RE-DEPLOYMENT AND BUMPING SAMPLE POLICY
INTRODUCTION: HOW TO USE THIS TOOL
This policy template provides a structure for defining and implementing your organization’s Employee
Re-deployment and Bumping Policy.
Policy Title
Re-deployment and Bumping
Policy Owner
Human Resources
Policy Approver(s)
Human Resources, Executive Team
Related Policies
Name other related enterprise policies both within or external to this policy.
Related Procedures
Name other related enterprise procedures both within or external to this policy.
Storage Location
Describe physical or digital location of copies of this policy.
Effective Date
List the date that this policy went into effect.
Next Review Date
List the date that this policy must undergo review and update.
Purpose
[Organization name]’s re-deployment and bumping policy is in place to provide a standard practice in the
event of position redundancy or layoff where in one employee has seniority and is eligible to bump a
junior employee in a role equal to or less than their current level of employment.
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own documents. HR Insider assumes no responsibility for the effectiveness or legality of any of its online templates or tools. Always consult your legal
counsel and management before implementing any new policies or procedures.
Scope
Employee’s of [Organization name] who have at least 12 months of continuous service, who are in good
standing and who are being restructured or laid off, may be eligible to re-deploy and/or bump another
employee in a role equal to or less than that in which they are currently employed where the employee
being bumped has less seniority. An employee is only eligible to be considered for a role in which the
employee is fully qualified for the role. Eligibility will be based on the seniority and appropriate
qualifications employee.
Definitions
Length of Service: Length of unbroken service is used to help assess seniority of an employee.
Seniority: Refers to an employee who has a longer record of unbroken service compared to a junior
employee. Seniority is measured in X (6) month intervals such that an employee with 6 months or more
continuous employment is considered senior to an employee with X (6) months less continuous
employment
Redundancy: Cessation of a position because of a reduction in force, lack of work, discontinuation of
function or restructuring that results in a discontinuation of work that may or may not result in a layoff or
loss of work.
Layoff: Caseation of employment because of a lack of work in the employee’s level of employment or a
discontinuation of a function.
Bumping: The removal of a junior employee from a role for the purpose of replacing the employee with
a more senior employee whose role has been discontinued through redundancy or lay off.
Re-deployment: The re-distribution of employees into new roles within the organization due to a change
or restructuring of the workforce which may or may not result in layoff or redundancy of some employees
and the redistribution
Governing Laws and Regulations
1. The Canada Labour Code, or the Employment Equity Act, 1995
2. The Employment Standards Act, 2000 (Ontario, Canada)
Policy
THIS TOOL AND HUNDREDS MORE AVAILABLE IN THE HR TOOLBOX AT http://hrinsider.ca/.
Templates and tools from HR Insider are provided for members of our service. Members may use this document as is or as a starting point to customize their
own documents. HR Insider assumes no responsibility for the effectiveness or legality of any of its online templates or tools. Always consult your legal
counsel and management before implementing any new policies or procedures.
Reductions in staff are sometimes necessary to meet the operational needs of the organization. To
minimize the loss of valuable skills, experience and knowledge we will undertake steps to retain qualified
senior employees whenever possible through the process of re-deployment and bumping.
Whenever possible attempts will be made to retain employees within their current department, level of
employment and salary band. If no suitable position exists within the employee’s department the
employee may be eligible for equivalent roles within other departments for which he/she has the required
qualifications. In the event no suitable position is available within the employee’s department or another
department at equivalent level of employment and salary band the employee will be given the option to
bump another employee over whom they have more seniority, have the required qualifications and where
a suitable positions exist.
This policy refers to situations where an employee is being laid off due to lack of work or restructuring
and is not relevant when an employee is being terminated for cause.
Responsibility
Human resources has the responsibility to inform eligible employees about their options for redeployment and bumping in a timely manner, provide a list of appropriate and eligible roles and assist the
employee in facilitating the process of identifying appropriate matching roles.
Procedure
1.01. In the event of a need to reduce positions within the organization every attempt will be made to
reduce the workforce through attrition. When this is not possible reductions will be made to
temporary full time, temporary part-time, probationary, part-time and temporary full-time
employees first. Where these reductions do not satisfy the need to reduce staff reductions in staff to
ongoing part-time and full-time staff may be required.
1.02. Temporary and probationary employees impacted by a reduction will be terminated and not
provided with the opportunity to bump other employees. Ongoing part-time and full-time employees
will be provided with the opportunity to redeploy to open positions. In the event no suitable open
positions exist employees will be provided with the opportunity to bump other staff.
THIS TOOL AND HUNDREDS MORE AVAILABLE IN THE HR TOOLBOX AT http://hrinsider.ca/.
Templates and tools from HR Insider are provided for members of our service. Members may use this document as is or as a starting point to customize their
own documents. HR Insider assumes no responsibility for the effectiveness or legality of any of its online templates or tools. Always consult your legal
counsel and management before implementing any new policies or procedures.
1.03. An employee who is eligible for redeployment or to bump another employee will be given the
opportunity to take a severance package or remain eligible to displace another employee. The
employee will be given 2 weeks to select the option to remain or take the severance package. During
that time the employee will be given priority status for any positions that may become available.
During this time the employee will be provided with a list of positions within the department that
are of equal salary grid for consideration.
1.04. Where an employee chooses to exercise the option to bump another employee the position of the
employee within the same salary grid and in the same department and who is the most junior will be
assessed for suitability for the displaced senior employee. In the event that this senior employee is
not qualified for this position the next most junior employee within the same salary grid and
department may be displaced provided the senior employee is capable and qualified for the job. This
process will be repeated within the same department and salary grid until a suitable position is
identified or all positions eliminated.
1.05. When the displaced senior employee is presented with a viable position for which he/she is qualified
within the department and at the same salary grid the employee will have 3 days to consider to
accept or reject the new job. The employee is allowed to reject the suitable role only one time and
then have a second presented. If the employee rejects both suitable positions within the department
the employee will be given an opportunity to bump another employee in the same salary grid
elsewhere in the organization. Only one rejection of a suitable position is permitted.
1.06. In the event a suitable position cannot be found within the same department this process will be
repeated for positions within the organization in different departments within an X (100) kilometer
radius of the employee’s location of employment.
1.07. In the event a suitable position within the same salary grid is not identified the employee will be
provided with a list of positions in a lower salary grid within the organization. The employee may
review the list of positions and identify up to X (10) roles based on descriptions and qualifications
that may be suitable for the employee.
1.08. Human Resources will review the list of possible positions and identify if any of the employees in
these positions are junior in terms of seniority to the employee being displaced.
1.09. If a suitable position is identified steps will be taken to inform the soon to be displaced junior
employee and determine if this employee is eligible for redeployment and to displace a more junior
employee within the same salary grid and department. If no suitable position exists within the same
department the employee will be considered for roles within another department, following the same
process outlined above.
1.10. This right to ‘Bump’ will exist for X (3) months following notification of elimination of a position.
After X (3) months the senior employee will be laid off. If a suitable position arises within the same
THIS TOOL AND HUNDREDS MORE AVAILABLE IN THE HR TOOLBOX AT http://hrinsider.ca/.
Templates and tools from HR Insider are provided for members of our service. Members may use this document as is or as a starting point to customize their
own documents. HR Insider assumes no responsibility for the effectiveness or legality of any of its online templates or tools. Always consult your legal
counsel and management before implementing any new policies or procedures.
salary grid for which the employee is qualified within the next X (12) months the employee will be
given 5 days to accept this position.
1.11. In the event no suitable position is found the employee will be laid off from the university following
established procedures for layoff and recall.
Original filed in HR with copy to Manager and Employee
Revision History
Version
Change
Author
Date of Change
THIS TOOL AND HUNDREDS MORE AVAILABLE IN THE HR TOOLBOX AT http://hrinsider.ca/.
Templates and tools from HR Insider are provided for members of our service. Members may use this document as is or as a starting point to customize their
own documents. HR Insider assumes no responsibility for the effectiveness or legality of any of its online templates or tools. Always consult your legal
counsel and management before implementing any new policies or procedures.