A. 
Except as provided in subsection (B) of this section, a break in continuous service that occurs in any of the following fashions terminates all accrued seniority rights, including continuous service:
1. 
Voluntary termination on the part of an employee;
2. 
Formal discharge of an employee.
3. 
Absence of the employee for more than 3 working days without approved leave.
B. 
Full Credit for Former Services.
1. 
An employee receives full credit for former service towards the employee's seniority if:
a. 
The employee was on a leave of absence for one year or less and the City Administrator approved the leave of absence in advance in writing; or
b. 
The City laid off an employee for one year or less.
2. 
The City Administrator may issue a written decision giving an employee credit for former service towards the employee's seniority if the employee resigned or the City laid off the employee for one to 3 years and the former service to the City lasted at least 3 continuous years with satisfactory performance evaluations.
(Prior code § 8B-152)
A. 
The City encourages employees to develop skills, attain greater knowledge of their work and make known their qualifications for promotion to positions of greater difficulty and responsibility as vacancies occur. Every City employee shall have an opportunity to apply for a promotion in any City department. City employees who are equally qualified for an available position with outside applicants shall be given preference over noncity employee applicants. However, should there be an insufficient number of City employee applicants for an available position, the City Administrator may consider outside applicants in order to provide an adequate number of candidates for consideration. City employees who wish to apply for a promotion within the City's classified service must secure an official application form at the City offices during normal working hours.
B. 
When passing judgment on a City employee's application for promotion, the City Administrator shall take into consideration the respective department head's opinion and the employee's job-related skills, knowledge, abilities, experience and education which, as construed by the City Administrator, will contribute to satisfactory performance of duties of the position.
C. 
Applications for promotions will generally not be reviewed until the employee has been in the City's service for 3 months upon expiration of the probationary period.
(Prior code § 8B-153)
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. 
When an employee would otherwise be laid off because his or her position is being abolished, his or her position is reclassified to a lower grade, lack of work or lack of funds;
B. 
When an employee does not possess the necessary qualifications to render satisfactory service in the position he or she holds; or
C. 
When an employee voluntarily requests such demotion.
(Prior code § 8B-154)
A. 
Any City employee may apply for a transfer to an available position within the City's classified service by securing an application at the City offices during normal working hours. An application for transfer will be reviewed on the basis of an applicant's ability to discharge the duties and responsibilities of the position. Where all applicants for the position are equally qualified, a City employee requesting a transfer may be given preference over noncity employees.
B. 
Any transfer action affecting an employee (i.e., promotion, demotion, temporary assignment, etc.) shall not affect the employee's seniority.
(Prior code § 8B-155)
An employee may resign from the City service in good standing by submitting in writing such intentions and the effective date to the department head at least 14 days in advance. The department head may permit a shorter period of notice because of extenuating circumstances. The resignation shall be forwarded to the City Administrator's office, accompanied by a statement outlining the employee's performance. Failure to submit a written resignation may be cause for denying future employment with the City.
(Prior code § 8B-156)
A. 
The City Administrator shall have the authority to implement a personnel layoff policy. If such a policy becomes necessary, either for lack of work or fiscal cutback, the laying off or demotion of employees within each class shall be determined by length of continuous service in the department: that is, the employee with the least seniority in the department shall be laid off or demoted first. In no instance shall such layoff or demotion be construed as a dismissal for unsatisfactory performances.
B. 
Reinstatement. If, within any class that has been affected by a service layoff, cause for reinstatement of a position exists, employees who were laid off last shall be the first offered reemployment. All employees affected by layoff within a class shall be offered reemployment prior to any such offering to applicants outside the City service.
(Prior code § 8B-157)