Laserfiche WebLink
10.1 Notice of layoff and recall. In the event of a permanent layoff, the employer shall <br />give written notification to the employee and the union, at least fourteen (14) <br />calendar days prior to the effective date of the layoff whenever practicable. <br />a. An employee on layoff shall be notified of recall by personal notice <br />(receipted) or certified mail (return receipt required) sent to the employee's <br />last known address at least fourteen (14) calendar days prior to the <br />reporting date. The employee shall notify the employer by certified mail <br />(return receipt required) within five (5) calendar days of receipt of <br />notification of intent to return to work and shall report for work on the <br />reporting date specified by the employer unless other arrangements have <br />been agreed to by the employer in writing. <br />b. It shall be the responsibility of the employee to keep the Human Resources <br />Division advised of their current mailing address. <br /> <br />10.2 Duration of recall lists. An employee shall remain on the appropriate recall list for <br />a period not to exceed two (2) calendar years from the date the layoff occurred. <br />An employee who has been laid off may be re-employed without examination in a <br />vacant position of the same class. <br /> <br />10.3 Removal from recall lists. Employees shall be removed from all recall lists for <br />any of the following: <br />a. Recalled to a position in the employment status from which the employee <br />was laid off. <br />b. Failure to accept recall to a position in the employment status from which <br />the employee was laid off. <br />c. Appointment to a regular status position in a class that is equal to or higher <br />than the one from which the employee was laid off. <br />d. Refusal or failure to accept recall for a position for which the employee on <br />layoff is qualified. <br />e. Resignation, retirement or termination from city employment. <br /> <br /> <br />ARTICLE 11 – DISCIPLINE <br />For the purpose of this article, an employee shall be any employee having successfully <br />completed the employee’s probationary period. <br /> <br />11.1 The employer will discipline employees only for just cause. Discipline will be in <br />one or more of the following forms: The employer retains the right to take any <br />disciplinary action deemed appropriate based upon the nature and severity of the <br />infraction(s) and the conditions surrounding the incident. The employer retains <br />the sole discretion to determine what behavior warrants disciplinary action and <br />which action will be imposed. Disciplinary actions include, but are not limited to: <br /> <br /> Oral reprimand; <br /> Written reprimand; <br />8 <br /> <br /> <br />