Marysville Municipal Code Art. 3 Separation From Service

Any employee wishing to leave the Career service in good standing shall file a written resignation with his employing department head at least two weeks before leaving, unless such notice is waived by the employing department.

(a) The written notice of resignation shall be forwarded to the Personnel Director with a closing performance and fitness report on the employee.

(b) The appointing authority may waive the required notice period and accept the resignation immediately; provided, however, such waiver and acceptance shall not be construed as dismissal or any other form of separation from service other than resignation in good standing.

Any employee may be dismissed for cause at any time by the City Manager; provided, however, that any regular employee holding permanent status in the Career service shall be entitled to receive a written statement setting forth the specific grounds for such action, and to a hearing if he requests, in accordance with applicable provisions of Chapter 4 of this Part.

Any employee may be terminated under any of the following conditions:

(a) Death of the employee;

(b) Failure to complete required probationary period;

(c) Failure to give required notice of resignation, where such notice was not first waived;

(d) Expiration of authorized temporary, intermittent, or provisional appointment, or completion of the appointing authority's need for an authorized temporary, intermittent, or provisional appointee, whichever occurs first.

When it becomes necessary through lack of work, lack of funds, or for other reasons to reduce the number of employees within a given class, the Personnel Director shall prepare a lay-off list, providing that temporary, intermittent, and provisional employees shall be laid off before probationers or regular employees.

(a) The order of lay-off shall then be based on the needs of the service as approved by the City Manager.

(b) In constructing the lay-off list, consideration will be given to performance and fitness evaluations, quality of service to the city, and ability to perform the required work in a reduced workforce environment; all of the foregoing being equal, length of service in the classification with the city will also be a consideration.