Transfer of an employee from one position to another without change in rate of pay may be affected when:
A. 
Further training and development of an employee in another position is beneficial to the future staffing potential of the Town; or
B. 
The employee meets the qualification requirements.
Insofar as practicable and consistent with the best interest of the Town, vacancies in the classified service may be filled by promotion from within the classified service. All Town employees are eligible and encouraged to apply for all vacancies in the Town classified service. Successful completion of certain job-related courses may be required as a condition to promotion.
An employee may be demoted to a position of lower pay range for which he/she is qualified for reasons including, but not limited to, the following:
A. 
He or she would otherwise be laid off because his/her position is being abolished;
B. 
His or her position is reclassified to a lower grade;
C. 
Lack of work;
D. 
Lack of funds; or
E. 
Another employee has returned to such position from an authorized leave.
Separations from the classified service shall occur upon resignation, layoff, disability, retirement, dismissal, and death.
A. 
Except for extenuating circumstances, department heads/division heads shall provide at least three weeks' notice of a resignation; and all other employees shall provide at least two weeks' notice of a resignation. This required notice shall be considered a "working" notice period and employees will not be allowed paid time off during this period unless required by law. The Town Manager may permit a shorter period of notice because of extenuating circumstances.
B. 
If, after requesting and being granted vacation leave, a floating holiday, compensatory time, and/or earned days, an employee gives the notice described above and seeks to utilize any of the various types of leave specified above during the "working" notice period, the Town will have the right to reconsider the granting of the leave request, including the withdrawal of a previously approved leave.
Employees who are leaving the organization in good standing must be invited to provide feedback on their employment experience through an exit interview with the Town Manager, department head, or Human Resources Coordinator.
When a position must be discontinued or abolished for reasons including, but not limited to, a change in job requirements, reorganization, lack of work, or lack of funds, the department head shall submit a report to the Town Manager, together with a recommendation as to the employee to be laid off.
A. 
Order of layoff. The order of layoff shall be based on the Town's needs as determined by the Town Manager. Factors may include, but not be limited to, the employee's relative suitability, competence and performance for the jobs that remain and length of continuous service with the Town, except that no regular full-time or regular part-time employee shall be separated while there is a temporary employee in their introductory period performing duties for which the regular employee is qualified, provided the employee makes application for the position.
B. 
Notice of layoff. Employees subject to layoff are notified in writing not less than two calendar weeks prior to the effective date, absent emergency or other extenuating circumstances.
C. 
Reemployment list. If the employee is certified as having given satisfactory service, the name of the employee laid off is placed on a reemployment list for a period of one year. Time spent on the reemployment list does not constitute a break in continuous service, if the employee is rehired.
An employee may be separated when he or she cannot successfully perform the essential functions with or without reasonable accommodation due to disability.
A regular full-time employee who has at least five years of consecutive service may exercise the option of leaving Town service through retirement. Except for exigent circumstances, employees shall provide the Town with at least 12 weeks of notice of their retirement so that the required documents may be processed.
At any time during or after the introductory period, a department head, with the approval of the Town Manager, may dismiss an employee whose performance does not meet the required standards or for disciplinary reasons.
Separation is effective as of the date of death. All compensation due is paid to the estate of the employee, except for such sums as by law must be paid to the surviving spouse.