Agenda Packets - 2011/05/02 - Laserfiche WebLink

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POLICY: LAYOFF SECTION: 4.15 The City Administrator, with approval of the City Council, may lay-off any employee whenever such action is deemed necessary by reason of shortage of work or funds, the elimination of a position, changes in organization, or other causes. The duties performed by any employee laid off may be reassigned to other employees who occupy positions in other classifications, except the duties performed by veterans covered by the Veterans Preference Act shall not in bad faith be transferred to non veterans. No regular employee shall be laid off while another provisional appointment or an appointment to temporary position exists in the same class in the same department. No suspension, demotion or dismissal of an employee from the armed services as disciplinary action shall be considered as a Layoff, nor shall separation as a result of reduction of Federally or State funded programs be considered a Layoff. Order of Layoff It is recognized that reductions in force may not impact all departments or divisions to the same extent. Therefore, it may be necessary to transfer employees from one department or division to another. When all other factors are equal, longevity shall be the determining criterion for layoffs of employees in their respective classifications. Reductions in grade, i.e., demotions may be made in conjunction with layoffs. Past performance and longevity shall be considered in the event of a reduction in grade instead of a layoff. An employee being demoted must be qualified for the position in which the employee will be employed. No regular employee shall be laid off or reduced in grade while another provisional appointment or probationary appointment or an appointment to a temporary position exists in the same classification. Notice of Layoff The City Administrator shall give written Notice of a Layoff to a regular or probationary employee at least 14 calendar days before the effective date of the Layoff. A copy of the notice shall be provided to the Human Resource Representative. This policy only applies to regular part-time and full-time employees. W ritten Notice of Layoff may be given to provisional or temporary employees at any time prior to the effective date of Layoff. POLICY: REFERENCE CHECKS SECTION: 4.20 The City of Mounds View provides reference information on former employees within the scope of the Minnesota Government Data Practices Act. The laws regarding data privacy are carefully followed. If a former employee would like to authorize someone to have access to private data about them, he or she must complete an authorization form available from the Human Resources Representative. This form meets specific data practices requirements, including the informed consent provision, as outlined by State Law. For additional information on employee records and data privacy, see Section 1.15