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5.1 Reduction in Force
In the event of a reduction in funding, employee positions may be adjusted or eliminated. Employees in affected positions may be reassigned, have their weekly hours reduced, or lose employment. Affected positions will be identified considering the Library’s needs and the position’s specific skills, and the specific employee’s length of service from his/her hire date.
If the employee has had more than 30 days but less than a one year break in employment, the employee will be credited with actual time worked. If the employee has had more than a one year break in employment, their rehire date will determine their length of service. The Library will first reduce temporary, seasonal, and employees in positions who work less than 20 hours per week in the same classification prior to reducing full-time employees.
Employees who have been impacted by a reduction in force will be placed on a rehire list for one year. If the employee elects not to take an offered position from the Library, they will lose their rehire status.
5.2 Resignation
An employee who intends to resign should provide written notice to their supervisor/manager and the Human Resources Department indicating their last day of work. Employees in non-supervisory positions should submit notice at least two weeks prior to their last day of work. Employees in supervisory or management positions should submit notice at least four weeks prior to the last day of work. Employees will be asked to fill out an exit interview form, and in some cases, attend an exit interview. Paid leave accumulation and usage adjustments are made on the last paycheck. The Library will mail final direct deposit receipts to the employee’s home unless otherwise requested. It is the responsibility of the former employee to keep the Human Resources Department apprised of their current mailing address in order to receive W-2 information at the end of the year.
5.3 Abandonment
Three consecutive unauthorized absences may constitute cause for separation. An employee who fails to call his/her supervisor/manager to report their absence for three working days, and to request that the absence be recorded as authorized, may be deemed to have voluntarily abandoned his/her position and may have his/her employment terminated without a progressive disciplinary process.
Unauthorized absences of less than three days will be subject to discipline up to and including termination, through the regular discipline process.
5.4 Termination
Termination of employment may occur as a result of the employee’s failure to satisfactorily complete a probationary period or as a result of disciplinary action. Descriptions of actions that can result in termination are listed in Section 6.1 Standards of Conduct. Employees in probationary status and substitute employees have no appeal rights. All employee termination decisions must be authorized by the Executive Director.