2. Merit system amendments - Laserfiche WebLink

SUBJECT: REDUCTION IN FORCE 4.60 PAGE 3 OF 3 Prior to the analyzing of positions, the department head will identify any weighing of importance to be given each of the four factors. The analysis will be documented. If all staff of a program are proposed to be cut due to a decision to eliminate the program, the documentation of the analysis must still be completed. All written documentation will be reviewed by the portfolio commissioner prior to submission to the Personnel Overview Committee. The Personnel Department shall provide technical assistance and consultation to department heads during the entire RIF process. 7. All departments' reduction in force plans shall be approved by the Cass County Commission. 8. Employees who are terminated pursuant to the reduction in force policy will be given a minimum of one month's notice and offered an individualized severance package. All severance packages must have full approval of the County Commission. Severance packages would include at least one month's salary and heal th insurance. Severance packages will be based on years of service with one week of salary for every year of service up to six months. OUTPLACEMENT SERVICES Outplacement services are primarily available to thos.e employees required to leave employment with the County due to no fault of their own. The County is willing to extend assistance to the employee upon his/her request, in making the transition from one position to another. Such services, unless otherwise indicated, pay be provided prior to termination of employment and may take the form of the following: 1. Help in preparing, typing and photocopying employment resumes. 2. Typing and photocopying applications. 3. Use of telephone for job applications. 4. Referrals to other employers Where applicable, ND Central Personnel Administrative Code applies to Social Service Employees and will take precedence over this policy.