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4 <br /> TENTATIVE AGREEMENT BETWEEN CITY OF REDWOOD CITY <br /> SERVICE EMPLOYEES INTERNATIONAL UNION (SEIU) LOCAL 521 <br /> MOU CHANGES/ MOU CLEAN UP <br /> PREAMBLE <br /> This Memorandum of Understanding is entered into pursuant to the provisions of <br /> Sections 3500 et seq. of the Government Code of the State of California. <br /> The parties have met and conferred in good faith regarding wages, hours and other <br /> terms and conditions of employment for the workers in said representation unit, and <br /> have freely exchanged information, opinions and proposals and have reached <br /> agreement on all matters relating to the employment conditions and employer- <br /> employee relations of such workers. <br /> This Memorandum of Understanding shall be presented to the City Council of the City <br /> of Redwood City as the joint recommendation of the undersigned parties for salary and <br /> employee benefit adjustments for the period commencing February 1. 2011 and ending <br /> January 31, 2014. <br /> ARTICLE 3 - UNION SECURITY <br /> 3.10 Hold Harmless <br /> The Union aarees to indemnify, defend the Citv, and hold it harmless, from anv <br /> and all claims, demands, suits, or anv other action that arise from the provisions <br /> of this aareement. <br /> ARTICLE 8- PERSONNEL FILES AND PERFORMANCE RATINGS <br /> 8.2 Letters of Reprimand <br /> 8.2.1 The City shall furnish the worker copies of all letters of reprimand or warning <br /> prior to placement of such documents into the worker's personnel file. At such <br /> time, the Citv will furnish the Union with a aeneral notification that a personnel <br /> action oertainino to the worker has occurred. <br /> nhnll F.� n�nf 4r� fl�n I In'� .^ nr! TL�e L.I �man Qocr�umn�flir__'___ ' �he � <br /> worker shall have twenty (20) working days to respond to a letter of reprimand or <br /> warning, and any written response provided by the worker shall be attached to <br /> �.�d"'the letter of reprimand or war i g and placed in the personnel file. In the event a <br /> ' is not sent to the Union and the Human Resources <br /> n Director, such letter may not be used to support any subsequent disciplinary <br /> action. <br /> 8.2.2 Letters of reprimand may not be appealed through the grievance procedure. At <br /> the request of the worker, a letter of reprimand shall be removed from the <br /> worker's file if the worker has not been subject to subsequent disciplinary action <br /> — as defined in Article 13.1 — during the initial two-year period following the <br /> Page 5 of 30 <br /> (o� � ��lc.i <br />