2004-136 Resolution - Laserfiche WebLink

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Return to Work Form. An employee injured on the job. shall provide a City furnished Return to Work Form, prior to retuming to work. In lieu of a City furnished Return to Work Form, an employee may provide any similar form, or attending physician's written statement, which specifies either the ability to return to work "without limitations" or" limitations" exist from date to date. Section 3. Once a disabled employee has exhausted his sick leave benefits, the City will continue to pay its portion of his paid hospitalization for 90 days. Section 4. An employee who has received workers' compensatian temporary total benefits may use these benefits to buy back a portion of the paid sick leave time he has expended while on disabi(ity leave. ARTlCLE 29 - NO STRIKES Section 1. Neither the Union . nor any employee or employees will either instigate, promote, sponsor, engage, or participate in, or condone any strike or work slow down. Any employee who participates in, advances, leads or promotes a strike or wark slow down shall be subject to disciplinary action up to and including discharge. Section 2. In the event that any breach of the No-Strike or Work Slow Down clause in Section 1 above occurs, the Union's officers shall publicly declare that the strike or work slow down is unauthorized, shall promptly make reasonable, earnest efforts to bring about a prompt termination of the strike or work slow down, and shall continue such efforts until the smployees return to work. Section 3. This Article shall not be applicable in the event the City and the Union are unable to reach an agreement on hospitalization in the second and third years of the contract. ARTICLE 30 - MANAGEMENT RIGHTS Section 1. Except as specifically abridged by the express written terms of this agreement, the employer shall have all rights and preragatives, including, but not limited to the following: 1. Determine all matters of inherent managerial policy which, include, but are not (imited to, areas of discretion or policy such as function and programs of the employer, standards or service, its overall budget, utilization of technology, and organizational structure. 2. Employer has the right to direct, supervise, schedule, and evaluate, the right to determine fihe number of employees, the right to hire, assign, transfer, promote and to discipline, demote, or discharge, with just cause, the right to establish and enforce reasonable rules and. policies, the right to lay off because of lack of work or economic necessity, and the right to introduce new or improved methods, equipment or facilities. 3. Employer has the right to determine the overall methods, process, means and or personnel by which governmental operations are to be conducted. 32