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SLPMA 20 - 22 11 <br /> <br />11.3 Longevity <br /> <br />Employees who have completed fifteen (15) years of continuous sworn service with <br />the City of San Leandro shall receive two percent (2%) of current base pay. <br /> <br />Employees who have completed twenty (20) years of continuous sworn service with <br />the City of San Leandro shall receive four percent (4%) of current base pay. <br /> <br />Employees who have completed twenty-five (25) years of continuous sworn service <br />with the City of San Leandro shall receive five percent (5%) of current base pay. <br /> <br />Employees hired prior to January 1, 2020 who held full-time positions as Jailer, Public <br />Safety Dispatcher (I/II/Supervisor), or Police Service Technician (I/II/Supervisor) with <br />the City of San Leandro, shall be credited for their continuous time served towards <br />the longevity thresholds set forth, above. <br /> <br />Section 12.0 Employee Defense and Indemnity <br /> <br />In the event that all or part of a claim or judgment is for punitive or exemplary damages in <br />any action otherwise governed by Section 825 of the Government Code and upon request <br />of the employee against whom such claim or judgment is rendered, the City agrees to <br />consider whether the findings set forth in Section 825(b) (1) through (3) may be made. This <br />provision in no way obligates the City to pay punitive or exemplary damages unless it in fact <br />makes those findings. <br /> <br />Section 13.0 Layoff <br /> <br />The appointing authority may lay off an employee in the competitive service because of <br />material change in duties or organization or shortage of work or funds. If, by reason of <br />expiration of a leave of absence, reduction in personnel, demotion to the class, or other <br />cause, there are more employees in any class in the full-time competitive service than there <br />are available positions in that class, the employee last employed in the class shall be laid <br />off; if such employee obtained such position by promotion, he/she shall be demoted to the <br />lower class from which he/she was promoted rather than be laid off. Layoff or demotion shall <br />be based upon the amount of seniority an employee has in the classification he/she is <br />occupying (i.e., the employee with the least amount of seniority in the class shall be the first <br />to be laid off or demoted, if job was obtained by promotion). <br /> <br />Forty (40) days before the effective date of a layoff, the appointing authority and/or designee <br />shall notify Human Resources of the intended action with reasons therefore, and a statement <br />certifying whether or not the services of the employee have been satisfactory. A copy of <br />such notice shall be given to the employee affected at that time. If certified as having given <br />satisfactory service, the name of the employee laid off shall be placed on the appropriate re- <br />employment list. <br /> <br />Employees shall be given thirty (30) days written notice before the effective date of layoff. <br /> <br />34