Employee Handbook

WHAT YOU HAVE TO KNOW

SEPARATION AND REINSTATEMENT

TYPES OF SEPARATIONS

All separations of employees from positions in the service of the City shall be designated as one of the following types and shall be accomplished in the manner indicated: Resignation, reduction in force, disability, voluntary retirement, dismissal, or death. At the time of separation and prior to final payment, all records, assets, and other City property in the employee's custody shall be transferred to the Department Head and certification to this effect shall be executed by the employee.

RESIGNATION

An employee may resign by submitting the reasons for resignation and the effective date in writing to the immediate supervisor as far in advance as possible. In all instances, the minimum notice requirement is two weeks. Failure to provide minimum notice shall result in forfeit of payment for accumulated annual leave unless the notice is waived upon recommendation of the Department Head and approval by the City Manager. The minimum notice requirement for a Department Head is three (3) weeks. Department Heads shall forward all notices of resignation to the City Manager and Human Resources Director immediately upon receipt.

Three consecutive days of absence without contacting the immediate supervisor or Department Head shall be considered a voluntary resignation. Sick leave will only be approved during the final two weeks of a notice with a physician's certification or comparable documentation.

REDUCTION IN FORCE

A reduction in force may be deemed necessary by the City Manager by reason of shortage of funds or work, the abolition of a position, or other material changes in the duties or organization, or for related reasons which are outside the employer’s control and which do not reflect discredit upon the service of the employee. In the event that a reduction in force becomes necessary, consideration shall be given to the quality of each employee's performance, organizational needs, and seniority in determining those employees to be retained. Employees who are separated because of a reduction in force shall be given at least two weeks’ notice of the anticipated action. No permanent employee shall be separated while there are temporary or introductory employees serving in the same class in the department, unless the permanent employee is not willing to transfer to the position held by the temporary or introductory employee or the permanent employee is not qualified or physically able to perform the duties of such position.)

DISABILITY

An employee may be separated for disability when he/she cannot perform the essential functions of the job because of a physical or mental impairment, which cannot be accommodated without undue hardship or because the disability poses a direct threat to the health and safety of others. Reasonable accommodations will include transfer to a comparable position for which the individual is qualified. Action may be initiated by the employee or the City, but in all cases it must be supported by medical evidence acceptable to the City Manager and the disability must prevent the employee from performing the essential functions of the job. The City may require an examination at its expense and performed by a licensed physician of its choice.