"Bumping" refers to the process where a full-time faculty member who is laid off can displace another employee, provided they have more seniority and are qualified for the position. This process is formally referred to as reassignment to displace another employee in Article 27.06 A of the collective agreement. The employee doing the bumping must [...]
During a 30-day period, the CESC can present recommendations or advice on measures to deal with the layoff. These may include budgetary measures, utilization of retirement or leaves, setting priorities, and adjusting faculty assignments or academic programs. The College cannot proceed with its plan until the 30-day period expires or the CESC's recommendations are received.
Yes, when a College plans to reduce the number of full-time regular employees who have completed the probationary period by lay-off of five percent or 20 employees whichever is less, a specific process applies prior to the procedures in 27.05 (vii) and 27.06 A.
A severance pay plan on layoff provides for severance payment to full-time employees with two or more full years of continuous service. The employee must give the College written election of severance within 120 calendar days after termination of the notice period and waives all recall rights under the Agreement. Severance payment shall be in [...]
Before hiring full-time employees, individuals who have been laid off will be recalled to their former or another full-time position, provided they have the necessary competence, skill, and experience. The recall entitlement applies for two years from the date of layoff. If more than one individual is entitled to recall, the individual with greater seniority [...]
The College will allow the employee to take one program or course for a nominal tuition fee. The College will offer the employee a sessional appointment if one is available, provided that the former employee has the competence, skill, and experience to fulfill the requirements of the sessional position concerned. The College will consider additional [...]
The JESRF is used to facilitate employment stability strategies. The college contributes annually to the JESRF. The CESC administers the JESRF.
The CESC's functions include: Addressing items described in articles 27.05, 28 and 29. Recommending long-term and short-term strategies to enhance employment stability. Administering and making decisions regarding the Joint Employment Stability Reserve Fund (JESRF). The CESC is composed of four members, with two appointed by the College and two by the Union Local.
The College considers an employee’s educational, teaching, practical, research, or other experience, provided the College has been made aware of it.
The agreement outlines a series of steps for placement and displacement based on competence, skill, experience, and seniority. These steps include: Reassignment to a vacant full-time position. Displacement of another full-time employee in the same classification with lesser seniority. Reassignment to a position by combining partial-load and/or part-time assignments. Displacement of a sessional employee (with [...]