[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
The official termination date of employment with the City shall be the date of the employee's last day in attendance at work unless specified otherwise, and all eligible accrued leave payable shall be paid through the date of termination. Payment shall be made on the next pay date of the pay period next following the date of termination; however, the Director of Finance may make payment sooner in extenuating circumstances.
[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
All permanent employees are expected to give at least 10 working days notice prior to the effective date of their resignation in order to leave the City employ in good standing unless other arrangements are approved by the Department Head. Paid or unpaid leave may not be substituted for such notice. Failure to leave the City in good standing shall be considered cause for denial of future re-employment with the City.
[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
Retirement shall be in accord with the provisions of the Civilian Employees' Retirement Plan or the Police Officers' and Fire Fighters' Pension Plan; however, no person receiving retirement benefits shall be employed as a full-time permanent employee of the City.
[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
If the City reasonably determines that an employee is unable to perform all of the essential functions of his or her position because of a disability, taking into consideration any reasonable accommodation, the City may separate, transfer, or otherwise dismiss an employee. The separation of an employee due to the inability to perform his or her essential job functions is not appealable to the Kirkwood Civil Service Commission. The City reserves the right to require any employee to undergo a physical or mental examination if the City determines that there is an issue with respect to the employee's ability to perform the essential functions of his or her job or whether a reasonable accommodation is necessary to enable the employee to perform the essential functions of his or her position.
[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
Employees who are dismissed shall be removed from the position as promptly as possible.
[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
An employee leaving the City's service for any reason and who has City-owned equipment or property in his or her possession shall return such equipment or property to his or her Department Head prior to receiving his or her last pay check. Subject to applicable law, failure to return said property may result in an amount being withheld from the employee's pay check equal to the value of the property.
[Ord. No. 10516, 9-20-2018; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
A Department Head may lay off an employee when it is deemed necessary by reason of shortage of work, funding, abolition of the position or change of duties or organizational structure, or other reasons which are outside of the employee's control and which do not reflect discredit on the employee's performance. The duties performed by an employee laid off may be re-assigned to other employees currently working who hold positions in appropriate classifications. No regular employee shall be laid off while another person is employed on a probationary or temporary basis in the same classification in the department.
[Ord. No. 10516, 9-20-2018; Ord. No. 10681, 9-3-2020; Ord. No. 10776, 10-6-2022; Ord. No. 10803, 4-20-2023]
Lay-off and recall of employees shall be made in inverse order of current performance ratings of employees in the classification and department involved so long as employees with the same classification are performing substantially identical job duties in the course of employment. In the event current performance ratings are not available or the ratings of employees shall be equal, the order of lay-off and recall shall be based on seniority. Employees laid off shall be placed on a priority recall list for a maximum of 180 calendar days. Employees separated because of lay-off shall be given at least two weeks prior notice of such lay-off or pay in lieu thereof.