2004-07-28 WS & CC Meeting - Laserfiche WebLink

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, July 15,2004 Page 4 Yetor[llls, as dermed by law, shall be released from empleyment '.':ith the City only after a deter:elinatioR tm-ough a fair hearing for mcompeteBBe or misconduct. My rationale for this proposed change is that the hearing only applies in those instances where a veteran requests a hearing. If the veteran does not want a hearing, then the City should not provide the hearing. My second rationale for eliminating this language is that a hearing is not required in the instance where there is a good faith elimination of a position. 5.2 Promotion. I suggest clarifying that the City Council is the body that determines what is the best interest of the City in this area. My suggested language is as follows: Vacancies may shall be filled by promotion of present Employees who meet the requirements established for the classification, when it the Citv Council determines that a promotion is in the best interest of the City. 5.4 Reduction in Work Force. I suggest that the City retain full flexibility in deciding when to layoff rather than in limited instances, to provide the two weeks notice only where the need for layoff is foreseeable and to move the laid off employee to another position only at the City Council's discretion. My suggested language is as follows: Lay-off: The City may layoff any Employee whenever such action is made necessary by reason of shortage of work or funds, the abolition of a position, er because of changes in organization or other reason determined bv the Citv Council. Two weeks advance written notice of the lay-off shall be given when the need for the lavoff is foreseeable. An Employee may be transferred to another position if the Citv Council determines that such Employee is qualified and a position is available. When a lay-off occurs in a job classification in which more than one Employee serves, qualification and job performance as determined and a1?1?lied by the City Council shall be the basis for determining which Employees are laid-off unless otherwise required by law. 6.3 Work Hours. The full time work week is defined as 40 hours. The part time work week is defined as less than 32 hours. In order to make the definitions inclusive of all potential hours of work, I suggest that the part time work week be defmed as less than 40 hours or full time be an individual scheduled for at least 32 hours. This first option creates a problem with the 32 hour week required for full time employees for insurance purposes (Article 11). I also suggest that the two defmitions include reference to the "normal" work week so that it is the regularly scheduled "normal" work week. This provides greater flexibility to deviate because of emergency or other reason. Both definitions should also include a note that employees may have regularly scheduled hours that differ because of job requirements. I suggest adding the following sentence to each definition: The City Administrator may also adiust normal work weeks and days for positions that require the exercise of duties and responsibilities outside of normal hours (for example the need to attend citv council meetings).