Agmt 2005 SLPOA - Laserfiche WebLink

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to the class with the highest pay step for which the employee is eligible for reemployment will result in automatic removal from all Reemployment Lists. However, the employee may decline (or accept) reemployment to a lower pay step classification without jeopardizing his or her standing on the Reemployment List for the classification from which he or she was originally terminated. Upon reappointment to the classification from which the employee was originally separated or demoted, the employee has the right to be placed at the pay step which the employee held at the time of layoff or demotion. Upon reappointment to the classification from which the employee was originally separated or demoted, a medical examination maybe required to determine compliance with physicaUmental requirements of the position to which the employee is being reappointed. Such examination(s) shall be performed by a City designated physician and shall be at City expense. Any permanent or probationary status employee, who is laid off or demoted as a result of layoff, who believes that the layoff procedure has been improperly administered as it pertains to the employee's case, may appeal the action under the Grievance Procedure. In addition, employees may, at all time, before, during and subsequent to layoff, review all records, including Seniority Lists, Reemployment Lists, which pertain to their classification and their rights under the provisions of the layoff policy. Section 22. Resignation An employee wishing to leave City employment in good standing shall file with the supervisor at least twa (2) weeks before leaving the City service a written resignation stating the effective date of resignation and reasons for leaving. The resignation shall be forwarded to the Human Resources Director with a statement by the Police Chief as to the resigned employee's service performance and other pertinent information concerning the cause far resignation. Failure of an employee to comply with this rule shall be entered on the service record of the employee and may be cause for denying future employment by the City. The resignation of an employee who fails to give notice shall be reported to the Human Resources Director immediately. Section 23. Health and Welfare 23.1 The City will maintain in effect the IRS 125 plan which shall provide the following: a. Pretax conversion of employee contribution toward medical premiums. b. Medical Flexible Spending Account with a maximum employee pretax contribution of three thousand dollars ($3,000.00) per benefit plan year. c. Dependent Care Flexible Spending Account with a maximum employee pretax contribution of five thousand dollars ($5,000.00) per benefit plan year. 17