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temporary workers. All temporary employees within affected divisions will be terminated first. Employees in a recall status may apply for open positions for which they are qualified pursuant to Article 22. 25.6 If an employee is laid off, the employee will be compensated for his sick and vacation as if he were voluntarily quitting. Employees eligible for sick leave payment per Article 29.7 shall have the option of leaving the sick leave on account for up to one year. A laid -off employee shall be eligible for conversion of employee health care benefits at the employee's expense. Laid -off employees remain eligible for recall into positions previously held with the County for a period of three years from the layoff date, provided that any employee so recalled shall be subject to passing a typical pre-employment screening at the discretion of the County. The County's duty to notify a laid off employee for recall shall be limited to the position from which the employee was laid off. The employee shall be deemed notified under this Article by placement of written notification by first class U.S. Mail to the employee's last known address. The employee shall have ten (10) calendar days from the postmark date to notify the Human Resources Department of their intention to return to work. Additionally, the employee shall have fourteen (14) calendar days from the date of acceptance to report for duty. If the employee fails to notify the County of their intention or fails to report for duty in the allotted timeframe, the employee will forfeit their recall right and will be terminated. No continuous service benefits of any kind shall accrue during the layoff period. 25.7 A discharge is the involuntary separation of an employee from County employment. Employees discharged for disciplinary reasons shall not generally be eligible for re-employment and shall lose all seniority and reinstatement privileges. A discharged employee will be allowed to discuss the discharge with the union steward before the employee is required to leave the property of the County unless his presence creates an unsafe situation. The County will notify the union steward upon the discharge of an employee in the bargaining unit but failure to give such notice shall not affect the validity of the discharge. Discipline or discharge of newly hired probationary employees shall not be subject to the grievance or arbitration procedures. 25.8 The final pay for terminated employees will be prepared for distribution on the next normally scheduled pay date following the termination date. It can be mailed if the employee requests so in writing. Otherwise, final pay should be picked up in the Human Resources office by the employee or someone who has written authorization to do so. Final pay will be ready on the next normally scheduled pay date following the retirement date for those retiring employees who are vested in the retirement plan. 25.9 At the time of separation and prior to receiving final monies due, all records, books, assets, uniforms, keys, tools, and other items of County property in the employee's custody shall be returned to the department. 25.10 Any outstanding debts incurred by an employee which are due the County shall be deducted from the employee's final paycheck and/or termination leave pay. 36