(a) It shall be the responsibility of the Personnel Director, upon recommendation of the Appointing Authority and as consistent with this Regulation, to define the department, function, division, classification, agency, or any other logical grouping, within which the mechanics of the reduction in force are to apply.

(b) Within each defined grouping as set forth in subsection (a) above, each affected class will be treated separately, and the Personnel Director shall make every reasonable effort to place employees who have been declared excess or surplus to the needs of any department because of a reduction in force. If placement of such employees is impossible and layoffs become mandatory, then such employees shall be laid off in the following descending order of priority:

(i) Layoff of non-permanent employees.

(ii) Layoff of permanent employees with the least amount of County-wide seniority.

(iii) If seniority dates of permanent employees are identical, then layoff in order of relative efficiency, to be determined by written performance evaluations and appraisal covering a minimum period of twelve (12) months or longer.

(iv) Veterans shall not be given preference over non-veterans for retention purposes.

(a) Employees separated as a result of a reduction in force will have Re-employment rights, based on their seniority, to any vacant, classified position for which they qualify, providing it does not exceed the pay grade in which they had permanent status at the time of the reduction in force. In addition, employees who are separated as a result of a reduction in force shall be placed on a Recall Register, as defined by Personnel Regulation 500-1(2), Categories of Registers. Employees who are separated from County employment as a result of a reduction in force are given first consideration for future vacancies.

(b) Employees will retain their rights for a three-year period or until the employees refuses to accept a position offered in accordance with this section, whichever occurs first.

(c) Salary rates for rehires shall be implemented consistent with Personnel Regulation 300-13, Salary Rates for Rehires.