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Officer, the City will meet to discuss the conditions causing the layoff and the impact upon classifications in the bargaining unit. Such discussions shall be without recourse to the grievance procedure. 6.3 Order of Layoff In the event of a reduction in force, bargaining unit members with the shortest length of service in the classifications affected shall be laid off first. If two employees have equal length of service in a classification, the order of seniority shall be determined by standing on the eligibility list. If two employees have equal length of service in a classification and the same standing on the eligibility list, the order of seniority shall be determined by employment test score. 6.4 Bumping Rights Any unit member laid off under the terms of this article may, ifhe or she so elects, be reassigned to a position in a lateral or lower related classification within the same department which is held by an employee having less service with the City. Such reassignment shall occur only in the event the employee is capable by virtue of prior training and experience to perform the work required. 6.5 Re-employment For those employees who do not exercise the election referred to in Section 6.4 above, and for all other laid off employees, the name of each employee who is laid off shall be placed at the head of the eligible list for the class of positions which he or she held, and such person shall be given preference in filling vacancies in that class. ARTICLE 7 PERSONNEL FILES AND PERFORMANCE EVALUATIONS 7.1 Personnel Files An employee or his or her Association representative upon presentation of written authorization from the employee, shall have access to the employee's personnel file on request. The City shall furnish the employee copies of all performance evaluation ratings and letters of reprimand or warning prior to placing them into the employees' personnel file, and copies of letters of reprimand or warning shall be sent to the Personnel Officer. At the employee's request, copies of performance evaluation ratings and letters of reprimand or warning shall be sent to the Association. Upon receipt of a letter of reprimand or warning which the employee feels is factually incorrect, he may so advise, in writing, the department head and the Association, but letters of reprimand or warning may not be appealed through the grievance procedure as set forth in Article 25 herein. The employee may be required to acknowledge the receipt of any document entered into 5 .. ,., .., - . _..,-,-_.~,-".. -, ~-'-,..