HomeMy WebLinkAboutLAY OFF REDUCTION FORCE
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HUMAN RESOURCES DEPARTMENT
Rod Powell, SPHR
Director
To:
Via:
From:
Date:
RE:
Augusta-Richmond County Board of Commission
Fred Russell, Administrator
Rod Powell, Human Resource Director
December 5,2008
Reduction in Force- Proposed Guidelines
I. The Augusta-Richmond County .Policy.:.fOI';:BaY~(jff4'or=Re'duction:iii:'Force:~Any involuntary
separation not related to an employee's conduct shall constitute a lay-off or reduction in force.
1. Reasons for Lay-off: Any employee may be laid off because of shortage of funds or work, -
abolishment of the position, material changes in the employee's job duties or organization of
the employee's department, economic conditions or related reasons beyond the employer's or
the employee's control which do not reflect dissatisfaction with the service of the Employee.
The duties previously performed by any laid-off employee may be reassigned to other
employees holding positions in appropriate classes.
2. Notice to Department Director: Whenever the lay-off of any employee shall become
necessary, the Augusta-Richmond County Commission, through the Administrator, shall
notify the department director at least 60 calendar days in advance of the intended action of
the necessity for such lay-off and the reasons therefore. The department director shall there
upon furnish to the Director of Human Resources the names and job titles of the employees to
be laid off and the order in which such lay-off shall be effected.
3. Order of Lay-off: Should it become necessary to reduce the number of employees within a
given class in any department, such employ~es shall be laid off on the basis of the following
three factors to be weighted equally: length of service in class, length of service with the
government, and performance evaluations for the last three years.
4. Special Cases: Should a department director determine that the retention of a certain
employee is essential to the effective operation of the department because of the fact that such
employee possesses special skills or ability, and should the department director wish to retain
such employee in preference to another with a higher rating, then the department director
shall submit a written request to the Director of Human Resources. Such notification shall set
forth in detail the specific skills and abilities possessed by the employee and the reasons why
such employee is essential to the effective operation of the department. With the approval of
the Administrator, the individual may be retained.
5. Notice to Employees: Regular employees to be laid off shall be notified in writing by the
Director of Human Resources at 60 calendar days prior to the effective date of the lay-off.
II. In addition to the provisions listed in the above policy, with a signed Waiver and Release
Agreement, all impacted employees are eligible for:
1. "Priority consideration" for any vacancy for which they are qualified that is filled during the
60 day notice period. In addition, priority consideration will also be provided to employees
for up to 90 days following separation'.
Augusta Human Resources Department
530 Greene Street
Room 601 - Municipal Building
(706) 821-2303 (706) 821-2867 FAX
Job Line: 821 -2305
WWW.AUGUSTAGA.GOV
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HUMAN RESOURCES DEPARTMENT
Rod Powell, SPHR
Director
2. Up to three months (90 days) continuation of existing health insurance coverage at the same
employer/employee premium match.
3. Payment for accrued sick leave not to exceed a maximum of 990 total hours. Payment for
accumulated sick leave will be calculated at 50% of the hourly rate in effect at the time of
separation. At the employee's option (in lieu of payout), sick leave may be converted, up to a
maximum of 990 hours, towards retirement credit.
4. Employees will be eligible for all statutory unemployment benefits, payment of annual leave
and all compensatory time earned as of the date of separation. .
5. For Employees: One month severance pay (this will be offered to probationary and part-time
employees as well). This will be calculated at 1/1 ill of annual salary at the time of separation.
6. For Department Directors: One month's severance pay for every year of service up to six
years. This will be calculated at up to 6/1ih of annual salary at time of separation.
7. For Department Directors: Five years of credited service towards retirement (if eligible for
retirement)
There will be a 60 day notice period for employees whose positions are affected by the RIP. During
this period of time, the Human Resources Department will provide priority consideration for the
'employees included in the RIF for other vacant/funded positions they are qualified for within the
government. The official date of separation will be at the end of the 60 day notice period. The
employees on the rolls at the end of the 60 day notice date that have not been placed in other
positions, and who have executed a waiver agreement, will qualify for and receive all appropriate
(referenced above) separation benefits. Additional placement assistance during the 90 days following
separation will be provided by the Human Resources Department in the form of priority consideration
for vacancies, resume writingassistance, and employment counseling. '
Augusta Human Resources Department
530 Greene Street
Room 60 I - Municipal Building
(706) 821-2303 (706) 82] -2867 FAX
Job Line: 82] -2305
WWW.AUGUSTAGA.GOV