Common use of Bumping Procedure Clause in Contracts

Bumping Procedure. Employees to be laid off may exercise their bargaining unit seniority for bumping purposes as follows: A. Employees faced with layoff who have greater seniority than the least senior employee within the same classification and department must first bump the least senior employee in the same classification and department within the bargaining unit. B. If bumping is not possible as in A above, employees faced with layoff who have greater seniority may bump the least senior employee within the same classification within the bargaining unit. C. If bumping is not possible as in B above, employees faced with layoff who have greater seniority may bump the least senior employee within another classification within his/her department with the same or lower maximum salary provided they meet the minimum qualifications of the classification and can perform the work. D. If bumping is not possible, as in C above, employees faced with layoff who have greater seniority may bump the least senior employee within another classification within the bargaining unit with the same or lower maximum salary, provided they meet the minimum qualifications of the classification and can perform the work. E. If bumping is not possible as in D above, the employee will be laid off. F. The Employer shall provide two (2) weeks prior notice of layoff. G. Employees wishing to exercise bumping privileges shall notify the Human Resources Director or his/her designee of their intent to bump and the employee shall notify the Human Resources Director or his/her designee of the person to be bumped within four (4) days of the layoff notice. H. Employees bumping to another classification or another department shall serve a thirty (30) day trial period. If the bump is unsuccessful, the employee is laid off. Employees not successful in exercising their bumping privileges will be laid off from their original classifications.

Bumping Procedure. Fundamentally, rules respecting seniority are designed to provide Employees to an equitable measure of security based on length of service with the Board and, in the event of reduction of available work and/or hours. The Board shall retain at work the Employees having the greatest amount of seniority, providing these Employees possess all the qualifications. A. The “Bumping” Procedure may be laid off may exercise their bargaining unit seniority for bumping purposes as followsimplemented in these circumstances: A. Employees faced 1. When a position is eliminated. 2. When a position is transferred. 3. When an Employee returns from leave consistent with layoff who have greater seniority than a provision of that leave which allows bumping. 4. When an Employee is bumped. 5. When organizational change occurs. B. The Bumping Procedure shall operate in the following manner: 1. At least senior employee within fifteen (15) working days prior to a circumstance in which the same classification Bumping Procedure would be implemented the Union and department must first bump the involved Employee(s) will be notified in writing listing the positions into which they could bump. 2. The Employee exercising her/his bumping rights will take the position of the lesser and least senior employee in the same classification and department within the bargaining unitdepartment first with equal hours and second with less hours, if equal hours are not available; providing the employee has on file all the qualifications required. B. If bumping is 3. In the event the laid off employee does not possible possess the seniority or qualifications to bump within the same classification, as in A outlined above, employees faced with layoff who have greater seniority she/he may bump the lesser and least senior employee within the same next lower classification within the bargaining unit. C. If bumping department first with equal hours and second with less hours, if equal hours are not available, but not greater hours, providing the employee has on file all the qualification required. The employee may continue this process through the descending order of the classifications within the department. In the event no position is not possible as in B aboveavailable after this process is fully exhausted, employees faced with layoff who have greater seniority the employee may bump the lesser and least senior employee in a different department and in a lower pay grade first with equal hours and second with less hours, if equal hours are not available, provided the bumping employee has all the qualifications required. The seniority of the employee seeking to bump into a different department shall be only that seniority (years of service) gained while the employee was previously employed and worked within another classification within histhe specific department into which she/her department he seeks to bump. 4. All subsequent Employees displaced as a result of the initial bumping will follow the procedures in Article 13.B.2 and Article 13.B.3 above. 5. The above-described procedure (time limits enunciated in Article 13.B.1 above) shall not apply to temporary layoff caused by acts of God. 6. An Employee who bumps into a new position as a result of her/his position being eliminated shall interview with the new administrator and serve a twenty (20) working day Bumping Trial Period in the new position. During the Bumping Trial Period, the Employee shall be paid at the rate of the new position. If before the end of the Bumping Trial Period the Employee does not perform satisfactorily, the Employee shall be removed from that position. Following such removal, the Employee may again bump into the same or lower maximum salary provided they meet the minimum qualifications of the job classification and can perform repeat the workBumping Procedure and Bumping Trial Period. D. If bumping is not possible, as in C above, employees faced with layoff who have greater seniority may bump the least senior employee within another classification within the bargaining unit with the same or lower maximum salary, provided they meet the minimum qualifications of the classification and can perform the work. E. If bumping is not possible as in D above, the employee will be laid off. F. The Employer shall provide two (2) weeks prior notice of layoff. G. Employees wishing to exercise bumping privileges shall notify the Human Resources Director or his/her designee of their intent to bump and the employee shall notify the Human Resources Director or his/her designee of the person to be bumped within four (4) days of the layoff notice. H. Employees bumping to another classification or another department shall serve a thirty (30) day trial period. If the bump is unsuccessful, the employee is laid off. Employees not successful in exercising their bumping privileges will be laid off from their original classifications.

Bumping Procedure. Fundamentally, rules respecting seniority are designed to provide Employees to an equitable measure of security based on length of service with the Board and, in the event of reduction of available work and/or hours. The Board shall retain at work the Employees having the greatest amount of seniority, providing these Employees possess all the qualifications. A. The “Bumping” Procedure may be laid off may exercise their bargaining unit seniority for bumping purposes as followsimplemented in these circumstances: A. Employees faced 1. When a position is eliminated. 2. When a position is transferred. 3. When an Employee returns from leave consistent with layoff who have greater seniority than a provision of that leave which allows bumping. 4. When an Employee is bumped. 5. When organizational change occurs. B. The Bumping Procedure shall operate in the following manner: 1. At least senior employee within fifteen (15) working days prior to a circumstance in which the same classification Bumping Procedure would be implemented the Union and department must first bump the involved Employee(s) will be notified in writing listing the positions into which they could bump. 2. The Employee exercising her/his bumping rights will take the position of the lesser and least senior employee in the same classification and department within the bargaining unitdepartment first with equal hours and second with less hours, if equal hours are not available; providing the employee has on file all the qualifications required. B. If bumping is 3. In the event the laid off employee does not possible possess the seniority or qualifications to bump within the same classification, as in A outlined above, employees faced with layoff who have greater seniority she/he may bump the lesser and least senior employee within the same next lower classification within the bargaining unit. C. If bumping department first with equal hours and second with less hours, if equal hours are not available, but not greater hours, providing the employee has on file all the qualification required. The employee may continue this process through the descending order of the classifications within the department. In the event no position is not possible as in B aboveavailable after this process is fully exhausted, employees faced with layoff who have greater seniority the employee may bump the lesser and least senior employee in a different department and in a lower pay grade first with equal hours and second with less hours, if equal hours are not available, provided the bumping employee has all the qualifications required. The seniority of the employee seeking to bump into a different department shall be only that seniority (years of service) gained while the employee was previously employed and worked within another classification within histhe specific department into which she/her department he seeks to bump. 4. All subsequent Employees displaced as a result of the initial bumping will follow the procedures in Article 13.B.2 and Article 13.B.3 above. 5. The above-described procedure (time limits enunciated in Article 13.B.1 above) shall not apply to temporary layoff caused by acts of God. 6. An Employee who bumps into a new position because of her/his position being eliminated shall interview with the new administrator and serve a twenty (20) working day Bumping Trial Period in the new position. During the Bumping Trial Period, the Employee shall be paid at the rate of the new position. If before the end of the Bumping Trial Period the Employee does not perform satisfactorily, the Employee shall be removed from that position. Following such removal, the Employee may again bump into the same or lower maximum salary provided they meet the minimum qualifications of the job classification and can perform repeat the workBumping Procedure and Bumping Trial Period. D. If bumping is not possible, as in C above, employees faced with layoff who have greater seniority may bump the least senior employee within another classification within the bargaining unit with the same or lower maximum salary, provided they meet the minimum qualifications of the classification and can perform the work. E. If bumping is not possible as in D above, the employee will be laid off. F. The Employer shall provide two (2) weeks prior notice of layoff. G. Employees wishing to exercise bumping privileges shall notify the Human Resources Director or his/her designee of their intent to bump and the employee shall notify the Human Resources Director or his/her designee of the person to be bumped within four (4) days of the layoff notice. H. Employees bumping to another classification or another department shall serve a thirty (30) day trial period. If the bump is unsuccessful, the employee is laid off. Employees not successful in exercising their bumping privileges will be laid off from their original classifications.

Bumping Procedure. Fundamentally, rules respecting seniority are designed to provide Employees to an equitable measure of security based on length of service with the Board and, in the event of reduction of available work and/or hours. The Board shall retain at work the Employees having the greatest amount of seniority, providing these Employees possess all the qualifications. A. The “Bumping” Procedure may be laid off may exercise their bargaining unit seniority for bumping purposes as followsimplemented in these circumstances: A. Employees faced 1. When a position is eliminated. 2. When a position is transferred. 3. When an Employee returns from leave consistent with layoff who have greater seniority than a provision of that leave which allows bumping. 4. When an Employee is bumped. 5. When organizational change occurs. B. The Bumping Procedure shall operate in the following manner: 1. At least senior employee within fifteen (15) working days prior to a circumstance in which the same classification Bumping Procedure would be implemented the Union and department must first bump the involved Employee(s) will be notified in writing listing the positions into which they could bump. 2. The Employee exercising her/his bumping rights will take the position of the lesser and least senior employee in the same classification and department within the bargaining unitdepartment having equal but not greater hours, providing the employee has on file all the qualifications required. B. If bumping is 3. In the event the laid off employee does not possible possess the seniority or qualifications to bump within the same classification, as in A outlined above, employees faced with layoff who have greater seniority she may bump the lesser and least senior employee within the same next lower classification within the bargaining unit. C. If bumping department having equal but not greater hours, providing the employee has on file all the qualification required. The employee may continue this process through the descending order of the classifications within the department. In the event no position is not possible as in B aboveavailable after this process is fully exhausted, employees faced with layoff who have greater seniority the employee may bump the lesser and least senior employee in a different department and in a lower pay grade having equal or less hours, provided the bumping employee has all the qualifications required. The seniority of the employee seeking to bump into a different department shall be only that seniority (years of service) gained while the employee was previously employed and worked within another classification within histhe specific department into which she seeks to bump. 4. All subsequent Employees displaced as a result of the initial bumping will follow the procedures in Article 13.B.2 and Article 13.B.3 above. 5. The above-described procedure (time limits enunciated in Article 13.B.1 above) shall not apply to temporary layoff caused by acts of God. 6. An Employee who bumps into a new position as a result of her/her department with his position being eliminated shall serve a twenty (20) working day Bumping Trial Period in the new position. During the Bumping Trial Period, the Employee shall be paid at the rate of the new position. If before the end of the Bumping Trial Period the Employee does not perform satisfactorily, the Employee shall be removed from that position. Following such removal, the Employee may again bump into the same or lower maximum salary provided they meet the minimum qualifications of the job classification and can perform repeat the workBumping Procedure and Bumping Trial Period. D. If bumping is not possible, as in C above, employees faced with layoff who have greater seniority may bump the least senior employee within another classification within the bargaining unit with the same or lower maximum salary, provided they meet the minimum qualifications of the classification and can perform the work. E. If bumping is not possible as in D above, the employee will be laid off. F. The Employer shall provide two (2) weeks prior notice of layoff. G. Employees wishing to exercise bumping privileges shall notify the Human Resources Director or his/her designee of their intent to bump and the employee shall notify the Human Resources Director or his/her designee of the person to be bumped within four (4) days of the layoff notice. H. Employees bumping to another classification or another department shall serve a thirty (30) day trial period. If the bump is unsuccessful, the employee is laid off. Employees not successful in exercising their bumping privileges will be laid off from their original classifications.