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Policy Title: Reductions in Force - Involuntary Terminations Purpose: To outline and clarify procedures related to involuntary terminations as a result of reductions in force o Scope: Non - represented City of Eugene employees; refer to the appropriate labor agreement Policy Statement: Employees may be the event of circumstances such as org, of work. Policy Procedure: Bargaining Unit Employees Employees covered by collecfi�l procedures outlined in the appl Non - Represented Employees A. When elirriMhj gong non - represented employees should duet red oin force in s c of fuq$19, or curtailment have reduction-in force the determination of which employees �f'll�ll' 11 � ined and which will be laid off will be made within like classification t wit 1' X114 rt rrjent. If there is more than one non - represented employee with I0 clarions in a department, the retention and layoff will be determined I sed on an assessment of the following job - related criteria: • knowledge of the program, department, organization, and profession; • skills, inclu�ga any special skills or certifications; • relevant bacltground (education and experience); • documented performance; and • length of service. After department managers have completed an initial determination of who will be laid off, the proposed layoffs must be reviewed by Human Resources prior to notification of any affected employees. B. Except in the event of a declared emergency, employees will receive a minimum of 30 days notice of layoff. City of Eugene APM No: 13.2 Administrative Policy Manual Date Updated: August 1, 2011 Policy Title: Reductions in Force - Involuntary Terminations Purpose: To outline and clarify procedures related to involuntary terminations as a result of reductions in force o Scope: Non - represented City of Eugene employees; refer to the appropriate labor agreement Policy Statement: Employees may be the event of circumstances such as org, of work. Policy Procedure: Bargaining Unit Employees Employees covered by collecfi�l procedures outlined in the appl Non - Represented Employees A. When elirriMhj gong non - represented employees should duet red oin force in s c of fuq$19, or curtailment have reduction-in force the determination of which employees �f'll�ll' 11 � ined and which will be laid off will be made within like classification t wit 1' X114 rt rrjent. If there is more than one non - represented employee with I0 clarions in a department, the retention and layoff will be determined I sed on an assessment of the following job - related criteria: • knowledge of the program, department, organization, and profession; • skills, inclu�ga any special skills or certifications; • relevant bacltground (education and experience); • documented performance; and • length of service. After department managers have completed an initial determination of who will be laid off, the proposed layoffs must be reviewed by Human Resources prior to notification of any affected employees. B. Except in the event of a declared emergency, employees will receive a minimum of 30 days notice of layoff.