AgdaPkt 2006-09-25 - Laserfiche WebLink

Browse Search

6.1C Page 8 SECTION 1 ~ RECOGNITION 1.1 Union Recof!nition Redwood City Police Sergeants Association, hereinafter referred to as "the Association," has been recognized as the Majority Representative, pursuant to the Employer-Employee Resolution of the City adopted August 7, 1972, for the regular full-time employees assigned to the classes set forth in Section 7 of this MOD. This unit of employees shall for the purposes of identification be titled the Sergeants Unit. 1.2 Emplover ReCofZoition The City Manager is the representative of the City of Redwood City, hereinafter referred to as "the City," in employer-employee relations pursuant to the Employer-Employee Resolution of the City adopted August 7, 1972. SECTION 2 - EEOJADA 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, medical condition, disability (except where a disability is a bona fide occupational disqualification), sexual orientation, marital status, religious or political preference or union affiliations. 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 MOU 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. The Association will be notified of these proposed accommodations prior to implementation by the City. Any accommodation provided to an individual protected by the ADA shall not establish a past practice in the grievance/arbitration procedure. 2