Agenda - 01-06-1992 - Laserfiche WebLink

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Attachment 2 16 From the Personnel Ordinance Publishe ARTICLE IX September 6, 1990 SEPARATION AND DISCIPLINARY ACTION 1.0 FURPOSE The purpose of this Article is to acquaint County employees with the causes and reasons for separation with regard to their employment. 2.0 POLICY When employee needs, economic stress, physical infirmity, retirement, death or punitive action warrant, steps to separate the employee from County service will be taken by the department head and /or the Manager (as necessitated). These steps are to be implemented fairly and objectively. 3.0 PROCEDURE All separations of employees from positions in the service of the County shall be designated as one of the following types and shall be accomplished in the manner indicated: 3.1 Resignation An employee'may resign by notifying his department head (or in the case of department heads, the Manager) of the effective date as far in advance as possible. A minimum of two weeks is requested of all resigning personnel. 3.2 Reduction -in -Force In the event that a reduction in force becomes necessary, consideration will be given to the quality of each employee's past performance, the need for service, and seniority in determining those employees to be retained. Employees who are to be laid off because of reduction -in -force will be given at least one pay period notice of..antieipated layoff. The duties performed by an employee laid off may be reassigned to other employees already working who hold positions in the appropriate classes. No permanent employee will be laid off while another person is employed on a part -time or temporary basis in the same class, unless the permanent employee is not willing to transfer to the position held by the temporary employee. 3.3 Disability An employee'may be separated for disability when the employee cannot perform the required duties because