A. 
Promotion. The Town encourages employees to develop new skills, expand knowledge of their work, assume greater responsibilities and make known their qualifications for promotion to more difficult and responsible positions.
B. 
No supervisor shall deny an employee permission to apply for a vacant position in any Town office or department, which will afford a promotional opportunity. To assure that employees are afforded opportunities for promotion, every vacancy will be advertised in the Town offices. Current employees are encouraged to apply for any vacancy for which they meet the requirements of the position.
Transfer of an employee from one position to another without change in grade may be effected when:
A. 
The employee meets the qualification requirements.
B. 
The transfer is in the best interests of the Town.
C. 
Further training and development of an employee in another position would be beneficial to the future potential of the Town.
D. 
The transfer meets a personal need of the employee and is consistent with Subsections A and B above.
An employee may be demoted to a position of a lower grade, for which he or she is qualified, for any of the following reasons:
A. 
As an alternative to layoff when a position is eliminated.
B. 
The position is reclassified to a lower grade.
C. 
The program is terminated.
D. 
The employee requests the demotion.
E. 
An employee is bumped due to a return of another employee from a leave of absence.
F. 
When unsatisfactory service is rendered.
Separation is the termination of an employee from employment by the Town through resignation, discharge, disability, death, retirement, dismissal or layoff.
A. 
Conditions of separation. At the time of separation, all records, assets or other items of Town property in the employee's custody shall be transferred to the department head. In the case of an employee's resignation, an employee who separates from Town service after two weeks' notice, unless otherwise approved in advance by his or her department head, and who has returned all records, assets, or other items of Town property will be considered to have resigned in good standing.
B. 
Payment upon separation. Employees who separate from the Town in good standing shall receive payment for all accrued sick days and vacation leave.
C. 
Resignation. An employee resigns in good standing if a written statement of reasons for the resignation is received at least 14 days prior to the effective date of the resignation and if such employee returns all Town property, records, and assets before departure.
D. 
Discharge during probation. An employee whose performance does not meet required standards may be terminated at any time and for any legitimate reason during probation.
E. 
Disability. Any employee who is unable to perform an essential function of his/her job, as determined by the Town, because of physical or mental disability, despite reasonable accommodation, may be discharged. An employee may be separated for disability when he/she cannot adequately perform the full duties of his/her position because of physical or mental impairment. The Town may require an examination at the Town's expense by a physician of its choice. The termination date shall be the last day the employee performed work for the Town. All accrued vacation, sick leave or earned time shall be credited pursuant to these regulations.
F. 
Death. Separation shall be effective as of the date of death. All compensation due in accordance with Subsection B shall be paid to the estate of the employee, except for such sums as by law may be paid to the surviving spouse.
G. 
Retirement. Retirement is the separation of an employee in accordance with the provisions of the Town retirement system under which the employee is eligible to receive benefits.
H. 
Discharge. Discharge is an involuntary separation of an employee for any legitimate reason, after appointment. For all employees other than senior-level employees, as defined in the Charter, upon the recommendation of a department head, or upon his or her own initiative, the Town Manager may discharge an employee. Senior-level employees may be discharged upon recommendation of the Town Manager subject to the approval of the Town Council. Within 48 hours of the discharge decision, exclusive of Saturdays, Sundays or holidays, the Town shall provide the employee a written statement of such action specifically setting forth the reasons for the action and the appeals procedure. Except for senior-level employees, for whom the Council retains final authority over discharge decisions, any employee discharged after successful completion of the probationary period shall have the right to appeal as provided in § A174-44 of these rules.
I. 
Layoff. Layoff is an involuntary separation of an employee resulting from a reduction in force due to lack of funds or work or because the employee's position has been abolished or for other legitimate reasons. The department head shall submit a report to the Town Manager, together with a recommended list of the employee(s) to be laid off.
(1) 
Order of layoff. The Town Manager shall determine the order of layoff of employees on the basis of the relative suitability for the jobs that remain and length of continuous service with the Town, except that no regular full-time or part-time employee shall be separated while there is a temporary or probationary employee in any job class in that department performing duties for which the regular employee is at least equally qualified and applies.
(2) 
In the event of a layoff, the Town will use its best efforts to provide as much notice as is reasonably possible to all affected employees.
(3) 
Reemployment list. If certified as having rendered satisfactory service, the name of the employee laid off shall be placed on the appropriate reemployment list. Such employees shall be subject to recall to a vacant position for which they are qualified for a period of one year from the date last worked for the Town. Employees on the reemployment list who decline reemployment or do not respond will be dropped from the list.