Common use of Reemployment Lists Clause in Contracts

Reemployment Lists. 39.7.1 The names of all probationary and permanent employees released from positions in the competitive service as a result of layoff must be placed on reemployment priority lists for those classifications from which they were separated, as well as all other classifications to which they have retreat rights in accordance with Section 39.4 (Employee Retreat Rights). 39.7.2 A reemployment priority list shall remain in effect for three (3) years. 39.7.3 Departments with vacancies in any classification for which there is an active reemployment priority list must use the reemployment priority list to fill their positions and may not use any other recruitment or appointment method to fill a vacancy until appropriate reemployment lists have been exhausted. 39.7.4 When a vacancy occurs in a class for which there is a reemployment priority list, the name of the employee on the appropriate reemployment priority list with the highest seniority date shall be certified to the selecting official. Employees so certified from the reemployment priority list must be appointed to the existing vacancy. 39.7.5 If a former employee fails to accept a bona fide written offer of reemployment within fifteen (15) calendar days, his or her name will be removed permanently from the reemployment priority list from which the offer was made. Failure to accept an offer of reemployment to the classification with the highest salary range for which the employee is eligible for reemployment will result in automatic removal from all reemployment priority lists. However, the employee may decline (or accept) reemployment to lower salary range classifications without jeopardizing his or her standing on the reemployment priority list for the classification from which he or she was originally terminated. 39.7.6 Upon reappointment to the classification from which the employee was originally separated or demoted, the employee has the right to be placed at the step of the salary range which the employee held at the time of layoff or demotion.

Reemployment Lists. 39.7.1 The names of all probationary and permanent employees released from positions 9.7.1 A Reemployment List is particular to a classification. Any vacancy occurring in the competitive service as a result of layoff must be placed on reemployment priority lists for those classifications from which they were separated, as well as all other classifications to which they have retreat rights in accordance with Section 39.4 (Employee Retreat Rights). 39.7.2 A reemployment priority list shall remain in effect for three (3) years. 39.7.3 Departments with vacancies in any classification for which there is an active reemployment priority list must use the reemployment priority list to fill their positions and may not use any other recruitment or appointment method to fill a vacancy until appropriate reemployment lists have been exhausted. 39.7.4 When a vacancy occurs in a class for which there is a reemployment priority list, the name of the employee on the appropriate reemployment priority list with the highest seniority date shall be certified to the selecting official. Employees so certified from the reemployment priority list must be appointed to the existing vacancy. 39.7.5 If a former employee fails to accept a bona fide written offer of reemployment within fifteen (15) calendar days, his or her name will be removed permanently from the reemployment priority list from which the offer was madeemployees have been laid off shall be offered first to qualified and available employees on the Reemployment List for that class in order of seniority. Failure to accept an offer of reemployment to the classification with the highest salary range for which the employee is An eligible for reemployment will result in automatic removal from all reemployment priority lists. However, the employee may decline have his/her name placed on a Reemployment list for a period of thirty-six (36) months in the following ways: 9.7.2 A permanent employee who is laid off and/or reduced in class or accept) reemployment to lower salary range classifications without jeopardizing his or her standing displaced shall be automatically placed on the reemployment priority list Reemployment List for the classification from which he or she was originally terminated. 39.7.6 Upon reappointment to the classification from which the employee was originally separated or demoted, the employee has the right to be placed at the step of the salary range which the employee held his/her class at the time of layoff in order of seniority. 9.7.2.1 A permanent employee who has been laid off may request that his/her name be placed on the Reemployment List for a lower class in his/her current series. 9.7.2.2 A permanent employee who has been laid off may request that his/her name be placed on the Reemployment List for a different classification he/she held prior to layoff. 9.7.3 Status on the Reemployment List can be lost under the following circumstances: 9.7.3.1 If the person indicates unavailability or demotionif attempts to reach the individual (including by certified mail) are unsuccessful. However, restoration to the Reemployment List may occur if the person indicates availability in writing within the original eligibility period. 9.7.3.2 If the person declines three (3) job offers from the Reemployment List of equivalent authorized hours and status to their previous position, the person’s name shall be removed from that list. 9.7.3.3 A person may accept offers of extra-help, provisional and temporary status and remain on the Reemployment List. 9.7.4 When a person is reemployed from a Reemployment List the employee shall be entitled to accrue sick leave and vacation at the same rate at which it was accrued prior to layoff. His/her status in relation to the probationary period, merit salary increases, and seniority shall be the same as at the time of layoff. Any unused and unpaid sick leave accrual shall be reinstated.

Reemployment Lists. 39.7.1 60.7.1 The names of all probationary and permanent employees released from positions in the competitive service as a result of layoff or retreat must be placed on reemployment priority lists Reemployment Priority Lists for those classifications from which they were separated, as well as all other classifications to which they have retreat rights in accordance with Section 39.4 (Employee Retreat Rights)60.4. 39.7.2 60.7.2 A reemployment priority list Reemployment Priority List shall remain in effect for three (3) years. Said list shall remain in effect indefinitely for employees who are retreated or flexibly placed and remain employed with the City. 39.7.3 60.7.3 Departments with permanent vacancies in any classification for which there is an active reemployment priority list Reemployment Priority List must use the reemployment priority list Reemployment Priority List to fill their positions and may not use any other recruitment or appointment method to fill a vacancy until appropriate reemployment lists Reemployment Lists have been exhausted. 39.7.4 60.7.4 When a permanent vacancy occurs in a class for which there is a reemployment priority listReemployment Priority List, the name of the employee on the appropriate reemployment priority list Reemployment Priority List with the highest seniority date Seniority Date shall be certified given the offer of employment with a copy sent to the selecting officialDepartment Head. Employees so certified from the reemployment priority list Reemployment Priority List must be appointed to the existing vacancy. 39.7.5 60.7.5 If a former employee fails to accept a bona fide written offer of reemployment within fifteen (15) calendar days, his or her name will be removed permanently from the reemployment priority list Reemployment Priority List from which the offer was made. Failure to accept an offer of reemployment to the classification class with the highest salary range for which the employee is eligible for reemployment will result in automatic removal from all reemployment priority listsReemployment Priority Lists. However, the employee may decline (or accept) reemployment to lower salary range classifications without jeopardizing his or her standing on the reemployment priority list Reemployment Priority List for the classification from which he or she was originally terminated. 39.7.6 60.7.6 Upon reappointment to the classification from which the employee was originally separated or demoted, the employee has the right to be placed at the step of the salary range which the employee held at the time of layoff or demotion.

Reemployment Lists. 39.7.1 39.6.1. The names of all probationary and permanent employees released from positions in the competitive service as a result of layoff must be placed on reemployment priority lists Reemployment Priority Lists for those classifications from which they were separated, as well as all other classifications to which they have retreat rights in accordance with Section 39.4 (Employee Retreat Rights)39.4. 39.7.2 39.6.2. A reemployment priority list Reemployment Priority List shall remain in effect for three (3) years. Said list shall remain in effect indefinitely for employees who are retreated and remain employed with the Authority. 39.7.3 39.6.3. Departments with vacancies in any classification for which there is an active reemployment priority list Reemployment Priority List must use the reemployment priority list Reemployment Priority List to fill their positions and may not use any other recruitment or appointment method to fill a vacancy until appropriate reemployment lists Reemployment Priority Lists have been exhausted. 39.7.4 39.6.4. When a vacancy occurs in a class for which there is a reemployment priority listReemployment Priority List, the name of the employee on the appropriate reemployment priority list Reemployment Priority List with the highest seniority date Seniority Date shall be certified given the offer of employment with a copy sent to the selecting officialdepartment head. Employees so certified from the reemployment priority list Reemployment Priority List must be appointed to the existing vacancy. 39.7.5 39.6.5. If a former employee fails to accept a bona fide written offer of reemployment within fifteen (15) calendar days, his or her name will be removed permanently from the reemployment priority list Reemployment Priority List from which the offer was made. Failure to accept an offer of reemployment to the classification class with the highest salary range for which the employee is eligible for reemployment will result in automatic removal from all reemployment priority listsReemployment Priority Lists. However, the employee may decline (or accept) reemployment to lower salary range classifications without jeopardizing his or her standing on the reemployment priority list Reemployment Priority List for the classification from which he or she was originally terminated. 39.7.6 39.6.6. Upon reappointment to the classification from which the employee was originally separated or demoted, the employee has the right to be placed at the step of the salary range which the employee held at the time of layoff or demotion.

Reemployment Lists. 39.7.1 57.7.1 The names of all probationary and permanent employees released or retreated from positions in the competitive service as a result of layoff or retreat must be placed on reemployment priority lists for those classifications from which they were separatedthe employee was removed, as well as all other classifications to which they have retreat rights in accordance with Section 39.4 (Employee Retreat Rights)57.4. 39.7.2 A 57.7.2 The reemployment priority list for employees who were laid off shall remain in effect for three (3) years. Said list shall remain in effect indefinitely for employees who were retreated. 39.7.3 57.7.3 Departments with vacancies in any classification for which there is an active reemployment priority list must use the reemployment priority list to fill their positions and may not use any other recruitment or appointment method to fill a vacancy until appropriate reemployment lists have been exhausted. 39.7.4 57.7.4 When a vacancy occurs in a class for which there is a reemployment priority list, the name of the employee on the appropriate reemployment priority list with the highest seniority date shall be certified to the selecting official. Employees so certified from the reemployment priority list must be appointed to the existing vacancy. 39.7.5 57.7.5 If a former employee fails to accept a bona fide written offer of reemployment within fifteen five (155) calendar days, his or her their name will be removed permanently from the reemployment priority list from which the offer was made. Failure to accept an offer of to reemployment to the classification class with the highest salary range for which the employee is eligible for reemployment will result in automatic removal from all reemployment priority lists. However, the employee may decline (or accept) reemployment to lower salary range classifications without jeopardizing his or her their standing on the reemployment priority list for the classification from which he or she was originally they were original terminated. 39.7.6 57.7.6 Upon reappointment to the classification from which the employee was originally separated or demoted, the employee has the right to be placed at the step of the salary range which the employee held at the time of layoff or demotion.

Reemployment Lists. ‌ 39.7.1 The names of all probationary and permanent employees released from positions in the competitive service as a result of layoff must be placed on reemployment priority lists for those classifications from which they were separated, as well as all other classifications to which they have retreat rights in accordance with Section 39.4 (Employee Retreat Rights). 39.7.2 A reemployment priority list shall remain in effect for three (3) years. 39.7.3 Departments with vacancies in any classification for which there is an active reemployment priority list must use the reemployment priority list to fill their positions and may not use any other recruitment or appointment method to fill a vacancy until appropriate reemployment lists have been exhausted. 39.7.4 When a vacancy occurs in a class for which there is a reemployment priority list, the name of the employee on the appropriate reemployment priority list with the highest seniority date shall be certified to the selecting official. Employees so certified from the reemployment priority list must be appointed to the existing vacancy. 39.7.5 If a former employee fails to accept a bona fide written offer of reemployment within fifteen (15) calendar days, his or her name will be removed permanently from the reemployment priority list from which the offer was made. Failure to accept an offer of reemployment to the classification with the highest salary range for which the employee is eligible for reemployment will result in automatic removal from all reemployment priority lists. However, the employee may decline (or accept) reemployment to lower salary range classifications without jeopardizing his or her standing on the reemployment priority list for the classification from which he or she was originally terminated. 39.7.6 Upon reappointment to the classification from which the employee was originally separated or demoted, the employee has the right to be placed at the step of the salary range which the employee held at the time of layoff or demotion.

Reemployment Lists. 39.7.1 ‌ 60.7.1 The names of all probationary and permanent employees released from positions in the competitive service as a result of layoff or retreat must be placed on reemployment priority lists Reemployment Priority Lists for those classifications from which they were separated, as well as all other classifications to which they have retreat rights in accordance with Section 39.4 (Employee Retreat Rights)60.4. 39.7.2 60.7.2 A reemployment priority list Reemployment Priority List shall remain in effect for three (3) years. Said list shall remain in effect indefinitely for employees who are retreated or flexibly placed and remain employed with the City. 39.7.3 60.7.3 Departments with permanent vacancies in any classification for which there is an active reemployment priority list Reemployment Priority List must use the reemployment priority list Reemployment Priority List to fill their positions and may not use any other recruitment or appointment method to fill a vacancy until appropriate reemployment lists Reemployment Lists have been exhausted. 39.7.4 60.7.4 When a permanent vacancy occurs in a class for which there is a reemployment priority listReemployment Priority List, the name of the employee on the appropriate reemployment priority list Reemployment Priority List with the highest seniority date Seniority Date shall be certified given the offer of employment with a copy sent to the selecting officialDepartment Head. Employees so certified from the reemployment priority list Reemployment Priority List must be appointed to the existing vacancy. 39.7.5 60.7.5 If a former employee fails to accept a bona fide written offer of reemployment within fifteen (15) calendar days, his or her name will be removed permanently from the reemployment priority list Reemployment Priority List from which the offer was made. Failure to accept an offer of reemployment to the classification class with the highest salary range for which the employee is eligible for reemployment will result in automatic removal from all reemployment priority listsReemployment Priority Lists. However, the employee may decline (or accept) reemployment to lower salary range classifications without jeopardizing his or her standing on the reemployment priority list Reemployment Priority List for the classification from which he or she was originally terminated. 39.7.6 60.7.6 Upon reappointment to the classification from which the employee was originally separated or demoted, the employee has the right to be placed at the step of the salary range which the employee held at the time of layoff or demotion.

Reemployment Lists. 39.7.1 60.7.1 The names of all probationary and permanent employees released from positions in the competitive service as a result of layoff must be placed on reemployment priority lists for those classifications from which they were separated, as well as all other classifications to which they have retreat rights in accordance with Section 39.4 (60.4 Employee Retreat Rights). 39.7.2 60.7.2 A reemployment priority list shall remain in effect for three (3) years. Said list shall remain in effect indefinitely for employees who were retreated. 39.7.3 60.7.3 Departments with vacancies in any classification for which there is an active reemployment priority list must use the reemployment priority list to fill their positions and may not use any other recruitment or appointment method to fill a vacancy until appropriate reemployment lists have been exhausted. 39.7.4 60.7.4 When a vacancy occurs in a class for which there is a reemployment priority list, the name of the employee on the appropriate reemployment priority list with the highest seniority date shall be certified to the selecting official. Employees so certified from the reemployment priority list must be appointed to the existing vacancy. 39.7.5 60.7.5 If a former employee fails to accept a bona fide written offer of or reemployment within fifteen five (155) calendar days, his or her name will be removed permanently from the reemployment priority list from which the offer was made. Failure to accept an offer of reemployment to the classification class with the highest salary range for which the employee is eligible for reemployment will result in automatic removal from all reemployment priority lists. However, the employee may decline (or accept) reemployment to lower salary range classifications without jeopardizing his or her standing on the reemployment priority list for the classification from which he or she was originally terminated. 39.7.6 60.7.6 Upon reappointment to the classification from which the employee was originally separated or demoted, the employee has the right to be placed at the step of the salary range which the employee held at the time of layoff or demotion. 60.7.7 Employees reinstated or reemployed after layoff shall receive a rate within the range established for the class. Transfers shall not affect an employee's salary rate. Employees appointed to any of the positions set forth in Exhibit "A" and employed and working on a part-time basis, shall be paid in proportion to the time worked as described in their appointment.

Reemployment Lists. 39.7.1 56.7.1 The names of all probationary and permanent employees released from positions in the competitive service as a result of layoff or retreat must be placed on reemployment priority lists Reemployment Priority Lists for those classifications from which they were separated, as well as all other classifications to which they have retreat rights in accordance with Section 39.4 (Employee Retreat Rights)56.4. 39.7.2 56.7.2 A reemployment priority list Reemployment Priority List shall remain in effect for three (3) years. Said list shall remain in effect indefinitely for employees who are retreated or flexibly placed and remain employed with the Authority. 39.7.3 56.7.3 Departments with permanent vacancies in any classification for which there is an active reemployment priority list Reemployment Priority List must use the reemployment priority list Reemployment Priority List to fill their positions and may not use any other recruitment or appointment method to fill a vacancy until appropriate reemployment lists Reemployment Lists have been exhausted. 39.7.4 56.7.4 When a permanent vacancy occurs in a class for which there is a reemployment priority listReemployment Priority List, the name of the employee on the appropriate reemployment priority list Reemployment Priority List with the highest seniority date Seniority Date shall be certified given the offer of employment with a copy sent to the selecting officialDepartment Head. Employees so certified from the reemployment priority list Reemployment Priority List must be appointed to the existing vacancy. 39.7.5 56.7.5 If a former employee fails to accept a bona fide written offer of reemployment within fifteen (15) calendar days, his or her name will be removed permanently from the reemployment priority list Reemployment Priority List from which the offer was made. Failure to accept an offer of reemployment to the classification class with the highest salary range for which the employee is eligible for reemployment will result in automatic removal from all reemployment priority listsReemployment Priority Lists. However, the employee may decline (or accept) reemployment to lower salary range classifications without jeopardizing his or her standing on the reemployment priority list Reemployment Priority List for the classification from which he or she was originally terminated. 39.7.6 56.7.6 Upon reappointment to the classification from which the employee was originally separated or demoted, the employee has the right to be placed at the step of the salary range which the employee held at the time of layoff or demotion.

Reemployment Lists. 39.7.1 57.7.1 The names of all probationary and permanent employees released or retreated from positions in the competitive service as a result of layoff or retreat must be placed on reemployment priority lists for those classifications from which they were separatedthe employee was removed, as well as all other classifications to which they have retreat rights in accordance with Section 39.4 (Employee Retreat Rights)57.4. 39.7.2 A 57.7.2 The reemployment priority list for employees who were laid off shall remain in effect for three (3) years. Said list shall remain in effect indefinitely for employees who were retreated. 39.7.3 57.7.3 Departments with vacancies in any classification for which there is an active reemployment priority list must use the reemployment priority list to fill their positions and may not use any other recruitment or appointment method to fill a vacancy until appropriate reemployment lists have been exhausted. 39.7.4 56.8.4 When a vacancy occurs in a class for which there is a reemployment priority list, the name of the employee on the appropriate reemployment priority list with the highest seniority date shall be certified to the selecting official. Employees so certified from the reemployment priority list must be appointed to the existing vacancy. 39.7.5 57.7.5 If a former employee fails to accept a bona fide written offer of reemployment within fifteen five (155) calendar days, his or her name will be removed permanently from the reemployment priority list from which the offer was made. Failure to accept an offer of to reemployment to the classification class with the highest salary range for which the employee is eligible for reemployment will result in automatic removal from all reemployment priority lists. However, the employee may decline (or accept) reemployment to lower salary range classifications without jeopardizing his or her standing on the reemployment priority list for the classification from which he or she was originally original terminated. 39.7.6 57.7.6 Upon reappointment to the classification from which the employee was originally separated or demoted, the employee has the right to be placed at the step of the salary range which the employee held at the time of layoff or demotion.

Reemployment Lists. 39.7.1 ‌ 57.7.1 The names of all probationary and permanent employees released or retreated from positions in the competitive service as a result of layoff or retreat must be placed on reemployment priority lists for those classifications from which they were separatedthe employee was removed, as well as all other classifications to which they have retreat rights in accordance with Section 39.4 (Employee Retreat Rights)57.4. 39.7.2 A 57.7.2 The reemployment priority list for employees who were laid off shall remain in effect for three (3) years. Said list shall remain in effect indefinitely for employees who were retreated. 39.7.3 57.7.3 Departments with vacancies in any classification for which there is an active reemployment priority list must use the reemployment priority list to fill their positions and may not use any other recruitment or appointment method to fill a vacancy until appropriate reemployment lists have been exhausted. 39.7.4 56.8.4 When a vacancy occurs in a class for which there is a reemployment priority list, the name of the employee on the appropriate reemployment priority list with the highest seniority date shall be certified to the selecting official. Employees so certified from the reemployment priority list must be appointed to the existing vacancy. 39.7.5 57.7.5 If a former employee fails to accept a bona fide written offer of reemployment within fifteen five (155) calendar days, his or her name will be removed permanently from the reemployment priority list from which the offer was made. Failure to accept an offer of to reemployment to the classification class with the highest salary range for which the employee is eligible for reemployment will result in automatic removal from all reemployment priority lists. However, the employee may decline (or accept) reemployment to lower salary range classifications without jeopardizing his or her standing on the reemployment priority list for the classification from which he or she was originally original terminated. 39.7.6 57.7.6 Upon reappointment to the classification from which the employee was originally separated or demoted, the employee has the right to be placed at the step of the salary range which the employee held at the time of layoff or demotion.

Reemployment Lists. 39.7.1 The names of all probationary and permanent employees released from positions in the competitive service as a result of layoff must be placed on reemployment priority lists for those classifications from which they were separated, as well as all other classifications to which they have retreat rights in accordance with Section 39.4 (Employee Retreat Rights)39.4. 39.7.2 A reemployment priority list shall remain in effect for three (3) years. 39.7.3 Departments with vacancies in any classification for which there is an active reemployment priority list must use the reemployment priority list to fill their positions and may not use any other recruitment or appointment method to fill a vacancy until appropriate reemployment lists have been exhausted. 39.7.4 When a vacancy occurs in a class for which there is a reemployment priority list, the name of the employee on the appropriate reemployment priority list with the highest seniority date shall be certified to the selecting official. Employees so certified from the reemployment priority list must be appointed to the existing vacancy. 39.7.5 If a former employee fails to accept a bona fide written offer of reemployment within fifteen (15) calendar days, his or her name will be removed permanently from the reemployment priority list from which the offer was made. Failure to accept an offer of reemployment to the classification with the highest salary range for which the employee is eligible for reemployment will result in automatic removal from all reemployment priority lists. However, the employee may decline (or accept) reemployment to lower salary range classifications without jeopardizing his or her standing on the reemployment priority list for the classification from which he or she was originally terminated. 39.7.6 Upon reappointment to the classification from which the employee was originally separated or demoted, the employee has the right to be placed at the step of the salary range which the employee held at the time of layoff or demotion.

Reemployment Lists. 39.7.1 ‌ 60.7.1 The names of all probationary and permanent employees released from positions in the competitive service as a result of layoff must be placed on reemployment priority lists for those classifications from which they were separated, as well as all other classifications to which they have retreat rights in accordance with Section 39.4 (60.4 Employee Retreat Rights). 39.7.2 60.7.2 A reemployment priority list shall remain in effect for three (3) years. Said list shall remain in effect indefinitely for employees who were retreated. 39.7.3 60.7.3 Departments with vacancies in any classification for which there is an active reemployment priority list must use the reemployment priority list to fill their positions and may not use any other recruitment or appointment method to fill a vacancy until appropriate reemployment lists have been exhausted. 39.7.4 60.7.4 When a vacancy occurs in a class for which there is a reemployment priority list, the name of the employee on the appropriate reemployment priority list with the highest seniority date shall be certified to the selecting official. Employees so certified from the reemployment priority list must be appointed to the existing vacancy. 39.7.5 60.7.5 If a former employee fails to accept a bona fide written offer of or reemployment within fifteen five (155) calendar days, his or her name will be removed permanently from the reemployment priority list from which the offer was made. Failure to accept an offer of reemployment to the classification class with the highest salary range for which the employee is eligible for reemployment will result in automatic removal from all reemployment priority lists. However, the employee may decline (or accept) reemployment to lower salary range classifications without jeopardizing his or her standing on the reemployment priority list for the classification from which he or she was originally terminated. 39.7.6 60.7.6 Upon reappointment to the classification from which the employee was originally separated or demoted, the employee has the right to be placed at the step of the salary range which the employee held at the time of layoff or demotion. 60.7.7 Employees reinstated or reemployed after layoff shall receive a rate within the range established for the class. Transfers shall not affect an employee's salary rate. Employees appointed to any of the positions set forth in Exhibit "A" and employed and working on a part-time basis, shall be paid in proportion to the time worked as described in their appointment.

Reemployment Lists. 39.7.1 58.7.1. The names of all probationary and permanent employees released or retreated from positions in the competitive service as a result of layoff or retreat must be placed on reemployment priority lists for those classifications from which they were separatedthe employee was removed, as well as all other classifications to which they have retreat rights in accordance with Section 39.4 (Employee Retreat Rights)58.4. 39.7.2 A 58.7.2. The reemployment priority list for employees who were laid off shall remain in effect for three (3) years. Said list shall remain in effect indefinitely for employees who were retreated. 39.7.3 58.7.3. Departments with vacancies in any classification for which there is an active reemployment priority list must use the reemployment priority list to fill their positions and may not use any other recruitment or appointment method to fill a vacancy until appropriate reemployment lists have been exhausted. 39.7.4 57.8.4. When a vacancy occurs in a class for which there is a reemployment priority list, the name of the employee on the appropriate reemployment priority list with the highest seniority date shall be certified to the selecting official. Employees so certified from the reemployment priority list must be appointed to the existing vacancy. 39.7.5 58.7.5. If a former employee fails to accept a bona fide written offer of reemployment within fifteen five (155) calendar days, his or her name will be removed permanently from the reemployment priority list from which the offer was made. Failure to accept an offer of to reemployment to the classification class with the highest salary range for which the employee is eligible for reemployment will result in automatic removal from all reemployment priority lists. However, the employee may decline (or accept) reemployment to lower salary range classifications without jeopardizing his or her standing on the reemployment priority list for the classification from which he or she was originally original terminated. 39.7.6 58.7.6. Upon reappointment to the classification from which the employee was originally separated or demoted, the employee has the right to be placed at the step of the salary range which the employee held at the time of layoff or demotion.

Reemployment Lists. 39.7.1 60.7.1 The names of all probationary and permanent employees released from positions in the competitive service as a result of layoff must be placed on reemployment priority lists for those classifications from which they were separated, as well as all other classifications to which they have retreat rights in accordance with Section 39.4 (Employee Retreat Rights)60.4. 39.7.2 60.7.2 A reemployment priority list shall remain in effect for three (3) years. Said list shall remain in effect indefinitely for employees who were retreated. 39.7.3 60.7.3 Departments with vacancies in any classification for which there is an active reemployment priority list must use the reemployment priority list to fill their positions and may not use any other recruitment or appointment method to fill a vacancy until appropriate reemployment lists have been exhausted. 39.7.4 60.7.4 When a vacancy occurs in a class for which there is a reemployment priority list, the name of the employee on the appropriate reemployment priority list with the highest seniority date shall be certified to the selecting official. Employees so certified from the reemployment priority list must be appointed to the existing vacancy. 39.7.5 60.7.5 If a former employee fails to accept a bona fide written offer of or reemployment within fifteen five (155) calendar days, his or her name will be removed permanently from the reemployment priority list from which the offer was made. Failure to accept an offer of reemployment to the classification class with the highest salary range for which the employee is eligible for reemployment will result in automatic removal from all reemployment priority lists. However, the employee may decline (or accept) reemployment to lower salary range classifications without jeopardizing his or her standing on the reemployment priority list for the classification from which he or she was originally terminated. 39.7.6 60.7.6 Upon reappointment to the classification from which the employee was originally separated or demoted, the employee has the right to be placed at the step of the salary range which the employee held at the time of layoff or demotion.