2. Merit system amendments - Laserfiche WebLink

b<nl~Y.Jltf J. CASS COUNTY PERSONNEL POLICY MANUAL 4.60 SUBJECT: REDUCTION IN FORCE POLICY Revised: November 21, 1994 PAGE 1 OF 3 Purpose: To set out the procedures to be followed in selecting positions and employees for reduction in force due to budgetary cutbacks, reorganization and redistribution of work. The decisions of the Cass County Commission regarding where and how its resources (including personnel) will be used are necessarily management decisions. Decisions on reduction in force are made in the context of overall budget cuts and reallocation of work. The Cass County Commission, in consultation with the Personnel Overview Committee, will establish a list of governing principles to clarify the way in which the missions and duties of the County are to be maintained while making budget adjustments. The principles will help guide the decision-making process for a reduction in force by having identified the duties that need to be performed and eliminating less crucial tasks. It is the policy of Cass County to conduct any reduction in force required by the budgetary need of the County or required by the reallocation of work assignments in a manner that does not discriminate against any employee in violation of existing North Dakota Human Rights Act and/or Federal Civil Rights laws. The following steps will be followed: 1. The Cass County Commission, in consultation with the Personnel Overview Committee, will identify the amount of budgetary reductions to be made in each of the departments. These reductions will identify, to the extent feasible and practical, the specific departmental services, programs and activities that will be reduced or discontinued. This information will be shared with all department heads affected. 2. The Cass County Commission will determine the amount of salaries and wages and the number of positions to be cut from each county department. 3. Prior to conducting a full reduction in force analysis, a Department Head may se~k to find other county employment opportunities either in the department or within the county for employees whose positions are designated to be eliminated. These employees may be given opportunity to apply for positions for which they are qualified. If an employee whose position is being eliminated is offered another county employment opportunity and declined that offer, a reduction in force will not be implemented, but an individual severance plan could be developed for that employee.