a) A layoff may occur when one or more of the following conditions exist: lack of work or funds, abolition of position,

changes in duties, contractual or technological changes, business necessity, or other appropriate reasons

as determined by the City Manager.

b) When it becomes necessary to reduce the City employment without cause on the part of the employee, the City

Manager shall determine the number of positions and the position classification series in which the reductions

shall take place, taking into account the nature of functions to be performed, public safety and impact on service

levels, and merit service.

c) A minimum of forty-five (45) calendar days notice shall be provided to any employee targeted for layoff.

d) The written notice shall be hand-delivered or sent by certified mail. A copy shall be sent to the Department

Head.

e) The notice shall inform the employee of the effective date of layoff and of the pre-layoff re-appointment and

reinstatement procedures.

f) Provisional and temporary appointments shall not be filled without first contacting the Human Capital Manager

in an effort to fill the position by qualifying employees who have been or are scheduled for separation due to

reduction in force.

8.2.2 Layoff Determination

a) When any classification is subject to layoff, new provisional or temporary employees in that classification in the

same Department shall be terminated before any regular status employee is laid off.

b) When regular status employees in a classification become subject to layoff, the Human Capital Manager, Department

Director, or designee shall determine which employee(s) shall be laid off based on the performance,

conduct, qualifications, seniority, and merit service of all regular status employees in that classification in the

same department. The weighing of criteria will be determined by the City Manager.

8.2.3 Pre-Layoff Reappointment

a) Following receipt of notice of layoff, and before effective date of layoff, any appointing authority in the City

having a vacant position of the same or lower salary grade for which the employee meets the minimum qualifications

may consider the employee for a noncompetitive appointment.

b) If the employee wishes to seek a pre-layoff reappointment, the employee shall submit a request in writing to

the Human Capital Manager or designee specifying the classification of the vacancy, and the department having

the vacancy of interest, along with a completed application form.

c) If the Department Director determines that the employee meets the minimum qualifications for the classification

of the vacancy, then the appointing authority shall promptly interview the employee. An offer of reappointment

is at the discretion of the Department Director.

d) A pre-layoff reappointment shall be effective on or before the date on which the layoff would have been effective,

so that a break in service does not occur.

e) The employee shall retain all accrued sick leave, annual leave, and compensatory time upon pre-layoff reappointment.

f) If the employee subject to layoff is offered and accepts a pre-layoff reappointment, then the employee forfeits the right to be placed on the layoff list.

g) If the employee is not offered or does not accept an offer of pre-layoff reappointment, on or before the effective date of the layoff, then the employee shall be laid off.

I'm not sure if any of this occured in the instance of the Planning Director or the Fire Chief but I'm still keeping my eye out.