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the City in a regular or probationary status, then by length of part time service in a regular or probationary status in the classification in which the layoff is taking place, and finally by length of part-time service with the City in a regular or probationary status. 25.6 Bumping Employees scheduled to be laid off may bump the least senior employee in the next lower paying classification of like work who has less seniority. Employees must declare their intention to exercise this right in writing prior to layoff, otherwise, this right shall automatically terminate. To bump successfully, the employee must be qualified, trained, and capable of performing all work of the new classification. 25.7 Re-employment Following Layoff The names of permanent employees laid off shall be placed on a re-employment list in the order of total continuous accumulative time served in probationary and regular status or, if laid off at different times, in the reverse order in which they were laid off. Such names shall remain thereon for a period of one year unless such persons are sooner re- employed. A name on the list may be extended for a maximum of one additional year upon the request of the laid off employee and the approval of the Appointing Authority. The names of probationary employees shall be placed on said re-employment list only if they were laid off in good standing. Section 26. Discipline 26.1 Disciplinary Action The continued employment of every employee shall be during good behavior and rendering of efficient service. An employee is subject to disciplinary action and may be discharged, suspended, demoted for cause, or placed on probation as provided in Section 21 and such disciplinary action shall be subject to appeal as set forth in Section 27.2(2). Any employee discharged, suspended or demoted for cause shall be furnished the reason for the employee's discharge, and the period of duration in writing. An employee suspended from the City service shall forfeit all rights, privileges and salary or other fringe benefits while on such suspension. Written reprimands are not subject to appeal of any kind including the grievance procedure. However, an employee may submit a rebuttal to a written reprimand within thirty (30) calendar days of receipt. The rebuttal will be kept in the employee's permanent personal file consistent with retention procedures for written reprimands. 26.2 Causes for Dismissal, Suspension, Demotion or Placement on Probationary Period The following, among others, are causes which are sufficient for disciplinary action: -35 -