Laserfiche WebLink
q '2A - 3� <br />SECTION 13. LAYOFF <br />13.1 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 />13.2 Order of Rehire <br />An employee who is laid off shall be placed, for a period of one (1) year from the date of <br />the employee's most recent layoff, on a rehire list. In hiring for a vacant position in a <br />classification, such rehire list shall take precedence over all other employment lists and <br />the last employee laid off shall be the first employee rehired until the rehire list of <br />employees is exhausted; provided, however, that the employee hired from the rehire list <br />is determined as capable, in the sole opinion of the City, by virtue of prior training and <br />experience with the City of Redwood City to perform the work required in the <br />classification in which the opening exists. <br />13.3 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 13.1 of <br />this MOU, six (6) consecutive months of unemployment with the City of Redwood City, <br />one (1) year on a rehire list, or the refusal by an employee on the rehire list to report to a <br />rehire assignment made by the City as stated in Section 13.2 of this MOU. <br />13.4 Benefits Durin Lavoff <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, 1: ` insurance <br />and uniform allowance. <br />SECTION 14. PERSONNEL FILES <br />An employee or his or her representative, on presentation of written authorization from the <br />employee, shall have access to the employee's personnel file on request. The City shall furnish <br />the employee copies o: performance evaluation reports and letters of reprimand or warning <br />prior to placement of su_. documents into the . nployee's personnel file. The Employee may be <br />required to acknowledge the receipt of any aucument entered into his personnel file without <br />prejudice to subsequent arguments concerning the contents of such documents. <br />SECTION 15. GRIEVANCE PROCEDURE <br />15.1 Definitions <br />15.1.1 A "grievance" is a formal written allegation by a member of the bargaining unit <br />who has been adversely affected by an alleged violation of the specific <br />23 <br />