Agmt 1995 Alameda County Fire District ACFD

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• service as a result of layoff or d must be laced or. Reemployment Lists for those classificat 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 1 a. :. 1 0" shall 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 i. any classification for which.there is an active Reemplcyment List must use the Reemployment List to- • fill their positions and may not use any other recruitment • or appointment method to fill such vacancy until appropriate Reemployment Lists have been exhausted.' When a vacancy occurs in a class fc: 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 Fire Chief. An employee so certified from the Reemployment List must be appointed to the existing vacancy; provided however, that if a former employee fails to accept a bona fide written offer of reemployment within five (5) calendar days after delivery or attempted delivery cf the offer, such employee's name will be removed permanently from the • Reemployment List from which the offer was made. Failure to accept an offer cf 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 standing on the Reemployment List for the classification from which the employee 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. Section 23. Resignation An employee wishing to leave City employment in good stand shall file with the supervisor at least two (2) • 246 -22- • •