RES-8176 Amending Resolution No. 7673 Supervisory and Management AssociationRESOLUTION NO. 8176
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF ORANGE AMENDING RESOLUTION NO. 7673 OF
THE ORANGE SUPERVISORY AND MANAGEMENT
ASSOCIATION TO INCLUDE THE ADDENDUM
OUTLINING LAYOFF PROCEDURES.
WHEREAS, the City of Orange, herein referred to as "CITY", and the
Orange Supervisory and Management Association, represented by OrangeCountyEmployeesAssociation, have met and discussed layoff procedures;and
WHEREAS, CITY and the Orange Supervisory and Management
Association have mutually agreed upon a layoff procedure to be effective
upon adoption by the City Council; and
WHEREAS, such policy represents meaningful effort on the part of
both the CITY and the Orange Supervisory and Management Association to
address a difficult situation as a result of significant budget shortfall
currently facing the CITY.
NOW, THEREFORE, BE IT RESOLVED, by the City Council of the CityofOrangethatattachedaddendumtotheMemorandumofUnderstandingis
approved and incorporated by reference as though fully set forth herein.
ADOPTED this ..l.!1!:L day of May 1993.
Attest:
JtA'4~~ 9~y~
City Clerk the eh'y, f Orange
I hereby certify that the foregoing resolution was duly and regularly adopted
by the City Council of the City of Orange at a regular meeting thereof held
on the -2.ll!:!. day of May, 1993 by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
COUNCIL MEMBERS: SPURGEON. BARRERA MAYOR BEYER COONTZ
COUNCIL MEMBERS: NONE
COUNCIL MEMBERS: MURPHY
COUNCIL MEMBERS: NONE
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ADDENDUM TO MEMORANDUM OF UNDERSTANDING BETWEEN
CITY OF ORANGE AND
ORANGE SUPERVISORY AND MANAGEMENT ASSOCIATION
ORANGE SUPERVISORY AND MANAGEMENT
Layoff Procedures
I. PURPOSE The purpose of this policy is to establish and communicate the
city's procedures when a layoff or reduction in force is
necessary.
II. SCOPE All Orange Supervisory and Management Bargaining Unit
Employees
All departments are subject to reduction in force at the direction
of the City Manager.
Ill. POLICY The City retains the right to abolish any position, reduce the
work force and layoff employees when it becomes necessary due
to economic conditions, organizational changes, lack of work, or
because the necessity for a position no longer exists. The city's
layoff policy provides the following criteria to be followed during
a reduction in force.
IV. PROCEDURE A. ORDER OF REDUCTIONS IN FORCE (Layoff and
Demotion)
Within a department and by classification, the order of layoff or
demotion shall be as follows:
1. Temporary employees (19 hours or less);
2. Initial probationary employees;
3. Regular part-time employees (20 but less than
40
hours);4. Promotional probationary employees (40
hours);5. Regular full-time employees (
40 hours).For purposes of this procedure, the Water Division
will be considered
a department.Reso.
B. LAYOFFS
I. Layoffs shall be based on city-wide seniority,
except,negative performance during the past 5 years will
be considered to determine the order of layoff.
Negative performance and disciplinary actions will include
the
following:a. Denial of merit
increases;b. Suspension without
pay;c. Extensions of probationary
periods;d. Disciplinary demotions to lower level
positions;e. Performance reviews containing
significant,negative, written comments
indicating improvement needed and warning of
further consequences to follow if improvement fails
to
occur.One negative disciplinary action decreases
the employee's seniority by one year per occurrence and
by two years for additional occurrences, for a
possible reduction of 9
years.2. The order of layoff shall be established by the
Personnel Director, including seniority and results of review
of performance evaluations and prior disciplinary
actions.3. The order of layoff will be the least senior employee
as determined by the procedure
above.4. Prior to the establishment of the final order of
layoff,the Personnel Director shall furnish affected
employees a copy of the "Proposed Order of Layoff." Notice
will be hand delivered to employees whenever
possible.5. If the employee wishes to contest the application of
the criteria set forth in this policy to his position on the
list,he may appeal with any supporting materials to
the Personnel Director. This request should be directed
to the Personnel Director within seven (7) calendar
days following the establishment and distribution of
a Proposed Order of Layoff" list. The employee will
be allowed representation during the appeal
process.Reso. No.
6. After meeting with all employees wishing to be
heard with respect to their position on the layoff list, the
Personnel Director or his designee shall establish the
Final Order of Layoff" list. The decision of the
Personnel Director or his designee shall be final and not
subject to the grievance process or further appeal.
C. TRANSFER OR DEMOTION IN LIEU OF LAYOFF
1. Whenever employees are to be laid off, they may
transfer or demote to another vacant position in their
own department or other departments providing that:
a. the positions are at the same or lower level;
b. positions are authorized, budgeted, and the city
intends to fill the vacancies;
c. employee meets qualifications of the new position as
determined by the Personnel Director.
2. Whenever employees are to be laid off, they may
demote to lower level, filled positions within their
department providing they:
a. formerly held or supervised the lower level position
within the classification series;
b. employee meets or can reasonably meet
qualifications for the new position as determined by
the Personnel Director;
c. possess greater seniority to displace a lower level
worker
d. request in writing a demotion to the previously held
or previously supervised position within seven (7)
calendar days of receiving the notice of layoff. A
voluntary demotion shall not reflect as a negative
action in the employee's personnel file.
D. WRITIEN NOTICE
Employees to be laid off shall be provided written notice at
least ten calendar days in advance of the layoff date. Notice
will be hand delivered to the employee whenever possible.
If personal delivery is not possible, the notice will be sent
by certified mail to the last known address.
Reso. No. 8176
E. REEMPLOYMENT LISTS
1. Regular employees in good standing who are laid off or
demoted shall have their name placed on a departmental
reemployment list for the last classification previously
held. Names shall be placed on the list in inverse order
of seniority. (Last released - first rehired) Vacancies the
department desires to fill will be offered first to eligibles
on the departmental reemployment list.2.
Other hiring departments who have vacancies the city desires
to fill will give priority consideration to those employees
whose names appears on the reemployment list.
If these employees are not selected for rehire, the reason
for non-selection must be approved by the
Personnel Director.
3. Names of qualified individuals shall remain on
reemployment lists for a period not to exceed 2 years
from the date of layoff. Individuals who qualify for
rehire but do not respond to written notification to the
last known address on file within seven (7) calendar
days or who refuse two job offers shall have their names
removed from the reemployment list. Once rehired,
employee names are removed from all remployment
lists.
V. NON DISCRIMINATION IN REDUCTION IN FORCE
Layoffs and demotions which result from a reduction in force
shall be made without regard to an employee's race, color,
religion, national origin, sex, age, marital status, or functional
limitations as defined in the ADA and other applicable state law.
Reso. No. 8176
The City and the Association acknowledge that this addendun to the Memorandum of
Understanding shall not be in full force and effect until adopted by the City Council of the
City of Orange. Subject to the foregoing, this Memorandum of Understanding is hereby
executed by the authorized representatives of the City and the Orange Supervisory and
Management Association.
By:\
j!(Cr:,.
ORANGE SUPERVISORY
AND
MANAGE~ENT ASSOCIATION
By: . &(:t< ;/2drl<+
t,----,By: ') J~V CITY
OF ORANGE By:
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