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! I I ! I , , i I , i I An employee may be demoted for unsatisfactory performance ofl duties, for disciplinary reasons or as part of a reorganization plan if it would allow the employee to remain employed by the Cityl in lieu of being laid off. An employee is to be given a writtenl notice five work days before the effective date of demotion. Thel notice shall outline reasons for demotion and the employee'sl rights to appeal the decision to the City Manager. An employeel may receive a decrease in pay. However, it shall be the respon-l sibility of the City Manager in each instance to determine the! amount of the pay decrease, if any, upon demotion of an employee-l I I Upon r.eclassification an employee may receive an adjustment in pay. I commensurate with the employment classification. (Code 1966j S 240.18 (12); Ord. No. 347, 1-28-75) I ! Section 21-21. Layoffs ! I (a) Prior to any layoff, the City Manager shall consult withl department heads to determine which employees shall be laidl off. Fitness for the job, job performance evaluations andl potential shall be the primary determinates in layoffs.! Seniority shall be considered when, in the judgements of the! City Manager, all other factors are equal. ' Step 3: If appealed, the written grievance shall be presented by I the employee and discussed wi th the employee's depart-' meot head. The department head ~hall giye th~ employee the department's Step 2 answer In wrItIng wIthIn ten (10) work days after receipt of such Step 2 grieVance., A grievance not resolved in Step 2 may be appealed to step 3 within ten (10) work days following receipt of I the department head's written Step 2 answer. Any grievance not appealed in writing to Step 3 by the employee within ten (10) work days shall be considered resolved. If appealed, the written grievance shall be presented by the employee and discussed with the City Hanager. The City Manager shall give the answer in writing w~thin ten (10) work days after receipt of such Step 3 grIevance. The City Manager shall he the final authority on all grievances. (Code 1966, S 240.60; Ord. No. 347, 1-28-75) Appeals Involving Termination of Employment I Except in the case of probationary employees (both regu-l lar and part-time) or temporary, paid on-call, seasonal! or volunteer employees who are not eligible to this appeal procedure, a regular or part~time emplol~e who has previously passed the probatIonary perIod and received notification of termination from his or her supervisor, shall be suspended without pay pending notification of appeal as provided for in this section. If the employee does not appeal, the termination shall become effective upon the expiration of the same period set forth in 21-18, Step 1. This grievance and appeal process is designed to afford the employee and the city an opportunity to communicate more effectively and resolve problems. It is not intended to accord to employees any different or greater rights to job secu- rity. Section 21-19. Demotions Section 21-20. Reclassifications I I I i (b) I The City Manager shall give a minimum of two weeks prior notice to any employee to be laid off. Such notice shall be written and shall indicate the reasons for the layoff. (c) At the City Manager's discretion, an employee may be demoted from a higher class to a lower" class. Code 1966 5 240.42; Ord. No. 347, 1-28-75; Ord. No. 433 5 1, 6-13-78) -9-