SHOP STEWARDS WORKING LESS THAN FULL TIME Sample Clauses

SHOP STEWARDS WORKING LESS THAN FULL TIME. After obtaining supervisory permission, shop stewards employed two-fifths time or more, but less than full time, will be permitted to leave their normal work area during on-duty time not to exceed two hours per week in order to assist in investigation of facts and assist in presentation of a grievance. The xxxxxxx'x workload may be adjusted to the extent the Agency/Department Head feels it is appropriate. To obtain permission to investigate a grievance on on-duty time, the shop xxxxxxx shall advise the supervisor of the grievant of his/her investigation of the facts and the general nature of the grievance. The shop xxxxxxx shall report such time to his/her supervisor as shop xxxxxxx leave (payroll code UNI) for timekeeping purposes. The shop xxxxxxx is permitted to discuss the problem with all employees immediately concerned and, if appropriate, to attempt to achieve settlement with the supervisory personnel involved. Agencies, wards, clients, detainees and outside interested parties will not be contacted by shop stewards as part of the grievance process. The employee may be represented by a shop xxxxxxx at such time as a grievance is reduced to writing. If, in the judgment of the supervisor, because of the necessity of maintaining adequate level of services, permission cannot be granted immediately to the shop xxxxxxx in order to present or investigate a grievance during on-duty time, such permission shall be granted by the supervisor no later than the next working day from the day the shop xxxxxxx was denied permission. Stewards/employees who participate in the meet and confer process and/or participate on a labor-management committee, must report such time to their supervisor as payroll code MCL for meet and confer and payroll code LMC for participation on a labor management committee.
Sample 1Sample 2Sample 3See All (7)
AutoNDA by SimpleDocs
SHOP STEWARDS WORKING LESS THAN FULL TIME. After obtaining supervisory permission, shop stewards employed two-fifths time or more, but less than full time, will be permitted to leave their normal work area during on-duty time not to exceed four hours per pay period in order to assist in investigation of facts and assist in presentation of a grievance. To obtain permission to investigate a grievance of employee(s) during on-duty time, the xxxxxxx shall advise the supervisor of the affected employee(s) of his/her investigation otherwise the investigation will be conducted on off-duty time. The shop xxxxxxx shall report such time to his/her supervisor as shop xxxxxxx leave for timekeeping purposes. The shop xxxxxxx is permitted to discuss the problem with all employees immediately concerned, and, if appropriate, to attempt to achieve settlement with the supervisory personnel involved. Agencies, wards, clients, detainees and outside interested parties will not be contacted by stewards as part of the grievance process. The employee may be represented by a xxxxxxx at such times as a grievance is reduced to writing.
Sample 1Sample 2See All (5)
SHOP STEWARDS WORKING LESS THAN FULL TIME. After obtaining supervisory permission, shop stewards employed two-fifths (2/5) time or more, but less than full time, will be permitted to leave their normal work area during on-duty time not to exceed four (4) hours per pay period in order to assist in investigation of facts and assist in presentation of a grievance or a disciplinary action.
Sample 1Sample 2See All (4)
SHOP STEWARDS WORKING LESS THAN FULL TIME. After obtaining supervisory permission, shop stewards employed two-fifths (2/5th) time or more, but less than full time, will be permitted to leave their normal work area during on-duty time not to exceed two (2) hours per week in order to assist in investigation of facts and assist in presentation of a grievance or to present at the Probation Department’s New Hire Orientation when a new employee in the chapter is in attendance. The xxxxxxx'x workload may be adjusted to the extent the Agency/Department Head feels it is appropriate.
Sample 1
SHOP STEWARDS WORKING LESS THAN FULL TIME. After obtaining supervisory permission, shop stewards employed two-fifths time or more (but less than full-time) will be permitted to leave their normal work area during on-duty time not to exceed four hours per pay period in order to assist in investigation of facts and assist in presentation of a grievance. To obtain permission to investigate a grievance on on-duty time, the xxxxxxx shall advise the supervisor of the grievant of his/her investigation of the facts and the general nature of the grievance. The shop xxxxxxx is permitted to discuss the problem with all employees immediately concerned, and, if appropriate, to attempt to achieve settlement with the supervisory personnel involved. Agencies, wards, clients, detainees and outside interested parties will not be contacted by stewards as part of the grievance process. The employee may be represented by a xxxxxxx at such times as a grievance is reduced to writing. If, in the judgment of the supervisor, because of the necessity of maintaining adequate level of service, permission cannot be granted immediately to the shop xxxxxxx in order to present or investigate a grievance during on-duty time, such permission shall be granted by the supervisor no later than the next working day from the date the shop xxxxxxx was denied permission.
Sample 1

Related to SHOP STEWARDS WORKING LESS THAN FULL TIME

  • Shop Stewards The Employer agrees to the operation of a Shop Xxxxxxx system which shall be governed by the following:

  • Permanent Full-Time Employees Pay and benefits will be computed on a monthly pay status basis.

  • Job Stewards 10.01 Job Stewards shall be recognized on all jobs and they shall not be discriminated against. It will be his/her duty to attend to all complaints between the workers on the job and the company to endeavor to reach a settlement before these complaints become grievances.

  • Regular Full-Time Employees A regular full-time employee is one who works full-time on a regularly scheduled basis. Regular full-time employees accumulate seniority and are entitled to all benefits outlined in this Collective Agreement.

  • Regular Full-Time A regular full-time employee is any person employed on a full-time permanent basis whose duties fall within the bargaining unit as defined in Article 2 of this Agreement and who has completed the probationary period.

  • Regular Full-Time Employee A regular, full-time employee is one who is scheduled to work a minimum of forty (40) hours per week, on a regular basis.

  • Union Bargaining Committee A Union Bargaining Committee shall be appointed by the Union and shall consist of up to three (3) members of the Union together with the President of the Union or her designate. The Union shall have the right at any time to have the assistance of members of the staff of the Union when negotiating with the Employer.

  • Employee Grievance If an employee considers there has been a significant change to the job content of the position held, the employee may initiate a grievance by using Step 1 of the Grievance Procedure. If the issue is not resolved at this step, the Job Classification Review Procedure of Article 22.02(B) above shall be utilized.

  • Local Bargaining Committee The Hospital agrees to recognize a negotiating committee comprised of hospital employee representatives of the Union for the purpose of negotiating a renewal agreement (as set out in the Local Provisions Appendix). The Hospital agrees to pay members of the negotiating committee for straight time wages lost from their regularly scheduled working hours spent in direct negotiations for a renewal agreement, up to but not including arbitration. Nothing in this provision is intended to preclude the Union negotiating committee from having the assistance of any representatives of the Canadian Union of Public Employees when negotiating with the Hospital.

  • Professional Development Days Upon request, each Employee shall be granted at least three (3) professional development days annually for professional development, at the Basic Rate of Pay. An Employee shall be advised, prior to taking any professional development days of any transportation, registration fees, subsistence and other expenses that will be paid by the Employer. Such hours not used in each fiscal year shall not be carried forward into subsequent years. Applications for such paid professional development opportunities shall be made in writing, to the Employer as early as possible.

Time is Money Join Law Insider Premium to draft better contracts faster.