(A) Layoff is defined as the involuntary separation of classified, nonprobationary employees from city service as a result of the abolishment of a position, program elimination or a lack of funds. Probationary, unclassified, temporary, seasonal and student employees are not eligible for layoff privileges.
(B) The Chief Administrative Officer and the Director of the Human Resources Department are responsible for approving all layoffs and offering transfers or placement offers to employees who are or may be identified for layoff. Prior to a layoff, the Chief Administrative Officer shall develop a layoff plan which must be based on seniority principles and applicable collective bargaining agreements.
(C) If practicable, prior to the implementation of the layoff plan, the Chief Administrative Officer shall offer voluntary transfers to employees affected by the plan to avoid placing employees in layoff status. These voluntary transfers will be offered using seniority principles and respecting any applicable collective bargaining agreements. If practicable, the layoff plan shall provide for the retention of employees with more than five years of continuous city service. Employees placed in layoff status will be terminated two years from the effective date of layoff if they have not been placed or upon refusal to accept an offer of transfer or placement of equal grade or comparable pay.
(D) Furlough is defined as the temporary placement of an employee in a non-duty, non-pay status for budgetary reasons. Furloughs may be voluntary or mandatory.
(E) The Chief Administrative Officer and the Director of the Human Resources Department are responsible for imposing furloughs subject to any applicable collective bargaining agreements. Furloughs shall be implemented pursuant to a plan approved by the Chief Administrative Officer which at a minimum shall provide:
(1) The employees impacted and the furloughs to be imposed;
(2) Furloughed employees may not use annual leave, sick leave, compensatory time or any other leave in place of any unpaid furlough;
(3) Furloughs shall not constitute a break in service and shall not affect an employee's seniority status;
(4) Furloughs shall not affect the accrual of leave; and
(5) Medical, dental, vision and any other insured benefits coverage shall not be impacted by the furloughs.
(Ord. 21-2002; Am. Ord. 8-2010)