Chapter 3.80
SEPARATION FROM THE DISTRICT’S EMPLOY
Sections:
3.80.050 Abolishment of position.
3.80.070 Nondiscrimination policy.
3.80.080 Reinstatement after separation.
3.80.090 Reinstatement after layoff.
3.80.100 Professional recommendations for employees.
3.80.010 Notice of benefits.
All employees leaving the district’s employ shall meet with the human resources manager or the general manager’s designee on the last day of employment. The human resources manager or the general manager’s designee shall explain and give written notice to the employee of the benefits that may be available to them. [Res. 10-13 Art. 15].
3.80.020 Resignation.
An employee wishing to leave the service in good standing shall submit to their manager at least 10 working days before leaving district service a written letter of resignation setting forth the effective date and reasons for leaving. Resignations will be deemed accepted upon receipt by the manager and will be forwarded to the general manager. The human resources manager or the general manager’s designee may conduct an exit interview with the resigning employee prior to the termination date. The purpose of the interview will be to discuss the cause of resignation. [Res. 10-13 Art. 15 § A].
3.80.030 Layoff.
The general manager may lay off an employee because of a material change in duties or organization, shortage of work, shortage of funds or other legitimate reasons. The personnel so affected will be provided written notification of the layoff and the reasons for the layoff 10 working days prior to the layoff. The general manager may consider skill, ability, performance, and seniority in effecting a layoff. The general manager’s decision is not subject to appeal or the grievance procedure. [Res. 10-13 Art. 15 § B].
3.80.040 Dismissal.
Dismissal shall be conducted in accordance with the district’s disciplinary policies and procedures set forth elsewhere in Chapters 3.04 through 3.105 HDWDC. [Res. 10-13 Art. 15 § C].
3.80.050 Abolishment of position.
Whenever, in the judgment of the general manager, it becomes necessary in the interest of economy or because the necessity for the position or employment involved no longer exists, the general manager, with board approval, may abolish any position, and the general manager shall have sole discretion to lay off, demote, or transfer an employee holding such position or employment. The action of the general manager is final and conclusive and is not subject to appeal or the grievance procedure. [Res. 12-18 Att. A; Res. 10-13 Art. 15 § D].
3.80.060 Termination pay.
Employees leaving the district’s employ will be paid pursuant to the following guidelines:
An employee who has submitted their resignation may be subject to an earlier termination date at the discretion of the district. Compensation will be through the last day worked.
If an employee is terminated or laid off without a definite date of rehire, or provides the district with more than 72 hours’ notice of his/her decision to quit his/her employment with the district, all wages and accrued but unpaid Paid Time Off (“PTO”), including floating holiday time, will be paid on the last day of the employee’s employment. If the employee gives the district less than 72 hours’ notice of his/her decision to quit his/her employment with the district, all wages and accrued but unpaid PTO will be paid within 72 hours after notice is given.
An employee who provides the district with less than 72 hours’ notice may receive his/her final wage payment by mail if he/she so requests in writing and provides the district with a mailing address. Under such circumstances, the district will mail the employee’s final wage payment within 72 hours after notice is given or without a written request from the employee. [Res. 15-05 Att. A; Res. 11-21; Res. 10-13 Art. 15 § E].
3.80.070 Nondiscrimination policy.
Layoffs, demotions, dismissals, and abolishment of positions will be made without regard to an employee’s race, color, sex, age, ancestry, national origin, political or religious affiliation, sexual orientation/identity or physical/mental disability that does not prevent the employee from safely performing the essential functions of the job, with or without reasonable accommodation. [Res. 10-13 Art. 15 § F].
3.80.080 Reinstatement after separation.
Within one year after separating from the district in good standing, an employee who has had a history of satisfactory performance may be considered for reemployment to a vacant position for which he/she is qualified. [Res. 10-13 Art. 15 § G].
3.80.090 Reinstatement after layoff.
Employees reinstated within six months after layoff shall receive a rate of pay for that position in effect at time of reinstatement. [Res. 10-13 Art. 15 § H].
3.80.100 Professional recommendations for employees.
An employee who is contacted by an outside firm or individual to provide a professional reference for a former (or current) co-worker should direct the requestor to the district’s HR manager. The HR manager will provide the employee’s title, length of service, and ending (or current) pay rate. The HR manager may also provide a copy of the appropriate job description.
The HR manager may consult with the general manager to determine if any further information will be provided.
An employee, who is contacted by a current or former co-worker to provide a professional reference, should get approval from the HR manager or general manager before providing the reference. The HR manager or general manager may request to review any written reference before it is provided to the requestor. [Res. 11-03 Att. A § 13].