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SLPMA 20 - 22 12 <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 (i.e., the last person in the affected class to be laid off shall be the <br />first re-hired when openings occur in that class or any other of the same pay for which the <br />employee is qualified). If the employee on the re-employment list refuses the initial offer of <br />re-employment, the employee's name shall be placed at the end of the re-employment list. <br />If the same employee refuses proffered re-employment the second time, the employee shall <br />be removed from the list and shall no longer be eligible for re-employment as a laid off <br />employee. <br /> <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 one year. All employees on the re- <br />employment list shall be mailed notices of vacancies in the City for a period of one year after <br />their layoff. <br /> <br />Section 14.0 Work Hours <br /> <br />When management employees work extraordinary hours; due to large numbers of night <br />meetings, emergencies, major projects, etc., they may, subject to the approval of the <br />Department Head, or in the case of a department head, the City Manager, be authorized <br />additional time off. Such time will be granted only for extraordinary hours; both in excess of <br />the regular work schedule and that time compensated for by administrative leave; and not <br />exceed forty (40) hours per year. <br /> <br />Section 15.0 FEMA Reimbursed Overtime <br /> <br />In cases where there has been a declared emergency and the City receives cash <br />reimbursement from FEMA, the City will reimburse represented employees for extraordinary <br />overtime at an hour for hour basis. <br /> <br />Section 16.0 Flexible Work Schedules <br /> <br />When operationally appropriate and determined to be in the best interest of the City, <br />departments may establish flexible work schedules. Establishment of such schedules shall <br />be in the sole discretion of the Department Head with the approval of the City Manager. <br /> <br />Section 17.0 Management Development Program <br /> <br />In addition to the tuition reimbursement set forth herein, full-time employees shall receive a <br />one thousand dollar ($1,000.00) per calendar year management development <br />reimbursement. This reimbursement may be for such career development items as training <br />courses, software, technical books, computer purchases when utilized for work-related <br />items, San Leandro club memberships, fitness equipment and/or health club memberships, <br />etc. Expenses reimbursed under this program are subject to the approval of the employees’ <br />Department Head, or in place of the Department Head, the City Manager. <br /> <br />35