15 Before instituting a RIF, the Supervisor, Department Director and City Administrator will explore reasonable possibilities for reassignment of affected employees, and will consider requirements to maintain the City's operations. Selection of employees to be RIF'd will be done without regard to the employee's race/color, national origin, sex (gender, sexual orientation and condition of pregnancy), religion, age, or disability. The Human Resources Office will provide assistance throughout the RIF process to accomplish any possible inter-department transfers of personnel and communication. When a RIF is instituted, employee performance will generally govern the decision as to which employees will be retained. Where two or more employees are of similar ability and performance, length of service may be a secondary consideration. When a functional reorganization is the cause of a RIF, then the nature of the functions affected will determine which positions are selected for RIF. The decision-making process will generally follow: a. Description of the reason for the RIF. b. Identification of the position(s) affected, in number and type. c. Identification of the employees who are incumbent in the position(s) affected. d. Assessment of the incumbent employees' respective performance history,skills and abilities. e. Associated length of service for potentially affected employees. f. Identification of those selected for RIF, according to position, performance, skills and abilities, then length of service if all other factors areequal. The Director will submit the above information to the City Administrator's Office for review and approval prior to enactment of the RIF. The City may occasionally retain certain employees because of the employee's special knowledge, skill, training, or experience. Employees scheduled to be laid-off due to a RIF will be given as much advance notice as possible; however employees to be RIF'd may be notified at any time during a pay period and may be allowed to work through the end of that regular pay period or receive pay to the end of that pay period. The Termination Policy for termination administration will be implemented when appropriate approvals for a RIF have been obtained. For a period of six months following the date of RIF, an employee who has been laid-off will be offered the opportunity to return to work whenever a vacancy occurs in any department of the City in a position which the employee is qualified to perform, before recruitment is conducted for such vacancy. If an employee has been offered an opportunity to return to work under this provision and fails to do so all rights to "recall" are extinguished.
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