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

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6.B. - Page 11 of 366 TENTATIVE AGREEMENT BETWEEN REDWOOD CITY AND REDWOOD CITY MANAGEMENT EMPLOYEES ASSOCIATION RE: 2018 SUCCESSOR MOU have equal length of service in a classification and the same standing on the eligibility list, the order of seniority shall be determined by employment test score. 6.4 Bumping Rights Any unit member laid off under the terms of this article may, if he or she so elects, be reassigned to a position in a lateral or lower related classification within the same department which is held by an employee having less service with the City. Such reassignment shall occur only in the event the employee is capable by virtue of prior training and experience to perform the work required. 6.5 Re-employment For those employees who do not exercise the election referred to in Article 6.4 above (Bumping Rights), and for all other laid off employees, the name of each employee who is laid off shall be placed at the head of the eligible list for the class of positions which he or she held, and such person shall be given preference in filling vacancies in that class for a period of two (2) years following layoff. ARTICLE 7 PERSONNEL FILES AND PERFORMANCE EVALUATIONS 7.1 Personnel Files An employee or his or her Association representative upon presentation of written authorization from the employee shall have access to the employee's personnel file on request, The City shall furnish the employee copies of all performance evaluation ratings and letters of reprimand or warning prior to placing them into the employees' personnel file, and copies of letters of reprimand or warning shall be sent to the Personnel Officer, At the employee's request, copies of performance evaluation ratings and letters of reprimand or warning shall be sent to the Association. Upon receipt of a letter of reprimand or warning which the employee feels is factually incorrect, he or she may so advise, in writing, the department head and the Association, but letters of reprimand or warning may not be appealed through the grievance procedure as set forth in Article 21 herein. The employee may be required to acknowledge the receipt of any document entered into his or her personnel file without prejudice to subsequent arguments concerning the contents of such documents. At the request of the employee, letters of reprimand shall be removed within two (2) years from an employee's personnel file provided that no further infraction of any City rule or regulation has been documented in the employee's personnel file within such period of time, 7.2 Frequency of Evaluation All regular unit members holding regular status shall be evaluated annually. Probationary unit members shall be evaluated within ten (10) business days of the end of the sixth 6th month, and within ten (10) business days of the end of the probationary period. Upon certification to regular status, unit members shall be evaluated annually from the date of the six (6) month probationary period evaluation, 7.3 Annual Evaluation Employees shall receive an overall annual performance rating of "satisfactory", "exceeds standards," "outstanding" or "unsatisfactory." Once the employee's performance evaluation has been completed, it shall be presented to the employee for review and signature. An employee who receives an "unsatisfactory" 00059814-1 30