Laserfiche WebLink
<br />39 <br /> <br />at the top of the salary range for the lower rank classification effective the first date <br />of the reassignment. <br /> <br />13.1.4 An employee who elects to be reassigned to a lower rank position will not serve a <br />probationary period in the lower rank position upon reassignment and will retain <br />regular employment status with the City of Redwood City. <br /> <br />13.2 Order of Reassignment to the Classification of Sergeant <br /> <br />An employee who is reassigned to a lower rank position due to a reduction in force shall <br />be placed, for a period of three (3) years from the date of the employee's reduction in rank, <br />on a promotion list for the position previously held. In promoting for a vacant position, <br />such a promotion list shall take precedence over all other employment lists and the last <br />employee reduced in rank shall be the first employee promoted until the list is exhausted. <br />This applies only to Police Sergeants who were promoted to the rank of Police Sergeant <br />directly from the Redwood City POA, and Police Lieutenants promoted to the rank of <br />Police Lieutenant directly from the rank of Police Sergeant with the City of Redwood City. <br />Refusal by an employee on the rehire list to accept or report to a rehire assignment made <br />by the City shall result in the employee’s immediate removal from the rehire list. <br /> <br />13.3 Break in Service <br /> <br />Service with the City shall be terminated by discharge, resignation, refusal by an employee <br />to accept a reassignment to a related classification as stated in RCPSA MOU Section 13.1 <br />of this MOU. <br /> <br />SECTION 14. PERSONNEL FILES <br /> <br />An employee or the employee’s representative, on presentation of written authorization from the <br />employee, shall have access to the employee's personnel file on request. The City shall furnish the <br />employee copies of any and all documents (except items of purely administrative and routine <br />nature) prior to placement of such documents into the employee's personnel file. The Employee <br />may be required to acknowledge the receipt of any document entered into his personnel file without <br />prejudice to subsequent arguments concerning the contents of such documents. The employee will <br />have thirty (30) days to provide a written response to such documents and the response to such <br />documents shall be included in the file. <br /> <br />SECTION 15 - PRE-DISCIPLINARY PROCEDURES <br /> <br />15.1. Pre-Disciplinary Notice and Hearing <br /> <br />15.1.1 Response To Adverse Comments <br /> <br />A public safety officer employee will have thirty (30) days within which to file a <br />written response to any adverse comment entered into their personnel file, <br />including an adverse comment on a performance evaluation in accordance with <br />Section 16 of this MOU, which does not constitute a punitive action as described <br />above. The written response will be attached to the adverse comment. <br /> <br />15.1.2. Pre-Disciplinary Procedure For Suspension, Demotion, Reduction In Pay, Or <br />Discharge <br />6.H. - Page 47 of 72 <br />389