Common use of Displacement Procedure Clause in Contracts

Displacement Procedure. a) In the case of abolishment of permanent positions, the University must place any employee benefiting from employment security in a newly created or a vacant position within the bargaining unit providing he/she can satisfy the normal requirements of that position. b) Beginning at the time of receipt of the notice of abolition, any employee benefiting from employment security and whose position is abolished will be given priority to fill any vacant permanent position, or failing that, to fill any vacant temporary position. However, the University’s obligation to find a permanent position for this employee under the employment security provisions does not cease if the employee accepts a temporary position. c) The employee with employment security and whose position has been abolished is deemed to hold the required qualifications of the abolished position, including educational level. Furthermore, he/she shall not be refused a permanent position if he/she only lacks competencies or skills that can reasonably be acquired within eight (8) months of full-time training or twenty-four (24) months of part-time training, as determined by the University. d) Any employee benefiting from employment security whose position is abolished and who is placed in a position of a lower grade, maintains the salary of the abolished position. e) Any employee benefiting from employment security who refuses an assignment to a vacant position will be considered as having voluntarily resigned. f) An employee affected by the abolition of a position who cannot be assigned to a vacant position according to subsection 14.05 a) and who chooses to not resign and to receive the indemnity indicated in subsection l4. 03 a) must accept: i. to fill a temporarily vacated position, as long as he/she satisfies the normal requirements of the position; ii. to fill a work surplus or be assigned to a special project. In such cases, the University may assign the employee for a period of less than six (6) months to any position that is classified as grade nine (9) or higher. This may happen only once. For assignments of six (6) months or more, the University may assign the employee to a position that is no more than two (2) grades lower than his/her abolished position. g) At the end of the paid period of employment security, the employee has the right to bump a temporary employee with less seniority who is the incumbent of a position that was not posted, as long as he or she meets the normal requirements of the position in accordance with the provisions of subsection 14.05 c). In such a case, the employee’s status will be that of a temporary employee. The employee who bumps is subject to the trial period provided in subsection 13.02 b). h) An employee whose position has been abolished and who has been placed in another position in the bargaining unit is subject to a trial period of ninety (90) days worked. Upon agreement between the parties, the trial period can be extended up to one hundred twenty (120) days. During the trial period the employee will continue to benefit from all the rights and privileges of the Collective Agreement. The parties agree that during the trial period the employee is entitled to the appropriate training and assistance in order to facilitate integration into the new position. Mid-way through the trial period, the immediate supervisor will prepare a written progress report and will hold a formal meeting with the employee to discuss the report. If during the trial period the University determines that the employee is unable to meet the normal requirement of the position, subsections 14.05 a) and f) apply.

Displacement Procedure. a) In the case of abolishment abolition of permanent positionspositions in the staff complement, the following procedure applies: a) Any employee whose position is to be abolished shall receive advance notice of at least two (2) months. Copy of said notice is sent to the Union. b) After discussion with the Union, the University must place agrees to assign any employee benefiting from employment security in affected by position abolition or a newly created or displacement according to the present article, without posting to a vacant position within in the bargaining unit providing hesame job class as long as she/she can he has the qualifications to satisfy the normal requirements of that the position. b) Beginning at ; After discussion with the time of receipt Union, the University agrees to assign any employee affected by position abolition or a displacement according to the present article, to a vacant position in the immediately lower job class as long as the employee agrees and she/he satisfies the normal requirements of the notice of abolition, any employee benefiting from employment security and whose position is abolished will be given priority to fill any vacant permanent position, or failing that, to fill any vacant temporary position. However, the University’s obligation to find a permanent position for this employee under the employment security provisions does not cease if the employee accepts a temporary position. c) The University will provide retraining to allow an employee with employment security and whose to occupy a position has been abolished is deemed to hold in the required qualifications of the abolished position, including educational level. Furthermore, he/she shall not be refused a permanent position if he/she only lacks competencies or skills that can reasonably be acquired within eight (8) months of full-time training or twenty-four (24) months of part-time training, as determined by the Universitybargaining unit. d) Any employee benefiting from employment security whose position is abolished and who is placed in a position of a lower grade, maintains If the salary of the abolished position. e) Any employee benefiting from employment security who refuses an assignment to a vacant position will be considered as having voluntarily resigned. f) An employee affected by the abolition of a position who abolition cannot be assigned to a vacant position according to subsection 14.05 aas provided for in paragraphs 12.02 b) and c), this employee may displace an employee in the same job class who chooses has less seniority, as long as she/he satisfies the normal requirements of the position. e) If a displacement in the same job class is not possible, the employee affected by position abolition or a displacement may displace an employee in the immediately lower job class, who has less seniority, as long as she/he satisfies the normal requirements of the position. f) Each employee thus displaced may use her/his right to displace as outlined above. Any employee displaced shall receive advance notice of twenty (20) working days. This delay may be extended upon agreement between the parties. i. An employee affected by position abolition or a displacement under the provisions of the present article who is assigned to another position in the staff complement is entitled to a trial period of sixty (60) days worked. ii. During the trial period, the employee continues to benefit from all rights and privileges of the collective agreement. iii. The parties recognize that, during the trial period, the employee receives appropriate assistance and training in order to facilitate adaptation to her/his new position. iv. In the middle of the trial period, the immediate supervisor will make a written progress report, send a copy to the employee and will have a formal interview with the employee to discuss said report at least two (2) days after its submission. v. If, during the trial period, the University considers that the employee is incapable of satisfying the normal requirements of the position, the employee may continue to use the displacement procedure, or, if it is impossible, paragraph h) applies; h) An employee who cannot displace in accordance with the present article, and who does not choose to resign and to receive the indemnity indicated provided for in subsection l4. 03 a) clause 12.03 must accept: i. i) to fill a temporarily vacated position, as long as hevacant position if she/she satisfies he meets the normal requirements of the position; ii. ) to fill meet a work surplus or be assigned to undertake a special project. In such cases, ; i) As long as an employee affected by the University may assign the employee for a period of less than six (6) months to any position that is classified as grade nine (9) or higher. This may happen only once. For assignments of six (6) months or more, the University may assign the employee to a position that is no more than two (2) grades lower than his/her abolished position. g) At the end provisions of the paid period of employment security, the employee has the right to bump a temporary employee with less seniority who is present article does not become the incumbent of a position that was not postedin the staff complement, she/he is considered as long as having applied for every vacant position in the same job class for which she/he or she meets has the qualifications to meet the normal requirements of the position in accordance with the provisions of subsection 14.05 c). In such a case, the employee’s status will be that of a temporary employee. The employee who bumps is subject to the trial period provided in subsection 13.02 b)position. h) An employee whose position has been abolished and who has been placed in another position in the bargaining unit is subject to a trial period of ninety (90) days worked. Upon agreement between the parties, the trial period can be extended up to one hundred twenty (120) days. During the trial period the employee will continue to benefit from all the rights and privileges of the Collective Agreement. The parties agree that during the trial period the employee is entitled to the appropriate training and assistance in order to facilitate integration into the new position. Mid-way through the trial period, the immediate supervisor will prepare a written progress report and will hold a formal meeting with the employee to discuss the report. If during the trial period the University determines that the employee is unable to meet the normal requirement of the position, subsections 14.05 a) and f) apply.

Displacement Procedure. a) In the case of abolishment abolition of permanent positionspositions in the staff complement, the following procedure applies: a) Any employee whose position is to be abolished shall receive advance notice of at least two (2) months. Copy of said notice is sent to the Union. b) After discussion with the Union, the University must place agrees to assign any employee benefiting from employment security in affected by position abolition or a newly created or displacement according to the present article, without posting to a vacant position within in the bargaining unit providing hesame job class as long as she/she can he has the qualifications to satisfy the normal requirements of that the position. b) Beginning at ; After discussion with the time of receipt Union, the University agrees to assign any employee affected by position abolition or a displacement according to the present article, to a vacant position in the immediately lower job class as long as the employee agrees and she/he satisfies the normal requirements of the notice of abolition, any employee benefiting from employment security and whose position is abolished will be given priority to fill any vacant permanent position, or failing that, to fill any vacant temporary position. However, the University’s obligation to find a permanent position for this employee under the employment security provisions does not cease if the employee accepts a temporary position. c) The University will provide retraining to allow an employee with employment security and whose to occupy a position has been abolished is deemed to hold in the required qualifications of the abolished position, including educational level. Furthermore, he/she shall not be refused a permanent position if he/she only lacks competencies or skills that can reasonably be acquired within eight (8) months of full-time training or twenty-four (24) months of part-time training, as determined by the Universitybargaining unit. d) Any employee benefiting from employment security whose position is abolished and who is placed in a position of a lower grade, maintains If the salary of the abolished position. e) Any employee benefiting from employment security who refuses an assignment to a vacant position will be considered as having voluntarily resigned. f) An employee affected by the abolition of a position who abolition cannot be assigned to a vacant position according to subsection 14.05 aas provided for in paragraphs 12.02 b) and c), this employee may displace an employee in the same job class who chooses has less seniority, as long as she/he satisfies the normal requirements of the position. e) If a displacement in the same job class is not possible, the employee affected by position abolition or a displacement may displace an employee in the immediately lower job class, who has less seniority, as long as she/he satisfies the normal requirements of the position. f) Each employee thus displaced may use her/his right to displace as outlined above. i. An employee affected by position abolition or a displacement under the provisions of the present article who is assigned to another position in the staff complement is entitled to a trial period of sixty (60) days worked. ii. During the trial period, the employee continues to benefit from all rights and privileges of the collective agreement. iii. The parties recognize that, during the trial period, the employee receives appropriate assistance and training in order to facilitate adaptation to her/his new position. iv. In the middle of the trial period, the immediate supervisor will make a written progress report, send a copy to the employee and will have a formal interview with the employee to discuss said report at least two (2) days after its submission. v. If, during the trial period, the University considers that the employee is incapable of satisfying the normal requirements of the position, the employee may continue to use the displacement procedure, or, if it is impossible, paragraph h) applies; h) An employee who cannot displace in accordance with the present article, and who does not choose to resign and to receive the indemnity indicated provided for in subsection l4. 03 a) clause 12.03 must accept: i. i) to fill a temporarily vacated position, as long as hevacant position if she/she satisfies he meets the normal requirements of the position; ii. ) to fill meet a work surplus or be assigned to undertake a special project. In such cases, ; i) As long as an employee affected by the University may assign the employee for a period of less than six (6) months to any position that is classified as grade nine (9) or higher. This may happen only once. For assignments of six (6) months or more, the University may assign the employee to a position that is no more than two (2) grades lower than his/her abolished position. g) At the end provisions of the paid period of employment security, the employee has the right to bump a temporary employee with less seniority who is present article does not become the incumbent of a position that was not postedin the staff complement, she/he is considered as long as having applied for every vacant position in the same job class for which she/he or she meets has the qualifications to meet the normal requirements of the position in accordance with the provisions of subsection 14.05 c). In such a case, the employee’s status will be that of a temporary employee. The employee who bumps is subject to the trial period provided in subsection 13.02 b)position. h) An employee whose position has been abolished and who has been placed in another position in the bargaining unit is subject to a trial period of ninety (90) days worked. Upon agreement between the parties, the trial period can be extended up to one hundred twenty (120) days. During the trial period the employee will continue to benefit from all the rights and privileges of the Collective Agreement. The parties agree that during the trial period the employee is entitled to the appropriate training and assistance in order to facilitate integration into the new position. Mid-way through the trial period, the immediate supervisor will prepare a written progress report and will hold a formal meeting with the employee to discuss the report. If during the trial period the University determines that the employee is unable to meet the normal requirement of the position, subsections 14.05 a) and f) apply.

Displacement Procedure. a) In the case of abolishment abolition of permanent positionspositions in the staff complement, the following procedure applies: a) Any employee whose position is to be abolished shall receive advance notice of at least two (2) months. Copy of said notice is sent to the Union. b) After discussion with the Union, the University must place agrees to assign any employee benefiting from employment security in affected by position abolition or a newly created or displacement according to the present article, without posting to a vacant position within in the bargaining unit providing hesame job class as long as she/she can he has the qualifications to satisfy the normal requirements of that the position. b) Beginning at ; After discussion with the time of receipt Union, the University agrees to assign any employee affected by position abolition or a displacement according to the present article, to a vacant position in the immediately lower job class as long as the employee agrees and she/he satisfies the normal requirements of the notice of abolition, any employee benefiting from employment security and whose position is abolished will be given priority to fill any vacant permanent position, or failing that, to fill any vacant temporary position. However, the University’s obligation to find a permanent position for this employee under the employment security provisions does not cease if the employee accepts a temporary position. c) The University will provide retraining to allow an employee with employment security and whose to occupy a position has been abolished is deemed to hold in the required qualifications of the abolished position, including educational level. Furthermore, he/she shall not be refused a permanent position if he/she only lacks competencies or skills that can reasonably be acquired within eight (8) months of full-time training or twenty-four (24) months of part-time training, as determined by the Universitybargaining unit. d) Any employee benefiting from employment security whose position is abolished and who is placed in a position of a lower grade, maintains If the salary of the abolished position. e) Any employee benefiting from employment security who refuses an assignment to a vacant position will be considered as having voluntarily resigned. f) An employee affected by the abolition of a position who abolition cannot be assigned to a vacant position according to subsection 14.05 aas provided for in paragraphs 12.02 b) and c), this employee may displace an employee in the same job class who chooses has less seniority, as long as she/he satisfies the normal requirements of the position. e) If a displacement in the same job class is not possible, the employee affected by position abolition or a displacement may displace an employee in the immediately lower job class, who has less seniority, as long as she/he satisfies the normal requirements of the position. f) Each employee thus displaced may use her/his right to displace as outlined above. i. An employee affected by position abolition or a displacement under the provisions of the present article who is assigned to another position in the staff ii. During the trial period, the employee continues to benefit from all rights and privileges of the collective agreement. iii. The parties recognize that, during the trial period, the employee receives appropriate assistance and training in order to facilitate adaptation to her/his new position. iv. In the middle of the trial period, the immediate supervisor will make a written progress report, send a copy to the employee and will have a formal interview with the employee to discuss said report at least two (2) days after its submission. v. If, during the trial period, the University considers that the employee is incapable of satisfying the normal requirements of the position, the employee may continue to use the displacement procedure, or, if it is impossible, paragraph h) applies; h) An employee who cannot displace in accordance with the present article, and who does not choose to resign and to receive the indemnity indicated provided for in subsection l4. 03 a) clause 12.03 must accept: i. i) to fill a temporarily vacated position, as long as hevacant position if she/she satisfies he meets the normal requirements of the position; ii. ) to fill meet a work surplus or be assigned to undertake a special project. In such cases, ; i) As long as an employee affected by the University may assign the employee for a period of less than six (6) months to any position that is classified as grade nine (9) or higher. This may happen only once. For assignments of six (6) months or more, the University may assign the employee to a position that is no more than two (2) grades lower than his/her abolished position. g) At the end provisions of the paid period of employment security, the employee has the right to bump a temporary employee with less seniority who is present article does not become the incumbent of a position that was not postedin the staff complement, she/he is considered as long as having applied for every vacant position in the same job class for which she/he or she meets has the qualifications to meet the normal requirements of the position in accordance with the provisions of subsection 14.05 c). In such a case, the employee’s status will be that of a temporary employee. The employee who bumps is subject to the trial period provided in subsection 13.02 b)position. h) An employee whose position has been abolished and who has been placed in another position in the bargaining unit is subject to a trial period of ninety (90) days worked. Upon agreement between the parties, the trial period can be extended up to one hundred twenty (120) days. During the trial period the employee will continue to benefit from all the rights and privileges of the Collective Agreement. The parties agree that during the trial period the employee is entitled to the appropriate training and assistance in order to facilitate integration into the new position. Mid-way through the trial period, the immediate supervisor will prepare a written progress report and will hold a formal meeting with the employee to discuss the report. If during the trial period the University determines that the employee is unable to meet the normal requirement of the position, subsections 14.05 a) and f) apply.

Displacement Procedure. a) In the case of abolishment of permanent positions, the University must place any employee benefiting from employment security in a newly created or a vacant position within the bargaining unit providing he/she can satisfy the normal requirements of that position. b) Beginning at the time of receipt of the notice of abolition, any employee benefiting from employment security and whose position is abolished will be given priority to fill any vacant permanent position, or failing that, to fill any vacant temporary position. However, the University’s obligation to find a permanent position for this employee under the employment security provisions does not cease if the employee accepts a temporary position. c) The employee with employment security and whose position has been abolished is deemed to hold the required qualifications of the abolished position, including educational level. .Furthermore, he/she shall not be refused a permanent position if he/she only lacks competencies or skills that can reasonably be acquired within eight (8) months of full-time training or twenty-four (24) months of part-time training, as determined by the University. d) Any employee benefiting from employment security whose position is abolished and who is placed in a position of a lower grade, maintains the salary of the abolished position. e) Any employee benefiting from employment security who refuses an assignment to a vacant position will be considered as having voluntarily resigned. f) An employee affected by the abolition of a position who cannot be assigned to a vacant position according to subsection 14.05 a) and who chooses to not resign and to receive the indemnity indicated in subsection l4. 03 a) must accept: i. to fill a temporarily vacated position, as long as he/she satisfies the normal requirements of the position; ii. to fill a work surplus or be assigned to a special project. In such cases, the University may assign the employee for a period of less than six (6) months to any position that is classified as grade nine (9) or higher. This may happen only once. For assignments of six (6) months or more, the University may assign the employee to a position that is no more than two (2) grades lower than his/her abolished position. g) At the end of the paid period of employment security, the employee has the right to bump a temporary employee with less seniority who is the incumbent of a position that was not posted, as long as he or she meets the normal requirements of the position in accordance with the provisions of subsection 14.05 c). In such a case, the employee’s status will be that of a temporary employee. The employee who bumps is subject to the trial period provided in subsection 13.02 b). h) An employee whose position has been abolished and who has been placed in another position in the bargaining unit is subject to a trial period of ninety (90) days worked. Upon agreement between the parties, the trial period can be extended up to one hundred twenty (120) days. During the trial period the employee will continue to benefit from all the rights and privileges of the Collective Agreement. The parties agree that during the trial period the employee is entitled to the appropriate training and assistance in order to facilitate integration into the new position. Mid-way through the trial period, the immediate supervisor will prepare a written progress report and will hold a formal meeting with the employee to discuss the report. If during the trial period the University determines that the employee is unable to meet the normal requirement of the position, subsections 14.05 a) and f) apply.

Displacement Procedure. a) In the case of abolishment abolition of permanent positionspositions in the staff complement, the following procedure applies: a) Any employee whose position is to be abolished shall receive advance notice of at least two (2) months. Copy of said notice is sent to the Union. b) After discussion with the Union, the University must place agrees to assign any employee benefiting from employment security in affected by position abolition or a newly created or displacement according to the present article, without posting to a vacant position within in the bargaining unit providing he/she can same job class as long as they have the qualifications to satisfy the normal requirements of that the position. b) Beginning at ; After discussion with the time of receipt Union, the University agrees to assign any employee affected by position abolition or a displacement according to the present article, to a vacant position in the immediately lower job class as long as the employee agrees and they satisfy the normal requirements of the notice of abolition, any employee benefiting from employment security and whose position is abolished will be given priority to fill any vacant permanent position, or failing that, to fill any vacant temporary position. However, the University’s obligation to find a permanent position for this employee under the employment security provisions does not cease if the employee accepts a temporary position. c) The University will provide retraining to allow an employee with employment security and whose to occupy a position has been abolished is deemed to hold in the required qualifications of the abolished position, including educational level. Furthermore, he/she shall not be refused a permanent position if he/she only lacks competencies or skills that can reasonably be acquired within eight (8) months of full-time training or twenty-four (24) months of part-time training, as determined by the Universitybargaining unit. d) Any employee benefiting from employment security whose position is abolished and who is placed in a position of a lower grade, maintains If the salary of the abolished position. e) Any employee benefiting from employment security who refuses an assignment to a vacant position will be considered as having voluntarily resigned. f) An employee affected by the abolition of a position who abolition cannot be assigned to a vacant position according to subsection 14.05 aas provided for in paragraphs 12.02 b) and c), this employee may displace an employee in the same job class who chooses has less seniority, as long as they satisfy the normal requirements of the position. e) If a displacement in the same job class is not possible, the employee affected by position abolition or a displacement may displace an employee in the immediately lower job class, who has less seniority, as long as they satisfy the normal requirements of the position. f) Each employee thus displaced may use their right to displace as outlined above. Any employee displaced shall receive advance notice of twenty (20) working days. This delay may be extended upon agreement between the parties. i. An employee affected by position abolition or a displacement under the provisions of the present article who is assigned to another position in the staff complement is entitled to a trial period of sixty (60) days worked. ii. During the trial period, the employee continues to benefit from all rights and privileges of the collective agreement. iii. The parties recognize that, during the trial period, the employee receives appropriate assistance and training in order to facilitate adaptation to their new position. iv. In the middle of the trial period, the immediate supervisor will make a written progress report, send a copy to the employee and will have a formal interview with the employee to discuss said report at least two (2) days after its submission. v. If, during the trial period, the University considers that the employee is incapable of satisfying the normal requirements of the position, the employee may continue to use the displacement procedure, or, if it is impossible, paragraph h) applies; vi. If issues arise during the trial period, including but not limited to performance and position fit, the matter may be brought to the Labour Relations Committee or discussed, at the latest, seven (7) working days following the request of either Party to meet. h) An employee who cannot displace in accordance with the present article, and who does not choose to resign and to receive the indemnity indicated provided for in subsection l4. 03 a) clause 12.03 must accept: i. i) to fill a temporarily vacated position, as long as he/she satisfies vacant position if they meet the normal requirements of the position; ii. ) to fill meet a work surplus or be assigned to undertake a special project. In such cases, ; i) As long as an employee affected by the University may assign the employee for a period of less than six (6) months to any position that is classified as grade nine (9) or higher. This may happen only once. For assignments of six (6) months or more, the University may assign the employee to a position that is no more than two (2) grades lower than his/her abolished position. g) At the end provisions of the paid period of employment security, the employee has the right to bump a temporary employee with less seniority who is present article does not become the incumbent of a position that was not postedin the staff complement, they are considered as long as he or she meets having applied for every vacant position in the same job class for which they have the qualifications to meet the normal requirements of the position in accordance with the provisions of subsection 14.05 c). In such a case, the employee’s status will be that of a temporary employee. The employee who bumps is subject to the trial period provided in subsection 13.02 b)position. h) An employee whose position has been abolished and who has been placed in another position in the bargaining unit is subject to a trial period of ninety (90) days worked. Upon agreement between the parties, the trial period can be extended up to one hundred twenty (120) days. During the trial period the employee will continue to benefit from all the rights and privileges of the Collective Agreement. The parties agree that during the trial period the employee is entitled to the appropriate training and assistance in order to facilitate integration into the new position. Mid-way through the trial period, the immediate supervisor will prepare a written progress report and will hold a formal meeting with the employee to discuss the report. If during the trial period the University determines that the employee is unable to meet the normal requirement of the position, subsections 14.05 a) and f) apply.