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1 <br />ARTICLE 1 <br /> <br />RECOGNITION <br /> <br />1.1 Association Recognition <br /> <br />Pursuant to the Employer-Employee Resolution of the City adopted August 7, 1982, the <br />Chief Officers’ Association ("the Association") has been recognized as the Majority <br />Representative, for the regular full-time and regular part-time employees assigned to the <br />following classes: <br /> <br />Fire Marshal <br />Battalion Chief <br />Deputy Fire Chief <br /> <br />This unit of employees shall for the purpose of identification be titled the Chief Officers’ <br />Association (COA) Unit. <br /> <br />1.2 Employer Recognition <br /> <br />The City Manager is the representative of the City of Redwood City ("the City") in employer- <br />employee relations pursuant to the Employer-Employee Relations Resolution of the City <br />adopted August 7, 1972. <br /> <br /> <br />ARTICLE 2 <br /> <br />2.1 No Discrimination <br /> <br />It is the policy of the City of Redwood City to provide equal employment opportunity to all <br />employees and applicants for employment. All employment practices, such as recruitment, <br />selection, promotions, and other terms and conditions of employment are administered in a <br />manner designed to ensure that employees and applicants for employment or services are <br />not subjected to discrimination on the basis of age (over 40), race, color, sex, national <br />origin, ancestry, medical condition, physical or mental disability genetic information, gender, <br />gender identity, gender expression, sexual orientation, marital status, religious creed, <br />political preference, military or veteran status, union affiliations, or any other basis protected <br />by applicable federal, state and/or local laws. <br /> <br />2.2 Americans With Disabilities Act (ADA) <br /> <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 Memorandum of Understanding may be <br />disregarded in order for the City to avoid discrimination relative to hiring, promotion, granting <br />permanency, transfer, layoff, reassignment, termination, rehire, rates of pay, job and duty <br />classification, seniority, leaves, fringe benefits, training opportunities, hours of work or other <br />terms and privileges of employment. <br /> <br />The Association recognizes that the City has the legal obligation to meet with the individual <br />employee to be accommodated before any adjustment is made in working conditions. <br />6.3.B. - Page 82