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An employee whose position has been targeted for elimination and who holds seniority over <br /> other employees in that classification shall displace the most junior employee in that same <br /> classification. If a vacant position exists in the classification, the senior employee whose <br /> position is targeted for elimination shall be transferred to that vacant position. The senior <br /> employee shall receive written notification that he /she has displacement rights, and to what <br /> position he /she is eligible to displace to; or, in the event of a vacancy, transferred to. <br /> Employees who are laid off may be eligible to "bump" into a classification(s) in which they <br /> previously held permanent status, provided that: 1) the classification has the same or lower <br /> maximum salary than the position they are being laid off from; and 2) they have more seniority <br /> than the most junior person in the classification to which they are bumping. For the purpose of <br /> bumping, seniority shall be defined as the total amount in the lower classification, added to the <br /> time spent in the related higher classifications from which they are being laid off. <br /> Forty (40) days before the effective date of a layoff, the appointing authority and /or designee <br /> shall notify the Human Resources Dircctof-Department of the intended action with reasons <br /> therefore, and a statement certifying whether or not the services of the employee have been <br /> satisfactory. A copy of such notice shall be given to the employee affected at that time. If <br /> certified as having given satisfactory service, the name of the employee laid off shall be placed <br /> on the appropriate re- employment list. <br /> Employees shall be given thirty (30) days notice before the effective date of a lay off. <br /> All laid off employees shall be placed on a re- employment list for the class from which they <br /> were laid off or demoted and shall be offered positions in reverse order of lay off or demotion <br /> (i.e., the last person in the affected class to be laid off shall be the first re -hired when openings <br /> occur in that class or any other of sane pay for which the employee is qualified). If the <br /> 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- employment list. If the same employee refuses <br /> proffered re- employment the second time, the employee shall be removed from the list and shall <br /> no longer be 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 <br /> new employees are hired. <br /> Re- employment lists shall remain in effect for a period of twenty -four (24) months. <br /> All employees on the re- employment list shall be mailed notices of vacancies in the City for a <br /> period of twenty -four (24) months after their lay off. <br /> Upon request, the City will meet and confer with the Union should there be a significant <br /> increase in the use of volunteers in work areas in which regular employees have been laid off. <br /> Within sixty (60) days of determining that filled bargaining unit positions will be eliminated, <br /> the City shall give notice to the Union and meet and confer on any possible impact of the layoff. <br /> Issues to be discussed during the impact bargaining shall include identification of previously <br /> held positions for bumping purposes, alternatives to layoffs, severance, etc. <br /> 17 <br />