skip navigation

Search Results

Can't find what you're looking for? See MRSC's search tips!


Results for "employee termination" within Inquiries

Displaying 1 - 13 of about 13 results.

No, “at-will” employees (not covered by civil service or a collective bargaining agreement) do not have administrative appeal hearing rights. We have a very comprehensive page on Employee Termination . Here is an excerpt from that page on at-will employees and termination: ...
Inquiries
A pre-termination hearing is not required for non-civil service city officials and employees unless there is an implied or express agreement to the effect that the official or employee would be termi-nated only for cause. See Thompson v. St. Regis Paper Company , 102 Wn.2d 21...
Inquiries
No. There is a specific statutory provision which covers this subject. RCW 49.48.010 indicates that a terminated employee must be paid at the end of the next regular pay period. This means that the individual can be paid his last check at the same time as other city employee...
Inquiries
Under USERRA, an employee who has returned from military service of more than 30 days but less than 181 days cannot be discharged except for cause for six months after reemployment. If the employee served more than 180 days, he or she cannot be discharged except for cause for ...
Inquiries
Most officers and employees of the city who are not covered by civil service or a union collective bargaining agreement are considered to be "at-will" officers or employees. This means that they can be terminated at the pleasure of the mayor without specific cause or reason.
Inquiries
This ordinance provides basically that all hiring and firing by the mayor requires council confirmation. While authority exists in state law for the council to require confirmation for mayoral appointments ( RCW 35A.12.090 ), no such authority exists for a council to require ...
Inquiries
Specific instances of misconduct should be documented in the personnel file of the officer or employee. Any verbal or written warnings given to an employee should also be documented. In the event that an employee or officer alleges that termination was due to improper or illeg...
Inquiries
MRSC recommends that a city not attempt to provide specific reasons for the discharge of the individual, but merely indicate that the termination is in the best interests of the city. If the city makes public allegations concerning the work performance or conduct of the indivi...
Inquiries
A decision of the U.S. Supreme Court in Memphis Light, Gas and Water Division v. Craft, 436 U.S. 1, 98 S.Ct. 1554 (1978), indicated that due process considerations require that certain notice procedures must be satisfied before utility service may be terminated. The notice req...
Inquiries
In our opinion, the city, or any local government employer, would not be required to re-employ the returning officer. As a general rule an employer must re-employ an employee who is serving on a military assignment. However, there are certain exceptions; 38 USC § 4312(d)(1)(...
Inquiries
According to the Local Government Common Records Retention Schedule (CORE), Section 4.9 PERSONNEL items in an employee's personnel file including but not limited to "Criminal history, background checks and investigations" must be retained for six years following termination...
Inquiries
Looking at the relevant U.S. Code provisions, it looks like elected officials who are covered by the city's health plan would be entitled to continuation coverage. Continuation coverage for local government employees is provided under the "Public Health Services Act, 42 U.S.C...
Inquiries
In our opinion, such an investigation would not be proper. The primary purpose of the civil service commission is to assure that employment decisions are made based upon merit, rather than on politics or cronyism, such that the most qualified candidates receive employment or...
Inquiries
 more

Have a Question? Ask MRSC!

Eligible government agencies can use our free one-on-one inquiry service.

With one call or click you can get a personalized answer from one of our trusted attorneys, policy consultants, or finance experts!

Ask MRSC or call 1-800-933-6772.