A Union Xxxxxxx a Chief Xxxxxxx or a Local Officer may take part in other Union business without deduction of the time so occupied in the computation of time worked for the Company. Such time off shall not be paid.
A Union Xxxxxxx or member of the Executive, shall be given the opportunity to interview a new part-time employee during their probationary period. This interview, which shall not exceed fifteen (15) minutes, shall be for the purpose of discussing with the new employee the benefits, duties and responsibilities of Union Membership. The time and place for the interview will be arranged by the Supervisor of the new employee.
A Union Xxxxxxx a. Shall not be transferred, placed on a new shift, loaned for more than five (5) calendar days, or placed on an odd workweek, except with the consent of the individual Union Xxxxxxx concerned, provided the Union Xxxxxxx is competent to perform the work remaining within such Union Xxxxxxx'x classification on the shift in the department.
A Union Xxxxxxx. Chief Xxxxxxx or a Union Local Officer may take part in other Union business without deduction of the time so occupied in the computation of time worked for the Company. Such time off shall not be paid. b) However, the Company shall pay the Union Xxxxxxx, Chief Xxxxxxx or Union Local Officer, on behalf of the Union, at his basic rate of pay for all time off to tend to other Union business. Any amount so paid, including wage contributions payable by the Employer, shall be deducted from union dues as per Article 3.05. A statement of account will be sent to the Union at the time of payment. c) The Union shall not be required to provide the Company with an explanation for time off requested for union business that will be billed by the Company to the Union (OXP). Such time off shall be requested by the Union with at least 48 hours advanced notice. In the event that the notice period is not met, the Company will endeavor to grant the request.
A Union Xxxxxxx or an alternate shall attend the meetings scheduled at each step of the grievance procedure. In the event an employee refuses or fails to attend an arbitration hearing, the Union must, except in extraordinary circumstances, proceed with the hearing or withdraw the grievance. Failure to attend due to disability or an application for disability does not constitute an extenuating circumstance.
A Union Xxxxxxx may request and the Employer may provide information from the Employer relating to the investigation or discipline of Employees as contemplated in Article 23, within reason.
