SEPARATION IN GOOD STANDING
10.1 Reduction in Force.
Department Heads may, after consultation with the Human Resources Director and
with the approval of the Board of Commissioners, layoff employees in the event
of unusual circumstances such as organizational changes, lack of funds,
curtailment of work or other reasons. The County recognizes its
responsibility to the public and is therefore committed to retaining the
highest quality employees. Layoff decisions will be based on the operational
efficiency of the department and determined by the Department Head according
to merit, fitness and job skills of employees within specific departments.
Should two or more employees be equally affected by this criterion, length of
service will be considered. Transfers may be made between classifications in
order to retain the best qualified and most suitable employee(s) for the work
available. The County will make every effort to give employees reasonable
notice of anticipated layoffs.
10.1.2 Recall from Layoff.
Employees on layoff shall be eligible for recall consideration for a period of
12 months from the effective date of layoff, based on the operational needs of
the department. For purposes of this Rule, ‘recall’ shall mean the (a)
reinstatement of an employee into the same position from which they were
laid-off or (b) rehire into a similar position for which the employee
possesses the necessary skills, abilities and qualifications, provided such
reinstatement or rehire occurs within 12 months of the effective date of
layoff. Employees will be advised of their placement on the layoff list which
will remain consistent unless the operational needs of the department change.
It shall be the laid off employee's responsibility to maintain a current
address and telephone number at which the employee may be contacted, with the
Human Resources Department, as a qualification for eligibility for recall. Any
laid off employee who is offered a position with the County shall notify the
County of acceptance of the offer within two days of the receipt thereof and
be available to report to work within 15 days or shall forfeit all rights to
recall. Upon recall, an employee shall have all previously accrued sick leave
and seniority reinstated, but shall not receive credit for the period of
layoff. The eligibility waiting period for insurance benefits will be waived
and will become effective the first of the month following recall into a
Reduction in force procedures described in Rule 10.1 are not applicable to
at-will, at will part time, on-call, temporary or probationary employees, as
defined in Personnel Rule 2 (Definitions). These employees serve at the
pleasure of the Department Head and are, therefore, terminated rather than
10.2 Temporary Interruption of
Employment. Any temporary interruption of employment because of adverse
weather conditions, shortage of supplies; or for other unexpected or unusual
reasons, which does not exceed ten days, shall not be considered a layoff if, at
the termination of such conditions, employees are to be returned to employment.
Such interruptions of employment may be chargeable to accrued vacation leave or
may be recorded as leave without pay.
10.3.1 Method of Resignation. In order to
resign in good standing, an employee shall give the Department Head at least 14
calendar days written notice. However, the Department Head may, upon written
request by the employee, waive all or part of the 14 day requirement if the
resignation is for compelling reasons which the employee could not have
reasonably anticipated 14 days in advance. Upon receipt of an employee
resignation, the Department Head shall forward a copy of same annotated with
this action - acceptance or rejection, and if rejection, the reasons therefore -
with a copy to the Human Resources Department.
An employee resignation, once it is submitted, may
be withdrawn by the employee only at the sole discretion of the Department Head
and then only if the employee's reinstatement will not result in the layoff or
demotion of an employee promoted or hired to fill the vacancy.
10.3.2 Approval of Resignation.
Resignations are subject to review by the Human Resources Director if an issue
arises as to their authenticity. Any resignation received, provided it bears a
bona fide signature of the resigning employee, and provided it was not obtained
under false pretenses, shall be deemed valid and thereby serve as a waiver to
any appeal rights the employee might otherwise have.
10.3.3 County Property.
Upon termination, the Department Head will assure that all county property has been returned, including county keys, county identification, etc.