Teammate Handbook Cover

City of Morgan Hill Personnel Rules Effective Date: January 23, 2008

3.5 Management Rights: The City retains the following rights under these rules:

a. The City retains, solely and exclusively, all expressed and inherent rights and authority pursuant to law with respect to determining the level of, and manner in which, the City’s activities are conducted, managed, and administered. b. The City shall retain the right to establish and maintain Citywide Administrative Policies and Procedures which shall be adopted by the City Manager. Each Department Director may establish Department Policies and Procedures for the administration of his/her department which are consistent with Citywide policies, subject to the approval of the City Manager.

c. The City has the exclusive right and authority to assign and schedule work and/or overtime work as required in the manner most advantageous to the City.

d. Every incidental duty connected with operations enumerated in job descriptions is not always specifically described; nevertheless, it is intended that all such duties shall be performed by the employee as directed.

e. The City reserves the right to lay off personnel of the City at any time due to a lack of funds, lack of work or lack of need.

3.6 Equal Employment Opportunity and Discrimination: The City of Morgan Hill does not discriminate against qualified employees or applicants for employment on the basis of race, color, religion, gender, national origin, ancestry, citizenship, age, marital status, veteran status, physical or mental disability (as defined by the Americans with Disabilities Act and/or applicable state law), medical condition, sexual orientation, or any other basis protected by law. The City will afford equal employment opportunity to all qualified employees and applicants as to all terms and conditions of employment, including compensation, hiring, training, promotion, transfer, discipline, and termination. 3.7 Reasonable Accommodation: The City provides employment-related reasonable accommodations to qualified individuals with disabilities within the meaning of the California Fair Employment and Housing Act and the Americans with Disabilities Act. a. An employee who desires a reasonable accommodation in order to perform essential job functions should make such a request in writing to the Human Resources Director. The request must identify the job-related functions at issue; and the desired accommodation(s). b. Following receipt of the request, the Human Resources Director may require additional information, such as reasonable documentation of the existence of a disability.

5