Columbia Separation because of curtailment of work ordinance (§ 19-211)

(a) In the event of separation because of curtailment of work or lack of funds, such reductions in force shall be limited to the department involved and shall be made in the following order:

(1) Temporary part-time employees.

(2) Temporary full-time employees or employees on specially budgeted programs.

(3) Permanent part-time employees serving probationary periods.

(4) Permanent part-time employees who have completed a probationary period.

(5) Permanent full-time budgeted employees serving probationary periods.

(6) Permanent full-time employees with probation completed.

Employees who have been promoted but who are serving a qualifying period at the time of such reduction in force shall be considered as holding a position in the highest classification in which they have completed a probationary or qualifying period.

(b) When making decisions regarding separation within each category listed in paragraph (a), the department head shall base decisions regarding separation on an evaluation of the following factors:

(1) The remaining workload of the department.

(2) The classification and type of experience of the affected employees.

(3) The length of city and departmental service of the affected employees.

(4) The quality of city and departmental service of the affected employees.

(c) If the city intends to propose separation because of curtailment of work or lack of funds to city council for council's consideration, and the affected employees are members of an employee bargaining group recognized by the city in accordance with section 19-25, the employee bargaining group shall be given notice of the proposed separation prior to the date the proposal is scheduled to be presented to city council at a council meeting.

(d) Any employee separated because of lack of funds shall be given formal written notice at least two (2) weeks in advance of the date of separation or two (2) weeks of regular pay in lieu of such notice.

(e) Any employee separated because of curtailment of work or lack of funds shall be eligible for severance pay in accordance with section 19-102.

(f) The names of any employee separated due to lack of funds who has completed a probationary period shall be placed on a "reemployment list" for first consideration in case of call-backs in the same or similar capacity, provided the employee has requested such consideration and is available at the time of recall.

(g) As determined by operational needs and feasibility of administration, and with the approval of the director of human resources and the city manager, a department head may elect to either:

(1) Reduce the total working hours of an employee, and/or

(2) Reduce the level of pay and responsibility of any current classification in order to minimize the effect of general lay-offs.

(h) For permanent employees, discriminatory application of this section may be reviewed in accordance with section 19-182.