15. Seniority & Layoffs

Post-Employment Rights Layoff (EE does not take a severance) Layoff (EE takes a severance) Voluntary Demotion Involuntary transfer to another position within the department (to same class) Voluntary Separation (EE resigns) Automatically placed on reemployment list for one year (can extend for an additional year, upon request) – CSR XVI (6) and MOUs If rehired from reemployment list (CSR XVI (6)): Sick leave balance restored Vacation accrual rate restored Seniority restored Automatically placed on reemployment list for one year (can extend for an additional year, upon request) – CSR XVI (6) Taking severance invalidates all other employment rights, including seniority (CSR XVI (6)) Automatically placedRead More →

Generally, time spent in an unclassified status does not count in computing seniority in the classified service. If a classified employee takes an unclassified position, that action is considered a break in service for seniority purposes. If an employee resigns from the classified service to take an unclassified position and subsequently returns to classified service, their seniority would start at the point that they returned to classified service. If an unclassified employee is appointed to a classified position, then that person is treated as a new hire for seniority purposes and his/her seniority would start when he/she is appointed into the classified position. There isRead More →

For classified employees, layoffs are conducted in accordance with the Civil Service Commission Rules. For unclassified employees, the department head can implement layoffs based on any criteria that he/she deems appropriate.Read More →

If you are on probation, your prior classification seniority cannot be used in the new classification until you have passed your probationary period.Read More →

You will need to talk to Human Resources for an exact determination, as most breaks in County service result in a restart of calculating seniority.Read More →

Ties in seniority are resolved by the examination score for their present classifications, unless another method has been negotiated by your union. Check your MOU or call Human Resources for your specific situation.Read More →

Check in with Human Resources if this is the case. The most common reasons are that you had some unpaid time that allowed the other person to achieve more seniority, or that the other person worked somewhere else in the County that you were not aware of. Seniority is total service, not just time in a single classification.Read More →

Voluntary time off reduces your pay rate, not the number of hours you are in a paid status. Therefore, VTO does not affect your seniority.Read More →

As long as you are in a paid status, the time counts. Once you are in an unpaid status, the time you are out does not count towards seniority.Read More →

Unclassified time does not count towards seniority.Read More →

Time spent as extra help does not count towards seniority. Purchasing extra help time counts for pension purposes, but not for seniority purposes.Read More →

Time in a regular paid status counts. As long as you are on a paid work related leave, the time does count towards seniority.Read More →

FMLA or, Family Medical Leave, is not a type of leave, but rather a protection Act. There is no time associated with FMLA and it therefore does not count in seniority unless the employee was in a paid status.Read More →

No, overtime does not count as seniority hours.Read More →

Seniority is all “regular” paid hours. This includes 001 time, paid sick leave, vacation, comp and holiday time.Read More →

Seniority is the number of hours you have worked for the County.Read More →

Some of the most commonly asked questions concerning the seniority and layoffs are listed below. This information is a guide, and individual situations should be reviewed with your assigned Employee Relations Analyst.Read More →