163.67 SEPARATION POLICY.

   (a)   Separation from City Employment. For purposes of this Policy, "separation" shall include the following:

      (1)    Resignation,

      (2)    Retirement,

      (3)    Termination, or

      (4)    Any other permanent or temporary severance from employment, including, but not limited to, voluntary and involuntary separations.

   (b)   Communication of Separation to Appropriate Parties.

      (1)    Immediately upon learning of the separation of an employee, the relevant department head, or designee in his or her absence, shall notify the Human Resource Supervisor and the Law Director of such separation, in writing.

      (2)    The Human Resource Supervisor, or Law Director in his or her absence, shall then notify the designee for each of the following departments of such separation, in writing:

         A.   Finance

         B.   IT

         C.   Civil Service

Upon receipt of such information, the designees shall confirm receipt of the notification of separation, in writing.

      (3)    This reporting requirement will ensure separated employees are removed from the appropriate systems, i.e. payroll, email, health insurance, etc.

   (c)   Return of Property. All City property including, but not limited to, ID cards, access keys, badges, uniforms, and equipment shall be returned to the City on or before the last day of employment with the City. Failure to return all City property may result in delay of the release of any severance pay due to the employee.

   (d)   Termination Checklist. In an effort to ensure that all reporting requirements are satisfied, and City property is returned, the Human Resource Supervisor shall complete a "Separation Checklist" for each separated employee. The checklist and all necessary supporting documentation will be kept with the Human Resource Supervisor's records.

(Ord. 16-419. Passed 12-7-16.)