Separation due to reduction in workforce is the release of an employee from a given
organizational unit due to lack of funds, curtailment of work, or reorganization.
An employee so released is terminated unless he/she is offered and accepts another
position. An employee who accepts a position in a lesser job classification shall
be given consideration when openings occur at a higher job classification. An organizational
unit is defined as each department or office as a whole (if no department designations)
of any elected or appointed official who participates in these policies. The hiring
authority determines when and if a reduction in workforce is warranted and which employee(s)
is/are to be released. Insofar as possible, seniority shall be considered in the lay-off
decision. Also, the supervisor shall consider the knowledge, skills, and work performance
of the employees to assure that adequate expertise is maintained to perform the work
of the organization unit. Employees who are laid-off from the workforce shall be given
consideration for future openings.
A regular full-time employee (eligible for benefits) who is laid-off from a position
through no fault of his/her own and is re-employed by the county within one year from
the date of release, shall be given credit for his/her prior service for the most
recent period of employment. Credit for prior service shall include credit for any
balance of accrued sick leave and the employee annual leave factor, but shall not
include credit to pension or retirement. For the purposes of this section, the term
"laid-off" shall be defined as cessation of employment on an involuntary basis and
not because of work-related misconduct by the employee.
(Ord. No.
O-16-8-101
, § 1(Exh. A), 9-26-16)
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