CITY COUNCIL MEETING AGENDA PACKET

-41 - examinations required under this section shall be scheduled to the extent possible during the employee's work day. Consistent with the above procedures an employee may be required to undergo a psychological examination or evaluation if the physician selected by the City determines such an examination or evaluation is necessary. The employee shall be notified of the reason(s) for the examination or evaluation. The examining psychologist shall provide the City a narrative report describing their conclusions as to the employee's fitness for duty. The specific information gathered by the psychologist upon which their conclusions are based shall not be provided to the City. The psychologist's report shall be kept confidential according to the requirements of the state law. Section 29. Physical or Mental Disability If an employee has a physical or mental disability which permanently or chronically disables the employee from the proper performance of the duties of the employee's classification and if the City is unable to reasonably accommodate the employee, the employee shall be laid off and the employee's name placed on a re-employment list for a period of twelve months in accordance with Section 25.7 If during the twelve (12) month period, the employee, based upon competent medical evidence, is able to resume the proper performance of the duties of the employee's former classification, the City shall offer to re-employ the employee in a vacant position occurring within said classification during the twelve (12) month period. Should the employee refuse the offer of re- employment, or should the twelve (12) month period expire, the employee's name shall be removed from the re-employment list. Section 30. Outside Employment Employees who plan to participate in any gainful occupation other than the city service during off-duty time must secure written permission to do so from the Department Head. The City will issue a memo to remind employees that approval is necessary on an annual basis to facilitate compliance throughout the organization. The City retains the right to refuse permission to any employee for such outside employment whenever it appears to the City that such outside employment would materially interfere with the proper performance of the City's service for which the employee has been hired, or that such outside employment may place the employee in a position of conflict with the City. In the event of illness or injury incurred by members so employed or arising out of such employment, the City will in no way be responsible for compensation or any other benefits. Use of City equipment or City identification by signs, insignia, or dress is permitted only while working for the City. Page 208 of 373