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Section 3. REDUCTION IN FORCE POLICY <br /> <br /> Cabarrus County policy provides that whenever it is necessary <br />due to a shortage of funds or work, abolishment of a position, or <br />other material changes in duties or organization this policy will <br />be followed. Such separations will be based on systematic consid- <br />eration of the type of appointmeht, length of service, need for <br />employee's service, and relative~efficiency of the employees. <br />Policies and procedures governing such separations will be consistent <br />and uniformly applied throughout county departments. <br /> <br /> POLICY: <br /> <br /> (a) Employee Coverage and Exemptions: <br /> <br /> The reduction in force policy covers permanent employees <br /> as defined below. <br /> <br /> For purposes of this policy, the term permanent employee <br /> means a person who has satisfactorily completed a pre- <br /> scribed probationary period in a permanent position or <br /> who entered employment with permanent status. <br /> <br /> A management decision to reassign (transfer) an occupied <br /> position to another program and/or location includes the <br /> obligation to reassign the incumbent employee with the <br /> position. An employee who refuses a reassignment in the <br /> same classification and at the same salary rate is not <br /> covered by the reduction-in-force policy. <br /> <br /> (bi Establishing a Plan and Procedure for Employee Separation: <br /> <br /> After a reduction-in-force has identified specific classi- <br /> fications and positions for abolishment, the necessary <br /> separation of employees shall be determined based on the <br /> systematic consideration of the type of appointment, length <br /> of service, need for employee's service, and relative . <br /> efficiency of the employees. <br /> <br /> If possible, consideration should be given to offering a <br /> remaining position to two employees each willing to work <br /> half-time, rather than to separate an employee. <br /> <br /> The following factors shall apply in determining and sched- <br /> u-~ng employees for separation: <br /> <br /> 1) Present employee status shall be the first determinant. <br /> No permanent employee in an affected classification <br /> shall be separated while there are emergency, intermit- <br /> tent, temporary, provisional, probationary or trainee <br /> employees working in the same class in the department <br /> <br /> <br />