23 In some instances the purpose of travel may not be solely for City business. It may be partially for official business and partially for personal reasons. In these instances, the individual involved shall make a reasonable allocation of the expenses. Where such an allocation is made, the travel reimbursement request shall contain sufficient documentation to indicate the allocation made and the basis for the allocation. The City shall not reimburse the cost of an employee's spouse or other person(s) accompanying the employee on a business trip. Travel advances may be requested by submitting a Travel Advance form to the Treasurer's Office no less than ten (10) days prior to the time the check is required. All travel advances must be signed by the employee and approved by the Department Director. An employee may not approve their own travel Section 12. Termination Administration It is the Policy of the City of Lamar to administer terminations of employment consistently and ensure that terminating employees receive required benefit continuation notifications and a timely issuance of their final paycheck and accrued benefits. Termination includes voluntary resignations and disciplinary Discharge. Three (3) consecutive days of failing to report for work without notification to the Supervisor will be treated as a voluntary resignation (see: Attendance Section). The Director shall immediately notify the Human Resources Office when an employee is to be terminated. This notification must be done prior to the prospective termination date. REDUCTION IN FORCE The City intends to minimize the negative impact on current employees if a reduction in the work force becomes necessary. However, the introduction of new or improved methods, equipment or facilities; economic or natural events beyond the reasonable control of the City; or the reduction or loss of funds for the operation of a program may make staff reductions unavoidable. If this type of cutback must occur, the City will reduce staff progressively, using the procedure provided in Chapter I, Section 15 of this Policy Manual. RESIGNATION Employees who voluntarily resign from their position at the City are expected to give at least two (2) weeks' notice in writing of their intent to resign. The City may choose to accelerate the actual termination date of resigning employees and pay the resigning employee in lieu of working during the two-week notice period. Failure to comply with this procedure shall be entered into the personnel record of the employee and may be considered as grounds for denying future employment with the City. No employee shall have the right to rescind a termination notice once submitted and accepted. If an employee wishes to rescind a previously delivered termination notice, whether prior to or following the actual termination, the decision on whether to accept the rescission shall be made by the City Administrator. FINAL PAY Employees who leave the service of the City of Lamar for any reason shall receive all pay which may be due them with the following qualifications: Eligible employees will be paid for all Banked Hours which remain in the individual employee's account and unused comp-time balances; Separation date for all employees is the last day of actual work or approved leave. Final pay received by an employee will not be construed to extend their employment with the City beyond the
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