Common use of Representational Duties Clause in Contracts

Representational Duties. 1. When requested by an employee, and utilizing CNA Member Representatives’ Bank Time, a CNA Member Representative may assist in the preparation and presentation of informal and formal grievances. ▇▇▇▇▇▇▇▇▇▇ meetings on County time, but the time spent attending these such meetings shall not be drawn from the CNA Member Representatives’ Bank. 2. After notifying and receiving approval of his/her immediate supervisor, a CNA Member Representative shall be allowed reasonable time off during working hours (without loss of time or pay), drawn from the CNA Member Representatives’ Bank or the employee’s accrued leave, to present such formal grievances. The CNA Member Representative’s immediate supervisor will authorize the CNA Member Representative to leave his or her work unless compelling circumstances require refusal of such permission, in which case the immediate supervisor shall inform the CNA Member Representative of the reasons for the denial and establish an alternate time when the CNA Member Representative can reasonably be expected to be released from his or her work assignment. Where this prohibition extends beyond one (1) working day, the time limits of the grievance procedure shall be extended for the length of the delay. 3. When a CNA Member Representative desires to contact an employee at his/her work location, the CNA Member Representative shall first contact the immediate supervisor of that employee to make an appointment, advise him/her of the nature of the business, and obtain permission to meet with the employee. The immediate supervisor will make the employee available promptly unless compelling circumstances prohibit the employee’s availability, in which case the supervisor will notify the CNA Member Representative when he/she can reasonably expect to contact the employee. Where this prohibition extends beyond one (1) working day, the time limits of the grievance procedure shall be extended for the length of the delay. 4. Interviews or discussions with an employee and a CNA Member Representative during working hours will be handled expeditiously. A CNA Member Representative is authorized by the Union to act on behalf of CNA regarding grievances and work condition issues related to the area of representation. 5. The CNA Member Representatives shall be required and held accountable to complete their usual work assignments and shall not be authorized to work overtime to accomplish work, which would otherwise be part of his/her normal assignment. The CNA Member Representatives are required to report all Representatives’ Bank Time used on their timecard.

Representational Duties. 1. When requested by an employee, and utilizing CNA Member Representatives’ Bank Time, a CNA Member Representative may assist in the preparation and presentation of informal and formal grievances. ▇▇▇▇▇▇▇▇▇▇ meetings on County time, but the time spent attending these such meetings shall not be drawn from the CNA Member Representatives’ Bank. 2. After notifying and receiving approval of his/her immediate supervisor, a CNA Member Representative shall be allowed reasonable time off during working hours (without loss of time or pay), drawn from the CNA Member Representatives’ Bank or the employee’s accrued leave, to present such formal grievances. The CNA Member Representative’s immediate supervisor will authorize the CNA Member Representative to leave his or her work unless compelling circumstances require refusal of such permission, in which case the immediate supervisor shall inform the CNA Member Representative of the reasons for the denial and establish an alternate time when the CNA Member Representative can reasonably be expected to be released from his or her work assignment. Where this prohibition extends beyond one (1) working day, the time limits of the grievance procedure shall be extended for the length of the delay.shall 3. When a CNA Member Representative desires to contact an employee at his/her work location, the CNA Member Representative shall first contact the immediate supervisor of that employee to make an appointment, advise him/her of the nature of the business, and obtain permission to meet with the employee. The immediate supervisor will make the employee available promptly unless compelling circumstances prohibit the employee’s availability, in which case the supervisor will notify the CNA Member Representative when he/she can reasonably expect to contact the employee. Where this prohibition extends beyond one (1) working day, the time limits of the grievance procedure shall be extended for the length of the delay. 4. Interviews or discussions with an employee and a CNA Member Representative during working hours will be handled expeditiously. A CNA Member Representative is authorized by the Union to act on behalf of CNA regarding grievances and work condition issues related to the area of representation. 5. The CNA Member Representatives shall be required and held accountable to complete their usual work assignments and shall not be authorized to work overtime to accomplish work, which would otherwise be part of his/her normal assignment. The CNA Member Representatives are required to report all Representatives’ Bank Time used on their timecard.

Representational Duties. 1. When requested by an employee, employee and utilizing CNA Member RepresentativesStewards’ Bank Time, a CNA Member Representative may ▇▇▇▇▇▇▇ may, assist in the preparation and presentation of informal and formal grievances. ▇▇▇▇▇▇▇▇▇▇ meetings are on County time, but the time spent spend attending to these such meetings shall not be drawn from the CNA Member RepresentativesStewards’ Bank. 2. After notifying and receiving approval of his/her immediate supervisor, a CNA Member Representative ▇▇▇▇▇▇▇ shall be allowed reasonable time off during working hours (without loss of time or pay), ) drawn from the CNA Member RepresentativesStewards’ Bank or the employee’s accrued leave, leave to present such formal grievances. The CNA Member Representative’s immediate supervisor will authorize the CNA Member Representative ▇▇▇▇▇▇▇ to leave his or her work unless compelling circumstances require refusal of such permission, in which case the immediate supervisor shall inform the CNA Member Representative ▇▇▇▇▇▇▇ of the reasons for the denial and establish an alternate time when the CNA Member Representative ▇▇▇▇▇▇▇ can reasonably be expected to be released from his or her work assignment. Where this prohibition extends beyond one (1) working day, the time limits of the grievance procedure shall be extended for the length of the delay. 3. When a CNA Member Representative ▇▇▇▇▇▇▇ desires to contact an employee at his/her work location, the CNA Member Representative ▇▇▇▇▇▇▇ shall first contact the immediate supervisor of that employee to make an appointment, advise him/her of the nature of the business, and obtain the permission to meet with the employee. The immediate supervisor will make the employee available promptly unless compelling circumstances prohibit the employee’s availability, in which case the supervisor will notify the CNA Member Representative ▇▇▇▇▇▇▇ when he/she he can reasonably expect to contact the employee. Where this prohibition extends beyond one (1) working day, the time limits of the grievance procedure shall be extended for the length of the delay. 4. Interviews or discussions with an employee and a CNA Member Representative ▇▇▇▇▇▇▇ during working hours will be handled expeditiously. A CNA Member Representative ▇▇▇▇▇▇▇ is authorized by the Union to act on behalf of CNA VEA regarding grievances and work condition issues issue related to the area of representation. 5. Any disputes arising from the use or placement of Stewards which cannot be resolved between VEA and the Department shall be referred immediately to the Director-Human Resources who will attempt to resolve the matter. 6. The CNA Member Representatives Stewards shall be required and held accountable to complete their usual work assignments and shall not be authorized to work overtime to accomplish work, which would otherwise be part of his/her normal assignment. The CNA Member Representatives Stewards are required to report all RepresentativesStewards’ Bank Time used on their timecard. 7. It is understood by the parties that conducting new employee orientation or distributing Union information are not eligible uses for Stewards’ Bank Time.

Representational Duties. 1. When requested by an employeea Per Diem Employee, and utilizing CNA Member Representatives’ Bank Time, a CNA Member Representative may assist in the preparation and presentation of informal and formal grievances. grievances and ▇▇▇▇▇▇▇▇▇▇ meetings on County time, but the time spent attending these such meetings shall not be drawn from the CNA Member Representatives’ Bank. 2. After notifying and receiving approval of his/her immediate supervisor, a CNA Member Representative shall be allowed reasonable time off during working hours (without loss of time or pay), drawn from the CNA Member Representatives’ Bank or the employeeRepresentative’s accrued leaveBank, to present such formal grievances. The CNA Member Representative’s Representatives’ immediate supervisor will authorize the CNA Member Representative to leave his or her work unless compelling circumstances require refusal of such permission, in which case the immediate supervisor shall inform the CNA Member Representative of the reasons for the denial and establish an alternate time when the CNA Member Representative can reasonably be expected to be released from his or her work assignment. Where this prohibition extends beyond one (1) working day, the time limits of the grievance procedure shall be extended for the length of the delay. 3. When a CNA Member Representative desires to contact an employee a Per Diem Employee at his/her work location, the CNA Member Representative shall first contact the immediate supervisor of that employee Per Diem Employee to make an appointment, advise him/her of the nature of the business, and obtain permission to meet with the employeePer Diem Employee. The immediate supervisor will make the employee Per Diem Employee available promptly unless compelling circumstances prohibit the employee’s availability, in which case the supervisor will notify the CNA Member Representative when he/she can reasonably expect to contact the employeePer Diem Employee. Where this prohibition extends beyond one (1) working day, the time limits of the grievance procedure shall be extended for the length of the delay. 4. Interviews or discussions with an employee and a CNA Member Representative during working hours will be handled expeditiously. A CNA Member Representative is authorized by the Union to act on behalf of CNA regarding grievances and work condition issues related to the area of representation. 5. The CNA Member Representatives shall be required and held accountable to complete their usual work assignments and shall not be authorized to work overtime to accomplish work, which would otherwise be part of his/her normal assignment. The CNA Member Representatives are required to report all Representatives’ Bank Time used on their timecard.

Representational Duties. 1. When requested by an employeea Per Diem Employee, and utilizing CNA Member Representatives’ Bank Time, a CNA Member Representative may assist in the preparation and presentation of informal and formal grievances. grievances and ▇▇▇▇▇▇▇▇▇▇ meetings on County time, but the time spent attending these such meetings shall not be drawn from the CNA Member Representatives’ Bank. 2. After notifying and receiving approval of his/her immediate supervisor, a CNA Member Representative shall be allowed reasonable time off during working hours (without loss of time or pay), drawn from the CNA Member Representatives’ Bank or the employeeRepresentative’s accrued leaveBank, to present such formal grievances. The CNA Member Representative’s Representatives’ immediate supervisor will authorize the CNA Member Representative to leave his or her work unless compelling circumstances require refusal of such permission, in which case the immediate supervisor shall inform the CNA Member Representative of the reasons for the denial and establish an alternate time when the CNA Member Representative can reasonably be expected to be released from his or her work assignment. Where this prohibition extends beyond one (1) working day, the time limits of the grievance procedure shall be extended for the length of the delay. 3. When a CNA Member Representative desires to contact an employee a Per Diem Employee at his/her work location, the CNA Member Representative shall first contact the immediate supervisor of that employee Per Diem Employee to make an appointment, advise him/her of the nature of the business, and obtain permission to meet with the employeePer Diem Employee. The immediate supervisor will make the employee Per Diem Employee available promptly unless compelling circumstances prohibit the employee’s availability, in which case the supervisor will notify the CNA Member Representative when he/she can reasonably expect to contact the employeePer Diem Employee. Where this prohibition extends beyond one (1) working day, the time limits of the grievance procedure shall be extended for the length of the delay. 4. Interviews or discussions with an employee a Per Diem Employee and a CNA Member Representative during working hours will be handled expeditiously. A CNA Member Representative is authorized by the Union to act on behalf of CNA regarding grievances and work condition issues related to the area of representation. 5. The CNA Member Representatives shall be required and held accountable to complete their usual work assignments and shall not be authorized to work overtime to accomplish work, which would otherwise be part of his/her normal assignment. The CNA Member Representatives are required to report all Representatives’ Bank Time used on their timecard.

Representational Duties. 1. When requested by an employee, and utilizing CNA Member RepresentativesStewards’ Bank Time, a CNA Member Representative ▇▇▇▇▇▇▇ may assist in the preparation and presentation of informal and formal grievances. ▇▇▇▇▇▇▇▇▇▇ meetings on County time, but the time spent spend attending these such meetings shall not be drawn from the CNA Member RepresentativesStewards’ Bank. 2. After notifying and receiving approval of his/her immediate supervisor, a CNA Member Representative ▇▇▇▇▇▇▇ shall be allowed reasonable time off during working hours (without loss of time or pay), drawn from the CNA Member RepresentativesStewards’ Bank or the employee’s accrued leave, to present such formal grievances. The CNA Member Representative’s ▇▇▇▇▇▇▇’▇ immediate supervisor will authorize the CNA Member Representative ▇▇▇▇▇▇▇ to leave his or her work unless compelling circumstances require refusal of such permission, in which case the immediate supervisor shall inform the CNA Member Representative ▇▇▇▇▇▇▇ of the reasons for the denial and establish an alternate time when the CNA Member Representative ▇▇▇▇▇▇▇ can reasonably be expected to be released from his or her work assignment. Where this prohibition extends beyond one (1) working day, the time limits of the grievance procedure shall be extended for the length of the delay. 3. When a CNA Member Representative ▇▇▇▇▇▇▇ desires to contact an employee at his/her work location, the CNA Member Representative ▇▇▇▇▇▇▇ shall first contact the immediate supervisor of that employee to make an appointment, advise him/her of the nature of the business, and obtain permission to meet with the employee. The immediate supervisor will make the employee available promptly unless compelling circumstances prohibit the employee’s availability, in which case the supervisor will notify the CNA Member Representative ▇▇▇▇▇▇▇ when he/she can reasonably expect to contact the employee. Where this prohibition extends beyond one (1) working day, the time limits of the grievance procedure shall be extended for the length of the delay. 4. Interviews or discussions with an employee and a CNA Member Representative ▇▇▇▇▇▇▇ during working hours will be handled expeditiously. A CNA Member Representative ▇▇▇▇▇▇▇ is authorized by the Union to act on behalf of CNA Local 721 regarding grievances and work condition issues related to the area of representation. 5. Any disputes arising from the use or placement of stewards which cannot be resolved between Local 721 and the Department shall be referred immediately to the Chief Deputy Executive Officer (CDEO) – IRRM who will attempt to resolve the matter. 6. The CNA Member Representatives stewards shall be required and held accountable to complete their usual work assignments and shall not be authorized to work overtime to accomplish work, which would otherwise be part of his/her normal assignment. The CNA Member Representatives stewards are required to report all RepresentativesStewards’ Bank Time used on their timecard. 7. It is understood by the parties that conducting new employee orientation or distributing Union information are not eligible uses for Stewards’ Bank Time.

Representational Duties. 1. When requested by an employeea Per Diem Employee, and utilizing CNA Member Representatives’ Bank Time, a CNA Member Representative may assist in the preparation and presentation of informal and formal grievances. grievances and ▇▇▇▇▇▇▇▇▇▇ meetings on County time, but the time spent attending these such meetings shall not be drawn from the CNA Member Representatives’ Bank. 2. After notifying and receiving approval of his/her immediate supervisor, a CNA Member Representative shall be allowed reasonable time off during working hours (without loss of time or pay), drawn from the CNA Member Representatives’ Bank or the employee’s accrued leaveBank, to present such formal grievances. The CNA Member Representative’s immediate supervisor will authorize the CNA Member Representative to leave his or her work unless compelling circumstances require refusal of such permission, in which case the immediate supervisor shall inform the CNA Member Representative of the reasons for the denial and establish an alternate time when the CNA Member Representative can reasonably be expected to be released from his or her work assignment. Where this prohibition extends beyond one (1) working day, the time limits of the grievance procedure shall be extended for the length of the delay. 3. When a CNA Member Representative desires to contact an employee a Per Diem Employee at his/her work location, the CNA Member Representative shall first contact the immediate supervisor of that employee Per Diem Employee to make an appointment, advise him/her of the nature of the business, and obtain permission to meet with the employeePer Diem Employee. The immediate supervisor will make the employee Per Diem Employee available promptly unless compelling circumstances prohibit the employee’s availability, in which case the supervisor will notify the CNA Member Representative when he/she can reasonably expect to contact the employeePer Diem Employee. Where this prohibition extends beyond one (1) working day, the time limits of the grievance procedure shall be extended for the length of the delay. 4. Interviews or discussions with an employee a Per Diem Employee and a CNA Member Representative during working hours will be handled expeditiously. A CNA Member Representative is authorized by the Union to act on behalf of CNA regarding grievances and work condition issues related to the area of representation. 5. The CNA Member Representatives shall be required and held accountable to complete their usual work assignments and shall not be authorized to work overtime to accomplish work, work which would otherwise be part of his/her normal assignment. The CNA Member Representatives are required to report all CNA Member Representatives’ Bank Time used on their timecard. 6. It is understood by the parties that distribution of Union information is not an eligible use of CNA Member Representatives’ Bank Time.

Representational Duties. 1. When requested by an employee, employee and utilizing CNA Member RepresentativesStewards’ Bank Time, a CNA Member Representative may ▇▇▇▇▇▇▇ may, assist in the preparation and presentation of informal and formal grievances. ▇▇▇▇▇▇▇▇▇▇ meetings are on County time, but the time spent spend attending to these such meetings shall not be drawn from the CNA Member RepresentativesStewards’ Bank. 2. After notifying and receiving approval of his/her immediate supervisor, a CNA Member Representative ▇▇▇▇▇▇▇ shall be allowed reasonable time off during working hours (without loss of time or pay), ) drawn from the CNA Member RepresentativesStewards’ Bank or the employee’s accrued leave, leave to present such formal grievances. The CNA Member Representative’s immediate supervisor will authorize the CNA Member Representative ▇▇▇▇▇▇▇ to leave his or her work unless compelling circumstances require refusal of such permission, in which case the immediate supervisor shall inform the CNA Member Representative ▇▇▇▇▇▇▇ of the reasons for the denial and establish an alternate time when the CNA Member Representative ▇▇▇▇▇▇▇ can reasonably be expected to be released from his or her work assignment. Where this prohibition extends beyond one (1) working day, the time limits of the grievance procedure shall be extended for the length of the delay. 3. When a CNA Member Representative ▇▇▇▇▇▇▇ desires to contact an employee at his/her work location, the CNA Member Representative ▇▇▇▇▇▇▇ shall first contact the immediate supervisor of that employee to make an appointment, advise him/her of the nature of the business, and obtain the permission to meet with the employee. The immediate supervisor will make the employee available promptly unless compelling circumstances prohibit the employee’s availability, in which case the supervisor will notify the CNA Member Representative ▇▇▇▇▇▇▇ when he/she he can reasonably expect to contact the employee. Where this prohibition extends beyond one (1) working day, the time limits of the grievance procedure shall be extended for the length of the delay. 4. Interviews or discussions with an employee and a CNA Member Representative ▇▇▇▇▇▇▇ during working hours will be handled expeditiously. A CNA Member Representative ▇▇▇▇▇▇▇ is authorized by the Union to act on behalf of CNA Local 998 regarding grievances and work condition issues issue related to the area of representation. 5. Any disputes arising from the use or placement of stewards which cannot be resolved between Local 998 and the Department shall be referred immediately to the Director- Human Resources who will attempt to resolve the matter. 6. The CNA Member Representatives stewards shall be required and held accountable to complete their usual work assignments and shall not be authorized to work overtime to accomplish work, which would otherwise be part of his/her normal assignment. The CNA Member Representatives stewards are required to report all RepresentativesStewards’ Bank Time used on their timecard. 7. It is understood by the parties that conducting new employee orientation or distributing Union information are not eligible uses for Stewards’ Bank Time.

Representational Duties. 1. When requested by an employeee mployee, and utilizing CNA Member RepresentativesStewards’ Bank Time, a CNA Member Representative ▇▇▇▇▇▇▇ may assist in the preparation and presentation of informal and formal grievances. ▇▇▇▇▇▇▇▇▇▇ meetings on County time, but the time spent spend attending these such meetings shall not be drawn from the CNA Member RepresentativesStewards’ Bank. 2. After notifying and receiving r eceiving approval of his/her immediate supervisor, a CNA Member Representative s teward shall be allowed reasonable time off during working hours (without loss of time or pay), drawn from the CNA Member RepresentativesStewards’ Bank or the employee’s accrued leave, to present such formal grievances. The CNA Member Representative’s T he ▇▇▇▇▇▇▇’▇ immediate supervisor will authorize the CNA Member Representative ▇▇▇▇▇▇▇ to leave his or her work unless compelling circumstances require refusal of such permission, in which case the immediate supervisor shall inform the CNA Member Representative ▇▇▇▇▇▇▇ of the reasons for the denial and establish an alternate time when the CNA Member Representative ▇▇▇▇▇▇▇ can reasonably be expected to be released from his or her work assignment. Where this prohibition extends beyond one (1) working day, the time limits of the grievance procedure shall be extended for the length of the delay. 3. When a CNA Member Representative ▇▇▇▇▇▇▇ desires to contact an employee at his/her work location, the CNA Member Representative ▇▇▇▇▇▇▇ shall first contact the immediate supervisor of that employee to make an appointment, advise him/her of the nature of the business, and obtain permission to meet with the employee. The immediate supervisor will make the employee available promptly unless compelling circumstances prohibit the employee’s availability, in which case the supervisor will notify the CNA Member Representative ▇▇▇▇▇▇▇ when he/she can reasonably expect to contact the employee. Where this prohibition extends beyond one (1) working day, the time limits of the grievance procedure shall be extended ex tended for the length of the delay. 4. Interviews or discussions with an employee em ployee and a CNA Member Representative ▇▇▇▇▇▇▇ during working hours will be handled ▇▇▇▇▇ ▇▇ expeditiously. A CNA Member Representative ▇▇▇▇▇▇▇ is authorized by the Union to act on behalf of CNA Local 721 regarding grievances and work condition issues related to the area of representation. 5. Any disputes arising from the use or placement of stewards which cannot be resolved between Local 721 and the Department shall be referred immediately to the Chief Deputy Executive Officer (CDEO) – IRRM who will attempt to resolve the matter. 6. The CNA Member Representatives stewards shall be required and held accountable to complete their usual work assignments and shall not be authorized to work overtime to accomplish work, which would otherwise be part of his/her normal assignment. The CNA Member Representatives stewards are required to report all RepresentativesStewards’ Bank Time used on their timecard. 7. It is understood by the parties that conducting new employee orientation or distributing Union information are not eligible uses for Stewards’ Bank Time.