Displacement Rights (Bumping) Clause Samples

Displacement Rights (Bumping) a. Full‐time regular employees who are designated to be laid off or displaced (bumped) shall have the right to return to a formerly held regular position within their current department, provided they meet the current minimum job qualifications and have greater seniority within the job classification. If two (2) or more employees have identical seniority, overall seniority with the District will be the tie breaker. In case of a tie in overall seniority, a random selection will be made by lot (e.g., names out of a hat, etc.). b. If an eliminated position is reestablished within two (2) years, the displaced employee retains first return rights to the reestablished position. Recalled employees will be restored to their seniority date and accrual rate at the time of the layoff.
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Displacement Rights (Bumping). In the event of a layoff in any classification (specific job), the layoff will be in reverse order of seniority within the class (job family). That means that the employee with the least seniority in the class (job family) will be the first laid off in the affected classification (specific job). In the event that a bargaining unit employee receiving a notice of layoff cannot exercise bumping right within his/her classification (specific job), they may exercise their class (job family) seniority in the following manner: 12.3.1 If the employee is qualified and has sufficient seniority, he/she may displace the employee with the lowest class seniority in equal classifications (same salary range) within the class (job family). 12.3.2 A lack of seniority or qualifications in equal classifications within the class will permit the employee to displace the least senior employee in succeeding lower classifications if he/she has the necessary seniority and qualifications. 12.3.3 If an employee lacks the qualifications or sufficient seniority to bump into any of the succeeding lower classifications within the same class (job family), the employee may then look to other classifications in which he/she has established seniority. If the classification previously held is designed a lower salary range, the employee may exercise seniority in the classification. 12.3.4 A unit member displaced by the operation of this layoff procedure shall have the same layoff rights and may exercise seniority displacement as though he/she was being laid off. 12.3.5 In lieu of the displacement rights described herein a unit member may accept reassignment to a vacant position in an equal or lower classification.
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Displacement Rights (Bumping). 23 A. Those least senior employees pursuant to Section 2A, above may, if qualified as 24 defined herein, displace a bargaining unit employee with less class seniority in a different 25 classification at the same or lower range on the salary schedule pursuant to the following 26 procedures: 27 1. The bargaining unit member exercising displacement rights shall 28 meet with the Assistant Superintendent, Human Resources or designee to 29 identify: 30 a. Any classifications for which displacement rights may exist 31 pursuant to this Article and, 32 b. The bargaining unit employee's east end/west end of District 33 preference. 34 B. Displacement rights shall be exercised in order of highest seniority. 35 C. If the bargaining unit employee does not wish to exercise his/her displacement 36 rights, he/she may elect to accept the layoff and be placed on the thirty-nine (39) 37 month reemployment list, or at the employee’s sole discretion, may opt to be placed 38 in a vacant position of like hours, for which he/she is qualified, as defined in Section 39 1 of this Article, in lieu of exercising displacement rights. 1 D. After identifying classification(s) for which the bargaining unit employee is qualified 2 pursuant to this Article and for which displacement rights may exist, the employee 3 shall exercise displacement choices by seniority in the following order, in 4 accordance with his/her east/west end preference. The bargaining unit employee 9 3. 10 4. 11 5. 12 6. 13 E. The 5 shall displace the least senior employee in: His/her current classification, His/her sequential classification (e.g. Admin Asst-Secondary, Admin Asst- Elementary, etc). Any classification in the same class with the same or lower range. Any classification in another class with the same range. Any classification in another class with a lower range. Any previously held classification in a different class. bargaining unit employee may exercise a choice in positions in order to maintain the range and hours closest to his/her original position, pursuant to the provisions of this Section. 16 F. If the bargaining unit employee does not have displacement rights, he/she may opt 17 to be placed in a vacant position in his/her Class or previously held Class, 18 for which he/she is qualified. 19 G. When a unit member exercises displacement/bumping rights under this section, 20 that member may displace/bump a unit member in order of seniority, regardless of 21 the hours or months assigned, which may result...
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Displacement Rights (Bumping). 23.1.1 A permanent employee who is to be laid off may exercise displacement rights (i.e., bumping) within any classification in which the employee attained permanency and holds seniority credit greater than an incumbent. The employee to be displaced shall be the one with the least seniority in the class plus higher classes. In the event that two or more classified employees have the same seniority date within the classification, the advantage shall go to the employee with the greatest overall seniority in the District. If that date is also the same, the employee with the longest total service to the District shall have the advantage. If the total service to the District is the same, the advantage will be decided by lot. 23.1.2 A permanent employee may exercise displacement rights in the following order: 1. Move into a vacancy in the current or previously held classification with equal hours, if available. If not available, then; 2. Displace the least senior employee in the current or previously held classification with equal hours, if available. If not available, then; 3. Displace the least senior employee in the current or previously held classification whose number of hours most closely approximates the laid off employee’s hours in the classification from which they are being laid off.
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Displacement Rights (Bumping). The right to displace or bump into a current, lateral, or lower classification. Seniority in a lower classification shall be computed on the basis of hours of paid service in the higher classification(s) plus hours of paid service in the lower classification(s). When a unit employee's position is eliminated or the employee is displaced, the employee has the right to bump only into classification(s) currently or previously held. The employee will first bump into the current classification, and then into any lateral classification(s) previously held. If the employee is then displaced from the lateral classification(s), the employee has the right to bump into the next lower classification(s) previously held.
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Displacement Rights (Bumping). 1. Regular employees who are designated to be laid off and have held regular status in a previously held classification may demote into a vacant position or may displace employees in the previously held classification provided that the employee exercising the displacement privilege has greater City Seniority than the incumbent in the classification to which the employee is bumping and meets the current job requirements and any special skills required of the position. If the employee designated to be laid off has not held regular status in a previously held classification, then no displacement rights accrue to that individual. 2. Employees being displaced must be displaced in the same order as specified in Section c - Reduction in Force. 3. An employee must exercise displacement privileges within five (5) working days after receipt of a notice of layoff, by written notice to the Human Resources Manager. If displacement privileges are not exercised within the specified time period, they are automatically forfeited.
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Displacement Rights (Bumping) member who has received notice of ▇▇▇▇▇▇ may exercise his/her “classification” seniority in the following order:
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Displacement Rights (Bumping). 23 In the event of a layoff in any classification (specific job), the layoff will be in reverse order 24 of seniority within the classification (specific job). That means that the employee with the least 25 seniority in the classification (specific job) will be the first laid off in the affected classification
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Displacement Rights (Bumping). A. Through September 30, 2007, an employee who is laid off from a class and who has previous service in an equal or lower class and who has greater seniority, shall have the right to bump the employee having less seniority with a job profile within their class that most closely approximates the employee’s total annual hours in that class. Seniority in an equal or lower class in which an employee has previous service shall include the total service in that class plus service in an equal or higher class, including the class from which the employee is laid off. B. Effective October 1, 2007, an employee who is laid off from a class and who has the earliest date of hire, shall have the right to bump the employee having less seniority with a job profile within their class that most closely approximates the employee’s total annual hours in that class. Seniority in an equal or lower class in which an employee has previous service shall include the total service in that class plus service in an equal or higher class including the class from which the employee is laid off.
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Related to Displacement Rights (Bumping)

  • Displacement Rights Regular classified employees in positions which have been eliminated or reduced in hours shall have the right to displace the least senior employee in their classification whose assignment most closely approximates their own hours per day and days per work year. If there is no least senior employee in the same classification employees may displace the least senior employee in the next lower classification in which they have served as either a probationary or permanent employee and have greater classification seniority than the least senior employees. In the event of an employee having the option of exercising their displacement rights, the following displacement procedure will clarify the language in 15.5 and be applied as the displacement procedure. The steps will be taken in numerical order. 15.5.1 An employee whose position is eliminated or reduced shall first be placed in a vacant position with an equal assignment in the same classification when compared with the employee’s current position. 15.5.2 If the previous option is unavailable, the employee shall be placed in a vacant position that has additional assigned time in the same classification when compared with the employee’s current position. 15.5.3 If the previous option is unavailable, the employee shall have the right to displace the least senior employee in the same classification whose assignment is equal in hours per day and days per work year. 15.5.4 If the previous option is unavailable, the employee shall have the right to displace the least senior of the less senior employees in their classification whose assignment most closely approximates the employee’s own hours per day and days per work year. This assignment may hold more hours or fewer hours than the employee’s current position. If there are two positions in option 4 above, whose hours equally approximate the employee’s current position, one with more hours and one with less, the employee will have the right to the position held by the least senior employee regardless of the number of hours of the position. 15.5.5 If the previous option results in the elimination of the employee’s current Health and Welfare benefits, as an alternative, the employee shall also have the option of bumping into an equal or lower classification, which they previously held as a classified employee, for the purpose of non-elimination of Health and Welfare benefits. The employee will repeat the sequence of options 1-4, outlined in this rule for equal or lower classification.

  • Crane Erection & Jumping (a) Cranes and man/material hoists may be erected, altered, climbed and dismantled during times when ordinary production works are in progress subject to the work being done in full compliance with a relevant operational safety zone (OSZ) plan which has been developed specifically for that operation with consideration to overall site safety. (b) The crane crew for each tower crane (Crane Crew) must consist of the following: (i) crane driver; and (ii) three (3) dogmen. (c) In addition to the appropriate tickets held by the crane driver and the dogmen, the following high risk licences must be held amongst the Crane Crew: (i) rigging; and (ii) material handling. (d) Where a Project consists of a single Crane Crew, the Employer should endeavour to ensure another member of the Crane Crew holds a crane driver licence.

  • Technological Displacement The Employer agrees that, whenever possible, no employee shall lose employment because of technological change, utilizing normal turnover of staff to absorb such displaced employees. However, when necessary to reduce staff, it shall be done as outlined in Article 6.01.

  • Client Rights The Employer and the Union are committed to quality care of clients. It is the right of clients, in the privacy of their home, to choose the employee with whom they feel the most comfortable. The Employer support client rights. If a client wishes to change employees, for any reason, the Employer will respect the right of the client to do so. If a client chooses to change employees, the employee who is being unscheduled shall be eligible for another client(s) or equivalent hours as available. The Employer will make a good faith effort to provide support for a successful employee/client relationship(s). At the discretion of the parties, the Employer and the Union may explore through the Labor Management Committee methods of coaching, counseling or mediation to assist in the resolution of client/worker conflicts to help ensure consistent service delivery with minimal worker reassignment.

  • Access Toll Connecting Trunk Group Architecture 9.2.1 If WCS chooses to subtend a Verizon access Tandem, WCS’s NPA/NXX must be assigned by WCS to subtend the same Verizon access Tandem that a Verizon NPA/NXX serving the same Rate Center Area subtends as identified in the LERG. 9.2.2 WCS shall establish Access Toll Connecting Trunks pursuant to applicable access Tariffs by which it will provide Switched Exchange Access Services to Interexchange Carriers to enable such Interexchange Carriers to originate and terminate traffic to and from WCS’s Customers. 9.2.3 The Access Toll Connecting Trunks shall be two-way trunks. Such trunks shall connect the End Office WCS utilizes to provide Telephone Exchange Service and Switched Exchange Access to its Customers in a given LATA to the access Tandem(s) Verizon utilizes to provide Exchange Access in such LATA. 9.2.4 Access Toll Connecting Trunks shall be used solely for the transmission and routing of Exchange Access to allow WCS’s Customers to connect to or be connected to the interexchange trunks of any Interexchange Carrier which is connected to a Verizon access Tandem.