Common use of Bumping Procedure Clause in Contracts

Bumping Procedure. ‌ A regular employee may bump a less senior regular employee using County seniority provided he or she possesses the qualifications, performance record, aptitude, and ability to perform the work equal to those of the employee to be bumped. A regular employee may not bump or be recalled into a position with a higher pay grade or higher FTE level unless the employee has previously been laid off from such a position within the past twenty-four (24) months. A listing of positions and position series can be found in Appendix A. Bumping will proceed in the following order, so long as the step implemented is the one most economically beneficial to the bumping employee. 1. The employee may bump an employee in the same position within the same Department, starting first with the employee’s assigned Program; or 2. The employee may bump an employee in an equivalent or lower position in the same position series as the employee’s present position within the same Department, starting first with the employee’s assigned Program; or 3. The employee may bump an employee in a position he or she previously held within the same Department, starting first with the employee’s assigned Program, provided that the position is in an equivalent or lower pay grade (unless the employee has previously been laid off from a position with a higher pay grade within the past twenty-four (24) months) and the employee completed probation in that position; or 4. The employee may bump an employee in another Department in the same position, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 5. The employee may bump an employee in another Department in an equivalent or lower position in the same position series as the employee’s present position, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 6. The employee may bump an employee in another Department in a position he or she previously held, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work, and provided the position is in an equivalent or lower pay grade (unless the employee has previously been laid off from a position with a higher pay grade within the past twenty-four (24) months) and the employee completed probation in that position. In the event these steps create circular displacement, or chains of displacement, the County shall use the step that provides pay equal to the one the employee would have attained if the employee had bumped at the first step available and that is the least disruptive to employees as a whole and most respectful to County seniority. The County shall assign positions and position series within each Department as listed in Appendix A. The County will notify the Union of any changes it intends to make in Appendix A and/or Appendix B, and upon timely request from the Union, will meet to review any questions regarding the proposed changes. Upon agreeing or reaching impasse in such discussions, the County will implement the changes. In the event of a change in the County’s organization of Departmental structures during the term of this Agreement, the County shall meet with the Union to ensure that displacement rights are not lost.

Bumping Procedure. ‌ A regular employee may bump a less senior regular employee using County seniority provided he or she possesses the qualifications, performance record, aptitude, and ability to perform the work equal to those of the employee to be bumped. If deemed necessary, the County/Department may administer a skills test to see if the employee meets basic requirements. A regular employee may not bump or be recalled into a position with a higher pay grade or higher FTE level unless the employee has previously been laid off from such a position within the past twenty-four (24) months. A listing of positions and position series can be found in Appendix A. Bumping will proceed in the following order, so long as the step implemented is the one most economically beneficial to the bumping employee. 1. The employee may bump an employee in the same position within the same Department, starting first with the employee’s assigned Program; or 2. The employee may bump an employee in an equivalent or lower position in the same position series as the employee’s present position within the same Department, starting first with the employee’s assigned Program; or 3. The employee may bump an employee in a position he or she previously held within the same Department, starting first with the employee’s assigned Program, provided that the position is in an equivalent or lower pay grade (unless the employee has previously been laid off from a position with a higher pay grade within the past twenty-four (24) months) and the employee completed probation in that position; or 4. The employee may bump an employee in another Department in the same position, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 5. The employee may bump an employee in another Department in an equivalent or lower position in the same position series as the employee’s present position, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 6. The employee may bump an employee in another Department in a position he or she previously held, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work, and provided the position is in an equivalent or lower pay grade (unless the employee has previously been laid off from a position with a higher pay grade within the past twenty-four (24) months) and the employee completed probation in that position. 7. In the event there are multiple positions at the same pay range that the bumping employee would qualify to bump into, the employee with the least seniority shall be bumped. In the event these steps create circular displacement, or chains of displacement, the County shall use the step that provides pay equal to the one the employee would have attained if the employee had bumped at the first step available and that is the least disruptive to employees as a whole and most respectful to County seniority. The County shall assign positions and position series within each Department as listed in Appendix A. The County will notify the Union of any changes it intends to make in Appendix A and/or Appendix B, and upon timely request from the Union, will meet to review any questions regarding the proposed changes. Upon agreeing or reaching impasse in such discussions, the County will implement the changes. In the event of a change in the County’s organization of Departmental structures during the term of this Agreement, the County shall meet with the Union to ensure that displacement rights are not lost.

Bumping Procedure. ‌ A regular employee may bump a less senior regular employee using County seniority provided he or she possesses the qualifications, performance record, aptitude, and ability to perform the work equal to those of the employee to be bumped. If deemed necessary, the County/Department may administer a skills test to see if the employee meets basic requirements. A regular employee may not bump or be recalled into a position with a higher pay grade or higher FTE level unless the employee has previously been laid off from such a position within the past twenty-four (24) months. A listing of positions and position series can be found in Appendix A. Bumping will proceed in the following order, so long as the step implemented is the one most economically beneficial to the bumping employee. 1. The employee may bump an employee in the same position within the same Department, starting first with the employee’s assigned Program; or 2. The employee may bump an employee in an equivalent or lower position in the same position series as the employee’s present position within the same Department, starting first with the employee’s assigned Program; or 3. The employee may bump an employee in a position he or she previously held within the same Department, starting first with the employee’s assigned Program, provided that the position is in an equivalent or lower pay grade (unless the employee has previously been laid off from a position with a higher pay grade within the past twenty-four (24) months) and the employee completed probation in that position; or 4. The employee may bump an employee in another Department in the same position, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 5. The employee may bump an employee in another Department in an equivalent or lower position in the same position series as the employee’s present position, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 6. The employee may bump an employee in another Department in a position he or she previously held, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work, and provided the position is in an equivalent or lower pay grade (unless the employee has previously been laid off from a position with a higher pay grade within the past twenty-four (24) months) and the employee completed probation in that position. 7. In the event there are multiple positions at the same pay range that the bumping employee would qualify to bump into, the employee with the least seniority shall be bumped. In the event these steps create circular displacement, or chains of displacement, the County shall use the step that provides pay equal to the one the employee would have attained if the employee had bumped at the first step available and that is the least disruptive to employees as a whole and most respectful to County seniority. The County shall assign positions and position series within each Department as listed in Appendix Appendix A. The County will notify the Union of any changes it intends to make in Appendix A and/or Appendix B, and upon timely request from the Union, will meet to review any questions regarding the proposed changes. Upon agreeing or reaching impasse in such discussions, the County will implement the changes. In the event of a change in the County’s organization of Departmental structures during the term of this Agreement, the County shall meet with the Union to ensure that displacement rights are not lost.

Bumping Procedure. ‌ A regular employee may bump a less senior regular employee using County seniority provided he or she possesses the qualifications, performance record, aptitude, and ability to perform the work equal to those of the employee to be bumped. A regular employee may not bump or be recalled into a position with a higher pay grade or higher FTE level unless the employee has previously been laid off from such a position within the past twenty-four (24) months. A listing of positions and position series can be found in Appendix A. Bumping will proceed in the following order, so long as the step implemented is the one most economically beneficial to the bumping employee. 1. The employee may bump an employee in the same position within the same Department, starting first with the employee’s assigned Program; or 2. The employee may bump an employee in an equivalent or lower position in the same position series as the employee’s present position within the same Department, starting first with the employee’s assigned Program; or 3. The employee may bump an employee in a position he or she previously held within the same Department, starting first with the employee’s assigned Program, provided that the position is in an equivalent or lower pay grade (unless the employee has previously been laid off from a position with a higher pay grade within the past twenty-four (24) months) and the employee completed probation in that position; or 4. The employee may bump an employee in another Department in the same position, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 5. The employee may bump an employee in another Department in an equivalent or lower position in the same position series as the employee’s present position, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 6. The employee may bump an employee in another Department in a position he or she previously held, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work, and provided the position is in an equivalent or lower pay grade (unless the employee has previously been laid off from a position with a higher pay grade within the past twenty-four (24) months) and the employee completed probation in that position. In the event these steps create circular displacement, or chains of displacement, the County shall use the step that provides pay equal to the one the employee would have attained if the employee had bumped at the first step available and that is the least disruptive to employees as a whole and most respectful to County seniority. The County shall assign positions and position series within each Department as listed in Appendix A. The County will notify the Union of any changes it intends to make in Appendix A and/or Appendix B, and upon timely request from the Union, will meet to review any questions regarding the proposed changes. Upon agreeing or reaching impasse in such discussions, the County will implement the changes. In the event of a change in the County’s organization of Departmental structures during the term of this Agreement, the County shall meet with the Union to ensure that displacement rights are not lost.

Bumping Procedure. ‌ A regular employee may bump a less senior regular employee using County seniority provided he or she possesses they possess the qualifications, performance record, aptitude, and ability to perform the work equal to those of the employee to be bumped. If deemed necessary, the County/Department may administer a skills test to see if the employee meets basic requirements. A regular employee may not bump or be recalled into a position with a higher pay grade or higher FTE level unless the employee has previously been laid off from such a position within the past twenty-four (24) months. A listing of positions and position series can be found in Appendix A. Bumping will proceed in the following order, so long as the step implemented is the one most economically beneficial to the bumping employee.. 41 1. The employee may bump an employee in the same position within the same Department, starting first with the employee’s 's assigned Program; or 2. The employee may bump an employee in an equivalent or lower position in the same position series as the employee’s 's present position within the same Department, starting first with the employee’s 's assigned Program; or 3. The employee may bump an employee in a position he or she previously held within the same Department, starting first with the employee’s 's assigned Program, provided that the position is in an equivalent or lower pay grade (unless the employee has previously been laid off from a position with a higher pay grade within the past twenty-four (24) months) and the employee completed probation in that position; or 4. The employee may bump an employee in another Department in the same positionpos1t1on, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 5. The employee may bump an employee in another Department in an equivalent or lower position in the same position series as the employee’s 's present position, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 6. The employee may bump an employee in another Department in a position he or she previously held, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work, and provided the position is in an equivalent or lower pay grade (unless the employee has previously been laid off from a position with a higher pay grade within the past twenty-four (24) months) and the employee completed probation in that position. 7. In the event there are multiple positions at the same pay range that the bumping employee would qualify to bump into, the employee with the least seniority shall be bumped. In the event these steps create circular displacement, or chains of displacement, the County shall use the step that provides pay equal to the one the employee would have attained if the employee had bumped at the first step available and that is the least disruptive to employees as a whole and most respectful to County seniority. The County shall assign positions and position series within each Department as listed in Appendix Appendix A. The County will notify the Union of any changes it intends to make in Appendix A and/or Appendix B, and upon timely request from the Union, will meet to review any questions regarding the proposed changes. Upon agreeing or reaching an impasse in such discussions, the County will implement the changes. In the event of a change in the County’s 's organization of Departmental structures during the term of this Agreement, the County shall meet with the Union to ensure that displacement rights are not lost.

Bumping Procedure. ‌ A regular employee may bump a less senior regular employee using County seniority provided he or she possesses the qualifications, performance record, aptitude, and ability to perform the work equal to those of the employee to be bumped. If deemed necessary, the County/Department may administer a skills test to see if the employee meets basic requirements. A regular employee may not bump or be recalled into a position with a higher pay grade or higher FTE level unless the employee has previously been laid off from such a position within the past twenty-four (24) months. A listing of positions and position series can be found in Appendix A. Bumping will proceed in the following order, so long as the step implemented is the one most economically beneficial to the bumping employee. 1. The employee may bump an employee in the same position within the same Department, starting first with the employee’s assigned Program; or 2. The employee may bump an employee in an equivalent or lower position in the same position series as the employee’s present position within the same Department, starting first with the employee’s assigned Program; or 3. The employee may bump an employee in a position he or she previously held within the same Department, starting first with the employee’s assigned Program, provided that the position is in an equivalent or lower pay grade (unless the employee has previously been laid off from a position with a higher pay grade within the past twenty-four (24) months) and the employee completed probation in that position; or 4. The employee may bump an employee in another Department in the same position, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 5. The employee may bump an employee in another Department in an equivalent or lower position in the same position series as the employee’s present position, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 6. The employee may bump an employee in another Department in a position he or she previously held, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work, and provided the position is in an equivalent or lower pay grade (unless the employee has previously been laid off from a position with a higher pay grade within the past twenty-four (24) months) and the employee completed probation in that position. In the event these steps create circular displacement, or chains of displacement, the County shall use the step that provides pay equal to the one the employee would have attained if the employee had bumped at the first step available and that is the least disruptive to employees as a whole and most respectful to County seniority. The County shall assign positions and position series within each Department as listed in Appendix A. The County will notify the Union of any changes it intends to make in Appendix A and/or Appendix B, and upon timely request from the Union, will meet to review any questions regarding the proposed changes. Upon agreeing or reaching impasse in such discussions, the County will implement the changes. In the event of a change in the County’s organization of Departmental structures during the term of this Agreement, the County shall meet with the Union to ensure that displacement rights are not lost.

Bumping Procedure. ‌ A regular employee may bump a less senior regular employee using County seniority provided he or she possesses they possess the qualifications, performance record, aptitude, and ability to perform the work equal to those of the employee to be bumped. If deemed necessary, the County/Department may administer a skills test to see if the employee meets basic requirements. A regular employee may not bump or be recalled into a position with a higher pay grade or higher FTE level unless the employee has previously been laid off from such a position within the past twenty-four (24) months. A listing of positions and position series can be found in Appendix A. Bumping will proceed in the following order, so long as the step implemented is the one most economically beneficial to the bumping employee. 1. The employee may bump an employee in the same position within the same Department, starting first with the employee’s assigned Program; or 2. The employee may bump an employee in an equivalent or lower position in the same position series as the employee’s present position within the same Department, starting first with the employee’s assigned Program; or 3. The employee may bump an employee in a position he or she previously held within the same Department, starting first with the employee’s assigned Program, provided that the position is in an equivalent or lower pay grade (unless the employee has previously been laid off from a position with a higher pay grade within the past twenty-four (24) months) and the employee completed probation in that position; or 4. The employee may bump an employee in another Department in the same position, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 5. The employee may bump an employee in another Department in an equivalent or lower position in the same position series as the employee’s present position, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work; or 6. The employee may bump an employee in another Department in a position he or she previously held, provided the employee possesses the qualifications, performance record, aptitude, and ability to perform the work, and provided the position is in an equivalent or lower pay grade (unless the employee has previously been laid off from a position with a higher pay grade within the past twenty-four (24) months) and the employee completed probation in that position. 7. In the event there are multiple positions at the same pay range that the bumping employee would qualify to bump into, the employee with the least seniority shall be bumped. In the event these steps create circular displacement, or chains of displacement, the County shall use the step that provides pay equal to the one the employee would have attained if the employee had bumped at the first step available and that is the least disruptive to employees as a whole and most respectful to County seniority. The County shall assign positions and position series within each Department as listed in Appendix Appendix A. The County will notify the Union of any changes it intends to make in Appendix A and/or Appendix B, and upon timely request from the Union, will meet to review any questions regarding the proposed changes. Upon agreeing or reaching an impasse in such discussions, the County will implement the changes. In the event of a change in the County’s organization of Departmental structures during the term of this Agreement, the County shall meet with the Union to ensure that displacement rights are not lost.