A. 
If a reduction in force is necessary in the Career Service, no employee shall be laid-off while any probationary, part-time, occasional, casual, temporary or seasonal employee is employed in the same class in the same department or division.
B. 
Layoffs may occur because of economic considerations, lack of work, abolition of position or reduction of state or federal funds.
C. 
If there is in existence a Labor Agreement covering the manner in which employees are to be laid-off, the labor agreement shall be controlling.
D. 
A laid-off employee shall have the right of return for five years from the date of layoff to any class and career service status which was previously held, provided such class is contained in the current classification plan of the department or division, or to any class and career service status in the same or lower grade, provided the employee meets the minimum qualifications given in the classification plan of the department or division.
E. 
The Human Resources Director shall, with the approval of the County Manager, provide for rules governing the order of re-employment of laid-off employees. If such rules are in conflict with the terms of an existing collective bargaining agreement, the collective bargaining agreement shall be controlling.
A. 
Within six months of the effective date of the Administrative Code, the Human Resources Director shall set forth the rules and procedures that establish a disciplinary system. The rules and disciplinary system shall be approved by the Manager. The rules shall, among other things, communicate performance expectations, expected standards of conduct, the responsibilities of employees and supervisors in the disciplinary process and the consequences for failure of any employee to meet expected standards.
B. 
Any dismissal, demotion to a lower paid position, or suspension of any employee in the career service without pay shall be for just cause only. Just cause may be, but is not limited to:
(1) 
Inability to consistently perform required duties; or
(2) 
Absenteeism, delinquency, misconduct, incompetence or inefficiency.
C. 
The disciplinary rules and procedures shall be incorporated into the employee handbook.
D. 
The appeal of disciplinary actions shall be in accord with the rules of the Personnel Board or applicable collective bargaining agreement, whichever applies.