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<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 />reasons therefore, and a statement certifying whether or not the services of the <br />employee have been satisfactory. A copy of such notice shall be given to the <br />employee affected at that time. If certified as having given satisfactory service, the <br />name of the employee laid off shall be placed on the appropriate re-employment list. <br /> <br /> Employees shall be given thirty (30) days notice before the effective date of a layoff. <br /> <br /> All laid-off employees with satisfactory service shall be placed on a re-employment list <br />for the class from which they were laid off or demoted and shall be offered positions in <br />reverse order of lay off or demotion (i.e., the last person in the affected class to be laid <br />off shall be the first re-hired when openings occur in that class or any other of same <br />pay for which the employee is qualified). If the employee on the re-employment list <br />refuses the initial offer of re-employment or does not respond to the offer within 48 <br />hours, the employee's name shall be placed at the end of the re-employment list. If the <br />same employee refuses or fails to timely respond to proffered re-employment the <br />second time, the employee shall be removed from the list and shall no longer be <br />eligible for re-employment as a laid off employee. <br /> <br /> Employees on the re-employment list shall be offered lower positions in a related class, <br />for which they meet the position’s minimum qualifications, before new employees are <br />hired. <br /> <br /> Re-employment lists shall remain in effect for a period of twenty-four (24) months. <br /> <br />17 <br />San Leandro Confidential Employees Compensation Plan