AgdaPkt 2018-11-05 Joint SA PFA - Laserfiche WebLink

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6.B. - Page 156 of 366 SECTION 1 - RECOGNITION 1.1 Union Recognition Redwood City Police Officers Association RCPOA , hereinafter referred to as "the Association," has been recognized as the Majority Representative, pursuant to the Employer -Employee Resolution of the City initially adopted August 7, 1972, and periodically revised subject to the provisions of Government Code section 3507, for the regular full-time employees assigned to the classes set forth in Section 7 of this MOU. This unit of employees shall for the purposes of identification be titled the Police Unit. 1.2 Employer Recognition The City Manager is the representative of the City of Redwood City, hereinafter referred to as "the City," in employer-employee relations pursuant to the Employer -Employee Resolution of the City adopted August 7, 1972. SECTION 2 - EEO/ADA 2.1 No Discrimination It is the policy of the City of Redwood City to provide equal employment opportunity to all employees and applicants for employment. All employment practices, such as recruitment, selection, promotions, and other terms and conditions of employment are administered in a manner designed to ensure that employees and applicants for employment or services are not subjected to discrimination on the basis of age (over 40), race, color, sex, national origin, medical condition, disability (axeeYt where u disability iu- a boa fide eeeupatienal disqualifieatie+i), sexual orientation, marital status, religious or political preference.,--oir union affiliations or any other basis protected by applicable federal, state and local laws.__ Complaints of discrimination based on a legally - protected classification shall not be subject to the grievance procedure in this MOU. See the City's Policy on Harassment Discrimination and Retaliation for the City's internal Complaint Procedure. 2.2 Americans With Disabilities Act (ADA) Because the ADA requires accommodations for individuals protected under the Act, and because these accommodations must be determined on an individual, case-by-case basis, the parties agree that the provisions of this MOU may be disregarded in order for the City to avoid discrimination relative to hiring, promotion, granting permanency, transfer, layoff, reassignment, termination, rehire, rates of pay, job and duty classification, seniority, leaves, fringe benefits, training opportunities, hours of work or other terms and conditions of employment. 175