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14 <br />Section 21. Pregnancy Disability Leave & Family Medical Leave <br />Such leaves shall be in accordance with City Administrative Procedure 1600, Family and Medical <br />Leave Request Process; Administrative Procedure 1630, Pregnancy Disability Leave Process, <br />and applicable State and/or Federal laws. <br />Section 22. Layoff <br />If a reduction in the work force, as determined by the City Manager is necessitated by, but not <br />limited to, the following: a material change in duties or organization, adverse working conditions, <br />return of employee from leave of absence, or shortage of work or funds; the City Manager shall <br />notify the affected employee(s) of the intended action and the reason for the layoff. <br />Immediately following a decision which may involve the potential layoff of employees, the City <br />Manager shall freeze all current vacancies in the Police Department in similar and related <br />classifications to those likely to be targeted for layoff, and notify the Police Chief that such current <br />and anticipated vacancies will be frozen until further notice. <br />As determined by official City payroll records: all service in the employ of the City shall be counted <br />toward the establishment of an employee's City Seniority Service Date, including, for example, <br />permanent, probationary, provisional, temporary (full-time and intermittent), as well as leaves of <br />absences for obligatory military service while an employee with the City. Less than full-time <br />service will be consolidated in equivalences of full-time service for the purpose of establishing the <br />City Seniority Service Date. Time off as a result of formal disciplinary action will be subtracted <br />from the City Seniority Service Date. <br />All full-time services in the employ of the City in a promotional rank above the entry level rank <br />shall be counted toward the establishment of an employee's Seniority Service Date for that rank, <br />including probationary and permanent status service as well as leave of absences for obligatory <br />military service while an employee of the City. Time off as a result of disciplinary action will be <br />subtracted from the Rank Seniority Service Date. <br />In computing both City and Rank Seniority, all time spent on paid leave of absence shall be <br />included and all time spent on unpaid leave of absence shall be excluded. Unpaid absences <br />equal to or greater than one full pay period will extend the Adjusted Service Date, which governs <br />vacation accrual advancement. The Adjusted Service Date referenced within this section shall <br />not apply in the determination of Departmental seniority within the Police Department when used <br />for the purposes of vacation signup, shift signup, or any other bidding process that orders the <br />selection process by Departmental seniority. Departmental seniority will be based upon the date <br />hired without respect to any leaves of absence approved by the Police Chief or associated to time <br />off protected by the Family Medical Leave Act (FMLA). <br />Whenever a layoff of one or more employees becomes necessary, as defined above, such layoffs <br />shall be made according to classification Seniority Lists. Upon receiving notification that the City <br />Manager will proceed with a possible reduction in the work force, and following receipt of <br />information concerning the specific positions involved, the Human Resources Division will <br />establish separate Probationary and Permanent Seniority Lists for each classification targeted for <br />layoff. <br />The names of all City employees holding permanent and probationary status appointments in a <br />given classification will be listed on the appropriate list in descending order by City Seniority <br />Service Date in the entry level positions and by Rank Seniority Service Date in the promotional <br />82