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16 <br /> <br />The Reemployment List for employees who were laid off shall remain in effect for two (2) years <br />from the date of the layoff. Said list shall remain in effect indefinitely for employees who were <br />demoted. <br /> <br />Vacancies in any classification for which there is an active Reemployment List must use the <br />Reemployment List to fill their positions and may not use any other recruitment or appointment <br />method to fill a vacancy until appropriate Reemployment Lists have been exhausted. <br /> <br />When a vacancy occurs in a class for which there is a Reemployment List, the name of the <br />employee on the appropriate Reemployment List with the highest Seniority Date shall be certified <br />to the Police Chief. Employees so certified from the Reemployment Priority List must be <br />appointed to the existing vacancy. <br /> <br />If a former employee fails to accept a bona fide written offer of reemployment with five (5) calendar <br />days after receipt of the offer, his or her name will be removed permanently from the <br />Reemployment List from which the offer was made. Failure to accept an offer of reemployment <br />to the class with the highest pay step for which the employee is eligible for reemployment will <br />result in automatic removal from all Reemployment Lists. However, the employee may decline <br />(or accept) reemployment to a lower pay step classification without jeopardizing his or her <br />standing on the Reemployment List for the classification from which he or she was originally <br />terminated. <br /> <br />Upon reappointment to the classification from which the employee was originally separated or <br />demoted, the employee has the right to be placed at the pay step, which the employee held at <br />the time of layoff or demotion. <br /> <br />Upon reappointment to the classification from which the employee was originally separated or <br />demoted, a medical examination may be required to determine compliance with physical/mental <br />requirements of the position to which the employee is being reappointed. Such examination(s) <br />shall be performed by a City designated physician and shall be at City expense. <br /> <br />Any permanent or probationary status employee, who is laid off or demoted as a result of layoff, <br />who believes that the layoff procedure has been improperly administered as it pertains to the <br />employee's case, may appeal the action under the Grievance Procedure. In addition, employees <br />may, at all times, before, during and subsequent to layoff, review all records, including Seniority <br />Lists, Reemployment Lists, which pertain to their classification and their rights under the <br />provisions of the layoff policy. <br /> <br />Section 23. Resignation <br /> <br />An employee wishing to leave City employment in good standing shall file with the supervisor at <br />least two (2) weeks before leaving the City service a written resignation stating the effective date <br />of resignation and reasons for leaving. <br /> <br />The resignation shall be forwarded to Human Resources with a statement by the Police Chief as <br />to the resigned employee's service performance and other pertinent information concerning the <br />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 />84