Page 4 - City of Farmington Administrative Regulations

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Effective Date: September 1, 1987 Subject: Personnel

A-87-1
AN ADMINISTRATIVE REGOLATION
GOVERNING REDUCTION IN FORCE
OF P.ERMANEN'r CITY EMPLOYEES

Section 1. All activities conducted under these reduction
in force regulations shall be conducted in accordance with
Section 706 of the Personnel Rules and Regulations.
Section 2 . When a permanent, tenured city employee in a
single incumbent classification, is laid off, documentation
addressing the reason for the layoff, including performance
of duties, evidence of qualifical:ions and any other factors
affecting the layoff decision is required. ~ll
documentation shall be submitted to the Assistant City
Manager/Personnel Director for review, prior to notifying
the affected employee.
Section 3. When pe~anent, tenured city employee(s) in a
multiple incumbent classificatio.n is (are) laid off;
documentation dealing with the issues of job performance,
lengt h of service in the po~ition, depart.J~ent, and the City,
as specified in Rule 706 must be considered in determining
the order of layoff . All documentation shall be s~bmitted
to the Assistant City Manager/Personnel Director for review,
prior to n.otify"ing the <Lffected employee .

Section 4. After the documentation is reviewed by the
Assistant City ~lana.ger I .Personnel Director, it shall be
forwarded to the City Manager for approval . All notices of
layoff shall be in writing, specify the effective date and
time that the layoff takes,effect and be siqned by the City
Manager. All notices of layoff shall contain a copy of this
administrative regulation, and e roster of all "temporary,
probationary, or provisional employees " in the City because
Rule 706 specifies that no tenured employee shall be laid
off if they are equally qualified for one of these
positions,
Section 5. After the employee has been not~fied , the
tenured employee shall have five calendar days to file a
wn.tten request for a hearing before the City Manager on the
layoff. In 'Che request for hearing the employee shall
specify if the employee is·: (e.) contesting the documented
reasons for the layoff if an employee is in a single
incumbent classification; (b) contesting the docwnentation
of the orde:- of layoff in a multiple incumbent class, and/or
(cl contesting for a position currently occupied by a
temporary, probationary or provisional employee. If the
employee is contesting for a currently held temporary,
probationary or provisional pesition(s) the request for
hearing shall specify the exact position(sl the employee is

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