Common use of Bumping Clause in Contracts

Bumping. (a) The Employee will select a range of bands for placement and bumping purposes. The Employee will be interviewed by the Department of Human Resources and will complete testing where required. Once the assessment process is completed, placement and bumping will commence. (b) An Employee who refuses a job offer will choose regular severance (Article 15.10) or layoff status (Article 15.11). (c) Bumping procedures will be as follows: (i) A review of the positions for bumping will commence with the person with the least seniority in the same band as the position from which the Employee received notice of job closure. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reached. (ii) If the Employer is unable to successfully find a position for which the Employee bumping is qualified, the Employer will attempt placement within other selected bands. (iii) If the Employer is unable to place the Employee within the selected range, the Employer will next review positions for bumping within the range (iv) If the Employer has been unable to successfully find a position into which the Employee can bump, the Employer will then continue to try to place the Employee within the selected range until the end of the notice period. (v) If the Employer has been unable to successfully find a position into which the Employee can bump by the end of the notice period, the Employee will then choose regular severance (Article 15.10) or layoff status (Article 15.11).

Bumping. (a) The Employee will select a range of bands for placement and bumping purposes. The Employee will be interviewed by the Department of Human Resources and Employee Relations and will complete testing where required. Once the assessment process is completed, placement and bumping will commence. (b) For the first two-thirds of the Employee's notice period, the Employer will attempt to place an Employee in a vacant position, in accordance with the priority placement procedure set out in Article 15.08 (b and c). If the Employer is unable to place the Employee by priority placement, the Employee may commence bumping procedures for the remaining one-third of the Employee's notice period. (c) An Employee who refuses has refused either an interview or a job offer will choose regular severance (Article 15.10) or layoff status (Article 15.11). (cd) Bumping procedures will be as follows: (i) A review of the positions for bumping will commence with the person with the least seniority in the same band as the position from which the Employee received notice of job closure. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reached. (ii) If the Employer is unable to successfully find a position for which the Employee bumping is qualified, the Employer will attempt placement within other selected bands. (iii) If the Employer is unable to place the Employee within the selected range, the Employer will next review positions for bumping within the range specified beginning with the next lower band. This review will commence with the person with the least seniority. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reached. This process will continue moving downward through the range. (iv) If the Employer has been unable to successfully find a position into which the Employee can bump, the Employer will then continue to try to place the Employee within the selected range until the end of the notice period. (v) If the Employer has been unable to successfully find a position into which the Employee can bump by the end of the notice period, the Employee will then choose regular severance (Article 15.10) or layoff status (Article 15.11).will

Bumping. (a1) The Employee will select Regular employees who receive notice of layoff shall have the right to bump employees with less seniority, providing the bump would not constitute a range of bands for placement and bumping purposes. The Employee will be interviewed by the Department of Human Resources and will complete testing where required. Once the assessment process is completed, placement and bumping will commencepromotion. (b2) An Employee who refuses a job offer will choose regular severance The right to bump, subject to (Article 15.101) or layoff status (Article 15.11). (c) Bumping procedures will above, shall be as followsexercised in the following order: (i) A review of the positions for bumping will commence with the person The employee with the least seniority in at the same band as pay level for whose position he/she has the position from which qualifications to do the Employee received notice of job closure. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reached.shall be bumped; (ii) If the Employer is unable to successfully find (i) above does not result in a position for which the Employee bumping is qualifiedsuccessful bump, the Employer same procedure will attempt placement within other selected bandsbe applied at each lower pay level. (iii3) If Regular Employees who are bumped as a result of (1) and (2) above, shall have the Employer is unable same right to place bump employees with less seniority, providing the Employee within the selected range, the Employer will next review positions for bumping within the range (iv) If the Employer has been unable to successfully find bump would not constitute a position into which the Employee can bump, the Employer will then continue to try to place the Employee within the selected range until the end of the notice periodpromotion. (v4) It is agreed that the probation/trial period specified in Article 31.6 will apply to employees moving into a new job as a result of bumping. In the event the employee proves to be unsatisfactory in the new job and is so advised in writing by the Employer, then the provisions of Article 15.2(d) shall be reapplied. In the event the employee does not have the necessary seniority or qualifications to bump a second time, or he/she has proven to be unsatisfactory in the second job, he/she will be laid off. (5) A regular employee shall notify the Employer in writing within six (6) working days of receiving layoff notice whether bumping rights will be exercised or whether the employee opts for a layoff. (6) If a regular employee opts for a layoff he/she must choose either recall rights in accordance with Article 15.5 or severance pay in accordance with Article 15.8 on the Employer has been unable date the layoff is scheduled to successfully find occur. If a position into which the Employee can bump by the end of the notice period, the Employee will then choose regular severance (Article 15.10) or layoff status (Article 15.11)employee declines to make a selection he/she shall be deemed to have chosen recall rights.

Bumping. (a) The Employee will select a range of bands for placement and bumping purposes. The Employee will be interviewed by the Department of Human Resources and will complete testing where required. Once the assessment process is completed, placement and bumping will commence. (b) An Employee who refuses a job offer will choose regular severance (Article 15.10) or layoff status (Article 15.11). (c) Bumping procedures will be as follows: (i) A review of the positions for bumping will commence with the person with the least seniority in the same band as the position from which the Employee received notice of job closure. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reached.with (ii) If the Employer is unable to successfully find a position for which the Employee bumping is qualified, the Employer will attempt placement within other selected bands. (iii) If the Employer is unable to place the Employee within the selected range, the Employer will next review positions for bumping within the range specified beginning with the next lower band. This review will commence with the person with the least seniority. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reached. This process will continue moving downward through the range. (iv) If the Employer has been unable to successfully find a position into which the Employee can bump, the Employer will then continue to try to place the Employee within the selected range until the end of the notice period. (v) If the Employer has been unable to successfully find a position into which the Employee can bump by the end of the notice period, the Employee will then choose regular severance (Article 15.10) or layoff status (Article 15.11).

Bumping. (a) The Employee will select a range of bands for placement and bumping purposes. The Employee will be interviewed by the Department of Human Resources and Employee Relations and will complete testing where required. Once the assessment process is completed, placement and bumping will commence. (b) For the first two-thirds of the Employee's notice period, the Employer will attempt to place an Employee in a vacant position, in accordance with the priority placement procedure set out in Article 15.08 (b and c). If the Employer is unable to place the Employee by priority placement, the Employee may commence bumping procedures for the remaining one-third of the Employee's notice period. (c) An Employee who refuses has refused either an interview or a job offer will choose regular severance (Article 15.10) or layoff status (Article 15.11). (cd) Bumping procedures will be as follows: (i) A review of the positions for bumping will commence with the person with the least seniority in the same band as the position from which the Employee received notice of job closure. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reached. (ii) If the Employer is unable to successfully find a position for which the Employee bumping is qualified, the Employer will attempt placement within other selected bands. (iii) If the Employer is unable to place the Employee within the selected range, the Employer will next review positions for bumping within the range specified beginning with the next lower band. This review will commence with the person with the least seniority. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reached. This process will continue moving downward through the range. (iv) If the Employer has been unable to successfully find a position into which the Employee can bump, the Employer will then continue to try to place the Employee within the selected range until the end of the notice period. (v) If the Employer has been unable to successfully find a position into which the Employee can bump by the end of the notice period, the Employee will then choose regular severance (Article 15.10) or layoff status (Article 15.11).

Bumping. When an Employee is laid off in such class in the work force, he or she shall be permitted to exercise his or her seniority rights to bump -- replace an Employee with less seniority. Such Employee may, if he or she so desires, bump any Employee in a lower job classification provided the bumping Employee has greater seniority than the Employee whom he or she bumps and shall be accomplished according to the following procedure: (1) Elimination of a Position in a job series, other than entry level and where an Employee is affected, the following bumping procedure shall apply: (a) The Employee will select least-senior Employee(s) in the lowest class in a range of bands for placement and bumping purposes. The Employee will job series shall be interviewed by the Department of Human Resources and will complete testing where required. Once the assessment process is completed, placement and bumping will commencelaid off first. (b) An Employee who refuses a job offer will Employee(s) in the next-higher class shall be given the option to bid on the vacant Position(s) by total seniority. If no Employee(s) choose regular severance (Article 15.10to take the lower Position, the least-senior Employee(s) or layoff status (Article 15.11)shall be required to fill the lower Position. This procedure shall be followed in each higher class until the Position which was eliminated is reached. (c) Bumping procedures will be as follows: (i) A review of the positions for bumping will commence with the person with Any Employee who is the least seniority senior and who chooses not to take a lower Position shall be placed on the re-employment list and the laid-off Employee in the same band as the position from which the Employee received notice of job closure. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reachedclass so affected shall be rehired if laid off. (ii2) If the Employer When a Position that is unable to successfully find not in a position for which the Employee bumping negotiated job series is qualified, the Employer will attempt placement within other selected bands. (iii) If the Employer is unable to place the Employee within the selected range, the Employer will next review positions for bumping within the range (iv) If the Employer has been unable to successfully find a position into which the Employee can bump, the Employer will then continue to try to place the Employee within the selected range until the end of the notice period. (v) If the Employer has been unable to successfully find a position into which the Employee can bump by the end of the notice periodeliminated, the Employee will then choose regular severance lowest (Article 15.10least-senior) or layoff status (Article 15.11)on the seniority roster shall be laid off first.

Bumping. (a) The Employee will select a range of bands for placement and bumping purposes. The Employee will be interviewed by the Department of Human Resources and will complete testing where required. Once the assessment process is completed, placement and bumping will commence. (b) An Employee who refuses a job offer will choose regular severance (Article 15.10) or layoff status (Article 15.11). (c) Bumping procedures will be as follows: (i) A review of the positions for bumping will commence with the person with the least seniority in the same band as the position from which the Employee received notice of job closure. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reached. (ii) If the Employer is unable to successfully find a position for which the Employee bumping is qualified, the Employer will attempt placement within other selected bands. (iii) If the Employer is unable to place the Employee within the selected range, the Employer will next review positions for bumping within the rangerange specified beginning with the next lower band. This review will commence with the person with the least seniority. If the Employee does not meet the (iv) If the Employer has been unable to successfully find a position into which the Employee can bump, the Employer will then continue to try to place the Employee within the selected range until the end of the notice period. (v) If the Employer has been unable to successfully find a position into which the Employee can bump by the end of the notice period, the Employee will then choose regular severance (Article 15.10) or layoff status (Article 15.11).

Bumping. (a) The Employee will select a range of bands for placement and bumping purposes. The Employee will be interviewed by the Department of Human Resources and will complete testing where required. Once the assessment process is completed, placement and bumping will commence. (b) An Employee who refuses a job offer will choose regular severance (Article 15.10) or layoff status (Article 15.11). (c) Bumping procedures will be as follows: (i) A review of the positions for bumping will commence with the person with the least seniority in the same band as the position from which the Employee received Regular employees who receive notice of job closure. If lay-off shall have the Employee does right to bump employees with less seniority, providing the bump would not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until constitute a successful position is found or the seniority of the Employee bumping is reachedpromotion. (ii) The right to bump, subject to (1) above, shall be exercised in the following order: (1) The employee with the least seniority at the same pay level for whose position he/she has the qualifications to do the job shall be bumped; (2) If the Employer is unable to successfully find (1) above does not result in a position for which the Employee bumping is qualifiedsuccessful bump, the Employer same procedure will attempt placement within other selected bandsbe applied at each lower pay level. (iii) If Regular Employees who are bumped as a result of(i) and (ii) above, shall have the Employer is unable same right to place bump employees with less seniority, providing the Employee within the selected range, the Employer will next review positions for bumping within the rangebump would not constitute a promotion. (iv) If It is agreed that the Employer trial period specified in Article 30.05 (a) will apply to employees moving into a new job as a result of bumping. In the event the employee proves to be unsatisfactory in the new job and is so advised in writing by the Employer, then the provisions of Article 15.01(d) shall be reapplied. In the event the employee does not have the necessary seniority or qualifications to bump a second time, or he has been unable proven to successfully find a position into which be unsatisfactory in the Employee can bumpsecond job, the Employer he will then continue to try to place the Employee within the selected range until the end of the notice periodbe laid off. (v) If A regular employee shall notify the Employer has been unable in writing within five (5) days of receiving lay-off notice whether bumping rights will be exercised or whether the employee opts for a lay-off. (vi) If a regular employee opts for a lay-off he must choose either re-call rights in accordance with Article 15.04 or severance pay in accordance with Article 15.07 on the date the lay- off is scheduled to successfully find occur. If a position into which the Employee can bump by the end of the notice period, the Employee will then choose regular severance (Article 15.10) or layoff status (Article 15.11)employee declines to make a selection he shall be deemed to have chosen re-call rights.

Bumping. (a) The Employee will select a range of bands for placement Employees who are laid off may bump an employee with less bargaining unit- wide seniority. An employee may choose to not bump and bumping purposes. The Employee will be interviewed by go directly to the Department of Human Resources and will complete testing where required. Once the assessment process is completed, placement and bumping will commencerecall list. (b) An Employee who refuses a job offer Employees will choose regular severance notify the Employer of their decision within seven (Article 15.107) or layoff status (Article 15.11). (c) Bumping procedures will days of being advised that they are to be as follows: (i) A review of laid off. This notification does not affect the positions for bumping will commence with the person with the least seniority in the same band as the position from pay to which the Employee received notice of job closure. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position employee is found or the seniority of the Employee bumping is reached. (ii) If the Employer is unable to successfully find a position for which the Employee bumping is qualified, the Employer will attempt placement within other selected bands. (iii) If the Employer is unable to place the Employee within the selected range, the Employer will next review positions for bumping within the range (iv) If the Employer has been unable to successfully find a position into which the Employee can bump, the Employer will then continue to try to place the Employee within the selected range until the end of entitled during the notice period. (vc) If The bumping employee will normally bump the Employer least senior employee in the classification into which she has been unable chosen to successfully find a bump. (d) The bumping employee must possess the requirements for the position into which the Employee employee is bumping, as indicated on the immediately prior posting for the position, except where the Employer can demonstrate that there has been a bone fide change in the requirements for the position. (e) If the position into which the employee has chosen to bump by is less than full-time, the end employee may bump into the position which most closely approximate the hours of the notice position from which the employee has been displaced. (f) Employees who bump will be given up to three (3) months to demonstrate their ability to perform the duties and responsibilities. An employee who fails to perform satisfactorily or is dissatisfied in the first position into which that employee bumps, will be given a second opportunity to bump. (g) Notwithstanding all of the provisions of Article 12.7, the Employer and the Union may agree on another arrangement for a bumping situation. (h) If an employee was displaced and returns to the position they were displaced from within a twelve (12) month period, they shall receive the Employee will then choose regular severance (Article 15.10) or layoff status (Article 15.11)step level they were at, as if they had never left the position.

Bumping. (a) The Employee will select a range of bands for placement and bumping purposes. The Employee will be interviewed by the Department of Human Resources and will complete testing where required. Once the assessment process is completed, placement and bumping will commence. (b) An Employee who refuses a job offer will choose regular severance (Article 15.10) or layoff status (Article 15.11). (c) Bumping procedures will be as follows: (i) A review of the positions for bumping will commence with the person with the least seniority in the same band as the position from which the Employee received notice of job closure. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reached. (ii) If the Employer is unable to successfully find a position for which the Employee bumping is qualified, the Employer will attempt placement within other selected bands. (iii) If the Employer is unable to place the Employee within the selected range, the Employer will next review positions for bumping within the range specified beginning with the next lower band. This review will commence with the person with the least seniority. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reached. This process will continue moving downward through the range. (iv) If the Employer has been unable to successfully find a position into which the Employee can bump, the Employer will then continue to try to place the Employee within the selected range until the end of the notice period. (v) If the Employer has been unable to successfully find a position into which the Employee can bump by the end of the notice period, the Employee will then choose regular severance (Article 15.10) or layoff status (Article 15.11). (d) Any Employee who is displaced due to a bump will receive formal written notice of at least four (4) weeks or such longer notice as is specified in the Employment Standards Act. Article 15.06 will apply.

Bumping. (a) The Employee will select a range of bands for placement and bumping purposes. The Employee will be interviewed by the Department of Human Resources and will complete testing where required. Once the assessment process is completed, placement and bumping will commence. (b) An Employee who refuses a job offer will choose regular severance (Article 15.10) or layoff status (Article 15.11). (c) Bumping procedures will be as follows: (i) A review of the positions for bumping will commence with the person with the least seniority in the same band as the position from which the Employee received Regular employees who receive notice of job closure. If layoff shall have the Employee does right to bump employees with less seniority, providing the bump would not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until constitute a successful position is found or the seniority of the Employee bumping is reachedpromotion. (ii) The right to bump, subject to (1) above, shall be exercised in the following order: (1) The employee with the least seniority at the same pay level for whose position he/she has the qualifications to do the job shall be bumped; (2) If the Employer is unable to successfully find (1) above does not result in a position for which the Employee bumping is qualifiedsuccessful bump, the Employer same procedure will attempt placement within other selected bandsbe applied at each lower pay level. (iii) If Regular Employees who are bumped as a result of (i) and (ii) above, shall have the Employer is unable same right to place bump employees with less seniority, providing the Employee within the selected range, the Employer will next review positions for bumping within the rangebump would not constitute a promotion. (iv) If It is agreed that the Employer probation/trial period specified in Article 30.6(a) will apply to employees moving into a new job as a result of bumping. In the event the employee proves to be unsatisfactory in the new job and is so advised in writing by the Employer, then the provisions of Article 15.2(d) shall be reapplied. In the event the employee does not have the necessary seniority or qualifications to bump a second time, or he has been unable proven to successfully find a position into which be unsatisfactory in the Employee can bumpsecond job, the Employer he will then continue to try to place the Employee within the selected range until the end of the notice periodbe laid off. (v) If A regular employee shall notify the Employer has been unable in writing within five (5) days of receiving layoff notice whether bumping rights will be exercised or whether the employee opts for a layoff. (vi) If a regular employee opts for a layoff he must choose either re-call rights in accordance with Article 15.5 or severance pay in accordance with Article 15.8 on the date the layoff is scheduled to successfully find occur. If a position into which the Employee can bump by the end of the notice period, the Employee will then choose regular severance (Article 15.10) or layoff status (Article 15.11)employee declines to make a selection he shall be deemed to have chosen recall rights.

Bumping. When an Employee is laid off in such class in the work force, they shall be permitted to exercise their seniority rights to bump -- replace an Employee with less seniority. Such Employee may, if they so desire, bump any Employee in a lower job classification provided the bumping Employee has greater seniority than the Employee whom the Employee bumps and shall be accomplished according to the following procedure: (1) Elimination of a Position in a job series, other than entry level and where an Employee is affected, the following bumping procedure shall apply: (a) The Employee will select least-senior Employee(s) in the lowest class in a range of bands for placement and bumping purposes. The Employee will job series shall be interviewed by the Department of Human Resources and will complete testing where required. Once the assessment process is completed, placement and bumping will commencelaid off first. (b) An Employee who refuses a job offer will Employee(s) in the next-higher class shall be given the option to bid on the vacant Position(s) by total seniority. If no Employee(s) choose regular severance (Article 15.10to take the lower Position, the least-senior Employee(s) or layoff status (Article 15.11).shall be required to fill the lower Position. This procedure shall be followed in each higher class until the Position which was eliminated is reached. City Contract No. 24919 Docusign Envelope ID: 8B0D4E8C-ADDF-4CB9-805E-C4708FF13ED3 (c) Bumping procedures will be as follows: (i) A review of the positions for bumping will commence with the person with Any Employee who is the least seniority senior and who chooses not to take a lower Position shall be placed on the re-employment list and the laid-off Employee in the same band as the position from which the Employee received notice of job closure. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reachedclass so affected shall be rehired if laid off. (ii2) If the Employer When a Position that is unable to successfully find not in a position for which the Employee bumping negotiated job series is qualified, the Employer will attempt placement within other selected bands. (iii) If the Employer is unable to place the Employee within the selected range, the Employer will next review positions for bumping within the range (iv) If the Employer has been unable to successfully find a position into which the Employee can bump, the Employer will then continue to try to place the Employee within the selected range until the end of the notice period. (v) If the Employer has been unable to successfully find a position into which the Employee can bump by the end of the notice periodeliminated, the Employee will then choose regular severance lowest (Article 15.10least-senior) or layoff status (Article 15.11)on the seniority roster shall be laid off first.

Bumping. If no open and active position has been identified for which the employee to be laid off is suitable, and if the employee has elected to exercise bumping rights, then the following process shall be followed: (a1) The Employee College will select invite volunteers for layoff from positions in the same grade and FTE that were identified as suitable for the employee to bump into. If there is a range of bands for placement and bumping purposesvolunteer, then the employee may either accept the position held by the volunteer or accept the layoff. The Employee employee has three (3) working days to inform Human Resources of their decision, or will be interviewed by deemed to have accepted the Department of Human Resources and will complete testing where required. Once the assessment process is completed, placement and bumping will commencelayoff. (b2) An Employee who refuses If there is no volunteer, then the employee will be offered the opportunity to bump the least senior employee in a job offer position in the same grade and at the same FTE that the Qualifications Review Board has determined is suitable for the employee being laid off. The employee may then either accept the new position or accept the layoff. The employee has three (3) working days to inform Human Resources of their decision, or will choose regular severance (Article 15.10) or layoff status (Article 15.11)be deemed to have accepted the layoff. (c3) Bumping procedures will be as follows: (i) A review of the positions for bumping will commence If no suitable position with the a less senior person with the least seniority in the same band as grade and at the same FTE is identified, but there is a position with a less senior person in the same grade at a reduced FTE, then the employee may choose to bump into the position from which the Employee received notice of job closure. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until reduced FTE, or may choose to bump into a successful position is found or the seniority of the Employee bumping is reachedlower grade as provided in (4) below. (ii4) If no suitable position with a less senior person in the Employer same grade and at the same FTE is unable identified, the employee will be given the opportunity to successfully find bump into a position at the same FTE held by the least senior person at the next lower grade that the Qualifications Review Board has determined is suitable for which the Employee bumping is qualifiedemployee being laid off. The employee may then either accept the new position or accept the layoff. The employee has three (3) working days to inform Human Resources of their decision, or will be deemed to have accepted the Employer layoff. Employees who accept a position in the next lower grade will attempt placement within other selected bandsretain their current salary but will not be eligible for pay increases until the pay scale of the accepted position becomes the same or greater than the wage of the employee's former position. (iii5) If For purposes of this Article, seniority shall be calculated from the Employer is unable employee's date of hire reflecting total employment by the College regardless of positions filled. Employees on approved paid or unpaid leave of absence shall accrue seniority for the purposes of this Article. An employee returning to place the Employee within College after a break in service will not accrue seniority during the selected range, break but can count the Employer will next review positions for bumping within the range (iv) If the Employer has been unable to successfully find a position into which the Employee can bump, the Employer will then continue to try to place the Employee within the selected range until the end of the notice periodprior service. (v6) If The bumping employee will be given reasonable support and/or training to facilitate a successful transition to their new position. (7) The employee who was bumped shall have the Employer has been unable rights of an employee being laid off under this Article 23 and will have the right to successfully find a position into which begin the Employee can bump by the end of the notice period, the Employee will then choose regular severance (Article 15.10) or layoff status (Article 15.11process above at 23.2A(a)(2).

Bumping. (a) The Employee will select a range of bands for placement and bumping purposes. The Employee will be interviewed by the Department of Human Resources and will complete testing where required. Once the assessment process is completed, placement and bumping will commence. (b) For the first two-thirds of the Employee's notice period, the Employer will attempt to place an Employee in a vacant position, in accordance with the priority placement procedure set out in Article 15.08 (b and c). If the Employer is unable to place the Employee by priority placement, the Employee may commence bumping procedures for the remaining one-third of the Employee's notice period. (c) An Employee who refuses has refused either an interview or a job offer will choose regular severance (Article 15.10) or layoff status (Article 15.11). (cd) Bumping procedures will be as follows: (i) A review of the positions for bumping will commence with the person with the least seniority in the same band as the position from which the Employee received notice of job closure. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reached. (ii) If the Employer is unable to successfully find a position for which the Employee bumping is qualified, the Employer will attempt placement within other selected bands. (iii) If the Employer is unable to place the Employee within the selected range, the Employer will next review positions for bumping within the range specified beginning with the next lower band. This review will commence with the person with the least seniority. If the Employee does not meet the qualifications, bumping procedures will continue to the next person with the least seniority within the band and continue until a successful position is found or the seniority of the Employee bumping is reached. This process will continue moving downward through the range. (iv) If the Employer has been unable to successfully find a position into which the Employee can bump, the Employer will then continue to try to place the Employee within the selected range until the end of the notice period. (v) If the Employer has been unable to successfully find a position into which the Employee can bump by the end of the notice period, the Employee will then choose regular severance (Article 15.10) or layoff status (Article 15.11).