BC 1997 06 23 - Laserfiche WebLink

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324 reports for any personnel matters for the proper functioning, maintenance, and documentation of the procedures established by and in accordance with this Ordinance. Ail matters dealing with personnel shall be forwarded to the Human Resources Director, who shall maintain a complete system of personnel files and records. ARTICLE VII. SEPARATIONS, DISCIPLINARY ACTIONS, SUSPENSIONS AND REINSTATEMENT Section 1. Separation from Employment Separation occurs when an employee leaves the payroll for reasons indicated below. Employees who have acquired regular employment status will not be subject to involuntary separation or suspension except for cause or reduction-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 two weeks (four weeks for department heads) notice prior to his/her last day of work. (b) Dismissal. Dismissal is involuntary separation for cause, and shall be made in accordance with the provisions of Section 5. Pre-discipline Conference. (c) Reduction-in-Force. For reasons of curtailment of work, reorganization, or lack of funds 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 non-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 reduction in force shall be given at least four (4) weeks notice. (d) 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. Such a failure shall be deemed to be a voluntary resignation from employment without notice when the employee is absent without approved leave for a period of at least three (3) consecutive, scheduled workdays. Termination 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 of days in question. This provision also applies when the employee is absent for at least three (3) consecutive, scheduled workdays, has been instructed verbally or in writing of a specific manner of reporting by management, and does not report to the appropriate supervisory personnel on a regular basis satisfactory to the employing agency. Such terminations as described above are voluntary resignations from employment and create no right of grievance or appeal pursuant to Article VIII of this ordinance. (e) Separation Due to Unavailability When Leave is Exhausted. An employee may be separated on the basis of unavailability when the employee becomes or remains unavailable for work after all applicable leave has been exhausted and department management does not grant a leave without pay 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, and not a disciplinary dismissal, and may be grieved or appealed. (f) Disability. An employee may be separated for disability when the employee cannot perform a significant part(s) of the essential functions of the job because of physical or mental impairment. Action may be initiated by the employee or the County, and should be supported by medical evidence certified by a licensed physician. The County may require an examination at its expense and performed by a physician of its choice. Before an employee is separated for disability, a reasonable effort shall be made to accommodate the employee in his