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6.13. - Page 14 of 366 <br />TENTATIVE AGREEMENT BETWEEN REDWOOD CITY AND <br />REDWOOD CITY MANAGEMENT EMPLOYEES ASSOCIATION <br />RE: 2018 SUCCESSOR MOU <br />written offer of employment within five (5) business days after the mailing of notice; if a subsequent report of <br />a character investigation is unsatisfactory; or if he or she has been rejected for appointment three (3) times, <br />by a department head. <br />Each employee on an eligibility list shall have the right to waive two (2) successive offers of employment <br />without affecting his or her standing on the eligibility list. However, after the third offer of employment has <br />been waived, the employee's name shall be removed from the eligibility list. <br />11.3 Promotional Appointment <br />Promotional Appointments shall be made from the first three (3) candidates on the eligibility list who are <br />ready and willing to accept the position offered. <br />11.4 Probationary Period for Promotional Appointments <br />The probationary period for promotional appointments shall be one (1) year. Upon written recommendation <br />of a probationary employee's department head and the approval of the Personnel Officer, a probationary <br />period may be lengthened by an amount of time corresponding to an employee's leave of absence during <br />the probationary period. <br />ARTICLE 12 <br />RECLASSIFICATION <br />12.1 Definition <br />"Reclassification" is defined as assignment to a more appropriate class, whether newly or previously titled, <br />due to gradual accretion of, or substantial change in an employee's duties, responsibilities, authority or <br />character of work. <br />12.2 The City reserves the right to determine and change job classifications and descriptions, <br />12.3 The parties agree that the City retains its right to create new positions, and that this article shall not apply to <br />newly created positions, <br />ARTICLE 13 <br />DISCIPLINE <br />13.1 The City may discharge, suspend, demote, and/or reduce the pay of any employee who has completed the <br />probationary period for cause, including but not limited to the following, any violation of the City's Personnel <br />Rules and Regulations or Administrative Policies, or any other cause deemed proper by the City Manager: <br />13.1.1 Dishonesty; <br />13.1.2 Insubordination; <br />13.1.3 Intoxication or being under the influence of a controlled substance while on duty; <br />13.1.4 Incompetence or inefficiency; <br />13.1.5 Willful negligence or willful damage to public property or waste of public supplies or equipment; <br />00059814-1 <br />33 <br />