[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.
