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certifying whether or not the services of the employee have been satisfactory. A copy of such <br />notice shall be given to the employee affected at that time. If certified as having given satisfactory <br />service, the name of the employee laid off shall be placed on the appropriate re-employment list. <br />Employees shall be given 30 days notice before the effective date of layoff. <br />All laid off employees shall be placed on a re-employment list for the class from which they were <br />laid off or demoted (i.e., the last person in the affected class to be laid off shall be the first re-hired <br />when openings occur in that class or any other of the same pay for which the employee is qualified). <br />If the employee on the re-employment list refuses the initial offer of re-employment, the employee's <br />name shall be placed at the end of the re-employ>ent list. If the same employee refuses proffered <br />re-employment the second time, the employee shall be removed from the list and shall no longer be <br />eligible for re-employment as a laid off employee. <br />Employees on the re-employment list shall be offered positions for which they qualify before new <br />employees are hired. <br />Re-employment lists shall remain in effect for a period of one year. All employees on the re- <br />employment list shall be mailed notices of vacancies in the City for a period of one year after their <br />lay off. <br />Section 14.0 Work Hours <br />When management employees work extraordinary hours; due to large numbers of night meetings, <br />emergencies, major projects, etc., they may, subject to the approval of the Department Head, or in <br />the case of a department head, the City Manager, be authorized additional time off. Such time will <br />be granted only for extraordinary hours; both in excess of the regular work schedule and that time <br />compensated for by administrative leave; and not exceed forty (40) hours per year. <br />In no event shall this time be construed to constitute overtime compensation nor shall it be applied <br />on an hour for hour basis. This time has no cash value and is not bankable. <br />Section 15.0 FEMA Reimbursed Overtime <br />In cases where there has been a declared emergency and the City receives cash reimbursement from <br />FEMA, the City will reimburse represented employees for extraordinary overtime at an hour for <br />hour basis. <br />Section 16.0 Flexible Work Schedules <br />When operationally appropriate and determined to be in the best interest of the City, departments <br />may establish flexible work schedules. Establishment of such schedules shall be in the sole <br />discretion of the Department Head with the approval of the City Manager. <br />Section 17.0 Management Development Program <br />In addition to the tuition reimbursement set forth in the City's Personnel Policy, represented <br />employees shall receive a seven hundred and fifty dollar ($750.00) per calendar year management <br />development allowance. This allowance may be used for such career development items as: <br />training courses, software, technical books, computer purchases when utilized for work related <br />9 <br />slmo-2-2-09JC <br />