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SECTION 15. LAYOFF <br />15.1 Order of Layoff <br />In the event of a reduction of force, the employee with the least service in the <br />classification effected shall be laid off first. <br />15.2 Order of Rehire <br />An employee who is laid off shall be placed, for a period of one (1) year from the <br />date of the employee's most recent layoff, on a rehire list. In hiring for a vacant <br />position in a classification, such rehire list shall take precedence over all other <br />employment lists and the last employee laid off shall be the first employee rehired <br />until the rehire list of employees is exhausted; provided, however, that the <br />employee hired from the rehire list is determined as capable, in the sole opinion of <br />the City, by virtue of prior training and experience with the City of Redwood City <br />to perform the work required in the classification in which the opening exists. <br />15.3 Break in Service <br />Service with the City shall be terminated by discharge, resignation, refusal by an <br />employee to accept a reassignment to a related classification as stated in Section <br />15.1 of this MOU, six (6) consecutive months of unemployment with the City of <br />Redwood City, one (1) year on a rehire list, or the refusal by an employee on the <br />rehire list to report to a rehire assignment made by the City as stated in Section <br />15.2 of this MOU. <br />15.4 Benefits During Layoff <br />During the one (1) year on a rehire list the employee shall not accrue any benefits, <br />including but not limited to vacation, sick leave, holidays, medical, dental, and <br />life insurance. <br />SECTION 16. PERSONNEL FILES <br />An employee or his or her representative, on presentation of written authorization from <br />the employee, shall have access to the employee's personnel file on request. The City <br />shall furnish the employee copies of all performance evaluation reports and letters of <br />reprimand or warning prior to placement of such documents into the employee's <br />personnel file. The Employee may be required to acknowledge the receipt of any <br />document entered into his personnel file without prejudice to subsequent arguments <br />concerning the contents of such documents. <br />27 <br />