Displacement Process Sample Clauses

Displacement Process a) An employee who has received written notice of layoff shall elect to either: i) Accept the layoff; or ii) Displace an employee who has lesser bargaining unit seniority in a relatively equal or lower classification, if the employee originally subject to layoff can perform the duties of the lower or relatively equal classification. Where an employee elects to displace an Employee with lesser bargaining unit seniority, the Company and the Union will jointly identify the name and seniority of the displaced Employee. When displacing into a lower classification the employee’s current rate of pay shall be maintained for one (1) year then in each subsequent year a two percent (2%) reduction will occur, until the top step of the highest rate for the lower classification is obtained or; iii) Displace an employee who has lesser bargaining unit seniority in a higher classification that the senior employee previously held on a regular (excluding relief or temporary) basis within the last two (2) years. b) Such election shall be in writing and filed with the People Department within forty- eight (48) hours of receipt of the layoff notice. This election shall be final. c) This process shall be repeated at each lower classification by the affected employee(s) until all such employee(s) have been placed into jobs or laid off. d) The displacement process above will be by Worksite, Work Location and then Company Corporation wide. The treatment for individuals affected by Permanent Surplus will be as follows:

Displacement Process. (a) If, at the date of layoff, an Employee has not been appointed to an alternate position with the Employer, she will be permitted to participate in the Displacement process in accordance with this Article 17.06. (b) Within 5 Working Days following notice of layoff, the Employee shall: i. advise the Employer in writing of her election to participate in the Displacement process and submit an updated resume; or ii. advise the Employer in writing of her election to forego participation in the Displacement process in exchange for an enhanced severance entitlement in the amount of 2 weeks pay; (c) An Employee participating in the Displacement process will be given the opportunity by the Employer to displace another Employee, subject to the following rules: i. the displacement shall be of the least senior Employee, whose position is at the same or lower pay grade in an eligible position where the displacing Employee has the qualifications, skills, ability, and relevant experience to perform the work of the position held by the Employee to be displaced; ii. seniority shall be determined by reference to the Seniority List maintained in accordance with Article 14.02, and the list of Employees on probation, as those lists exist on the date the Employee receives notice of layoff; iii. Full-time Employees may displace only other full-time Employees. Part-time Employees may displace only other part-time Employees. For purposes of this provision, Full-time Employees are those Employees whose regular hours of work are 910 hours or more per year. Part-time Employees are those where the Employee’s regular hours of work are less than 910 hours per year; iv. Employees who have received notice of layoff are exempt from being displaced during their notice period; and v. Employees may not displace into positions which are funded through research grants, contracts or physicians’ ▇▇▇▇▇▇▇▇, or limited term positions with 6 months or less remaining in the term. (d) An Employee identified by Human Resources to be displaced shall be given at least 2 weeks’ notice of the effective date of the displacement. In the event she is in fact displaced, unless she is a Probationary Employee, she will be entitled to participate in the Displacement process, Layoff and Severance pay in accordance with Articles 17.06, 17.07, and 17.08, respectively. For purposes of applying these Articles, the date she is given notice of the effective date of the displacement shall be considered the “notice of la...

Displacement Process. An employee who is provided with notice of lay-off can accept the lay-off or if a permanent employee may choose to bump another employee or employees with lesser seniority subject to the following conditions: (a) An employee cannot increase actual hours by displacing. (b) An employee cannot displace by severing part of an assignment in a school unless the employee is using a portion of a position that matches her/his entire full time equivalent. It is understood that this cannot result in the assignment being shared by more than 2 school support counsellors (c) An employee can displace more than one position provided it does not require the reorganization or the severing of any position as a result. (d) The most senior employee who is given notice of lay-off must notify the Human Resources Department, in writing, within five (5) school days [or within five (5) weekdays when displacing occurs outside the school year] that displacing is intended and clearly identify the position(s) to be displaced including name(s) of the incumbent employee(s). Any employee who has less seniority than the most senior employee who is given notice of lay-off shall be requested, in writing, by the Human Resources Department to indicate displacing selections in the event that employee is displaced by an employee with greater seniority. (e) The request of the Human Resources Department will provide the deadline for employee(s) providing selections to the Human Resources Department. An employee who fails to meet any timelines in the Clause without a reasonable explanation to the board loses the right to displace. (f) An employee shall maintain his/her total percentage entitlement whether in a single or combined assignment(s): i.e. 50/50 or 80/20 equals 100% 50/20 equals 70% (g) An employee whose assignment(s) has been displaced may choose an assignment/vacancy as per L16.7 and L16.8 up to their entitlement according to seniority.

Displacement Process. 18.17.1 Surplus Teachers, Teachers who are currently on the recall list and Teachers in jeopardy of being displaced in the process shall have the opportunity to participate in the displacement process.

Displacement Process. In the event of a need to proceed to a workforce reduction, all employees that have been declared surplus, in order of seniority, shall have the option of:

Displacement Process. ‌ (a) The employee with the least amount of seniority in the classification will be the first laid off from that classification, but may displace an employee in a similar or lower classification with less seniority providing they are able to satisfactorily do the job. Employees who are displaced from their jobs as a result of such bump back procedure may themselves bump employees having less seniority, in similar or lower classifications, providing they are able to satisfactorily do the job. If the employee fails to secure a position within any other classification the employee will be placed on lay-off status. (b) Employees will be required to exercise seniority rights pursuant to this Article within five (5) days of being displaced or the employee will be deemed to be laid off.

Displacement Process. Teachers, Teachers who are currently on the recall list and Teachers in jeopardy of being displaced in the process shall have the opportunity to participate in the displacement process. Draft

Displacement Process. (a) If, at the conclusion of the notice period, an Employee has not been placed in an alternate position under Priority Placement, she will be permitted to participate in the Displacement process in accordance with this Article. (b) Employees may not displace into positions which are funded through research grants, contracts or physicians’ ▇▇▇▇▇▇▇▇, or limited term positions with six (6) months or less remaining in the term. (c) Full-time Employees may displace only other full-time Employees. (d) An Employee who is eligible to displace will be given the opportunity by the Employer to displace an Employee in the same redeployment unit who is the least senior Employee whose position is at the same or lower pay grade in an eligible position where the displacing Employee has the qualifications, skills, ability, and relevant experience to perform with minimal training the work of the position held by the Employee to be displaced. (e) Should the Employee not be able to displace in (d) above, the Employee will be given the opportunity by the Employer to displace an Employee who is the least senior Employee whose position is at the same or lower pay grade in an eligible position, in any other redeployment unit, where the displacing Employee has the qualifications, skills, ability, and relevant experience to perform with minimal training the work of the position held by the Employee to be displaced. (f) If the Employee is not able to displace another Employee, she will be laid off and will be placed on a recall list for eighteen (18) months or twenty- four (24) months as applicable under Article 17.14(a).

Displacement Process. Section 1: Train service employees obtaining displacement rights must exercise their displacement rights within forty-eight (48) hours from the time of proper notification. Section 2: Failure of a train service employee to exercise displacement rights, as provided in Section 1 above, will result in said employee being assigned to a position in an Ebb and Flow Territory (EFT) in the following order, seniority permitting: 1. To an unassigned/”no bid” vacancy within his/her home EFT. 2. To a train service employee’s extra board within his/her home EFT. 3. To the closest unassigned/"no bid" vacancy at another EFT. Section 3: A train service employee who fails to exercise displacement rights as provided in Section 1 and is assigned pursuant to Section 2 may thereafter move from said assignment through the application/bid process or having subsequently obtained displacement rights.