Chapter 3.32
EMPLOYEE SEPARATION
Sections:
3.32.010 Layoffs – Reinstatement.
3.32.010 Layoffs – Reinstatement.
A. Borough employees may be laid off due to lack of work, or a lack of funds including a lack of funds created from budgetary reductions or the conclusion of a grant.
B. When it is necessary to reduce the number of employees because of lack of work or funds, the department head of each affected department will develop an analysis of the proposed layoffs that addresses the types of activities to be curtailed and the affected positions. The analysis will be presented to the personnel officer and mayor who shall give consideration to the employees’ length of service to the borough, but such consideration does not constitute a promise or requirement that persons with seniority shall be given preference in retention. The advisability of demoting employees in higher positions to lower positions shall be also considered.
C. A former employee may be reinstated, and shall be given preference when new appointments are made, providing:
1. There exists a vacancy in the position the employee formerly held or in a position in a lower pay range; and
2. The employee’s work record was satisfactory and termination notices indicate “recommend for rehire”; and
3. Not more than six months have elapsed since termination; and
4. The applicant meets applicable physical and other standards of employment in effect at the time of the application for reinstatement.
D. Employees having more than one year of continuous service with the borough shall, if laid off in good standing, maintain pay and leave privileges for the position from which terminated, if rehired within six months.
E. Rehired employees shall be placed and perform work, without preferential treatment, as directed by department heads. (Ord. 13-10 § 1, 2014; Ord. 91-04 § 2, 1991; Code 1986 § 3.24.080. Formerly 3.24.080)
3.32.020 Resignations.
A. An employee who desires to resign shall give at least two weeks’ written notice to the employee’s immediate supervisor. The period of notice may be reduced or waived by the personnel officer upon recommendation of the department head. A notice of resignation shall become part of the personnel file.
B. An employee may withdraw their resignation only prior to the effective date stated in the applicable notice of resignation with the written approval of the department head and the personnel officer.
C. Failure to give adequate notice shall be noted on the employee’s separation documents and shall preclude preferential consideration for future employment.
D. The effective date of termination pursuant to a notice of resignation shall be the last day on which the employee works, or the date of notice of the employee’s resignation if the employee fails to return from paid leave. (Ord. 13-10 § 1, 2014; Ord. 00-09 § 1, 2000; Ord. 91-04 § 2, 1991; Code 1986 § 3.24.090. Formerly 3.24.090)
3.32.030 Final pay.
An employee whose employment is terminated by the employer for whatever reason shall be paid within three working days after the termination. If employment is terminated by the employee, payment is due at the next regular pay day that is at least three days after the employer received notice of the employee’s termination (AS 23.05.140). (Ord. 13-10 § 1, 2014; Ord. 00-09 § 1, 2000; Ord. 91-04 § 2, 1991; Code 1986 § 3.24.100. Formerly 3.24.100)
3.32.040 Severance pay.
When an employee in good standing is laid off due to reduction in forces, the employee is entitled to severance pay covering one week’s time based on the employee’s basic pay in addition to whatever wages are due. In the event of death, the employee’s heirs, assigns or estate shall be entitled to the severance pay. This provision also applies to the partially exempt service. (Ord. 13-10 § 1, 2014; Ord. 91-04 § 2, 1991; Code 1986 § 3.24.110. Formerly 3.24.110)