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22.7 <br /> <br />22.8 <br /> <br />22.9 <br /> <br />22.10 <br /> <br />22.11 <br /> <br />If the Personnel Director in pursuance of the procedures <br />outlined in subsection 22.2(3) above, resolves the <br />grievance which involves suspension or discharge, he/she <br />may agree to payment for lost time or to reinstatement <br />with or without payment for lost time. <br /> <br />Ail complaints involving or concerning the payment of <br />compensation shall be initially filed in writing with <br />the Personnel Director. Only complaints which allege <br />that employees are not being compensated in accordance <br />with the provision of this Memorandum of Understanding <br />shall be considered as grievances. No adjustment shall <br />be retroactive for more than thirty (30) days from the <br />date upon which the complaint was filed. Any other <br />matters of compensation are to be resolved in the <br />meeting and conferring process and if not detailed in <br />the Memorandum of Understanding which results from such <br />meeting and conferring process shall be deemed withdrawn <br />until the meeting and conferring process is next opened <br />for such discussion. <br /> <br />No changes in this Memorandum of Understanding or <br />interpretations thereof (except interpretations <br />resulting from Review Board or arbitration proceedings <br />hereunder) will be recognized unless agreed to by the <br />City Manager and the Association. <br /> <br />The Associations its members and representatives, agree <br />that it and they will not engage in, authorize, <br />sanction, or support any strike against the city of <br />Pleasanton. The Association, its members and <br />representatives, further 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 <br />operate designated equipment (provided such equipment is <br />safe and sound) to perform customary duties; and neither <br />the Association nor any representative therefore shall <br />engage in job action for the purpose of effecting <br />changes in the directives or decision of management of <br />the City, nor to effect a change of personnel or <br />operations of management or of employees not covered by <br />the Memorandum of Understanding. <br /> <br />The provisions of this Section shall not abridge <br />any right to which an employee may be entitled <br />under the City Ordinance and resolutions, nor shall <br />it be administered in a manner which would abrogate <br />any power which may be within the sole province and <br />discretion of the City Council. <br /> <br />(2) <br /> <br />Ail grievance of employees in representations units <br />represented by the Association shall be processed <br />under this section. <br /> <br />Memorandum of Understanding <br />Page 25 <br /> <br /> <br />