Laserfiche WebLink
TENTATIVE AGREEMENT BETWEEN ATTACHMFNT 9 <br /> REDWOOD CITY AND 7.1.A. - Page 34 <br /> REDWOOD CITY MANAGEMENT EMPLOYEES' ASSOCIATION <br /> RE: MOU CHANGES <br /> 18.10 Court Appearance Leave <br /> Leave for court appearance due to a summons to testify as a witness in a matter regarding an event or <br /> transaction which he or she perceived or investigated in the course of his or her City job duties -shall be <br /> granted by the City for court appearance on behalf of the City with no loss of salary. <br /> An employee is not entitled to Court Appearance Leave for time an employee spends: <br /> • Testifying on his or her own behalf; <br /> • In preparation for the trial, including answering the government's interrogatories, and observing the <br /> conduct of the trial, if an employee is a party in a suit against the City(i.e., plaintiff); <br /> • If summoned for a criminal or traffic violation in connection with his or her appearance in court as a <br /> defendant; <br /> • If the employee brings or responds to a suit, or is summoned to provide testimony in a nonofficial <br /> capacity, in a proceeding to which the City is not party; or <br /> • In court if appearing voluntarily, <br /> Article 21: Grievance Procedure <br /> 21.1 Definition <br /> 21.1.1 A grievance shall be defined as any dispute which involved the interpretation or application of any <br /> provision of this Memorandum of Understanding during its term, excluding all ordinances, <br /> resolutions, rules and regulations, the subject of which is not specifically covered by the provisions <br /> of this Memorandum. Such excluded ordinances, resolutions, rules and regulations shall not be <br /> subject to the Grievance Procedure. Performance evaluations and Letters of Reprimand shall not <br /> be subject to the grievance procedure. Complaints of harassment, discrimination, and retaliation <br /> based on protected class or activity shall be handled in accordance with City's policy against <br /> Workplace Harassment, Discrimination and Retaliation and shall not be subject to the grievance <br /> procedure. Complaints of harassment, discrimination, and retaliation for Association activity shall <br /> be grievable. <br /> 21.2 Procedure <br /> Grievances as defined in Article 21.1 above shall be processed only in the following manner: <br /> 21.2.1 Any employee who believes that he/she has a grievance may discuss the grievance with the top <br /> management official in the employee's department, or with such subordinate management official <br /> as the department head may designate, within twenty(20) working days of the event leading to the <br /> grievance or within twenty (20) working days of the date the employee knew or should have known <br /> about the event leading to the grievance, whichever is later. If the issue is not resolved within the <br /> department,the procedures hereinafter specified may be invoked. <br /> 21.2.2 The employee may then notify the Human Resources DirectorPersonnel Officer and the <br /> Association in writing, within five twenty (520) working days of the informal grievance discussion <br /> described in Section 21,2.1, that a grievance exists. The notification shall state the particulars of <br /> the grievance and the remedy which is desired. The Human Resources DirectorPersonnel Officer <br /> shall investigate the issues involved, meet with the grievant and attempt to reach a satisfactory <br /> resolution of the problem. No grievance may be processed under Article 21.2.4 below which has <br /> Page 8 of 8 <br />