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resources. These reports will bear the statement that the employee is to be retained or <br />rejected. The final report will be filed five (5) working days prior to the end of the <br />probationary period. <br />Sec. 9-93. - Probationary employee rejection. <br />A rejection during the probationary period will be effective as of the date of rejection <br />by the appointing authority. Within ten (10) days of the rejection, the appointing authority <br />will file a statement with the executive director of human resources, -stating the reason <br />for rejection and giving the effective date, which shall not be later than the last day of <br />the probationary period. In case of separation because of rejection during the <br />probationary period, the probationer concerned will be notified immediately in writing, <br />and a copy of such notice will be filed with the statement furnished the executive <br />director of human resources. <br />ARTICLE V.- DEMOTION, TRANSFER, RESIGNATION, REDUCTION -IN -FORCE, <br />LAYOFF, ETC. <br />Sec. 9-112. - Resignation—Submitting. <br />Any employee voluntarily leaving the employment of the city shall at least two (2) <br />weeks prior to separation, submit a written resignation to his or her department head <br />with the effective date and reason for resignation. Failure to furnish the written <br />resignation within the time stated in this section may be cause for denying the employee <br />reappointment privileges. Resignations shall be forwarded, by the appointing authority, <br />to the executive director of human resources. <br />Sec. 9-115. - Reversion to competitive service. <br />When an employee is entitled to reversion to his or her former position in the <br />competitive service from the excepted service, the executive director of human <br />resources will notify the appointing officer in the department from which the employee <br />transferred to the excepted service. The latter, in restoring the person to the former <br />position, as prescribed in the charter, will provide the required vacant position, if it does <br />not exist, by means of lay-off or demotion, as outlined in other sections of these rules <br />and regulations. <br />Sec. 9-118. - Suspensions; demotions; dismissals. <br />(a) Right to exercise the disciplinary and dismissal powers hereinafter provided is <br />vested respectively in the officers of the city who have the power of appointment as <br />to any position in the personnel system. <br />(b) Except as specified in subparagraph (d), any employee serving a probationary <br />period in a position in the civil service shall be subject to suspension without pay for <br />a period not to exceed ninety (90) days, demotion or dismissal, and the employee <br />so disciplined or discharged shall not have a right of appeal, except that an <br />employee who held regular status in some other position or employment included <br />within the civil service immediately prior to his appointment to probationary status <br />Ordinance No. NS -2946 <br />Page 11 of 15 <br />