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Section 30. Outside Employment <br /> Employees who plan to participate in any gainful occupation other than the city <br /> service during off-duty time must secure written permission to do so from the <br /> Department Head. The City will issue a memo to remind employees that approval <br /> is necessary on an annual basis to facilitate compliance throughout the <br /> organization. The City retains the right to refuse permission to any employee for <br /> such outside employment whenever it appears to the City that such outside <br /> employment would materially interfere with the proper performance of the City's <br /> service for which the employee has been hired, or that such outside employment <br /> may place the employee in a position of conflict with the City. <br /> In the event of illness or injury incurred by members so employed or arising out <br /> of such employment, the City will in no way be responsible for compensation or <br /> any other benefits. <br /> Use of City equipment or City identification by signs, insignia, or dress is <br /> permitted only while working for the City. <br /> Section 31. Meal Pay <br /> Any employee required to work twelve (12) consecutive hours or beyond in a <br /> given work duty period without the opportunity for a dinner meal break shall be <br /> provided a meal allowance of seventeen dollars ($17.00), which shall be paid on <br /> the employee's regular pay check. <br /> Section 32. Modified Duty <br /> The City may return an employee to modified duty on a temporary basis provided <br /> that a physician's release to return to modified duty has been issued, the <br /> Department Head and/or division chief has determined that suitable modified duty <br /> exists, and that the employee can perform said work safely and not impede his/her <br /> convalescence. Modified duty shall be provided in accordance with the City of <br /> Pleasanton "Return to Work Opportunity Program". <br /> Section 33. Americans with Disabilities Act <br /> The City and the Union recognize that the City has an obligation under law to <br /> meet with individual employees who allege a need for reasonable accommodation <br /> in the workplace because of a disability. If by reason of the aforesaid <br /> requirement, the City contemplates actions to provide reasonable accommodation <br /> to an individual employee in compliance with the ADA which are in potential <br /> conflict with any provision of this Memorandum of Understanding, the Union will <br /> -40 - <br />