A.
A City employee may request a transfer to another position. Such
request shall be made in writing to the City Manager. If the request
is approved and the employee is transferred to a different position,
the employee shall undergo a new performance appraisal period. The
City Manager may make such transfer only if a vacancy exists and the
department's budget allows it.
B.
If the transferred employee does not perform satisfactorily during
the appraisal period, the employee will be returned to his/her previous
position if such position is vacant. If the previous position is not
vacant, the employee will be considered for other vacancies that exist
within the City for which the employee qualifies. If no vacancies
exist, the employee shall be laid off.
The City Manager may, in the best interest of the City, transfer
an employee within the City. Employees affected by such transfer shall
not be required to serve a new appraisal period.
Only regular status and nonprobationary employees may be considered
for promotion. A promotion is the change of an employee from a position
of one class to a position of another class with a higher minimum
pay rate. Factors that will be included in reviewing candidates for
promotion will include such factors as qualifications, performance
and attendance. All promotions are subject to approval of the City
Manager.
When an employee's performance is below acceptable standards,
the department director may demote the employee to a position of less
responsibility and lower pay if such a position exists within that
department. Demotions are subject to the approval of the City Manager.
A.
Resignations. Any employee wishing to terminate employment with the
City of Las Vegas shall give written notice to his/her immediate supervisor
at least two weeks prior to date of resignation. A copy of such letter
of resignation shall be forwarded to the Human Resource Office of
the City.
B.
Layoff. In the best interest of the City, the City Manager may determine
in the best interest of the City when a reduction in work force and
lay off of employees is necessary. Within each department, the order
of lay off shall be determined on the basis of qualifications and
seniority. The City Manager shall notify the employee, in writing,
as to the date and term of a reduction in force. All employee benefits
shall cease on the date of layoff except for COBRA (the Consolidated
Omnibus Budget Reconciliation Act of 1985), which will be provided
pursuant to law. The Human Resource Director shall maintain a list
of employees laid off. Employees will be recalled and reinstated into
service as positions become available. Such reinstatement shall be
based on qualifications and seniority.
