Agenda - 04-20-2010 - 7b - Laserfiche WebLink

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A-I-~achm~erYi' 2 ~ ~,p - aol~ - o~{-I Orange County Personnel Rules and Regulations Manual Effective Date: 5/1/2010 Article IX, Section 3.2 Reduction in Force I. ORDINANCE 3.2 It is the policy of the County to maintain as stable an employment workforce as possible. In the event that the Board of County Commissioners determines a reduction in force is necessary such as for a shortfall in funds, shortage of work, abolishment of a position or other material change in duties of the organization, the County Manager, or other hiring authority, may separate an employee. 3.2.1 Retention of employees in the affected classes shall be based on systematic consideration, and at a minimum the following factors shall be considered: the type of appointment, the length of service, the relative efficiency, and actual or potential adverse impact on the diversity of the work force. 3.2.2 When a Reduction in force is necessary, the County Manager shall develop a reduction plan. The plan shall document the reasons for the reduction in force, the factors considered in deciding the particular course of action, and the specific positions scheduled for abolishment or redesign. 3.2.2 The duties performed by an employee laid off may be reassigned to other employees already working who hold positions in appropriate classes. No permanent employee (those who have satisfactorily completed a probationary period) will be laid off while another person is employed in the same or related class in a temporary, probationary or a trainee position, unless the permanent employee is not willing to transfer to the position held by the non-permanent employee, or the permanent employee does not have the knowledge and skills required to perform the work of the alternate position within a reasonable period of orientation and training given to any new employee. 3.2.3 The County Manager, or other hiring authority, shall be authorized to develop appropriate alternatives to the reduction in force to avoid possible layoffs that improve or maintain County services. Possible alternatives to .the reduction in force include, but are not limited to, transfer or reassignment of employees to vacant position within the County in the same, related or lower class, separation of employees in temporary, probationary or trainee positions, eliminating overtime hours, job sharing, and reducing work hours. 3.2.4 Length of services is defined as length of service with Orange County and includes any time in which the employee may have been deployed on Military Leave as described in Article IV, Section 15 of this Personnel Ordinance while with Orange County. 3 Issue Date: a~~y i, Zoos Draft Page 1