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If, in the opinion of the Personnel Officer (City Manager), a vacancy in the position could be <br /> filled better by an open-competitive examination instead of promotional examination, he/she <br /> shall arrange an open-competitive employment list. <br /> Section 20. Transfer <br /> An employee may be transferred by the Appointing Authority to a comparable position. For <br /> purposes of this section a comparable position is one with the same maximum salary, involving <br /> the performance of similar duties and requiring substantially the same minimum qualifications. <br /> If the transfer involves a change from one department to another both department heads must <br /> consent thereto unless the City Manager orders the transfer for purposes of economy and <br /> efficiency. <br /> Section 21. Resignation, Reinstatement,and Layoff <br /> 21.1 Voluntary Resignation <br /> An employee may resign in good standing by submitting to the Personnel Officer (City <br /> Manager)a written resignation stating the reasons therefore and effective date thereof at least <br /> two (2) weeks prior thereto. <br /> A statement as to the resigned employee's performance shall be forwarded to the Personnel <br /> Officer(City Manager) by the Chief of Police. <br /> 21.2 Reinstatement <br /> With the approval of the Personnel Officer(City Manager), a permanent or probationary <br /> employee who has resigned in good standing may be reinstated within two (2)years of the <br /> effective date of resignation, to a vacant position in the same or comparable class. Upon <br /> reinstatement, the employee, for all purposes, shall be considered as though he/she had received <br /> a new appointment. <br /> 21.3 Layoff <br /> The Chief of Police, with the approval of the City Manager, may layoff an employee in the <br /> competitive service because of material changes in duties, organization or shortage of work or <br /> funds. <br /> The employee in the classification in which the Chief of Police, with the approval of the City <br /> Manager, is laying off who has the least length of total continuous service in the classification <br /> shall be laid off first. Should additional layoffs become necessary the seniority of employees <br /> having previously changed classifications through displacement shall include their years of <br /> service in higher sworn paying classifications. The employee shall be notified of his/her layoff <br /> in writing together with the reasons therefore. <br /> Employees scheduled to be laid off may, however, displace the least senior employee in the <br /> next lower paying classification of like work who has less seniority. <br /> 23 <br />