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AI•ticle VII. Separation, Disciplinary Actions, and Suspellsious;- Section 1. Separation from Emulovment Separation occurs when an employee leaves the pay-•oll for reasons indicated below. Cmployees who have acquired regular employment status will not be subject to invohmtary separation or suspension except for cause orreduction-in-force. (a} Resignation or Retirement. An employee may terminate his services with the County by submitting a written resignation or request for retirement to the department head (or in the case of department heads to the County Manager). It is expected that an employee will give at least hvo weeks (four weeks for department heads) notice prior to • -the separation date. (b) Dismissal. Dismissal is involuntary separation for cause, and shall be made in accordance with the provisions of Section 5 of this Article, except for those employees identitied in Article 1.2(b). Pre- d:~ .1: l~,.. F (c) Separation During Probation. An employee may be dismissed at any time during the probationary period for failure in performance of duties or failure in personal conduct. Separation during the probationary period creates no right of grievance or appeal pursuant to Article VI[[ of this Ordinance. (ed)Reduction- in- Force. For reasons of cur4ailntent of work, reorganization, or lack of fiords the appointing authority may separate employees. Retention of employees in classes affected shall be based on systematic consideration of type of appointment, length of service and relative efficiency. No regular employee shall be separated while there are emergency, intermittent, temporary, probationary, or trainee employees in their first six months of the trainee progression serving in the same or related class, unless the regular employee is not willing to transfer to the position held by the uarr- regular employee, or the regular employee does not have the knowledge and skills required to perform the work of the alternate position within a reasonable period of orientation and training given any new employee. Employees laid off because of a reduction in force shall be given at least 30 calendar days notice.-t~a+rr• {~l}~eeks~-tet+ee: (de) Voluntary Resignation Without Notice. An employee voluntarily terminates employment by failing to report to work without giving written or verbal notice to the employing department and-~tteFt-o e-npleyee is absent without approved leave ne scheduled workdays. Termiriftcivi;-Separation pursuant to this policy should not occur until the employing department has undertaken reasonable efforts; to establish that the employee was able to give or have someone else give notice during the period e€-it~t+estiertabsent. This provision also applies when the employee is absent for at-leftst-thr~~e~13}eet}seettt~-ve;one scheduled workdays, has been instructed verbally or in writing of a specific manner of repotting by management, and does not report to the appropriate supervisory personnel on a regular Uasis satisfactory to the employing sgerreydepartntent. Such terminations are voluntary resignations from employment and create no right of grievance or appeal pursuant to Article VIII of this eOrdinance. (et) Separation Due to Uuavail.~bility When Leave is I!uxhausted. An employee may be separated on the basis of unavailability when the employee becomes or remains unavailable for work after ftl•1-applicable leave has been exhausted and depetttuet~t-tree+rtrge+~~er~~-Bees--~et-gta+rt-ft-leave without pay has not been granted for reasons deemed sufficient by the department. Such reasons include but are not limited to, lack of suitable temporary assistance, criticality of the position, budgetary constraints, etc. Such a separation is an involuntary separation, ft+rc-I-not a disciplinary dismissal, and may be grieved or 40 Attachment number 2 F-5 Page 168 of 362