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8.3.B. - Page 51
<br /> SECTION 1 - RECOGNITION
<br /> 1.1 Union Recognition
<br /> Redwood City Police Supervisors Association (RCPSA), hereinafter referred to as "the
<br /> Association," has been recognized as the Majority Representative, pursuant to the
<br /> Employer-Employee Resolution of the City adopted August 7, 1972, for the regular full-
<br /> time employees assigned to the classes set forth in RCPSA MOU Section 7. This unit of
<br /> employees shall for the purposes of identification be titled the Supervisors Unit.
<br /> 1.2 Employer Recognition
<br /> The City Manager is the representative of the City of Redwood City, hereinafter referred
<br /> to as "the City," in employer-employee relations pursuant to the Employer-Employee
<br /> Resolution of the City adopted August 7, 1972.
<br /> SECTION 2 -EEO/ADA
<br /> 2.1 No Discrimination
<br /> It is the policy of the City of Redwood City to provide equal employment opportunity to
<br /> all employees and applicants for employment. All employment practices, such as
<br /> recruitment, selection, promotions, and other terms and conditions of employment are
<br /> administered in a manner designed to ensure that employees and applicants for
<br /> employment or services are not subjected to discrimination on the basis of age (over 40),
<br /> race, color, sex, national origin, ancestry, medical condition, physical or mental
<br /> disability - -. - . . .. - ' . _- _ . . ' _ genetic
<br /> information, Render, gender identity, gender expression, sexual orientation, marital
<br /> status, religious creed, er--political preference, military and veteran status, of-union
<br /> affiliations, or any other basis protected by applicable federal, state and local laws.
<br /> 2.2 Americans With Disabilities Act(ADA)
<br /> Because the ADA requires accommodations for individuals protected under the Act, and
<br /> because these accommodations must be determined on an individual, case-by-case basis,
<br /> the parties agree that the provisions of this MOU may be disregarded in order for the
<br /> City to avoid discrimination relative to hiring, promotion, granting permanency, transfer,
<br /> layoff, reassignment, termination, rehire, rates of pay, job and duty classification,
<br /> seniority, leaves, fringe benefits,training opportunities, hours of work or other terms and
<br /> conditions of employment.
<br /> The Association recognizes that the City has the legal obligation to meet with the
<br /> individual employee to be accommodated before any adjustment is made in working
<br /> conditions. The Association will be notified of these proposed accommodations prior to
<br /> implementation by the City.
<br /> Any accommodation provided to an individual protected by the ADA shall not
<br /> establish a past practice in the grievance/arbitration procedure.
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