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<br /> <br /> Notice of potential layoff shall be delivered personally to an affected employee or <br />be sent by mail and confirmed through the “Certificate of Mailing” process. <br /> “Permanent part-time” employees who become full-time employees, without a <br />break in service, in the same classification will receive seniority credit for time <br />served in such status on an hour-for-hour basis converted to yearly service credit <br />upon their appointment to the full-time classification. <br /> “Permanent part-time” employee seniority shall be calculated based on the total <br />number of hours worked in the classification. The calculation of service credit for <br />“permanent part-time employees” will be determined by the number of paid hours <br />worked through the last pay period 30 days prior to the date of layoff. <br /> Hours worked in a temporary employee capacity will not be counted for seniority <br />purposes except where the employee converted from a temporary to permanent <br />status in the same classification with no break in service. <br /> Employees shall not be credited with time spent in non-paid status except for <br />Voluntary Time Off, military leave, as otherwise prescribed by law, or as mutually <br />agreed to by the parties. <br /> Seniority credit shall only be credited for time spent in a confidential position. <br />Bumping to lower-level positions where the displaced employee held previous <br />status shall only occur for service rendered within the bargaining unit. <br /> <br /> The appointing authority may lay off an employee in the competitive service because of <br />material change in duties or organization, or shortage of work or funds. When, there <br />are more employees in any class in the full-time competitive services than there are <br />available positions, the employee with the least seniority in the class shall be laid off. <br /> <br /> An employee whose position has been targeted for elimination and who holds seniority <br />over other employees in that classification shall displace the most junior employee in <br />that same classification. If a vacant position exists in the classification, the senior <br />employee whose position is targeted for elimination shall be transferred to that vacant <br />position. The senior employee shall receive written notification that he/she has <br />displacement rights, and to what position he/she is eligible to displace to; or, in the <br />event of a vacancy, transferred to. <br /> <br /> Employees who are laid off may be eligible to "bump" into a classification(s) in which <br />they previously held permanent status, provided that: 1) the classification has the <br />same or lower maximum salary than the position they are being laid off from; and 2) <br />they have more seniority than the most junior person in the classification to which they <br />are bumping. For the purpose of bumping, seniority shall be defined as the total <br />amount in the lower classification, added to the time spent in the related higher <br />classifications from which they are being laid off. <br /> <br /> Timeline: Within sixty (60) days of determining that filled positions will be eliminated, <br />the City shall give notice to the employee on any possible impact of the layoff. Issues <br />to be discussed during the impact bargaining shall include identification of previously <br />held positions for bumping purposes, alternatives to layoffs, severance, etc. <br /> <br /> Forty (40) days before the effective date of a layoff, the appointing authority and/or <br />designee shall notify the Human Resources Director of the intended action with <br />16 <br />San Leandro Confidential Employees Compensation Plan