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hereto or to establish any new terms or conditions of employment. <br /> <br />26.6 No grievance involving demotion, reduction in pay, suspension, <br /> dismissal of an employee will be entertained unless it is filed in <br /> writing with the Personnel Director within seven (7) working days <br /> of the time at which the affected employee was notified of such <br /> action. <br /> <br />26.7 If the Personnel Director in pursuance of the procedures outlined <br /> in subsection 26.2(3) above, resolves any grievance which involves <br /> suspension or discharge, the Personnel Director may agree to <br /> payment for lost time or to reinstatement with or without payment <br /> for lost time. <br /> <br />26.8 All complaints involving or concerning the payment of compensation <br /> shall be initially filed in writing with the Personnel Director. <br /> Only complaints which allege that employees are not being <br /> compensated in accordance with the provision of this Memorandum of <br /> Understanding shall be considered as grievances. No adjustment <br /> shall be retroactive for more than thirty (30) days from the date <br /> upon which the complaint was filed. Any other matters of <br /> compensation are to be resolved in the meeting and conferring <br /> process and if not detailed in the Memorandum of Understanding <br /> which results from such meeting and conferring process shall be <br /> deemed withdrawn until the meeting and conferring process is next <br /> opened for such discussion. <br /> <br />26.9 No changes in this Memorandum of Understanding or interpretations <br /> thereof (except interpretations resulting from arbitration <br /> proceedings hereunder) will be recognized unless agreed toby the <br /> City Manager and the Association. <br /> <br />26.10 The Association, its members and representatives, agree that it and <br /> they will not engage in, authorize, sanction, or support any strike <br /> against the City of Pleasanton. The Association, its members and <br /> representatives, further agree that it and they will not engage in, <br /> authorize, sanction, or support any strike, slowdown, stoppage of <br /> work, curtailment of production, concerted refusal of overtime <br /> work, refusal to operate designated equipment (provided such <br /> equipment is safe and sound) to perform customary duties. Further <br /> neither the Association nor any representative thereof shall engage <br /> in any job action for the purpose of effecting changes in the <br /> directives or decisions of management of the City, nor to effect a <br /> change of personnel or operations of management or of employees not <br /> covered by the Memorandum of Understanding. <br /> <br />26.11 (1) The provisions of this Section shall not abridge any right to <br /> which an employee may be entitled under the City Ordinance and <br /> resolutions, nor shall it be administered in a manner which <br /> would abrogate any power which may be within the sole province <br /> and discretion of the City Council. <br /> <br /> (2) All grievance of employees in bargaining units representedby <br /> the Association shall be processed under this section. <br /> <br /> - 31 - <br /> <br /> <br />