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4 <br />6.3 Order of Layoff <br /> <br />In the event of a reduction in force, bargaining unit members with the shortest length of <br />service in the classifications affected shall be laid off first. If two employees have equal <br />length of service in a classification, the order of seniority shall be determined by standing on <br />the eligibility list. If two employees have equal length of service in a classification and the <br />same standing on the eligibility list, the order of seniority shall be determined by <br />employment test score. <br /> <br />6.4 Bumping Rights <br /> <br />Any unit member laid off under the terms of this article may, if he or she so elects, be <br />reassigned to a position in a lateral or lower related classification within the same <br />department which is held by an employee having less service with the City. Such <br />reassignment shall occur only in the event the employee is capable by virtue of prior training <br />and experience to perform the work required. <br /> <br />6.5 Re-employment <br /> <br />For those employees who do not exercise the election referred to in Section 6.4 above <br />(Bumping Rights), and for all other laid off employees, the name of each employee who is <br />laid off shall be placed at the head of the eligible list for the class of positions which he or <br />she held, and such person shall be given preference in filling vacancies in that class for a <br />period of two (2) years following layoff. <br /> <br /> <br />ARTICLE 7 <br /> <br />PERSONNEL FILES AND PERFORMANCE EVALUATIONS <br /> <br />7.1 Personnel Files <br /> <br />An employee or his or her Association representative upon presentation of written <br />authorization from the employee shall have access to the employee's personnel file on <br />request. The City shall furnish the employee copies of all performance evaluation ratings <br />and letters of reprimand or warning prior to placing them into the employees' personnel file, <br />and copies of letters of reprimand or warning shall be sent to the Personnel Officer. At the <br />employee's request, copies of performance evaluation ratings and letters of reprimand or <br />warning shall be sent to the Association. Upon receipt of a letter of reprimand or warning <br />which the employee feels is factually incorrect, he or she may so advise, in writing, the Fire <br />Chief and the Association, but letters of reprimand or warning may not be appealed through <br />the grievance procedure as set forth in Article 19 herein. The employee may be required to <br />acknowledge the receipt of any document entered into his or her personnel file without <br />prejudice to subsequent arguments concerning the contents of such documents. At the <br />request of the employee, letters of reprimand shall be removed within two (2) years from an <br />employee's personnel file provided that no further infraction of any City rule or regulation <br />has been documented in the employee's personnel file within such period of time. <br /> <br /> <br />6.3.B. - Page 85