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previously held classifications. If no such position exists, the affected employee may bump a "permanent part-time employee" regardless of relative seniority within the same or previously -served classification. • Ties in seniority within the same classification shall be first broken by City -wide seniority and then by lot. • Notice of potential layoff shall be delivered personally to an affected employee or be sent by mail and confirmed through the "Certificate of Mailing" process. • "Permanent part-time" employees who become full -time employees, without a break in service, in the same classification will receive seniority credit for time served in such status on an hour - for -hour basis converted to yearly service credit upon their appointment to the full -time classification. • "Permanent part-time" employee seniority shall be calculated based on the total number of hours worked in the classification. The calculation of service credit for "permanent part- time employees" will be determined by the number of paid hours worked through the last pay period 30 days prior to the date of layoff. • Hours worked in a temporary employee capacity will not be counted for seniority purposes except where the employee converted from a temporary to permanent status in the same classification with no break in service. • Employees shall not be credited with time spent in non -paid status except for Voluntary Time Off, military leave, as otherwise prescribed by law, or as mutually agreed to by the parties. • Former Refuse Collector employees shall carry over seniority to lower -level classifications, but will not carry over seniority upon promotion to higher level maintenance classifications. • Seniority credit shall only be credited for time spent in a position represented by SLCEA, Local 21. Bumping to lower -level positions where the displaced employee held previous status shall only occur for service rendered within the bargaining unit. The appointing authority may lay off an employee in the competitive service because of material change in duties or organization, or shortage of work or funds. When, there are more employees in any class in the full -time competitive services than there are available positions, the employee with the least seniority in the class shall be laid off. An employee whose position has been targeted for elimination and who holds seniority over other employees in that classification shall displace the most junior employee in that same classification. If a vacant position exists in the classification, the senior employee whose position is targeted for elimination shall be transferred to that vacant position. The senior employee shall receive written notification that he/she has displacement rights, and to what position he /she is eligible to displace to; or, in the event of a vacancy, transferred to. Employees who are laid off may be eligible to "bump" into a classification(s) in which they previously held permanent status, provided that: 1) the classification has the same or lower maximum salary than the position they are being laid off from; and 2) they have more seniority than the most junior person in the classification to which they are bumping. For the purpose of bumping, seniority shall be defined as the total amount in the lower classification, added to the time spent in the related higher classifications from which they are being laid off. Forty (40) days before the effective date of a layoff, the appointing authority and/or designee shall notify the Human Resources Department of the intended action with reasons therefore, and a statement certifying whether or not the services of the employee have been satisfactory. A copy of such notice shall be given to the employee affected at that time. If certified as having 16