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Human Resources Department

Sonoma County Prosecutors’ Association (SCPA)

2023 - 2026 SCPA Memorandum of Understanding: Article 16: Layoff Policy and Benefits

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What’s on this Page:

  • 16.1 Layoff – Applicability
  • 16.2 Layoff – Notice
  • 16.3 Layoff – Severance Period
  • 16.4 Layoff – Medical Benefits

Read Next: Article 17: Retirement

16.1 Layoff – Applicability

The following layoff policy and benefits shall be applicable to regular full-time and part-time employees.  Neither the layoff nor the decision to layoff shall be grievable under this Memorandum or any County grievance procedure, policy, rule or regulation.

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16.2 Layoff – Notice

An employee may be laid off from their job class and regular County service three (3) weeks (twenty one (21) calendar days) after formal, written notice has been presented or mailed to the employee at their last known address.

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16.3 Layoff – 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, with the approval of the Department Head, may separate from County service after the eighth (8th) work day of the three (3) week notice period and receive their normal base salary for the hours they would normally be scheduled to work during the remainder of the three (3) week period.

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16.4 Layoff – Medical Benefits

For employees who continue to be laid off from County service, and lack medical coverage, the County will make its usual medical insurance contribution for the first six (6) pay periods following layoff and one half (1/2) its usual contribution for the next six (6) 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 eighteen (18) month COBRA continuation period shall be extended by each month of medical severance coverage to a maximum of twenty four (24) total months.

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