Laserfiche WebLink
ARTICLE 1 <br /> RECOGNITION <br /> 1.1 Association Recognition <br /> Pursuant to the Employer-Employee Resolution of the City adopted August 7, 1982, the Chief Officers' <br /> Association ("the Association") has been recognized as the Majority Representative, for the regular full-time <br /> and regular part-time employees assigned to the following classes: <br /> Fire Marshal <br /> Battalion Chief <br /> Deputy Fire Chief <br /> This unit of employees shall for the purpose of identification be titled the Chief Officers'Association (COA) <br /> Unit. <br /> 1.2 Employer Recognition <br /> The City Manager is the representative of the City of Redwood City ("the City") in employer-employee <br /> relations pursuant to the Employer-Employee Relations Resolution of the City adopted August 7, 1972. <br /> ARTICLE 2 <br /> 2.1 No Discrimination <br /> It is the policy of the City of Redwood City to provide equal employment opportunity to all employees and <br /> applicants for employment. All employment practices, such as recruitment, selection, promotions, and other <br /> terms and conditions of employment are administered in a manner designed to ensure that employees and <br /> applicants for employment or services are not subjected to discrimination on the basis of age (over 40), <br /> race, color, sex, national origin, medical condition, disability (except where a disability is a bona fide <br /> occupational disqualification), sexual orientation, transgender, transsexual, transvestite, marital status, <br /> religious or political preference or union affiliations. <br /> 2.2 Americans With Disabilities Act(ADA) <br /> Because the ADA requires accommodations for individuals protected under the Act, and because these <br /> accommodations must be determined on an individual, case-by-case basis, the parties agree that the <br /> provisions of this Memorandum of Understanding may be disregarded in order for the City to avoid <br /> discrimination relative to hiring, promotion, granting permanency, transfer, layoff, reassignment, termination, <br /> rehire, rates of pay,job and duty classification, seniority, leaves, fringe benefits, training opportunities, hours <br /> of work or other terms and privileges of employment. <br /> The Association recognizes that the City has the legal obligation to meet with the individual employee to be <br /> accommodated before any adjustment is made in working conditions. Subject to the employee's written <br /> consent, the Association will be notified of these proposed accommodations prior to implementation by the <br /> City. <br /> Any accommodation provided to an individual protected by the ADA shall not establish a past practice in the <br /> grievance/arbitration procedure. <br /> 1 <br />