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The employee in the classification in which the <br /> Appointing Authority is laying off who has the least <br /> length of total continuous service in the classification <br /> shall be laid off first. Should additional layoffs <br /> become necessary the seniority of employees having <br /> previously changed classifications through displacement <br /> shall include their years of service in higher sworn <br /> paying classifications. The employee shall be notified <br /> of his/her layoff in writing together with the reasons <br /> therefor. <br /> <br /> Employees scheduled to be laid off may, however, displace <br /> the least senior employee in the next lower paying <br /> classification of like work who has less seniority. <br /> <br /> Employees laid off or who through displacement have <br /> changed classification shall have their names placed upon <br /> a re-employment list in seniority order. The employee <br /> with the highest seniority on a re-employment list for a <br /> particular classification when a vacancy exists in the <br /> classification shall be offered the appointment. No name <br /> shall be carried on a re-employment list for a period <br /> longer than (1) year from the date of layoff from City <br /> service or change of classification through displacement. <br /> <br /> Section 21. Disciplin- <br /> <br /> 21.1 Disciplinar~ Action <br /> The continued employment of every employee shall 'be <br /> predicated upon good behavior and rendering of efficient <br /> service. An employee is subject to disciplinary action <br /> and may be discharged, reduced in pay, suspended, or <br /> demoted for cause, and such disciplinary action shall be <br /> subject to appeal as set forth in Section 22. Any <br /> employee discharged, reduced in pay, suspended or demoted <br /> for cause shall be furnished the reason for his/her <br /> discharge, and the period of duration in writing. <br /> <br /> Employees suspended from the City service shall forfeit <br /> all rights, privileges and salary or other fringe <br /> benefits while on such suspension. <br /> <br /> 21.2 Causes for Dismissal, Suspension or Demotion <br /> <br /> The following, among others, are causes which, if shown <br /> to the satisfaction of the City Manager to be related to <br /> work performance, are sufficient for disciplinary action: <br /> <br /> (1) Absence without leave, or failure to report eo work <br /> after a leave of absence has expired, or after such <br /> leave of absence has been disapproved or revoked. <br /> <br /> (2) Conviction of a criminal offense. Conviction shall <br /> mean a termination of criminal proceedings adverse <br /> to the employee upon a verdict, by plea of guilty, <br /> upon a judgment against the employee, or upon a <br /> <br />Memorandum of Understanding <br />Page 20 <br /> <br /> <br />