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24 SLPOA MOU January 1, 2023 – June 30, 2028 basis. The Trust shall be and remain separate and apart from any City health insurance funding program. No City contributions shall be made to the Trust. Effective February 1, 2020, employees covered by the MOU shall contribute to the plan $300 per month, which will be deducted pre-tax from the employees’ salary and remitted monthly to the Trust, accompanied by a list of the contributing employees. There shall be no employee election to take the amount in cash. Participation in the Trust shall be the complete and sole responsibility of the Association. The Association shall be responsible for payment of all costs and fees associated with the set-up and administration of the Trust. The City shall not have any involvement in the Trust’s design, its administration or in the benefits paid. The Association shall indemnify, defend, and hold harmless the City, its officers, elected officials, and employees from and against any and all liability, loss, claims, expenses, and costs arising out of or in connection with the Trust, Trustees, or Trust administrator’s failure to comply with any of its obligations and fiduciary responsibility. If any of the provisions of the Trust documents or contract between the Association and the Trust program are inconsistent with the term of the MOU, the terms of the MOU will prevail. 30.7 Work Schedules: The parties agree to reopen negotiations on the narrow and specific issue of employee work schedules once patrol staffing is restored to at least 41 employees. Any unresolved issues shall be subject to the Charter impasse procedures, and Yuval Miller shall retain jurisdiction over such disputes. The parties shall maintain the emergency staffing schedule pursuant to all terms of the side letter agreement between the Association and the City until such time as a new schedule is established. Section 31. Discipline 31.1 Discipline: The City may discharge, suspend, demote or reduce the pay of any employee, who has completed the specified probationary period, for cause including but not limited to dishonesty, insubordination, drunkenness, incompetence, willful negligence, failure to perform work as required or failure to comply with the City's reasonable rules regarding safety, conduct and operations, or any conduct related to employment which impairs, disrupts, or causes discredit to the employee's employment or to the City. In the event an employee feels the discharge or suspension is not for cause, the Association shall have the right to appeal the case in accordance with the provision of this section. Probationary employees may be discharged for any reason, which, in the sole opinion of the City, is just and sufficient and such discharge shall not be subject to any appeal. 31.2 Presumption of Delivery: Any written notice shall be conclusively presumed delivered to the employee on the date the written notice is personally served on the employee. In the event that any notice is sent to an employee by Certified Mail, Return Receipt requested, the notice shall be conclusively presumed delivered to the employee on the date the receipt was signed. In the event the Certified Mail is refused, or in the event the employee is absent without leave and no person at the address to which the Certified Mail is sent signs for such Certified Mail, then it shall be presumed that the notice was delivered as of the date the postal service returns the Certified Mail to the return address. 31.3 Departmental Action Prior to Imposition of Discipline: Except in cases of emergency, at least five (5) calendar days prior to the effective date of any disciplinary action against