Agmt 2011 SLPOA - Laserfiche WebLink

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Permanent and probationary status employees should be notified individually, in writing, of pending layoffs as soon as possible, with no less than fifteen (15) calendar days' notification if targeted for release or demotion. Notice to an employee absent from work for any reason shall be sent by U.S. Mail - Return Receipt Requested. If an employee fails to accept a bona fide offer of demotion within five (5) calendar days after receipt of the offer. the employee forfeits further right to employment retention. Acceptance of a demotion does not remove the right of appeal under the appeal procedure described below. The names of all probationary and permanent employees released or demoted from positions in the competitive service as a result of layoff or demotion must be placed on Reemployment Lists for those classifications from which the employee was removed, as well as all other classifications to which they have demotion rights in accordance with employee retreat rights. The Reemployment List for employees who were laid off shall remain in effect for two (2) years from the date of the layoff. Said list shall remain in effect indefinitely for employees who were demoted. Vacancies in any classification for which there is an active Reemployment List must use the Reemployment List to fill their positions and may not use any other recruitment or appointment method to fill a vacancy until appropriate Reemployment Lists have been exhausted. When a vacancy occurs in a class for which there is a Reemployment List, the name of the employee on the appropriate Reemployment List with the highest Seniority Date shall be certified to the Police Chief. Employees so certified from the Reemployment Priority List must be appointed to the existing vacancy. If a former employee fails to accept a bona fide written offer of reemployment with five (5) calendar days after receipt of the offer. his or her name will be removed permanently from the Reemployment List from which the offer was made. Failure to accept an offer of reemployment 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 may be required to determine compliance with physical /mental 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 16 SLPOA I1 -12 final