ARTICLE II – EMPLOYMENT CONDITIONS
MEMORANDUM OF UNDERSTANDING, FY 2022 - 2024
CITY AND COUNTY OF SAN FRANCISCO AND
IFPTE, LOCAL 21
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ARTICLE II: EMPLOYMENT CONDITIONS
II.A. NON-DISCRIMINATION
92. The City and the Union agree that discriminating against or harassing employees,
applicants, or persons providing services to the City by contract because of their actual
or perceived race, color, creed, religion, sex/gender, national origin, ancestry, physical
disability, mental disability, medical condition (associated with cancer, a history of
cancer, or genetic characteristics), HIV/AIDS status, genetic information, marital status,
age, political affiliation or opinion, gender identity, gender expression, sexual orientation,
military or veteran status, or other protected category under the law, is prohibited. The
City shall expedite the handling of complaints of sexual harassment.
93. Discrimination and sexual harassment as used herein shall mean discrimination and
sexual harassment as defined by Title VII of the 1964 Civil Rights Act, as amended, the
Civil Rights Act of 1991, the California Fair Employment and Housing Act, the
Americans with Disabilities Act, the California and United States Constitutions, the Equal
Pay Act of 1963, the Age Discrimination in Employment Act of 1967, and the Civil
Rights Act of 1866.
94. Claims of discrimination shall be reviewed and determined in accordance with applicable
City policies. Effective January 1, 2023, DHR EEO shall offer the complainant an intake
interview within 30 days of DHR receiving a complaint within DHR EEO’s jurisdiction.
This deadline does not apply to complaints filed before January 1, 2023.
95. An employee, group of employees, or Union may elect to process a complaint of
discrimination or sexual harassment through the grievance and arbitration procedures of
this Agreement, and/or through the applicable Civil Service Rules, and/or the City
Administrative Code, and/or federal or state law.
96. Neither the City nor the Union shall interfere with, intimidate, restrain, or coerce or
discriminate against any employee because of the exercise of rights granted pursuant to
the Meyers-Milias-Brown-Act.
97. The City shall make reasonable efforts to ensure all employees represented by the Union
complete an Implicit Bias training before June 30, 2022.
a. Instructor Led Interactive Implicit Bias Training
98. The City shall make reasonable efforts to reserve at least two hundred (200) spots for
each fiscal year covered by this Agreement for employees represented by the Union to
take the instructor led interactive implicit bias training offered by the Department of
Human Resources. Instructor led interactive implicit bias training may be in-person or
virtual. Supervisory employees and hiring managers will have priority. Within thirty (30)
calendar days of the effective date of this Agreement, the Union and the City shall meet
and work cooperatively to develop a schedule of training sessions to be offered for the
term of this Agreement, and to determine how and when represented employees must