Duty Status. Union representatives participating in discussions of informal EEO complaints under this article shall be on official time as outlined in Article 30, “Official Time”, of this Agreement.
Duty Status. When an employee elects to file a complaint of discrimination, a reasonable amount of official time will be authorized to employees and/or to representatives, who otherwise would be in duty status.
Duty Status. To be considered in "duty" status a principal must be performing official functions of their position at a work site in the District or at an approved work site out of the District.
Duty Status. Union Representatives participating in discussions of informal EEO complaints under this article will be on official time as outlined in Article 9, “Union Representation and Official Time”, of this Agreement.
Duty Status. While participating in the Partnership activities, all bargaining unit members will be considered on duty status and not on official time. In the event these activities are conducted beyond normal duty hours, members will be compensated in accordance with applicable law. The Department of Veterans Affairs will be responsible for appropriate travel and per dierY1 expenses in connection with Partnership activities for the union representatives. In those VISNs where there is more than one SEIU covered facility, at least half of the union representatives must be bargaining unit employees in order for non-bargaining unit members to receive reimbursement of travel and per diem.
Duty Status. If otherwise in a duty status, Union representatives will be accorded reasonable official time for the performance of duties or endeavors undertaken at the direction of an established partnership council. Such official time must be requested and approved as provided in Article 7.
Duty Status. Employees participating in discussions of informal EEO complaints under this Article shall be on official time as provided by 29 CFR §1614.605(b).
Duty Status. A. A reasonable amount of official time will be granted to employees and/or representatives, who otherwise would be in duty status, to participate in the statutory complaint process. In addition to official time, employees will have access to private space and facilities, e.g., telephone, fax, conference room, etc., for use to pursue EEO complaints.
Duty Status. To be considered in "duty" status an administrator must be performing official functions of their position at a work site in the District, or at an approved work location out of the District with the approval of the Superintendent or his/her designee.
Duty Status. When an employee files a complaint of discrimination under the statutory procedure, he/she and the designated personal representative (if employee of the Agency), shall have a reasonable amount of duty time to prepare the complaint and to respond to Agency and EEOC requests for information, in accordance with EEOC regulations (29 C.F.R. Part 1614.605). Generally, the employee and his/her designated personal representative (if an employee of the Agency and otherwise in duty status) may have up to eight hours of duty time for preparation through the investigation stage of the complaint. Thereafter, if the employee requests an EEOC conducted hearing, the employee and his/her designated personal representative (if an Agency employee and otherwise in duty status) may generally have up to 24 hours of duty time for preparation through the hearing stage. The employee and his/her designated personal representative (if an Agency employee and otherwise in a duty status) may have up to eight hours of duty time to prepare any appeals filed with the EEOC. The complainant and his/her designated representative (if an Agency employee) must request this time in advance from their manager(s) and must provide with this request the Agency or Complaint of Discrimination identifying number as appropriate to the stage of the complaint. The agency will apply “reasonable time” as defined by the EEO Statute. The 8/24/8 parameters serve as a guideline only with no arbitrary cutoff. Management will grant additional time when appropriate and justified, depending on the complexity of the matter. If management denies a request for time beyond the 8/24/8 parameters, the denial will be in writing, if requested. Consistent with the 8/24/8 parameters described above, time for travel to an EEOC required event beyond the control of the personal representative (i.e., hearing, deposition) is an appropriate use of statutory EEO time.
