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An employee may resign in good standing by submitting a written resignation to his/her Department Head with a copy to the Director of Human Resources and Labor Relations. The written resignation shall state the reasons for the resignation and be submitted to the Department Head and Director of Human Resources and Labor Relations at least two (2) weeks prior to the effective date of the resignation. A statement as to the resigned employee's performance shall be forwarded to the Director of Human Resources and Labor Relations by the Department Head. 25.2 Reinstatement With the approval of the Director of Human Resources and Labor Relations, a permanent or probationary employee who has resigned in good standing may be reinstated within two (2) years, of the effective date of resignation, to a vacant position in the same or comparable class. Upon reinstatement, the employee, for all purposes, shall be considered as though he/she received a new appointment. 25.3 Layoff The Appointing Authority may layoff an employee in the competitive service because of material changes in duties, organization, shortage of work or funds, or because of disability as specified in Section 29. The employee and the Union shall be notified at least sixteen (16)weeks prior to the effective date of layoff. If such notice is impractical, the employee and the Union shall be notified at the earliest possible time prior to the effective date of the layoff. The notification shall be in writing and set forth the reasons for the layoff. 25.4 Order of Layoff Layoffs shall be by position classification. In effecting layoffs, employees with the least length of service in the position classifications affected shall be laid off first. 25.5 Length of Service Length of service shall be full time service in the classification in either a regular or probationary status. When two or more employees in a classification have the same length of service, seniority shall then be determined by length of full time service with the City in a regular or probationary status, then by length of part time service in a regular or probationary status in the classification in which the layoff is taking place, and finally by length of part-time service with the City in a regular or probationary status. 25.6 Bumping Employees scheduled to be laid off may bump the least senior employee in the next lower paying classification of like work who has less seniority. Employees must declare their intention to exercise this right in writing prior to layoff, otherwise,this right shall -35 -