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Layoffs <br />The City Council has the authority to lay off any employee when such action becomes necessary as <br />determined in the city's sole discretion. The city will attempt to provide a ten (10) working day notice <br />prior to a layoff. <br />Severance Pay <br />An employee resigning employment may be eligible for a cash payment for a portion of unused sick <br />leave if the following conditions are met: <br />■ The employee must resigtrleave in good standing, not terminated by the city; and <br />■ S/he must provide proper notice of resignation as stated above with city administrator <br />discretion; and <br />■ S/he must execute a release of claims; and <br />■ S/he must have completed two (2) consecutive years of leave -eligible service. <br />The severance payment is calculated at fifty percent (50%) of the accumulated sick leave balance up to a <br />maximum paid of four hundred eighty (480) hours. -Payment shall be at the rate of pay when the <br />resignation is submitted. <br />Accumulated sick leave in excess of nine hundred sixty (960) hours is not eligible for a severance <br />payment. Sick leave shall continue to accumulate in excess of nine hundred sixty (960) hours to be used <br />in accordance with the Family Medical Leave Act. <br />Due to unforeseen circumstances and in his/her sole discretion, the city administrator may grant <br />exceptions to the two (2) years of service condition. <br />Exit Interviews <br />Human Resources shall conduct a brief interview with each employee separating from city employment. <br />The interview seeks to identify employee morale trends triggered by policy concerns, <br />management/communication gaps, workload levels, and the general wofk plae-eworkplace environment. <br />16 <br />