Page 105 - Employee Handbook 1-2015 rev9

employees that are scheduled to be laid off. The extent of services, if any, provided to the
employee under this section shall be determined by the City Manager or his designee.

Issuing Notice to Employees Affected by the Layoff. Each employee identified for
RIF shall be given a written notice of the date of the RIF, the reason(s) for the layoff, a copy of
this policy and appeal rights, at least sixty (60) days prior to the effective date of the action. All
appeals must be filed in writing with the City Manager within five (5) working days of the
receipt of the RIF notice. The City will also follow all requirements of the Worker’s Adjustment
Retraining Act, if applicable.

Reduction-In-Force Appeal. When an employee believes that reduction-in-force
procedures have not been correctly applied to him/her, he/she may file a grievance in accordance
with Article I, Section 17 of the City of Winston-Salem Personnel Resolution. However, the
employee must file the grievance within five (5) working days of receiving a RIF notice. All
such grievances; however, will proceed directly to the City Manager who will either personally
hear each case or designate a representative on his behalf. The City Manager shall make the
final decision with respect to each case.

Continuation of Medical Benefits. Employees laid off under this RIF policy shall be
eligible for continuation of medical and dental benefits according to the requirements of the
Public Health Services Act (PHSA) as in effect at the time of the employee’s layoff.

Severance Pay Option. A regular, full-time employee who has lost his position with the
City as a result of a reduction in force will be eligible for the severance pay option. An eligible
employee who elects to receive severance pay under this option must agree to waive his/her
eligibility for re-employment, and will not be eligible for re-employment with the City for the
number of weeks calculated in the severance payout, unless repayment is made in advance of re-
employment for any severance payment received in excess of the amount due for the period of
actual separation from the City. Repayment must be made prior to re-employment and the City
will not negotiate any repayment plans. Eligible employees who elect to receive severance pay
must sign a written release as a condition of receiving severance pay benefits under this policy.
In order to be eligible for severance pay, the employee must waive his or her right to file a
grievance or to pursue any legal action relating to the RIF.

An eligible employee who agrees to the terms and conditions of the severance pay option
will receive a lump sum payment according to the following schedule of severance payments:

YEARS OF SERVICE SEVERANCE PAYMENT
(of BASE SALARY)
0 - <5 4 Weeks
5 – 9 8 Weeks
10 – 14 12 Weeks
15 – 19 16 Weeks
20 + 20 Weeks

96
City of Winston-Salem Employee Handbook (January 2015 Revision)