Ord. 2013-21 - update Employee Policy & Procedures Manual for Reduction in Force Policy - 5-7-13ORDINANCE 2013 -21
AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF HUNTSVILLE, TEXAS,
AMENDING SECTION 11.04 OF THE CITY OF HUNTSVILLE, TEXAS EMPLOYEE
POLICIES AND PROCEDURES ENTITLED, `REDUCTION IN FORCE "; AND
MAKING OTHER PROVISIONS RELATED THERETO.
WHEREAS the City of Huntsville has previously adopted "Employee Policies and Procedures"
(hereinafter "Policy Manual ") by Ordinance 2005 -17 and has previously adopted
subsequent amendments to the Policy Manual; and
WHEREAS the current Employee Policies and Procedures Manual includes Section 11.04
entitled "Reduction in Force;" and
WHEREAS financial or other circumstances may warrant a reduction in the City's workforce;
and
WHEREAS it is important to ensure employees whose position may be eliminated as a result of
a reduction force have adequate time and resources to find employment; and
WHEREAS the current Section 11.04, "Reduction in Force" policy is not adequate or sufficient
to achieve the intended purpose.
NOW, THEREFORE, BE IT HEREBY ORDAINED BY THE CITY COUNCIL OF THE
CITY OF HUNTSVILLE, TEXAS, that:
Section 1: The facts and matters set forth in the preamble of this Ordinance are found to be
true and correct and are hereby adopted, ratified, and confirmed.
Section 2 : Section 11.04 of the Employee Policies and Procedures Manual is hereby replaced
in its entirety with the attached "Reduction in Force" Policy.
Section 3: This Ordinance becomes effective May 7, 2013.
First Reading Date: April 16, 2013
PASSED AND APPROVED on the Second Reading on this the 7 "' day of May 2013.
THE CITY OF HUNTSVILLE
MatAVoodward, M or
APPROVED AS TO FORM:
Effective Date: 9 -20 -2005
Revision Date: 5 -07 -2013
Policy
The policy of the City of Huntsville is to ensure departments and divisions are staffed with adequate
personnel to provide effective and efficient delivery of services to the Citizens. When economic or other
conditions create funding difficulties which may necessitate reduction in delivery of services to the
citizens, the City may be required to reduce staffing levels in certain departments or divisions. This policy
applies to all regular full -time employees at the City, including police officers and fire fighters.
Procedure
Department Directors may reduce the work force in their respective departments by laying off an
employee by reason of abolition of position, changes in services, shortage of work or funds or other
reasons outside the employee's control which do not reflect discredit on the work performance of the
employee. Reduction in force is not considered disciplinary. All recommended reduction in force and
reorganization decisions must be discussed with Human Resources. An employee whose position has
been eliminated in one department or division may be transferred to a comparable position elsewhere in
the City, if such position is available and the employee meets the minimum qualifications of the new
position. Compensation may be adjusted accordingly. The City cannot guarantee the employee another
position.
If layoffs are required, the decisions will be determined by the current operating needs of the City with
consideration given to other job related criteria.
Severance pay is based on the number of full, continuous, non - interrupted years of service with the City,
as described below. An employee may receive up to a maximum of seven (7) weeks of pay:
Years of Service
Benefit
(Hours of Severance Pay)
< 1 year
1 week (40)
1 — 2 years
10 days (80 hours)
3 — 5 years
15 days (120 hours)
6 — 8 years
20 days (160 hours)
9 —12 years
25 days (200 hours)
13 — 15 years
30 days (240 hours)
Over 16 years
35 days (280)
Any other benefits which the employee is eligible upon separation will be paid in accordance with those
policies.
Re- employment Benefits
If a laid -off employee successfully completes the application process and is rehired with the City within
six (6) months after the effective date of the lay -off, that employee will be reinstated with the same level
benefits documented at the time of lay -off. Any employees rehired with over a 6 month break in service
will be considered as any other new employee. The term of the separation may not be used toward the
employee's retirement eligibility, and no contributions will be made by the employee or the City for this
term.