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business meetings related to their duties shall be considered as time on <br />regular duty, provided that attendance at the same during regular working <br />hours shall be subject to approval by the City Clerk, and attendance at times <br />other than regular working hours shall be subject to approval by the City <br />Council. Expense reimbursement for attendance at such functions will be <br />subject to approval by the City Council. <br />209.170. Notice of Resignation. <br />Any employee wishing to leave the municipal service in good standing <br />shall file with such employee's Department Head or City Manager at least <br />fourteen (14) calendar days before leaving, a written resignation stating the <br />effective date of the resignation. <br />209.180. Retirement. <br />Except as otherwise provided by law, it is compulsory that employees <br />covered by this Chapter shall be retired when they attain the age of seventy <br />(70) years. <br />209.190. Lay -Offs. <br />(A) A Department Head may lay off any employee whenever such action is <br />made necessary as provided in the annual budget by reason of shortage of work <br />or funds, the abolition of a position or because of changes in organization. <br />Two (2) weeks advance written notice of the lay -off shall be given. An <br />employee may be transferred to another position if such employee is qualified. <br />Qualifications shall be the determining factor for lay -offs. Length of <br />service in the same position classification will be given consideration, only <br />when all other qualifications are equal. <br />(B) Employees who have been laid off will be recalled to their former <br />position classification in the reverse order of their lay -off. <br />209.200. Dismissal, Demotion, and Disciplinary Action. <br />(A) Causes for dismissal, demotion or disciplinary action: Any employee <br />subject to the provisions of this Chapter, including all Department Heads, may <br />be demoted, disciplined or dismissed by the City Council only for cause. The <br />recommendations of the Department Head shall be considered in all cases <br />involving the demotion, discipline or dismissal of an employee who is <br />supervised by such Department Head. Evidence of the following shall be <br />sufficient cause for dismissal, demotion or disciplinary action: <br />(1) Incompetence or inefficiency in the performance of the <br />employee's duties. This includes any employee who is <br />unable or unwilling to report to work in a regular and <br />dependable manner. <br />(2) Violation of any lawful or official regulation or <br />