Laserfiche WebLink
<br /> <br /> Forty (40) days before the effective date of a layoff, the appointing authority and/or designee <br />shall notify the Human Resources Department of the intended action with reasons therefore, and <br />a statement certifying whether or not the services of the employee have been satisfactory. A <br />copy of such notice shall be given to the employee affected at that time. If certified as having <br />given satisfactory service, the name of the employee laid off shall be placed on the appropriate <br />re-employment list. <br /> <br /> Employees shall be given thirty (30) days notice before the effective date of a lay off. <br /> <br /> All laid off employees shall be placed on a re-employment list for the class from which they <br />were laid off or demoted and shall be offered positions in reverse order of lay off or demotion <br />(i.e., the last person in the affected class to be laid off shall be the first re-hired when openings <br />occur in that class or any other of same pay for which the employee is qualified). If the <br />employee on the re-employment list refuses the initial offer of re-employment, the employee's <br />name shall be placed at the end of the re-employment list. If the same employee refuses <br />proffered re-employment the second time, the employee shall be removed from the list and shall <br />no longer be eligible for re-employment as a laid off employee. <br /> Employees on the re-employment list shall be offered positions for which they qualify before <br />new employees are hired. <br /> <br /> Re-employment lists shall remain in effect for a period of twenty-four (24) months. <br /> <br /> All employees on the re-employment list shall be mailed notices of vacancies in the City for a <br />period of twenty-four (24) months after their lay off. <br /> <br /> Upon request, the City will meet and confer with the Union should there be a significant <br />increase in the use of volunteers in work areas in which regular employees have been laid off. <br /> <br /> Within sixty (60) days of determining that filled bargaining unit positions will be eliminated, <br />the City shall give notice to the Union and meet and confer on any possible impact of the layoff. <br />Issues 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 />Section 22. Resignation <br /> <br /> An employee wishing to leave the competitive service in good standing shall file with his/her <br />supervisor at least two (2) weeks before leaving the service a written resignation stating the <br />effective date of resignation and reasons for leaving. <br /> <br /> The resignation shall be forwarded to Human Resources with a statement by the department <br />head as to the resigned employee's service performance and other pertinent information <br />concerning the cause for resignation. <br /> <br /> Failure of an employee to comply with this rule shall be entered on the service record of the <br />employee and may be cause for denying future employment by the City. The resignation of an <br />employee who fails to give notice shall be reported to Human Resources immediately. <br /> <br />Section 23. Safety <br /> <br />19