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<br />38 <br /> <br />position classification is laid off. The layoff procedure shall follow the employee's line of progression <br />starting from their entry position classification. An employee bumping to a lower or equivalent position <br />classification shall add their seniority in that position classification to any seniority in an equivalent or <br />higher position classification(s) for seniority consideration in the lower or equivalent position <br />classification. Although seniority can accumulate from a higher to a lower position classification or <br />between two (2) equivalent position classifications following the line of progression, seniority cannot <br />accumulate from a lower to a higher position classification. It is understood that employees in non- <br />AFSCME positions shall be entitled to bumping rights but shall only be allowed to accumulate seniority, <br />for this purpose, for time spent in bargaining unit classifications. Employees shall be given a minimum of <br />ten (10) working days’ notice of layoff and/or reduction in force. <br /> <br />Section 6: Seniority Rights <br /> <br />If an employee is reclassified, changes departments, or if the employee is transferred laterally, seniority <br />will follow. This section is subject to Civil Service rules and regulations. Sick leave accrual, vacation <br />accrual, and longevity will not be affected, but based on adjusted date of hire. <br /> <br />Section 7: Return to Work <br /> <br />For a period of two (2) years, an employee who has been laid off for lack of funds or work, will have the <br />first right of refusal to fill a vacancy in order of their seniority in that classification, provided, that the <br />person meets the same requirements that a newly hired employee would be required to meet and is subject <br />to a background check covering the period of separation to the time of rehire. <br /> <br />Employees bumping to a different classification will be permitted to request an extension to remain on the <br />rehire list in increments of one (1) additional year periods by notifying the Human Resources Department <br />in writing prior to the expiration of their current eligibility. <br /> <br />Subsection A: The City will endeavor to return rehired employees to their original departments if <br />they have been rehired into a department different than that from which they were laid off. The <br />rehired employee will still retain seniority rights to return to their original department if a <br />vacancy should occur. <br /> <br />Subsection B: Rehired employees may be subject to a pre-employment medical evaluation. <br />Rehired employees in the Police Department and Prosecutor’s Office will be subject to a <br />polygraph examination. <br /> <br />Section 8: Five-day Posting <br /> <br />All bargaining unit position vacancies shall be posted in all City departments for five (5) working days <br />prior to requesting a list of applicants from the Human Resources Department. Additionally, all laid off <br />employees subject to recall shall receive notices of all open and competitive bargaining unit vacancies <br />(both Civil Service and non-Civil Service) for a period of two years. <br /> <br />In considering candidates to fill vacant bargaining unit positions, hiring authorities will consider <br />candidates in the following sequence: <br /> <br />• First consideration: Those laid off employees subject to recall who have previously established <br />rights to the classification by virtue of successfully completing the applicable probationary <br />period.