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?.??.? ? . ?s.. _ . . <br />1.3 Management shall not attempt to erode the bargaining units or the rights of <br />bargaining unit employees. Except in emergency circumstances, work normally performed by <br />bargaining unit members shali first be offered to bargaining unit members. This Article shall also <br />apply to special duty or special assignments which result from requests by private individuals or <br />grvups for security or traffic-control. <br />ARTICLE 2 <br />NON-DISCRINIINATION <br />2.1. Both the City and the F.O.P. recognize their respective responsibilities under the <br />Federal and State Civil Rights Laws, Fair Employment Practices Acts, and other sunilar <br />constitutional and statutory requirements. Therefore, both the City and the F.O.P. hereby reaffirm <br />their commitments, legal and moral, not to discriminate in any manner relating to employment on <br />the basis of race, color, religion, nationa.l origin, disability, sex or age. Furthermore, the provisions <br />of the Agreement shall be applied equally to all employees in the bargauiing unit without <br />discrimination as to age, marital status, race, sex, religion, color, nationa.l origin or political <br />affiliation. The F.O.P. shall share equally with the City the responsibility for applying this <br />provision of the Agreement. <br />The male pronoun or adjective used herein refers to the female also unless otherwise <br />indicated. <br />2.2. The City agrees not to interfere with the rights of employees to become members of <br />the F.O.P., and there shall be no discrimination, interference, restraant or coercion by the City <br />representative(s) against any employee(s) because of F.O.P. membership or lack of F.O.P. <br />membership. <br />2.3. The F.O.P. recognizes its responsibilities as bargaining unit, members and <br />non-members, without discrimination, interference, restraint or coercion. <br />4