Common use of Bumping Clause in Contracts

Bumping. 1. For the purpose of this section, maximum possible annual base compensation is base hourly rate per the salary schedule calculated at the highest step of the Employee’s permanent job classification multiplied by the Employee’s scheduled days and hours. 2. The most-senior person in a job classification that is impacted by the Board approved position eliminations/reductions will begin the bumping process by bumping into a comparable position currently held by an Employee with the least district-wide seniority within the job classification closest to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occurs. If there are no comparable positions within the affected pay grade, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications in the job description until all such options are exhausted. Employees must bump the least-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications in the job description and only if there are no available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping process. 3. Employees whose position currently provides health, optical, and dental benefits may bump into a vacant position that becomes vacant during the bumping meeting with less annual base compensation in order to maintain the Employee’s health, optical, and dental benefits, contract proration will apply. 4. Affected Employees to be laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay off.

Bumping. 1. For the purpose of this section, maximum possible annual base compensation is base hourly rate per the salary schedule calculated at the highest step of the Employee’s permanent job classification multiplied by the Employee’s scheduled days and hours. 2. The most-senior person in a job classification that is impacted by the Board board approved position eliminations/reductions will begin the bumping process by bumping into a comparable position currently held by an Employee with the least district-wide seniority within the job classification closest to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occursoccurs closest to the Employee’s current hours per day. No Employee will be allowed to exercise a bump to replace another employee whose hours per day are greater than the affected Employee. Extra monies earned by one-to-one special education paraprofessionals will not be used for displacement, bumping and recall purposes and will be based solely on the employee’s job classification and hours per day. If there are no comparable positions within the affected pay grade, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s maximum possible annual base compensation hours per day in the Employeeemployee’s permanent job classification or pay grade for which the Employee employee meets the qualifications in the job description until all such options are exhausted. Employees must bump the least-senior Employee closest to but not exceeding If the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications in the job description exhausts all possibilities and only if there are no available jobs in positions remaining, the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation be laid off. If the laid-off Employee fails to exercise his/her right to bump, the Employee shall be considered as a result of having resigned his/her employment from the bumping processschool district. 2. Any Employee who assumes a new job assignment due to the lay-off procedure will be placed on a salary step that will provide him/her an amount of pay that is nearest to what the employee earned previously 3. Employees whose position currently provides health, optical, and dental benefits may bump into a vacant position that becomes vacant during the bumping meeting with less annual base compensation in order to maintain the Employee’s health, optical, and dental benefits, contract proration will apply. 4. Affected Employees to be laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay off.

Bumping. The employee scheduled for layoff under Section D. may elect to either accept layoff or bump in accordance with the process outlined in this Section. An employee scheduled for layoff who fails or is unable, in accordance with Section D.3., to exercise the option to bump to the least senior position shall be laid off. Within seven calendar days of receipt of notification of layoff, the employee scheduled for layoff shall notify the Employer of his/her decision to either accept layoff or bump within his/her current class series, as listed below. Alternatively, an employee may bump into the least senior position in the layoff unit in a former class series at or below any level at which the employee had satisfactorily completed the required probationary period. This alternative shall not apply to employees who were demoted from the higher paying class for disciplinary reasons or who transferred from the higher paying classification in less than satisfactory employment status. An employee seeking to bump into another position must meet all requirements in accordance with Section D.3. As a result of bumping, an employee shall not earn more than the maximum rate of the lower classification bumped into or more than the rate previously earned in a higher classification from which the employee bumped. When an employee bumps downward, he/she shall be paid at that step in the lower level pay range which credits the service in the higher level range(s) to the step at which the employee was paid when promoted from a lower level. Corrections Medical Aide Corrections Medical Officer 8 Corrections Medical Officer E9 Corrections Medical Unit Officer E10 Corrections Officer Corrections Officer 8 Corrections Officer E9 Resident Unit Officer 10 Forensic Security Aide Forensic Security Assistant 8 Forensic Security Assistant 9 Forensic Security Assistant E10 Special Alternative Incarceration Officer Special Alternative Incarceration Officer 9 Special Alternative Incarceration Officer E10 Bump process--after the parties have identified the layoff unit: 1. For The Employer shall identify the purpose vacancies and least senior employees within the layoff unit equal to the number of this section, maximum possible annual base compensation is base hourly rate per positions being abolished within the salary schedule calculated at the highest step of the Employee’s permanent job classification multiplied by the Employee’s scheduled days and hourslayoff unit. These least senior employees shall be issued layoff notices. 2. The most-senior person If the layoff unit contains more than one work location, employees remaining in a job classification that is impacted the layoff unit who are displaced from their original work location (due to the closure, reduction consolidation, etc.), will be placed in existing vacancies or the vacated positions identified in step 1 above. Placement into these positions shall be in seniority order based on preferences provided by the Board approved position eliminations/reductions will begin the bumping process by bumping into a comparable position currently held by an Employee with the least district-wide seniority within the job classification closest to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occurs. If there are no comparable positions within the affected pay grade, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications in the job description until all such options are exhausted. Employees must bump the least-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications in the job description and only if there are no available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping processemployees. 3. Employees whose position currently provides healthremaining in the layoff unit may request an exchange transfer (one for one transfer) with any bargaining unit member in the same classification in accordance with Article 15 Part D §A.6., opticaleither within or outside the layoff unit. Exchange transfers shall not be unreasonably denied and will be processed with the rest of the layoff unit moves, and dental benefits may bump into a vacant position that becomes vacant if possible. In addition, during the bumping meeting with less annual base compensation bump process, exchange transfers occurring within this Article shall supersede all other closer to home and seniority based transfers or recalls, as no vacancy exists. Requests for exchange transfers shall be in order writing by both employees requesting to maintain the Employee’s health, optical, and dental benefits, contract proration will applyexchange. 4. Affected Employees The parties may reach mutual agreement to be laid off will have notices sent modify the process to the Employee at the Employee’s last known address minimize impact on file with the district by express mail at least fourteen (14) calendar days in advance of lay offaffected employees as necessary.

Bumping. 1. For Should there be a reduction of Cabin Personnel, Cabin Personnel will be subject to layoffs in reverse order of seniority, i.e., the purpose of this section, maximum possible annual base compensation is base hourly rate per the salary schedule calculated at the highest step of the Employee’s permanent job classification multiplied by the Employee’s scheduled days and hours. 2. The most-senior person in a job classification that is impacted by the Board approved position eliminations/reductions will begin the bumping process by bumping into a comparable position currently held by an Employee Cabin Attendant with the least districtseniority will be affected first. A laid-wide off Cabin Attendant may bump one with less seniority in a lower classification. Each Cabin Attendant bumped in this way may exercise his seniority rights as described in this paragraph, provided that there is a Cabin Attendant who has less seniority than he has. Only a Cabin Attendant in a Flight Attendant classification may exercise his bumping privileges at another base for the sole purpose of retaining his job. A laid-off Cabin Attendant will inform Planning Department (Senior Planner Crew of his decision in writing within seventy-two (72) hours from the job classification closest date of receipt by registered mail of his layoff notice. A Cabin Attendant who exercises his bumping privileges is considered to but not exceeding be active at his temporary base after having completed the Employee’s maximum possible annual pairings (and/or reserve days) scheduled on his block awarded and worked at his home base. Furthermore,the Company will allocate the period of time referred to in Article to reach his temporary base compensation where and will facilitate the reduction transportation of the Cabin Attendant exercising his bumping privileges. Recalls to work will be carried out in reverse order of layoffs or elimination occursbumping. If there are no comparable positions within The Company will notify the affected pay gradelaid-off Cabin Attendant, the Employee will continue the bumping process according to a job classification closest to but not exceeding the affected Employee’s maximum possible annual base compensation his seniority standing, of any recall, even in the Employee’s permanent job classification or pay grade for which case of recall at a base other than the Employee meets the qualifications in the job description until all such options are exhaustedone where he is normally assigned; moreover, it is agreed that a Cabin Attendant may refuse recall to another base, without prejudice to his subsequent recall rights. Employees must bump the least-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not ▇▇▇▇▇▇ notices will be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications in the job description and only if there are no available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping process. 3. Employees whose position currently provides health, optical, and dental benefits may bump into a vacant position that becomes vacant during the bumping meeting with less annual base compensation in order to maintain the Employee’s health, optical, and dental benefits, contract proration will apply. 4. Affected Employees to be laid off will have notices sent to the Employee Cabin Attendants in writing by registered mail at the Employee’s their last known address on file with the district by express mail address, at least fourteen (14) calendar days in advance advance. On receiving such notice, which shall be considered to be two days after the mailing date, a Cabin Attendant will have seven (7) days to notify the Company of lay his intention to return to work. It the Cabin Attendant's responsibility to promptly send the Company written notification of any change of address. A Cabin Attendant may, within the time limits stipulated in Article agree to return to work or remain on the layoff list, on a voluntary basis only. If, under exceptional circumstances, the Company needs additional Cabin Personnel for a maximum period of fourteen (14) days and it cannot respect the time limits stipulated in Article it may recall ▇▇▇▇▇ Attendants, with the Union's consent, in reverse order of layoffs; however, no penalty may be claimed by a Cabin Attendant who could not be reached on the first telephone call or who was not willing to perform such work. Recall rights will terminate sixty (60) months after the date of layoff, in accordance with Article A Cabin Attendant notified of an assignment of under thirty-one (31) days may refuse recall. A laid-off Cabin Attendant who refuses an assignment of under thirty-one (31) days will remain on the layoff list according to his seniority. He fails to accept or respond to notice of an assignment of thirty-one (31) days and over at his home base. He fails to report for work on the date scheduled as mentioned on his recall notification, as stipulated in Article without reasonable Days off Under the terms of Article (monthly days off) or ,-a Cabin Attendant who is laid-off or recalled to work will be granted a number of days off prorated according to the number of days when his name was on the payroll. For insurance purposes, a Cabin Attendant laid-off for a specified period of over thirty-one (31) days cannot continue to benefit from the insurance plan, starting from the very beginning of his layoff period.

Bumping. 1In the event an employee is laid off or a position becomes redundant, employees affected may bump an employee with less seniority, in accordance with the terms following, provided that the employee exercising the right to bump is qualified to perform the work of the less senior employee. For The right to bump shall include the purpose right to bump up. Employees exercising their seniority rights under the provisions of this section, maximum possible annual base compensation is base hourly rate per the salary schedule calculated at the highest step Article shall do so within four (4) days of the Employee’s permanent job classification multiplied by notice of layoff. 2005/2008 (a) Employees will belong to one of the Employee’s scheduled days following divisions: • Inside Division (including clerical staff and hours.technical staff in all departments) • Outside Division • Parks Recreation & Culture Division (excluding parks workers, clerical and administrative positions) 2005/2008 (b) The divisions will include the following groups of employees: Inside Division (includes all staff within the named sections unless otherwise noted) Corporate Administration Department Planning Department Engineering Department Finance Department (including Purchasing) Fire Rescue Department Forestry Department – Schedule A (including clerical and technical staff) Inspection Services Department Parks, Recreation & Culture Department – Schedule A (clerical and administrative staff) Public Works (clerical staff) RCMP Detachment (clerical, guards, court liaison, exhibits) Shop Forestry Department – Schedule B (excluding clerical and technical staff) Parks workers (including cemetery, labourers and equipment operators) Aquatic Centre staff Program Registration/Receptionist staff Programming staff Facilities maintenance workers 2005/2008 (c) Employees exercising their bumping rights shall bump first within their division to a position that offers the same number, or a greater number of hours of work, in the following sequence: 2. The most-senior person in a job classification that is impacted by the Board approved position eliminations/reductions will begin the bumping process by bumping into a comparable position currently held by an Employee with (i) the least district-wide seniority senior employee in all of the higher pay grades within the job classification closest to but not exceeding division, or (ii) the Employee’s maximum possible annual base compensation where the reduction or elimination occurs. If there are no comparable positions least senior employee within the affected employee’s job classification, then (iii) the least senior employee within the employee’s pay grade, then (iv) the Employee will continue least senior employee in the bumping process to a job classification closest to but not exceeding next lower pay grade(s) successively within the Division (v) the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications in the job description until all such options are exhausted. Employees must bump the least-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass employee(s) may always choose a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications in the job description and only with fewer hours if there are no available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping processthey wish. 3. Employees whose position currently provides health, optical, and dental benefits may bump into a vacant position that becomes vacant during the bumping meeting with less annual base compensation in order to maintain the Employee’s health, optical, and dental benefits, contract proration will apply. 4. Affected Employees to be laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay off.

Bumping. 1a) Employees whose positions have been eliminated shall bump the least senior Employee holding their job title at their location, if they have the qualifications and competencies required for the position. b) If Employees are unable to bump another Employee at their location, they may bump the least senior Employee holding their job title at another location, if they have the qualifications and competencies required for the position. For Should they refuse, the purpose option stipulated in paragraph c) shall apply. c) If Employees are unable to bump another Employee holding the same job title, they shall bump the least senior Employee at the same or a lower salary level at their location, if they have the qualifications and competencies required for the position. Should they refuse, the options set out in paragraph b) or c) of this sectionclause 32.6 shall apply. d) If Employees are unable to bump an Employee at the same or a lower salary level at their location, they may bump the least senior Employee at the same or a lower salary level at another location. Should they refuse, the options set out in paragraph b) or c) of clause 32.6 shall apply. e) Employees who bump an Employee holding a position at a lower salary level shall receive the maximum possible annual base compensation is base hourly rate per salary within their new job classification if they were receiving the maximum salary within their former job classification. If Employees were not receiving the maximum salary for their job classification, they shall be placed on the salary schedule calculated scale of the new job classification where the salary is equal or, failing that, at the highest step of the Employee’s permanent job classification multiplied by the Employee’s scheduled days and hours. 2. The most-senior person in a job classification that is impacted by the Board approved position eliminations/reductions will begin the bumping process by bumping into a comparable position currently held by an Employee with the least district-wide seniority within the job classification closest to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occurs. If there are no comparable positions within the affected pay grade, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications in the job description until all such options are exhausted. Employees must bump the least-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensationnext higher salary. Employees shall not be allowed to pass a position closest to but not exceeding move up in their new job classification in accordance with the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications provisions stipulated in the job description Collective Agreement. f) An introduction and only if there are trial period of no available jobs more than sixty (60) days may be required. If the trial period is not determinative, Employees have the right to the options stipulated in paragraph b) or c) of clause 32.6. g) Employees who bump an Employee in a permanent position at another location have the right to the conditions stipulated in the Employee’s classification or pay grade that are closest to but not exceeding policies in place for the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping processCorporation. 3. Employees whose position currently provides health, optical, and dental benefits may bump into a vacant position that becomes vacant during the bumping meeting with less annual base compensation in order to maintain the Employee’s health, optical, and dental benefits, contract proration will apply. 4. Affected Employees to be laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay off.

Bumping. 1If the person occupying a position identified for layoff is a permanent employee, they may elect to exercise bumping rights, if available. For purposes of bumping, full time and part time employees working at least fifty percent (50%) shall be considered within the purpose of this sectionsame category, maximum possible annual base compensation is base hourly rate per and part time employees working less than fifty percent (50%) in a separate category. To exercise bumping rights, the salary employee must assume the work schedule calculated at the highest step and hours of the Employee’s permanent job classification multiplied by person to be bumped. If the Employee’s scheduled days and hours. 2. The most-senior person in a job classification that employee targeted for layoff is impacted by the Board approved position eliminations/reductions will begin the bumping process by bumping into a comparable position currently held by an Employee with not the least district-wide seniority within senior employee in that job title in that Department, they may bump the least senior employee in the same job classification closest to but not exceeding title in the Employee’s maximum possible annual base compensation where same Department, provided they meet all special requirements for the reduction or elimination occursposition as stated in the current internal department job description. If there are no comparable positions within the affected pay grade, employee targeted for layoff is the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications least senior employee in the job description until all such options title in that Department, if they are exhausted. Employees must the sole employee in that job title in that Department, or if they are a bumpee, they may bump the least-least senior Employee closest employee in any lower level of their job series in the same Department provided they have more seniority than the bumpee and meet all special requirements for the position as stated in the current internal department job description. If an employee is prevented from bumping because they do not meet the special requirements for a position, and there are other employees in the job title or series in the Department less senior than the employee, the employee may bump the next least senior employee if they meet all special requirements for that position as stated in the internal department job description. When all Department options have been exhausted, the employee identified for layoff may bump the least senior employee in the job title or, if none, in any lower level of their job series within the same Division if they have more seniority than the bumpee and meet all special requirements for that position as stated in the current internal department job description. Bumping option(s) will be given to the employee within seven calendar days of the written notification of position elimination provided to that employee. An employee who has a bump available must provide written notice of whether they elect to exercise those rights within seven calendar days of notice of their bumping option(s). The election shall be binding on the employee and failure to elect shall constitute a waiver of bumping rights. A permanent employee who is bumped shall have the same rights as an employee who is laid off, except that a bumpee shall receive as much notice as possible, but not exceeding the affected Employee’s maximum possible annual base compensationless than two (2) weeks. Employees However, a bumpee shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications in the job description and only if there are no available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping process. 3. Employees whose position currently provides health, optical, and dental benefits may bump into a vacant position that becomes vacant terminated during the bumping meeting with less annual base compensation in order to maintain notice period the Employee’s health, optical, and dental benefits, contract proration will applyinitial targeted employee received. 4. Affected Employees to be laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay off.

Bumping. 1a) The Board shall determine which positions are to be eliminated or reduced in hours. For the purpose of this sectionWhere positions are interchangeable and not tied to geographic location, maximum possible annual base compensation Article 8.01 shall apply. Geographic location is base hourly rate per the salary schedule calculated at the highest step defined as being within 20 kilometres of the Employee’s School Board Office. (Locations outside of the 20 kilometre limit include Clearview, Prespatou, Upper Halfway, Wonowon, Hudson's Hope, Upper Pine, and Buick Creek Schools.) If an employee chooses to commute to a position outside the geographic location as defined, s/he may do so, with the exception of Prespatou and Upper Halfway. b) An employee whose position is subject to layoff or reduction of hours shall be entitled to bump the junior employee within the same classification within his/her department, subject to geographic location as defined in (a) above. Should the employee be last on his/her department seniority list, s/he will be able to bump any junior employee within the bargaining unit provided the senior employee has the skill and ability to perform the work. Conditional on satisfactory service, the position shall become permanent job classification multiplied by the Employee’s scheduled days after forty (40) working days. c) Full-time employees may bump any employee with equal or less number of hours and in accordance with (b) above. Part-time employees may bump only part-time employees with equal or less number of hours. 2d) The employee shall exercise his/her bumping rights in writing within five (5) working days of receiving layoff or reduction notice. The most-senior person Board will give the employee his/her options for bumping within five (5) working days and the employee will have five (5) working days to inform the board of his/her intended action. e) Where an employee declines to exercise this right, it shall be forfeited for that layoff or reduction. No one may bump into an Educational Assistant, Bus Attendant (Special Needs), Early Childhood Educator, Youth Care Worker, or Aboriginal Student Support Worker position. Employees in a job classification that is impacted by the Board approved position eliminations/reductions will begin these positions may bump outside their department as laid out in Article 8.01. However, the bumping process by bumping into a comparable position currently held by an Employee with provision applies to the least district-wide seniority within the job classification closest to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occursbalance of that department, being Lunch Period Monitor, Lunch Period Monitor (Meals), Crossing Guard, Bus Attendant (Playground) and Hall Monitor classifications. If there are no comparable positions within the affected pay gradeThat is, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications in the job description until all such options are exhausted. Employees must bump the least-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications in the job description and only if there are no available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping process. 3. Employees whose position currently provides health, optical, and dental benefits someone may bump into a vacant Lunch Period Monitor, Lunch Period Monitor (Meals), Crossing Guard, Bus Attendant (Playground), or Hall Monitor position. f) If a new position that becomes vacant during classification is deemed to be in the Educational Assistant Department, the Board and Union will jointly determine how the bumping meeting with less annual base compensation in order clause will apply to maintain the Employee’s health, optical, and dental benefits, contract proration will applynew classification. 4. Affected Employees to g) Notice Period i) In the case of layoff, see Article 8.02. ii) In the case of a reduction in hours of work, an employee will be laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance given a minimum of lay off.twenty-eight

Bumping. In instances where a job is eliminated, the displaced employee(s) shall have the right to transfer to a job in line with seniority in the manner prescribed below, provided the employee currently possesses the capability and qualifications to perform the duties of the new job. Employees may not bump into a position which results in a promotion except in the following circumstances: • the promoted position sought is one previously awarded to the employee; or • the result of the promotion is one grade difference; or • the promoted position sought is supervisory and is equivalent to the employee’s eliminated supervisory position. Article 10.01 (b) is applied to bumps into promoted positions. Employees who choose to bump into a lower grade level than that which is available to them shall not be entitled to wage protection (e.g. if a grade VI could bump a grade V and chooses to bump a grade Ill, then they shall not have their wage rate protected). (1. For ) An employee exercising a right to bump another employee must advise the purpose Employer within five (5) calendar days after receiving the seniority list referred to in subsection (2) of this section, maximum possible annual base compensation is base hourly rate per the salary schedule calculated his or her intention to bump an employee at the highest step same worksite or bump an employee at a different worksite within the Dovetailed Seniority List Area (see definitions). (2) An employee who has received a displacement notice must decide whether to bump another employee, within the time set out in subsection (1), after receiving from the employer a list of the Employee’s permanent job classification multiplied by positions on the Employee’s scheduled days and hourssame seniority list. (3) An employee making a decision under subsection (2. The most-senior person in a job classification that is impacted by the Board approved position eliminations/reductions will begin the bumping process by bumping into ) may, bump an employee at their worksite who occupies a comparable position currently held by an Employee with the least district-wide seniority within the job in a classification closest to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occurs. If there are no comparable positions within the affected pay grade, the Employee will continue that entails performing duties the bumping process employee is qualified to perform and capable of performing. (a) An employee who does not have an option under paragraph (3) above may bump a job classification closest junior employee at their worksite who occupies a position that entails performing duties the bumping employee is qualified to but not exceeding perform and capable of performing or (b) An employee may bump the affected Employee’s maximum possible annual base compensation most junior employee of any worksite in the Employee’s permanent job classification or pay grade for which dovetailed seniority list area who occupies a comparable position that entails performing duties the Employee meets the qualifications bumping employee is qualified to perform and capable of performing. (See definition of Dovetailed Seniority List Area in the job description until all such options are exhausted. Employees must Definitions Section.) (5) An employee who fails to exercise his or her right to bump the least-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee another employee under this Article may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications in the job description and only if there are no available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping process. 3. Employees whose position currently provides health, optical, and dental benefits may bump into a vacant position that becomes vacant during the bumping meeting with less annual base compensation in order to maintain the Employee’s health, optical, and dental benefits, contract proration will apply. 4. Affected Employees to be laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen any time after seven (147) calendar days from the date on which the employee received the seniority list referred to in advance paragraph (2) above or at the expiry of lay offthe employee’s notice period, whichever is later. (6) An employee may opt, within their notice period, to express an interest in an “unfilled vacancy” or be placed on recall and have her name placed on a casual list at any one worksite within the Dovetailed Seniority List Area. In the latter circumstance, her seniority will be transferred to the new worksite.

Bumping. In instances where a job is eliminated, the displaced employee(s) shall have the right to transfer to a job in line with seniority in the manner prescribed below, provided the employee currently possesses the capability and qualifications to perform the duties of the new job. A meeting will be arranged between the displaced employee and the employer representative to review the displaced employee’s options. The employee will be made aware of her/his right to have a ▇▇▇▇▇▇▇ present. ▇▇▇▇▇▇▇ availability will not result in a delay of the displacement meeting. Employees may not bump into a position which results in a promotion except in the following circumstances: • the promoted position sought is one previously held by the employee; or • the result of the promotion is one grade difference; or • the promoted position sought is supervisory and is equivalent to the employee’s eliminated supervisory position. Article 10.01 (b) is applied to bumps into promoted positions. Employees who choose to bump into a lower grade level than that which is available to them shall not be entitled to wage protection (e.g. if a grade VI could bump a grade V and chooses to bump a grade Ill, then they shall not have their wage rate protected). (1. For ) An employee exercising a right to bump another employee must advise the purpose Employer within seven (7) calendar days after receiving the seniority list referred to in subsection (2) of this section, maximum possible annual base compensation is base hourly rate per the salary schedule calculated his or her intention to bump an employee at the highest step same worksite or bump an employee at a different worksite within the Dovetailed Seniority List Area (see definitions). The Dovetailed seniority list shall include the following information: • worksite, • seniority date for regular employees, • FTE, and • grade. (2) An employee who has received a displacement notice must decide whether to bump another employee, within the time set out in subsection (1), after receiving from the employer a list of the Employee’s permanent job classification multiplied by positions on the Employee’s scheduled days and hourssame seniority list. (3) An employee making a decision under subsection (2. The most-senior person in a job classification that is impacted by the Board approved position eliminations/reductions will begin the bumping process by bumping into ) may, bump an employee at their worksite who occupies a comparable position currently held by an Employee with the least district-wide seniority within the job in a classification closest to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occurs. If there are no comparable positions within the affected pay grade, the Employee will continue that entails performing duties the bumping process employee is qualified to perform and capable of performing. (a) An employee who does not have an option under paragraph (3) above may bump a job classification closest junior employee at their worksite who occupies a position that entails performing duties the bumping employee is qualified to but not exceeding perform and capable of performing or (b) An employee may bump the affected Employee’s maximum possible annual base compensation most junior employee of any worksite in the Employee’s permanent job classification or pay grade for which dovetailed seniority list area who occupies a comparable position that entails performing duties the Employee meets the qualifications bumping employee is qualified to perform and capable of performing. (See definition of Dovetailed Seniority List Area in the job description until all such options are exhausted. Employees must Definitions Section.) (5) An employee who fails to exercise his or her right to bump the least-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee another employee under this Article may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications in the job description and only if there are no available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping process. 3. Employees whose position currently provides health, optical, and dental benefits may bump into a vacant position that becomes vacant during the bumping meeting with less annual base compensation in order to maintain the Employee’s health, optical, and dental benefits, contract proration will apply. 4. Affected Employees to be laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen any time after seven (147) calendar days from the date on which the employee received the seniority list referred to in advance paragraph (2) above or at the expiry of lay offthe employee’s notice period, whichever is later. (6) An employee may opt, within their notice period, to express an interest in an “unfilled vacancy” or be placed on recall and have her name placed on a casual list at any one worksite within the Dovetailed Seniority List Area. In the latter circumstance, her seniority will be transferred to the new worksite.

Bumping. The employee scheduled for layoff under Section D. may elect to either accept layoff or bump in accordance with the process outlined in this Section. An employee scheduled for layoff who fails or is unable, in accordance with Section D.3., to exercise the option to bump to the least senior position shall be laid off. Within seven calendar days of receipt of notification of layoff, the employee scheduled for layoff shall notify the Employer of his/her decision to either accept layoff or bump within his/her current class series, as listed below. Alternatively, an employee may bump into the least senior position in the layoff unit in a former class series at or below any level at which the employee had satisfactorily completed the required probationary period. This alternative shall not apply to employees who were demoted from the higher paying class for disciplinary reasons or who transferred from the higher paying classification in less than satisfactory employment status. An employee seeking to bump into another position must meet all requirements in accordance with Section D.3. As a result of bumping, an employee shall not earn more than the maximum rate of the lower classification bumped into or more than the rate previously earned in a higher classification from which the employee bumped. When an employee bumps downward, he/she shall be paid at that step in the lower level pay range which credits the service in the higher level range(s) to the step at which the employee was paid when promoted from a lower level. Classification Classes in Series Corrections Medical Aide Corrections Medical Officer 8 Corrections Medical Officer E9 Corrections Medical Unit Officer E10 Corrections Officer Corrections Officer 8 Corrections Officer E9 Resident Unit Officer 10 Forensic Security Aide Forensic Security Assistant 8 Forensic Security Assistant 9 Forensic Security Assistant E10 Special Alternative Incarceration Officer Special Alternative Incarceration Special Alternative Incarceration Officer E10 Bump process--after the parties have identified the layoff unit: 1. For The Employer shall identify the purpose least senior employees within the layoff unit equal to the number of this section, maximum possible annual base compensation is base hourly rate per filled positions being abolished within the salary schedule calculated at the highest step of the Employee’s permanent job classification multiplied by the Employee’s scheduled days and hourslayoff unit. These least senior employees shall be issued layoff notices. 2. The most-senior person If the layoff unit contains more than one work location, employees remaining in a job classification that is impacted the layoff unit who are displaced from their original work location (due to the closure, reduction consolidation, etc.), will be placed in the vacated positions identified in step 1 above. Placement into these positions shall be in seniority order based on preferences provided by the Board approved position eliminations/reductions will begin the bumping process by bumping into a comparable position currently held by an Employee with the least district-wide seniority within the job classification closest to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occurs. If there are no comparable positions within the affected pay grade, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications in the job description until all such options are exhausted. Employees must bump the least-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications in the job description and only if there are no available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping processemployees. 3. Employees whose position currently provides healthremaining in the layoff unit may request an exchange transfer (one for one transfer) with any bargaining unit member in the same classification in accordance with Article 15 Part D §A.6., opticaleither within or outside the layoff unit. Exchange transfers shall not be unreasonably denied and will be processed with the rest of the layoff unit moves, and dental benefits may bump into a vacant position that becomes vacant if possible. In addition, during the bumping meeting with less annual base compensation bump process, exchange transfers occurring within this Article shall supersede all other closer to home and seniority based transfers or recalls, as no vacancy exists. Requests for exchange transfers shall be in order writing by both employees requesting to maintain the Employee’s health, optical, and dental benefits, contract proration will applyexchange. 4. Affected Employees The parties may reach mutual agreement to be laid off will have notices sent modify the process to the Employee at the Employee’s last known address minimize impact on file with the district by express mail at least fourteen (14) calendar days in advance of lay offaffected employees as necessary.

Bumping. Upon receiving a notice of layoff from his/her their position, a regular full-time, regular part-time or special part-time employee may bump lower seniority employees within the Bargaining Unit under the following conditions: 1. For the purpose of this section, maximum possible annual base compensation is base hourly rate per the salary schedule calculated at the highest step of the Employee’s permanent job classification multiplied by the Employee’s scheduled days and hoursA bumping employee may only bump employees within their own program. 2. The most-senior person in a job classification that is impacted by the Board approved position eliminations/reductions will begin the bumping process by bumping employee cannot move into a comparable position currently held by an Employee with of a higher salary grade. 3. A bumping special part-time employee may not bump a regular full-time or regular part-time employee. 4. A bumping employee may bump the least district-wide seniority senior employee within the job classification closest to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occurs. If there are no comparable positions within the affected pay his/her their salary grade, the Employee will continue the except that a bumping process to a job classification closest to but not exceeding the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications in the job description until all such options are exhausted. Employees must full-time employee may bump the leastleast senior full-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade time employee in order to maintain his/her their full-time hours and a part-time employee may bump the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications least senior employee in order to avoid a change in his/her their equivalent benefits. 5. If there is no position available in the job description and only if there are no available jobs in employee's salary grade the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping process. 3. Employees whose position currently provides health, optical, and dental benefits employee may bump into the least senior position in a vacant position lower salary grade, except that becomes vacant during a bumping full-time employee may bump the bumping meeting with less annual base compensation least senior full-time employee in order to maintain his/her their full-time hours and a part-time employee may bump the Employee’s healthleast senior employee in order to avoid a change in his/her their equivalent benefits. Such an employee will retain secondary recall rights to his/her their original salary grade and equivalent benefits. 6. Should more than one position occupied by a probationary employee be available, opticalthe Employer will determine the position into which the employee bumps. 7. The bumping employee must possess the necessary skills, experience, license, registration, and dental benefitscertification which will qualify the employee to perform the work and must be able to perform work adequately with minimal instructions. Qualifications will be determined by the job posting or job description for the position, contract proration will applyusing whichever document that was most recently issued. If any new qualifications for that position have been required by accrediting, licensing, or reimbursement bodies since the most recent job posting or job description, they shall be met before bumping can occur. 48. Affected Employees If the bumping employee is not qualified to bump the least senior employee, he/she they may bump the least senior employee whose position he/she is they are qualified to perform. 9. An employee in a day, afternoon or night shift position shall not be laid off will have notices sent required to bump to a vacancy with a different shift as defined by Section 5.13 unless that employee is the Employee at least senior employee in a position on the Employeeemployee’s last known address on file with shift. An employee in a position whose regular schedule or work is during Monday through Friday shall not be required to bump to a position whose regular schedule of work is during both Saturday and Sunday unless that employee is the district by express mail at least fourteen senior in a position whose regular schedule is during Monday through Friday. An employee wishing to exercise his/her their bumping rights must inform the Employer of his/her their decision to bump, in writing, within three (143) calendar days from the date of receipt of layoff notification and bumping options. An employee who exercises his/her their bumping rights shall then receive the rate of pay of the classification into which he/she has they have bumped, except where they may otherwise be eligible for a red circle rate of pay in advance accordance with the Employer's duly adopted red circle procedure. An employee electing to accept the layoff rather than bump shall thereafter waive any bumping rights until after such time the employee has been subsequently, permanently recalled to his/her their former classification. A bumped employee shall have the bumping rights as a laid off employee, seniority and other factors permitting, and must be given seven (7) calendar days’ notification of lay offhis/her their layoff due to being bumped.

Bumping. Upon being laid off from their position, a regular full-time or regular part-time employee may bump lower seniority employees within the bargaining unit under the following conditions: 1. For the purpose of this section, maximum possible annual base compensation is base hourly rate per the salary schedule calculated at the highest step of the Employee’s permanent job classification multiplied by the Employee’s scheduled days and hoursA bumping employee may only bump employees within their own program. 2. The most-senior person in a job classification that is impacted by the Board approved position eliminations/reductions will begin the bumping process by bumping employee cannot move into a comparable position currently held by an Employee with the least district-wide seniority within the job classification closest to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occurs. If there are no comparable positions within the affected pay of a higher salary grade, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications in the job description until all such options are exhausted. Employees must bump the least-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications in the job description and only if there are no available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping process. 3. Employees whose position currently provides healthThe bumping employee must have more seniority, opticalas defined in Section 1.10 than the employee who is being bumped, and dental benefits if the employee is bumping to a lower classification, except that a bumping employee may bump into the least senior employee in a vacant position that becomes vacant during the bumping meeting with less annual base compensation in order to maintain avoid a change in their equivalent benefits. An employee bumping into a lower classification shall retain secondary recall rights to their original position, provided the Employee’s health, optical, and dental benefits, contract proration will applyrecall occurs within the time limits referenced in Section 1.12.4. 4. Affected Employees The bumping employee must have more classification seniority than the employee who is being bumped, if the employee is bumping to a position in their current classification, except that a bumping employee may bump the least senior employee in a position in order to avoid a change in their equivalent benefits. 5. A bumping employee may only bump the least senior employee within the classification they are bumping, from within the program from which they have been laid off, except that a bumping employee may bump the least senior employee in a position in order to avoid a change in their equivalent benefits. 6. The bumping employee must possess the necessary skills, experience, licenses and certifications which will qualify the employee to perform the work, with minimal instruction, as listed in the most recent posting for the position. Qualifications will be laid off will determined by the job posting or job description for the position, using whichever document that was most recently issued. If any new qualifications for that position have notices sent been required by accrediting, licensing, or reimbursement bodies since the most recent job posting or job description, they shall be met before bumping can occur. 7. If the bumping employee is not qualified (as determined under the provisions of Section E (6) above) to bump the Employee at least senior employee, the Employee’s last known address bumping employee may bump the next lowest senior employee who the bumping employee is qualified to bump. 8. An employee who is not on file the overnight shift shall not be required to bump to an overnight position if there is any employee with less seniority on a non-overnight position in that classification. An employee wishing to exercise their bumping rights must inform the Employer of their decision to bump in writing within three (3) work days from the date of receipt of layoff notification and bumping options. An employee who exercises their bumping rights shall then receive the rate of pay of classification into which they have been bumped, except where they may otherwise be eligible for a red circle rate of pay in accordance with the district by express mail at least fourteen (14) calendar days in advance of lay off.Employer's duly adopted red circle

Bumping. 1If a full-time or part-time position is eliminated or a full-time position is reduced in hours the employee holding that position may bump a less senior employee in the same or lower classification provided that the bumping employee possesses the ability to perform the work required satisfactorily with an orientation to the position and normal supervision. For An employee who is displaced by a bump may in turn bump another employee with less seniority in the purpose of this section, maximum possible annual base compensation same or lower classification if the displaced employee who is base hourly rate per bumping has the salary schedule calculated at ability to do the highest step work of the Employee’s permanent job classification multiplied by position into which she chooses to bump satisfactorily with an orientation to the Employee’s scheduled days position and hoursnormal supervision. A full-time employee may bump a part-time employee with less seniority, but a part-time employee may not bump a full-time employee. 2. The most-senior person in a job classification that is impacted by the Board approved position eliminations/reductions will begin the bumping process by bumping into a comparable position currently held by an Employee with the least district-wide seniority within the job classification closest to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occurs. If there are no comparable positions within the affected pay grade, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications in the job description until all such options are exhausted. Employees must bump the least-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications in the job description and only if there are no available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping process. 3. Employees whose position currently provides health, optical, and dental benefits a. An employee may bump into a vacant position for which she has the ability to do the work satisfactorily with an orientation and normal supervision. In addition, an employee may choose to accept the layoff and be placed on the recall list rather than bump another employee or bump into a vacant position. Employees accepting voluntary layoff are recalled in seniority order along with those involuntarily laid off according to the seniority list generated at the time of layoff notification. (See Article 18, Section 6.b.) b. A part-time position will not automatically become full-time because a full-time employee bumps into it. A full-time employee able to bump into a part-time position may elect layoff instead. c. An employee who has been bumped has preference for returning to her former position if it becomes available. If a full-time employee must bump into a part-time position and subsequently a full-time position for which she qualifies in the same job title becomes vacant, she shall be given preference in filling that becomes vacant during full- time position for five (5) years from the bumping meeting bump into the part-time position. The first full-time position offered must be accepted or the employee loses her preference. Preference in returning to an employee's former position takes precedence over other preferences. d. A librarian may bump into a library assistant position if there are no librarian positions available or if the only librarian positions are part-time and the librarian is currently full-time. A librarian bumped into a library assistant position may retain librarian status. Any librarian bumped into a library assistant position is required to bid on the next open librarian position to retain librarian pay. If the librarian was full-time and a part-time position opens, this is not an equivalent position and bidding is not required. e. If more than one employee in the same classification and the same department has been laid off or displaced, the most senior employee will have the first preferred right to such opening over other employees with less annual base compensation in order to maintain seniority. For purposes of this section, the Employee’s health, optical, and dental benefits, contract proration will apply. 4. Affected Employees to be laid off will have notices sent to most senior employee is the Employee employee with the most seniority at the Employee’s last known address on file with time the district by express mail at least fourteen (14) calendar days in advance of lay offopening occurs.

Bumping. a) An employee who is subject to a layoff as defined above and elects to displace an employee with less seniority, will have the choice of displacing the least senior employee in the same, greater, or lesser classification whose job she is able to perform within a one (1) to three (3) day orientation period. For clarity: i. This may result in an employee being displaced who is not the purpose least senior employee in a classification because the least senior occupies a job for which the bumping employee is not qualified; ii. This results in having a maximum of one displacement option per classification; and iii. This may result in more than one displacement option, or no displacement options, depending upon the displacing employee’s qualifications and seniority. iv. Part-time employees must first bump less senior part-time employees. Full-time employees must first bump less senior full- time employees. If after this sectionprocess a more senior part-time or full- time employee has not been able to exercise bumping rights, maximum possible annual base compensation is base hourly rate per then more senior part-time employee may bump less senior full-time employees and vice-versa, it being understood that in exercising such bumping rights, the salary schedule calculated at part-time or full-time employee will be assigned to the highest step position of the Employee’s permanent job classification multiplied by less senior employee being bumped. As Casual Employees generally do not work a regular schedule, they are not able to bump in the Employee’s scheduled days layoff process, nor are other employees able to bump them. However, laid off regular part-time and hoursregular full-time would be eligible to work casual hours during a period of layoff. 2. The most-senior person b) In the event of a layoff, the displaced employee will have five (5) work days to respond in a job classification that is impacted by the Board approved position eliminations/reductions will begin writing to their right to exercise the bumping process by privilege outlined herein. c) The employee bumping into a comparable position currently held by an Employee with higher level would go to the least district-wide seniority within the job classification step in that level closest to to, but not exceeding lower than their current rate of pay. The employee bumping into a lower level would go to the Employee’s maximum possible annual base compensation where the reduction or elimination occurs. If there are no comparable positions within the affected pay gradestep in that level closest to, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications in the job description until all such options are exhausted. Employees must bump the least-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications in the job description and only if there are no available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping processhigher than their current salary. 3. Employees whose position currently provides health, optical, and dental benefits may bump into a vacant position that becomes vacant during the bumping meeting with less annual base compensation in order to maintain the Employee’s health, optical, and dental benefits, contract proration will apply. 4. Affected Employees to be laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay off.

Bumping. The employee scheduled for layoff may elect either to accept layoff or bump to the least senior position in the layoff unit for which the employee is qualified, as provided in this Section. An employee scheduled for layoff who fails or is unable, in accordance with Section D., Subsection 3., to exercise the option to bump to the least senior position shall be laid off. Positions in a class series which contain patterned level changes shall be considered to be the same class and level. For purposes of this Article, the least senior position is defined as: 1. For A vacant position which the purpose Employer intends to fill; or, in the absence of this section, maximum possible annual base compensation is base hourly rate per the salary schedule calculated at the highest step of the Employee’s permanent job classification multiplied by the Employee’s scheduled days and hours.such vacancy, 2. The most-position occupied by the least senior person employee as defined in Section D., Subsection 3., above. Within seven (7) calendar days of receipt of notification of layoff, the employee scheduled for layoff shall notify the Employer of his/her decision to either accept layoff or bump into the least senior position in the layoff unit in the next lowest level and successively lower levels thereafter, within his/her current class series (or approved class cluster if authorized in secondary negotiations). If the employee is unable to apply preference within their current class series in the layoff unit, the employee may elect to apply preference to a former classification series at and below any level which the employee had satisfactorily completed the required probationary period (or approved class cluster if authorized in secondary negotiations). Positions in a job classification that is impacted by class series which contain patterned level changes shall be considered to be the Board approved position eliminations/reductions will begin the bumping process by bumping same class and level. Alternatively, if it would result in a higher rate of pay, an employee may bump into a comparable position currently held by an Employee with the least district-wide seniority within senior position in the job classification closest layoff unit in a former class series (or approved class cluster if authorized in secondary negotiations) at and below any level which the employee had satisfactorily completed the required probationary period. This alternative shall not apply to but not exceeding employees who were demoted from the Employee’s maximum possible annual base compensation where higher paying class for disciplinary reasons or who transferred from the reduction or elimination occurshigher class in less than satisfactory employment status. If there are no comparable positions within an employee notifies the affected pay gradeDepartmental/Agency Employer of the decision to bump and later chooses to accept layoff, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications in the job description until all such options are exhausted. Employees must bump the least-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees Departmental/Agency Employer shall not be allowed required to pass a position closest recompute the bumping chain. Employees scheduled for layoff while on leave of absence shall within seven (7) calendar days of notification, inform the Departmental Employer in writing of his/her decision to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation accept layoff or exercise bumping rights in order to receive an increase in pay gradeaccordance with this Section. The Employee temporarily vacant position resulting from the bump may receive an increase be temporarily filled by the Employer by limited term recall, reassignment or decrease any other manner provided by this Agreement until the bumping employee returns from leave. An employee seeking to bump into another position must meet all requirements in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications in the job description accordance with Articles 11 and only if there are no available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation12. No Employee shall receive an increase in annual base compensation as As a result of bumping downward, an employee shall not earn more than the bumping processmaximum rate of the lower class bumped into or more than the rate previously earned in a higher class from which the employee bumped. When an employee bumps downward he/she shall be paid at that step in the lower level pay range which credits the service in the higher level range(s) to the step at which the employee was paid when promoted from a lower level. Except as specified in Section D., Subsections 4. 3. Employees whose position currently provides health, optical, and dental benefits may bump into 5., of this Article, employees outside these Bargaining Units shall have no bumping rights to positions within these Bargaining Units. Bargaining Unit members have no bumping rights arising out of this Agreement to positions outside these Bargaining Units. The issue of the use of approved class clusters for bumping purposes shall be a vacant position that becomes vacant during proper subject for secondary negotiations on the bumping meeting with less annual base compensation in order to maintain the Employee’s healthrequest of either party. Bumping between employment types (i.e., opticalfull-time, part-time, seasonal, and dental benefitspermanent- intermittent) shall be in accordance with current Departmental practice unless negotiated otherwise in secondary negotiations. There shall be no bumping between positions with different appointment durations (i.e., contract proration will applyPermanent, limited term, and temporary non-career). Bargaining Unit members shall not receive travel expense or moving expense reimbursement in connection with bumping or equivalent reassignment. 4. Affected Employees to be laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay off.

Bumping. The employee scheduled for layoff may elect either to accept layoff or bump to the least senior position in the layoff unit for which the employee is qualified, as provided in this Section. An employee scheduled for layoff who fails or is unable, in accordance with Article 11, Section A., to exercise the option to bump to the least senior position shall be laid off. For purposes of this Article, the least senior position is defined as: 1. For A vacant position which the purpose Employer intends to fill; or, in the absence of this section, maximum possible annual base compensation is base hourly rate per the salary schedule calculated at the highest step of the Employee’s permanent job classification multiplied by the Employee’s scheduled days and hours.such vacancy, 2. The most-position occupied by the least senior person employee as defined in Article 11, Section A. above. Within seven (7) calendar days of receipt of notification of layoff, the employee scheduled for layoff shall notify the Employer of his/her decision to either accept layoff or bump into the least senior position in the layoff unit in the next lowest level and successively lower levels thereafter, within his/her current approved class series/class cluster. Positions in a job classification that is impacted by class series which contain automatic level changes shall be considered to be the Board approved position eliminations/reductions will begin the bumping process by bumping same class level. Alternatively, if it would result in a higher rate of pay, an employee may bump into a comparable position currently held by an Employee with the least district-wide seniority within senior position in the job classification closest layoff unit in a former class series/approved class cluster at and below any level at which the employee had satisfactorily completed his or her probationary period. This alternative shall not apply to but not exceeding employees who were demoted from the Employee’s maximum possible annual base compensation where higher paying class for disciplinary reasons or who transferred from the reduction or elimination occurshigher class in less than satisfactory employment status. If there are no comparable positions within an employee notifies the affected pay gradeDepartmental/Agency Employer of the decision to bump and later chooses to accept layoff, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications in the job description until all such options are exhausted. Employees must bump the least-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees Departmental/Agency Employer shall not be allowed required to pass a position closest recompute the bumping chain. Employees scheduled for layoff while on leave of absence shall within seven (7) calendar days of notification, inform the Departmental Employer in writing of his/her decision to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation accept layoff or exercise bumping rights in order to receive an increase in pay gradeaccordance with this Section. The Employee temporarily vacant position resulting from the bump may receive an increase be temporarily filled by the Employer by limited term recall, reassignment or decrease any other manner provided by this Agreement until the bumping employee returns from leave. An employee seeking to bump into another position must meet all requirements in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications in the job description accordance with Articles 11 and only if there are no available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation12. No Employee shall receive an increase in annual base compensation as As a result of bumping downward, an employee shall not earn more than the bumping process. 3maximum rate of the lower class bumped into or more than the rate previously earned in a higher class from which the employee bumped. Employees whose position currently provides health, optical, and dental benefits may bump into a vacant position When an employee bumps downward he/she shall be paid at that becomes vacant during step in the bumping meeting with less annual base compensation lower level pay range which credits the service in order to maintain the Employee’s health, optical, and dental benefits, contract proration will apply. 4. Affected Employees to be laid off will have notices sent higher level range(s) to the Employee step at which the employee was paid when promoted from a lower level. Except as specified in Sections C.5. and C.6. of this Article, employees outside these Bargaining Units shall have no bumping rights to positions within these Units. Bargaining Unit members have no bumping rights arising out of this Agreement to positions outside these Units. The issue of the use of an approved class cluster(s) for bumping purposes shall be a proper subject for secondary negotiations at the Employee’s last known address on file request of either party. Bumping between employment types (e.g., full-time, part-time, etc.) shall be in accordance with the district by express mail at least fourteen (14) calendar days current departmental practice unless negotiated otherwise in advance of lay offsecondary negotiations. Bargaining Unit members shall not receive travel expense or moving expense reimbursement in connection with bumping or equivalent reassignment.

Bumping. ‌ 1. For Unless the purpose layoff notice includes a return to work date within 30 calendar days, an employee scheduled for layoff may request to bump into another bargaining unit position. An eligible employee may, within five working days after receiving notice of this sectionsuch layoff, maximum possible annual base file with the Human Resources Department a written request to bump either: (a) the least senior employee in the department in the equal or lower rated compensation is base hourly rate per levels (a departmental bump); or (b) the salary schedule calculated least senior employee remaining in the same bargaining unit position band and compensation level in another department (a lateral bump); or (c) the least senior employee remaining in any department in the equal or lower rated compensation levels of the same bargaining unit position band (a unit bump). The request will be granted only if the requesting employee has greater seniority than the person to be bumped and currently has the necessary training, experience, qualifications, skill and ability to efficiently perform the required work. If multiple employees scheduled for layoff at the highest step same time elect to bump, the Association President and a College representative will meet to consider the requests filed and the best way to accommodate the requests with a minimum of disruption. An employee who makes a lateral bump shall continue to be paid at the employee’s regular rate. An employee who makes a departmental bump or a unit bump shall be paid at the rate of the Employee’s permanent job classification multiplied new position. An employee who is displaced by the Employee’s scheduled days and hoursa lateral bump may make a unit bump subject to limitations listed above. An employee who is displaced by a departmental bump may make a unit bump subject to limitations listed above. An employee who is displaced by a unit bump shall be laid off without further notice or bumping rights. 2. The most-senior person An employee who bumps under this provision shall be subject to a trial period of up to 10 working days in a job classification new position during which the employee must demonstrate that is impacted by he/she can efficiently perform the Board approved position eliminations/reductions will begin the bumping process by bumping into a comparable position currently held by an Employee with the least district-wide seniority within the job classification closest to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occursrequired work. If there are no comparable positions within the affected pay gradeCollege or the employee determines that the employee is not able to efficiently perform the required work, the Employee will continue bump shall be reversed by placing the bumping process to a job classification closest to but not exceeding employee on layoff without further notice and recalling the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications in the job description until all such options are exhausted. Employees must bump the least-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications in the job description and only if there are no available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping processdisplaced employee. 3. Employees whose position currently provides health, optical, and dental benefits may bump When a regular employee bumps into a vacant position that becomes vacant during temporary position, the bumping meeting employee maintains his/her regular status with less annual base compensation in order regard to maintain the Employee’s health, optical, layoff and dental benefits, contract proration will apply. 4recall rights. Affected Employees to be An employee who is laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay offor who has bumped into another position may apply for any open position.

Bumping. 1. For Unless the purpose layoff notice includes a return to work date within thirty (30) calendar days, an employee scheduled for layoff may request to bump into another bargaining unit position. An eligible employee may, within five (5) working days after receiving notice of this sectionsuch layoff, maximum possible annual base file with the Human Resources Department a written request to bump either: (a) the least senior employee in the department in the equal or lower rated compensation is base hourly rate per levels (a departmental bump); or (b) the salary schedule calculated least senior employee remaining in the same bargaining unit position band and compensation level in another department (a lateral bump); or (c) the least senior employee remaining in any department in the equal or lower rated compensation levels of the same bargaining unit position band (a unit bump). The request will be granted only if the requesting employee has greater seniority than the person to be bumped and currently has the necessary training, experience, qualifications, skill and ability to efficiently perform the required work. If multiple employees scheduled for layoff at the highest step same time elect to bump, the Association President and a College representative will meet to consider the requests filed and the best way to accommodate the requests with a minimum of disruption. An employee who makes a lateral bump shall continue to be paid at the employee’s regular rate. An employee who makes a departmental bump or a unit bump shall be paid at the rate of the Employee’s permanent job classification multiplied new position. An employee who is displaced by the Employee’s scheduled days and hoursa lateral bump may make a unit bump subject to limitations listed above. An employee who is displaced by a departmental bump may make a unit bump subject to limitations listed above. An employee who is displaced by a unit bump shall be laid off without further notice or bumping rights. 2. The most-senior person An employee who bumps under this provision shall be subject to a trial period of up to ten (10) working days in a job classification new position during which the employee must demonstrate that is impacted by he/she can efficiently perform the Board approved position eliminations/reductions will begin the bumping process by bumping into a comparable position currently held by an Employee with the least district-wide seniority within the job classification closest to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occursrequired work. If there are no comparable positions within the affected pay gradeCollege or the employee determines that the employee is not able to efficiently perform the required work, the Employee will continue bump shall be reversed by placing the bumping process to a job classification closest to but not exceeding employee on layoff without further notice and recalling the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications in the job description until all such options are exhausted. Employees must bump the least-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications in the job description and only if there are no available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping processdisplaced employee. 3. Employees whose position currently provides health, optical, and dental benefits may bump When a regular employee bumps into a vacant position that becomes vacant during temporary position, the bumping meeting employee maintains his/her regular status with less annual base compensation in order regard to maintain the Employee’s health, optical, layoff and dental benefits, contract proration will apply. 4recall rights. Affected Employees to be An employee who is laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay offor who has bumped into another position may apply for any open position.

Bumping. 1a) The Board shall determine which positions are to be eliminated or reduced in hours. For the purpose of this sectionWhere positions are interchangeable and not tied to geographic location, maximum possible annual base compensation Article 8.01 shall apply. Geographic location is base hourly rate per the salary schedule calculated at the highest step defined as being within 20 kilometres of the Employee’s School Board Office. (Locations outside of the 20 kilometre limit include Clearview, Prespatou, Upper Halfway, Wonowon, Hudson's Hope, Upper Pine, and Buick Creek Schools.) If an employee chooses to commute to a position outside the geographic location as defined, s/he may do so, with the exception of Prespatou and Upper Halfway. b) An employee whose position is subject to layoff or reduction of hours shall be entitled to bump the junior employee within the same classification within his/her department, subject to geographic location as defined in (a) above. Should the employee be last on his/her department seniority list, s/he will be able to bump any junior employee within the bargaining unit provided the senior employee has the skill and ability to perform the work. Conditional on satisfactory service, the position shall become permanent job classification multiplied by the Employee’s scheduled days after forty (40) working days. c) Full-time employees may bump any employee with equal or less number of hours and in accordance with (b) above. Part-time employees may bump only part-time employees with equal or less number of hours. 2d) The employee shall exercise his/her bumping rights in writing within five (5) working days of receiving layoff or reduction notice. The most-senior person Board will give the employee his/her options for bumping within five (5) working days and the employee will have five (5) working days to inform the board of his/her intended action. e) Where an employee declines to exercise this right, it shall be forfeited for that layoff or reduction. No one may bump into an Educational Assistant, Bus Attendant (Special Needs), Early Childhood Educator, Youth Care Worker, or Aboriginal Student Support Worker position. Employees in a job classification that is impacted by the Board approved position eliminations/reductions will begin these positions may bump outside their department as laid out in Article 8.01. However, the bumping process by bumping into a comparable position currently held by an Employee with provision applies to the least district-wide seniority within the job classification closest to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occursbalance of that department, being Lunch Period Monitor, Lunch Period Monitor (Meals), Crossing Guard, Bus Attendant (Playground) and Hall Monitor classifications. If there are no comparable positions within the affected pay gradeThat is, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications in the job description until all such options are exhausted. Employees must bump the least-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications in the job description and only if there are no available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping process. 3. Employees whose position currently provides health, optical, and dental benefits someone may bump into a vacant Lunch Period Monitor, Lunch Period Monitor (Meals), Crossing Guard, Bus Attendant (Playground), or Hall Monitor position. f) If a new position that becomes vacant during classification is deemed to be in the Educational Assistant Department, the Board and Union will jointly determine how the bumping meeting with less annual base compensation in order clause will apply to maintain the Employee’s health, optical, and dental benefits, contract proration will applynew classification. 4. Affected Employees to g) Notice Period i) In the case of ▇▇▇▇▇▇, see Article 8.02. ii) In the case of a reduction in hours of work, an employee will be laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance given a minimum of lay off.twenty-eight

Bumping. It is understood that the bumping procedure shall utilize the following guidelines, intended to place the laid-off/bumping employee in the highest paid position for which s/he is qualified. When an employee is laid off for an indefinite period of time or the initial layoff extends beyond the period of five working days, the laid off employee may bump the least senior employee in a position in the order of: (1) the laid-off employee’s most recent previously held position and pay grade (not restricted to the actual position held in the employee’s current or former department); (2) a position within an equal or lesser pay grades for which the employee is qualified: 1. For Within the purpose of this section, maximum possible annual base compensation is base hourly rate per the salary schedule calculated at the highest step of the Employee’s permanent job classification multiplied by the Employee’s scheduled days and hourssame division. 2. The most-senior person in a job classification that is impacted by the Board approved If no such position eliminations/reductions will begin the bumping process by bumping into a comparable position currently held by an Employee with the least district-wide seniority exists within the job classification closest to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occurs. If there are no comparable positions same division, then within the affected pay grade, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications in the job description until all such options are exhausted. Employees must bump the least-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications in the job description and only if there are no available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping processsame department. 3. Employees whose If no such position currently provides healthexists within the same department, opticalthen within another department. Equally classified positions are to be considered according to the above sequence initially, and dental benefits may then successively lesser pay grades in the same sequence until a position is identified as a prospect for bumping. If a laid off employee can bump into more than one position, according to the criteria above, s/he will be placed into the highest paying position unless the employee, Union and Employer mutually agree to another placement. The following is an example of the above bumping process: Administrative Assistant II within the “Best Division” of the “Perfect Department” with 21 years of union seniority is notified that this position is eliminated. A. Is there a vacant most recent previously held position that becomes vacant during and pay grade (in this case, Grade 114), within the bumping meeting division with less annual base compensation seniority for which the employee is qualified? a. If not, is there an Administrative Assistant II Grade 114 within the department with less seniority for which the employee is qualified? b. If not, is there an Administrative Assistant II Grade 114 within the organization with less seniority for which the employee is qualified? B. If not, is there an Administrative Assistant at Grade 113 within the department with less seniority for which the employee is qualified? a. If not, is there a Grade 113 within the department with less seniority for which the employee is qualified? b. If not, is there a Grade 113 within the organization with less seniority for which the employee is qualified? C. Continuing on until a position is identified as a prospect for bumping. As used in order to maintain Article 17(B), the Employee’s health, optical, and dental benefits, contract proration will applyterm “laid-off” shall include employees who have exercised their bumping rights. 4. Affected Employees to be laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay off.

Bumping. ‌ 1. For Unless the purpose layoff notice includes a return to work date within 30 calendar days, orthe employee has declined a transfer in lieu of this sectionlayoff, maximum possible annual base an employee with seniority scheduled for layoff may request to bump into another bargaining unit position. An eligible employee may, within 5 calendar days after receiving notice of such layoff, file with the Human Resources Department a written request to bump either: (a) the least senior employee in the department in an equal or lower ratedcompensation level (a departmental bump); or (b) the least senior employee remaining in the same bargaining unit positionband and compensation is base hourly rate per level in another department (a lateral bump); or (c) the salary schedule calculated least senior employee remaining in an equal or lower rated compensation level of the same bargaining unit position band (a unitbump). The request will be granted only if the requesting employee has greater seniority than the person to be bumped and currently has the necessary training, experience,qualifications, skill, ability, and availability to efficiently perform the required work. If multiple employees scheduled for layoff at the highest step same time elect to bump, the Union President and a College representative will meet to consider the requests filed and the best way to accommodate the requests with a minimum of disruption. An employee who makes a lateral bump shall continue to be paid at the employee’s regular rate. An employee who makes a departmental bump or a unit bump shall be paid at the rate of the Employee’s permanent job classification multiplied new position, if different. An employee who is displaced by the Employee’s scheduled days and hourslateral bump may make a unit bump subject to limitations listed above. An employee who is displaced by departmental bump may make a unit bump subject to limitations listed above. An employee who is displaced by a unit bump shall be laid off without further notice or bumping. 2. The most-senior person An employee who bumps under this provision shall be subject to a trial period ofup to ten working days in a job classification new position during which the employee must demonstrate that is impacted by they can efficiently perform the Board approved position eliminations/reductions will begin the bumping process by bumping into a comparable position currently held by an Employee with the least district-wide seniority within the job classification closest to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occursrequired work. If there are no comparable positions within the affected pay gradeCollege or the employee determines that the employee is not able to efficiently perform the required work, the Employee will continue bump shall be reversed by placing the bumping process to a job classification closest to but not exceeding employee on layoffwithout further notice and recalling the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications in the job description until all such options are exhausted. Employees must bump the least-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications in the job description and only if there are no available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping processdisplaced employee. 3. Employees whose position currently provides health, optical, and dental benefits may bump When a regular employee bumps into a vacant position that becomes vacant during temporary position, the bumping meeting employee maintains their regular status with less annual base compensation in order regard to maintain the Employee’s health, optical, layoff and dental benefits, contract proration will apply. 4recall rights. Affected Employees to be An employee who is laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay offor who has bumped into another position may apply forany open position.

Bumping. 1Bumping downward, by seniority, will be allowed, including into the Police Supervisory Unit. For the purpose of this section, maximum possible annual base compensation is base hourly rate per the salary schedule calculated at the highest step of the Employee’s permanent job classification multiplied by the Employee’s scheduled days and hours. 2. The most-senior person in a job classification that is impacted by the Board approved position eliminations/reductions will begin the bumping process by When bumping into a comparable position currently held by an Employee with lower rank classification, the bumping employee bumps the least district-wide senior employee in the lower rank classification if the bumping employee has more seniority, as defined below, than the employee who is to be bumped. To determine whether the bumping employee has more seniority, time spent in the rank from which that employee is bumping and the rank into which that employee is bumping are combined. For example, if the lower senior Deputy Chief has two years as a Deputy Chief and three years as a Lieutenant, he/she will be able to bump an employee who has been a Lieutenant for four years. However, this low seniority within Deputy Chief will not be able to bump a Lieutenant who has been in that rank for six years. In this event, the job classification closest to but not exceeding Deputy Chief can exercise any bumping rights he/she may have in the Employee’s maximum possible annual base compensation where the reduction or elimination occursnext lower rank classification. If there an employee bumps into a lower rank classification, he/she shall carry all accumulated seniority into the lower classification. i. Employees who were promoted from the command bargaining unit to the rank of Deputy Chief and who are no comparable positions transferred, demoted, or who do not complete their probationary period, may bump back into their previously held rank. The method for determining their seniority for bumping rights is described in section 1c of this article. ii. Current members (as of the date of execution of this Agreement) who are promoted from this bargaining unit to the rank of Police Chief and who are either removed from the Police Chief position by the Administrator and City Council or who choose to voluntarily demote from the Chief’s position may bump back into their previous position within this bargaining unit. The bumping employee will bump the affected pay gradeleast senior employee in the Deputy Chief classification, the Employee will continue if the bumping process employee has more seniority than the employee who is to a job classification closest to but not exceeding be bumped. To determine whether the affected Employee’s maximum possible annual base compensation bumping employee has more seniority, time spent in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications rank in the job description until all such options are exhausted. Employees must bump the least-senior Employee closest to but not exceeding the affected EmployeeDeputy Chief’s maximum possible annual base compensation. Employees shall not union will be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications in the job description and only if there are no available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping processutilized. 3. Employees whose position currently provides health, optical, and dental benefits may bump into a vacant position that becomes vacant during the bumping meeting with less annual base compensation in order to maintain the Employee’s health, optical, and dental benefits, contract proration will apply. 4. Affected Employees to be laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay off.

Bumping. 1. For After a position has been eliminated, the purpose laid off employee may exercise his/her bumping rights in the same seniority groups within the same department, under the conditions stated below, however, a full-time employee bumping a part-time employee shall be entitled to only those benefits provided to such positions: A. The bumping employee can bump laterally, but cannot move into a position of this section, maximum possible annual base compensation is base hourly rate per the a higher salary schedule calculated at the highest step of the Employee’s permanent job classification multiplied by the Employee’s scheduled days and hoursgrade. 2. B. The most-senior person bumping employee must have more seniority than the employee in a job classification that the position who is impacted by the Board approved position eliminations/reductions will begin the to be bumped. C. A bumping process by bumping into a comparable position currently held by an Employee with employee may bump the least district-wide senior employee within his/her seniority within the job classification closest to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occurs. If there are no comparable positions within the affected pay group and salary grade, the Employee will continue the except that a bumping process to a job classification closest to but not exceeding the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications in the job description until all such options are exhausted. Employees must full-time employee may bump the leastleast senior full-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade time employee in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications his/her full-time hours. D. If there is no position available in the job description and only if there are no available jobs in employee's salary grade, the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping process. 3. Employees whose position currently provides health, optical, and dental benefits employee may bump into the least senior position in the nearest lower salary grade within their seniority groups that the employee would be eligible to bump into. However, a vacant position that becomes vacant during bumping full-time employee may bump the bumping meeting with less annual base compensation least senior full-time employee in order to maintain the Employee’s health, optical, and dental benefits, contract proration her/his full-time hours. Such an employee will applyretain secondary recall rights to her/his original salary grade. 4. Affected Employees to be E. When probationary or temporary employees are in more than one regular position at the same salary grade into which a laid off or bumped employee would be eligible to bump, the EMPLOYER will determine the position into which the employee bumps. F. If the bumping employee does not have notices sent the required degrees or certificates to bump the Employee at least senior employee within his/her seniority group, he/she may bump the Employee’s last known address on file least senior employee within his/her seniority group whose position he/she is qualified to perform. G. The bumping employee must possess the necessary ability (ability is defined as having sufficiency of knowledge, skill and personal inclination to perform the tasks of the position, these attributes having been attained by previous experience in related work or education) which will qualify the employee to perform the work adequately, with minimal instructions. H. An employee must inform the district by express mail at least fourteen EMPLOYER of his/her decision to bump within three (143) calendar working days in advance from the date of lay offthe receipt of the layoff notification. I. The foregoing bumping provisions shall not apply to temporary cases of layoff, not to exceed ten (10) work days.

Bumping. Upon receiving a notice of layoff from his/her position, a regular full-time, regular part-time or special part-time employee may bump lower seniority employees within the Bargaining Unit under the following conditions: 1. For the purpose of this section, maximum possible annual base compensation is base hourly rate per the salary schedule calculated at the highest step of the Employee’s permanent job classification multiplied by the Employee’s scheduled days and hoursA bumping employee may only bump employees within their own program. 2. The most-senior person in a job classification that is impacted by the Board approved position eliminations/reductions will begin the bumping process by bumping employee cannot move into a comparable position currently held by an Employee with of a higher salary grade. 3. A bumping special part-time employee may not bump a regular full-time or regular part-time employee. 4. A bumping employee may bump the least district-wide seniority senior employee within the job classification closest to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occurs. If there are no comparable positions within the affected pay his/her salary grade, the Employee will continue the except that a bumping process to a job classification closest to but not exceeding the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications in the job description until all such options are exhausted. Employees must full-time employee may bump the leastleast senior full-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade time employee in order to maintain his/her full-time hours and a part-time employee may bump the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications least senior employee in order to avoid a change in his/her equivalent benefits. 5. If there is no position available in the job description and only if there are no available jobs in employee's salary grade the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping process. 3. Employees whose position currently provides health, optical, and dental benefits employee may bump into the least senior position in a vacant position lower salary grade, except that becomes vacant during a bumping full-time employee may bump the bumping meeting with less annual base compensation least senior full-time employee in order to maintain his/her full-time hours and a part-time employee may bump the Employee’s healthleast senior employee in order to avoid a change in his/her equivalent benefits. Such an employee will retain secondary recall rights to his/her original salary grade and equivalent benefits 6. Should more than one position occupied by a probationary employee be available, opticalthe Employer will determine the position into which the employee bumps. 7. The bumping employee must possess the necessary skills, experience, license, registration, and dental benefitscertification which will qualify the employee to perform the work and must be able to perform work adequately with minimal instructions. Qualifications will be determined by the job posting or job description for the position, contract proration will applyusing whichever document that was most recently issued. If any new qualifications for that position have been required by accrediting, licensing, or reimbursement bodies since the most recent job posting or job description, they shall be met before bumping can occur. 48. Affected Employees If the bumping employee is not qualified to bump the least senior employee, he/she may bump the least senior employee whose position he/she is qualified to perform. 9. An employee in a day, afternoon or night shift position shall not be laid off will have notices sent required to bump to a vacancy with a different shift as defined by Section 5.13 unless that employee is the Employee at least senior employee in a position on the Employeeemployee’s last known address on file with shift. An employee in a position whose regular schedule or work is during Monday through Friday shall not be required to bump to a position whose regular schedule of work is during either Saturday and Sunday unless that employee is the district by express mail at least fourteen senior in a position whose regular schedule is during Monday through Friday. An employee wishing to exercise his/her bumping rights must inform the Employer of his/her decision to bump, in writing, within three (143) calendar days from the date of receipt of layoff notification and bumping options. An employee who exercises his/her bumping rights shall then receive the rate of pay of the classification into which he/she has bumped, except where they may otherwise be eligible for a red circle rate of pay in advance accordance with the Employer's duly adopted red circle procedure. An employee electing to accept the layoff rather than bump shall thereafter waive any bumping rights until after such time the employee has been subsequently, permanently recalled to his/her former classification. A bumped employee shall have the bumping rights as a laid off employee, seniority and other factors permitting, and must be given seven (7) calendar days’ notification of lay offhis/her layoff due to being bumped.

Bumping. 1If more than one job position exists within a job classification, a laid-off employee with the highest system seniority shall have the right to bump the least system senior employee with the equivalent or more hours and days within that classification provided the employee meets any state-mandated qualifications. For Bumping will automatically place the purpose employee on his/her present wage step in the new position. An employee who can displace (bump) a less system senior employee with the same or more hours than currently held must make that decision within thirty (30) days or the end of this sectionthe current school year, maximum possible annual base compensation is base hourly rate whichever occurs first. Employees who are laid off or displaced (bumped) from their position and cannot bump anyone less system senior within his/her classification have the right to displace (bump) an employee who normally works the same number of hours or more from a different job classification, provided the employee has previously held a position within that classification and meets the mandated qualifications, essential and non-essential job functions as per the salary schedule calculated at the highest step of the Employee’s permanent job classification multiplied by the Employee’s scheduled days and hours. 2. The most-senior person in a job classification that is impacted by the Board approved position eliminations/reductions will begin the bumping process by bumping into a comparable position currently held by an Employee with the least district-wide seniority within the job classification closest to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occursdescription. If there are no comparable positions within an employee can displace (bump) a less system senior employee that has less hours than the affected pay gradecurrent position held, the Employee will continue the bumping process to a regardless of job classification closest to but not exceeding the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications in the job description until all such options are exhausted. Employees must bump the least-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation classification, so long as the Employee meets employee is able to perform the qualifications full scope of the position requirements, the employee will retain recall rights for twenty-four (24) months should a job in the job description and only if there are no available jobs in employee’s original classification become open, provided the Employee’s classification or pay grade employee holds the highest system seniority on the recall list for that are closest to but classification. If an employee cannot exceeding bump the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation least system senior employee from a position having equivalent hours following the sequence as a result of set forth above, the bumping process. 3. Employees whose position currently provides health, optical, and dental benefits employee may bump into the least system senior employee in accordance with the sequence set forth above without regard for the hours. If the employee would suffer such a vacant position that becomes vacant during reduction, the bumping meeting with less annual base compensation in order to maintain the Employee’s health, optical, and dental benefits, contract proration will apply. 4. Affected Employees employee may elect to be laid off. An employee working dual contracts within the same classification shall have the right to bump if one or both positions are reduced, provided that the employee holds higher system seniority within the affected classification. The least system senior employee within the affected classification shall then be the laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay offemployee.

Bumping. 1. For After a position has been eliminated, the purpose laid off employee may exercise his/her bumping rights within the same department, under the conditions stated below, however, a full-time employee bumping a part-time employee shall be entitled to only those benefits provided to such positions: A. The bumping employee can bump laterally, but cannot move into a position of this section, maximum possible annual base compensation is base hourly rate per the a higher salary schedule calculated at the highest step of the Employee’s permanent job classification multiplied by the Employee’s scheduled days and hoursgrade. 2. B. The most-senior person bumping employee must have more seniority than the employee in a job classification that the position who is impacted by the Board approved position eliminations/reductions will begin the to be bumped. C. A bumping process by bumping into a comparable position currently held by an Employee with employee may bump the least district-wide seniority senior employee within the job classification closest to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occurs. If there are no comparable positions within the affected pay his/her salary grade, the Employee will continue the except that a bumping process to a job classification closest to but not exceeding the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications in the job description until all such options are exhausted. Employees must full-time employee may bump the least-least senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade full- time employee in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications his/her full-time hours. D. If there is no position available in the job description and only if there are no available jobs in employee's salary grade, the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping process. 3. Employees whose position currently provides health, optical, and dental benefits employee may bump into the least senior position in the nearest lower salary grade within their department that the employee would be eligible to bump into. However, a vacant position that becomes vacant during bumping full-time employee may bump the bumping meeting with less annual base compensation least senior full-time employee in order to maintain the Employee’s health, optical, and dental benefits, contract proration her/his full-time hours. Such an employee will applyretain secondary recall rights to her/his original salary grade. 4. Affected Employees to be E. When probationary employees are in more than one regular position at the same salary grade into which a laid off or bumped employee would be eligible to bump, the EMPLOYER will determine the position into which the employee bumps. F. If the bumping employee does not have notices sent the required degrees or certificates to bump the Employee at least senior employee, he/she may bump the Employee’s last known address on file least senior employee whose position he/she is qualified to perform. G. The bumping employee must possess the necessary ability as determined by the EMPLOYER (ability is defined as having sufficiency of knowledge, skill and personal inclination to perform the tasks of the position, these attributes having been attained by previous experience in related work or education) which will qualify the employee to perform the work adequately, with minimal instructions. ▇. ▇▇ employee must inform the district by express mail at least fourteen EMPLOYER of his/her decision to bump within three (143) calendar working days in advance from the date of lay offthe receipt of the layoff notification. I. The foregoing bumping provisions shall not apply to temporary cases of layoff, not to exceed ten (10) work days.

Bumping. 1. For the purpose of this sectionAn employee who does not opt for lay-off, maximum possible annual base compensation is base hourly rate per the salary schedule calculated not assigned other duties, and is not appointed into a vacant position, may choose to bump another employee who is at the highest step same or lower maximum rate of pay, provided is capable of performing all the duties of the Employeeposition with a minimal amount of retraining. In this case, the employee who is bumped will become subject to the provisions of article Employment Security. Bumping will be within the employee’s permanent job classification multiplied by department first. Other departments may be considered if there are no suit- able positions within the Employeeemployee’s scheduled days and hours. 2Department. The mostRate of Pay When an employee who is facing lay-senior person in off is appointed to, or bumps into, a job classification position with a lower maximum rate of pay, the employee's salary will be within the range of the new position at the step that is impacted by the Board approved position eliminations/reductions will begin the bumping process by bumping into a comparable position currently held by an Employee with the least district-wide seniority within the job classification closest to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occurslower than, current salary. If there are no comparable positions within the affected pay gradeHowever, the Employee will continue new rate of pay may not exceed the bumping process to a job classification closest to but not exceeding maximum rate for the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade position. When an employee's position is eliminated for which the Employee meets the qualifications in the job description until all such options are exhausted. Employees must bump the least-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications in the job description and only if there are no available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping process. 3. Employees whose position currently provides health, opticalreasons other than contracting out, and dental benefits the employee is not appointed to another position, the employee may bump into a vacant position that becomes vacant during be laid off. Lay off will be in reverse order of bargaining unit seniority, with the bumping meeting with less annual base compensation in order to maintain the Employee’s health, optical, and dental benefits, contract proration will apply. 4. Affected Employees most junior employee to be laid off first. Before being permanently laid-off, employees will be considered to be temporarily laid off and will have notices sent their names placed on a recall list for a period of up to months. If the Employee temporarily off employee has not been appointed to a position within the Company within the months, will be permanently laid off. Employees may forego temporary lay-off and having their names placed on the recall list by requesting permanent lay-off. In such cases, their employment with the Company will be permanently severed. Recall will be in the reverse order of layoff, i.e., the last employ- ee laid off will be the first recalled. No new employees will be hired in a bargaining unit position until those laid off have been offered recall to positions for which they are qualified and available, and which are at the Employee’s same or lower maximum rate of pay than the last known address position they occupied prior to layoff. While on file the recall list, employees will be recalled for assign- ments or appointment to vacant positions at the same or lower level for which they are qualified. In such cases, the requirement to post notice of the vacancy will be waived. Should the position from which the employee was laid off become available within months from the lay-off date, will be offered the position. Employees who are temporarily laid-off and whose names are on the recall list will be eligible to apply for vacant positions which are at a higher maximum rate of pay than the position they last occupied within the Company, and which are posted under clause The Company and the Union agree to participate in a joint occu- pational Health and Safety Committee. Representation on this committee will be joint and equal. Suitable clothing should be worn in the workplace to protect workers from all safety hazards associated with their type of work. Workers shall wear suitable clothing, eye protection, hand pro- tection, head gear and footwear that is appropriate and in a con- dition so as to afford them adequate protection from any expo- sure to accidental and unavoidable hazards. Clothing, eye protection, hand protection, headgear and footwear worn by employees must meet the district safety standards and specifi- cations set forth by express mail at least fourteen (14) calendar days the Company. Failure to do so will be consid- ered a serious breach of conduct. The Company will issue leather gloves to all workers who require them in advance their jobs. New employees will be supplied with two pairs of lay offleather gloves and one pair of winter gloves with liners. Gloves will be replaced on an exchange basis due to wear or defects.

Bumping. 1. For Unless the purpose layoff notice includes a return to work date within 30 calendar days, or the employee has declined a transfer in lieu of this sectionlayoff, maximum possible annual base an employee with seniority scheduled for layoff may request to bump into another bargaining unit position. An eligible employee may, within 5 calendar days after receiving notice of such layoff, file with the Human Resources Department a written request to bump either: (a) the least senior employee in the department in an equal or lower rated compensation is base hourly rate per level (a departmental bump); or (b) the salary schedule calculated least senior employee remaining in the same bargaining unit position band and compensation level in another department (a lateral bump); or (c) the least senior employee remaining in an equal or lower rated compensation level of the same bargaining unit position band (a unit bump). The request will be granted only if the requesting employee has greater seniority than the person to be bumped and currently has the necessary training, experience, qualifications, skill, ability, and availability to efficiently perform the required work. If multiple employees scheduled for layoff at the highest step same time elect to bump, the Union President and a College representative will meet to consider the requests filed and the best way to accommodate the requests with a minimum of disruption. An employee who makes a lateral bump shall continue to be paid at the employee’s regular rate. An employee who makes a departmental bump or a unit bump shall be paid at the rate of the Employee’s permanent job classification multiplied new position, if different. An employee who is displaced by the Employee’s scheduled days and hourslateral bump may make a unit bump subject to limitations listed above. An employee who is displaced by departmental bump may make a unit bump subject to limitations listed above. An employee who is displaced by a unit bump shall be laid off without further notice or bumping. 2. The most-senior person An employee who bumps under this provision shall be subject to a trial period of up to 10 working days in a job classification new position during which the employee must demonstrate that is impacted by he/she can efficiently perform the Board approved position eliminations/reductions will begin the bumping process by bumping into a comparable position currently held by an Employee with the least district-wide seniority within the job classification closest to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occursrequired work. If there are no comparable positions within the affected pay gradeCollege or the employee determines that the employee is not able to efficiently perform the required work, the Employee will continue bump shall be reversed by placing the bumping process to a job classification closest to but not exceeding employee on layoff without further notice and recalling the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications in the job description until all such options are exhausted. Employees must bump the least-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications in the job description and only if there are no available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping processdisplaced employee. 3. Employees whose position currently provides health, optical, and dental benefits may bump When a regular employee bumps into a vacant position that becomes vacant during temporary position, the bumping meeting employee maintains his/her regular status with less annual base compensation in order regard to maintain the Employee’s health, optical, layoff and dental benefits, contract proration will apply. 4recall rights. Affected Employees to be An employee who is laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay offor who has bumped into another position may apply for any open position.

Bumping. It is understood that the bumping procedure shall utilize the following guidelines, intended to place the laid-off/bumping employee in the highest paid position for which s/he is qualified. When an employee is laid off for an indefinite period of time or the initial layoff extends beyond the period of five working days, the laid off employee may bump the least senior employee in a position in the order of: (1) the laid-off employee’s most recent previously held position and pay grade (not restricted to the actual position held in the employee’s current or former department); (2) a position within an equal or lesser pay grades for which the employee is qualified: 1. For Within the purpose of this section, maximum possible annual base compensation is base hourly rate per the salary schedule calculated at the highest step of the Employee’s permanent job classification multiplied by the Employee’s scheduled days and hourssame division. 2. The most-senior person in a job classification that is impacted by the Board approved If no such position eliminations/reductions will begin the bumping process by bumping into a comparable position currently held by an Employee with the least district-wide seniority exists within the job classification closest to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occurs. If there are no comparable positions same division, then within the affected pay grade, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications in the job description until all such options are exhausted. Employees must bump the least-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications in the job description and only if there are no available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping processsame department. 3. Employees whose If no such position currently provides healthexists within the same department, opticalthen within another department. Equally classified positions are to be considered according to the above sequence initially, and dental benefits may then successively lesser pay grades in the same sequence until a position is identified as a prospect for bumping. If a laid off employee can bump into more than one position, according to the criteria above, s/he will be placed into the highest paying position unless the employee, Union and Employer mutually agree to another placement. The following is an example of the above bumping process: Administrative Assistant II within the “Best Division” of the “Perfect Department” with 21 years of union seniority is notified that this position is eliminated. a. Is there a vacant most recent previously held position that becomes vacant during and pay grade (in this case, Grade 114), within the bumping meeting division with less annual base compensation seniority for which the employee is qualified? i. If not, is there an Administrative Assistant II Grade 114 within the department with less seniority for which the employee is qualified? ii. If not, is there an Administrative Assistant II Grade 114 within the organization with less seniority for which the employee is qualified? b. If not, is there an Administrative Assistant at Grade 113 within the department with less seniority for which the employee is qualified? i. If not, is there a Grade 113 within the department with less seniority for which the employee is qualified? ii. If not, is there a Grade 113 within the organization with less seniority for which the employee is qualified? c. Continuing on until a position is identified as a prospect for bumping. As used in order to maintain Article 17(B), the Employee’s health, optical, and dental benefits, contract proration will applyterm “laid-off” shall include employees who have exercised their bumping rights. 4. Affected Employees to be laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay off.

Bumping. Any permanent County employee subject to lay off may exercise bumping rights subject to the following limitations: (1) Only permanent County employees may exercise bumping rights in lieu of layoffs. Bumping rights will not be extended to extra-hire, provisional, limited term or probationary employees. (2) For purposes of determining bumping rights, seniority shall be measured by an employee's time in their current classification. Thereafter, seniority shall be measured by: A. Employee's time in the purpose classification they are bumping to added to the time they have spent in a directly related higher classification(s). B. Thereafter, seniority shall be measured by time as a sworn employee of the Sheriff’s Office followed by total time as a County employee. C. An employee’s time for purposes of bumping rights shall not include any period during which the employee was on leave without pay, or not actually in County employment because of his/her voluntary separation, layoff, or other cause. D. For an employee who is re-hired after separation, with the exception of layoff, seniority shall be measured from the date of his/her most recent appointment, subject to the above limitations. E. For an employee who is rehired after layoff, full credit shall be given for all seniority except such time as the employee was not actually in County employment because of layoff. F. Directly related classifications in the SMU Bargaining Unit are: • DA Investigator I/II • Deputy • Senior Deputy • Sergeant • Lieutenant • Captain • Undersheriff (3) A permanent employee subject to layoff may, within his/her current department, elect to bump into an equal paying classification or demote to a lower classification, provided that: A. The employee previously held permanent status in that classification; and B. The employee continues to meet the minimum qualifications for that classification; and possesses more seniority as defined in Section 17.03 (2) than the employee who is being bumped. Bumping is subject to approval of the County Administrative Officer. C. In exercising the bumping rights provided in this section, maximum possible annual base compensation is base hourly rate per the salary schedule calculated at the highest step of the Employee’s permanent job there shall be no restrictions on an employee bumping into any classification multiplied represented by the Employee’s scheduled days and hoursDeputy Sheriffs Association. 2. The most-senior person in a job D. If eligible to bump, no employee shall be reduced more than one classification that is impacted by the Board approved position eliminations/reductions will begin the bumping process by bumping into a comparable position currently held by an Employee with the least district-wide seniority within the job classification closest per fiscal year due to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occurs. If there are no comparable positions within the affected pay grade, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications in the job description until all such options are exhausted. Employees must bump the least-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications in the job description and only if there are no available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping processlayoffs. 3. Employees whose position currently provides health, optical, and dental benefits may bump into a vacant position that becomes vacant during the bumping meeting with less annual base compensation in order to maintain the Employee’s health, optical, and dental benefits, contract proration will apply. 4. Affected Employees to be laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay off.

Bumping. The employee scheduled for layoff under Section D. may elect to either accept layoff or bump in accordance with the process outlined in this Section. An employee scheduled for layoff who fails or is unable, in accordance with Section D.3., to exercise the option to bump to the least senior position shall be laid off. Within seven calendar days of receipt of notification of layoff, the employee scheduled for layoff shall notify the Employer of his/her decision to either accept layoff or bump within his/her current class series, as listed below. Alternatively, an employee may bump into the least senior position in the layoff unit in a former class series at or below any level at which the employee had satisfactorily completed the required probationary period. This alternative shall not apply to employees who were demoted from the higher paying class for disciplinary reasons or who transferred from the higher paying classification in less than satisfactory employment status. An employee seeking to bump into another position must meet all requirements in accordance with Section D.3. As a result of bumping, an employee shall not earn more than the maximum rate of the lower classification bumped into or more than the rate previously earned in a higher classification from which the employee bumped. When an employee bumps downward, he/she shall be paid at that step in the lower level pay range which credits the service in the higher level range(s) to the step at which the employee was paid when promoted from a lower level. Classifications in a Class Series Corrections Medical Aide Corrections Medical Officer 8 Corrections Medical Officer E9 Corrections Medical Unit Officer E10 Corrections Officer Corrections Officer 8 Corrections Officer E9 Resident Unit Officer 10 Forensic Security Aide Forensic Security Assistant 8 Forensic Security Assistant 9 Forensic Security Assistant E10 Special Alternative Incarceration Officer Special Alternative Incarceration Officer 9 Special Alternative Incarceration Officer E10 Bump process--after the parties have identified the layoff unit: 1. For The Employer shall identify the purpose vacancies and least senior employees within the layoff unit equal to the number of this section, maximum possible annual base compensation is base hourly rate per filled positions being abolished within the salary schedule calculated at the highest step of the Employee’s permanent job classification multiplied by the Employee’s scheduled days and hourslayoff unit. These least senior employees shall be issued layoff notices. 2. The most-senior person If the layoff unit contains more than one work location, employees remaining in a job classification that is impacted the layoff unit who are displaced from their original work location (due to the closure, reduction consolidation, etc.), will be placed in existing vacancies or the vacated positions identified in step 1 above. Placement into these positions shall be in seniority order based on preferences provided by the Board approved position eliminations/reductions will begin the bumping process by bumping into a comparable position currently held by an Employee with the least district-wide seniority within the job classification closest to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occurs. If there are no comparable positions within the affected pay grade, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications in the job description until all such options are exhausted. Employees must bump the least-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications in the job description and only if there are no available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping processemployees. 3. Employees whose position currently provides healthremaining in the layoff unit may request an exchange transfer (one for one transfer) with any bargaining unit member in the same classification in accordance with Article 15 Part D §A.6., opticaleither within or outside the layoff unit. Exchange transfers shall not be unreasonably denied and will be processed with the rest of the layoff unit moves, and dental benefits may bump into a vacant position that becomes vacant if possible. In addition, during the bumping meeting with less annual base compensation bump process, exchange transfers occurring within this Article shall supersede all other closer to home and seniority based transfers or recalls, as no vacancy exists. Requests for exchange transfers shall be in order writing by both employees requesting to maintain the Employee’s health, optical, and dental benefits, contract proration will applyexchange. 4. Affected Employees The parties may reach mutual agreement to be laid off will have notices sent modify the process to the Employee at the Employee’s last known address minimize impact on file with the district by express mail at least fourteen (14) calendar days in advance of lay offaffected employees as necessary.

Bumping. 1. For After a position has been eliminated, the purpose laid-off employee may exercise his/her bumping rights in the same seniority groups within the same department, under the conditions stated below, however, a full-time employee bumping a part-time employee shall be entitled to only those benefits provided to such positions: A. The bumping employee can bump laterally, but cannot move into a position of this section, maximum possible annual base compensation is base hourly rate per the a higher salary schedule calculated at the highest step of the Employee’s permanent job classification multiplied by the Employee’s scheduled days and hoursgrade. 2. B. The most-senior person bumping employee must have more seniority than the employee in a job classification that the position who is impacted by the Board approved position eliminations/reductions will begin the to be bumped. C. A bumping process by bumping into a comparable position currently held by an Employee with employee may bump the least district-wide senior employee within his/her seniority within the job classification closest to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occurs. If there are no comparable positions within the affected pay group and salary grade, the Employee will continue the except that a bumping process to a job classification closest to but not exceeding the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications in the job description until all such options are exhausted. Employees must full-time employee may bump the leastleast senior full-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade time employee in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications his/her full-time hours. D. If there is no position available in the job description and only if there are no available jobs in employee's salary grade, the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping process. 3. Employees whose position currently provides health, optical, and dental benefits employee may bump into the least senior position in the nearest lower salary grade within their seniority groups that the employee would be eligible to bump into. However, a vacant position that becomes vacant during bumping full-time employee may bump the bumping meeting with less annual base compensation least senior full-time employee in order to maintain her/his full-time hours. Such an employee will retain secondary recall rights to her/his original salary grade. E. When probationary or temporary employees are in more than one (1) regular position at the Employee’s healthsame salary grade into which a laid off or bumped employee would be eligible to bump, opticalthe EMPLOYER will determine the position into which the employee bumps. F. If the bumping employee does not have the required degrees or certificates to bump the least senior employee within his/her seniority group, he/she may bump the least senior employee within his/her seniority group whose position he/she is qualified to perform. G. The bumping employee must possess the necessary ability (ability is defined as having sufficiency of knowledge, skill, and dental benefitspersonal inclination to perform the tasks of the position, contract proration these attributes having been attained by previous experience in related work or education) which will applyqualify the employee to perform the work adequately, with minimal instructions. 4. Affected Employees H. An employee must inform the EMPLOYER of his/her decision to be laid off will have notices sent bump within three (3) working days from the date of the receipt of the layoff notification. I. The foregoing bumping provisions shall not apply to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen temporary cases of layoff, not to exceed ten (1410) calendar days in advance of lay offwork days.

Bumping. 1Bumping downward, by seniority, will be allowed, including into the Police Supervisory Unit. For the purpose of this section, maximum possible annual base compensation is base hourly rate per the salary schedule calculated at the highest step of the Employee’s permanent job classification multiplied by the Employee’s scheduled days and hours. 2. The most-senior person in a job classification that is impacted by the Board approved position eliminations/reductions will begin the bumping process by When bumping into a comparable position currently held by an Employee with lower rank classification, the bumping employee bumps the least district-wide senior employee in the lower rank classification if the bumping employee has more seniority, as defined below, than the employee who is to be bumped. To determine whether the bumping employee has more seniority, time spent in the rank from which that employee is bumping and the rank into which that employee is bumping are combined. For example, if the lower senior Deputy Chief has two years as a Deputy Chief and three years as a Lieutenant, he/she will be able to bump an employee who has been a Lieutenant for four years. However, this low seniority within Deputy Chief will not be able to bump a Lieutenant who has been in that rank for six years. In this event, the job classification closest to but not exceeding Deputy Chief can exercise any bumping rights he/she may have in the Employee’s maximum possible annual base compensation where the reduction or elimination occursnext lower rank classification. If there an employee bumps into a lower rank classification, he/she shall carry all accumulated seniority into the lower classification. i. Employees who were promoted from the command bargaining unit to the rank of Deputy Chief and who are no comparable positions transferred, demoted, or who do not complete their probationary period, may bump back into their previously held rank. The method for determining their seniority for bumping rights is described in section 5c of this article. ii. Current members (as of the date of execution of this Agreement) who are promoted from this bargaining unit to the rank of Police Chief and who are either removed from the Police Chief position by the Administrator and City Council or who choose to voluntarily demote from the Chief’s position may bump back into their previous position within this bargaining unit. The bumping employee will bump the affected pay gradeleast senior employee in the Deputy Chief classification, the Employee will continue if the bumping process employee has more seniority than the employee who is to a job classification closest to but not exceeding be bumped. To determine whether the affected Employee’s maximum possible annual base compensation bumping employee has more seniority, time spent in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications rank in the job description until all such options are exhausted. Employees must bump the least-senior Employee closest to but not exceeding the affected EmployeeDeputy Chief’s maximum possible annual base compensation. Employees shall not union will be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications in the job description and only if there are no available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as a result of the bumping processutilized. 3. Employees whose position currently provides health, optical, and dental benefits may bump into a vacant position that becomes vacant during the bumping meeting with less annual base compensation in order to maintain the Employee’s health, optical, and dental benefits, contract proration will apply. 4. Affected Employees to be laid off will have notices sent to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay off.

Bumping. The employee scheduled for layoff under Section D. may elect to either accept layoff or bump to the least senior position in the layoff unit for which the employee is qualified, as provided in this Section. An employee scheduled for layoff who fails or is unable, in accordance with Section D.3., to exercise the option to bump to the least senior position shall be laid off. For purposes of this Article, the least senior position is defined as: 1. For A vacant position which the purpose Employer intends to fill; or, in the absence of this section, maximum possible annual base compensation is base hourly rate per the salary schedule calculated at the highest step of the Employee’s permanent job classification multiplied by the Employee’s scheduled days and hours.such vacancy, 2. The most-position occupied by the least senior person employee as described in Section D.3. above. Within seven calendar days of receipt of notification of layoff, the employee scheduled for layoff shall notify the Employer of his/her decision to either accept layoff or bump into the least senior position in the layoff unit in the next lowest level and successively lower levels thereafter, within his/her current class series, as listed below. Alternatively, if it would result in a job classification that is impacted by the Board approved position eliminations/reductions will begin the bumping process by bumping higher rate of pay, an employee may bump into a comparable position currently held by an Employee with the least district-wide seniority within the job classification closest to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occurs. If there are no comparable positions within the affected pay grade, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s maximum possible annual base compensation senior position in the Employee’s permanent job classification layoff unit in a former class series at or pay grade for below any level at which the Employee meets employee had satisfactorily completed the qualifications in the job description until all such options are exhaustedrequired probationary period. Employees must bump the least-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees This alternative shall not be allowed apply to pass a employees who were demoted from the higher paying class for disciplinary reasons or who transferred from the higher paying classification in less than satisfactory employment status. An employee seeking to bump into another position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation must meet all requirements in order to receive an increase in pay gradeaccordance with Section D.3. The Employee may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long as the Employee meets the qualifications in the job description and only if there are no available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive an increase in annual base compensation as As a result of bumping downward, an employee shall not earn more than the bumping process. 3maximum rate of the lower classification bumped into or more than the rate previously earned in a higher classification from which the employee bumped. Employees whose position currently provides healthWhen an employee bumps downward, optical, and dental benefits may bump into a vacant position he/she shall be paid at that becomes vacant during step in the bumping meeting with less annual base compensation lower level pay range which credits the service in order to maintain the Employee’s health, optical, and dental benefits, contract proration will apply. 4. Affected Employees to be laid off will have notices sent higher level range(s) to the Employee step at which the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days employee was paid when promoted from a lower level. Classification Classes in advance of lay off.Series Corrections Medical Aide Corrections Medical Aide 8 Corrections Medical Aide E9 Corrections Medical Unit Officer E10

Bumping. A bargaining unit member who is targeted for layoff, with five (5) or more years of service as of the layoff date, shall be entitled to the option of bumping under Section 13.6, B below to a vacant and available position or to a position which is occupied by a bargaining unit member who has less than five (5) years' seniority as of the layoff date and less seniority than the targeted individual. The targeted bargaining unit member must be qualified and able to fill the position. There shall be no bumping out of positions of specified duration. 1. For At the purpose same time as the layoff notice(s), the Employer/University Administration shall provide to the bargaining unit member a list of this section, maximum possible annual base compensation is base hourly rate per the salary schedule calculated at the highest step current executive area bargaining unit positions that are not grant-funded or term positions; are of the Employee’s permanent job classification multiplied by same position grade level or lower; and whose occupants have fewer than five (5) years' seniority and less seniority than the Employee’s scheduled days and hours. 2targeted member as of the layoff date. The most-senior person in list shall include the grade level, salary, department, executive area, working titles and seniority of bargaining unit members filling those positions. Additionally, a list of all vacant and available campus bargaining unit positions will be provided. Within thirty (30) calendar days of receipt of the list the bargaining unit member may request the Employer/University Administration to provide up to ten (10) up to date job classification that is impacted by descriptions/position descriptions of those positions on the Board approved position eliminations/reductions will begin the bumping process by bumping into a comparable position currently held by an Employee with the least district-wide seniority within the job classification closest to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occurs. If there are no comparable positions within the affected pay grade, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade list for which the Employee bargaining unit member believes, from a review of the working titles, that he or she may be qualified. These positions will be provided within five (5) business days of the request. Within ten (10) calendar days of receiving the position descriptions requested, the bargaining unit member may then identify for bumping one (1) such position with equal or lesser responsibilities and whose occupant has less seniority and one (1) vacant and available position. After the bargaining unit member notifies the Employer/University Administration of his/her choices of positions, the unit member will be interviewed for each position as soon as feasible by one or more persons qualified to assess the member’s qualifications. After interviewing the member to discuss his or her qualifications and abilities, the Employer/University Administration shall determine within ten (10) calendar days whether the bargaining unit member meets the minimum qualifications for the positions identified, and, if he or she does, shall offer the positions to the bargaining unit member. If two or more bargaining unit members targeted for layoff select the identical position for bumping, and are found to meet the qualifications for the position, then the most senior employee shall be offered the position and the less senior member may identify another position. Once the bargaining unit member has been determined to be qualified for and has selected a position, the University will issue a layoff notice to the occupant of that position, if any, as provided in the job description until all such options are exhausted. Employees must bump the least-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay gradeSections 13.4 and 13.6(B)1. The Employee may receive an increase or decrease in classification or pay grade in order bargaining unit member who is bumping into the selected position will be off payroll no longer than it takes for the current occupant’s period of notice to maintain expire. If the Employee’s original maximum possible annual base compensation so long as selected position is vacant, the Employee meets bargaining unit member will bump into the qualifications in the job description and only if there are selected position with no available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensationtime off payroll. No Employee shall receive an increase in annual base compensation as a result of the bumping process. 3. Employees whose position currently provides health, optical, and dental benefits may bump A bargaining unit member who bumps into a vacant position at the same grade level, shall maintain their current salary. If the vacant position is of a lower grade, their salary will be unaffected; however, the position will be deemed an anomalous circumstance for the purpose of equity reviews. If the vacant position is of a higher grade, or associated to a higher grade, their salary shall be increased as if it were a promotional increase (PSSAP IV.D). A bargaining unit member who bumps into an occupied position shall receive the salary of the bumped unit member provided that becomes vacant during the bumping meeting with less annual base compensation new salary does not represent a) an increase in order salary, or b) a decrease of more than 10% of the salary being earned by the targeted bargaining unit member immediately prior to maintain the Employee’s health, opticalbump. Only in circumstance b) will the salary ever be greater than that of the bumped unit member, and dental benefits, contract proration in that case it will apply. 4. Affected Employees to be laid off will have notices sent established at 90% of the targeted unit member's salary immediately prior to the Employee bump. If the percentage of appointment is different in the new position the salary shall be adjusted accordingly. An equity increase may in some cases be warranted, but would occur only after the targeted bargaining unit member has assumed the duties of the new position at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance of lay offsalary as described above.

Bumping. 1. For the purpose of this section, maximum possible annual base compensation Bumping is base hourly rate per the salary schedule calculated at the highest step of the Employee’s permanent job classification multiplied by the Employee’s scheduled days and hours. 2. The most-senior person in a job classification that is impacted by the Board approved position eliminations/reductions will begin the bumping process by bumping into a comparable position currently held by an Employee with the least district-wide seniority within the job classification closest to but not exceeding the Employee’s maximum possible annual base compensation where the reduction or elimination occurs. If there are no comparable positions within the affected pay grade, the Employee will continue the bumping process to a job classification closest to but not exceeding the affected Employee’s maximum possible annual base compensation in the Employee’s permanent job classification or pay grade for which the Employee meets the qualifications in the job description until all such options are exhausted. Employees must bump the least-senior Employee closest to but not exceeding the affected Employee’s maximum possible annual base compensation. Employees shall not be allowed to pass a position closest to but not exceeding the Employee’s maximum possible annual base compensation to take a lesser annual base compensation in order to receive an increase in pay grade. The Employee may receive an increase or decrease in classification or pay grade in order to maintain the Employee’s original maximum possible annual base compensation so long defined as the Employee meets the qualifications in the job description and only if there are no available jobs in the Employee’s classification or pay grade that are closest to but not exceeding the Employee’s maximum possible annual base compensation. No Employee shall receive movement of an increase in annual base compensation as a result of the bumping process. 3. Employees whose position currently provides health, optical, and dental benefits may bump into a vacant position that becomes vacant during the bumping meeting with less annual base compensation in order to maintain the Employee’s health, optical, and dental benefits, contract proration will apply. 4. Affected Employees employee to be laid off from his/her current classification of a position of the same, related (classification revision or title change) or previously held lower classification held by an employee with less seniority. Employees may exercise bumping privileges to a lower classification provided they meet the minimum qualifications of the lower classification. Bumping privileges may only be exercised within the assigned department except that employees with at least five years continuous regular employment may bump between departments. A “related” classification as referred to in this section refers only to classifications that have been revised or re-titled. This does not refer to bumping to classifications that perform similar duties. The least senior employee (in the classification of the position being eliminated/bumped to) in the laid off employee’s department is the person who will be bumped. If there is no less senior employee in the Department in the classification of the position being eliminated/bumped to, the least senior employee in the classification of the position being eliminated/bumped to in any City Department shall be bumped provided the laid off employee has the right to bump across Departments. Full-time employees have notices sent the right to bump the least senior full-time employee. However, if there is no less senior full-time employee, the full-time employee being laid off has the right to bump a less senior part-time employee in the position that is closest to full time. Part-time employees have the right to bump the least senior part-time employee in a position of equal hours in the classification of the position being eliminated/bumped to. However, if there is no less senior part-time employee in a position of equal hours, a part-time employee may bump the least senior part-time employee in a position of greater hours; if there is no less senior part-time employee in a position of greater hours, the part-time employee may bump a full-time employee within the laid-off employee’s assigned department; such bumping from a part-time position to a part-time position of greater hours or to a full-time position is limited to positions within the same department. Employees who bump pursuant to this section and who have previously held more than one classification within the City must bump to the Employee at the Employee’s last known address on file with the district by express mail at least fourteen (14) calendar days in advance most recently held classification of lay offequal hours, if available.