Questions About Layoffs

  • Your manager or HR will send you an email asking you to attend a non- disciplinary meeting in person, along with CUPE 4627 representative. In the meeting you will be given a notice of layoff in writing. (18.2.1).

  • 23 members received a layoff notice. Of those members, approximately 18 members have chosen to bump. Some members have no bumping options and are having to choose recall or severance.

  • Yes, when member is bumped, they will go through the layoff process where they will be given the options to bump, go on recall or take the severance pay.

  • Due to the Employment Standards Act on group terminations members who received layoff notices in April 2026, had 4 months of notice and 2 months to decide if they will bump, go on recall or take severance. The members who receive notice of layoff going forward will have notice according to the Collective Agreement.

    If the employee is permanent with 3 or more years of services, they will 2 month layoff notice (18.2.8) and in that time period, they will have 1 month to decide if they will bump, go on recall or take severance. A permanent employee with less than 3 years of services will have a 1 month notice (18.2.9) with only 2 weeks to decide.

  • No! And they have tried to do so. If you see a Notice of Layoff in your personal email, or your work email, we recommend that you DO NOT open it. They have to give you notice in writing. If they can’t give you notice in writing (18.2.1), they have to mail it to you. Please let the Chief Shop Steward know about this right away. You can email at chiefshopsteward@cupe4627.com.

  • Currently, the only layoffs were are anticipating are the layoffs that are a result of bumping. However, we want to caution that nothing is certain at the moment, and if there is lower than expected enrolment numbers in September, there could be more layoffs. The executive was informed of this at the June 21st Pre-Board meeting.

  • 18.1.1 - Layoff includes the elimination of positions and reduction in hours of positions.

    18.1.2 - If the hours of part-time positions are increased or decreased, the incumbent employees will have the option of accepting the increased or decreased hours or of being laid off. If the hours in a full-time position are decreased, the incumbent employees have the option of accepting the decreased hours or of being laid off.

    18.1.3 - If the College decides to layoff employees covered by this Agreement, it will advise the Union.

    18.1.4 - Before any action is taken, the College will promptly consult with the Union to attempt to minimize the impact of layoffs on employees.

    18.1.5 - The College will bring to the attention of the Union any special considerations that may impact the process.

    18.1.6 - The College will not discuss possible layoffs with employees before a final decision has been made and the Union has been consulted.

    18.1.7 - Within the area to be reduced, the College will layoff junior employees in the same classification unless it can show reasonable cause to layoff senior employees. Description text goes here

  • 18.2.1 - Notice of layoff will be in writing, with a copy to the Union, and will include reasons why the layoff is necessary.

    18.2.2 - The notice of layoff will advise employees of their right to consult with the Union.

    18.2.3 - When the College presents notice of layoff to employees, the Union will designate an available Shop Steward or other Union Representative to be present.

    18.2.4 - The College will make available complete copies of the most recent seniority and length of service lists to laid off employees at the time it issues notice of layoff.

    18.2.5 - Employees who receive notice of layoff are entitled to reasonable time off with pay to consult with a Union Representative.

    18.2.6 - Employees who receive notice of layoff may elect to bump other employees, take severance pay or go on the recall list, as detailed in Article 18.3 Bumping, Article 18.6 Severance Pay and Article 18.7 Recall, notwithstanding that the College may appoint as per Clauses 18.3.9 and 18.3.10, and are subject to the other provisions of Article 18.0.

    18.2.7 - If employees do not receive the notice contained in Article18.2, they will receive pay in lieu of the notice.

    18.2.8 - Permanent employees with 3 or more years of service will receive 2 months notice of layoff.

    18.2.9 - Permanent employees with less than 3 years of service will receive 1 month notice of layoff.

    18.2.10 - Notice of layoff for temporary employees will not extend beyond the expiry date of the temporary appointment.

    18.2.11 - Temporary employees with 6 months to 3 years of continuous service will receive 2 weeks notice of layoff.

    18.2.12 - Temporary employees with 3 years or more of continuous service will receive an additional week’s notice for each additional completed year of service to a maximum of 8 weeks notice.

    18.2.13 - Probationary employees will receive 2 weeks notice of layoff. scription text goes here

Questions About Bumping

  • A person with more seniority can bump into positions of the same or
    lower pay grade. There is no language in our CA about how much lower in paygrade they can bump (18.3.6). So yes, a person with PG 24 can bump into PG 20. A person can't bump above their pay grade.

  • Yes! If a person bumps into a position of a lower pay grade, they get to keep their pay grade (18.3.7).

  • Not quite! A person has to be determined to have the "ability to
    perform the work currently required for the position" (18.3.1). So if HR
    decides that person doesn't have the ability, they better be able to
    have a good explanation as to why not, otherwise the union might grieve.
    For example if they determine that the position requires typing at 50
    wpm, and the person who is bumping currently only has 35 wpm, the college ought to let them take keyboarding lessons to improve their typing to reach 50 wpm.

  • The person who is being bumped will be given a layoff notice in writing (18.2.5), in person, with a Shop Steward or Union Representative present (18.2.3). If the employee permanent with 3 or more years of services, they will 2 month layoff notice (18.2.8) and in that time period, they will have 1 month to decide if they will bump, go on recall or take severance. A permanent employee with less than 3 years of services will have a 1 month notice (18.2.9) with only 2 weeks to decide.

  • A lot of the people who received notice of layoff, and who chose to stay and bump, have been proactively applying for vacant positions at the college as the member would rather fill a vacancy then have to bump someone. It has been a very frustrating process for the members, as most of them were not successful candidates for the positions they applied for. An unfortunate situation for everyone affected by this whole process.

  • 3 months (18.41.) but could vary under special circumstances (18.4.2).

  • 2 times into positions of their own choosing, but if neither of those positions work out then the College, the Union and the member must sit down to figure out a proper solution for that member (18.4.4).

  • 18.3.1 - Permanent employees who receive notice of layoff have the right to bump other permanent employees with less seniority provided they possess the ability to perform the work currently required of the position.

    18.3.2 - If no permanent positions are available, permanent employees have the right to displace probationary or temporary employees in that order, provided they possess the ability to perform the work currently required of the position.

    18.3.3 - Probationary employees who receive notice of layoff have the right to bump other probationary employees with less seniority, provided they possess the ability to perform the work currently required of the position.

    18.3.4 - If no probationary positions are available, probationary employees have the right to bump temporary employees, provided they possess the ability to perform the work currently required of the position.

    18.3.5 - Temporary employees who receive notice of layoff have the right to bump other temporary employees with less seniority, provided they possess the ability to perform the work currently required of the position.

    18.3.6 - Employees may bump into positions at the same or lower pay grade provided the conditions in Clause 18.3.1 through Clause 18.3.5 are met.

    18.3.7 - Permanent employees who bump into positions in a lower pay grade will have their higher salary protected and will receive increments and general wage increases as they occur.

    18.3.8 - Permanent employees who receive salary protection in accordance with Clause 18.3.7 will continue to receive the protection when they are appointed to positions at an equal or higher pay grade than the positions into which they initially bumped. Salary protection will continue with each promotion until they reach the protected pay grade. Employees who post into a lower pay grade position than their initial bump or subsequent higher appointment will no longer be eligible for salary protection.

    18.3.9 - Employees who are in receipt of salary protection in accordance with Clause 18.3.7 may be appointed into vacant positions up to the employees’ salary protected pay grade provided they possess the ability or can be trained to perform the work currently required of the position. This appointment will be limited to vacant positions in the areas of employment to which the employee originally bumped from and/or to the areas of employment the employee bumped into. An employee may decline the appointment and if they decline, the employee will no longer be eligible for salary protection. Prior to the assignment of an employee under this provision, the College will consult with the Union.

    ‍18.3.10 - The College may assign partial duties from a higher paid position for a half a day or more up to the employee’s salary protected pay grade provided they possess the ability or can be trained to perform the work currently required of the higher position’s duties. An employee may decline additional duties and if they decline, the employee will no longer be eligible for salary protection as per Clause 18.3.7.

    18.3.11 - Employees who are appointed to new positions as per Clauses 18.3.9 and 18.3.10 will receive job orientation, including, where deemed appropriate by the College, training. Determination of the method of training and its cost shall be the responsibility of the College.

    18.3.12 - Employees who were receiving premiums and who bump will not have their premiums protected unless they are required in the new positions.

    18.3.13 - Employees who bump into part-time positions will have the salary protection in Clause 18.3.7 but their salaries will be prorated based on the hours of the new positions.

    18.3.14 - Permanent employees who bump probationary or temporary employees will continue, in all respects, to be permanent employees.

    18.3.15 - Probationary employees who bump probationary or temporary employees will continue, in all respects, to be probationary employees until the satisfactory completion of the normal probationary period calculated from their original start date, when they will become permanent employees (see Article 2.3 Probationary Employees).

    18.3.16 - If employees elect to bump, they will identify the positions and notify the College as soon as possible but not later than the mid-point of their notice period.

    18.3.17 - During their notice period, employees may retroactively apply for a posted vacancy which had closed prior to the date they received notice of layoff provided the position had not been filled.

    18.3.18 - During their notice period, employees who apply for posted vacancies at the same or lower pay grades will be given the positions if they are the senior applicant and possess the ability to perform the work currently required of the position. If employees are appointed, they will have the salary protection contained in Clause 18.3.7 and Clause 18.3.8.

    18.3.19 - The College will keep all bumping discussions confidential until a final decision has been made.

    18.3.20 - Employees who have been bumped will receive notice of layoff and are entitled to all the rights contained in Article 18.0.

  • 18.4.1 - Employees who have bumped in accordance to Articles 18.3.1 through 18.3.5 into other positions will do so initially for a trial / familiarization period of 3 working months.

    18.4.2 - The 3 month period may be varied in specific instances by mutual agreement of the Union and the College.

    18.4.3 - During the trial / familiarization period, the employee’s performance will be appraised and, if the period is not satisfactorily completed, or if the employee requests, Clause 18.2.6 Notice of Layoff will once again apply.

    18.4.4 - If Clause 18.4.3 has been applied twice, the College and the Union will meet with the employee to examine the employee’s choices in accordance with Clause 18.2.6 Notice of Layoff. The College and Union must reach agreement on the selection of all subsequent positions into which the employee may bump. This Clause applies to an employee’s first layoff or displacement in any one sequence. A new sequence occurs where the employee is displaced as a result of another employee exercising their bumping rights or where the position held by the employee is eliminated.

    18.4.5 - Article 18.4 will also apply to employees appointed to other positions as provided for in Clause 18.3.17 and Clause 18.3.18.

Questions About Recall

  • If the position is temporary, you can refuse this position without effecting your recall rights (18.7.8). Also, you specify upon choosing to go on recall that you only want to be called in for work at the same paygrade you are currently in, or higher.

  • You can elect to still receive benefits (18.7.10) at a cost.

  • Yes! (18.7.5)

  • 18.7.1 - Permanent and probationary employees who are laid off may elect to go on a recall list for 24 consecutive months from their dates of layoff.

    18.7.2 - Except as provided in Article 18.5, Recreated Positions, if work or a vacancy becomes available, permanent employees on the recall list will be recalled in the order of their seniority, provided they have the ability to perform the work made available to them.

    18.7.3 - If all permanent employees have had the opportunity of recall, probationary employees on the recall list will be recalled in the order of their seniority, provided they have the ability to perform the work made available to them.

    18.7.4 - The College will give notice of recall by registered mail to employees, who must report to work within 7 working days of receipt of the notice or lose any future rights to recall, unless, on reasonable grounds, they are unable to report for work at that time or the position available is at a lower Pay Grade than that held at the time of layoff.

    18.7.5 - Employees who are recalled to lower paying positions will maintain their step placement.

    18.7.6 - The College will offer recall to temporary positions to employees on the recall list as provided for in Clause 18.7.2, Clause 18.7.3, Clause 18.7.4 and Clause 18.7.5.

    18.7.7 - If employees accept recall to temporary positions, the length of the temporary assignment will extend their recall period.

    18.7.8 - If employees do not accept recall to temporary positions, it will have no effect on future recall rights.

    18.7.9 - The College will recall employees to higher paying positions only if the positions are posted and the employees are the senior applicants and possess the ability to perform the work made available to them.

    18.7.10 - Employees on the recall list may continue their benefits as provided in Clause 14.21.5 Continuation of Insurance Benefits.

If you have any questions, please don’t hesitate to contact one the shop stewards.

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