Notice to the Union. At least fourteen (14) calendar days prior to notice of layoff, the City shall provide the Union written notice of its intent to lay off employee(s). The notice will include the job classification(s); the names of the employee(s) in those job classifications who have been tentatively selected for layoff; the category of employment of those employee(s) (regular full-time, regular part-time, seasonal) and a seniority list by name, job classification and category. If the Union desires to discuss possible options to the pending layoff or question the selection of the employee(s) tentatively selected for layoff, it shall notify the City to schedule a meeting within seven (7) calendar days of receipt of notice of layoff. Both the notice and the discussions will be treated with confidentiality. The City shall discuss with the Union the criteria which shall be used to determine qualifications, skills, abilities and seniority of employees and the order of layoff. This discussion will include the possibility of transferring work being performed by temporary or on-call employees to employees identified for possible layoff. The City shall attempt in lieu of a layoff and upon agreement with the Union and the affected employee, to transfer or demote the employee scheduled for layoff to another position in the bargaining unit; the employee is qualified to perform the duties of the position; and the transfer or demotion does not displace another employee subject to the other provisions of this Article. In the event more than one employee scheduled for layoff possesses the required certifications, licenses, knowledge, skill and ability to perform the duties of the position, the position will be offered to the most senior employee. If at the end of a six (6) month probationary period, the City determines the employee has not successfully completed the probationary period, the employee shall be placed on the recall list.
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