Agenda Packets - 2020/05/11 - Laserfiche WebLink

Home Browse Search

66 SECTION FIVE: SEPARATIONS Section 5.01 Separation of Employment Separation of employment from the City can occur as a result of an employee’s discharge, termination, retirement, layoff or death. The following policies identify each type of separation of employment as well as the procedures and payments to be made to the employee upon separation. A. DISCHARGE Employees who are involuntarily terminated will be paid through their termination date. In addition, employees will receive the value of any accrued vacation and sick leave, under the conditions of Section 5.03, Separation Procedures and Policies. Employees will be paid for wages earned within 24 hours of their termination if requested by the employee. The basis of a discharge shall not be predicated on the employee’s race, sex, creed, religion, color, age, national origin, disability, marital status, sexual orientation, political affiliation, or status with regard to public assistance. New probationary employees may be terminated at any time for any reason that does not violate local, state or federal law with or without notice subject to the rights of veterans. For additional information regarding employment termination procedures, see Section 6.01, Discipline. B. LAYOFF 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. 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.