The Lacey Civil Service Commission is considering updates to its civil service rules to improve the reinstatement process for former employees.
If approved by the commission and city council, the new rules would speed rehiring of former employees, saving money and simplifying the red tape currently involved in these situations.
Human Resources Director Leialani Su’e emphasized the necessity for more explicit policies to govern the reinstatement of former city employees during a detailed commission discussion on Monday, Nov. 4.
The existing reinstatement policy is encapsulated in a brief paragraph within the civil service rules stipulating that individuals who resign or are separated from the city can be reinstated to a vacant position within 12 months.
The current language lacks specificity regarding what benefits are reinstated for these employees upon their return. Su’e pointed out that reinstatement can vary significantly depending on the circumstances of the employee's departure, such as layoffs, voluntary separations, or other factors.
The ambiguity in the current policy has led to case-by-case negotiations for reinstated employees, which Su’e indicated has resulted in inconsistencies in how reinstatement benefits are applied.
Over the past year, the human resources department has handled two reinstatements: one for a retiree and another for an employee who left and lateraled back.
The varied circumstances of these cases have highlighted the need for a more standardized approach to reinstatement.
To address these issues, the Commission plans to engage with counterparts in other civil service jurisdictions to gather successful examples of rehire and reinstatement language that effectively clarifies policies.
Su’e anticipates presenting the draft language to the Commission at its next meeting, scheduled for February 2025.
“We just want to ensure we’re being clear,” Su’e added, acknowledging the reinstatement process's complexities. “We also want to make certain that if there are future employees who leave and try to come back, we can rely on being consistent with the rules.”
The discussions also stressed the importance of making former employees feel welcomed upon their return to the city workforce.
Commission members emphasized that creating a supportive environment for returning employees helps them reintegrate smoothly and fosters a sense of belonging within the organization.
The discussion highlighted that employees leave for various reasons, including personal circumstances, professional growth, and the pursuit of better career opportunities.
Acknowledging this reality, the commission agreed that establishing a clear and equitable reinstatement process is vital for enticing skilled workers back to the city, particularly in a competitive job market.
By implementing these changes, the commission targets to streamline the reinstatement process and convey to former employees that their contributions are valued, making employee retention a strategic priority.
Another significant concern raised during the meeting was the accrual rate of benefits for reinstated employees.
There is uncertainty about whether returning employees would retain their original accrual rates or be required to start anew.
The HR department aims to investigate how other agencies manage this situation to ensure fairness and equity in benefits for returning employees.
Su’e clarified, “We want to make sure that when people talk about coming back, they know they’re making an informed decision that is in their best interest.” Providing clarity will help former employees make better decisions and and also enhance the city’s reputation as an employer committed to supporting its workforce.
In a related discussion, the meeting also touched on the city’s recruitment efforts, focusing on the police department.
Police Chief Robert Almada reported that the department is on track to fill all 72 positions, a significant milestone demonstrating improvements in the Lacey City hiring process.
While other departments face challenges, the police department's initiatives to attract qualified candidates have yielded positive results.
The Lacey Police Department has implemented comprehensive training and community-oriented policing strategies, attracting a diverse pool of applicants.
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