In some unionized workplaces, a system exists where more senior employees facing layoff can displace less senior employees in different roles, provided the senior employee possesses the necessary skills and qualifications to perform the alternative job. For instance, a senior marketing specialist facing redundancy might displace a junior marketing analyst if the specialist’s skillset encompasses the analyst’s responsibilities.
This practice can offer crucial job security for experienced workers, preserving institutional knowledge and minimizing the disruption caused by workforce reductions. Historically, these systems arose alongside the labor movement as a mechanism to protect long-serving employees from arbitrary dismissal. This protection encourages skill development and loyalty within the organization.
