AgdaPkt 2019-03-25 Joint SA PFA - Laserfiche WebLink

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6.K. - Page 13 of 190 SECTION 2 — EEO/AA 2.1 Discrimination It is the policy of the City of Redwood City to provide equal em to ment 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 genetic information, gender, gender identity, gender expression, sexual orientation, marital status religious creedpolitical preference, milita or veteran status union affiliations or any other basis protected by applicable federal, state and/or local laws. Complaints of discrimination based on a legal l - rotected classification shall not be subject to the grievance procedure in this Memorandum of Understanding (MOU). See the City's Policy on Harassment, Discrimination, and Retaliation, as periodically amended for the Ci 's internal Complaint Procedure. , natienal, sex, disability (unless that &ability ffevents the peFSen fF8FH fneeti,,., eFnpleymentt by the Uigien er by the City or by anyone eFnplayed by the Gity; and te the extent pFehibited by applieable state and fedeFal law, there shall be 2,2 Americans with Disabilities Act 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 disregarded_ in order for the City to avoid discrimination relative to _ hirings promotion, - granting permanency, transfer, layoff, reassignment, termination, rehire, rates of pay, job and duty classification, seniority, leaves, fringe benefitsd training ol2portunities, hours of work or other terms and privileges of e_ mployment. 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 workinq conditions. Sub"ect to the employee's written consent the Association will be notified of these proposed accommodations grior to implementation bvby the City, Any accommodation provided to an individual protected bv the ADA shall not establish a past practice. - Prior to disregarding any provision of this MOIL in order to undertake required accommodations for an individual protected by the Act the City will provide...the 256