A. Discharge/Termination:
1. Employees may be terminated for cause in accordance with the City's Discipline and Appeal Guidelines Policy, chapter 24 of this title.
2. Employees may also be terminated for failure to maintain proper licensure, certification and/or privileges granted by the City or other regulatory bodies.
B. Layoff: In accordance with the City Layoff Ordinance (section 2.52.120 of the City Code), employees may be terminated from employment in accordance with a collective bargaining agreement or City Layoff Policy, chapter 23 of this title.
C. Job Abandonment:
1. An employee absent for two (2) or more scheduled work days without notice, permission or without good reason will be considered as having abandoned their job.
2. Before terminating the employee, the supervisor will attempt to call the employee at least once at the last known telephone number.
3. If no contact is made, the City will consider the employee to have abandoned their job.
D. Separation For Unavailability:
1. An employee may be separated from employment on the basis of unavailability when an employee is unable to return to their position after all approved leave has been exhausted and there is no reasonable alternative available that would allow the employee to return to their position and perform the functions of their job.
2. Reasonable alternatives may include, but are not limited to, a reasonable accommodation requested in accordance with the Americans with Disabilities Act (which may include a transfer to another position in accordance with the Employment Modifications and Accommodations Procedure, section 51-5-4 of this title), an unpaid leave of absence, or a business adjustment.
3. Before implementing a separation due to unavailability, the department will provide the employee written notice of the following:
a. The pending separation;
b. The reason for the action (i.e., the employee is unable to return to work);
c. The proposed effective date of the separation;
d. The opportunity for the employee to provide reasonable alternatives that would allow the employee to return to work. The employee must submit their proposed alternatives to the department in writing within ten (10) calendar days of the date of the notice.
4. At the conclusion of the ten (10) day response period, and after taking into consideration any proposed alternatives or other information the employee provided, the department must consult with Human Resources before separation can occur.
5. The department will provide written notice to the employee of the separation. Written notice is to be either delivered personally to the employee or mailed to their last known address.
E. Lack Of Employment Eligibility: An employee may also be separated from employment if they lack appropriate I-9/E-Verify or other required employment eligibility verification. (2019 Compilation)