Book 1

132

D - Compensation

City of Greensboro Personnel Policy Manuał

Table of Contents A B C

D E F H I J K L TableofContents G

Employee Rehire

Number: D-11

Revision: 2

Effective Date: 06-01-14

1.0 POLICY

ormer employees seeking re-employment with the City of Greensboro may receive limited

credit for prior City service; salary offers will be reviewed on a case-by-case basis.

2.0 PURPOSE

he City recognizes that an employee may leave City service for other employment or personal

reasons but later decide he would like to return to City employment. The City cannot

guarantee the former employee re-employment. However, should the former employee compete

through the normal employment process and ultimately be selected, the provisions of this policy

help minimize the rehired employee’s loss by separation when the separation has been of relatively

short duration and the former employee has met the conditions of this policy.

3.0 SCOPE

This policy applies to all former benefit eligible employees.

4.0 DEFINITIONS

4.1

At-will Employment

- A doctrine of law that defines an employment relationship in

which either party can immediately terminate the relationship at any time with or without

any advance warning, and with no subsequent liability, provided there was no express

contract for a definite term governing the employment relationship.

4.2

Benefit Eligible

- Full time and part time employees who are eligible for coverage and

participation in the City’s benefit programs in addition to legally mandated coverage.

See the appendix document, Position Types on page 414.

4.3

Compa-ratio

- The relationship of an employee’s salary to the salary control point of the

position. A compa-ratio is the employee’s salary expressed as a percentage of the salary control

point.

4.4

Control Point

- The job value the City is willing and able to pay. The control point is

based on the market value of jobs and internal value to the organization. The control point is

the basis for most salary administration calculations.

4.5

Probationary Period

- The probationary period is a “trial period” during which the

supervisor determines whether the new employee is suitable for and is able to acceptably

meet the City’s job performance and behavioral expectations for the position. It is the benefit

eligible employee’s initial period of employment. An employee may be terminated from City