Admin order 44-11-05 - Laserfiche WebLink

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Non - Represented Employees (Revised 09 116102) When eliminating non - represented positions, the determination of which employees will be retained and which will be laid off will be made within like classifications within a department. If there is more than one non - represented employee within like classifications in a department, the retention and layoff will be determined based on an assessment of the following job - related criteria: - knowledge of the program, department, organization, and profession - skills, including any special skills or certifications - relevant background (education and experience) - documented performance - 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. Except in the event of a declared emergency, employees will receive a minimum of 30 days notice of layoff. Notices will be mailed to the employee's home address. As soon as a final decision is made to eliminate a position and an employee is identified for layoff, the affected employee will be notified by his /her department. Also, a formal notice will be mailed to the employee by Human Respources within 10 calendar days designating the employee as an "employee in transition" (EIT). Human Resources will offer a number of support services to all employees in transitions: The notification to the employee will include a description of the services available and how the employee can avail him /herself of the services. Services include, but are not limited to, notice of opportunities for other positions within the organization, job information outside the organization, career assessment and planning tools, and job search training and advice. SEE: APPM Section 4.16 - 4.17 City Equipment/Property on the use of City Equipment for Employees in Transition All non - represented employees who have 60 continuous months of service from date of hire as a regular employee will be eligible to receive severance pay if they are laid off. The severance amount will be based on one week's pay, at the current rate, for each complete year of service as of the date the employee leaves the organization. The maximum amount of severance pay an employee can receive is 15 weeks. Severance pay is treated as normal income and therefore is subject to taxation. If an employee is recalled during a period equal to or less than the number of weeks of the severance pay, he /she must reimburse the City for a pro -rated amount of the severance pay based on the amount of time from layoff to recall. (e.g., if an employee receives 15 weeks of severance pay and is recalled 12 weeks after layoff, he/she must reimburse the City an amount equivalent to 3 weeks or one -fifth of the severance pay received.) Salaries, Merit Review Dates, and Probation for Displaced Employees (Revised 03/07/97) When an employee's position has been identified for elimination and the employee voluntarily accepts a vacant position in a lower pay range in lieu of bumping or layoff, the employee's salary will be red - circled for up to 12 months. SEE: APPPM Section 6.6 Red Circle Policy - Definition An EIT (Employee in Transition) who accepts a transfer or voluntary demotion in lieu of layoff will not be required to complete a probationary period unless they have not completed their initial probationary period with the City. 11