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<br />18 <br /> <br />consents to the worker's leaving sooner. The written resignation shall state the effective date and reasons <br />for leaving. The resignation shall be forwarded to the Personnel Officer with a statement by the Department <br />Head as to the resigned worker's service performance and other pertinent information concerning the cause <br />for resignation. <br /> <br />14.2 Reinstatement <br /> <br />14.2.1 At the discretion of the hiring Department Head and Personnel Officer, a regular worker who has <br />resigned in good standing may be reinstated to a vacant position of the same class as his/her <br />previous position within a period of one (1) year from the effective date of his/her resignation. <br />Reinstatement shall be made at the salary step recommended by the Department Head and <br />approved by the Personnel Officer, not to exceed the salary held at the time the worker left City <br />employment. Vacation time for workers reinstated in accordance with this Article, within a year of <br />resigning, will be accrued in accordance with Article 19.4 of the Memorandum of Understanding. <br /> <br />14.2.2 The reinstated worker will serve the designated probationary period for that classification prior to <br />becoming a regular worker regardless of the salary step at which the worker was reinstated. <br /> <br />14.2.3 A regular worker who is reinstated within thirty (30) working days of leaving City employment shall <br />be reinstated as if he/she had been on an unpaid leave of absence. Any benefits which were <br />cashed out shall be reinstated if the worker elects to buy back such benefits. <br /> <br /> <br /> <br /> <br /> <br />ARTICLE 15 - PAY PRACTICES <br /> <br />15.1 Salary Plan <br /> <br />15.1.1 Effective the first full pay period following February 1, 2017, there will be a three percent (3%) cost <br />of living increase for all classifications represented by SEIU, contingent on ratification of the <br />Tentative Agreement for a successor Memorandum of Understanding by February 8, 2017. This <br />increase shall apply only to employees in active status with the City as of the date the payment is <br />processed by City payroll. <br /> <br />Effective the first full pay period following February 1, 2018, there will be a three percent (3%) cost <br />of living increase for all classifications represented by SEIU. <br /> <br /> <br />15.1.2 Initial appointments shall normally be made at the lowest step or rate of pay. Upon approval of the <br />City Manager, such appointments may be made at the second or third step when justified upon <br />consideration of the difficulty of locating qualified personnel and an appointee's experience, <br />education, knowledge of particular duties required, personal fitness for the position, and such other <br />criteria as may be reasonably related to such preferential consideration on the basis of merit. <br /> <br />15.1.3 A worker may be eligible for a salary adjustment to the next highest step above the initial step or <br />rate to which appointment was made upon the satisfactory completion of six (6) consecutive <br />months’ employment. An adjustment shall be made only upon the recommendation of the <br />Department Head and upon approval of the City Manager. <br />6.3.B. - Page 28