Any employee wishing to resign in good standing is required to inform the department head (through the supervisor and/or division chief). Intention to resign is required to be declared on the applicable form at least two weeks prior to the anticipated date. Any employee who leaves County employment, unless otherwise specified in an employment contract, without giving the required notice, shall have the fact entered upon his or her record. The department head shall immediately report the resignation and known attending circumstances to the Office of Personnel. Division chiefs and above are expected to give four weeks' notice of their resignation.
Any employee who is absent from duty without leave for three consecutive business days and without notifying the department head (through the supervisor and/or division chief) of the reasons for absence shall be considered to have constructively resigned by abandonment of position. An employee who requests restoration within two weeks after being considered to have resigned shall provide the department head a written explanation of the absence. If the explanation is determined to be valid, the department head may request the Director of Personnel's authorization to restore the employee to original position.
Employees who violate work rules or fail to meet standards shall be subject to disciplinary action up to and including dismissal in accordance with Part 9, Disciplinary Action, of this chapter.
A. 
Whenever a position is to be abolished, discontinued, or vacated because of a change in departmental organization, funding, stoppage, lack of work, or material changes in duties, the department head shall notify the Board of County Commissioners and Director of Personnel, in writing, of the number of positions to be abolished, discontinued, or vacated. The department head shall submit a list of employees to be laid off to the Board of County Commissioners and Director of Personnel in accordance with the provisions listed below. The Director of Personnel shall certify to the Board of County Commissioners that the order of layoff was based on the following criteria:
(1) 
Temporary. The department head shall give fair and equal treatment in determining the order of temporary employee layoffs;
(2) 
Hourly. The department head shall give fair and equal treatment in determining the order of hourly employee layoffs;
(3) 
Probationary. The department head shall give fair and equal treatment in determining the order of probationary employee layoffs;
(4) 
Merit. The department head shall determine layoffs on the basis of seniority, i.e., the employee last appointed to the class in the division shall be laid off first. If two or more employees were appointed to a position in that class and have the same performance evaluation status, the employee with the shortest service is to be laid off first. Otherwise, the employee having the less satisfactory performance is to be laid off first. Every reasonable effort shall be made to continue employment of any merit County staff prior to any layoff.
B. 
Non-probationary merit employees laid off may request to be placed on the recall list for a period of 12 months following an employee's layoff. Employees are entitled to fill an existing vacancy in the same or a lower-graded class of work in the class series from which the employee was laid off. An employee's recall rights are not limited to the department from which the employee was laid off. Employees who are recalled to work within 12 months from the date of layoff shall be reinstated with no loss of previously accrued seniority. No probationary period shall be required for any merit County employee reinstated to the same class of work.
C. 
Grant. If the source of funding which supports a specific grant employee's position is reduced or eliminated, that employee's position shall be affected. If the source of funding which supports more than one grant employee's position in a class of work is reduced or eliminated, the department head shall give fair and equal treatment in determining which positions are affected.
D. 
When a position becomes available in the same class or for a lower-graded position within the class series, employees on the recall list within that class of work or class series shall be notified. The employee must accept or decline the position within five working days of the recall notice. In order to be considered for the position, the employee must meet the minimum qualifications of the position.
Any employee planning to retire shall contact the Director of Finance and Budget well in advance of the planned retirement date.
The Office of Personnel shall request an employee (excluding temporary, hourly, and seasonal employees) who is separating from employment to provide an exit interview.
Each employee, regardless of how termination occurs, must ensure that any Board of County Commissioners' property is returned, and money owed the Board of County Commissioners is paid, or the value of any unreturned property or money owed shall be deducted from the final pay or otherwise recovered. Termination pay shall be affected if this requirement is not met satisfactorily. The employee must make arrangements for the final paycheck.