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61 B - General Employment Policies
City of Greensboro Personnel Policy Manuał
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interview for such vacancies, if basic qualifications are met, without competition from other
potential applicants (except other employees so identified). The hiring official is under no
obligation to select the employee, but may do so without advertising if the employee is an
acceptable choice. As a result of reductions in force, the City may grant former employees the
right to participate in internal selection processes for a period of one year after leaving City
employment.
B. Clearinghouse - The City’s ability to achieve successful placement of employees whose
positions are subject to elimination is enhanced by having the greatest number of potential
vacancies possible. To this end, the City may, when facing a large potential layoff, create a
voluntary pool of current employees who wish to be considered for lateral (or promotional)
transfer to other positions. Participants in this pool will be given the opportunity to be
considered for vacancies for which they qualify prior to the normal public advertisement of
positions (but after those who have been targeted for reduction). The flexibility for internal
placement that this approach provides allows the City to better match the backgrounds and
skills of displaced employees with potential vacancies within the organization.
C. Transfers - To create vacancies in identified positions, employees (including those not
occupying such positions) may be required to accept lateral transfers to other positions for
which they are qualified. Such movement will be the prerogative of departmental or citywide
management. This movement enhances the City’s ability to match the backgrounds of displaced
employees into existing positions.
D. Reduced Working Hours - If the reason for the potential reduction in force is strictly an
economic one, during such designated periods of budget reduction, employees in full time
and part time budgeted positions may voluntarily elect to reduce their work schedule to less
than 40 hours (but not less than 20 hours) if the employee’s department concurs. Likewise, the
department may invoke a reduction of hours (but not less than 20) to retain the position and
the employee. During this period of reduced work hours, the employee’s salary will continue
on a pro-rata basis. Benefits tied directly to salary will be paid at the same percentage rate but
on a lower amount of salary. Leave/holiday earnings (and usage rates) will be reduced to the
corresponding pro-rata amounts (i.e. 20, 25, or 30 hour rates). Health and Dental benefits will
be provided on the same basis as to other part time employees. The reduced schedule must be
agreed to for a minimum period of six months unless otherwise specified by the City Manager.
There would be no loss of service credit during a period of reduced hours. An employee
impacted by the reduced schedule is eligible to seek a vacant position with a greater number of
hours as noted in Section A.
5.4 Transition Assistance - There are a number of possible efforts the City can and will make to
ease the transition for employees who are subject to layoff and who cannot be successfully placed in
any of the ways noted in Section 5.3 above. These are outlined below.
A. Negotiated Employment - In any privatization effort, the City will attempt to negotiate, to
the extent possible, for the continued employment of all who are involved in a City function