Laserfiche WebLink
however, the newly established pay shall not exceed the maximum of the new <br /> pay grade. Nothing herein shall limit the County's ability to use contracted <br /> temporary workers. All temporary employees within affected divisions will be <br /> terminated first. Employees in a recall status may apply for open positions for <br /> which they are qualified pursuant to Article 22. <br /> 25.6 If an employee is laid off, the employee will be compensated for his sick and <br /> vacation as if he were voluntarily quitting. Employees eligible for sick leave <br /> payment per Article 29.7 shall have the option of leaving the sick leave on <br /> account for up to one year. A laid-off employee shall be eligible for conversion of <br /> employee health care benefits at the employee's expense. Laid-off employees <br /> remain eligible for recall into positions previously held with the County for a <br /> period of three years from the layoff date, provided that any employee so recalled <br /> shall be subject to passing a typical pre-employment screening at the discretion <br /> of the County. The County's duty to notify a laid off employee for recall shall be <br /> limited to the position from which the employee was laid off. The employee shall <br /> be deemed notified under this Article by placement of written notification by first <br /> class U.S. Mail to the employee's last known address. The employee shall have <br /> ten (10) calendar days from the postmark date to notify the Human Resources <br /> Department of their intention to return to work. Additionally, the employee shall <br /> have fourteen (14) calendar days from the date of acceptance to report for duty. <br /> If the employee fails to notify the County of their intention or fails to report for <br /> duty in the allotted timeframe, the employee will forfeit their recall right and will be <br /> terminated. No continuous service benefits of any kind shall accrue during the <br /> layoff period. <br /> 25.7 A discharge is the involuntary separation of an employee from County <br /> employment. Employees discharged for disciplinary reasons shall not generally <br /> be eligible for re-employment and shall lose all seniority and reinstatement <br /> privileges. A discharged employee will be allowed to discuss the discharge with <br /> the union steward before the employee is required to leave the property of the <br /> County unless his presence creates an unsafe situation. The County will notify <br /> the union steward upon the discharge of an employee in the bargaining unit but <br /> failure to give such notice shall not affect the validity of the discharge. Discipline <br /> or discharge of newly hired probationary employees shall not be subject to the <br /> grievance or arbitration procedures. <br /> 25.8 The final pay for terminated employees will be prepared for distribution on the <br /> next normally scheduled pay date following the termination date. It can be <br /> mailed if the employee requests so in writing. Otherwise, final pay should be <br /> picked up in the Human Resources office by the employee or someone who has <br /> written authorization to do so. Final pay will be ready on the next normally <br /> scheduled pay date following the retirement date for those retiring employees <br /> who are vested in the retirement plan. <br /> 33 <br />