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a written statement giving the reasons for recommending the approval of each request, after <br /> considering such factors as employee work performance, whether loss of services would be <br /> detrimental to the City's interest, availability of replacements and similar pertinent factors. The <br /> City Manager may approve or disapprove the recommendation of the Police Chief to allow a <br /> leave of absence for a period not to exceed six (6) months. Approval may be given to extend a <br /> leave of absence for one (1) additional period not to exceed six (6) months. <br /> At the expiration of any leave of absence, an employee of this City may be required to submit to <br /> medical examinations to determine that the employee is still capable of performing the duties of <br /> the position. <br /> An employee absent before leave of absence has been granted is absent without leave, and such <br /> conduct shall be proper grounds for discharge. Upon the expiration of a regularly approved <br /> leave of absence the employee shall be reinstated in the position held at the time such leave was <br /> granted, unless while on such leave the employee's conduct constitutes cause for discharge. <br /> Failure on the part of an employee on leave of absence to report to work promptly at its <br /> expiration shall be cause for discharge. <br /> Section 21. Maternity Leave /Family Leave <br /> Such leave shall be in accordance with applicable State and /or Federal law. <br /> Section 22. Layoff <br /> If a reduction in the work force, as determined by the City Manager is necessitated by, but not <br /> limited to, the following: a material change in duties or organization, adverse working <br /> conditions, return of employee from leave of absence, or shortage of work or funds; the City <br /> Manager shall notify the affected employee(s) of the intended action and the reason for the <br /> layoff. <br /> Immediately following a decision which may involve the potential layoff of employees, the City <br /> Manager shall freeze all current vacancies in the Police Department in similar and related <br /> classifications to those likely to be targeted for layoff, and notify the Police Chief that such <br /> current and anticipated vacancies will be frozen until further notice. <br /> As determined by official City payroll records: all service in the employ of the City shall be <br /> counted toward the establishment of an employee's City Seniority Service Date, including, for <br /> example, permanent, probationary, provisional, temporary (full -time and intermittent), as well as <br /> leaves of absences for obligatory military service while an employee with the City. Less than <br /> full -time service will be consolidated in equivalences of full -time service for the purpose of <br /> establishing the City Seniority Service Date. Time off as a result of formal disciplinary action <br /> will be subtracted from the City Seniority Service Date. <br /> All full -time services in the employ of the City in a promotional rank above the entry level rank <br /> shall be counted toward the establishment of an employee's Seniority Service Date for that rank, <br /> including probationary and permanent status service as well as leave of absences for obligatory <br /> military service while an employee of the City. Time off as a result of disciplinary action will be <br /> subtracted from the Rank Seniority Service Date. <br /> 14 <br /> SLPOA 11 -12 final <br />