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offer to re-employ the employee in a vacant position occurring within said classification during the twelve (12) month period. Should the employee refuse the offer of re- employment, or should the twelve (12) month period expire, the employee's name shall be removed from the re-employment list. Section 30. Outside Employment Employees who plan to participate in any gainful occupation other than the city service during off-duty time must secure written permission to do so from the Department Head. The City will issue a memo to remind employees that approval is necessary on an annual basis to facilitate compliance throughout the organization. The City retains the right to refuse permission to any employee for such outside employment whenever it appears to the City that such outside employment would materially interfere with the proper performance of the City's service for which the employee has been hired, or that such outside employment may place the employee in a position of conflict with the City. In the event of illness or injury incurred by members so employed or arising out of such employment, the City will in no way be responsible for compensation or any other benefits. Use of City equipment or City identification by signs, insignia, or dress is permitted only while working for the City. Section 31. Meal Pay Any employee required to work twelve (12) consecutive hours or beyond in a given work duty period without the opportunity for a dinner meal break shall be provided a meal allowance of seventeen dollars ($17.00), which shall be paid on the employee's regular pay check. Section 32. Modified Duty The City may return an employee to modified duty on a temporary basis provided that a physician's release to return to modified duty has been issued, the Department Head and/or division chief has determined that suitable modified duty exists, and that the employee can perform said work safely and not impede his/her convalescence. Modified duty shall be provided in accordance with the City of Pleasanton "Return to Work Opportunity Program". Section 33. Americans with Disabilities Act The City and the Union recognize that the City has an obligation under law to meet with individual employees who allege a need for reasonable accommodation in the workplace because of a disability. If by reason of the aforesaid requirement, the City contemplates actions to provide reasonable accommodation to an individual employee in compliance with the ADA which are in potential conflict with any provision of this Memorandum of -42-