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4. Information regarding savings to be achieved by contracting out versus <br />performing the services with District employees. <br />ARTICLE 40 - LAYOFF POLICY AND PROCEDURE <br />The District may, after consultation with employees and/or formally recognized <br />employee organizations as required by law, consider alternative actions in order to <br />minimize layoffs. The appointing authority will identify those classifications which will <br />be reduced which will minimize the impact on the continued effectiveness of that <br />Division and will meet the necessary reduction in force requirements as determined by <br />the District. <br />A. Notification <br />1. No less than ten (10) working days before the effective date of the layoff, <br />the appointing authority will notify the Personnel Officer of the name(s), <br />classification(s), and reason(s) for layoff of employees being laid off. <br />2. All regular District employees to be laid off will be given written notice <br />from the Personnel Office of the effective layoff date no less than ten (10) <br />working days before the effective day of the layoff. Such notice will be <br />hand delivered or sent by certified mail. <br />3. The written notice shall inform the employee of his displacement and <br />priority employment rights. <br />B. Reduction in Force: Once the classifications to be reduced have been identified, <br />the appointing authority shall determine the employee(s) to be laid off in the <br />following order: <br />Employees in the identified classifications that are not included in PERS <br />(e.g., temporary employees). <br />2. Employees in limited -term positions in reverse order of their classification <br />length of service in the identified classifications (i.e., employees with the <br />least amount of classification service in the classifications identified to be <br />reduced). <br />3. Original probationary employees in reverse order of their classification <br />length of service in the identified classifications. <br />4. Regular employees who, within the twenty-six (26) pay periods <br />immediately prior to the layoff, have had a disciplinary action that resulted <br />in a demotion, reduction of pay, or a suspension without pay for one (1) <br />day or more. <br />22 <br />