2.82.050 Layoffs.
When it is necessary to reduce the number of employees because of lack of work or funds, the department head concerned shall make a thorough investigation of the problem. The analysis of the proposed layoffs shall first be presented to the manager to consider the types of activities to be curtailed and the classes of positions thereby affected, and consideration shall be given to the employees’ performance and thereafter length of service to the borough. The advisability of demoting employees in higher grades to lower grades shall also be considered.
A. The manager may lay off an employee other than a borough officer for the following reasons:
1. The position is temporary;
2. The employee holds a substitute appointment;
4. There is a shortage of work or funds.
B. The clerk shall prepare and maintain a lay-off list stating the names and former positions of all regular employees laid off. The names of such employees shall remain on the list for two years. If not reappointed within this time, the employee shall be considered to have terminated without prejudice. Accrued personal leave shall not be canceled because an employee is laid off.
C. No permanent employee shall be laid off while there are emergency or temporary employees serving in the position classification in the same department or in the other position classifications performing work to which the permanent employee could reasonably be assigned.
D. The manager, or a borough officer or department head who is authorized to hire and dismiss employees under the officer or department head, shall give an employee written notice of the lay-off at least 24 hours before the same occurs.
E. When suitable employment is again made available, employees shall be rehired from the lay-off list based on their qualifications. (Ord. 15-07-417 § 6)