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the date upon which the grievance was filed. Only <br />grievances which allege that employees are not being <br />compensated in accordance with the provisions of this <br />Memorandum of Understanding shall be considered as <br />grievances. Any other matters of compensation are to <br />be resolved in the meeting and conferring process and <br />if not detailed in the Memorandum of Understanding <br />which results from such meeting and conferring process <br />shall be deemed withdrawn until the meeting and <br />conferring process is next opened for such discussion. <br />(4) No changes in the Memorandum of Understanding or <br />interpretations thereof ( except interpretation <br />resulting from arbitration proceedings hereunder) will <br />be recognized unless agreed to by the City Manager and <br />the Employee Association. <br />(5) The Employee Association, its members and <br />representatives agree that it and they will not <br />engage in, authorize, sanction, or support any strike, <br />slowdown, stoppage of work, curtailment of production, <br />concerted refusal of overtime work, refusal to operate <br />designated equipment (provided such equipment is safe) <br />or to perform customary duties; and neither the <br />Employee Association nor any representatives thereof <br />shall engage in job action for the purpose of effecting <br />changes in the directives or decisions of management of <br />the City, nor to effect a change of personnel or <br />operations of management or of employees not covered <br />by this Memorandum of Understanding. <br />Section 27. City Rules <br />The rules, regulations, resolutions and ordinances adopted <br />by the City of San Leandro and the Personnel Relations <br />Board apply to all employees in this unit except as <br />specifically amended as a result of recommendations set <br />forth in this Memorandum of Understanding. <br />Section 28 Modified Duty <br />When an employee cannot perform the full range of duties of <br />the classification as a result of an illness or injury, <br />such employee may be assigned modified duty if reasonable <br />accommodation can be made. Modified duty may be assigned <br />after medical release by a City -designated physician, <br />which indicates the employee's work restrictions. <br />Section 29. Health and Welfare <br />29.1 The IRS 125 plan implemented on March 1, 1996 shall <br />continue. The plan shall provide the following: <br />a. Pretax premium conversion of employee contribution <br />26 <br />