20.3.1 Layoff – General – Policy
The parties agree that the following layoff policy and benefits shall be applicable to all regularly employed full-time and part-time employees of the County, Water Agency, Air Quality Control District, the Fair, and the Sonoma County Agricultural Preservation and Open Space District. Neither the layoff nor the decision to layoff shall be grievable or arbitrable.
20.3.2 Layoff – General – Notice
An employee may be laid off from his or her job class and regular County service three weeks (21 calendar days) after formal, written notice has been presented or mailed to the employee at his or her last known address with a copy to the Union.
20.3.3 Layoff – General – Job Placement
Prior to layoff, the County shall attempt to place employees in a vacant position. The employee must have received formal layoff notice and requested reassignment to another department. Attempted placement shall be conducted in accordance with the County’s Civil Service Rules. Job Placement under this Section shall not be grievable or arbitrable under this MOU but may be appealed to the Director of Human Resources for review.
20.3.4 Layoff – General – Training
The County shall work with the Human Services Department to offer job-training resources to employees about to be laid off.
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20.3.5 Layoff – General – Severance Period
An employee who has received a formal written layoff notice, and who is unable to displace another County employee or secure other regular County employment, may separate from County service fourteen (14) calendar days prior to the effective date of the layoff and receive his or her normal base salary for the hours he or she would normally be scheduled to work during that fourteen (14) day period.
This Subsection (20.3.5) shall not apply to employees appointed to a limited term/project position.
20.3.6 Layoff – General – Medical Coverage
For employees who continue to be laid off from County service, the County will make its usual medical insurance contribution for the first six pay periods following layoff and one half its normal contribution for the next six pay periods following layoff. Eligible employees will be offered the opportunity to continue coverage through COBRA. If/when this medical severance is offered concurrently with COBRA continuation coverage, the 18 month COBRA continuation period shall be extended by each month of medical severance coverage to a maximum of 24 total months.
20.3.7 Layoff – General – Salary Preservation
May be subject for consideration by the County but shall not be a mandatory subject of bargaining.
20.3.8 Layoff – General – Early Retirement
Early retirement credit in lieu of layoff is not subject to Article 23.
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