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15 <br />position of Police Sergeant. Except as provided in retreat rights below, employees on all lists <br />shall be laid off on the basis of their Seniority Service Date, (i.e., employees with the least amount <br />of total service shall be laid off first). All emergency, temporary, and provisional employees <br />working in classifications similar to those identified for layoff must be terminated prior to the layoff <br />of probationary or permanent status employees. Employees on the Probationary Status Seniority <br />List for a specific classification will be laid off prior to employees on the Permanent Status <br />Seniority List for that class. <br />Probationary or permanent status employees temporarily acting out of classification or holding a <br />provisional appointment in another classification will only be listed on a Seniority List of the class <br />in which they hold permanent or probationary status targeted for layoff. <br />If two (2) or more employees on a Seniority List have identical Seniority Service Dates, the tie <br />shall be broken based on established Departmental procedures for awarding serial numbers in <br />such instances. <br />Before an employee with permanent or probationary status may be laid off from employment with <br />the City of San Leandro, consideration must be given to the employee's right to voluntarily demote <br />to a lower level classification from which he or she was originally promoted or any subsequently <br />created intermediate level classification for which the employee possesses the basic minimum <br />qualifications. <br />In the process of retreating, the Rank Seniority Date List shall be utilized. Employees with the <br />least amount of Rank Seniority shall retreat first. Any voluntary demotion to a rank below the <br />employee's current rank shall be based on a Rank Seniority Date which is derived from a <br />combination of all credited service in the rank to which the employee has voluntarily demoted and <br />all credited service in higher ranks held on a probationary or permanent status. <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 right <br />of mandatory placement to positions with a higher pay step, i.e. promotion. <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 />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 />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 />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 classifications <br />to which they have demotion rights in accordance with employee retreat rights. <br />83