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

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6.B. - Page 8 of 366 TENTATIVE AGREEMENT BETWEEN REDWOOD CITY AND REDWOOD CITY MANAGEMENT EMPLOYEES ASSOCIATION RE: 2018 SUCCESSOR MOU Revenue Services Manager Senior Accountant Senior Building Inspector Senior Civil Engineer Senior Information Technology Analyst Senior Planner Senior Transportation Coordinator Supervising Civil Engineer Supervising Information Technology Analyst Utilities Field Supervisor tAfohT This unit of employees shall for the purpose of identification be titled the Management Unit. 1.2 Employer Recognition The City Manager is the representative of the City of Redwood City ("the City") in employer-employee relations pursuant to the Employer -Employee Relations Resolution of the City adopted August 7, 1972, ARTICLE 2 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, ancestry, medical condition, physical or mental disability, gender, gender identity, gender expression, sexual orientation, marital status, religious or political preference, military or veteran status, union affiliations, or any other basis protected by applicable federal, state and local laws. Except for claims pertaining to associational activity, complaints of discrimination harassment and/or retaliation based on a legally -protected classification shall not be sub'ect to the grievance Procedure in this MOU. See the City's Policy Against 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 Memorandum of Understanding 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. The Association recognizes that the City has the legal obligation to meet with the individual employee to be accommodated before any adjustment is made in working conditions. Subject to the employee's written consent, the Association will be notified of these proposed accommodations prior to implementation by the City. 00059814-1 27