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Understanding or written agreement or addenda supplementary hereto or to establish any new terms or conditions of employment. 27.6 No grievance involving demotion, reduction in pay, suspension, dismissal of an employee will be entertained unless it is filed in writing with the Deputy City Manager/Director of Human Resources within seven (7) working days of the time at which the affected employee was notified of such action. 27.7 If the Deputy City Manager/Director of Human Resources in pursuance of the procedures outlined in subsection 27.2(3) above, resolves any grievance which involves suspension or discharge, the Deputy City Manager/Director of Human Resources may agree to payment for lost time or to reinstatement with or without payment for lost time. 27.8 All complaints involving or concerning the payment of compensation shall be initially filed in writing with the Deputy City Manager/Director of Human Resources. Only complaints which allege that employees are not being compensated in accordance with the provision of this Memorandum of Understanding shall be considered as grievances. No adjustment shall be retroactive for more than thirty (30) days from the date upon which the complaint was filed. Any other matters of compensation are to be resolved in the meeting and conferring process and if not detailed in the Memorandum of Understanding which results frorn such meeting and conferring process shall be deemed withdrawn until the meeting and conferring process is next opened for such discussion. 27.9 No changes in this Memorandum of Understanding or interpretations thereof (except interpretations resulting from arbitration proceedings hereunder), will be recognized unless agreed to by the City Manager and the Association. 27.10 The Association, its members, and representatives, agree that it and they will not engage in, authorize, sanction, or support any strike against the City of Pleasanton. The Association, its members, and representatives, further agree that it and they will not engage in, 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. 27.11 (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. -36 -