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improvement plan, discipline may be imposed, up to and including termination. Conducting, or the <br />results of, performance evaluations does not alter the at -will nature of employment. <br />3.13 Resignations <br />As at -will employees, all City employees may resign at any time, for any reason. In order to be <br />considered "in good standing" at the time of resignation, an employee must file with employee's <br />Department Head, at least 14 days before leaving, a written resignation stating the effective date of <br />the resignation. Department Heads wishing to resign "in good standing" should give the City as <br />much advance notice as possible, but must provide at least 30 days' notice. <br />Employees providing three (3) or more months advance notice of said resignation shall receive an <br />additional (_X percent added to their eligible sick leave severance. <br />Failure to comply with this 14 day or 30 day notice procedure may be considered cause for <br />denying the employee future employment by the City and denying termination benefits. <br />Time off iequesis shall not be approved during such time as employees are thepaiing to retire or <br />separate from employment, however, preapproved time off will he honored. At the City <br />Administrator's discretion, separation ma1y occur immediately and separation would be considered <br />in good standing. <br />Unauthorized absence from work for a period of three working days may be considered by the <br />Department Head as a resignation "not in good standing" and without benefits. <br />Upon separation from the City, if an employee has not used their Floating Holiday, it will be <br />forfeited. <br />3.14 Lay-offs <br />After at least two weeks' notice to the employee, the City Administrator may lay off any employee <br />when such action is necessary because of shortage of work or funds, the abolition of a position, or <br />changes in organization. <br />221Page <br />Commented [CL13]: Average maximum additional cost is <br />approximately $2000. Percent to be discuss. <br />Commented [CL14]: Important — to be discussed with the City <br />Council. Staff to note comparable cities, Labor Management <br />Committee feedback, pros/cons, etc. <br />Commented [CL15]: To be discussed with the City Council. <br />