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<br />22 <br /> <br />When an employee has been injured in the line of duty and receives compensation in accordance <br />with the provisions of any Workers' Compensation Act of the State of California, the Human <br />Resources Director shall have submitted to him or her reports on the forms and in the manner <br />prescribed. <br /> <br />Section 28. Modified Duty <br /> <br />When an employee cannot perform the full range of duties of the classification as a result of an <br />industrial injury as defined by the Workers' Compensation Act, such employee may be assigned <br />modified duty if reasonable accommodation can be made. Modified duty may be assigned after <br />medical release by a City designated physician, which indicates the employee's work restrictions. <br /> <br />Section 29. Outside Work <br /> <br />No employee represented by the San Leandro Police Officers' Association shall engage in <br />gainful occupation outside a City position which is incompatible with City employment, or <br />which is of such nature that it would tend to embarrass, be a conflict of interest, or discredit the <br />Police Department or the City in general. The nature of the employment or the amount of time <br />than an employee can spend at a second job cannot be such that it will hinder or prevent effective <br />performance of City duties. Any employee who wishes to engage in or accept such employment <br />may do so only after a written request has been submitted through channels to and approved by <br />the Police Chief. <br /> <br />Section 30. Miscellaneous <br /> <br />The Tuition Reimbursement Program is incorporated here by reference. The maximum tuition <br />reimbursement benefit under the program is one thousand ($1,000.00) dollars per employee. The <br />reimbursement is limited to class registration, parking-related costs and course materials. <br /> <br />Section 31. Discipline <br /> <br />31.1 Discipline: The City may discharge, suspend, demote or reduce the pay of any employee, <br />who has completed the specified probationary period, for cause including but not limited <br />to dishonesty, insubordination, drunkenness, incompetence, willful negligence, failure to <br />perform work as required or failure to comply with the City's reasonable rules regarding <br />safety, conduct and operations, or any conduct related to employment which impairs, <br />disrupts, or causes discredit to the employee's employment or to the City. In the event an <br />employee feels the discharge or suspension is not for cause, the Association shall have <br />the right to appeal the case in accordance with the provision of this section. <br /> <br /> Probationary employees may be discharged for any reason, which, in the sole opinion of <br />the City, is just and sufficient and such discharge shall not be subject to any appeal. <br /> <br />31.2 Presumption of Delivery: Any written notice shall be conclusively presumed delivered to <br />the employee on the date the written notice is personally served on the employee. In the <br />event that any notice is sent to an employee by certified mail, return receipt requested, the <br />notice shall be conclusively presumed delivered to the employee on the date the receipt <br />was signed. In the event the certified mail is refused, or in the event the employee is <br />absent without leave and no person at the address to which the certified mail is sent signs