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

Browse Search

6.13. - Page 38 of 366 TENTATIVE AGREEMENT BETWEEN REDWOOD CITY AND REDWOOD CITY MANAGEMENT EMPLOYEES ASSOCIATION RE: 2018 SUCCESSOR MOU 20.4.3 The City shall continue to provide an employee assistance program for the duration of this Agreement. This program will be provided for employees who have problems with drugs and/or alcohol, The City and the Association agree that every effort shall be made by the City and the Association to refer employees who have such problems to this counseling service for assistance. In the event that the employee refuses to participate in such counseling or in the event the drug and/or alcohol problem is not resolved through such counseling, the City reserves the right to take disciplinary action against the employee, up to and including dismissal. 20.4.4 The City may compel an employee who is unable to perform the duties of his or her position to submit to a medical examination on the City's time by a doctor selected by the City and paid at the City's expense. The City and the Association agree to exchange ideas and information regarding the establishment of a City Alcohol and Drug Abuse Policy during the term of this Agreement. ARTICLE 21 GRIEVANCE PROCEDURE 21,1 Definition 21.1.1 A grievance shall be defined as any dispute which involved the interpretation or application of any provision of this Memorandum of Understanding during its term, excluding all ordinances, resolutions, rules and regulations, the subject of which is not specifically covered by the provisions of this Memorandum. Such excluded ordinances, resolutions, rules and regulations shall not be subject to the Grievance Procedure. Performance evaluations and Letters of Reprimand shall not be subject to the grievance procedure. Complaints of harassment, discrimination, and retaliation based on protected class or activity shall be handled in accordance with City's policy against Workplace Harassment, Discrimination and Retaliation and shall not be subject to the grievance procedure. Complaints of harassment, discrimination, and retaliation for Association activity shall be grievable. 21.1.2 Unless otherwise specified, aA working day is any day that the City's offices are open for business. 21.2 Procedure 00059814-1 Grievances as defined in Article 21.1 above shall be processed only in the following manner: 21.2.1 Any employee who believes that he or she has a grievance may discuss the grievance with the top management official in the employee's department, or with such subordinate management official as the department head may designate, within twenty (20) working days of the event leading to the grievance or within twenty (20) working days of the date the employee knew or should have known about the event leading to the grievance, whichever is later. If the issue is not resolved within the department, the procedures hereinafter specified may be invoked. 21.2.2 The employee may then notify the Personnel Officer and the Association in writing within twenty (20) working days of the informal grievance discussion described in Section 21.2.1, that a grievance exists. The notification shall state the particulars of the grievance and the remedy which is desired. The Personnel Officer shall investigate the issues involved, meet with the grievant and attempt to reach a satisfactory resolution of the problem. No grievance may be processed under Article 21.2.4 below which has not first been filed and investigated pursuant to this Article 21.2.2. 33 57