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8.3.B. - Page 86 <br /> 163.2 The use of the badge, uniform, prestige or influence of the employee's City <br /> office or employment; <br /> 16.3.3 Receipt or acceptance by the employee of any money or other consideration from <br /> anyone other than the City for the performance of an act which the employee, if <br /> not performing such act, would be required or expected to render in the regular <br /> course or hours of hisl/her City employment or as a part of his/her duties as a <br /> City employee; <br /> 16.3.4 The performance of an act in other than his/her capacity as a City employee, <br /> which act may later be subject directly or indirectly to the control, inspection, <br /> review, audit or enforcement of the City or any of its employees; <br /> 16.3.5 Such time demands as would render performance of his/her duties as a City <br /> employee less efficient. <br /> 16.4 Any employee who is determined to have engaged in an activity prohibited by or in <br /> violation of this Section 16 shall be subject to disciplinary action including, without <br /> limitation, suspension or termination. The employee shall receive notice of the proposed <br /> discipline and shall have the right to appeal through the Grievance Procedure contained <br /> in this MOU. <br /> SECTION 17. SAFETY <br /> Each employee covered by this MOU agrees to comply with all safety rules and regulations in <br /> effect and any subsequent rules and regulations that may be adopted. Employees further agree <br /> that they will report all accidents and safety hazards to the appropriate management official <br /> immediately. Any employee having knowledge of or who is a witness to an accident shall, if <br /> requested, give full and truthful testimony as to same. <br /> SECTION 18. LIMITED DUTY WORK <br /> 18.1 An injured employee who is receiving medical attention for an alleged industrial injury, <br /> and who is determined to be temporarily disabled, is required to return to the department <br /> after initial treatment with a medical report indicating that, if any, limited duty the <br /> employee can perform. If none, the report should so indicate. The department routinely <br /> requires periodic updating reports and these should also contain this information. <br /> 18.2 An employee on extended sick leave is likewise required to provide these periodic <br /> reports, which should also contain limited duty information. <br /> 18.3 For employees whose limited duty arrangement calls for less than the regular number of <br /> hours worked per payroll period,the hours actually worked will be shown as regular time <br /> on the time card and the remaining hours (the difference between hours actually worked <br /> and hours normally scheduled)charged to the appropriate leave. For persons expected to <br /> be on a less-than-normal schedule for more than thirty (30) days, the department will <br /> initiate a personnel action form adjusting accrual rates of such work scheduled-related <br /> 40 <br />