What to Expect

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Layoffs are governed by our Civil Service Rules, which establish the order of layoff based on a number of factors. While the process can be complex and may vary depending on circumstances, the outline below provides a general overview of what impacted employees can expect. Human Resources is available to support employees and answer questions at each step of the way.

Step 1: Impacted Employees Are Contacted

  • Impacted employees will be notified by the department and Human Resources as soon as they are identified. 
  • Employees who have achieved permanent status (meaning passed probation) in another classification may have the opportunity bump into that position to avoid layoff.

Step 2: Explore Opportunities to Continue with the County

  • For some employees, this could mean moving to a similar position within the same department. For other employees, this may include the ability to transfer or voluntarily demote to a vacancy in another department. Click here for a complete list of all County Job Classifications.
  • Employees are also encouraged to explore open positions across other County departments. Human Resources will:
    • Share information about current job openings
    • Help employees understand qualification requirements
    • Provide guidance on how to apply

Step 3: Impacted Employees are Laid Off

  • If no suitable internal opportunities are available, impacted employees will be formally laid off. Affected employees will receive official notice of separation, along with information about benefits and other resources. Click here for more information on benefits and resources. 

Step 4: Reemployment List is Used for Vacancies

  • Employees who are laid off shall be placed on a reemployment list. When a vacancy in the same or a comparable classification becomes available, the County will offer the position to the individuals on the reemployment list. Click here for additional information on reemployment lists.

Frequently Asked Questions

If you are being laid off from your current classification, you have the right to reduce to a classification in which you previously held permanently (passed probation in the job class) (Civil Service Rule 12.06). Your opportunity to exercise this right is based on cumulative County TIS in a permanent position (i.e. TIS from your total County service, not just in your current job class). If you have more TIS than an incumbent in a position to which you have a right to reduce, you may “bump” someone in that job class according to layoff order. This bump right is limited to those positions within your current department.
An employee may voluntarily reduce to a vacant position “in lieu of layoff” (Rule 12.14). Voluntary reduction is different from “bump rights” discussed above, in that it assumes a vacant position exists either in the employee’s current department or another County department.  This requires approval of the Department Head filling the position and HR. The employee must meet minimum qualifications and serve probation if it is a job class the employee has never achieved permanent status in. The employee who reduces in lieu of layoff, remains on reemployment lists for the classification they reduced from to avoid layoff, and other appropriate classifications.
When an employee reduces to avoid layoff, placement in the salary range depends upon whether the employee previously obtained permanent status in the new job class (County Code: 2.48.030; 2.48.034). Employees who have previously obtained permanent status in the job class will retain their step in the new salary range. Employees reducing to a position which they have not held in permanent status may be placed on the first step of the new salary range which is equal to or higher than the step of the employee’s old salary range. (County Code: 2.48.030; 2.48.034).

When an employee voluntarily reduces in lieu of layoff to a position they have not permanently held, the employee will be required to serve a probationary period.