Agmt14 Redwood City Management Employees Association MOU 2013-2016

Browse Search

13.4 Probationary employees may be discharged for any reason which, in the sole opinion of the City, is just and sufficient, and such discharge shall not be subject to the grievance procedure set forth in Article 21, except that regular employees of the City who are serving a subsequent probationary period for a promotional appointment shall be subject to dismissal only pursuant to the provisions of Articles 9.5 (Rejection of Probationer), 13.1 (Discipline), 13.2(Discipline), and 13.3(Discipline). ARTICLE 14 RESIGNATION AND REINSTATEMENT 14.1 Resignation An employee wishing to leave the service in good standing shall, whenever possible, file with the department head at least two (2) weeks notice of an intention to leave the City's service unless the department head consents to the employee leaving sooner. The written resignation shall state the effective date and reasons for leaving. The resignation shall be forwarded to the Personnel Officer. 14.2 Reinstatement 14.2.1 A regular employee who has resigned in good standing may be reinstated to a vacant position of the same class as his or her previous position within a period of one (1) year from the effective date of his or her resignation. Reinstatement shall be made at the salary step recommended by the department head and approved by the Personnel Officer, not to exceed the salary held at the time the employee left City employment. 14.2.2 The reinstated employee will serve the designated probationary period for that classification prior to becoming a regular employee regardless of the salary step at which the employee was reinstated. 14.2.3 Reinstated employees who have completed the designated probationary period shall have all years of service with the City of Redwood City credited toward accrual rates and benefit vesting privileges. ARTICLE 15 RETIREMENT 15.1 Retirement Plan Tier 1: Effective July 10, 2006, the City shall provide the Local Miscellaneous Members Section 21354.5 two and seven-tenths percent(2.7%)at age fifty-five (55) retirement formula for employees hired before the date of the 2011 amendment of the City's contract with CaIPERS to establish a second tier for pension. Final compensation is calculated based on the single highest year in accordance with Government Code Section 22042. Tier 2: For employees hired on or after the date of the 2011 amendment of the City's contract with CaIPERS to establish a second tier for pension, and do not meet the definition of"new member"as set forth in Government Code Section 7522.02(f) the City will provide the CaIPERS two percent (2%) at age sixty 9