provided that permanent fullversa. In bumping, the bargaining unit employee must accept the number of hours and/or shift held by the least senior bargaining unit employee. Laid-time off or furloughed bargaining unit employees who have exhausted their bumping rights hereunder may remain in the department as a per diem and are to shall be laid off from offered work shall have the right to displace a permanent part-time employee with lesser GO seniority, within their sectionas needed. Such bumping within the section may only be in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward bargaining unit employees shall be defined treated like other per diem bargaining unit employees. However, laid-off or furloughed bargaining unit employees shall return to their position upon recall. Bargaining unit employees on a recall list may work as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hourdiem while awaiting recall. In the application case of this Articlea reduction in hours, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are shall apply as for lay-offs or furloughs. For the purposes of bumping or filling a vacant position in a layoff, a bargaining unit employee shall not be deemed qualified if they would not also be able to perform independently in the position within thirty (30) days. For the purposes of bumping or filling a vacant position in a furlough, a bargaining unit employee shall not be laid off from work, shall have the right deemed qualified if they would not be able to displace any permanent part-time employee with lesser GO Transit seniority, within their section provided they are able, willing and qualified. Due perform to the nature of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses the qualifications and skills level of a position they have held previously, then Travel nurse after the employee may bump laterally or downward within their section or another section where the previously held position is identified. At the time of layoff the employee must satisfy the criteria identified in the current job description, and the employee must have satisfied the performance standards of orientation typically given to a Travel nurse for that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be the sole responsibility of the Union to administerunit/department.

Bumping Procedure. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees A regular employee who have exhausted their bumping rights hereunder and are is subject to be laid off from work displacement shall have the right to displace a permanent partbump in accordance with this Such employee shall exercise bumping rights within division then company-time employee with lesser GO senioritywide, within in that order. Employees who exercise their section. Such bumping within the section may only rights will not be required to change their status in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent terms of full-time vs. permanent or part-time). Lateral shall That is, where a ‘least senior’ bump under Article would require the employee to change their status, the ‘least senior‘ bump of the same status will also be defined offered, Job shares be considered for the purposes of bumping. Providing the affected regular employee has greater seniority, the employee may bump, only within the employee’s current division, an incumbent with less seniority: in the same job, or; in a previously permanently held job, or a job derived from it as same pay per hourdetermined through the or Hydro’s job evaluation records, or; in a job at a tower level not previously permanently held, provided the job is part of a “job hierarchy” as determined by the Employer, or Hydro’s Job Evaluation department, whichever is applicable, and provided the employee is employed within the “job hierarchy”, or; in a job at a lower level not previously permanently held, provided the employee has the ability to perform the job. Notwithstanding the foregoing, when an employee elects to exercise bumping rights into a job and there is more than one incumbent in that job at a given headquarters, the employee must bump the least senior incumbent in that job at that headquarters. In the application event the employee is denied the bump of this Articlethe least senior incumbent as outlined above, permanent part-time employees cannot displace permanent full-time employees or vice versa provided the employee may then elect to bump the next least senior incumbent in that permanent full-time employees who have exhausted their bumping rights hereunder job at that given headquarters. Should subsequent bumps be denied, the above process may be repeated at the employee’s option. Only if the affected regular employee has greater seniority and are is unable to be laid off from workbump into a job within local geographic area in accordance with the above, shall have the right to displace any permanent part-time employee may then bump outside current division and within local geographic area, the employee with lesser GO Transit the least seniority: in the same job, or; in a previously permanently held job, or a job derived from it as determined through the Employer‘s or Hydro’s job evaluation historical records, or; in a job at a lower level not previously permanently held, provided the job is part of a “job hierarchy” as determined by the Employer or Hydro‘s Job Evaluation department, whichever is and provided the employee is currently employed within the “Job h hy o in a job at a lower level not previously permanently held, provided the employee has the ability to the job, Only if the affected regular employee has greater seniority, within their section provided they are able, willing and qualified. Due is unable to bump in accordance with the nature of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses the qualifications and skills of a position they have held previouslyabove, then the employee may bump laterally outside current division, on a basis, the incumbent with the least seniority: In the same job, or; In a previously permanently held job, or downward a job derived from it as determined through the Employer’s or Hydro’sjob evaluation historical records, or; a job at a not previously permanently held, provided the job is part of a “job hierarchy” as determined by the Employer or Hydro’s Job Evaluation department, whichever is applicable, and provided the employee is currently employed within their section or another section the “job hierarchy” or; In a job at a lower level not previously permanently held, provided the employee has the ability to perform the job. For the purposes of administering the bumping process only, where more than one regular employee is affected and elects to bump into the same job, the employees involved shall bump in order of seniority, until the bumping process is completed. Bumping shall occur only as stated in the foregoing provisions unless otherwise agreed by the Parties. Bumping to a position at the level that has not been previously held by a regular may be implemented by agreement of the Parties. A regular employee who is bumped under the foregoing provisions may in turn seniority to bump another employee in accordance with this Article. Non-shift employees who exercise their bumping rights will not be required to accept a shift position. Should a non-shift employee refuse a shift position is identifiedas per this Article, the employee cannot then choose to bump into a shift position within the same job at a later point in that bumping process. At For clarity, this Article does not apply to employees who are shift employees at the time of layoff the their options are made available. An employee must satisfy the criteria identified who is on extended leave such as Income Continuance, Pregnancy Leave, etc. be included in the current job description, and the displacement directed relocation process. The employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be notified of displacement and directed relocation but will not have to exercise their options until they are deemed fit to return to duty. In cases where it is practical leave, pregnancy leave) the sole responsibility of displaced or relocated employee would be approached to participate at the Union time on a voluntary basis. If there is any doubt as to administerthe employee’s fitness (physical mental), they will not be required to participate until they are deemed fit and able to return to active duty.

Bumping Procedure. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees A regular employee who have exhausted their bumping rights hereunder and are is subject to be laid off from work displacement shall have the right to displace a permanent part-time employee bump in accordance with lesser GO seniority, within their sectionthis Article. Such employee shall exercise bumping rights within the section may only division then company-wide, in that order. Employees who exercise their bumping rights will not be required to change their status in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent terms of full-time vs. permanent or part-time). Lateral shall That is, where a 'least senior' bump under Article would require the employee to change their status, the 'least senior' bump of the same status will also be defined offered. Job shares will be considered for the purposes of bumping. Providing the affected regular employee has greater seniority, the employee may bump, only within the employee's current division, an incumbent with less seniority: in the same job, or; in a previously permanently held job, or a job derived from it as same pay per hourdetermined through the Employer's or Hydro's job evaluation historical records, or; in a job at a lower level not previously permanently held, provided the job is part of a "job hierarchy" as determined by the Employer, or Hydro's Job Evaluation department, whichever is applicable, and provided the employee is currently employed within the "job hierarchy", or; in a job at a lower level not previously permanently held, provided the employee has the ability to perform the job. Notwithstanding the foregoing, when an employee elects to exercise bumping rights into a job and there is more than one incumbent in that job at a given headquarters, the employee must bump the least senior incumbent in that job at that headquarters. In the application event the employee is denied the bump of this Articlethe least senior incumbent as outlined above, permanent part-time employees cannot displace permanent full-time employees or vice versa provided the employee may then elect to bump the next least senior incumbent in that permanent full-time employees who have exhausted their bumping rights hereunder job at that given headquarters. Should subsequent bumps be denied, the above process may be repeated at the employee's option. Only if the affected regular employee has greater seniority and are is unable to be laid off from workbump into a job within local geographic area in accordance with the above, shall have the right to displace any permanent part-time employee may then bump outside current division and within local geographic area, the employee with lesser GO Transit the least seniority: in the same job, or; in a previously permanently held job, or a job derived from it as determined through the Employer's or Hydro's job evaluation historical records, or; in a job at a lower level not previously permanently held, provided the job is of a "job hierarchy" as determined by the Employer or Hydro's Job Evaluation department, whichever is applicable, and provided the employee is currently employed within the "job hierarchy", or; in a job at a lower level not previously permanently held, provided the employee has the ability to perform the job. Only if the affected regular employee has greater seniority, within their section provided they are able, willing and qualified. Due is unable to bump in accordance with the nature of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses the qualifications and skills of a position they have held previouslyabove, then the employee may bump laterally outside current division, on a "company-wide'' basis, the incumbent with the least seniority: In the same job, or; In a previously permanently held job, or downward within their section a job derived from it as determined through the Employer's or another section where Hydro's job evaluation historical records, or; In a job at a lower level not previously permanently held, provided the previously held position job is identified. At the time part of layoff the employee must satisfy the criteria identified in the current a "job description, and the employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be the sole responsibility of the Union to administer.hierarchy" as determined

Bumping Procedure. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees (a) A regular employee who have exhausted their bumping rights hereunder and are is subject to be laid off from work displacement shall have the right to displace a permanent part-time employee bump in accordance with lesser GO seniority, within their sectionthis Article. Such employee shall exercise his/her bumping rights within the section may only his/her division then company-wide, in that order. Employees who exercise their bumping rights will not be required to change their status in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent terms of full-time vs. permanent or part-time). Lateral shall That is, where a ‘least senior’ bump under Article 9.07 would require the employee to change their status, the ‘least senior’ bump of the same status will also be defined offered. Job shares will be considered 2 PTR’s for the purposes of bumping. (b) Providing the affected regular employee has greater seniority, the employee may bump, only within the employee's current division, an incumbent with less seniority: 1. in the same job, or; 2. in a previously permanently held job, or a job derived from it as same pay per hourdetermined through the Employer's or B.C. Hydro's job evaluation historical records, or; 3. in a job at a lower level not previously permanently held, provided the job is part of a “job hierarchy” as determined by the Employer, or B.C. Hydro's historical job evaluation 4. in a job at a lower level not previously permanently held, provided the employee has the ability to perform the job. Notwithstanding the foregoing, when an employee elects to exercise his/her bumping rights into a job and there is more than one incumbent in that job at a given headquarters, the employee must bump the least senior incumbent in that job at that headquarters. In the application event the employee is denied the bump of this Articlethe least senior incumbent as outlined above, permanent part-time employees cannot displace permanent full-time employees or vice versa provided the employee may then elect to bump the next least senior incumbent in that permanent full-time employees who have exhausted their bumping rights hereunder job at that given headquarters. Should subsequent bumps be denied, the above process may be repeated at the employee’s option. (c) Only if the affected regular employee has greater seniority and are is unable to be laid off from workbump into a job within his/her local geographic area in accordance with the above, shall have the right to displace any permanent part-time employee may then bump outside his/her current division and within his/her local geographic area, the employee with lesser GO Transit the least seniority: 1. in the same job, or; 2. in a previously permanently held job, or a job derived from it as determined through the Employer's or B.C. Hydro's job evaluation historical records, or; 3. in a job at a lower level not previously permanently held, provided the job is part of a "job hierarchy" as determined by the Employer’s and BC Hydro’s historical job evaluation records provided the employee is currently employed within the "job hierarchy", or; 4. in a job at a lower level not previously permanently held, provided the employee has the ability to perform the job. (d) Only if the affected regular employee has greater seniority, within their section provided they are able, willing and qualified. Due is unable to bump in accordance with the nature of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses the qualifications and skills of a position they have held previouslyabove, then the employee may bump laterally outside his/her current division, on a “company-wide” basis, the incumbent with the least seniority: 1. In the same job, or; 2. In a previously permanently held job, or downward a job derived from it as determined through the Employer’s or B.C. Hydro’s job evaluation historical records, or; 3. In a job at a lower level not previously permanently held, provided the job is part of a “job hierarchy” as determined by the Employer’s or B.C. Hydro’s Job Evaluation department, whichever is applicable, and provided the employee is currently employed within their section or another section the “job hierarchy” or; 4. In a job at a lower level not previously permanently held, provided the employee has the ability to perform the job. (e) For the purposes of administering the bumping process only, where more than one regular employee is affected and elects to bump into the same job, the employees involved shall bump in order of seniority, until the bumping process is completed. (f) Bumping shall occur only as stated in the foregoing provisions unless otherwise agreed by the Parties. Bumping to a position at the same level that has not been previously held by a regular employee may be implemented by agreement of the Parties. (g) A regular employee who is bumped under the foregoing provisions may in turn exercise his/her seniority to bump another employee in accordance with this Article. (h) Non-shift employees who exercise their bumping rights will not be required to accept a shift position. Should a non-shift employee refuse a shift position is identifiedas per this Article, the employee cannot then choose to bump into a shift position within the same job at a later point in that bumping process. At For clarity, this Article does not apply to employees who are shift employees at the time of layoff the their options are made available. (i) An employee must satisfy the criteria identified who is on extended leave such as WCB, Income Continuance, Pregnancy Leave, etc. will be included in the current job description, and the displacement and/or directed relocation process. The employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be notified of displacement and directed relocation but will not have to exercise their options until they are deemed fit to return to active duty. In cases where it is practical (e.g. education leave, pregnancy leave) the sole responsibility of displaced or relocated employee would be approached to participate at the Union time on a voluntary basis. If there is any doubt as to administerthe employee’s fitness (physical and/or mental), they will not be required to participate until they are deemed fit and able to return to active duty.

Bumping Procedure. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees (Refer to MOU # 85) (a) A regular employee who have exhausted their bumping rights hereunder and are is subject to be laid off from work displacement shall have the right to displace a permanent part-time bump in accordance with this Article. Such employee with lesser GO seniority, shall exercise their bumping rights within their sectiondivision then company-wide, in that order. Such Employees who exercise their bumping within the section may only rights will not be required to change their status in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent terms of full-time vs. permanent or part-time). Lateral shall That is, where a ‘least senior’ bump under Article 9.07 would require the employee to change their status, the ‘least senior’ bump of the same status will also be defined offered. Job shares will be considered 2 PTR’s for the purposes of bumping. (b) Providing the affected regular employee has greater seniority, the employee may bump, only within the employee's current division, an incumbent with less seniority: 1. in the same job, or; 2. in a previously permanently held job, or a job derived from it as same pay per hourdetermined through the Employer's or B.C. Hydro's job evaluation historical records, or; 3. in a job at a lower level not previously permanently held, provided the job is part of a “job hierarchy” as determined by the Employer, or B.C. Hydro's Job Evaluation department, whichever is applicable, and provided the employee is currently employed within the “job hierarchy”, or; 4. in a job at a lower level not previously permanently held, provided the employee has the ability to perform the job. Notwithstanding the foregoing, when an employee elects to exercise their bumping rights into a job and there is more than one incumbent in that job at a given headquarters, the employee must bump the least senior incumbent in that job at that headquarters. In the application event the employee is denied the bump of this Articlethe least senior incumbent as outlined above, permanent part-time employees cannot displace permanent full-time employees or vice versa provided the employee may then elect to bump the next least senior incumbent in that permanent full-time employees who have exhausted job at that given headquarters. Should subsequent bumps be denied, the above process may be repeated at the employee’s option. (c) Only if the affected regular employee has greater seniority and is unable to bump into a job within their bumping rights hereunder local geographic area in accordance with the above, the employee may then bump outside their current division and are to be laid off from workwithin their local geographic area, shall have the right to displace any permanent part-time employee with lesser GO Transit the least seniority: 1. in the same job, or; 2. in a previously permanently held job, or a job derived from it as determined through the Employer's or B.C. Hydro's job evaluation historical records, or; 3. in a job at a lower level not previously permanently held, provided the job is part of a "job hierarchy" as determined by the Employer or B.C. Hydro's Job Evaluation department, whichever is applicable, and provided the employee is currently employed within the "job hierarchy", or; 4. in a job at a lower level not previously permanently held, provided the employee has the ability to perform the job. (d) Only if the affected regular employee has greater seniority, within their section provided they are able, willing and qualified. Due is unable to bump in accordance with the nature of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses the qualifications and skills of a position they have held previouslyabove, then the employee may bump laterally outside their current division, on a “company-wide” basis, the incumbent with the least seniority: 1. In the same job, or; 2. In a previously permanently held job, or downward a job derived from it as determined through the Employer’s or B.C. Hydro’s job evaluation historical records, or; 3. In a job at a lower level not previously permanently held, provided the job is part of a “job hierarchy” as determined by the Employer or B.C. Hydro’s Job Evaluation department, whichever is applicable, and provided the employee is currently employed within their section or another section the “job hierarchy” or; 4. In a job at a lower level not previously permanently held, provided the employee has the ability to perform the job. (e) For the purposes of administering the bumping process only, where more than one regular employee is affected and elects to bump into the same job, the employees involved shall bump in order of seniority, until the bumping process is completed. (f) Bumping shall occur only as stated in the foregoing provisions unless otherwise agreed by the Parties. Bumping to a position at the same level that has not been previously held by a regular employee may be implemented by agreement of the Parties. (g) A regular employee who is bumped under the foregoing provisions may in turn exercise their seniority to bump another employee in accordance with this Article. (h) Non-shift employees who exercise their bumping rights will not be required to accept a shift position. Should a non-shift employee refuse a shift position is identifiedas per this Article, the employee cannot then choose to bump into a shift position within the same job at a later point in that bumping process. At For clarity, this Article does not apply to employees who are shift employees at the time of layoff the their options are made available. (i) An employee must satisfy the criteria identified who is on extended leave such as WCB, Long Term Disability, Pregnancy Leave, etc. will be included in the current job description, and the displacement and/or directed relocation process. The employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be notified of displacement and directed relocation but will not have to exercise their options until they are deemed fit to return to active duty. In cases where it is practical (e.g. education leave, pregnancy leave) the sole responsibility of displaced or relocated employee would be approached to participate at the Union time on a voluntary basis. If there is any doubt as to administerthe employee’s fitness (physical and/or mental), they will not be required to participate until they are deemed fit and able to return to active duty.

Bumping Procedure. In The Bumping Procedure shall be as follows: 1) Employees in receipt of a lay-off notice will be offered the application following options in accordance with Article 14: a) lay-off with recall rights for one (1) year b) exercise seniority rights c) accept a severance payment according to clause 14. 2) The administration of this Articleseniority rights shall be as follows: a) a full time employee in receipt of a lay-off notice will be entitled to bump the least senior full time employee for whose job he/she possesses the minimum qualifications. b) if a full time position is not available, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are the employee will be entitled to be laid off from work shall have bump the right to displace a permanent least senior part-time employee with lesser GO seniority, within their section. Such bumping within for whose job he/she possess the section may only be in minimum qualifications. c) a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hour. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work, shall have the right to displace any permanent part-time employee with lesser GO Transit seniority, within their section provided they are able, willing and qualified. Due in receipt of a layoff notice will be entitled to bump the nature of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an least senior part-time employee may choose to accept an open position for which whose job he/she possesses the minimum qualifications. d) an employee who does not possess the minimum qualifications will be considered for the position by the Employer in a fair and equitable manner. e) an employee who bumps into a new position will be required to serve a probationary period of three (3) months. In the event an employee proves unsatisfactory during the probationary period or if the employee is qualified rather than bumping within their classification or section and should unable to perform the duties of his/her new position, he/she elect this optionshall be laid off in accordance with clause 14.08, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT section 1, subsection (a) and (c). f) a full time employee who has been notified or is laid off and chooses to place his/her name on layoff and currently possesses the qualifications and skills of recall list rather than exercise his/her seniority rights shall be automatically recalled when a full time position they have held previously, then the employee may bump laterally or downward within their section or another section where the previously held position is identified. At the time of layoff the employee must satisfy the criteria identified in the current job description, and the employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a particular classification or section, then the parties may agree to have a “master” sign-up take place which will be the sole responsibility of the Union to administerbecomes available.

Bumping Procedure. In Should a bumping situation the application President of this Articlethe Union and the Human Resources will discuss the options of following the process outlined in or the process in the two (2) are unable to reach agreement on which process to use, permanent part-time employees cannot displace permanent full-time employees the process outlined in will be STEP An employee declared redundant may bump anyone on the list produced below or vice versa anyone with less seniority than the least senior employee on the list provided that permanent full-time employees who have exhausted their the employee has the required qualifications. The employee shall bumping rights hereunder within (2) days of receipt of the bumping list. In addition to the list produced below, a surplus or bumped employee may also bump the least senior position in the immediately higher category, same time for which the employee is qualified. If no such position exists in this category, then the next higher category and are to be laid off from work so on. List The Board in consultation with the Union President shall have prepare a bumping list consisting of ten positions, all of which the right to displace a permanent part-time redundant employee with lesser GO seniority, within their sectionis qualified for. Such bumping within the section may only be in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward This list shall be defined prepared as lesser pay follows: The ten (IO) least senior employees in the same classification, same time, same months per hour and/or lesser hours year, with less seniority than the redundant employee. If ten (IO) employees are not available as in I above, then the least senior employees in the same category, same time, same months per week year, with less seniority than the redundant employee, will be added to make ten (permanent full-time vs. permanent part-IO)names on the list. If ten employees are not available as in and above, then the least senior employees from one (I) category lower, same time), same months per year, with less seniority than the redundant employee, will be added to make ten names on the list. Lateral If ten employees are not available as in to above, then shall be defined repeated no lower categories are available. If ten employees are not available as in to above, then the least senior employees, same pay classification, same time, months per houryear, with less seniority than the redundant employee will be added to make ten (IO) names on the list. If ten (IO) employees are not available as in to above, then the least senior employees, same category, same time, months per year, with less seniority than the redundant employee, will be added to make fen (IO)names on the list. If ten employees are not available as in to above, then the least senior employees, same time, months per year, from one (I) category lower with less seniority than the redundant employee, will be added to make ten (10) names on the list. If ten employees are not available as in to above, then the above procedure will be repeated in to employees with less time than the redundant employee. In the application case of this Article, permanent part-a full time employees canposition being reduced by the list above will be examined to insure that there are at least five (5) positions included. If the above list does not displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work, shall have the right to displace any permanent part-time employee with lesser GO Transit seniority, within their section provided they are able, willing and qualified. Due to the nature of the bumping procedure and the unpredictability of the direction and results of that bumpinginclude five (5) positions, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses the qualifications and skills of a position they have held previously, then the employee may bump laterally or downward within their section or another section where the previously held position is identified. At the time of layoff the employee must satisfy the criteria identified procedure outlined in the current job description, and the employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which above will be the sole responsibility of the Union to administercontinued until there are no other positions available.

Bumping Procedure. 1. The most senior bargaining unit employee who is laid off, furloughed, or reduced in hours shall be offered any available vacant positions, excluding per diem, for which the bargaining unit employee is qualified. (At this point or any point up to #5, the bargaining unit employee may voluntarily accept any vacant position in any bargaining unit position and any Department where they are qualified.) 2. If no such comparable position (Department and shift) exists, then the bargaining unit employee must bump the bargaining unit employee with the least UVMMC seniority in the employee’s Department and shift, provided that the following conditions are all satisfied: a. Such individual has a lower UVMMC seniority than the bargaining unit employee exercising their bumping rights, and b. That the bargaining unit employee is qualified for the position. 3. If there is no such least senior bargaining unit employee (for example, the bargaining unit employee targeted for layoff, furlough, or reduction in hours is the bargaining unit employee with the least UVMMC seniority in their Department and shift) the bargaining unit employee must bump the bargaining unit employee with the least UVMMC seniority in their Depart- ment on any shift, provided that the following conditions are all satisfied: a. Such individual has a lower UVMMC seniority than the bargaining unit employee exercising their bumping rights, and b. The bargaining unit employee is qualified for that position. 4. If no such position exists, they must accept any vacant position in any Department within the bargaining unit where they are qualified to perform in the position. 5. If no such position exists, they must bump the bargaining unit employee with the least UVMMC seniority in any Department providing the bargain- ing unit employee is qualified for that position. Any bargaining unit employee who, via the above procedure, accepts a position either vacant or by bumping shall be reimbursed at the same or new hourly rate and CTO accrual level, whichever is greater. In case of multiple layoffs, furloughs, or reductions in hours the application bargaining unit em- ployee with the highest UVMMC Seniority shall exhaust the procedure first. A bargaining unit employee affected by a bump will enter the bumping procedure outlined above. If a bargaining unit employee refuses a position at any stage of this Articlethe procedure, permanent the bargaining unit employee waives all rights to bumping and shall be laid off and placed on a recall list or furloughed. In a layoff, those bargaining unit employees having bumping rights or rights to vacant positions shall exercise such rights within forty-eight (48) hours upon being notified in writing of their options. In a furlough, those bargaining unit employees having bumping rights or rights to a vacant position shall exercise such rights within twenty-four (24) hours upon being notified in writing of their options. A full-time bargaining unit employee may, but shall not be required to, bump a less senior part-time employees cannot displace permanent full-time employees bargaining unit employee or vice versa provided that permanent fullversa. In bumping, the bargaining unit employee must accept the number of hours and/or shift held by the least senior bargaining unit employee. Laid-time off or furloughed bargaining unit employees who have exhausted their bumping rights hereunder may remain in the department as a per diem and are to shall be laid off from offered work shall have the right to displace a permanent part-time employee with lesser GO seniority, within their sectionas needed. Such bumping within the section may only be in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward bargaining unit employees shall be defined treated like other per diem bargaining unit employees. However, laid-off or fur- loughed bargaining unit employees shall return to their position upon recall. Bargain- ing unit employees on a recall list may work as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hourdiem while awaiting recall. In the application case of this Articlea reduction in hours, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are shall apply as for lay-offs or furloughs. For the purposes of bumping or filling a vacant position in a layoff, a bargaining unit employee shall not be deemed qualified if they would not also be able to perform independently in the position within thirty (30) days. For the purposes of bumping or filling a vacant position in a furlough, a bargaining unit employee shall not be laid off from work, shall have the right deemed qualified if they would not be able to displace any permanent part-time employee with lesser GO Transit seniority, within their section provided they are able, willing and qualified. Due perform to the nature of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses the qualifications and skills level of a position they have held previously, then Travel nurse after the employee may bump laterally or downward within their section or another section where the previously held position is identified. At the time of layoff the employee must satisfy the criteria identified in the current job description, and the employee must have satisfied the performance standards of orientation typically given to a Travel nurse for that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be the sole responsibility of the Union to administerunit/department.

Bumping Procedure. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees (i) An employee who have exhausted their bumping rights hereunder and are is to be laid off from work shall have the right to displace in accordance with 28.04 (a) or who is not recalled when a permanent part-time employee with lesser GO seniority, recall occurs within their section. Such bumping within the section may only be in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hour. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from workhis Region, shall have the right option to displace any permanent partbump, provided the employee retained or recalled in accordance with this procedure is qualified and able to perform the duties required, as follows: a) he may elect to bump a less senior employee within his Department and within his unit (as defined by the Department) who has the least seniority in a classification covered by this Agreement; or b) he may elect in the first instance to bump a less senior employee within his Department and within a Subdivision or Division (as defined by the Department) who has the least seniority in a classification covered by this Agreement. In the event the Region is not divided in subdivisions, he may bump in the Region as if it were a subdivision. (ii) The employee who is bumped in accordance with this procedure shall be deemed to have been given notice of layoff with effect from the date that the employee who bumped him was given notice of layoff. (iii) For the purpose of retaining seniority an employee who is bumped from a recall in accordance with this procedure shall be deemed to have been recalled. The unexpired portion of the ten (10) days available for bumping during a recall is applicable for further bumping. (iv) An employee who changes his classification as a result of this procedure shall be paid at the same step on the scale for his new classification as he was being paid in his previous classification. (v) An employee may change his headquarters area and/or his classification as a result of his exercising his bumping rights under this sub-time clause 28.04 (c). For the purposes of recall, the Department will be required to recall the employee with lesser GO Transit seniorityas if he did not exercise his bumping rights. For the purposes of layoff, within their section provided they are able, willing and qualified. Due the Department will be required to issue notice of layoff to the nature of employee in accordance with the bumping procedure classification and headquarters area in which he is currently employed. This is not the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees official version. (i.e., standing applications). During layoffs an employee may choose to accept an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT vi) An employee who has been notified chooses to bump another employee in accordance with this procedure, must exercise that right in writing either before the date he would otherwise be laid off (excluding cases where payment in lieu of notice is given, in which case the prescribed notice period will apply) or is on layoff and currently possesses the qualifications and skills of a position they have held previously, then the employee may bump laterally or downward within their section or another section where the previously held position is identified. At the time of layoff the employee must satisfy the criteria identified in the current job description, and the employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be the sole responsibility of the Union to administer.ten

Bumping Procedure. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees (a) A regular employee who have exhausted their bumping rights hereunder and are is subject to be laid off from work displacement shall have the right to displace a permanent part-time employee bump in accordance with lesser GO seniority, within their sectionthis Article. Such employee shall exercise his/her bumping rights within the section may only his/her division then company-wide, in that order. Employees who exercise their bumping rights will not be required to change their status in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent terms of full-time vs. permanent or part-time). Lateral shall That is, where a ‘least senior’ bump under Article 9.07 would require the employee to change their status, the ‘least senior’ bump of the same status will also be defined offered. Job shares will be considered 2 PTR’s for the purposes of bumping. (b) Providing the affected regular employee has greater seniority, the employee may bump, only within the employee's current division, an incumbent with less seniority: 1. in the same job, or; 2. in a previously permanently held job, or a job derived from it as same pay per hourdetermined through the Employer's or B.C. Hydro's job evaluation historical records, or; 3. in a job at a lower level not previously permanently held, provided the job is part of a “job hierarchy” as determined by the Employer, or B.C. Hydro's Job Evaluation department, whichever is applicable, and provided the employee is currently employed within the “job hierarchy”, or; 4. in a job at a lower level not previously permanently held, provided the employee has the ability to perform the job. Notwithstanding the foregoing, when an employee elects to exercise his/her bumping rights into a job and there is more than one incumbent in that job at a given headquarters, the employee must bump the least senior incumbent in that job at that headquarters. In the application event the employee is denied the bump of this Articlethe least senior incumbent as outlined above, permanent part-time employees cannot displace permanent full-time employees or vice versa provided the employee may then elect to bump the next least senior incumbent in that permanent full-time employees who have exhausted their bumping rights hereunder job at that given headquarters. Should subsequent bumps be denied, the above process may be repeated at the employee’s option. (c) Only if the affected regular employee has greater seniority and are is unable to be laid off from workbump into a job within his/her local geographic area in accordance with the above, shall have the right to displace any permanent part-time employee may then bump outside his/her current division and within his/her local geographic area, the employee with lesser GO Transit the least seniority: 1. in the same job, or; 2. in a previously permanently held job, or a job derived from it as determined through the Employer's or B.C. Hydro's job evaluation historical records, or; 3. in a job at a lower level not previously permanently held, provided the job is part of a "job hierarchy" as determined by the Employer or B.C. Hydro's Job Evaluation department, whichever is applicable, and provided the employee is currently employed within the "job hierarchy", or; 4. in a job at a lower level not previously permanently held, provided the employee has the ability to perform the job. (d) Only if the affected regular employee has greater seniority, within their section provided they are able, willing and qualified. Due is unable to bump in accordance with the nature of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses the qualifications and skills of a position they have held previouslyabove, then the employee may bump laterally outside his/her current division, on a “company-wide” basis, the incumbent with the least seniority: 1. In the same job, or; 2. In a previously permanently held job, or downward a job derived from it as determined through the Employer’s or B.C. Hydro’s job evaluation historical records, or; 3. In a job at a lower level not previously permanently held, provided the job is part of a “job hierarchy” as determined by the Employer or B.C. Hydro’s Job Evaluation department, whichever is applicable, and provided the employee is currently employed within their section or another section the “job hierarchy” or; 4. In a job at a lower level not previously permanently held, provided the employee has the ability to perform the job. (e) For the purposes of administering the bumping process only, where more than one regular employee is affected and elects to bump into the same job, the employees involved shall bump in order of seniority, until the bumping process is completed. (f) Bumping shall occur only as stated in the foregoing provisions unless otherwise agreed by the Parties. Bumping to a position at the same level that has not been previously held by a regular employee may be implemented by agreement of the Parties. (g) A regular employee who is bumped under the foregoing provisions may in turn exercise his/her seniority to bump another employee in accordance with this Article. (h) Non-shift employees who exercise their bumping rights will not be required to accept a shift position. Should a non-shift employee refuse a shift position is identifiedas per this Article, the employee cannot then choose to bump into a shift position within the same job at a later point in that bumping process. At For clarity, this Article does not apply to employees who are shift employees at the time of layoff the their options are made available. (i) An employee must satisfy the criteria identified who is on extended leave such as WorkSafeBC, Long Term Disability, Pregnancy Leave, etc. will be included in the current job description, and the displacement and/or directed relocation process. The employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be notified of displacement and directed relocation but will not have to exercise their options until they are deemed fit to return to active duty. In cases where it is practical (e.g. education leave, pregnancy leave) the sole responsibility of displaced or relocated employee would be approached to participate at the Union time on a voluntary basis. If there is any doubt as to administerthe employee’s fitness (physical and/or mental), they will not be required to participate until they are deemed fit and able to return to active duty.

Bumping Procedure. In The Administration will determine the application placement of this Article, permanent partGroup 1 staff in the event of a lay-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be off. The laid off from work staff member may not be the least senior Group 1 employee. A Group 1 staff member on lay-off can bump into a Group 2, 3, or 4 position based on their District Seniority. If an employee in Group 1 must bump down a group, his/her seniority in the higher group shall have the right to displace follow. 1. Bumping shall occur only within a permanent part-time employee with lesser GO seniorityCategory as set forth below: Office Personnel (Category I Group 2, within their section3, and 4) a. Group 2 Secretary/LMC/Technician b. Group 3 Secretary c. Group 4 Receptionist Paraprofessional (Category II) a. Group 5 General Education Title 1 / Paraprofessional Meeting State Mandated Requirements. b. Group 6 Special Ed. Such bumping within the section may only be in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hourClassroom Assistant Paraprofessional c. Group 7 Special Ed Student(s) Assistant Paraprofessional d. Group 8 Student Monitor 2. In the application event of this Articlea layoff, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their all bumping rights hereunder may be done at a meeting of the entire category called by the administration. In Category I, Group 2, 3, and are to be 4 bumping shall take place in order of seniority within the group. A laid off from workemployee, shall have the right to displace any permanent part-time employee with lesser GO Transit seniority, within their section provided they are able, willing and qualified. Due to the nature of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept reduced in hours, or an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified bumped can bump any person in their group with less seniority that keeps them whole in benefits (whole in benefits meaning health insurance). If that employee cannot stay whole in benefits within their group, they may bump down to the next group wherever their seniority within their group and the group they are bumping into (if they have seniority in that group) places them to keep them whole in benefits. The end result must be that the least senior person(s) is laid off. In Category II bumping shall take place in order of seniority. A laid off employee or an employee who has been bumped may bump any person with less seniority. The end result must be that the least senior person(s) is on layoff and currently possesses laid off. 3. It is agreed that assignments to a specific student(s) will be for the qualifications and skills school year only. The Special Education Student Assistant shall be employed for the ensuing school year provided an assignment is available. If an assignment is not available, the Special Education Student Assistant shall be permitted to bump according to the terms of this contract. The right of the Special Education Student Assistant paraprofessional to apply for a transfer any time this contract allows shall not be waived. In the event a student receiving the services of a position they have held previouslySpecial Education Student Assistant paraprofessional terminates his/her enrollment and the employee is laid off, then the laid off employee may bump laterally or downward within their section or another section where employee during the previously held position semester. * If the Special Education Student Assistant paraprofessional is identified. At assigned to an Autism Spectrum Disorder Student, they cannot be bumped until the time of layoff the employee must satisfy the criteria identified in the current job description, and the employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be the sole responsibility of the Union to administerschool year is completed.

Bumping Procedure. In (a) An employee being laid off may bump any employee below them in seniority of the application of this Article, permanent part-time employees cannot displace permanent full-time employees same or vice versa lower classification provided that permanent full-time employees who the employee bumping is qualified to perform the work which is available without re- training. For an employee bumping into a classification in a higher paid job grade (bumping up), experience in the work which is available must have exhausted their been gained within the bargaining unit as a result of previously working permanently in the position or as a result of successfully obtaining a job posting. This includes temporary and seasonal postings. (b) Provided there are no suitable internal applicants, prior to commencing the bumping rights hereunder and are to be procedure, an employee being laid off from work shall have the right to displace a permanent part-time employee with lesser GO seniority, within their section. Such bumping within the section may only be in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hour. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work, shall have the right to displace any permanent part-time employee with lesser GO Transit seniority, within their section provided they are able, willing and qualified. Due to the nature of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may would choose to accept an open position for similar to work to which he/she the employee is currently doing, provided the employee is qualified rather than bumping within their classification to perform the work and provided the open position is the same or section and should he/she higher job pay grade. Should the affected employee elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses the qualifications and skills of a position they have held previously, then the employee may bump laterally or downward within their section or another section where the previously held position is identified. At the time of layoff the employee must satisfy the criteria identified in the current job description, and the employee must have satisfied the performance standards of that classification. Should the parties agree that the placement into a vacancy represents an election to bump. (c) For an employee bumping into a position in a work area with more than one (1) employee, the employee shall bump the least senior employee in that position. (d) An employee being laid off wishing to bump must notify the Manager of Staffing/Workforce Planning or their designate, five (5) working days after receiving the layoff notification of their intention, in writing, noting the position, person and the department they wish to bump. (e) An interview will be arranged with the employee who is exercising the employee’s seniority rights, the General Manager of the Department or their designate, the General Manager of Human Resources or their designate and the Union, to determine the status of the employee as soon as possible. (f) The employee will be on trial period for up to sixty (60) working days. The employee has up to ten (10) working days to determine if the position is suitable to them. If not suitable, the employee has the right to exercise their seniority one (1) more time. (g) If the employee is not granted the position sought through the bumping procedure, the employee has the right to continue the bumping procedure will likely cause significant movement with respect to other positions. (h) If the employee does not work out satisfactorily in the first position assumed through the bumping procedure within a classification or sectionthe trial period of up to sixty (60) working days, the employee has the right to continue the bumping procedure as detailed in 17.05 with respect to other positions, one (1) more time. (i) If the employee does not work out satisfactorily in the second position assumed within the trial period of up to sixty (60) working days, then the parties may agree employee must assume the layoff and is not eligible to have a “master” sign-up take place which will be the sole responsibility of the Union to administerbump again.

Bumping Procedure. In The Administration will determine the application placement of this Article, permanent partGroup 1 staff in the event of a lay-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be off. The laid off from work staff member may not be the least senior Group 1 employee. A Group 1 staff member on lay-off can bump into a Group 2, 3, or 4 position based on their District Seniority. If an employee in Group 1 must bump down a group, his/her seniority in the higher group shall have the right to displace follow. 1. Bumping shall occur only within a permanent part-time employee with lesser GO seniorityCategory as set forth below: Office Personnel (Category I Group 2, within their section3, and 4) a. Group 2 Secretary/LMC/Technician b. Group 3 Secretary c. Group 4 Receptionist Paraprofessional (Category II) a. Group 5 General Education Title 1 / Paraprofessional Meeting State Mandated Requirements. b. Group 6 Special Ed. Such bumping within the section may only be in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hourClassroom Assistant Paraprofessional c. Group 7 Special Ed Student(s) Assistant Paraprofessional d. Group 8 Student Monitor 2. In the application event of this Articlea layoff, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their all bumping rights hereunder may be done at a meeting of the entire category called by the administration. In Category I, Group 2, 3, and are to be 4 bumping shall take place in order of seniority within the group. A laid off from workemployee, shall have the right to displace any permanent part-time employee with lesser GO Transit seniority, within their section provided they are able, willing and qualified. Due to the nature of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept reduced in hours, or an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified bumped can bump any person in their group with less seniority that keeps them whole in benefits (whole in benefits meaning health insurance). If that employee cannot stay whole in benefits within their group, they may bump down to the next group wherever their seniority within their group and the group they are bumping into (if they have seniority in that group) places them to keep them whole in benefits. The end result must be that the least senior person(s) is laid off. In Category II bumping shall take place in order of seniority. A laid off employee or an employee who has been bumped may bump any person with less seniority. The end result must be that the least senior person(s) is on layoff and currently possesses laid off. 3. It is agreed that assignments to a specific student(s) will be for the qualifications and skills school year only. The Special Education Student Assistant shall be employed for the ensuing school year provided an assignment is available. If an assignment is not available, the Special Education Student Assistant shall be permitted to bump according to the terms of this contract. The right of the Special Education Student Assistant paraprofessional to apply for a transfer any time this contract allows shall not be waived. In the event a student receiving the services of a position they have held previouslySpecial Education Student Assistant paraprofessional terminates his/her enrollment and the employee is laid off, then the laid off employee may bump laterally or downward within their section or another section where employee during the previously held position semester. * If the Special Education Student Assistant paraprofessional is identified. At assigned to an Autism Spectrum Disorder Student, they cannot be bumped until the time of layoff the employee must satisfy the criteria identified in the current job description, and the employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be the sole responsibility of the Union to administersemester change.

Bumping Procedure. Should a bumping situation arise, the of the Union and the Human Resources Officer will discuss the options of following the process outlined in or the process in the two (2) parties are unable to reach agreement on which process to use, the process outlined in An employee declared redundant may bump anyone on list produced below or anyone with less seniority than the least employee on the list provided the employee has the required qualifications. The redundant employee shall exercise bumping rights within (2) working days of receipt of the bumping list. addition to list produced below, a surplus or bumped employee may also bump the least senior position in the immediately higher category, same If ten are not available as in above, then the least senior employees in the same category, same time, same months per year, with less seniority than the redundant employee, will be added to make ten names on the list. If ten employees are not available as in I and above, then the least senior employees from one (I) category lower, same time, same months per year, with less seniority than the redundant employee, will be added to make ten (IO) names on the list. If ten (IO) employees are not available as in I to above, then shall be repeated until no lower categories are available. If ten employees are not available as in to above, then the least senior employees, same classification, same time, ten employees are not available as in I to above, then the least senior employees, same category, same time, If ten employees are not available as in to above, then the feast senior employees, same time, months per year, from one (I) category lower with less seniority than the redundant employee, will be added to make ten names on the list. In the application case of this Articlea full time position being reduced by the list produced above will be examined to insure that there are at least five positions included. the above list does not include five (5) positions, permanent part-time the procedure outlined in above will be continued until there are no other positions available. STEP there are no employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to available with less seniority as outlined in Step the redundant employee shall be laid off from work No jobs will be posted within the system until all the procedures of Steps and have been completed. An employee exercising seniority rights under this clause will be placed on a trial period for up to three (3) months of service which may be extended for one (7) additional month upon notifying the Union in writing. During this time, necessary training shall have be given on procedures and equipment. an employee does not successfully complete the right to displace a permanent part-time trial period, such employee shall bump the least senior employee, with lesser GO less seniority, within their sectionsame time and category equal to or less than the employee's current category. Such there is no position available with the same time, the procedure will be repeated for a position with less time. The President of the Union and the Human Resources Officer will meet with each employee affected or potentially affected on a specific date prior to the placement meeting to develop a bumping within list, clarify the section process, and answer any questions employees may only be in a downward or lateral direction provided they are qualifiedhave. Each list will identify the positions as per Article and will also identify an additional five (5) positions, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hour. In the application of this Articleif available, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work, shall have the right to displace any permanent part-time employee with lesser GO Transit seniority, within their section provided they are able, willing and qualified. Due added to the nature list should some of the positions on the list cease to be available. Upon receipt of the bumping procedure and it is the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses the qualifications and skills of a position they have held previously, then the employee may bump laterally or downward within their section or another section where the previously held position is identified. At the time of layoff the employee must satisfy the criteria identified in the current job description, and the employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be the sole responsibility of the Union employee to administercontact the Principal or Supervisor of each position in which the employee is interested to confirm position responsibilities, hours of work, etc. Employees with more seniority than the most senior surplus person at that time will be asked to leave meeting and return work.

Bumping Procedure. In (i) Effective the application date of signing of this ArticleAgreement, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees of the Department (referenced in L #8 in this Agreement), will be considered to have exclusive seniority rights and will be exempt from being bumped for the term of this Agreement. (ii) Subject to Clause 20.04(c) (i), a Ferry Captain who have exhausted their bumping rights hereunder and are is to be laid off from work shall have the right to displace in accordance with Clause 20.04(a) or who is not recalled when a permanent part-time employee with lesser GO seniority, within their section. Such bumping recall occurs within the section may only be in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hour. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from workbargaining unit, shall have the right option to displace bump a junior employee in any permanent part-time classification in the bargaining unit, provided the employee retained or recalled in accordance with lesser GO Transit senioritythis procedure is qualified and able to perform the duties required. (iii) The Ferry Captain who is bumped in accordance with this procedure shall be deemed to have been given notice of layoff with effect from the date that the Ferry Captain who bumped him was given notice. (iv) The Ferry Captain who is bumped from a recall in accordance with this procedure shall be deemed not to have been recalled. (v) The Ferry Captain who changes classification as a result of this procedure shall be paid at the same step on the scale for their new classification as they was paid in their previous classification. (vi) A Ferry Captain may change their headquarters area or their classification as a result of exercising bumping rights. For the purposes of recall, within the Department will be required to recall the Ferry Captain as if they did not exercise their section provided they are ablebumping rights. For the purposes of layoff, willing and qualified. Due the Department will be required to issue notice of layoff to the nature Ferry Captain in accordance with the classification and headquarters area in which he is currently employed. (vii) A Ferry Captain who chooses to bump another employee in accordance with this procedure must exercise that right either before the date he would otherwise be laid off (excluding cases where payment in lieu of notice is given, in which case the prescribed notice period will apply) or within ten (10) days of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses the qualifications and skills occurrence of a position they have held previously, then the employee may bump laterally or downward within recall in their section or another section where the previously held position is identified. At the time of layoff the employee must satisfy the criteria identified in the current job description, and the employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be the sole responsibility of the Union to administerbargaining unit.

Bumping Procedure. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work shall have the right to displace a permanent part-time employee with lesser GO seniority, within their section. Such bumping within the section may only be in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hour. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work, shall have the right to displace any permanent part-time employee with lesser GO Transit seniority, within their section provided they are able, willing and qualified. Due to the nature of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which he/she is they are qualified rather than bumping within their classification or section and should he/she they elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses the qualifications and skills of a position they have held previously, then the employee may bump laterally or downward within their section or another section where the previously held position is identified. At the time of layoff the employee must satisfy the criteria identified in the current job description, and the employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be the sole responsibility of the Union to administer.

Bumping Procedure. In (i) Effective the application date of signing of this ArticleAgreement, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees of the Department (referenced in L #8 in this Agreement), will be considered to have exclusive seniority rights and will be exempt from being bumped for the term of this Agreement. (ii) Subject to Clause 20.04 (c) (i), a Ferry Captain who have exhausted their bumping rights hereunder and are is to be laid off from work shall have the right to displace in accordance with Clause 20.04 (a) or who is not recalled when a permanent part-time employee with lesser GO seniority, within their section. Such bumping recall occurs within the section may only be in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hour. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from workbargaining unit, shall have the right option to displace bump a junior employee in any permanent part-time classification in the bargaining unit, provided the employee retained or recalled in accordance with lesser GO Transit senioritythis procedure is qualified and able to perform the duties required. (iii) The Ferry Captain who is bumped in accordance with this procedure shall be deemed to have been given notice of layoff with effect from the date that the Ferry Captain who bumped him was given notice. (iv) The Ferry Captain who is bumped from a recall in accordance with this procedure shall be deemed not to have been recalled. This is not the official version. (v) The Ferry Captain who changes classification as a result of this procedure shall be paid at the same step on the scale for his new classification as he was paid in his previous classification. (vi) A Ferry Captain may change his headquarters area or his classification as a result of exercising bumping rights. For the purposes of recall, within their section provided they are ablethe Department will be required to recall the Ferry Captain as if he did not exercise his bumping rights. For the purposes of layoff, willing and qualified. Due the Department will be required to issue notice of layoff to the nature Ferry Captain in accordance with the classification and headquarters area in which he is currently employed. (vii) A Ferry Captain who chooses to bump another employee in accordance with this procedure must exercise that right either before the date he would otherwise be laid off (excluding cases where payment in lieu of notice is given, in which case the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which he/she is qualified rather than bumping prescribed notice period will apply) or within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses the qualifications and skills of a position they have held previously, then the employee may bump laterally or downward within their section or another section where the previously held position is identified. At the time of layoff the employee must satisfy the criteria identified in the current job description, and the employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be the sole responsibility of the Union to administer.ten

Bumping Procedure. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work shall have the right to displace a permanent part-time employee with lesser GO seniority, within their section. Such bumping within the section may only be in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hour. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work, shall have the right to displace any permanent part-time employee with lesser GO Transit seniority, within their section provided they are able, willing and qualified. Due to the nature of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses the qualifications and skills of a position they have held previously, then the employee may bump laterally or downward within their section or another section where the previously held position is identified. At the time of layoff the employee must satisfy the criteria identified in the current job description, and the employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “"master” " sign-up take place which will be the sole responsibility of the Union to administer.

Bumping Procedure. In An employee whose job was must fill any vacancy on their shift, by seniority and ability, that becomes available under the application process job posting procedures. If the job vacancy is on a different shift the employee may elect one of this Articlethe following options: If the number of employee job on a shift is greater than the number of vacancies available, permanent part-time employees canand if the most junior jobs are not affected, the senior displaced employee has the option of filling a vacancy or bumping the junior employee. The employee may displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted the most junior employee in their bumping rights hereunder and are to be laid off from work shall have the right to displace a permanent part-time employee with lesser GO seniority, within process on their sectionshift. Such bumping within the section may only be in a downward or lateral direction provided If they are qualified, willing and able unable to do perform the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hour. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work, shall have the right to displace any permanent part-time employee with lesser GO Transit seniority, within their section provided they are able, willing and qualified. Due to the nature job of the bumping procedure most junior employee, they may displace the second least senior employee on their shift and the unpredictability of the direction and results so on until they reach a job they can perform consistent with their seniority rights. Note: When an employee displaces a junior employee under this Article they shall acquire job ownership of that bumpingjob. If there is no vacancy in the process and there are employees in the process, the layoff must take precedent over all other normal movement of employees (i.e., standing applications)employee whose job was may choose to bump a employee rather than bump the junior employee. During layoffs an The employee may choose to accept an open position for which he/she is qualified rather than transfer to a vacant job in the plant according to the Collective Agreement. Once all job vacancies are filled, any additional displaced employees must bump a junior employee in their process to obtain job ownership. The junior employee bumped off their shift will have the option of bumping within their classification or section and should he/she elect this optionthe most junior employee in the process on any remaining shifts. If they are unable to perform the job of the junior employee they are entitled to bump, they shall can move up the seniority list as described in The junior employee bumped out of their process must apply for all job (Article and 18.3) or they will be placed in any job vacancy in the plant. If there is no vacancy, the employee will have the choice of replacing any temporary work assignment in the plant or displacing the most junior employee in the plant providing they have fifteen (15) months or more seniority. If they are unable to perform the most junior job, the employee will move up the seniority list as described in When a number of employees are displaced due to job elimination, the corresponding number of least senior jobs in the process and/or plant, whichever is applicable, will be identified and the most senior of the displaced employees can choose the job they want. In the event that two or more of the same job classification are identified within this group of least senior jobs, the junior employee in the job classification will be first to be displaced. This process will continue in order of seniority until all employees are assigned job ownership. If one of the displaced employees is unable to perform the job to which their seniority entitles them, they may move up the seniority list until they reach a job they can perform consistent with their seniority rights. If the employee is unable to bump in accordance with the above steps they will be laid off. When one or more jobs are eliminated or combined, the affected within the process will have recall rights if the job reinstated by of its original form. Employees with less than fifteen (15) months seniority have twelve (12) months recall rights and employees with more than fifteen (15) months seniority have (24) months recall rights. Note: Note: An employee displaced from their process will have recall rights only to their process if additional full-time staff is required, subject to the above time limits, prior to applying Article The Director of Meat Manufacturing will determine if full-time staff is required following discussion with the President or a delegate. Employees who voluntarily transfer under Article from the job to which they were assigned or bumped into as a result of their job will retain recall rights as specified in this section. Employees who voluntarily transfer to another process under Article from the original classification without loss job to which they are assigned or bumped into as a result of senioritytheir own job will lose their recall rights. Where Employees who do not have fifteen 5) months or more seniority can exercise their seniority rights in accordance with steps and The Company and the Association President and/or delegate plus the process ▇▇▇▇▇▇▇ will mutually determine if any employee is able to perform any job to which their seniority entitles them. Any disagreements regarding an OFPT employee's ability to perform a job may be entered as a grievance at the second step of the g ce procedure. An employee who has been notified availed of the transfer option contained in Article will be eligible by seniority to secure job ownership of any new job created in the process where their job elimination occurred, prior to the affected date of elimination. Rates of Pay: An employee will have their rate of pay adjusted at the beginning of the first pay period following six (6) months from the date of their job Employees who have not acquired job ownership during this time will be paid the rate of the job they are performing. Job Transfers: A job transfer will occur when the relocation of duties, product, equipment or such, results in additional jobs in the receiving process. When a job is on layoff and currently possesses the qualifications and skills of a position they have held previouslytransferred to another process or operation, then the employee may bump laterally or downward within their section or another section where who has job ownership has the previously held position is identifiedoption of moving with the job. At the time of layoff If the employee must satisfy elects not to follow the criteria identified in job, the current job description, and the employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure following will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be the sole responsibility of the Union to administerapply.

Bumping Procedure. In the application (1) For purposes of this Article, permanent partthe least senior position is defined as: a. A vacant position which the Employer intends to fill; or b. The position occupied by the least senior employee. (2) An employee may bump laterally into the least senior position at the employee’s current work location if the employee has so indicated on his/her pre-time employees candesignated bump card. If the employee’s seniority does not displace permanent fullallow a lateral bump in the current work location, she/he may bump to the least senior position at the next successively lower levels within his/her current class series and his/her current work location if the employee has so indicated on the pre-time employees or vice versa provided that permanent full-time employees designated bump card. (3) Employees who have exhausted their bumping rights hereunder and are not opted to be laid off from bump into lower levels at the current work shall have location as well as employees whose seniority does not allow the right to displace a permanent part-time employee with lesser GO seniority, within their section. Such bumping bump in the current work location may bump laterally within the section may only be Layoff Unit Bumping Pool. Bumping pool procedures are as provided in Appendix I. (4) If the employee’s seniority or choice of work location does not permit a downward or lateral direction provided they are qualifiedbump, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hour. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work, shall have the right to displace any permanent part-time employee with lesser GO Transit seniority, within their section provided they are able, willing and qualified. Due to the nature of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses the qualifications and skills of a position they have held previously, then the employee may bump laterally into successively lower levels within the Layoff Unit Bumping Pool. (5) An employee may bump into a former class series at or downward within their section or another section where the previously held position is identified. At the time of layoff below any level in which the employee had satisfactorily completed a required probationary period in accordance with the procedures outlined above. The employee may exercise this right if she/he cannot bump down into the current class series as specified above or if, when bumping into a former class series, the employee would receive a higher rate of pay than she/he would receive if such right were not exercised. (6) The provisions for bumping under this Subsection shall not permit an employee to bump to a higher level. (7) Employees scheduled for layoff or bump while on leave of absence shall be informed in writing in accordance with this Subsection. The vacant position resulting from the bump by an employee who is on a leave of absence may be temporarily filled by the Employer in accordance with the provisions of this Article. (8) Any employee who is scheduled for layoff who fails or is unable to bump shall be laid off. An employee seeking to bump into another position must satisfy meet all requirements in accordance with Section 3.B of this Article. (9) If an employee notifies the criteria identified Employer of the decision to bump and later chooses to accept layoff, the Employer shall not be required to re- compute the bumping chain. (10) If there is an error in the current job descriptionadministration of the system which leads to improper layoff or bump, such action shall be promptly corrected and the employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be the sole responsibility of the Union to administerinvolved employee(s) made whole.

Bumping Procedure. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees (a) A regular employee who have exhausted their bumping rights hereunder and are is subject to be laid off from work displacement shall have the right to displace a permanent part-time employee bump in accordance with lesser GO seniority, within their sectionthis Article. Such employee shall exercise his/her bumping rights within the section may only his/her division then company-wide, in that order. Employees who exercise their bumping rights will not be required to change their status in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent terms of full-time vs. permanent or part-time). Lateral shall That is, where a ‘least senior’ bump under Article 9.07 would require the employee to change their status, the ‘least senior’ bump of the same status will also be defined offered. Job shares will be considered 2 PTR’s for the purposes of bumping. (b) Providing the affected regular employee has greater seniority, the employee may bump, only within the employee's current division, an incumbent with less seniority: 1. in the same job, or; 2. in a previously permanently held job, or a job derived from it as same pay per hourdetermined through the Employer's or B.C. Hydro's job evaluation historical records, or; 3. in a job at a lower level not previously permanently held, provided the job is part of a “job hierarchy” as determined by the Employer, or B.C. Hydro's Job Evaluation department, whichever is applicable, and provided the employee is currently employed within the “job hierarchy”, or; 4. in a job at a lower level not previously permanently held, provided the employee has the ability to perform the job. Notwithstanding the foregoing, when an employee elects to exercise his/her bumping rights into a job and there is more than one incumbent in that job at a given headquarters, the employee must bump the least senior incumbent in that job at that headquarters. In the application event the employee is denied the bump of this Articlethe least senior incumbent as outlined above, permanent part-time employees cannot displace permanent full-time employees or vice versa provided the employee may then elect to bump the next least senior incumbent in that permanent full-time employees who have exhausted their bumping rights hereunder job at that given headquarters. Should subsequent bumps be denied, the above process may be repeated at the employee’s option. (c) Only if the affected regular employee has greater seniority and are is unable to be laid off from workbump into a job within his/her local geographic area in accordance with the above, shall have the right to displace any permanent part-time employee may then bump outside his/her current division and within his/her local geographic area, the employee with lesser GO Transit the least seniority: 1. in the same job, or; 2. in a previously permanently held job, or a job derived from it as determined through the Employer's or B.C. Hydro's job evaluation historical records, or; 3. in a job at a lower level not previously permanently held, provided the job is part of a "job hierarchy" as determined by the Employer or B.C. Hydro's Job Evaluation department, whichever is applicable, and provided the employee is currently employed within the "job hierarchy", or; 4. in a job at a lower level not previously permanently held, provided the employee has the ability to perform the job. (d) Only if the affected regular employee has greater seniority, within their section provided they are able, willing and qualified. Due is unable to bump in accordance with the nature of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses the qualifications and skills of a position they have held previouslyabove, then the employee may bump laterally outside his/her current division, on a “company-wide” basis, the incumbent with the least seniority: 1. In the same job, or; 2. In a previously permanently held job, or downward a job derived from it as determined through the Employer’s or B.C. Hydro’s job evaluation historical records, or; 3. In a job at a lower level not previously permanently held, provided the job is part of a “job hierarchy” as determined by the Employer or B.C. Hydro’s Job Evaluation department, whichever is applicable, and provided the employee is currently employed within their section or another section the “job hierarchy” or; 4. In a job at a lower level not previously permanently held, provided the employee has the ability to perform the job. (e) For the purposes of administering the bumping process only, where more than one (1) regular employee is affected and elects to bump into the same job, the employees involved shall bump in order of seniority, until the bumping process is completed. (f) Bumping shall occur only as stated in the foregoing provisions unless otherwise agreed by the Parties. Bumping to a position at the same level that has not been previously held by a regular employee may be implemented by agreement of the Parties. (g) A regular employee who is bumped under the foregoing provisions may in turn exercise his/her seniority to bump another employee in accordance with this Article. (h) Non-shift employees who exercise their bumping rights will not be required to accept a shift position. Should a non-shift employee refuse a shift position is identifiedas per this Article, the employee cannot then choose to bump into a shift position within the same job at a later point in that bumping process. At For clarity, this Article does not apply to employees who are shift employees at the time of layoff the their options are made available. (i) An employee must satisfy the criteria identified who is on extended leave such as WCB, Income Continuance, Pregnancy Leave, etc. will be included in the current job description, and the displacement and/or directed relocation process. The employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be notified of displacement and directed relocation but will not have to exercise their options until they are deemed fit to return to active duty. In cases where it is practical (e.g. education leave, pregnancy leave) the sole responsibility of displaced or relocated employee would be approached to participate at the Union time on a voluntary basis. If there is any doubt as to administerthe employee’s fitness (physical and/or mental), they will not be required to participate until they are deemed fit and able to return to active duty.

Bumping Procedure. In The employee so identified shall be assigned by the application College to the first position determined in accordance with the following sequence: to a vacant position in their classification provided can satisfactorily perform the core duties and responsibilities of the job. If there is no such position then; to a vacant position in the same payband provided can satisfactorily perform the core duties and responsibilities of the job. If there is no such position then; to the position held by the most junior employee within same payband provided can satisfactorilyperform the core duties and responsibilitiesof the job and has greater seniority. If there is no such position then; to a vacant position in the payband with a maximum rate one lower than the employee's own payband provided can satisfactorilyperformthe core duties and responsibilities of the job. If there is no such position then; to the position held by the most junior employee in the payband with a maximum rate one lower than the employee's own payband provided can satisfactorily perform the core duties and responsibilities of the job and has greater seniority; the provisions of the last two sections shall be repeated until all have been reviewed in descending order of maximum rate and either a vacant position or a position held by a morejunior employee is identified and the employee affected can satisfactorily perform the core duties and responsibilities of the job. If no such position is identified the employee shall be laid off. (To illustrate how this Articlesequence operates, permanent part-time employees cannot displace permanent full-time employees see the Letter of Understanding appended to the Collective Agreement, dated September The employee shall be provided written notice of layoff or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are reassignment. Should the employee receive notice of reassignment, the employee may elect in writing, to be laid off from work shall have in lieu of such reassignment, provided such election is made within five (5) calendar days of notice being provided to the right to displace a permanent part-time employee. In such case the date the employee with lesser GO seniority, within their section. Such bumping within received the section may only be in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward notice of reassignment shall be defined as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hour. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are deemed to be laid off from work, the date of notice of layoff. The College shall have the right to displace any permanent part-time employee with lesser GO Transit seniority, within their section provided they are able, willing and qualified. Due provide a further letter to the nature of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses the qualifications and skills of a position they have held previously, then the employee may bump laterally or downward within their section or another section where the previously held position is identified. At the time of layoff the employee must satisfy the criteria identified in the current job description, and the employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be the sole responsibility of the Union to administerconfirming layoff.

Bumping Procedure. In (a) An employee who is to be laid off in accordance with 15.02 (a) shall accept layoff or shall be entitled to bump in their worksite, as defined in Schedule J, or region. Such an employee shall be given a maximum of seven (7) days after receiving notification of layoff to select the application position that they wish to bump into. Time limits may be extended by mutual consent between the Union and the Employer. (i) If an employee chooses to bump within their worksite, they shall be entitled to bump the least senior employee in their worksite who works an equivalent number of hours per week within a classification covered by this agreement before having to bump the least senior employee within their worksite within a classification covered by this agreement, provided that the employee retained is qualified and able to perform the duties required. (ii) If an employee chooses to bump within their region, they shall be entitled to bump the least senior employee in their region who works an equivalent number of hours per week within a classification covered by this agreement before having to bump the least senior employee within their region within a classification covered by this agreement, provided that the employee retained is qualified and able to perform the duties required. Employees may exercise bumping rights in the event that their hours of work are reduced. For the purposes of this Article, permanent part-time employees cannot displace permanent full-time employees a worksite is defined in Schedule J. (b) The employee who is bumped in accordance with this procedure shall be deemed to have been given a notice of layoff with effect from the date that the employee who bumped them was given notice of layoff. The procedure outlined in 15.04(a) shall also apply. (c) An employee who chooses to bump another employee in accordance with this procedure, must exercise that right before the date they would otherwise be laid off (excluding cases where payment in lieu of notice is given, in which case the prescribed notice period will apply). (d) Employees exercising bumping rights under 15.04(a) shall be subject to a three (3) month trial period in their new position. In the event an employee proves to be unsatisfactory in the new position, they will be permitted to exercise their rights under 15.04 (a) in a different position if there is one for which they are qualified and able. If there is no such position, the employee will be laid off immediately. (e) Bumping rights under 15.04 (a) shall include the right to bump into a lower, higher or vice versa provided that permanent full-time employees who equivalent level position. (f) Where more than one employee is affected by a layoff at the same time, the more senior employee shall have exhausted the first opportunity to exercise their bumping rights hereunder and are to be laid off from work shall have the right to displace in accordance with sub-clause (a) above. (g) The salary of an employee who changes classification as a permanent part-time employee with lesser GO seniority, within their section. Such bumping within the section may only be in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward result of this procedure shall be defined as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hour. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work, shall have the right to displace any permanent part-time employee determined in accordance with lesser GO Transit seniority, within their section provided they are able, willing and qualified. Due to the nature of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses the qualifications and skills of a position they have held previously, then the employee may bump laterally or downward within their section or another section where the previously held position is identified. At the time of layoff the employee must satisfy the criteria identified in the current job description, and the employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be the sole responsibility of the Union to administerArticle 23.

Bumping Procedure. In (a) An employee being laid off may bump any employee below them in seniority of the application of this Article, permanent part-time employees cannot displace permanent full-time employees same or vice versa lower classification provided that permanent fullthe employee bumping is qualified to perform the work which is available without re-time employees who training. For an employee bumping into a classification in a higher paid job grade (bumping up), experience in the work which is available must have exhausted their been gained within the bargaining unit as a result of previously working permanently in the position or as a result of successfully obtaining a job posting. This includes temporary and seasonal postings. (b) Provided there are no suitable internal applicants, prior to commencing the bumping rights hereunder and are to be procedure, an employee being laid off from would choose an open position similar to work to which the employee is currently doing, provided the employee is qualified to perform the work and provided the open position is the same or higher job pay grade. (c) For an employee bumping into a position in a work area with more than one (1) employee, the employee shall have bump the least senior employee in that position. (d) An employee being laid off wishing to bump must notify the Manager of Staffing/Workforce Planning or their designate, five (5) working days after receiving the layoff notification of their intention, in writing, noting the position, person and the department they wish to bump. (e) An interview will be arranged with the employee who is exercising the employee’s seniority rights, the General Manager of the Department or their designate, the General Manager of Human Resources or their designate and the Union, to determine the status of the employee as soon as possible. (f) The employee will be on trial period for up to sixty (60) working days. The employee has up to ten (10) working days to determine if the position is suitable to them. If not suitable, the employee has the right to displace a permanent part-time exercise their seniority one (1) more time. (g) If the employee with lesser GO seniorityis not granted the position sought through the bumping procedure, within their section. Such bumping within the section may only be in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hour. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work, shall have employee has the right to displace any permanent part-time employee with lesser GO Transit seniority, within their section provided they are able, willing and qualified. Due to the nature of continue the bumping procedure and with respect to other positions. (h) If the unpredictability employee does not work out satisfactorily in the first position assumed through the bumping procedure within the trial period of the direction and results of that bumpingup to sixty (60) working days, the layoff must take precedent over all employee has the right to continue the bumping procedure as detailed in 17.05 with respect to other normal movement positions, one (1) more time. (i) If the employee does not work out satisfactorily in the second position assumed within the trial period of employees up to sixty (i.e., standing applications). During layoffs an employee may choose to accept an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses the qualifications and skills of a position they have held previously60) working days, then the employee may must assume the layoff and is not eligible to bump laterally or downward within their section or another section where the previously held position is identified. At the time of layoff the employee must satisfy the criteria identified in the current job description, and the employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be the sole responsibility of the Union to administeragain.

Bumping Procedure. In 1. The most senior bargaining unit employee who is laid off or reduced in hours shall be offered any available vacant positions, excluding per diem, for which the application bargaining unit employee is qualified. (At this point or any point up to #5, the bargaining unit employee may voluntarily accept any vacant position in any bargaining unit position and any Department where they are qualified.) 2. If no such comparable position (Department and shift) exists, then the bargaining unit employee must bump the bargaining unit employee with the least UVMMC seniority in the employee’s Department and shift, provided that the following conditions are all satisfied: a. Such individual has a lower UVMMC seniority than the bargaining unit employee exercising her/his bumping rights, and b. That the bargaining unit employee is qualified for the position. 3. If there is no such least senior bargaining unit employee (for example, the bargaining unit employee targeted for layoff is the bargaining unit employee with the least UVMMC seniority in their Department and shift) the bargaining unit employee must bump the bargaining unit employee with the least UVMMC seniority in their Department on any shift, provided that the following conditions are all satisfied: a. Such individual has a lower UVMMC seniority than the bargaining unit employee exercising his/her bumping rights, and b. The bargaining unit employee is qualified for that position. 4. If no such position exists, they must accept any vacant position in any Department within the bargaining unit where they are qualified to perform in the position. 5. If no such position exists, they must bump the bargaining unit employee with the least UVMMC seniority in any Department providing the bargaining unit employee is qualified for that position. For the purpose of this Articlesection, permanent Department and cost center shall be set forth in Appendix 3 Any bargaining unit employee who, via the above procedure, accepts a position either vacant or by bumping shall be reimbursed at the same or new hourly rate and CTO accrual level, whichever is greater. In case of multiple layoffs or reduction in hours the bargaining unit employee with the highest UVMMC Seniority shall exhaust the procedure first. A bargaining unit employee affected by a bump will enter the bumping procedure outlined above. If a bargaining unit employee refuses a position at any stage of the procedure, the bargaining unit employee waives all rights to bumping and shall be laid off and placed on a recall list. Those bargaining unit employees having bumping rights or rights to vacant positions shall exercise such rights within forty-eight (48) hours upon being notified in writing of their options. A full-time bargaining unit employee may, but shall not be required to, bump a less senior part-time employees cannot displace permanent full-time employees bargaining unit employee or vice versa provided that permanent fullversa. In bumping, the bargaining unit employee must accept the number of hours and/or shift held by the least senior bargaining unit employee. Laid-time off bargaining unit employees who have exhausted their bumping rights hereunder may remain in the department as a per diem and are to shall be laid off from offered work shall have the right to displace a permanent part-time employee with lesser GO seniority, within their sectionas needed. Such bumping within the section may only be in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward bargaining unit employees shall be defined treated like other per diem bargaining unit employees. However, laid-off bargaining unit employees shall return to their position upon recall. Bargaining unit employees on a recall list may work as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hourdiem while awaiting recall. In the application case of this Articlea reduction in hours, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are shall apply as for lay-offs. For the purposes of bumping or filling a vacant position, a bargaining unit employee shall not be deemed qualified if they would not also be able to be laid off from work, shall have the right to displace any permanent part-time employee with lesser GO Transit seniority, within their section provided they are able, willing and qualified. Due to the nature of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses the qualifications and skills of a position they have held previously, then the employee may bump laterally or downward within their section or another section where the previously held position is identified. At the time of layoff the employee must satisfy the criteria identified perform independently in the current job description, and the employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement position within a classification or section, then the parties may agree to have a “master” sign-up take place which will be the sole responsibility of the Union to administerthirty (30) days.