RES 92094 - Laserfiche WebLink

authorize, sanction, or support any strike, slowdown, stoppage of work, curtailment of production, concerted refusal of overtime work, refusal to operate designated equipment (provided such equipment is safe and sound) to perform customary duties. Further · neither the Association nor any representative thereof shall engage in any job action for the purpose' of effecting changes in the directives or decisions of management of the City, nor to effect a change of personnel or operations of management or of employees not covered by the Memorandum of Understanding. 26..1.2 (1) The provisions of this Section shall not abridge any right to which an employee may be entitled under the City Ordinance and resolutions, nor shall it be administered in a manner which would abrogate any power which may be within the sole province and discretion of the City Council. (2) All grievance of employees in bargaining units represented by the Association shall be processed under this section. Section 27. Hedical Examination In the event the Department Head or the City Manager determines there is a necessity for a medical examination the employee shall submit to such medical eXamination any time during such employee's employment. Such examination shall be given by a physician selected by the City and the full cost of such medical examination shall be borne by the City as shall any additional medical examination required by the City. Medical examinations required under this section shall be scheduled to the extent possible during the employee's work day. Consistent with the above procedures an employee may be required to undergo a psychological examination or evaluation if the physician selected by the city determines such an examination or evaluation is necessary. The employee shall be notified of the reason(s) for the examination or evaluation. The examinating psychologist shall provide the city a narrative report describing his/her conclusions as to the employee's fitness for duty. The specific information gathered by the psychologist upon which his/her conclusions are based shall not be provided to the city. The psychologist's report shall be kept confidential according to the requirements of the state law. Section 28, Physical or Mental Disabi~it¥ If an employee has a physical or mental disability which permanently or chronically disables the employee from the proper performance of the duties of the employee's classification and if the City is unable to reasonably accommodate the employee, the employee shall be laid off and the employee's name placed on a reemployment list for a period of twelve months in accordance with Section 24.7 If during the twelve month period, the employee, - 31 -