A.
An employee shall resign from employment by presenting a resignation, in writing, as contained in this Subsection A. Employees holding nonexempt positions under the Fair Labor Standards Act[1] must present such notice of resignation not less than two weeks prior to the effective date. Employees holding exempt positions under the Fair Labor Standards Act must present notice of resignation no less than three weeks prior to the effective date. A resignation may be withdrawn by an employee at any time prior to the effective date with the approval of the Town Manager and department head. Department heads must present notice of resignation no less than 30 days prior to the effective date. The requirements of this Subsection A may be altered by a writing agreed to between the Town manager and the employee.
[1]
Editor's Note: See 29 U.S.C. § 201 et seq.
Notwithstanding any other provision of this chapter and except
as otherwise provided by law, the Town may terminate the employment
of an employee without cause and without prior notice.
A.
The Town Manager may terminate the employment of any employee because
of lack of funds or government workforce reorganization or curtailment
of work. However, no regular full-time employee shall be subject to
layoff from a department while there are introductory period, part-time,
or temporary employees serving in that department. A department head
may, with the approval of the Town Manager, appoint an employee who
is to be laid off to any existing vacancy in a lower class for which
the employee is qualified. The order of layoff shall be determined
by employees' past performance and attendance and the requirements
of service that are continuing. The Town shall provide two weeks'
notice or equivalent compensation to persons whose employment is terminated
under this section.
B.
The Town Manager, with the approval of the Town Council, from time
to time may furlough all, or classes of, Town employees on a temporary,
short-term basis to address a lack of funds reasonably available to
the Town to maintain a regular work schedule for all employees. Before
implementing a furlough, the Town Manager shall prepare, and the Town
Council shall approve, a furlough plan that identifies the financial
need for the furlough, the class or classes of employees to be furloughed,
and the reduction in work measures to be implemented as part of the
furlough. A furlough plan may include reduced daily work hours, days
off without pay, or other similar types of measures.
A.
All employees separating from the Town for any reason shall, prior to the end of the last day of employment, return all Town-owned property, equipment and identification cards issued to the employee. Failure to do so will result, to the extent permitted by law, in the deduction of the value of the Town-owned property and equipment from the employee's final paycheck and the withholding of benefits otherwise due the employee at the termination of employment. An employee's acceptance and continuation of employment with the Town shall be deemed to be authorization by the employee to the deductions from the employee's final paycheck as provided in this Subsection A.
B.
All compensation and payment for other benefits due to an employee
at the time of separation shall be provided in one check, unless otherwise
authorized by the Town Manager, subject to any deductions from such
check as provided in this chapter and authorized by the employee.
