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81 <br /> <br />SECTION 9: SEPARATION FROM CITY EMPLOYMENT <br /> <br />9.1 Voluntary Resignation <br />An employee wishing to leave City service in good standing must give two weeks written notice. <br />Written resignations are considered effective upon receipt by the City. Failure to provide proper <br />written notice may be cause for denying severance pay and future employment with the City. <br />Unauthorized absences from work for a period of three consecutive work days may be considered <br />a voluntary resignation not in good standing. <br /> <br />9.2 Reduction in Force <br />The City may lay off employees whenever such action is necessary based on budget <br />considerations, shortage of work, or organizational changes. A two-week written notice of the <br />layoff shall be given. Termination due to a reduction in force will be considered a final separation <br />from that position. Human Resources will provide benefits counseling and answer any questions <br />regarding separation payment for each employee affected by a reduction in force. <br />An employee affected by a reduction in force will be eligible for one week of severance pay for <br />each year of employment with the City up to a maximum of 12 weeks’ severance pay following <br />an employee’s last day of employment with the City. <br />Qualifications and job performance shall be the determining factor for lay-offs. <br /> <br />9.3 Termination <br />Any employee subject to the provisions of this personnel policy may be discharged by the City <br />for just cause only. Evidence of the following may be sufficient cause for termination, demotion, <br />or other disciplinary action: <br />1. Incompetence or misconduct in the performance of duties. <br />2. Violation of any lawful regulation or administrative order, or an act of insubordination <br />that results or reasonably might be expected to result in loss or injury to the City or to the <br />public. <br />3. Unsatisfactory conduct in job performance resulting from being under the influence of <br />alcohol or drugs. <br />4. Use of offensive conduct of language towards the public, municipal officers, or <br />employees. <br />5. Carelessness or negligence in the handling, control, or use of City property or <br />unauthorized use of City property. <br />6. Inducing or attempting to induce an officer or employee of the City to commit an unlawful <br />act or to act in violation of a regulation or order. <br />123