City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

dismissed during their probationary period may appeal the dismissal, see Appeals of Dismissal for the appeal process. The duration of a probationary period is typically the initial six months of service, but may be longer for specific jobs requiring more extensive training processes and closer supervision. 4.6 Rehire - An employee’s return to City employment following a break in service, with special provisions regarding specific conditions of employment. 5.0 ORGANIZATIONAL RULES 5.1 A former employee rehired in a position within 12 months of separation in the same job classification may receive a salary equivalent to the compa-ratio of the job classification at the time of separation. The amount of the starting salary is established at the discretion of the hiring department in accordance with current salary administration guidelines. Any salary offered to a rehired employee that would be above the Control Point must have the prior approval of People & Culture (P&C) Compensation. 5.2 Rehired employees are not entitled to service credit in determining eligibility for any of the City’s benefit program or leave offerings. Benefit and leave earnings rates will be the same as for new employees except that all periods of full time and part time employment will count towards eligibility for City retiree benefits. Employees rehired within 12 months of separation will have the employees’ sick leave balances at the time of separation reinstated if those hours were not officially transferred to another Local Government Employer. 5.3 Credit for service prior to the separation may be given in determining eligibility for retirement benefits with the North Carolina Local Governmental Employees’ Retirement System (NCLGERS) if the retirement account had not been withdrawn voluntarily. 5.4 For transfer of sick leave from another local or state organization, see “Transferred Sick Leave” on page 201 . 5.5 Credit for a voluntarily withdrawn NCLGERS account may be restored in accordance with NCLGERS rules. 5.6 A rehired employee must successfully complete a six month probationary period as any new benefit eligible City employee as if the rehired employee had no prior City service. Rehired employees are not eligible to receive probationary salary increases. 5.7 A rehired employee may be eligible for a merit salary increase upon successful completion of the probationary period in accordance with salary administration guidelines. 5.8 Former employees seeking re-employment must make application through the normal job application process for consideration on an equal basis with all other applicants for employment. Recruitment and Selection (page 19) 5.9 As an at-will employee, there is no guarantee of salary increases. All increases are subject to

Table of Contents A B C D E F H I J K L List of Appendices G

D - Compensation

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