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21 Local 21/SLCEA Memorandum of Understanding January 1, 2022 – December 31, 2024 Employees who are laid off may be eligible to bump into a classification(s) in which they previously held permanent status, provided that: 1) the classification has the same or lower maximum salary than the position they are being laid off from; and 2) they have more seniority than the most junior person in the classification to which they are bumping. For the purpose of bumping, seniority shall be defined as the total amount of time in the lower classification, added to the time spent in the related higher classification(s) from which they are being laid off. Forty (40) days before the effective date of a layoff, the appointing authority and/or designee shall notify Human Resources of the intended action with reasons therefore, and a statement certifying whether or not the services of the employee have been satisfactory. A copy of such notice shall be given to the employee impacted at that time. If certified as having given satisfactory service, the name of the employee laid off shall be placed on the appropriate re-employment list. Employees shall be given no fewer than thirty (30) days’ notice before the effective date of a layoff. All laid off employees shall be placed on a re-employment list for the class from which they were laid off or demoted and shall be offered positions in reverse order of layoff or demotion (i.e., the last person in the affected class to be laid off shall be the first rehired when openings occur in that class or any other of same pay for which the employee is qualified). If the employee on the re-employment list refuses the initial offer of re- employment, the employee's name shall be placed at the end of the re-employment list. If the same employee refuses proffered re-employment the second time, the employee shall be removed from the list and shall no longer be eligible for re-employment as a laid off employee. Employees on the re-employment list shall be offered positions for which they qualify before new employees are hired. Re-employment lists shall remain in effect for a period of twenty-four (24) months. All employees on the re-employment list shall be mailed notices of vacancies in the City for a period of twenty-four (24) months after their layoff. Upon request, the City will meet and confer with the Union should there be a significant increase in the use of volunteers in work areas in which regular employees have been laid off. Within sixty (60) days of determining that filled bargaining unit positions will be eliminated, the City shall give notice to the Union and meet and confer on any possible impact of the layoff(s). Issues to be discussed during the impact bargaining shall include but not be limited to identification of previously held positions for bumping purposes, alternatives to layoffs, and severance.