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<br />17 <br /> <br />The demoting employee has a right to be retained in the highest pay step possible, which is equal <br />to or less than his or her present pay step. An employee involved in a layoff does not have a <br />right of mandatory placement to positions with a higher pay step, i.e. promotion. <br /> <br />Provisional employees shall be notified individually, in writing, of pending layoff as soon as <br />possible, with no less than fifteen (15) calendar days' notification if targeted for release or <br />reassignment. <br /> <br />Permanent and probationary status employees should be notified individually, in writing, of <br />pending layoffs as soon as possible, with no less than fifteen (15) calendar days' notification if <br />targeted for release or demotion. Notice to an employee absent from work for any reason shall <br />be sent by U.S. Mail - Return Receipt Requested. <br /> <br />If an employee fails to accept a bona fide offer of demotion within five (5) calendar days after <br />receipt of the offer, the employee forfeits further right to employment retention. Acceptance of a <br />demotion does not remove the right of appeal under the appeal procedure described below. <br /> <br />The names of all probationary and permanent employees released or demoted from positions in <br />the competitive service as a result of layoff or demotion must be placed on Reemployment Lists <br />for those classifications from which the employee was removed, as well as all other <br />classifications to which they have demotion rights in accordance with employee retreat rights. <br /> <br />The Reemployment List for employees who were laid off shall remain in effect for two (2) years <br />from the date of the layoff. Said list shall remain in effect indefinitely for employees who were <br />demoted. <br /> <br />Vacancies in any classification for which there is an active Reemployment List must use the <br />Reemployment List to fill their positions and may not use any other recruitment or appointment <br />method to fill a vacancy until appropriate Reemployment Lists have been exhausted. <br /> <br />When a vacancy occurs in a class for which there is a Reemployment List, the name of the <br />employee on the appropriate Reemployment List with the highest Seniority Date shall be <br />certified to the Police Chief. Employees so certified from the Reemployment Priority List must <br />be appointed to the existing vacancy. <br /> <br />If a former employee fails to accept a bona fide written offer of reemployment with five (5) <br />calendar days after receipt of the offer, his or her name will be removed permanently from the <br />Reemployment List from which the offer was made. Failure to accept an offer of reemployment <br />to the class with the highest pay step for which the employee is eligible for reemployment will <br />result in automatic removal from all Reemployment Lists. However, the employee may decline <br />(or accept) reemployment to a lower pay step classification without jeopardizing his or her <br />standing on the Reemployment List for the classification from which he or she was originally <br />terminated. <br /> <br />Upon reappointment to the classification from which the employee was originally separated or <br />demoted, the employee has the right to be placed at the pay step, which the employee held at the <br />time of layoff or demotion. <br /> <br />Upon reappointment to the classification from which the employee was originally separated or <br />demoted, a medical examination may be required to determine compliance with physical/mental