Reemployment of Employees Laid Off. The names of persons laid off under these procedures shall be maintained on a departmental recall list for the class series from which the employee was laid off for a period of one (1) year from the date of layoff. When using a departmental recall list to fill a position in a class from which layoffs have occurred within the one (1) year recall period, the department head shall reemploy laid off employees from the appropriate departmental recall list in inverse order of layoff. During the one (1) year recall period, no new employee shall be hired nor shall any employee be promoted to a class from which layoffs have occurred until all employees on layoff status in that class have had the opportunity to return to work. However, when the best interest of the County requires an employee with demonstrated special qualifications, skills or training, or for affirmative action considerations, the department head may make an exception to the above order of recall to appoint an employee out of ranking sequence. Every employee given notice of layoff may request employment counseling and evaluation in order to determine those job classes within the County for which the employee meets employment eligibility requirements and desires to be considered for employment from a preferred eligible list. Such counseling and evaluation shall be available by appointment in order of request. Following the counseling and evaluation, laid off employee’s name shall be placed automatically on a preferred eligible list for each class designated as a result of the counseling and evaluation. When the Human Resources Division receives a request to refer applicants to a department for a vacant position in a class for which there exists a preferred eligible list, the laid off employee on the list shall be considered for employment prior to any job applicant. A competitive job related selection process may be used to determine the order in which laid off employees on a preferred eligible list for a class will be referred for an interview. A laid off employee may be removed from the department recall list or a preferred eligible list for any of the following reasons: • The expiration of one (1) year from the date of layoff • Re-employment within the County in an equal or higher class • Failure to accept employment or report to work. • Failure to appear for a job interview after notification by telephone or by mail addressed to the employee’s last address on file with the County. • Failure to r...
Reemployment of Employees Laid Off. An employee who has been laid off will be placed on a lay-off list for one year. Any employee who has been laid off and is subsequently re-employed in the same class of lay off within one year of layoff, shall regain his/her seniority layoff rating credit possessed at the time he/she was laid off, which shall count for purposes of vacation accrual rate. In addition, the employee's sick leave balance accrued as of layoff shall be reinstated.
Reemployment of Employees Laid Off. The names of persons laid off under these procedures shall be maintained on a Court recall list for the class series from which the employee was laid off for a period of one (1) year from the date of layoff. When using the Court recall list to fill a position in a class from which layoffs have occurred within the one (1) year recall period, the Court shall reemploy laid off employees from the Court recall list in inverse order of layoff. During the one (1) year recall period, no new employee shall be hired nor shall any employee be promoted to a class from which layoffs have occurred until all employees on layoff status in that class have had the opportunity to return to work. However, when the best interest of the Court requires an employee with demonstrated special qualifications, skills or training, or for affirmative action considerations, the Court may make an exception to the above order of recall in order to appoint an employee out of ranking sequence. Every employee given notice of layoff may request employment counseling and evaluation by the Court Human Resources Division in order to determine those job classes with salary rates equal to or less than the employee's current job classification within the Court for which the employee meets employment eligibility requirements and desires to be considered for employment from a preferred eligible list. Such counseling and evaluation shall be available by appointment in order of
