Common use of Stewards Clause in Contracts

Stewards. Each UNION shall have the right to designate a working journeyman as a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYER.

Stewards. Each UNION shall have the right to designate a working journeyman as a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, where he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYER.

Stewards. Each UNION shall have The Employers agree to recognize the right to designate a working journeyman as a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, Shop and to discuss Job Stewards and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime one shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated appointed for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work ruleseach shop and/or each job site. The ▇▇▇▇▇▇▇ shall be a working Journeyman, with preference given to persons who have completed a ▇▇▇▇▇▇▇ Training Course applicable to this trade. It shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work responsibility of the EMPLOYERUnion to notify the individual Employer of the names of the Stewards in his establishment and the effective date of the said ▇▇▇▇▇▇▇'▇ appointment or any changes that may be made from time to time in this connection. a) It shall be the duty of Stewards to observe conditions of employment and the conduct of the members and to see that the conditions of the existing Agreement are complied with; to assist whenever possible in adjusting differences and misunderstandings which arise out of the interpretation of the application of the provisions of the existing Agreement in connection with the employment of members in the shop or on the job. b) If willing to work, where all other qualifications are equal, the Job ▇▇▇▇▇▇▇ will have preference to work on overtime. The ▇▇▇▇▇▇▇ will not be dismissed without discussion with the Business Representative. Shop Stewards shall be allowed working time off when acting on a grievance provided they request permission from their ▇▇▇▇▇▇▇ or immediate supervisor before acting on such grievance and they report to their ▇▇▇▇▇▇▇ or supervisor on resuming their normal duties and will give reasonable explanation if required. No allowance will be given for time taken during working hours for organizational work or other matters of Union nature not pertaining to a grievance. The Employer subject to this Agreement shall grant leave of absence to the Shop Stewards or other members of the Union for a period not exceeding two (2) weeks in any year for the purpose of attending to such duties as may be delegated to the said Employee(s). Notice of seven (7) days in writing must be made by the Employee concerned. Such leave of absence as may be granted to the Employee shall be without pay. This clause shall not be used for walkout. No Employee shall be discharged or discriminated against for his activity as a Union member. A Member who works on Committee or under the instructions of the Union shall not be discriminated against or lose his employment for such reasons.

Stewards. Each UNION (A) The Union shall have notify the right to designate a working journeyman as a Employer of the appointment of the job ▇▇▇▇▇▇▇▇ at the pre-job conference or sooner, if possible. The UNION Separate Stewards shall notify not be required on remote segments of a mainline pipe line construction job if the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇ on the mainline job is given sufficient time and transportation to perform his duties as ▇. In addition to his work as an employee▇▇▇▇▇▇ among the Employees on such remote segments. (B) Following the pre-job conference, the ▇▇▇▇▇▇▇ shall have be placed on the right Employer’s payroll on the date corresponding to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment one of the same with the employee's appropriate supervisorfollowing two occurrences, whichever date is earliest: 1. The EMPLOYER will not discriminate against date of testing Welders; or 2. The date that rigging up welding equipment, such as sleds, tack rigs, hot- pass rigs, etc., on the right-of-way begins. (C) The ▇▇▇▇▇▇▇ shall be a working ▇▇▇▇▇▇▇ and shall perform his duties the same as any other Journeyman, and shall not be discharged for Union activities. The ▇▇▇▇▇▇▇’▇ duties shall not include any matters relating to referral, hiring, retention, termination, or discipline of Employees. (D) The ▇▇▇▇▇▇▇ shall cooperate with the Employer in the proper performance communication and enforcement of his union duties. all owner, State and Federal health and safety regulations applicable to the work covered by this Agreement. (E) The ▇▇▇▇▇▇▇ shall not leave be permitted to take time away from his job duties to handle administrative work area without first notifying his appropriate supervisor or for the Union. The ▇▇▇▇▇▇▇ as will be allowed a reasonable time to process grievances or complaints. Whenever the ▇▇▇▇▇▇▇ is occupied away from his intent job duties, his helper may be assigned to other work. (F) The Employer shall provide the ▇▇▇▇▇▇▇ with a detailed payroll report for each payroll period no later than two (2) work days following the end of the pay period week ending date. (G) It is agreed that the ▇▇▇▇▇▇▇ has no authority from the Union to cause a work stoppage. (H) Where the ▇▇▇▇▇▇▇ has been regularly working on a job and for some unanticipated reason does not show up for work on a particular day, the Employees shall start and continue to work and the reason thereofWelder ▇▇▇▇▇▇▇ shall notify the Local Union office of the ▇▇▇▇▇▇▇’▇ absence. (I) The ▇▇▇▇▇▇▇ shall remain on the Employer’s payroll until the tie-in work has been completed. After the firing line has finished its work, he can the ▇▇▇▇▇▇▇ may, at Employer’s option, be reachedused as one of the tie-in welders. (J) To ensure the integrity and fairness of the evaluation of Welders, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall be present, so long as his presence away from the jobsite does not affect hinder production. By mutual agreement between the work of Welder ▇▇▇▇▇▇▇ and the craft. The ▇▇▇▇▇▇▇, in addition an alternate may be selected to this work as a journeyman, will be permitted to perform during present at the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERtesting.

Stewards. Each UNION The Employer agrees to recognize a reasonable number of local stewards as designated by the Union. Stewards and chapter officers as defined above shall have be allowed a reasonable amount of time away from their regular duties to administer the Agreement at the facility where they work only within their own Agency unless the Agencies involved agree to representation across agency lines. In situations where there are only a few employees of one Agency working at the facility of another Agency, agreement to such representation shall not be unreasonably withheld. In situations where there are only a few employees of one Agency in a county, the Employer agrees that the right of stewards from one Agency to designate a working journeyman as a ▇▇▇▇▇▇▇represent bargaining unit employees from other Agencies shall not be unreasonably denied. The UNION shall Employer and the Union recognize the value of having an adequate number of stewards to provide representation. The Union agrees to find ways to encourage more members to volunteer and train as stewards within their respective chapter/jurisdiction. The Employer recognizes that to ensure adequate union representation, in occasional or unusual circumstances, limited travel time for stewards may be necessary. The Union will notify the EMPLOYER Agency, in writing writing, of the identity of their stewards designated ▇▇▇▇▇▇▇. In addition prior to his work as an employee, the ▇▇▇▇▇▇▇ shall have assuming any duties. It is understood that the right to receive, but release of stewards is for contract administration purposes. Reasonable diligence will be exercised by stewards in performing their duties so that they do not to solicit, complaints or grievances, and to discuss and assist in interfere with the adjustment operational needs of the same with the employee's appropriate supervisorEmployer. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor parties agree that where a bargaining unit member is unable or ▇▇▇▇▇▇▇ as unwilling to his intent and the reason thereofrepresent his/her own interest(s), he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be provided with all necessary documentation regarding the last EMPLOYEE laid off provided he is qualified to perform issue and will stand in the remaining work place of the EMPLOYERmember as their Union representative. Stewards and/or union representatives requiring release time for contract administration purposes, shall follow procedures outlined in Section 25.07 of the Agreement before leaving their work location. Stewards shall contact the supervisor or designee of an area to be visited and shall secure the signature of that supervisor or designee. There shall be no cross-agency representation except as follows: a chapter president shall be allowed to cross Agency lines to represent employees covered by this Agreement in other Agencies when those Agencies’ stewards are not available. The Agencies must be housed in the same building or facility (“facility” as used in this Article is defined to mean an institution or a complex of buildings in close physical proximity to one another). Agreement to such representation shall not be unreasonably denied.

Stewards. Each UNION shall have the right to designate 6.01 The Business Manager or a working journeyman as Business Agent may appoint a ▇▇▇▇▇▇▇▇ on all job sites for each Employer on each job site. The UNION shall notify Business Manager or Business Agent agrees to consult with the EMPLOYER in writing Employer or the Employer’s Representative prior to the appointment of the identity of their designated such ▇▇▇▇▇▇▇ on any individual Employer Job Site, however, the final decision lies solely with the Business Manager or Business Agent. It is further agreed that, where practicable, said ▇▇▇▇▇▇▇ will be an Employee of the Employer and a resident of the local geographic area (Article 5.07). The Union agrees that it will not displace an existing employed Union Member working on the Employer’s job site by the appointment of a ▇▇▇▇▇▇▇ on the Employer’s job site. 6.02 The ▇▇▇▇▇▇▇ of a member Union will be an employee of the Employer who is a qualified Labourer and who will perform the work of a Labourer at the Labourer's rate of pay. In addition to his work duties as an employee, a Labourer he shall be permitted reasonable time to perform such of his Union duties as cannot be performed off the job. If it is necessary for the ▇▇▇▇▇▇▇ to leave his work he must first obtain permission from the Employer's representative on the job whenever possible. Such permission would not be unreasonably withheld. He shall have assist the right to receive, but not to solicit, complaints or grievances, Employer and to discuss the Union members in carrying out the provisions of this Agreement. 6.03 It is agreed that only one (1) ▇▇▇▇▇▇▇ and assist one (1) alternate on each shift shall be recognized by each Employer and the Union shall notify the Employer in the adjustment writing of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against name of the ▇▇▇▇▇▇▇ in and his alternate. 6.04 The employment of the proper performance of his union duties. ▇▇▇▇▇▇▇ and/or alternate shall not be terminated until the Employer has discussed the matter with the Business Representative. 6.05 The Job ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor suffer discrimination or ▇▇▇▇▇▇▇ as to his intent punitive measures for representing employees under this Agreement and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall asked to work overtime. all overtime where practicable. 6.06 The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence employment of the ▇▇▇▇▇▇▇ shall not affect be maintained by the Employer as long as there remain five (5) Labourers in the employ of the Employer on the job site and subject to the condition that the ▇▇▇▇▇▇▇ is qualified to perform the work of required on the craftjob site. The Business Manager or Business Agent shall be notified when the ▇▇▇▇▇▇▇ is laid-off or transferred to another job site. 6.07 If a mutual agreement can be reached on the appointment of a Job ▇▇▇▇▇▇▇ by the Union and the Employer, only then shall the following Article 6.08 apply. 6.08 When there are less than five (5) Employees on any job site or construction project, the Union and the Employer may mutually agree upon one (1) of these Employees being designated to act as the Job ▇▇▇▇▇▇▇. A Job ▇▇▇▇▇▇▇ named under this clause (6.08) shall fill the position of Job ▇▇▇▇▇▇▇ provided for under this Article. 6.09 Under no circumstances shall the ▇▇▇▇▇▇▇ make any arrangements with the General ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include or Management that will change or conflict in any matters relating to way with any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules section or terms of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. Collective Agreement. 6.10 The ▇▇▇▇▇▇▇ shall be offered all overtime where practicable as long as he/she has the last EMPLOYEE laid off provided he is qualified appropriate skills and/or training to perform do the remaining work of the EMPLOYERwork.

Stewards. Each UNION The Employer agrees to recognize a reasonable number of local stewards as designated by the Union. Stewards and chapter officers as defined above shall have be allowed a reasonable amount of time away from their regular duties to administer the Agreement at the facility where they work only within their own Agency unless the Agencies involved agree to representation across Agency lines. In situations where there are only a few employees of one Agency working at the facility of another Agency, agreement to such representation shall not be unreasonably withheld. In situations where there are only a few employees of one Agency in a county, the Employer agrees that the right of stewards from one Agency to designate a working journeyman as a ▇▇▇▇▇▇▇represent bargaining unit employees from other Agencies shall not be unreasonably denied. The UNION shall Employer and the Union recognize the value of having an adequate number of stewards to provide representation. The Union agrees to find ways to encourage more members to volunteer and train as stewards within their respective chapter/jurisdiction. The Employer recognizes that to ensure adequate Union representation, in occasional or unusual circumstances, limited travel time for stewards may be necessary. The Union will notify the EMPLOYER Agency, in writing writing, of the identity of their stewards designated ▇▇▇▇▇▇▇. In addition prior to his work as an employee, the ▇▇▇▇▇▇▇ shall have assuming any duties. It is understood that the right to receive, but release of stewards is for contract administration purposes. Reasonable diligence will be exercised by stewards in performing their duties so that they do not to solicit, complaints or grievances, and to discuss and assist in interfere with the adjustment operational needs of the same with the employee's appropriate supervisorEmployer. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor parties agree that where a bargaining unit member is unable or ▇▇▇▇▇▇▇ as unwilling to his intent and the reason thereofrepresent his/her own interest(s), he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be provided with all necessary documentation regarding the last EMPLOYEE laid off provided he is qualified to perform issue and will stand in the remaining work place of the EMPLOYERmember as their Union representative. Stewards and/or Union representatives requiring release time for contract administration purposes, shall follow procedures outlined in Section 25.07 of the Agreement before leaving their work location. Stewards shall contact the supervisor or designee of an area to be visited and shall secure the signature of that supervisor or designee. There shall be no cross-Agency representation except as follows: a Chapter President shall be allowed to cross Agency lines to represent employees covered by this Agreement in other Agencies when those Agencies’ stewards are not available. The Agencies must be housed in the same building or facility (facility as used in this Article is defined to mean an institution or a complex of buildings in close physical proximity to one another). Agreement to such representation shall not be unreasonably denied.

Stewards. The Union may designate or redesignate one employee as a ▇▇▇▇▇▇▇ to inspect all working conditions affecting the terms of this Agreement. An employee so designated must be in the Journeyman classification of the Industry Experience Roster. Each UNION such designation or redesignation, as the case may be, shall be for a period of not longer than six (6) months. The Union may make such a designation or redesignation or remove such ▇▇▇▇▇▇▇ at any time, but shall discuss the matter with the Producer before doing so. It shall be the responsibility of the ▇▇▇▇▇▇▇ to settle minor grievances with the head of the department in which the grievance arises and, in the event such grievance cannot be adjusted, to notify his Business Representative. The ▇▇▇▇▇▇▇ so designated shall be permitted to perform these duties, but such duties shall not unduly interfere with his work and he shall not leave his station without notifying his immediate supervisor. Notwithstanding the provision for layoff or rehire contained in subparagraph (c) of Paragraph 68, such ▇▇▇▇▇▇▇ shall not be laid off, or when on layoff shall be the first to be rehired, during his above- described term as ▇▇▇▇▇▇▇ as long as there is work available for him in his department, provided that: Such ▇▇▇▇▇▇▇ is willing to do, and is qualified physically and possesses the necessary ability and skill for, the particular work to be performed; such ▇▇▇▇▇▇▇ shall not have any such preference in layoff or rehire over the right to designate a working journeyman Department Head, if there is any in the unit, or over any employee classified and paid as a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated , gang or shift boss, supervisory employee or a carry-through person; Producer’s right to discharge such ▇▇▇▇▇▇▇. In addition to his work as an employee, the ▇ for cause shall not be limited in any manner by this provision; such ▇▇▇▇▇▇▇ shall have be subject to the right to receiveprovisions of Paragraph 68, but “Seniority;” such preference in layoff or rehire shall not to solicit, complaints apply on the sixth or grievances, and to discuss and assist seventh day worked in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the such ▇▇▇▇▇▇▇’▇ in workweek or holidays, nor to station jobs, nor when it would disturb the proper performance continuity of his union duties. The a project; and such ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor have such preference over employees who have been specially rehearsed or cued for a job, nor over persons operating specialized equipment. Under this provision, the Union may also designate an Alternate ▇▇▇▇▇▇▇. The Alternate ▇▇▇▇▇▇▇ as to his intent and the reason thereofwill, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance absence of their the primary ▇▇▇▇▇▇▇, assume the duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craftas outlined above. The Alternate ▇▇▇▇▇▇▇ will be subject to the same conditions of employment as the primary ▇▇▇▇▇▇▇, in addition to but only for the period of the primary ▇▇▇▇▇▇▇’▇ absence. Under this work as a journeymanprovision, will be permitted to perform during the work hours only one such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount may be designated who will have such preference in layoff and rehire as provided above, at any one time. This does not preclude the Union from appointing other “acting” Stewards, but such employees shall not be considered, in any manner whatsoever, as Stewards hereunder for the purpose of time to perform such dutiespreference in layoff and rehire, as above provided. The ▇▇▇▇▇▇▇ Union shall receive his regular craft rate notify Producer in advance of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERsuch appointment.

Stewards. Each UNION The Employer agrees to recognize a reasonable number of local stewards as designated by the Union. Stewards and chapter officers as defined above shall have be allowed a reasonable amount of time away from their regular duties to administer the Agreement at the facility where they work only within their own Agency unless the Agencies involved agree to representation across agency lines. In situations where there are only a few employees of one Agency working at the facility of another Agency, agreement to such representation shall not be unreasonably withheld. In situations where there are only a few employees of one Agency in a county, the Employer agrees that the right of stewards from one Agency to designate a working journeyman as a ▇▇▇▇▇▇▇represent bargaining unit employees from other Agencies shall not be unreasonably denied. The UNION shall Employer and the Union recognize the value of having an adequate number of stewards to provide representation. The Union agrees to find ways to encourage more members to volunteer and train as stewards within their respective chapter/jurisdiction. The Employer recognizes that to ensure adequate union representation, in occasional or unusual circumstances, limited travel time for stewards may be necessary. The Union will notify the EMPLOYER Agency, in writing writing, of the identity of their stewards designated ▇▇▇▇▇▇▇. In addition prior to his work as an employee, the ▇▇▇▇▇▇▇ shall have assuming any duties. It is understood that the right to receive, but release of stewards is for contract administration purposes. Reasonable diligence will be exercised by stewards in performing their duties so that they do not to solicit, complaints or grievances, and to discuss and assist in interfere with the adjustment operational needs of the same with the employee's appropriate supervisorEmployer. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor parties agree that where a bargaining unit member is unable or ▇▇▇▇▇▇▇ as unwilling to his intent and the reason thereofrepresent his/her own interest(s), he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be provided with all necessary documentation regarding the last EMPLOYEE laid off provided he is qualified to perform issue and will stand in the remaining work place of the EMPLOYERmember as their Union representative. Stewards and/or union representatives requiring release time for contract administration purposes, shall follow procedures outlined in Section 25.07 of the Agreement before leaving their work location. Stewards shall contact the supervisor or designee of an area to be visited and shall secure the signature of that supervisor or designee. There shall be no cross-agency representation except as follows: a chapter president shall be allowed to cross Agency lines to represent employees covered by this Agreement in other Agencies when those Agencies' stewards are not available. The Agencies must be housed in the same building or facility ("facility" as used in this Article is defined to mean an institution or a complex of buildings in close physical proximity to one another). Agreement to such representation shall not be unreasonably denied.

Stewards. Each UNION shall have ‌ The City recognizes the right of the Union to designate a working journeyman as a select local stewards and alternate stewards to represent the employees on grievances arising under this Agreement, in disciplinary proceedings and in labor-management meetings. The alternate ▇▇▇▇▇▇▇. The UNION ▇ shall notify the EMPLOYER in writing of the identity of their designated act as ▇▇▇▇▇▇▇. In addition to his work as an employee, ▇ when the ▇▇▇▇▇▇▇ is absent from work. Unless waived in writing, there shall have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the be a ▇▇▇▇▇▇▇ in the proper performance of his union duties. The or alternate ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor present whenever the City meets with the employee about discipline or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole controlconduct investigatory interviews. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working alternate ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to is unavailable, the work of another EMPLOYER. If he should become involved in employee may designate a bargaining unit member who is available at the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination time of the working meeting to represent him/her. Meetings or interview shall not begin until the ▇▇▇▇▇▇▇, alternate ▇▇▇▇▇▇▇ or designated bargaining unit member is present. Stewards and alternates have no authority to take strike action or any other action interrupting the City’s business, except as authorized by official action of the Union. The City recognizes these limitations upon the authority of stewards and their alternates, and shall not hold the Union liable for a any unauthorized acts. The City in so recognizing such limitations shall have the authority to impose proper discipline, including discharge, in the event the ▇▇▇▇▇▇▇ has taken unauthorized strike action, slowdown or work stoppage in violation of work rulesthis Agreement. Stewards will attempt to conduct Union business in a manner that minimizes interference with the performance of their job duties. Stewards shall not conduct union business on City time without permission of the immediate supervisor. The ▇▇▇▇▇▇▇ or alternate must notify the supervisor upon leaving and give an approximate time of return. If the ▇▇▇▇▇▇▇ or alternate is unable to return at the time given, a call must be made notifying the supervisor of additional time needed. The supervisor shall not unreasonably deny a request to conduct Union business. Such time spent conducting Union business during the ▇▇▇▇▇▇▇’▇ or alternate’s regular working hours shall be paid hours worked. The Union shall furnish current lists of all stewards and alternate stewards to the last EMPLOYEE laid City Human Resources Department and Greater Cincinnati Water Works. The Union will notify the City Human Resources Department and Greater Cincinnati Water Works of any changes in the above within thirty (30) working days of its occurrence. The City shall allow reasonable time off provided he is qualified without pay for the ▇▇▇▇▇▇▇ and/or alternate to perform attend Union meetings, workshops, conferences, training, etc. called by the remaining work of the EMPLOYERlocal Union.

Stewards. Each UNION SECTION 1. Stewards shall be designated in all shops by the Union. The duties of the Stewards shall be as follows : 1) To see that the provisions of this Agreement are observed; 2) To receive and endeavor to adjust at the first step, all grievances which may be submitted to them. The Stewards shall be allowed sufficient and reasonable time during regular working hours to carry on any activities necessary to discharge their duties. They shall have authority to check the right identification of individuals employed on the job or in the shop. The Employer shall not dismiss or otherwise discipline any ▇▇▇▇▇▇▇ for properly performing his or her duties, nor shall the Employer dismiss or otherwise discipline any employee for making a complaint to designate the ▇▇▇▇▇▇▇ or giving evidence with respect to an alleged violation of this Agreement. In the event that a working journeyman as particular job or project should be identified by the District Council to require a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the ▇▇▇▇▇▇▇ shall have top seniority on the right job to receivewhich he or she is assigned, but not to solicit, complaints as long as he or grievances, and to discuss and assist she remains in the adjustment position of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties▇. The ▇▇▇▇▇▇▇ Top seniority shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as only apply with respect to his intent lay-off and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have With the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence exception of the ▇▇▇▇▇▇▇ shall not affect the work or supervisory personnel placed in charge of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignmentsjob, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE to be laid off provided he is off. The ▇▇▇▇▇▇▇ shall perform work in the same manner as any other employee and shall cooperate with the supervisor to expedite the progress of the work. Stewards may be relieved of their duties at any time at the discretion of the Union or when they do not possess the qualified skills to perform the remaining work available. SECTION 2. It shall also be the duty of the EMPLOYER▇▇▇▇▇▇▇ to see that all employees have their working cards or permits. SECTION 3. The Union reserves the right to withdraw employees covered by this Agreement from any job where the Stewards or Business Representatives or Business Manager/Secretary-Treasurer of the District Council are prohibited, either from entering upon the premises of the job to inspect and investigate working conditions, or from conducting an adequate inspection, investigation and report of such working conditions.

Stewards. Each UNION a. The Association may designate a reasonable number of Stewards, who shall have the right to designate a working journeyman as a ▇▇▇▇▇▇▇. The UNION assist employees in resolving grievances, appeals and other work-related problems, and shall notify the EMPLOYER County Administrator in writing of the identity of their individuals designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the perform ▇▇▇▇▇▇▇ functions, and the areas they represent. Changes to the listing of Stewards shall have be provided by the right Association as soon as they occur. The County shall recognize as Stewards only those employees named on the current list. b. Stewards may be released from their assigned work duties by their supervisors for a reasonable period of time to receive, but not to solicit, complaints process specific grievances or grievancesappeals on behalf of employees or the Association, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union dutiesfulfill their duties herein. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate request such time from his/her supervisor or ▇▇▇▇▇▇▇ as soon as the need for it is known. Release time shall be scheduled so as to his intent and minimize disruption of the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall and the unit; however, request for such time may not affect be unreasonably denied. Where the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as supervisor cannot be performed at other times. The UNION agrees that such duties approve the specific time requested, he/she shall be performed as expeditiously as possible and the EMPLOYER agrees to allow inform the ▇▇▇▇▇▇▇ a reasonable amount of the reason, and establish an alternate time to perform such duties. The when the ▇▇▇▇▇▇▇ shall receive his regular craft rate of paycan be released. The County and the Association shall agree upon a Release Time Request Form to be used by ▇▇▇▇▇▇▇'▇ and supervisors or managers for this process. c. Stewards shall be permanent employees and shall retain all the normal duties and responsibilities of the positions to which they are assigned. Stewards shall not include any matters relating receive overtime for time spent performing ▇▇▇▇▇▇▇ functions. d. An employee is allowed a reasonable amount of time to any supervisory function over which contact their ▇▇▇▇▇▇▇ during work hours to report a grievance, violation of this Memorandum or applicable rules in a manner that does not materially disturb the EMPLOYER retains sole controlemployee’s work. If Stewards shall obtain permission from the employee’s supervisor or manager before contacting an employee on work time or in the work area. e. When an employee is required to meet with a supervisor or manager and the employee reasonably anticipates that such meeting will involve questioning leading to disciplinary actions, he/she shall be entitled to have a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ present if he/she so requests. f. Confidentiality shall be the last EMPLOYEE laid off provided he is qualified observed by both Stewards and supervisors or managers in processing and representation matters relating to perform the remaining work pending or current disciplinary action. g. Stewards shall not conduct Association business on County time, except as specifically authorized by this Memorandum of the EMPLOYERUnderstanding.

Stewards. Each UNION 20.1 Working job Stewards may be designated on all jobs by the Union. The Employer shall have furnish the right to designate Union with written reports upon request of all jobs being currently performed by the Employer. Such reports shall include the name and location of the job and the number and names of the Employees employed. The Union may, at its option, appoint a working journeyman as a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the job ▇▇▇▇▇▇▇ on any job where its members are employed from among the Employees on the job. The Union shall have notify the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment employer at that time of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence identity of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. ▇. 20.2 The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the Shop ▇▇▇▇▇▇▇ may converse with any Union member, supervisor or Employer, on a reasonable amount jobsite or shop in carrying out the duties of time to perform such duties. this position but will not impede or disrupt the normal flow of work. 20.3 The Shop ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The will carry credentials issued such Shop ▇▇▇▇▇▇▇ by the Local Union and the Shop ▇▇▇▇▇▇▇'▇ duties will be as follows: 1. To see that the provisions of this Agreement are observed. 2. To receive and endeavor to adjust at the first step, all grievances that may be submitted to him or her. 3. To report to the full-time representatives of the Union any IUPAT trade jurisdiction work being performed on the job site by any person who is not an IUPAT member. 4. To mentor fellow members concerning the importance of a professional and productive approach to work. 20.4 The job Stewards shall be allowed sufficient and reasonable time during working hours to carry on any activities necessary to discharge their duties. They shall have authority to check the identification of individuals employed on the job or in the shop. The Employer shall not include dismiss or otherwise discipline any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates for properly performing his or her duties, nor shall the Employer dismiss or otherwise discipline any of Employee for making a complaint to the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority or giving evidence with regard respect to an alleged violation of this Agreement. Job Stewards may be relieved of their duties at any time at the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination discretion of the working ▇▇▇▇▇▇▇ except for a violation of work rulesUnion. The It is agreed by the parties hereto that the job ▇▇▇▇▇▇▇ shall be not have the last EMPLOYEE laid off provided he is qualified authority to perform call for or initiate a work stoppage or job action at the remaining work of workplace or job site and must immediately report all problems to the EMPLOYERBusiness Manager or Business Agent. 20.5 All shop stewards shall attend ▇▇▇▇▇▇▇ Training.

Stewards. Each UNION shall have 5.01 The Company acknowledges the right of the Union to designate a working journeyman appoint or otherwise select one (1) ▇▇▇▇▇▇▇ for every twenty-five (25) employees or portion of twenty-five (25) employees, one of whom will be designated as a the Chief ▇▇▇▇▇▇▇. All stewards must have a minimum of one (1) year of active service with the Company, unless otherwise agreed by both the Company and the Union. The UNION shall Union agrees it will appoint a day shift employee as Chief ▇▇▇▇▇▇▇ and the Company agrees that it will not transfer the Chief ▇▇▇▇▇▇▇ from the day shift to any other shift. The Company will recognize and deal with the stewards on any matter arising out of this Agreement, and the stewards will co-operate with the Company in the administration of this Agreement. 5.02 The Union will notify the EMPLOYER Company in writing of the identity name(s) of their designated the Stewards, and Chief ▇▇▇▇▇▇▇, and effective dates and any changes that may occur. In addition The Company shall not be required to his work as an employee, the recognize any ▇▇▇▇▇▇▇ shall have until it has been so notified. 5.03 The Company undertakes to instruct all members of its supervisory staff to co-operate with the right to receive, but not to solicit, complaints or grievances, and to discuss and assist stewards in the adjustment carrying out of the same terms and requirements of this Agreement. 5.04 The Union undertakes to secure from its officers, stewards and members their co-operation with the employee's appropriate supervisor. Company and with all persons representing the Company in a supervisory capacity. 5.05 The EMPLOYER right of the stewards to leave their work without loss of basic pay to attend to Union business on the site is granted on the following conditions. (a) Such business must be between the Union and the management (b) The time shall be devoted to the prompt handling of Union business, as it relates to the Company and the Agreement (a) The Company agrees that it will not unfairly discriminate against the a ▇▇▇▇▇▇▇ in because of his/her lawful Union activity. (b) An employee who is appointed to the proper performance position of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent be laid off provided he/she is capable of doing and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect is doing the work of the craft. The ▇▇▇▇▇▇▇available, but in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If no case may a ▇▇▇▇▇▇▇ violates any of be laid off, transferred or discharged without prior consultation with the rules of this ArticleLocal Union Business Representative. 5.07 Upon becoming a Union member, or fails all new employees working on the day shift will be introduced to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working Chief ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to and all new employees working on the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he afternoon shift will be subject introduced to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination one of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be stewards on the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERafternoon shift.

Stewards. Each UNION shall have Section 1. A working ▇▇▇▇▇▇▇ may be appointed by the right Union and mutually agreed upon with the employer (consideration will be given to designate the utilization of a working journeyman as a Millwright already in the employ of said Employer). The Union will promptly notify the Employer of the name of such ▇▇▇▇▇▇▇. The UNION ▇▇▇▇▇▇▇ will be allowed a reasonable period of time to perform his/her duties. He/she shall notify not have the EMPLOYER in writing right to waive, change, or modify any of the identity terms of their designated this Agreement. He/she shall remain on the job as long as or whenever work is being performed directly by the Employer, except under the following circumstance: "If the project advances to a point where only one Employee is needed, he/she shall be the ▇▇▇▇▇▇▇”. In addition to his work as an employeethe event the Employer needs any additional Employee(s), the ▇▇▇▇▇▇▇ shall have will be recalled first, provided he/she is qualified to perform the right work. Should this Section be violated, the Employer will be given notification and will be subject to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against penalty pay for the ▇▇▇▇▇▇▇’▇ lost time, if not corrected immediately. A ▇▇▇▇▇▇▇ who is discriminated against, through reasons in performing his /her duties as such, shall receive (upon proper investigation by the proper performance Union and found true) the full protection of his union dutiesthe Union. The Disputes under this Section will be referred to the Grievance and Arbitration Procedure. Section 2. No ▇▇▇▇▇▇▇ shall not leave his work area be discharged from any job without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent just cause and until a meeting is held between the Union and the reason thereof, he can be reached, and the estimated time that he Employer. The meeting will be gone. Stewards shall not have held within twenty-four (24) hours, excluding weekends and holidays, after the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have Union has been notified by the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole controlEmployer. If a ▇▇▇▇▇▇▇ violates is discharged before such a meeting is held to determine the reasons for discharge, he/she shall be paid for all the time lost from the moment of discharge until the initial meeting between the Employer and the Union has been concluded. This does not preclude any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved other relief that may be awarded in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rulesGrievance and Arbitration Procedure. Section 3. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off employed whenever any work covered by this Agreement is being performed, provided he he/she is qualified to perform the remaining work of the EMPLOYERsuch work.

Stewards. Each UNION Agency agrees to recognize three (3) Stewards and alternates (to act in absence of ▇▇▇▇▇▇▇) designated by the Union from time to time. Stewards shall recognize that they have regular full-time duties as employees of Agency and shall conduct themselves in accordance with the requirements imposed upon all employees of Agency. The Union shall have the right responsibility to designate notify Agency in writing of the names of its duly authorized Stewards. Agency shall not recognize or deal with any employee as a working journeyman ▇▇▇▇▇▇▇ unless they are on the designated ▇▇▇▇▇▇▇ list. Stewards shall spend only the time necessary to expeditiously carry out their functions as Stewards and shall not unduly restrict or interfere with the performance of their own duties. Stewards shall receive copies of all disciplinary notices, write-ups and related memorandums. Stewards may leave their immediate work location to perform these duties; however, ▇▇▇▇▇▇▇▇ shall first obtain permission from their immediate supervisor to leave the area and shall inform the supervisor of the reason for their leaving the area. The supervisor shall be responsible for maintaining time records of the amount of time Stewards spend in the performance of their ▇▇▇▇▇▇▇ duties. The Union and Agency agree to review the amount of time spent by ▇▇▇▇▇▇▇▇ in the performance of their duties on a biannual basis, to determine whether the stewards are observing the provisions of this Article. The ▇▇▇▇▇▇▇ shall minimize the amount of interference with Agency work in the performance of their duties. At any time either party may request to meet and confer regarding the application of this procedure. Stewards shall not log overtime or premium pay time for time spent performing any function as a ▇▇▇▇▇▇▇. Because of Union business necessity the Maintenance ▇▇▇▇▇▇▇ shall work day shift at the Riverside Yard with Saturday and Sunday off. The UNION shall notify particular designated bid slot will be signed in by the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employeeCurrently RTA does not staff day shift with anyone from the servicer, the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievancestire servicer, and to discuss and assist in electronic technician classification. In the adjustment of the same future, as RTA staffs day shift with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of above listed classifications this Article, or fails to work or competently perform work assignments, the EMPLOYER agreement shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will then be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERapplicable.

Stewards. Each The UNION shall have furnish the right Department of Human Resources a list of the Stewards' and alternate Stewards' names and their assigned ▇▇▇▇▇▇▇ areas, and shall notify Human Resources of changes to designate the list within seven (7) work days. 9.2 When requested by an employee, a ▇▇▇▇▇▇▇ may only investigate any alleged or actual grievance in his/her assigned ▇▇▇▇▇▇▇ area. He/She will be allowed reasonable time therefore during working journeyman hours without loss of time or pay upon notification and approval of his/her immediate supervisor outside the bargaining unit. Such release time will be granted consistent with the needs of the service but will not unreasonably be withheld. 9.3 UNION business, other than that cited above, shall be conducted so as not to interfere with the work assignment of stewards or any other employees. 9.4 A non-employee UNION Representative may consult with employees in assembly areas before the start of each work shift or after the end thereof. 9.5 Should an employee UNION representative covered by this Agreement be released on the Attendance at Meetings/UNION Time Pool Article said employee may substitute for the ▇▇▇▇▇▇▇, but in no event shall the ▇▇▇▇▇▇▇ and the employee UNION representative both investigate the same grievance or appear for the meeting called to resolve the grievance. Should the UNION President desire the UNION ▇▇▇▇▇▇▇, as described in Section 9.2, to attend a Step 3 grievance meeting, the ▇▇▇▇▇▇▇ may be released to attend said meeting with any time loss to be charged to the UNION Time Pool. 9.6 An alternate ▇▇▇▇▇▇▇ may be appointed for each ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the alternate ▇▇▇▇▇▇▇ shall have will be utilized by management when management is unable to reach the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the UNION ▇▇▇▇▇▇▇ in or the proper performance of his union duties. The UNION ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed spared for the assigned duties at other times. The UNION agrees that such duties shall be performed as expeditiously as possible the time and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules all provisions of this Article, or fails Article shall apply to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERalternate Stewards as well as regular Stewards.

Stewards. The Union may designate or redesignate, from the Industry Experience Roster described in Paragraph 68 herein, one employee as a ▇▇▇▇▇▇▇ to inspect all working conditions affecting the terms of this Agreement. Each UNION such designation or redesignation, as the case may be, shall be for a period of not longer than six (6) months. The Union may make such a designation or redesignation or remove such ▇▇▇▇▇▇▇, at any time, but shall discuss the matter with the Producer before doing so. It shall be the responsibility of the ▇▇▇▇▇▇▇ to settle minor grievances with the head of the department in which the grievance arises and, in the event such grievance cannot be adjusted, to notify the Business Representative. The ▇▇▇▇▇▇▇ so designated shall be permitted to perform these duties, but such duties shall not unduly interfere with his work and he shall not leave his station without notifying his immediate supervisor. Notwithstanding the provisions for layoff or rehire contained in subparagraph (b) of Paragraph 68, such ▇▇▇▇▇▇▇, during his above- described term as ▇▇▇▇▇▇▇, shall not be laid off, or when on layoff shall be the first to be rehired, so long as there is work available for him in his department; provided that: such ▇▇▇▇▇▇▇ is willing to do, and is qualified physically and possesses the necessary ability and skill for, the particular work to be performed; such ▇▇▇▇▇▇▇ shall not have any such preference in layoff or rehire over the right to designate a working journeyman Department Head, if there is any in the unit, or over any employee classified and paid as a ▇▇▇▇▇▇▇. The UNION , gang or shift boss or supervisory employee; such preference in layoff or rehire shall notify not apply on the EMPLOYER sixth or seventh day worked in writing of the identity of their designated such ▇▇▇▇▇▇▇. In addition '▇ workweek, nor to his work as an employeestation jobs, nor when it would disturb the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment continuity of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The a project; such ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor have such preference over employees who have been specially rehearsed or cued for a job, nor over persons operating specialized equipment. Under this provision, only one such ▇▇▇▇▇▇▇ may be designated who will have such preference in layoff and rehire as to his intent and the reason thereof, he can be reached, and the estimated time that he will be goneprovided above. Stewards shall not have the Producer's right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem discharge such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ for cause shall not affect the work of the craftbe limited in any manner by this provision. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The Such ▇▇▇▇▇▇▇ shall be subject to the last EMPLOYEE laid off provisions of Paragraph 68. Subject to the above provisions, when additional employees are added to a project in the studio on which such additional employees will then be on overtime, or when additional employees are added to a project in the studio on the sixth or seventh days in such employee's workweek or a holiday, Producer shall make a reasonable effort to offer such employment to such a ▇▇▇▇▇▇▇ where practical; provided, however, that such ▇▇▇▇▇▇▇ is not then otherwise employed on another project which is not then completed and provided that he has just completed his previous shift and is qualified to perform still on the remaining work studio premises. The specific number of Stewards that the Union may designate for this Producer, under this provision, shall be only that number specified for Producer in Exhibit "M," which is attached hereto. This does not preclude the Union from appointing "acting" Stewards, but such employees shall not be considered, in any manner whatsoever, as Stewards hereunder for the purpose of preference in layoff and recall, as above provided. The Union shall notify Producer in advance of the EMPLOYERappointment of any such "acting" Stewards.

Stewards. Each UNION shall have The Company recognizes the right of the Local Union to designate a working journeyman as a ▇▇▇▇▇▇▇job stewards and alternates from the Company’s seniority list. The UNION authority of job stewards and alternates so designated by the Local Union shall notify be limited to, and shall not exceed, the EMPLOYER following duties and activities: (a) The investigation and presentation of grievances with his/her Company or the designated Company representative in writing accordance with the provisions of the identity collective bargaining agreement; (b) The collection of their designated ▇▇▇▇▇▇▇dues when authorized by appropriate Local Union action; (c) The transmission of such messages and information, which shall originate with and are authorized by the Local Union or its officers, provided such messages and information: 1. In addition have been reduced to his writing; or 2. if not reduced to writing, are of routine nature and do not involve work as an employeestoppages, slowdowns, refusals to handle goods, or any other interference with the ▇▇▇▇▇▇▇ shall have Company’s business. Recognizing the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment importance of the same with role of the employee's appropriate supervisor. The EMPLOYER will not discriminate against the Union ▇▇▇▇▇▇▇ in resolving problems or disputes between the proper performance Company and its employees, the Company reaffirms its commitment to the active involvement of his union dutiesUnion Stewards in such processes in accordance with the terms of this Article. The There shall be a ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or Union representative present when requested by the employee. The Company will make every possible attempt to include a ▇▇▇▇▇▇▇ as or Union Representative whenever it meets with the employee to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right conduct investigatory interviews which may result in discipline or discharge or to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement discuss a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole controlgrievance. If a ▇▇▇▇▇▇▇ violates any is unavailable, the employee may designate a bargaining unit member who is immediately available at the service center at the time of the rules of this Articlemeeting to be present. Meetings or interviews shall not begin until the ▇▇▇▇▇▇▇, Union representative, or fails designated available bargaining unit member, if requested, is present. An employee who does not want a Union ▇▇▇▇▇▇▇, Union representative, or designated available bargaining unit member present at any meeting or interview where the employee has a right to work or competently perform work assignmentsUnion representation, must waive Union representation in writing. If the Union requests a copy of the waiver, the EMPLOYER Company shall promptly furnish it. The Local Union will be obligated to provide an adequate number of stewards per shift. What is “adequate” will be determined by the Local Union. Stewards and alternates have no authority to take strike action or any other action interrupting the Company’s business, except as authorized by official action of the Local Union. The Company recognizes these limitations upon the authorized Job Stewards and their alternates, and shall not hold the Union liable for any unauthorized acts. The Company in so recognizing such limitations shall have the right authority to take whatever action deemed appropriateimpose proper, nondiscriminatory discipline, including terminationdischarge. The working However, in the event the Job ▇▇▇▇▇▇▇ or the designated alternate has led, or instigated or encouraged unauthorized strike action, slowdown or work stoppages in violation of this Agreement, he/she may be singled out for one EMPLOYER has no authority with regard more serious discipline, up to the work of another EMPLOYERand including discharge. If he should become involved in the affairs or disputes of another EMPLOYER, he will Stewards and/or alternate stewards shall not be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination discipline for performing any of the working ▇▇▇▇▇▇▇ except for a violation duties within the scope of work rulestheir authority and defined in this Section, in the manner permitted by this Section. The ▇▇▇▇▇▇▇ or the designated alternate shall be permitted reasonable time to investigate, present and process grievances on the last EMPLOYEE laid off provided he is qualified to perform the remaining work Company’s property without interruption of the EMPLOYERCompany’s operation. Upon notification to his/her supervisor, a ▇▇▇▇▇▇▇ shall be afforded the right to leave his/her work area for a reasonable period of time to investigate, present and process grievances and to represent a fellow employee concerning grievances or discipline so long as such activity does not interrupt the Employer’s operations. The Company will make a reasonable effort to ensure that its operations are not interrupted by the ▇▇▇▇▇▇▇’▇ engaging in such activities. The Company shall not use interruption of its operation as a subterfuge for denying such right to the ▇▇▇▇▇▇▇. Time spent in handling grievances during the job ▇▇▇▇▇▇▇’▇ or his/her designated alternate’s regular working hours shall be considered working hours in computing daily and/or weekly overtime if within the regular schedule of the “job ▇▇▇▇▇▇▇.” The Employer shall only be obligated to respond to information requests that are approved by the business agent of the Local Union assigned to represent employees covered by this Agreement. Union stewards shall be allowed to wear a Union ▇▇▇▇▇▇▇ pin while on the Employer’s property.

Stewards. Each UNION ‌ It is agreed by the parties of the Memorandum of Understanding that UAPD may select a reasonable number of stewards for this Unit. UAPD shall give to the department head a written list of employees from his department who have been selected as stewards. This list shall be kept current by UAPD. Stewards may spend a reasonable amount of time to promptly and expeditiously investigate and process formal grievances without loss of pay or benefits of any kind. Stewards, when leaving their work locations to transact such investigations or processing shall first obtain permission from their immediate supervisor and inform the right supervisor of the nature of the business. Permission to designate a working journeyman as a leave will be granted promptly unless such absences would cause an undue interruption of work. Except, however, denial of permission will automatically constitute an extension of the time equal to the amount of the delay. If such permission cannot be granted promptly the ▇▇▇▇▇▇▇ will be immediately informed when time will be made available. Such time will not be more than 24 hours, excluding Saturday, Sunday, and holidays, after the time of the ▇▇▇▇▇▇▇'▇ request unless otherwise mutually agreed to. The UNION shall notify the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his Upon entering a work as an employeelocation, the ▇▇▇▇▇▇▇ shall have inform the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment cognizant supervisor of the same with nature of the employee's appropriate supervisor▇▇▇▇▇▇▇'▇ business. The EMPLOYER Permission to leave the job will be granted promptly to the employee involved unless such absence would cause an undo interruption of work. Except, however, denial of permission will automatically constitute an extension of the time equal to the amount of delay. If the employee cannot discriminate against be made available, the ▇▇▇▇▇▇▇ in will be immediately informed when the proper performance employee will be made available. Such time will not be more than 24 hours, excluding Saturday, Sunday and holidays after the time of his union dutiesthe ▇▇▇▇▇▇▇'▇ request, unless otherwise agreed to. The UAPD agrees that a ▇▇▇▇▇▇▇ shall not leave log compensatory time or premium pay time for his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance performing any function of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The a ▇▇▇▇▇▇▇, in addition . Management will make every reasonable effort not to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If reassign a ▇▇▇▇▇▇▇ violates if there is any other employee in the same classification who meets the specific qualifications of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERvacancy.

Stewards. Each UNION The Employer agrees to recognize a reasonable number of local stewards as designated by the Union. Stewards and chapter officers as defined above shall have be allowed a reasonable amount of time away from their regular duties to administer the Agreement at the facility where they work only within their own Agency unless the Agencies involved agree to representation across Agency lines. In situations where there are only a few employees of one Agency working at the facility of another Agency, agreement to such representation shall not be unreasonably withheld. In situations where there are only a few employees of one Agency in a county, the Employer agrees that the right of stewards from one Agency to designate a working journeyman as represent bargaining unit employees from other Agencies shall not be unreasonably denied. Before a ▇▇▇▇▇▇▇. The UNION shall notify ▇ takes time away from his/her job duties to administer the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employeeAgreement, the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints must inform his/her supervisor or grievances, and to discuss and assist in the adjustment designee of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against approximate duration of time the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as expects to his intent and the reason thereofbe away from his/her job duties and, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of if the ▇▇▇▇▇▇▇ shall not affect is leaving the work area, the duration of time expected to be away from the work area. The Employer and the Union recognize the value of having an adequate number of stewards to provide representation. The Union agrees to find ways to encourage more members to volunteer and train as stewards within their respective chapter/jurisdiction. The Employer recognizes that to ensure adequate Union representation, in occasional or unusual circumstances, limited travel time for stewards may be necessary. The Union will notify the Agency, in writing, of the craft. The ▇▇▇▇▇▇▇, in addition stewards designated prior to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such assuming any duties. The It is understood that the release of stewards is for contract administration purposes including up to eight (8) hours, in a minimum of four (4) hour increments, of release time during the employee’s scheduled work hours for a new ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a attend Union hosted new ▇▇▇▇▇▇▇ violates any training. Reasonable diligence will be exercised by stewards in performing their duties so that they do not interfere with the operational needs of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including terminationEmployer. The working ▇▇▇▇▇▇▇ parties agree that where a bargaining unit member is unable or unwilling to represent his/her own interest(s), a designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be provided with all necessary documentation regarding the last EMPLOYEE laid off provided he is qualified to perform issue and will stand in the remaining work place of the EMPLOYERmember as their Union representative. Stewards and/or Union representatives requiring release time for contract administration purposes, shall follow procedures outlined in this Section, and Sections 3.11 and 25.07, of the Agreement before leaving their work location. Stewards shall contact the supervisor or designee of an area to be visited and shall secure the signature of that supervisor or designee. There shall be no cross-Agency representation except as follows: a Chapter President shall be allowed to cross Agency lines to represent employees covered by this Agreement in other Agencies when those Agencies’ stewards are not available. The Agencies must be housed in the same building or facility (facility as used in this Article is defined to mean an institution or a complex of buildings in close physical proximity to one another). Agreement to such representation shall not be unreasonably denied.

Stewards. Each UNION shall have As soon as any work starts, including unloading, racking, or stringing of pipe or clearing of right-of-way, the right to designate a working journeyman as a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing Union may select no more than one Employee of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work Employer who shall act as an employee, the ▇▇▇▇▇▇▇ shall have for the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in Union. It is understood that the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER Employer will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as be required to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If employ a ▇▇▇▇▇▇▇ violates for any of the rules of this Article, or fails to subcontract work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard prior to the work start of another EMPLOYER. If he should become involved in operations by the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rulesEmployer. The ▇▇▇▇▇▇▇ shall be paid for the last EMPLOYEE laid number of hours he actually works each day or for the number of hours for which the job is set up on a daily basis, whichever is greater, except that on those days when no work is performed, then the Reporting Time Pay provisions of Article VIII will apply. When a project includes Covered Work in the jurisdiction of more than one local union, there shall only be one recognized ▇▇▇▇▇▇▇. The one recognized ▇▇▇▇▇▇▇ shall be responsible for the prime/general contractor as well as all subcontractors with fewer than 6 Employees performing Covered Work on the project, other than any stringing or clearing subcontractors, unless the parties mutually agree on other arrangements. The ▇▇▇▇▇▇▇ shall be a working ▇▇▇▇▇▇▇ and the ▇▇▇▇▇▇▇ shall perform his work for Employer the same as any other worker, and shall be entitled to receive the rate of pay in Article V(C) for the area in which the job is located. Stewards shall not be discharged without forty-eight hours' previous notice to Union; provided however where the ▇▇▇▇▇▇▇ is terminated for just cause (as defined in this Agreement) the Employer shall provide notice to the Union as soon as practicable and the discharged ▇▇▇▇▇▇▇ shall not receive any pay or other compensation based on a failure to provide 48 hours’ notice. Although it is agreed that there will be no non-working stewards, it is also recognized by the parties that the ▇▇▇▇▇▇▇ has an important function in maintaining harmony and cooperation on the job, and therefore his assignment should not be such to prevent his normal function as a ▇▇▇▇▇▇▇ but when possible, the ▇▇▇▇▇▇▇ will complete Union-related work on non-working time. Therefore, the parties agree that his job assignment will be a subject to be decided at the pre-job conference. The Employer shall provide the ▇▇▇▇▇▇▇ a weekly record of all Teamster employees listing date of hire, social security number, local union number if applicable, classification, hours worked or paid, rate of pay, and date of lay-off provided he is qualified or discharge. The ▇▇▇▇▇▇▇ shall cooperate with the Employer in the communication of all owner, State, and Federal health and safety regulations applicable to perform the remaining work of covered by the EMPLOYERAgreement.

Stewards. The Union may designate or redesignate, from the Industry Experience Roster, one employee as a ▇▇▇▇▇▇▇ to inspect all working conditions affecting the terms of this Agreement. Each UNION such designation or redesignation, as the case may be, shall be for a period of not longer than six (6) months. The Union may make such a designation or redesignation or remove such ▇▇▇▇▇▇▇ at any time, but shall discuss the matter with the Producer before doing so. It shall be the responsibility of the ▇▇▇▇▇▇▇ to settle minor grievances with the head of the department in which the grievance arises and, in the event such grievance cannot be adjusted, to notify the Business Representative. The ▇▇▇▇▇▇▇ so designated shall be permitted to perform these duties, but such duties shall not unduly interfere with his work and he shall not leave his station without notifying his immediate supervisor. Notwithstanding the provisions for layoff or rehire contained in subparagraph (b) of Paragraph 68, such ▇▇▇▇▇▇▇, during his above- described term as ▇▇▇▇▇▇▇, shall not be laid off, or when on layoff shall be the first to be rehired, so long as there is work available for him in his department; provided that: such ▇▇▇▇▇▇▇ is willing to do, and is qualified physically and possesses the necessary ability and skill for, the particular work to be performed; such ▇▇▇▇▇▇▇ shall not have any such preference in layoff or rehire over the right to designate a working journeyman Department Head, if there is any in the unit, or over any employee classified and paid as a ▇▇▇▇▇▇▇. The UNION , gang or shift boss or supervisory employee; such preference in layoff or rehire shall notify not apply on the EMPLOYER sixth or seventh day worked in writing of the identity of their designated such ▇▇▇▇▇▇▇. In addition '▇ workweek or holidays, nor to his work as an employeestation jobs, nor when it would disturb the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment continuity of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The a project; such ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor have such preference over employees who have been specially rehearsed or cued for a job, nor over persons operating specialized equipment; Producer's right to discharge such ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards for cause shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent limited in any manner by all stewards in the performance of their duties whenever they deem this provision; and such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be subject to the last EMPLOYEE laid off provisions of Paragraph 68. Under this provision, only one such ▇▇▇▇▇▇▇ may be designated who will have such preference in layoff and rehire as provided he is qualified to perform above. This does not preclude the remaining work Union from appointing "acting" Stewards, but such employees shall not be considered, in any manner whatsoever, as Stewards hereunder for the purpose of preference in layoff and recall, as above provided. The Union shall notify Producer in advance of the EMPLOYERappointment of any such "acting" Stewards.

Stewards. Each UNION 10.01 No individual employee or group of employees shall have undertake to represent the Union at meetings with the Employer without proper authorization of the Union or as established by this Agreement. In order that this may be carried out, the Union will supply the Employer with the names of its officers. Similarly, the Employer will, if requested, supply the Union with a list of its personnel with whom the Union may be required to transact business. 10.02 In order to provide an orderly and speedy procedure for the settling of grievances, the Employer acknowledges the right of the Union to appoint or elect Stewards, whose duties shall be to assist any employee whom the ▇▇▇▇▇▇▇ represents in preparing and in presenting their grievance in accordance with the Grievance Procedure. 10.03 The Employer agrees to recognize and deal with a Union Grievance Committee of 3 Union representatives including the Local Union President (or designate). 10.04 The Union acknowledges that Union Stewards and Grievance Committee members have duties to perform for the Employer, and they shall not absent themselves from their duties unreasonably in order to attend to the grievances of employees. In consideration of this acknowledgement and undertaking, the Employer will compensate them for time spent in handling grievances of employees. Such compensation shall not extend beyond working hours. Stewards or Grievance Committee members shall be required to request leave from their non-union supervisor or designate before leaving their place of work and to report back to the non-union supervisor or designate on returning to work. Such permission shall not be unreasonably withheld. 10.05 A Union ▇▇▇▇▇▇▇ dealing with a working journeyman grievance arising out of this agreement, and not in their own department, shall request permission from the non-union supervisor, or designate, in that department before contacting any employee therein regarding a complaint or grievance. Such permission shall not be unreasonably withheld. 10.06 The Union will appoint a Committee of Stewards comprised of a Chief ▇▇▇▇▇▇▇ and 6 Stewards. 10.07 The Union shall notify the Employer in writing of the name of each ▇▇▇▇▇▇▇ and the Chief ▇▇▇▇▇▇▇ before the Employer shall be required to recognize them. 10.08 The Employer shall notify the Union in writing of the name of each non-union supervisor, and designate. 10.09 It is mutually agreed that before being appointed as a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of , a person must have completed their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same probationary period with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not Employer. 10.10 All requests for paid leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime under this Article shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard submitted to the work of another EMPLOYER. If he should become involved Employer as much in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERadvance as possible.

Stewards. Each UNION shall have The City recognizes the right of the Union to designate a working journeyman as a select local stewards and alternate stewards to represent the employees on grievances arising under this Agreement, in disciplinary proceedings and in labor-management meetings. The alternate ▇▇▇▇▇▇▇. The UNION ▇ shall notify the EMPLOYER in writing of the identity of their designated act as ▇▇▇▇▇▇▇. In addition to his work as an employee, ▇ when the ▇▇▇▇▇▇▇ is absent from work. Unless waived in writing, there shall have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the be a ▇▇▇▇▇▇▇ in the proper performance of his union duties. The or alternate ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor present whenever the City meets with the employee about discipline or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole controlconduct investigatory interviews. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working alternate ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to is unavailable, the work of another EMPLOYER. If he should become involved in employee may designate a bargaining unit member who is available at the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination time of the working meeting to represent him/her. Meetings or interview shall not begin until the ▇▇▇▇▇▇▇, alternate ▇▇▇▇▇▇▇ or designated bargaining unit member is present. Stewards and alternates have no authority to take strike action or any other action interrupting the City’s business, except as authorized by official action of the Union. The City recognizes these limitations upon the authority of stewards and their alternates, and shall not hold the Union liable for a any unauthorized acts. The City in so recognizing such limitations shall have the authority to impose proper discipline, including discharge, in the event the ▇▇▇▇▇▇▇ has taken unauthorized strike action, slowdown or work stoppage in violation of work rulesthis Agreement. Stewards will attempt to conduct Union business in a manner that minimizes interference with the performance of their job duties. Stewards shall not conduct union business on City time without permission of the immediate supervisor. The ▇▇▇▇▇▇▇ or alternate must notify the supervisor upon leaving and give an approximate time of return. If the ▇▇▇▇▇▇▇ or alternate is unable to return at the time given, a call must be made notifying the supervisor of additional time needed. The supervisor shall not unreasonably deny a request to conduct Union business. Such time spent conducting Union business during the ▇▇▇▇▇▇▇’▇ or alternate’s regular working hours shall be paid hours worked. The Union shall furnish current lists of all stewards and alternate stewards to the last EMPLOYEE laid City Human Resources Department and Greater Cincinnati Water Works. The Union will notify the City Human Resources Department and Greater Cincinnati Water Works of any changes in the above within thirty (30) working days of its occurrence. The City shall allow reasonable time off provided he is qualified without pay for the ▇▇▇▇▇▇▇ and/or alternate to perform attend Union meetings, workshops, conferences, training, etc. called by the remaining work of the EMPLOYERlocal Union.

Stewards. Each UNION A. The Union shall have furnish the right Court with an accurate list of shop stewards in areas as designated by the Union within 30 days of ratification of this agreement and again each April 1st for the duration of this agreement. The Union may submit an amendment to designate a working journeyman the list at any time. An employee has no status as a ▇▇▇▇▇▇▇. The UNION shall notify ▇ unless the EMPLOYER Court has received verification in writing of from the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, Union that the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the employee is a ▇▇▇▇▇▇▇ in a given area. B. The Union recognizes that it is the proper performance responsibility of his union dutiesthe shop ▇▇▇▇▇▇▇ to assist in the resolution of grievances at the lowest possible level. C. Upon notification of an appropriate management person, stewards and designated officers of the Union, subject to management approval, which shall not be unreasonably withheld, shall be granted reasonable release time to investigate and process grievances and disciplinary appeals. The Union will attempt to insure that shop ▇▇▇▇▇▇▇ release time will be equitably distributed. Normally one ▇▇▇▇▇▇▇ will be sufficient for a single investigation of a grievance appeal. D. In emergency situations, where immediate disciplinary action must be taken the shop ▇▇▇▇▇▇▇ shall not unreasonably be denied the right to leave his his/her post or duty to assist in the grievance procedure or disciplinary appeals. E. Shop stewards shall not interfere with the work area without first notifying his appropriate supervisor or of any employee. A shop ▇▇▇▇▇▇▇ as may interview an employee during the employee’s regular work time in order to his intent and investigate or process a grievance or disciplinary appeal with the reason thereofapproval of the employee’s supervisor, he can be reached, and the estimated time that he will be gone. Stewards which shall not have the right to determine when overtime shall unreasonably be worked or who shall work overtimewithheld. ▇. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be responsible for the last EMPLOYEE laid off provided he is qualified performance of their workload, consistent with release time approved pursuant to perform the remaining work rules established herein. ▇. ▇▇▇▇▇▇▇▇ and SEIU field representatives shall receive notice of the EMPLOYERemployment of a new employee on the first day of employment and shall be permitted to contact the new employee on or after the second day of employment in order to distribute union materials and to discuss employee rights and obligations under this Agreement. The Court shall provide the name and contact information including the department and classification of the employee. H. Any meeting of a shop ▇▇▇▇▇▇▇ and supervisor shall be held in private surroundings and shall be held in a quiet and dignified manner. I. In the event of a newly ratified MOU, within ninety (90) days of ratification, up to six (6) stewards shall be permitted up to four (4) hours of release time for purposes of attending a training for the group regarding new provisions.

Stewards. Each UNION shall have ‌ (a) The employees of the right to designate a working journeyman as a Contractor may elect, from among the employee drivers of company-owned equipment, one (1) company ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER Union may in writing of the identity of their designated addition appoint an acting ▇▇▇▇▇▇▇. In The Union may in addition appoint an acting ▇▇▇▇▇▇▇ on each job site. The authority of all stewards shall be limited to his work as an employeeand shall not exceed the following duties and activities: 1. The investigation and presentation of grievances to the Contractors in accordance with the provisions of this Agreement. 2. The collection of dues, when authorized by the appropriate Union action. 3. The transmission of such messages and information which shall originate with, and are authorized by, the Union, or its officers, provided such messages and information: a. Have been reduced to writing, or b. If not reduced to writing, are of a routine nature and do not involve work stoppages, slowdowns, refusal to handle goods, or any other interference with the Contractor’s business. (b) The company ▇▇▇▇▇▇▇ shall head the seniority list for purpose of layoff and recall but shall be subject to all the terms and conditions of this Agreement. Acting stewards shall not have preferential seniority. (c) The Contractor agrees to permit stewards to post and maintain Union notices on the premises when expressly authorized by an officer of the Union and approved by the Contractor. (d) Stewards have no authority to take strike action or any other action interrupting the Contractor’s business, except as authorized by official action of the Union. (e) The Contractor recognizes these limitations upon the authority of all stewards and shall not hold the Union liable for any unauthorized acts. The Contractor in so recognizing such limitation shall have the right authority to receiverender proper discipline, but not including discharge without recourse, to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the any ▇▇▇▇▇▇▇ in the proper performance of his union duties. The event such ▇▇▇▇▇▇▇ shall not leave his has taken unauthorized strike action, slowdown or other work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. stoppage in violation of this Agreement. (f) All Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence employees of the ▇▇▇▇▇▇▇ Contractor and shall not affect perform the work duties of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over classification for which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERthey are employed.

Stewards. Each UNION shall have the right to designate a working journeyman as a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing Business Representative of the identity Union may appoint two (2) Stewards to inspect all working conditions affecting the terms of their designated ▇▇▇▇▇▇▇this Agreement. In addition to his work as an employee, It shall be the responsibility of the ▇▇▇▇▇▇▇ to settle minor grievances with the head of the department in which the grievance arises and, in the event such grievance cannot be adjusted, to notify the Business Representative. Any member so appointed shall have the right be permitted to receiveperform these duties, but such duties shall not to solicit, complaints or grievances, unduly interfere with their work and to discuss and assist in the adjustment of the same with the employee's appropriate they shall not leave their station without notifying their immediate supervisor. The EMPLOYER will not discriminate against Notwithstanding the ▇▇▇▇▇▇▇ provisions for layoffs and recalls contained in the proper performance of his union duties. The this Agreement, such ▇▇▇▇▇▇▇ shall not leave his be laid off, or when on layoff, shall be the first to be rehired, so long as there is work area without first notifying his appropriate supervisor or available for them in their department; provided that: such ▇▇▇▇▇▇▇ as is willing to his intent and the reason thereof, he can be reacheddo, and is qualified physically and possesses the estimated time that he will necessary ability and skill for, the particular work to be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem performed; such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect have any such preference in layoff or rehire over the work of Department Head, if there is any in the craftunit, or over any employee classified and paid as the lead. The ▇▇▇▇▇▇▇, in addition Employer’s right to this work as a journeyman, will be permitted to perform during the work hours discharge such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform for cause shall not be limited in any manner by this provision. Under this provision, only one (1) such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of paymay be designated who will have such preference in layoff and rehire as provided above. The This does not preclude the Union from appointing a second ▇▇▇▇▇▇▇'▇ duties but such employee shall not include be considered, in any matters relating to any supervisory function over which the EMPLOYER retains sole control. If manner whatsoever, a ▇▇▇▇▇▇▇ violates hereunder for the purposes of preference in layoff and rehire, as above provided. The Union shall notify Employer in advance of any of such appointment. Subject to the rules of this Articleabove provisions, where additional employees are working on a project in the studio on which such additional employees will then be on overtime, or fails when additional employees are working on a project in the studio on the sixth or seventh day in the ▇▇▇▇▇▇▇’▇ work week or a holiday, Employer shall make a reasonable effort to work or competently perform work assignments, the EMPLOYER shall have the right offer such employment to take whatever action deemed appropriate, including termination. The working such ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYERwhere practical; provided, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working dayshowever, confirmed in writing stating the cause, prior to termination of the working that such ▇▇▇▇▇▇▇ except for a violation of work rulesis not then otherwise employed on another project which is not then completed and provided they have just completed their previous shift and are still on the studio premises. The ▇▇▇▇▇▇▇ A telephone shall be made reasonably available for the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERuse by Stewards for official Union business.

Stewards. Each ‌ A. A ▇▇▇▇▇▇▇ shall be a working journeyperson designated by the UNION. The UNION shall appoint one ▇▇▇▇▇▇▇ at the CAMPUS and one ▇▇▇▇▇▇▇ at the LABORATORY for each skilled craft and/or departmental group with five or more crafts employees. In addition, one Chief ▇▇▇▇▇▇▇ shall be appointed for the CAMPUS and one Chief ▇▇▇▇▇▇▇ for the LABORATORY to act as the on-site UNION liaison. The identity of Stewards will be formally communicated to the respective Labor Relations Office within five (5) days of the designation. ▇. ▇▇▇▇▇▇▇▇ shall attempt to adjust amicably minor differences or misunderstandings arising out of the interpretation or application of this Agreement. Such duties shall be performed as expeditiously as is reasonably possible. The duties of a ▇▇▇▇▇▇▇ shall include investigation and communication with a UNION representative concerning violations of this Agreement, and the adjustment of minor grievances; provided, however, that a ▇▇▇▇▇▇▇ shall have no power to vary the right terms of this Agreement or bind the UNION to designate an interpretation thereof. Stewards shall be permitted reasonable time during working hours to perform these duties which cannot be performed at any other time. Stewards shall notify their immediate supervisor prior to conducting these duties during working hours, and receive approval when possible. Approval will only be denied in emergencies. In such cases, the supervisor and ▇▇▇▇▇▇▇ will make arrangements for an alternate time. Failure to request and receive approval will result in a working journeyman as denial of release time. Repeated failures will result in a request to the UNION to replace that ▇▇▇▇▇▇▇ with another. All other union business will be conducted during the non-duty time of the ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated Monthly stewards’ meetings will be on non-duty time. However, ▇▇▇▇▇▇▇. In addition ▇ will be allowed a reasonable period of time (up to his 15 minutes) to return to work as an employeefollowing the stewards meeting. C. The relationship of a shop ▇▇▇▇▇▇▇ being unique in the employer-employee relationship, the ▇▇▇▇▇▇▇ shall have the right is subject to receive, but not to solicit, complaints pressures which require that his/her employment be given extra protection. In a craft where two (2) or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent more journeypersons and/or apprentices are employed and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement UNION appoints a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties he or she shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION layoff until there are less than two (2) working days, confirmed journeypersons and/or apprentices performing work in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERthat craft excluding leadpersons or employees with special skills.

Stewards. Each UNION The Employer shall have the right to designate a working journeyman as a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The give one (1) job ▇▇▇▇▇▇▇, during his regular working hours or if outside his regular working hours his/her designated alternate, an opportunity to participate in addition the Employer’s orientation of new employees, or the right to this work as a journeyman, will be permitted meet with new employees during their workday to perform during inform them of the work hours such benefits of his normal UNION duties as cannot be performed at other timesUnion representation without loss of time or pay. The UNION agrees that Employer shall have the sole right to schedule the time and place for such duties participation so as not to interfere with the Employer’s operation. The Employer recognizes the right of the Local Union to designate job stewards and alternates from the Employer’s seniority list. The authority of job stewards and alternates so designated by the Local Union shall be performed as expeditiously as possible limited to, and shall not exceed, the EMPLOYER agrees following duties and activities: (a) The investigation and presentation of grievances with his/her Employer or the designated company representative in accordance with the provisions of the collective bargaining agreement; (b) The collection of dues when authorized by appropriate Local Union action; (c) The transmission of such messages and information, which shall originate with and are authorized by the Local Union or its officers, provided such message and information; (1) have been reduced to allow writing; or, (2) if not reduced to writing, are of a routine nature and do not involve work stoppages, slowdowns, refusal to handle goods, or any other interference with the Employer’s business. Unless waived in writing, there shall be a ▇▇▇▇▇▇▇ a reasonable amount or available bargaining unit member of time the employee’s choice present whenever the Employer meets with the employee about grievances or discipline or to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole controlconduct investigatory interviews. If a ▇▇▇▇▇▇▇ violates any is unavailable, the employee may designate a bargaining unit member who is available at the terminal at the time of the rules of this Article, meeting to represent him/her. Meetings or fails to work or competently perform work assignments, interviews shall not begin until the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ or designated for one EMPLOYER has no authority with regard to the work of another EMPLOYERbargaining unit member is present. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working An employee who does not want a Union ▇▇▇▇▇▇▇ or available bargaining unit member present at any meeting or interview where the employee has a right to Union representation must waive Union representation in writing. If the Union requests a copy of the waiver, the Employer shall promptly furnish it. Job stewards and alternates have no authority to take strike action, or any other action interrupting the Employer’s business, except for a violation as authorized by official action of work rulesthe Local Union. The Employer recognizes these limitations upon the authority of job stewards and their alternates, and shall not hold the Local Union liable for any unauthorized acts. The Employer in so recognizing such limitations shall have the authority to impose proper discipline, including discharge, in the event the job ▇▇▇▇▇▇▇ or his/her designated alternate has taken unauthorized strike action, slowdown or work stoppage in violation of this Agreement. The job ▇▇▇▇▇▇▇, or his/her designated alternate, shall be permitted reasonable time to investigate, present and process grievances on the last EMPLOYEE laid off provided he is qualified to perform the remaining work company property without loss of time or pay during his/her regular working hours without interruption of the EMPLOYEREmployer’s operation by calling group meetings; and where mutually agreed to by the Local Union and the Employer, off the property or other than during his/her regular schedule without loss of time or pay. Such time spent in handling grievances during the job ▇▇▇▇▇▇▇’▇ or his/her designated alternate’s regular working hours shall be considered working hours in computing daily and/or weekly overtime if within the regular schedule of the “job ▇▇▇▇▇▇▇.” The job ▇▇▇▇▇▇▇, or his/her designated alternate, shall be permitted reasonable time off without pay to attend Union meetings called by the Local Union. The Employer shall be given twenty-four (24) hours’ prior notice by the Local Union. (a) The application of seniority which has been accrued herein shall be established in the Supplemental Agreements. (b) Seniority shall be broken only by discharge, voluntary quit, retirement, or more than a five (5) - year layoff. (c) This Section shall apply to all Supplemental Agreements.

Stewards. Each UNION 1. There shall have the right to designate a working journeyman as be a ▇▇▇▇▇▇▇. The UNION ▇ on each job who is a member in good standing from this jurisdictional area as defined on page 1 of this Agreement, paragraph 2 titled Geographical Jurisdiction of Commercial Carpenters and Floor Coverers Agreement, whose duty it shall notify be to see that all employees have the EMPLOYER in writing of current working card and sign the identity of their designated ▇▇▇▇▇▇▇ list before starting work. The stewards shall not leave their work or interfere with the employees during working hours, but in the event of accident or sickness the ▇▇▇▇▇▇▇ shall notify the office of the Milwaukee Office of the North Central States Regional Council of Carpenters and use such precautions as are necessary for the safety and storage of disabled members' tools. The ▇▇▇▇▇▇▇ shall always carry a copy of the working and trade rules and report any violation of the Agreement or working and trade rules to the proper credentialed officers of the Milwaukee office of the North Central States Regional Council of Carpenters. The stewards shall not be discriminated against for performing their duties as outlined in this Agreement. So long as the ▇▇▇▇▇▇▇ is capable of performing the work needed, he/she shall be the 2nd to last person laid off. 2. When it becomes necessary for the stewards in performing their duties, to leave their work during working hours, the Union agrees to compensate the Stewards for such time lost. 3. The Stewards shall at all times, to the best of their ability promote safe working conditions and safe work practices. In addition the event the ▇▇▇▇▇▇▇ is aware of any unsafe conditions or practices the Stewards shall report same to his work as the Employer and in the event the Employer does not agree that an employeeunsafe condition exists, or fails to correct same, the ▇▇▇▇▇▇▇ shall have report same to the right Union. If the Union and the Employer cannot reach agreement, the matter shall be referred to receive, but not to solicit, complaints or grievancesarbitration, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ it shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be this Agreement if the last EMPLOYEE laid off provided he is qualified to perform Union withdraws its members from the remaining work of disputed work, pending a decision from the EMPLOYERArbitration Board.

Stewards. Each UNION shall have The Employers agree to recognize the right to designate a working journeyman as a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, Shop and to discuss Job Stewards and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime one shall be worked elected or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated appointed for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work ruleseach shop and/or each job site. The ▇▇▇▇▇▇▇ shall be a working Journeyman, appointed or elected by the last EMPLOYEE laid off provided majority of Employees in the shop or on the job he is qualified to perform employed on. It shall be the remaining work responsibility of the EMPLOYERUnion to notify the individual Employer of the names of the Stewards in his establishment and the effective date of the said ▇▇▇▇▇▇▇'▇ election or any changes that may be made from time to time in this connection. a) It shall be the duty of Stewards to observe conditions of employment and the conduct of the members and to see that the conditions of the existing Agreement are complied with; to assist whenever possible in adjusting differences and misunderstandings which arise out of the interpretation of the application of the provisions of the existing Agreement in connection with the employment of members in the shop or on the job. b) If willing to work, where all other qualifications are equal, the Job ▇▇▇▇▇▇▇ will have preference to work on overtime. The ▇▇▇▇▇▇▇ will not be dismissed without discussion with the Business Representative. Shop Stewards shall be allowed working time off when acting on a grievance provided they request permission from their ▇▇▇▇▇▇▇ or immediate supervisor before acting on such grievance and they report to their ▇▇▇▇▇▇▇ or supervisor on resuming their normal duties and will give reasonable explanation if required. No allowance will be given for time taken during working hours for organizational work or other matters of Union nature not pertaining to a grievance. The Employer subject to this Agreement shall grant leave of absence to the Shop Stewards or other members of the Union for a period not exceeding two (2) weeks in any year for the purpose of attending to such duties as may be delegated to the said Employee(s). Notice of seven (7) days in writing must be made by the Employee concerned. Such leave of absence as may be granted to the Employee shall be without pay. This clause shall not be used for walkout. No Employee shall be discharged or discriminated against for his activity as a Union member. A Member who works on Committee or under the instructions of the Union shall not be discriminated against or lose his employment for such reasons.

Stewards. Each UNION shall have a. The Employer agrees to recognize one (1) current seniority bargaining unit employee selected or elected by the right to designate a working journeyman Union as a ▇▇▇▇▇▇▇. ▇ to function in a representative capacity for the purpose of processing grievances under the grievance procedure as established in this Agreement. b. The UNION shall notify Union agrees to advise the EMPLOYER Employer in writing of the identity name of their designated its ▇▇▇▇▇▇▇ before recognition of the ▇▇▇▇▇▇▇ is required. c. When it is necessary for a recognized Union ▇▇▇▇▇▇▇ to leave his/her work area to handle a grievance in accordance with the grievance procedure, such ▇▇▇▇▇▇▇ shall request permission to leave the job from management. In addition Management will arrange to his work as release the ▇▇▇▇▇▇▇ without unreasonable delay. Delaying or refusing said release in order to maintain the highest level of patient/customer care and service shall not be considered an employeeunreasonable delay. The parties agree that the release of stewards shall not disrupt the orderly operations of the Employer. Once released, the ▇▇▇▇▇▇▇ will devote his/her time to properly handling the grievance and shall have return to the right job as promptly as possible and, upon return, shall report to receive, but not to solicit, complaints the manager or grievances, and to discuss and assist supervisor in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union dutiescharge. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent abuse such release time and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other timespaid by the Employer for said time. The UNION agrees that such duties shall be performed as expeditiously as possible In order to enable the Employer to organize patient service and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Articlework, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The Union ▇▇▇▇▇▇▇ shall be permitted to leave work during the last EMPLOYEE laid off provided he is qualified to perform first hour of any shift for grievance purposes, except in situations of mutually agreeable emergency, or an employee discharge occurring within that time period, upon the remaining employee’s request for representation. d. All grievance handling activities performed by a ▇▇▇▇▇▇▇ during scheduled working hours, and after release approval by a supervisor, shall be with loss of pay. e. No other Union related activity shall be carried out on the Employer’s premises during scheduled work time, unless authorized by the manager. All contacts with bargaining unit members by any ▇▇▇▇▇▇▇ regarding grievance handling and other Union related activity, must occur during the non- work time of the EMPLOYERbargaining unit employees. The investigation and processing of grievances by the ▇▇▇▇▇▇▇ or Union shall not disrupt the operations of the Employer.

Stewards. Each UNION shall have The Company recognizes the right of the Local Union to designate a working journeyman as job stewards and alternates from the Company’s seniority list. The authority of job stewards and alternates so designated by the Local Union shall be limited to, and shall not exceed, the following duties and activities: (a) The investigation and presentation of grievances with his/her Company or the designated Company representative in accordance with the provisions of the collective bargaining agreement; (b) The collection of dues when authorized by appropriate Local Union action; (c) The transmission of such messages and information, which shall originate with and are authorized by the Local Union or its officers, provided such messages and information: 1. have been reduced to writing; or 2. if not reduced to writing, are of routine nature and do not involve work stoppages, slowdowns, refusals to handle goods, or any other interference with the Company’s business. When requested by the employee, there shall be a ▇▇▇▇▇▇▇. The UNION shall notify ▇ present whenever the EMPLOYER Company meets with the employee to conduct inves- tigatory interviews which may result in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints discipline or grievances, and discharge or to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole controlgrievance. If a ▇▇▇▇▇▇▇ violates any is unavailable, the employee may designate a bargaining unit member who is immediately available at the service center at the time of the rules of this Article, meeting to be present. Meetings or fails to work or competently perform work assignments, interviews shall not begin until the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ or designated for one EMPLOYER has no authority with regard to the work of another EMPLOYERbar- gaining unit member, if requested, is present. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working An employee who does not want a Union ▇▇▇▇▇▇▇ or designated available bargaining unit member present at any meeting or interview where the employ- ee has a right to Union representation, must waive Union represen- tation in writing. If the Union requests a copy of the waiver, the Company shall promptly furnish it. Stewards and alternates have no authority to take strike action or any other action interrupting the Company’s business, except as authorized by official action of the Local Union. The Company rec- ognizes these limitations upon the authorized Job Stewards and their alternates, and shall not hold the Union liable for a violation any unau- thorized acts. The Company in so recognizing such limitations shall have the authority to impose proper, nondiscriminatory disci- ▇▇▇▇▇, including discharge. However, in the event the Job ▇▇▇▇▇▇▇ or the designated alternate has led, or instigated or encouraged unauthorized strike action, slowdown or work stoppages in ▇▇▇▇▇- tion of work rulesthis Agreement, he/she may be singled out for more serious discipline, up to and including discharge. Stewards and/or alternate stewards shall not be subject to discipline for performing any of the duties within the scope of their authority and defined in this Section, in the manner permitted by this Section. The ▇▇▇▇▇▇▇ or the designated alternate shall be permitted reason- able time to investigate, present and process grievances on the last EMPLOYEE laid off provided he is qualified to perform the remaining work Company’s property without interruption of the EMPLOYERCompany’s opera- tion. Upon notification to his or her supervisor, a ▇▇▇▇▇▇▇ shall be afforded the right to leave his/her work area for a reasonable period of time to investigate, present and process grievances and to repre- sent a fellow employee concerning grievances or discipline so long as such activity does not interrupt the Employer’s operations. The Company will make a reasonable effort to ensure that its operations are not interrupted by the ▇▇▇▇▇▇▇’▇ engaging in such activities. The Company shall not use interruption of its operation as a subterfuge for denying such right to the ▇▇▇▇▇▇▇. Time spent in handling griev- ances during the job ▇▇▇▇▇▇▇’▇ or his/her designated alternate’s reg- ular working hours shall be considered working hours in computing daily and/or weekly overtime if within the regular schedule of the “job ▇▇▇▇▇▇▇.”‌‌ The Employer shall only be obligated to respond to information requests that are approved by the business agent of the Local Union assigned to represent employees covered by this Agreement. Union stewards shall be allowed to wear a Union ▇▇▇▇▇▇▇ pin while on the Employer’s property.

Stewards. Each UNION 10.01 No individual employee or group of employees shall have undertake to represent the Union at meetings with the Employer without proper authorization of the Union or as established by this Agreement. In order that this may be carried out, the Union will supply the Employer with the names of its officers. Similarly, the Employer will, if requested, supply the Union with a list of its personnel with whom the Union may be required to transact business. 10.02 In order to provide an orderly and speedy procedure for the settling of grievances, the Employer acknowledges the right of the Union to appoint or elect Stewards, whose duties shall be to assist any employee whom the ▇▇▇▇▇▇▇ represents in preparing and in presenting his/her grievance in accordance with the Grievance Procedure. 10.03 The Employer agrees to recognize and deal with a Union Grievance Committee of 3 Union representatives including the Local Union President (or designate). 10.04 The Union acknowledges that Union Stewards and Grievance Committee members have duties to perform for the Employer, and they shall not absent themselves from their duties unreasonably in order to attend to the grievances of employees. In consideration of this acknowledgement and undertaking, the Employer will compensate them for time spent in handling grievances of employees. Such compensation shall not extend beyond working hours. Stewards or Grievance Committee members shall be required to request leave from their non-union supervisor or designate before leaving their place of work and to report back to the non-union supervisor or designate on returning to work. Such permission shall not be unreasonably withheld. 10.05 A Union ▇▇▇▇▇▇▇ dealing with a working journeyman grievance arising out of this agreement, and not in his/her own department, shall request permission from the non-union supervisor, or designate, in that department before contacting any employee therein regarding a complaint or grievance. Such permission shall not be unreasonably withheld. 10.06 The Union will appoint a Committee of Stewards comprised of a Chief ▇▇▇▇▇▇▇ and 6 Stewards. 10.07 The Union shall notify the Employer in writing of the name of each ▇▇▇▇▇▇▇ and the Chief ▇▇▇▇▇▇▇ before the Employer shall be required to recognize them. 10.08 The Employer shall notify the Union in writing of the name of each non-union supervisor, and designate. 10.09 It is mutually agreed that before being appointed as a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the ▇▇▇▇▇▇▇ shall a person must have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same completed his/her probationary period with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not Employer. 10.10 All requests for paid leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime under this Article shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard submitted to the work of another EMPLOYER. If he should become involved Employer as much in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERadvance as possible.

Stewards. Each UNION shall have Employer acknowledges the right of the Union to designate or otherwise select a working journeyman reasonable number of one of which would be the Chief Shop ▇▇▇▇▇▇▇ for each hotel to assist employees in presenting their grievances to the representatives of the Employer. The number of such Stewards and the Department within which each one is to function is determined by the schedule attached hereto:- HOUSEKEEPING DEPARTMENT SERVICE DEPARTMENT DINING ROOMS DEPARTMENT GARAGE DEPARTMENT MAINTENANCE DEPARTMENT BANQUET DEPARTMENT The Union will inform the Employer in writing of the identity of the Stewards and the Employer shall not be obliged to recognize such personnel until it has been so informed. The Union acknowledges that Stewards, members of committees and Union Officers have regular duties to perform on behalf of the Employer, and that-such persons will not leave their regular duties without obtaining permission of their Department Head, and will give any reasonable explanation which may be requested with respect to their absence. In the event that the Department Head is absent will a point an alternative person to act on their Where a Shop ▇▇▇▇▇▇▇, Union Committee member or Union Official employed by the Employer is temporarily absent with permission, as aforesaid, he shall receive his regular straight time rate of pay such period of absence, provided that the Em shall not be obliged to make any payment time s by a ▇▇▇▇▇▇▇, Committee member or Union outside his regular working hours. The UNION shall notify Union Stewardsappointed in accordance with the EMPLOYER in writing provisions of the identity Collective Agreement and hav- ing at least one year seniority shall not be sent home or laid off because of their designated ▇▇▇▇▇▇▇. In addition to his lack of work so long as an employee, the ▇▇▇▇▇▇▇ shall they are capable and have the right to receive, but not to solicit, complaints or grievances, skill and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted ability to perform during the any work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved available in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERtheir respective departments.

Stewards. Each UNION shall have the right to designate a working journeyman as a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the A Union ▇▇▇▇▇▇▇ shall have be a working employee, appointed by the right to receiveUnion, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇shall, in addition to this his or her work as a journeymanan employee, will be permitted to perform during the work working hours such of his normal UNION other duties as cannot be performed at other times. The UNION Union agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees Employers agree to allow stewards a reasonable amount of time for the performance of such duties. The Employers recognize that it is desirable that the ▇▇▇▇▇▇▇ remain on the job as long as there is work for which he or she is qualified. The Employers therefore agree that stewards shall be the next to last man or woman terminated when a reasonable amount reduction in force becomes necessary; provided the ▇▇▇▇▇▇▇ is performing the work for which he or she is qualified. The Union shall notify the Employers of time the appointment of each ▇▇▇▇▇▇▇, and the Employers before laying off or discharging a ▇▇▇▇▇▇▇, for cause, shall notify the Union of their intention to perform such do so. In an effort to provide the opportunity for the Union to protect its jurisdiction, the Employers agree to recognize stewards temporarily appointed in the absence of a regular ▇▇▇▇▇▇▇ on all work in progress under the Agreement. In no event shall an Employer discriminate against a ▇▇▇▇▇▇▇ or lay him or her off or discharge him or her on account of any action taken in proper performance of his or her Union duties. The Should the ▇▇▇▇▇▇▇ be working on a job which requires overtime, the ▇▇▇▇▇▇▇ shall receive his regular craft rate be one of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating those to any supervisory function over perform such overtime work unless the work performed is a specialty type of work for which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rulesis not qualified. The ▇▇▇▇▇▇▇ shall be notified by the last EMPLOYEE laid off provided he is qualified to perform the remaining work Employer upon receipt of the EMPLOYERovertime permit from the Union office. Stewards who maintain current CPR/First Aid Completion Certificates will receive an additional fifty cents ($0.50) per hour over the journeyperson rate.

Stewards. Each UNION No individual employee or group of employees shall have undertake to represent the Union at meetings with the Employer without proper of the Union or as established by this Agreement. In order that this may be carried out, the Union will supply the Employer with the names of its officers. Similarly, the Employer will, if requested, supply the Union with a list of its personnel with whom the Union may be required to transact busi- ness. In order to provide an orderly and speedy proce- dure for the settling of grievances, the Employer acknowl- edges the right of the Union to designate appoint or elect ▇▇▇▇▇▇▇▇, whose duties shall be to assist any employee whom the ▇▇▇▇▇▇▇ represents in preparing and in presenting her grievance in accordance with the Grievance Procedure. The Union acknowledges that Union Stewards have duties to perform for the Employer, and the Stewards will not absent themselves from such duties unreasonably in order to attend to the grievances of employees. In consid- eration of this acknowledgement and undertaking, the Employer will compensate Stewards for time spent in handling grievances of employees. Such compensation shall not extend beyond normal working hours. ▇▇▇▇▇▇▇▇ will be required to request leave from their supervisors before leaving their place of work and to report back to the supervisor on returning to work. The Union will appoint a working journeyman Committee of Stewards comprised of a Chief ▇▇▇▇▇▇▇ and six Stewards. The Union shall notify the Employer in writing of the name of each ▇▇▇▇▇▇▇ and the Chief ▇▇▇▇▇▇▇ before the Employer shall be required to them. It is mutually agreed that before being appointed as a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the ▇▇▇▇▇▇▇ shall a person must have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same completed her probationary period with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYEREmployer.

Stewards. Each UNION (A) The Union shall have notify the right to designate a working journeyman as a Employer of the appoint- ment of the job ▇▇▇▇▇▇▇▇ at the pre-job conference or sooner, if possi- ble. The UNION Separate stewards shall notify not be required on remote segments of a mainline pipeline construction job if the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇ on the mainline job is given sufficient time and transportation to perform his duties as ▇. In addition to his work as an employee▇▇▇▇▇▇ among the Employees on such remote segments. (B) Following the pre-job conference, the ▇▇▇▇▇▇▇ shall have be placed on the right Employer's payroll on the date corresponding to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment one of the same with the employee's appropriate supervisorfollowing two occurrences, whichever date is earliest: 1. The EMPLOYER will not discriminate against date of testing Welders; or 2. The date that rigging up welding equipment, such as sleds, tack rigs, hot-pass rigs, etc., on the ▇▇▇▇▇▇▇ in the proper performance of his union duties. right-of-way begins. (C) The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or be a working ▇▇▇▇▇▇▇ and shall perform his duties the same as to his intent and the reason thereof, he can be reachedany other Journeyman, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of paydischarged for Union activities. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a referral, hiring, retention, termination, or discipline of Employees. (D) The ▇▇▇▇▇▇▇ violates any shall cooperate with the Employer in the communication and enforcement of all owner, State and Federal health and safety regulations applicable to the rules of work covered by this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. Agreement. (E) The working ▇▇▇▇▇▇▇ designated shall not be permitted to take time away from his job duties to handle administrative work for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rulesUnion. The ▇▇▇▇▇▇▇ will be allowed a reasonable time to process grievances or complaints. Whenever the ▇▇▇▇▇▇▇ is occupied away from his job duties, his Helper may be assigned to other work. (F) The Employer shall provide the ▇▇▇▇▇▇▇ with a detailed payroll report for each payroll period no later than two (2) work days following the end of the pay period week ending date. (G) It is agreed that the ▇▇▇▇▇▇▇ has no authority from the Union to cause a work stoppage. (H) Where the ▇▇▇▇▇▇▇ has been regularly working on a job and for some unanticipated reason does not show up for work on a particular day, the Employees shall start and continue to work and the Welder ▇▇▇▇▇▇▇ shall notify the Local Union office of the ▇▇▇▇▇▇▇’▇ absence. (I) The ▇▇▇▇▇▇▇ shall remain on the Employer's payroll until the tie-in work has been completed. After the firing line has fin- ished its work, the ▇▇▇▇▇▇▇ may, at Employer's option, be used as one of the tie-in welders. (J) To ensure the integrity and fairness of the evaluation of Welders, the ▇▇▇▇▇▇▇ shall be present, so long as his presence away from the last EMPLOYEE laid off provided he is qualified jobsite does not hinder production. By mutual agree- ment between the Welder ▇▇▇▇▇▇▇ and the ▇▇▇▇▇▇▇, an alternate may be selected to perform be present at the remaining work of the EMPLOYERtesting.

Stewards. Each UNION Section 1. Legal Rights of Shop ▇▇▇▇▇▇▇ Management recognizes that Local 660 Shop Stewards are the official on-site representatives of the Union and further acknowledges that no ▇▇▇▇▇▇▇ shall be discriminated against because of the exercise of their rights and duties under the MOU. Section 2. It is agreed by the parties of the Memorandum of Understanding that LACEA, Local 660, SEIU may select a reasonable number of stewards for this Unit. LACEA, Local 660, SEIU shall give to each Department Head a written list of employees from his/her department who have been selected as stewards. This list shall be kept current by LACEA, Local 660, SEIU. Stewards may spend a reasonable amount of time to promptly and expeditiously investigate and process formal grievances, or attend employee orientation meetings, without loss of pay or benefits of any kind. Stewards, when leaving their work locations to transact such investigations or processing, shall first obtain permission from their immediate supervisor and inform the right supervisor of the nature of the business. Permission to designate a working journeyman as a leave will be granted promptly unless such absence would cause an undue interruption of work. Except, however, denial of permission will automatically constitute an extension of the time equal to the amount of the delay. If such permission cannot be granted promptly the ▇▇▇▇▇▇▇ will be immediately informed when time will be made available. Such time will not be more than 24 hours, excluding Saturday, Sunday, and holidays, after the time of the ▇▇▇▇▇▇▇'▇ request unless otherwise mutually agreed to. The UNION shall notify the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his Upon entering a work as an employeelocation, the ▇▇▇▇▇▇▇ shall have inform the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment cognizant supervisor of the same with nature of the employee's appropriate supervisor▇▇▇▇▇▇▇'▇ business. The EMPLOYER Permission to leave the job will be granted promptly to the employee involved unless such absence would cause an undue interruption of work. Except, however, denial of permission will automatically constitute an extension of the time equal to the amount of delay. If the employee cannot discriminate against be made available, the ▇▇▇▇▇▇▇ in will be immediately informed when the proper performance employee will be made available. Such time will not be more than 24 hours, excluding Saturday, Sunday, and holidays after the time of his union dutiesthe ▇▇▇▇▇▇▇'▇ request, unless otherwise mutually agreed to. The LACEA, Local 660, ▇▇▇▇ agrees that a ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor log compensatory time or ▇▇▇▇▇▇▇ as to his intent and premium pay time for the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance performing any function of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The a ▇▇▇▇▇▇▇, in addition . Management will make every reasonable effort not to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If reassign a ▇▇▇▇▇▇▇ violates if there is any other employee in the same classification who meets the specific qualifications of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including terminationvacancy. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to SEIU Local 660 President, Vice President, and Chair of the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he Bargaining Policy Committee will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination allowed reasonable time off without loss of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified pay to perform the remaining work responsibilities of the EMPLOYERhis/her position.

Stewards. Each UNION shall have On any job where members of the right to designate Cement Masons International Union are employed, the Union can appoint, from among the employees on the job, a working journeyman as a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing selection of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the a ▇▇▇▇▇▇▇ shall have not increase the right number of employees necessary to receive, but not to solicit, complaints or grievances, and to discuss and assist in man the adjustment of job as determined by the same with the employee's appropriate supervisorcontractor. The EMPLOYER will not discriminate against contractor shall be given the name of the ▇▇▇▇▇▇▇ in the proper performance of his union dutieswriting. The ▇▇▇▇▇▇▇ shall not leave his exceed the following duties and activities: 1. The investigation and presentation of grievances to the Contractor in accordance with the provisions of the Agreement. 2. The collection of dues, when authorized by appropriate local Union action. 3. The transmission of such messages and information which shall originate with, and are authorized by, the local Union, or its officers, provided such messages and information a. have been reduced to writing, or b. if not reduced to writing, are of a routine nature and do not involve work area stoppages, slow does, refusal to handle goods, or any other interference with the Contractor’s business. The Contractor agrees to permit Union stewards to post and maintain Union notices on the premises when expressly authorized by an officer of the union and approved by the Contractor. Job stewards and alternates have no authority to take strike action or any other action interrupting the Contractor’s business, except as authorized by official action of the Union. The Contractor recognizes these limitations upon authority of job stewards and their alternates and shall not hold the Union liable for nay unauthorized acts. The Contractor in so recognizing such limitation shall have the authority to render proper discipline, including discharge without first notifying his appropriate supervisor or recourse, to any ▇▇▇▇▇▇▇ as in the event such ▇▇▇▇▇▇▇ has taken unauthorized strike action, slow down or other work stoppage in violation of this Agreement. All stewards shall be employees of the Contractor and shall perform the duties of the classification for which they are employed. The job ▇▇▇▇▇▇▇ shall be selected from among the employees on the job site, and on any job site where employees covered under this Agreement are to his intent be employed for more than ten (10) days, the job ▇▇▇▇▇▇▇ shall be a member of the Local Union having jurisdiction over the area where the job site is situated; provided, however, that this provision shall not affect the right of the Contractor to determine the number of employees to be employed on the job site and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the job ▇▇▇▇▇▇▇ shall not affect be retained where to do so would require the work of the craft. The ▇▇▇▇▇▇▇, in addition Contractor to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, displace an employee who has been employed by said Contractor for five (5) years or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERmore.

Stewards. Each UNION (a) The Employer agrees to recognize three (3) Stewards and three (3) alternate Stewards, each of whom shall have one (1) years’ seniority, to act as grievance representatives within their designated areas of responsibility under this Agreement. There shall be one (1) such ▇▇▇▇▇▇▇ elected or designated by the Union from employees working in each of the following areas: Road Patrol and Detectives, Corrections, Clerical and Dispatch. It shall be the function of such individuals to act in a representative capacity for the purpose of processing and investigating grievances under this Agreement. Stewards shall have no responsibilities outside of their designated areas. (b) Further, the Employer recognizes the right of the Union to select or designate a working journeyman one (1) additional non-probationary employee to serve as a Chief ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated Chief ▇▇▇▇▇▇▇. In addition ’▇ function under the Grievance Procedure set forth in this Agreement shall be limited to his work as an employeethe presentation of grievances at Step 3 of the Grievance Procedure, unless both the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the alternate ▇▇▇▇▇▇▇ in for an area is absent. There shall also be an alternate for the proper performance of his union duties. The Chief ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or who will also be a non-probationary employee. (c) The Union agrees that all Stewards and their alternates will continue to fulfill their regularly assigned duties and their responsibilities as a ▇▇▇▇▇▇▇ as will not be used to his intent and the reason thereof, he can be reached, and the estimated time that he will be goneavoid those duties. Stewards shall act in a manner that will not have disrupt nor interfere with the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence normal functions of the Employer. If it is necessary for a ▇▇▇▇▇▇▇ to temporarily leave his assignment to process a grievance, he shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of first obtain permission from his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole controlimmediate supervisor. If a ▇▇▇▇▇▇▇ violates any is on road patrol, he shall schedule his duties so that it will not require him to return to the Employer’s facilities for the sole purpose of those representative duties, except in instances of discharge and disciplinary suspensions; provided, however, in no case shall a ▇▇▇▇▇▇▇’▇ return to the rules Employer’s facilities be permitted during an emergency or a critical situation. (d) The Employer agrees to compensate Stewards and their alternates at their straight time regular rate of this Article, or fails to work or competently perform work assignments, pay for all reasonable time lost from their regularly scheduled working hours while processing a grievance in accordance with the EMPLOYER shall have the right to take whatever action deemed appropriate, including terminationGrievance Procedure. The working If a ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to or his alternate abuses the work of another EMPLOYER. If he should become involved in privileges extended herein, the affairs or disputes of another EMPLOYER, he Employer will be subject to discharge. The EMPLOYER agrees to notify inform the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation or alternate involved of work rules. that fact, and, if the abuse is not corrected, the privileges will be withdrawn. (e) The Union shall notify the Employer of the names of the three (3) Stewards, their alternates, and the name of the Chief ▇▇▇▇▇▇▇ ▇, as well as the designated area of responsibility of each. Only persons so designated shall be recognized by the last EMPLOYEE laid off provided he is qualified Employer as Stewards and alternates, and their rights and duties shall be limited to perform the remaining work their designated area of the EMPLOYERresponsibility.

Stewards. Each UNION shall have 1. At or before the right to designate start of a new job, the Business Representative of the Union will confer with the Contractor’s representative on the appointment of a ▇▇▇▇▇▇▇. 2. On any job where members of the Laborers’ Union are employed, the Union can appoint, from among the employees on the job, a working journeyman ▇▇▇▇▇▇▇. The selection of a ▇▇▇▇▇▇▇ shall not increase the number of employees necessary to man the job as determined by the Contractor. 3. In the event the Union determines that there is no employee on the job who is capable of performing the duties of a ▇▇▇▇▇▇▇, the Union will recommend an applicant for employment to the Contractor. The Contractor agrees to call the Union first if it increases the number of Laborers on that job site beyond the Contractor’s regular employees. Such applicant shall be a competent employee and shall be capable of performing the duties of a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing selection of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the a ▇▇▇▇▇▇▇ shall have not increase the right number of Laborers necessary to receive, but not man the job as determined by the Contractor. Any applicant must be satisfactory to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisorContractor. 4. The EMPLOYER will not discriminate against Contractor shall be given the name of the ▇▇▇▇▇▇▇ in writing. 5. If the proper performance ▇▇▇▇▇▇▇ is absent from the job for any reason, the Union can appoint, from the employees on the job, an Acting ▇▇▇▇▇▇▇ to act in the absence of his union dutiesthe ▇▇▇▇▇▇▇ so that the Union can have a ▇▇▇▇▇▇▇ on the job whenever employees covered by this Agreement are working. 6. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system discriminated against because of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such dutiesUnion activities. 7. The ▇▇▇▇▇▇▇ shall receive perform the duties of the job to which he is assigned, but will be allowed a reasonable time to perform such of his regular craft rate of payUnion duties as cannot be performed during non-working hours. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which interfere with the EMPLOYER retains sole controljob in carrying out his duties. 8. If a The ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right no authority to take whatever strike action deemed appropriate, including terminationor any other action interrupting the Contractor’s job. 9. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to shall not be laid off, discharged or transferred from a job until the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination Business Manager of the working ▇▇▇▇▇▇▇ except for Union has been notified. (a) Where a violation of work rules. The single shift is worked and employees covered by this Agreement are to be terminated by layoff, the ▇▇▇▇▇▇▇ shall be the last EMPLOYEE such employee laid off off, provided he is qualified capable of performing the work assigned to perform him. (b) Where two or three shifts are worked, the remaining ▇▇▇▇▇▇▇ on each shift shall be the last employee laid off on his shift, provided he is capable of performing the work assigned to him. (c) When the work on a job is temporarily suspended prior to completion of the EMPLOYERjob and all the employees are laid off, the ▇▇▇▇▇▇▇ shall be the first employee recalled to work when the job resumes, provided he is capable of performing the work assigned to him. The ▇▇▇▇▇▇▇ shall report to work within forty-eight (48) hours after the Contractor notifies him, at his last known address, or resumption of the job or he shall have no right to be recalled to such job. This provision shall not apply to Acting Stewards.

Stewards. Each UNION There shall be at least one ▇▇▇▇▇▇▇ and one designated alternate at each terminal. The Employer shall provide a locking file cabinet for the ▇▇▇▇▇▇▇ to conduct Union business on the Employer’s premises. The Union shall have sole possession of the right to designate a working journeyman as key. At no time shall any ▇▇▇▇▇▇▇ be discriminated against for Union activities. Before discharging a ▇▇▇▇▇▇▇, except in cases of proven dishonesty, drunkenness, or being under the influence of a habit forming controlled substance, the Employer shall take the matter up with the Union. The UNION shall notify Employer recognizes the EMPLOYER in writing right of the identity of their designated Union to designate a ▇▇▇▇▇▇▇▇ and an alternate from the Employer's active work list. In addition to his work as an employee, The authority of the ▇▇▇▇▇▇▇ and alternate so designated by the Union shall have the right to receive, but not to solicit, complaints or grievancesbe limited to, and to discuss shall not exceed, the following duties and assist activities: (a) The investigation and presentation of grievances with the Employer or the designated Employer representative in accordance with the adjustment provisions of the same collective bargaining agreement; (b) The collection of dues when authorized by appropriate Local Union action; and, (c) The transmission of such messages and information, which shall originate with, and are authorized by the Local Union or its officers, provided such messages and information: (1) have been reduced to writing; or, (2) if not reduced to writing, are of a routine nature and do not involve work stoppages, slowdowns, refusal to handle goods, or any other interference with the employeeEmployer's appropriate supervisorbusiness. (d) The job ▇▇▇▇▇▇▇, or his designated alternate, shall be permitted reasonable time-off without pay to attend Union meetings called by the Local Union. The EMPLOYER will Employer shall be given twenty-four (24) hours prior notice by the Local Union. When requested by the Union or the employee, there shall be a ▇▇▇▇▇▇▇ or other bargaining unit member designated by the Union present whenever the Employer meets with the employee about grievances or discipline or to conduct investigatory interviews. Meetings or interviews shall not discriminate against begin until the ▇▇▇▇▇▇▇ or designated bargaining unit member is present. An employee who does not want a Union ▇▇▇▇▇▇▇ or the designated bargaining unit member present at any meeting or interview where the employee has a right to Union representation must waive Union representation in writing. If a Union requests a copy of waiver, the proper performance of his union dutiesEmployer shall promptly furnish it. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereofalternate have no authority to take strike action, he can be reachedor any other action interrupting the Employer's business, and except as authorized by official action of the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtimeUnion. The EMPLOYER shall have Employer recognizes these limitations upon the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence authority of the ▇▇▇▇▇▇▇ and the alternate, and shall not affect hold the work of the craftUnion liable for any unauthorized acts. The ▇▇▇▇▇▇▇Employer in so recognizing such limitations shall have the authority to impose proper discipline, including discharge, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow event the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules or designated alternate has taken unauthorized strike action, slowdown or work stoppage in violation of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERAgreement.

Stewards. Each UNION shall have 5.1 The Company acknowledges the right of the Union to designate a working journeyman appoint one (1) ▇▇▇▇▇▇▇ for the Highway Drivers, and one (1) ▇▇▇▇▇▇▇ for City employees, and if the operations are such as a cannot be covered by these Stewards, additional Stewards may be appointed. 5.2 It shall be the ▇▇▇▇▇▇▇'▇ duty to process grievances as outlined in Article 6 of this Agreement. The UNION shall notify the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, and to Stewards may also discuss and assist in the adjustment of the same Union membership with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance a new employee within thirty (30) working days of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of payemployment. The ▇▇▇▇▇▇▇'▇ duty shall in no way conflict with his duties to the Company and he shall be held responsible for the same quantity and quality of work as other employees. Should the Company believe that the ▇▇▇▇▇▇▇'▇ activities are affecting the ▇▇▇▇▇▇▇'▇ work or the work of other employees, the Company shall contact the Business Representative of the Local Union, and register the grievance, commencing with Step D as outlined in Article 6 of this Agreement. 5.3 The Union will inform the Company, in writing, of the name of the ▇▇▇▇▇▇▇, and of any subsequent change in the name of the ▇▇▇▇▇▇▇. The Company shall not include be asked to recognize any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates until such notification from the Union has been received. 5.4 Should there be any of cause to suspend or discharge the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to ▇, the work of another EMPLOYER. If he should become involved Company shall in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to every case notify the UNION two (2) working days, confirmed Local Union in writing stating so that the cause, prior to termination Local Union is in receipt of the working ▇▇▇▇▇▇▇ except for a violation of work rules. such notification before such discipline or discharge. 5.5 The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE man laid off provided he is qualified to perform in the remaining work event of a lay-off. 5.6 Wherever possible, grievances shall be processed during the normal working hours of the EMPLOYER▇▇▇▇▇▇▇. A ▇▇▇▇▇▇▇ shall receive his/her regular rate of pay when grievances, or pending grievances, are processed with the Company on Company property, or at any other place which is mutually agreed upon by both the Union and the Company. In no case will a ▇▇▇▇▇▇▇ be paid premium rate for the settlement of grievances. 5.7 If the Company representative is unable to meet the ▇▇▇▇▇▇▇ during the ▇▇▇▇▇▇▇'▇ normal working hours, the ▇▇▇▇▇▇▇ shall be paid at his/her regular rate of pay for all time spent during the processing of the grievance with the Company on the Company property or at any other place which is mutually agreed upon by both the Union and the Company. In no case will a ▇▇▇▇▇▇▇ be paid premium rate for the settlement of grievances.

Stewards. Each UNION The Company acknowledges the right of the Union to appoint and will one ▇▇▇▇▇▇▇. Such ▇▇▇▇▇▇▇ shall have at least one year seniority with the right to designate a working journeyman Company. If the operations are such as a cannot be covered by one ▇▇▇▇▇▇▇, an alternate ▇▇▇▇▇▇▇ may be appointed. The Union will inform the Company in writing, of the name of the ▇▇▇▇▇▇▇ or alternate ▇▇▇▇▇▇▇, and of any subsequent change in the name of the ▇▇▇▇▇▇▇ or alternate ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated Company will not be asked to any ▇▇▇▇▇▇▇ or alternate ▇▇▇▇▇▇▇ until such notification from the Union has been received. In addition Should there be any cause to suspend or discharge the ▇▇▇▇▇▇▇ or alternate ▇▇▇▇▇▇▇ , the Company shall, in every case, notify the Local Union in writing of such discipline or discharge. The ▇▇▇▇▇▇▇ or alternate ▇▇▇▇▇▇▇ shall be paid by the Company, his straight hourly rate of pay, in connection with the processing of grievances, up to, but not including arbitration. The maximum annual total of hours paid per year to perform this union business, if necessary, will be two hundred and sixty hours. Any of these unused hours will not be carried over to the next year or taken as time off. It is further understood that these hours would be included in and not to exceed the normal working day. The Company will pay a maximum of hours at straight hourly rate of pay per to no more than two committee persons in connection with negotiations, up to but not including conciliation. The ▇▇▇▇▇▇▇ or alternate ▇▇▇▇▇▇▇ shall have approval from his/her immediate supervisor or department manager, or designate to Company time for such union business. Such approval will not be unreasonably For the purpose of layoff and the day to day allocation of work as an employeewithin his department, the ▇▇▇▇▇▇▇ shall have be established on the right to receiveseniority list as 'second man', but not to solicitbut, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ he shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and use the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which seniority for the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any purpose of the rules of this Articlevacation preference, job bids, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERshift changes.

Stewards. Each 1. A ▇▇▇▇▇▇▇ shall be a working journeyperson designated by the UNION. The UNION shall appoint one ▇▇▇▇▇▇▇ at the CAMPUS and one ▇▇▇▇▇▇▇ at the LABORATORY for each skilled craft and/or departmental group with five or more crafts employees. In addition, one Chief ▇▇▇▇▇▇▇ shall be appointed for the CAMPUS and one Chief ▇▇▇▇▇▇▇ for the LABORATORY to act as the on-site UNION liaison. The identity of Stewards will be formally communicated to the respective Labor Relations Office within five (5) days of the designation. 2. Stewards shall attempt to adjust amicably minor differences or misunderstandings arising out of the interpretation or application of this Agreement. Such duties shall be performed as expeditiously as is reasonably possible. The duties of a ▇▇▇▇▇▇▇ shall include investigation and communication with a UNION representative concerning violations of this Agreement, and the adjustment of minor grievances; provided, however, that a ▇▇▇▇▇▇▇ shall have no power to vary the right terms of this Agreement or bind the UNION to designate an interpretation thereof. Stewards shall be permitted reasonable time during working hours to perform these duties which cannot be performed at any other time. Stewards shall notify their immediate supervisor prior to conducting these duties during working hours, and receive approval when possible. Approval will only be denied in emergencies. In such cases, the supervisor and ▇▇▇▇▇▇▇ will make arrangements for an alternate time. Failure to request and receive approval will result in a working journeyman as denial of release time. Repeated failures will result in a request to the UNION to replace that ▇▇▇▇▇▇▇ with another. All other union business will be conducted during the non-duty time of the ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated Monthly stewards meetings will be on non-duty time. However, ▇▇▇▇▇▇▇▇ will be allowed a reasonable period of time (up to 15 minutes) to return to work following the stewards meeting. 3. In addition to his work as an employeeThe relationship of a shop ▇▇▇▇▇▇▇ being unique in the employer-employee relationship, the ▇▇▇▇▇▇▇ shall have the right is subject to receive, but not to solicit, complaints pressures which require that his/her employment be given extra protection. In a craft where two (2) or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent more journeypersons and/or apprentices are employed and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement UNION appoints a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties he or she shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION layoff until there are less than two (2) working days, confirmed journeypersons and/or apprentices performing work in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERthat craft excluding leadpersons or employees with special skills.

Stewards. Each UNION (a) In each district employees in the district shall have be represented by one ▇▇▇▇▇▇▇ or when the right to designate ▇▇▇▇▇▇▇ is absent from the plant or office a permanent Alternate ▇▇▇▇▇▇▇ who in each case shall be a regular employee on the active roll having seniority and working journeyman as a in the district. The Unit Chairman/President or Local Union President shall notify the Plant Management in writing of the name of the Alternate ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated Alternate ▇▇▇▇▇▇▇ shall function only upon notification to the plant or office by the Unit Chairman/President or Local Union President of each instance the ▇▇▇▇▇▇▇ will be absent from the plant or office. During overtime periods or weekend work the ▇▇▇▇▇▇▇ or if he is not working, the permanent Alternate ▇▇▇▇▇▇▇ shall be scheduled to work as long as there is work scheduled in his district he can do and any of his respective constituents are working. The ▇▇▇▇▇▇▇ will be notified of overtime or weekend work as far in advance as the circumstances in each case permit. The ▇▇▇▇▇▇▇ will, upon request, be advised of the nature of the scheduled work. (b) Paragraph (a) is intended to provide the ▇▇▇▇▇▇▇ with the opportunity to represent employees in his district, provided he has the ability to perform the available work in a reasonably adequate manner. (c) The employees on the second shift may choose a ▇▇▇▇▇▇▇ who will represent all of the employees on that shift. The employees on the third shift may choose a ▇▇▇▇▇▇▇ who will represent all of the employees on that shift. The Plant Management and the Union may provide for additional Stewards on the second and third shifts because of increased employment on these shifts or where the employees are in widely separated areas. (d) Stewards during their working hours, without loss of time or pay, may in accordance with the terms of this Section, present grievances to the Management representatives and investigate grievances after first obtaining permission of their Supervisor to do so. The Supervisor will grant permission to Stewards to leave their work for these purposes. The privilege of Stewards to leave their work during working hours without loss of time or pay is subject to the understanding that the time will be devoted to the prompt handling of grievances and will not be abused, and that the Stewards will perform the work to which they are assigned at all times except when necessary to leave their work to handle grievances as provided herein. (e) When making arrangements to leave their jobs to investigate or present grievances, Stewards shall advise their supervisor of the number and nature of those grievances. In addition addition, if Stewards must go to his work as another department in their district to investigate or present grievances, they shall advise the supervisor of that department of their presence and the number and nature of such grievances. If it is necessary to speak to an employeeemployee about a grievance, the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same make arrangements with the employee's appropriate supervisor. The EMPLOYER will not discriminate against supervisor to do so. (f) Stewards during overtime periods or weekend work may request permission to leave their assigned work only to investigate a grievance which occurs during that premium time period. (g) Employees in each of the Vehicle Engineering locations shall be represented by a temporary ▇▇▇▇▇▇▇ in the proper performance of his union dutieswhile on road trips. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem Any such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The temporary ▇▇▇▇▇▇▇ shall be an employee making the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERtrip.

Stewards. Each UNION shall have The Company recognizes the right of the Local Union to designate a working journeyman as a ▇▇▇▇▇▇▇job stewards and alternates from the Company’s seniority list. The UNION authority of job stewards and alternates so designated by the Local Union shall notify be limited to, and shall not exceed, the EMPLOYER following duties and activities: (a) The investigation and presentation of grievances with his/her Company or the designated Company representative in writing accordance with the provisions of the identity collective bargaining agreement; (b) The collection of their designated ▇▇▇▇▇▇▇dues when authorized by appropriate Local Union action; (c) The transmission of such messages and information, which shall originate with and are authorized by the Local Union or its officers, provided such messages and information: 1. In addition have been reduced to his writing; or 2. if not reduced to writing, are of routine nature and do not involve work as an employeestoppages, slowdowns, refusals to handle goods, or any other interference with the ▇▇▇▇▇▇▇ shall have Company’s business. Recognizing the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment importance of the same with role of the employee's appropriate supervisor. The EMPLOYER will not discriminate against the Union ▇▇▇▇▇▇▇ in resolving problems or disputes between the proper performance Company and its employees, the Company reaffirms its commitment to the active involvement of his union dutiesUnion Stewards in such processes in accordance with the terms of this Article. The There shall be a ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or Union rRepresentative present when requested by the employee. The Company will make every possible attempt to include a ▇▇▇▇▇▇▇ as or Union Representative whenever it meets with the employee to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right conduct investigatory interviews which may result in discipline or discharge or to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement discuss a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole controlgrievance. If a ▇▇▇▇▇▇▇ violates any is unavailable, the employee may designate a bargaining unit member who is immediately available at the service center at the time of the rules of this Articlemeeting to be present. Meetings or interviews shall not begin until the ▇▇▇▇▇▇▇, Union rRepresentative, or fails designated available bargaining unit member, if requested, is present. An employee who does not want a Union sSteward, Union rRepresentative, or designated available bargaining unit member present at any meeting or interview where the employee has a right to work or competently perform work assignmentsUnion representation, must waive Union representation in writing. If the Union requests a copy of the waiver, the EMPLOYER Company shall promptly furnish it. The Local Union will be obligated to provide an adequate number of stewards per shift. What is “adequate” will be determined by the Local Union. Stewards and alternates have no authority to take strike action or any other action interrupting the Company’s business, except as authorized by official action of the Local Union. The Company recognizes these limitations upon the authorized Job Stewards and their alternates, and shall not hold the Union liable for any unauthorized acts. The Company in so recognizing such limitations shall have the right authority to take whatever action deemed appropriateimpose proper, nondiscriminatory discipline, including terminationdischarge. The working However, in the event the Job ▇▇▇▇▇▇▇ or the designated alternate has led, or instigated or encouraged unauthorized strike action, slowdown or work stoppages in violation of this Agreement, he/she may be singled out for one EMPLOYER has no authority with regard more serious discipline, up to the work of another EMPLOYERand including discharge. If he should become involved in the affairs or disputes of another EMPLOYER, he will Stewards and/or alternate stewards shall not be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination discipline for performing any of the working ▇▇▇▇▇▇▇ except for a violation duties within the scope of work rulestheir authority and defined in this Section, in the manner permitted by this Section. The ▇▇▇▇▇▇▇ or the designated alternate shall be permitted reasonable time to investigate, present and process grievances on the Company’s property without interruption of the Company’s operation. Upon notification to his/her supervisor, a ▇▇▇▇▇▇▇ shall be afforded the right to leave his/her work area for a reasonable period of time to investigate, present and process grievances and to represent a fellow employee concerning grievances or discipline so long as such activity does not interrupt the Employer’s operations. The Company will make a reasonable effort to ensure that its operations are not interrupted by the ▇▇▇▇▇▇▇’▇ engaging in such activities. The Company shall not use interruption of its operation as a subterfuge for denying such right to the ▇▇▇▇▇▇▇. Time spent in handling grievances during the job ▇▇▇▇▇▇▇’▇ or his/her designated alternate’s regular working hours shall be considered working hours in computing daily and/or weekly overtime if within the regular schedule of the “job ▇▇▇▇▇▇▇.” The Employer shall only be obligated to respond to information requests that are approved by the bBusiness aAgent of the Local Union assigned to represent employees covered by this Agreement. The Company shall provide the requested information within ten (10) calendar days. If the information cannot be provided in the ten (10) calendar day time frame, there will be a discussion between the Business Agent and the Labor Manager concerning when the information can be anticipated. Stewards, shall be entitled to receive copies of normal daily records maintained in the facility such as time logs, inspection data, bid sheets, schedules, dispatches, etc. Overly broad requests that are made by ▇▇▇▇▇▇▇ will be reviewed and discussed between the Business Agent and Labor Manager prior to the request being supplied. Union sStewards shall be allowed to wear a Union ▇▇▇▇▇▇▇ pin while on the Employer’s property. In addition to the ▇▇▇▇▇▇▇’▇ rights as an employee, the Company will make a bonafide attempt to contact the applicable Business Agent or Local Union representative before dismissing a shop ▇▇▇▇▇▇▇. Section 1. Seniority (a) Upon completion of the probationary period, the employee’s seniority for all purposes shall be the last EMPLOYEE first (1st) day worked as a probationary employee. Seniority shall be broken only by discharge, voluntary quit, normal retirement, or more than a three (3) year layoff., employees on workers compensation leave or other leave. (b) A list of employees arranged in the order of their seniority shall be posted on the Union bulletin board no less often than once every six (6) months. A copy of the seniority posting shall be sent to the Local Union. (c) Any controversy over the seniority standing of any employee on the seniority list shall be subject to the grievance procedure. An employee shall have thirty (30) days to protest his/her placement on the seniority list once it is first posted. If there is no written protest within this thirty (30) day period, the employee shall not have a right to challenge his/her placement on the list thereafter. (d) For full-time employees there shall be two seniority lists, “local cartage” and “over-the-road.” There shall also be a separate “casual local cartage” seniority list. Employees in the following classifications shall be included on the local cartage seniority list: all truck drivers, helpers, dock workers, jockeys, and such other employees as may be presently or hereafter represented by the Union, engaged in local pickup, delivery, and assembling of freight. The “over-the-road” seniority list shall include all over-the-road drivers whose primary job is to transport freight between the Employer’s facilities. Nothing within this paragraph shall preclude the Company from requesting a road driver to make extra stops to pick up or deliver freight within a 50 miles radius in connection with his/her regular run. or performing other local cartageP&D work as the Company may assign. It is not the intent of the Company that this provision be utilized to diminish cartage employees’ work. No local cartage city employee having a CDL can be forced on a road run that has a lay-down or forced to work on a sleeper team. In those Service Centers in which there are more local cartage CDL employees than CDL bids, Local Cartage employees holding a CDL shall be allowed to bid on all local cartage positions, both CDL and non-CDL. If there is an insufficient number of CDL qualified drivers to fill existing full time local cartage CDL driving bids at the time of the bids, the junior CDL holder(s) will not be awarded the bid on the non-CDL jobs. Road drivers who do not possess a scheduled run(s) with the same start time will have the option to pass on available loads if a road driver with less seniority is available to make the run provided there are more drivers than loads. (e) The Company shall offer extra city or dock work to road employees who are on layoff and who are qualified and immediately available for city or dock work prior to using casual employees, except where there is a mutually agreed procedure to the contrary. No road employee shall gain “local cartage” seniority under this provision, but he/she shall accrue Company seniority. (f) The following shall apply to casual employees: 1. For employees hired after ratification of this Agreement, the first (1st) day of orientation as a casual will be the casual seniority date. If more than one (1) employee starts orientation on the same date, seniority shall be determined by application date and time. 2. A casual employee laid off provided he is qualified due to perform lack of work for less than one year will retain his/her casual seniority. Company and job classification seniority shall be lost due to discharge, voluntary quit or retirement. 3. The date a casual employee obtains full-time employment shall be the remaining work employee’s regular seniority date. 4. A casual employee whose layoff exceeds one (1) year shall be considered to have been terminated and shall lose seniority, but may reapply for employment. 5. A full-time employee’s seniority shall prevail over a casual employee’s seniority in case of the EMPLOYERlayoff.

Stewards. Each UNION shall have An official Representative of the right to designate a working journeyman as a Union may appoint Job Stewards. The ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing ▇ of a member Union will be an employee of the identity Employer who is a qualified Journeyman and who will perform the work of their designated a journeyman at the journeyman’s rate of pay. In addition to his duties as a journeyman, he shall be permitted reasonable time to perform such of his Union duties as cannot be performed off the job. If it is necessary for the ▇▇▇▇▇▇▇ to leave his work, he must first obtain permission from the Employer’s representative the job. Such permission would not be unreasonably withheld. He shall assist the Employer and the Union members in carrying out the provisions of this Agreement. It is agreed that only one ▇▇▇▇▇▇▇ and one alternate on each shift shall be by the Employer and the Union shall notify the Employer in writing, of the name of the ▇▇▇▇▇▇▇ and his alternate. In addition The Employer will notify the Union on termination of employment of the ▇▇▇▇▇▇▇ or his alternate. Subject to his work as an employeeall other items and conditions of this Agreement, the ▇▇▇▇▇▇▇ shall have the right to receivebe given special consideration before laid off, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rulesjust cause. The ▇▇▇▇▇▇▇ shall be the second last EMPLOYEE laid off man remaining on the job, provided he that in the opinion of the Employer the ▇▇▇▇▇▇▇ is qualified to perform the remaining work work. It will be the duty of the EMPLOYERJob ▇▇▇▇▇▇▇ to protect the interest of the Union and employees and to assist in the processing of grievances. Under no circumstances shall the Job ▇▇▇▇▇▇▇ make any arrangements with the ▇▇▇▇▇▇▇ or Management that will change or conflict in any way with any section or items of this Collective Agreement. The Union ▇▇▇▇▇▇▇ shall receive cents per hour above the rate of his classification, where there are three or more Labourers or Steelsetters the job site. The Union ▇▇▇▇▇▇▇ has the right to work overtime if he so desires provided he can do the work required. After thirty Employees on the same job site working for a particular Company, there shall be a walking Union ▇▇▇▇▇▇▇ answering directly to the General ▇▇▇▇▇▇▇ or to the Superintendent.

Stewards. Each UNION There shall have the right to designate be a working journeyman as a ▇▇▇▇▇▇▇ on each job who shall be appointed by the Union’s Business Manager or Business Agent. The ▇▇▇▇▇▇▇ shall be on the job site at all times when Iron Workers, excluding ▇▇▇▇▇▇▇. The UNION shall notify , are working for an Employer; no work covered by this Agreement will take place unless the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇ is employed at the job site. The ▇▇▇▇▇▇▇ shall be a qualified Iron Worker capable of performing work of his/her craft and shall exercise no supervisory authority. In addition to his his/her work as an employeeIron Worker, the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, solicit complaints or grievances, and to . The ▇▇▇▇▇▇▇ shall discuss and assist in the adjustment of the same grievances with the employee's Iron Worker’s appropriate supervisor. 1. The EMPLOYER will ▇▇▇▇▇▇▇ shall not be transferred from job to job, nor laid off without first notifying the Union. 2. When an Iron Worker is injured on the job, the ▇▇▇▇▇▇▇ shall see that he/she is given first-aid, and if seriously injured taken to the hospital. The ▇▇▇▇▇▇▇ shall suffer no loss of time (not to exceed the normal workday), while assisting an injured Iron Worker taking care of his/her tools and clothing, or taking him/her home. 3. The Employer shall not discriminate against the ▇▇▇▇▇▇▇ in the proper for performance of his union dutieshis/her duties in any way. 4. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇shall, in addition to this his/her work as a journeymanan Iron Worker, will be permitted to perform during the work working hours such of his normal UNION Union duties as cannot be performed at other times. The UNION Union agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER Employer agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform for the performance of such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of paynot leave his/her work area without first notifying his/her appropriate supervisor as to his/her intent, the reason therefore, and where he/she can be reached. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any receive his/ her regular craft’s rate of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rulespay. 5. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE Iron Worker to be discharged and shall remain on the job until it is completed. The ▇▇▇▇▇▇▇ shall be the last Iron Worker laid off during a temporary work stoppage and shall be the first Iron Worker called back when work resumes. The ▇▇▇▇▇▇▇ shall not be transferred from a job while Iron Workers remain on the job. 6. The Employer agrees to notify the Union representative twenty- four (24) hours prior to a termination of a ▇▇▇▇▇▇▇ for just cause. 7. Stewards on jobs outside of Cuyahoga County are entitled to devote a space of two (2) hours twice a month to acquire working permits, if necessary, and to transact other Union business, but shall be compensated for such time as if working on the job. 8. The Employer and the ▇▇▇▇▇▇▇ shall cooperate in all matters covered by the Agreement. 9. The ▇▇▇▇▇▇▇ will be the last Iron Worker on the job, provided he he/she is qualified to perform capable of performing the remaining work of work, excluding the EMPLOYER▇▇▇▇▇▇▇.

Stewards. Each UNION shall have the right to designate a working journeyman as a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the One ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, be from Children's Centre and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The one ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtimeARC Centre. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect be to assist employees in the work department or group of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow departments which the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such dutiesrepresents under the grievance procedure. The A ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which or the EMPLOYER retains sole control. If a Chief ▇▇▇▇▇▇▇ violates any may assist employees in presenting grievances in accordance with the grievance procedure. The Association also agrees to recognize a Negotiating Committee consisting of not more than three (3) employees plus the Union representative for the purpose of renewing the present Agreement. The Union shall notify the Employer in writing of the rules names of the Stewards and members of the Negotiating Committee and of any changes therein from time to time before the Association shall be required to recognize them. The Employer agrees to pay the wages of three (3) members of the Union Negotiating Committee for all regular, straight-time hours lost in negotiations up to but not including conciliation. The Union acknowledges that Stewards have their regular duties to perform on behalf of the Employer and that such persons shall not leave their regular duties without having first secured permission from their immediate Supervisor. Stewards shall report again to him at the time of their return to work. The Employer reserves the right at any time to limit or withdraw the permission to process grievances during working hours if at any time this Articleprivilege is being abused or if it unduly interferes with the operations of the Employer. The union agrees that there shall be no union activity on Employer time or on the premises of the Employer without the permission of the Executive Director except as expressly permitted elsewhere in this Agreement. It is also understood that this clause is not intended to interfere with the right of employees to discuss union matters provided they are on their rest breaks, meal periods, or fails to before or work. Any time necessarily lost work or competently perform work assignmentsfor the purpose of union activities shall not be reimbursed by the Association. However, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working any ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard who investigates a grievance of an employee shall be compensated to the work extent of another EMPLOYERone hundred (100% per cent of his regular rate of pay for such time spent up to and including Step of the Grievance Procedure. If he should become involved in Relations Committee The parties hereby agree to establish an Relations Committee of three (3) employees appointed by the affairs Union and three (3) employees appointed by the Employer, who shall meet to discuss matters of mutual interest between the parties for the sole purpose of exchanging information; the Committee shall have no power to amend the Collective Agreement. The Committee shall meet once every three (3) months or disputes more or less frequently by agreement of another EMPLOYER, he the parties and at a time mutually agreed to by the parties. The representative may attend such meetings at the request of the Union and the Employer may have a consultant attend on its request. All such meetings will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) held during normal working dayshours, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERwhenever possible.

Stewards. Each UNION shall have the right The Company agrees to designate a working journeyman as a recognize one (1) ▇▇▇▇▇▇▇▇ on each shift as a representative of the employees on such shift. The UNION shall Union will notify the EMPLOYER Company, in writing writing, of all designated stewards and any changes as appropriate. Upon receiving written notice, the identity of their Company will recognize the designated ▇▇▇▇▇▇▇. Stewards may utilize the last fifteen (15) minutes of their shift to discuss potential grievances with employees, to investigate health or safety concerns, or to represent employees in investigatory interviews or first step grievance meetings. In addition addition, each ▇▇▇▇▇▇▇'▇ lunch period will be extended by 30 minutes to his enable the ▇▇▇▇▇▇▇ to confer with employees during their lunch period. Employees wishing to discuss a potential grievance with their ▇▇▇▇▇▇▇ must obtain advance permission from their immediate supervisor (who will make the necessary arrangements with the ▇▇▇▇▇▇▇ and the ▇▇▇▇▇▇▇'▇ supervisor). Employees who abuse or over-utilize the opportunity to meet with their ▇▇▇▇▇▇▇ will be required to meet with their ▇▇▇▇▇▇▇ on their own time. There shall be no group meetings with stewards on company time. Stewards shall be subject to the same rules of conduct and company policies that apply to all bargaining unit employees. Stewards have no authority to stop work, interfere with normal operations or interrupt the work of any other bargaining unit employee. Stewards shall remain on their jobs and work in the same manner as all other bargaining unit employees except when permitted to attend meetings scheduled under the grievance procedure or during periods expressly permitted in this Section. Stewards shall be accorded superseniority for purposes of avoiding layoff provided that there is work available in any job they have previously held and they are fully qualified to perform the available work. All stewards will be paid the rate of pay for their assigned classification and shift. All stewards will be eligible for all wage increases, job bids and benefits to which they would otherwise be entitled and will suffer no loss of pay for performing their representation duties in accordance with this Section. It is anticipated that the vast bulk of employee problems will be handled during lunch period or the last 15 minutes of the shift. However, it is recognized that bona fide emergencies can arise such as a safety problem which presents an employeeimminent threat of serious injury. When the unit chairperson and plant manager agree that a situation qualifies as a bona fide emergency, the ▇▇▇▇▇▇▇ shall have the right be released to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same meet with the employee's appropriate supervisoraffected employee as soon as possible. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time It is anticipated that he such emergencies will be gone. Stewards shall the exception, not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERrule.

Stewards. Each UNION The Employer agrees to Employees who are elected or as Union Stewards. A Union ▇▇▇▇▇▇▇ may, at the request of an Employee, accompany or represent him in the processing of a grievance with the Employer. When it becomes necessary for a Union ▇▇▇▇▇▇▇ to leave his job for this purpose, he will request time off from his manager, providing as much advance notice as possible. Such time off shall have be granted only upon the right approval of the manager, which approval shall not be unreasonably withheld. Arrangements will be made by the manager to designate a working journeyman as a ensure that the Union ▇▇▇▇▇▇▇’▇ absence for this purpose, when approved, will result in no loss of regular earnings at his basic rate of pay. The UNION Local agrees that Union Stewards and Employees alike shall notify not enter into discussions concerning Union business during working time. The Union reserves the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition right to his work as an employee, the appoint a Union ▇▇▇▇▇▇▇ to represent a work area that has no Union Stewards. A list of Union Stewards shall be supplied by the Union to the Employer. The Employer shall be advised promptly in writing of any change in the list. The Local shall have the right at any time to receive, but not to solicit, complaints the assistance of Union Staff Members when dealing or grievances, negotiating with the Employer and to discuss when processing a grievance. Such representatives shall approach members at work only when engaged in such activities and assist in provided they have received the adjustment approval of the same with the employee's appropriate supervisorPresident or alternate. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ Such approval shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ be unreasonably denied. When the Employer takes disciplinary action against an Employee, apart from discipline of a minor nature which does not become part of the Employee’s personnel file, that Employee shall be informed in writing as soon as reasonably possible as to the reason(s) for such action. An Employee who has been subject to disciplinary action may, after two years of continuous service from the date the disciplinary measure was invoked, request in writing that his intent and personnel file be cleared of any record of the reason thereof, he can be reached, and the estimated time that he disciplinary action. Such request will be gone. Stewards shall granted providing the Employee’s file does not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system contain any further record of written accountability any disciplinary action during that two year period, of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he Employee is qualified to perform the remaining work of the EMPLOYERaware.

Stewards. Each UNION shall have The Company acknowledges the right of the Union to designate a working journeyman appoint one ▇▇▇▇▇▇▇ for the Highway Drivers, and one ▇▇▇▇▇▇▇ for City employees, and if the operations are such as a cannot be covered by these Stewards, additional Stewards may be appointed. It shall be the ▇▇▇▇▇▇▇'▇ duty to process grievances as outlined in Article of this Agreement. The UNION shall notify the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, and to Stewards may also discuss and assist in the adjustment of the same Union membership with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance a new employee within thirty (30) working days of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of payemployment. The ▇▇▇▇▇▇▇'▇ duty shall in no way conflict with his duties to the Company and he shall be held responsible for the same quantity and quality of work as other employees. Should the Company believe that the ▇▇▇▇▇▇▇'▇ activities are affecting the ▇▇▇▇▇▇▇'▇ work or the work of other employees, the Company shall contact the Business Representative of the Local Union, and register the grievance, commencing with Step D as outlined in Article of this Agreement. The Union will inform the Company, in writing, of the name of the ▇▇▇▇▇▇▇, and of any subsequent change in the name of the ▇▇▇▇▇▇▇. The Company shall not include be asked to recognize any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates until such notification from the Union has been received. Should there be any of cause to suspend or discharge the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to ▇, the work of another EMPLOYER. If he should become involved Company shall in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to every case notify the UNION two (2) working days, confirmed Local Union in writing stating so that the cause, prior to termination Local Union is in receipt of the working ▇▇▇▇▇▇▇ except for a violation of work rulessuch notification before such discipline or discharge. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE man laid off provided he is qualified to perform in the remaining work event of a lay-off. Wherever possible, grievances shall be processed during the normal working hours of the EMPLOYER▇▇▇▇▇▇▇. A ▇▇▇▇▇▇▇ shall receive regular rate of pay when grievances, or pending grievances, are processed with the Company on Company property, or at any other place which is mutually agreed upon by both the Union and the Company. In no case will a ▇▇▇▇▇▇▇ be paid premium rate for the settlement of grievances. If the Company representative is unable to meet the ▇▇▇▇▇▇▇ during the ▇▇▇▇▇▇▇'▇ normal working hours, the ▇▇▇▇▇▇▇ shall be paid at regular rate of pay for all time spent during the processing of the grievance with the Company on the Company property or at any other place which is mutually agreed upon by both the Union and the Company. In no case will a ▇▇▇▇▇▇▇ be paid premium rate for the settlement of grievances.

Stewards. Each UNION The Employer shall have the right to designate a working journeyman as recognize a ▇▇▇▇▇▇▇▇ for each work site, elected by the Union. The UNION Union shall supply the Employer with names of Stewards and the unit chairperson immediately after their election, and the Union shall immediately notify the EMPLOYER in writing Employer’s Human Resources Coordinator of any changes. The authority of the identity of their designated ▇▇▇▇▇▇▇. In addition Stewards shall be limited to his work as an employeeand shall not exceed the following duties and responsibilities: (1) With his/her Program Director's permission, the a ▇▇▇▇▇▇▇ shall have may be allowed to switch shifts with a co-worker or use accrued time to attend local Union Meetings. (2) The discussion, investigation and presentation of grievances to the right to receive, but not to solicit, complaints or grievances, and to discuss and assist Employer in the adjustment of the same accordance with the employee's appropriate supervisor. The EMPLOYER will provisions of this Collective Bargaining Agreement provided that the Stewards shall not discriminate against neglect their work nor interfere with the work of others. (3) Except as set forth herein, Stewards shall not be compensated by the Employer for his/her duties as the Union ▇▇▇▇▇▇▇ in and shall perform such duties when he/she is not scheduled to work. For grievance and arbitration purposes only, each Union ▇▇▇▇▇▇▇ (maximum 7) may be allowed one (1) hour of paid release time each work week with the proper performance permission of his union dutieshis/her Program Director, subject to the operational needs as determined by the Employer. The Time off request procedures normally used shall be used when requesting such time. Documentation of the legitimate use of such days shall be provided upon request of the Program Director. (4) A ▇▇▇▇▇▇▇ shall not leave his his/her workstation without authorization from his/her manager and the manager of the work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as he/she wishes to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such dutiesenter. The ▇▇▇▇▇▇▇ shall receive his regular craft rate will indicate the name of paythe person(s) he/she desires to see and the reason. The Permission will not be arbitrarily denied. (5) Where required Stewards will undergo an EEC ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYER/DCF evaluation as required by Massachusetts Regulations.

Stewards. Each UNION ▇▇▇▇▇▇▇ agrees to recognize three (3) stewards [one (1) ▇▇▇▇▇▇▇ in Maintenance department, one (1) ▇▇▇▇▇▇▇ in Operations department and one (1) ▇▇▇▇▇▇▇ for Paratransit and alternates (to act in absence of ▇▇▇▇▇▇▇) designated by the Union from time to time. Stewards shall recognize that they have regular full-time duties as employees of SunLine and shall conduct themselves in accordance with the requirements of all employees of SunLine. The Union shall have the right responsibility to designate notify SunLine in writing of the names of its duly authorized stewards. SunLine shall not recognize or deal with any employee as a working journeyman ▇▇▇▇▇▇▇ unless they are on the designated ▇▇▇▇▇▇▇ list. Stewards shall spend only the time necessary to expeditiously carry out their functions as ▇▇▇▇▇▇▇ and shall not unduly restrict or interfere with the performance of their own duties. Stewards may leave their immediate work location to perform these duties, however, stewards shall first obtain permission from their immediate supervisor to leave the area and shall inform the supervisor of the reason for their leaving the area. The supervisor shall be responsible for maintaining time records of the amount of time stewards spend in the performance of their ▇▇▇▇▇▇▇ duties. The Union and SunLine agree to review the amount of time spent by stewards in the performance of their duties on a bi-annual basis, to determine whether the stewards are observing the provisions of this Article. The stewards shall minimize the amount of interference with ▇▇▇▇▇▇▇'s work in the performance of their duties. At any time either party may request to meet and confer regarding the application of this procedure. Stewards shall not log overtime or premium pay time for time spent performing any function as a ▇▇▇▇▇▇▇. Except the stewards will be guaranteed their shift/bid time and this shall be treated as time worked for all Overtime calculations. Anytime worked beyond shift/bid time shall be paid at straighttime. The UNION shall notify the EMPLOYER in writing of the identity of their designated Maintenance ▇▇▇▇▇▇▇. In addition ’▇ position is guaranteed to his work be a day shift with Saturday and Sunday as an employee, the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERdays off.

Stewards. Each UNION shall have The Company acknowledges the right to designate a working journeyman as a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition Union to his work as an employee, the appoint one (1) ▇▇▇▇▇▇▇ shall have for the right to receive, but not to solicit, complaints or grievancesHighway Drivers, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the one (1) ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reachedfor City employees, and if the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem operations are such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other timescovered by these Stewards, additional Stewards may be appointed. It shall be the Stewards duty to process grievances as outlined in Article of this Agreement. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ Stewards may also discuss Union membership with a reasonable amount new employee within thirty (30) days of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of payemployment. The ▇▇▇▇▇▇▇'▇ duty shall in no way conflict with his duties to the Company and he shall be held responsible for the same quantity and quality of work as other employees. Should the Company believe that the ▇▇▇▇▇▇▇'▇ activities are affecting the ▇▇▇▇▇▇▇'▇ work or the work of other employees, the Company shall contact the Business Representative of the Local Union, and register the grievance, commencing with Step D as outlined in Article of this Agreement. The Union will inform the Company, in writing, of the name of the ▇▇▇▇▇▇▇, and of any subsequent change in the name of the ▇▇▇▇▇▇▇. The Company shall not include be asked to recognize any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates until such notification from the Union has been received. Should there be any of cause to suspend or discharge the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to ▇, the work of another EMPLOYER. If he should become involved Company shall in every case the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed Local Union in writing stating so that the cause, prior to termination Local Union is in receipt of the working ▇▇▇▇▇▇▇ except for a violation of work rulessuch notification before such discipline or discharge. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE man laid off provided he is qualified to perform in the remaining work event of a lay-off. Wherever possible, grievances shall be processed during the normal hours of the EMPLOYER▇▇▇▇▇▇▇. A ▇▇▇▇▇▇▇ shall receive regular rate of pay when grievances, or pending grievances, are processed with the Company on Company property, or at any other place which is mutually agreed upon by both the Union and the Company. In no case will a ▇▇▇▇▇▇▇ be paid premium rate for the settlement of grievances. If the Company representative is unable to meet the ▇▇▇▇▇▇▇ during the ▇▇▇▇▇▇▇'▇ normal hours, the ▇▇▇▇▇▇▇ shall be paid at regular rate of pay for all time spent during the processing of the grievance with the Company on the Company property or at any other place which is mutually agreed upon by both the Union and the In no case will a ▇▇▇▇▇▇▇ be paid premium rate for the settlement of grievances.

Stewards. Each UNION There shall have be six ( 6 ) stewards at the right plant to designate a working journeyman provide leadership and representation for the members of the Union. They shall also work together with the department managers and supervisors to ensure compliance with the provisions of this Agreement. The stewards will represent the following areas and employees: refinery, 2) packaging plant day shift, 3) packaging plant afternoon shift, 4) packaging plant night shift, 5) female employees, 6 ) maintenance. From the aforementioned group of stewards, the Employer shall recognize one ▇▇▇▇▇▇▇ as the Chief ▇▇▇▇▇▇▇. The Chief ▇▇▇▇▇▇▇ will be elected by the entire membership at Canada Inc. Such stewards shall be elected by Union members in the area concerned, and shall be an employee of the place in which he or she is a ▇▇▇▇▇▇▇. The UNION There shall notify the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate be no discrimination against the ▇▇▇▇▇▇▇ for Union activities. Craft Group will receive representation and will be eligible to represent as stewards of the packaging plant. The stewards shall have no authority to alter, amend, violate or otherwise change any part of this Agreement. The stewards shall report to the business agent of the Union any violation of this Agreement. The stewards will be considered the senior employees in their craft groups in the proper performance event of his union dutiesa lay-off only. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and Should the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all lay-off involve stewards in the performance same craft group then years of their duties whenever they deem such action necessaryservice will govern. Layoffs or other changes effecting Union members will be communicated to Stewards by Management and will be considered confidential until that discussion has taken place to discuss the communication plan. A copy of the Employer's bulletin pertaining to Union members shall be given to all the Stewards. The presence or absence stewards shall be allowed time to service any grievance. Representatives of the ▇▇▇▇▇▇▇ Union shall not affect the work be allowed to contact stewards by asking permission of the craftdepartment manager or superintendent. The ▇▇▇▇▇▇▇, in addition to this work elected stewards and one representative from the lab. technicians shall act as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other timesnegotiating committee. The UNION agrees that such duties shall be performed as expeditiously as possible and Employer will pay employees on the EMPLOYER agrees negotiating committee for up to allow eight hours per negotiating meeting with the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall Employer, up to, but not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERconciliation.

Stewards. The Union may designate or redesignate from Group 1 of the Industry Experience Roster one employee as a ▇▇▇▇▇▇▇ to inspect all working conditions affecting the terms of this Agreement. Each UNION such designation or redesignation shall be for a period of not longer than six (6) months. The Union may make such a designation or redesignation or remove such ▇▇▇▇▇▇▇ at any time, but shall discuss the matter with the Producer before doing so. It shall be the responsibility of the ▇▇▇▇▇▇▇ to settle minor grievances with the head of the department in which the grievance arises and, in the event such grievance cannot be adjusted, to notify the Business Representative. The ▇▇▇▇▇▇▇ so designated shall be permitted to perform these duties, but such duties shall not unduly interfere with his work, and he shall not leave his station without notifying his immediate supervisor. Notwithstanding the provisions for layoff or rehire contained in subparagraph (c) of Paragraph 68 herein, such ▇▇▇▇▇▇▇ shall not be laid off, or when on layoff shall be the first to be rehired, during his above- described term as such ▇▇▇▇▇▇▇ as long as there is work available for him in his department, provided that: such ▇▇▇▇▇▇▇ is willing to do, and is qualified physically and possesses the necessary ability and skill for, the particular work to be performed; such ▇▇▇▇▇▇▇ shall not have any such preference in layoff or rehire over the right to designate a working journeyman Department Head, if there is any in the unit, or over any employee classified and paid as a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated , gang or shift boss or supervisory employee; Producer’s right to discharge such ▇▇▇▇▇▇▇. In addition to his work as an employee, the ▇ for cause shall not be limited in any manner by this provision; such ▇▇▇▇▇▇▇ shall have be subject to the right to receive, but provisions of Paragraph 68; such preference in layoff or rehire shall not to solicit, complaints apply on the sixth or grievances, and to discuss and assist seventh day worked in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the such ▇▇▇▇▇▇▇’▇ in workweek or holidays, nor to station jobs, nor when it would disturb the proper performance continuity of his union duties. The a project; and such ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor have such preference over employees who have been specially rehearsed or cued for a job or persons operating specialized equipment. Under this provision, only one such ▇▇▇▇▇▇▇ may be designated who will have such preference in layoff and rehire as to his intent and provided above. This does not preclude the reason thereofUnion from appointing “acting” Stewards, he can be reached, and the estimated time that he will be gone. Stewards but such employees shall not have be considered, in any manner whatsoever, as Stewards hereunder for the right to determine when overtime shall be worked or who shall work overtimepurpose of preference in layoff and rehire, as above provided. The EMPLOYER Union shall have the right to implement a system notify Producer in advance of written accountability of time spent by all stewards in the performance of their duties whenever they deem any such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERappointment.

Stewards. Each UNION shall have the right to designate a working journeyman as a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the 4.11.1 A ▇▇▇▇▇▇▇ shall have be a working employee, appointed by the right Business Manager, who shall, in addition to receivehis work as Journeyman, but be permitted to perform during working hours such of his Union duties as cannot to solicit, complaints or grievances, be performed at any other time. Stewards may be present when an employer gives a member their notice of termination and to discuss and assist may be present when a member requests their presence in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the situations where a member has ▇▇▇▇▇▇▇▇▇▇ in the proper performance of his union duties. The Rights to have a ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtimepresent. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees Unions agree that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees Contractors agree to allow Stewards a reasonable amount of time for performance of such duties. The Unions shall notify the Contractors of the appointment of each ▇▇▇▇▇▇▇ in writing, and the Contractors, before transferring, laying off or discharging a ▇▇▇▇▇▇▇, shall notify the Union in writing of its intention to do so and give the reason therefore at least twenty- four (24) hours in advance of such intended action. 4.11.1.1 The person appointed ▇▇▇▇▇▇▇ shall remain on the job as long as there is work in his particular classification which he is qualified to perform, and so long as there are three (3) men on the job, excluding the ▇▇▇▇▇▇▇; provided, however, the ▇▇▇▇▇▇▇ does not engage in any activities which are contrary to the provisions of this Agreement. In no event shall a reasonable amount of time to perform such duties. The Contractor discriminate against a ▇▇▇▇▇▇▇ shall receive or lay him off, or discharge him on account of any action taken by him in the proper performance of his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. Union duties. 4.11.1.2 If a ▇▇▇▇▇▇▇ violates any of is discharged and three (3) or more men remain on the rules of this Article, or fails to work or competently perform work assignments, job and the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority is to be replaced by another Journeyman, the Business Manager shall be permitted to select a man from the Group 1 list to replace him. 4.11.2 Stewards are expected to be competent Journeymen and to do the normal amount of work required of other Journeymen, with regard the exception of a reasonable amount of time to the work perform his Steward. 4.11.3 The duties of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working a ▇▇▇▇▇▇▇ except for are primarily to ascertain that work covered by this Agreement is performed by employees covered by this Agreement, and to see that the men employed on the job have the proper referral slip and to ascertain dues are paid as required. Once per month, a violation of work rules. The ▇▇▇▇▇▇▇ shall be permitted sufficient time to check the last EMPLOYEE laid off provided he is qualified to perform the remaining work dues books of the EMPLOYERmen on the job to ascertain that they are in order. ▇▇▇▇▇▇▇ may be present when a member is given their notice of termination and when requested by a member asserting their ▇▇▇▇▇▇▇▇▇▇ right to representation. 4.11.4 If a ▇▇▇▇▇▇▇ receives a complaint that employees not covered by this Agreement are performing work covered by this Agreement, or if a man on the job files a grievance with the ▇▇▇▇▇▇▇, the ▇▇▇▇▇▇▇ shall be permitted a reasonable amount of time to investigate the complaint or grievance and to present the matter to the Contractor representative in charge of the job and request correction. 4.11.5 Stewards shall not argue with the Contractor representative and shall not take any action on their own initiative, but shall report matters to their Local Union office that are not corrected upon request. 4.11.6 Stewards are not authorized to leave their normal place of duty to check the status of any employees not performing work covered by this Agreement. No ▇▇▇▇▇▇▇ shall be assigned to more than one job or project. 4.11.7 With respect to arbitration cases involving the discharge of Stewards, if the dispute is not settled between a Representative of the Contractor or Contractors Association and District Council No. 16, then the same may be referred to an Impartial Arbitrator to be selected by them. The Contractor and Local Union involved in the dispute shall be obligated to provide their own witnesses. All expenses of the arbitration shall be assessed against the party losing the dispute with the Impartial Arbitrator to determine which party shall be required to pay all expenses and fees. The Arbitrator shall also determine the remedy and/or damages, if any. No transcript of the proceedings shall days from the close of the hearing and said decision shall be final and binding upon the parties hereto.

Stewards. Each UNION A. The Union shall have furnish the right Court with an accurate list of shop stewards in areas as designated by the Union within 30 days of ratification of this agreement and again each April 1st for the duration of this agreement. The Union may submit an amendment to designate a working journeyman the list at any time. An employee has no status as a ▇▇▇▇▇▇▇. The UNION shall notify ▇ unless the EMPLOYER Court has received verification in writing of from the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, Union that the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the employee is a ▇▇▇▇▇▇▇ in a given area. B. The Union recognizes that it is the proper performance responsibility of his union dutiesthe shop ▇▇▇▇▇▇▇ to assist in the resolution of grievances at the lowest possible level. C. Upon notification of an appropriate management person, stewards, and designated officers of the Union, subject to management approval, which shall not be unreasonably withheld, shall be granted reasonable release time to investigate and process grievances and disciplinary appeals. The Union will attempt to ensure that shop ▇▇▇▇▇▇▇ release time will be equitably distributed. Normally, one ▇▇▇▇▇▇▇ will be sufficient for a single investigation of a grievance appeal. D. In emergency situations, where immediate disciplinary action must be taken, the shop ▇▇▇▇▇▇▇ shall not unreasonably be denied the right to leave his their post or duty to assist in the grievance procedure or disciplinary appeals. E. Shop stewards shall not interfere with the work area without first notifying his appropriate supervisor or of any employee. A shop ▇▇▇▇▇▇▇ as may interview an employee during the work time in order to his intent and investigate or process a grievance or disciplinary appeal with the reason thereof, he can approval of the which shall not unreasonably be reached, and the estimated time that he will be gone. withheld. F. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in responsible for the performance of their duties whenever they deem such action necessaryworkload, consistent with release time approved pursuant to rules established herein. G. Stewards and SEIU field representatives shall receive notice of the employment of a new employee on the first day of employment and shall be permitted to contact the new employee on or after the second day of employment in order to distribute union materials and to discuss employee rights and obligations under this Agreement. The presence or absence Court shall provide the name and contact information, including the department and classification of the employee. H. Any meeting of a shop ▇▇▇▇▇▇▇ and supervisor shall not affect be held in private surroundings and shall be held in a quiet and dignified manner. I. In the work event of a newly ratified MOU, within ninety (90) days of ratification, up to six (6) stewards shall be permitted up to four (4) hours of release time for purposes of attending a training for the craft. The ▇▇▇▇▇▇▇group regarding new provisions. J. Immediately following their designation per Section VI: A. above via notification to the Court, in addition to this work as a journeyman, newly designated Shop Stewards will be permitted release time up to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees five (5) times total to allow the accompany a more experienced ▇▇▇▇▇▇▇ for any disciplinary or grievance meetings for the purposes of shadowing. Any such release time for new stewards to shadow a reasonable amount of time to perform such duties. The more experienced ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating under this section is subject to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he operational need and will be subject rescheduled if canceled. Release time under this section is limited to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERshadowing that complies with sections A-H above.

Stewards. Each UNION shall have Paragraph 1. The parties agree that the right following basic principles apply to designate the selection of a working journeyman Job ▇▇▇▇▇▇▇: (1) The Union requires that a ▇▇▇▇▇▇▇ must fully protect the interest of the Union. (2) The Employer requires that the ▇▇▇▇▇▇▇ be a Laborer who can efficiently perform his duties as a Laborer and will not disrupt the job unnecessarily in dis- charging his duties as a ▇▇▇▇▇▇▇. . (3) To meet the two basic principles agreed to by the parties, it is further agreed: (a) The UNION Job ▇▇▇▇▇▇▇ shall notify be a working Laborer; (b) The ▇▇▇▇▇▇▇ shall be selected by the EMPLOYER in writing Business Manager of the identity Union with jurisdiction over the job; (c) In selecting a ▇▇▇▇▇▇▇ preference shall be given to Union members presently employed in the bargaining unit of their designated the Employer on the specific site, provided, however, that if, in the judgment of the Business Manager, no presently employed Union member is competent to act as ▇▇▇▇▇▇▇. In addition to his work as an employee, the ▇▇▇▇▇▇▇ shall have be selected from outside the bargaining unit. A reason shall be given by the Business Manager why no member is competent. However, the rea- son shall not infringe upon the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against Business Manager to select the ▇▇▇▇▇▇▇ in ▇; and (d) The Union shall have the proper performance of his union duties. The right to replace any ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (time. Paragraph 2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be subject to the last EMPLOYEE same terms of employment as any other Employee, but taking into consideration that the ▇▇▇▇▇▇▇ should be pres- ent during all working hours, all possible overtime work shall be assigned to all Stewards, if the Stewards do not replace another Laborer from that other Laborers’ previ- ously assigned duties. Paragraph 3. The duties of the ▇▇▇▇▇▇▇ shall include the checking of terms and conditions of work, safety con- ditions, starting dates of employment for new Laborers, whether Union or Non-Union, and report same to the Business Manager who appointed him. All Laborers employed on a job or project shall report to the ▇▇▇▇▇▇▇ any differences or disputes which may arise in connection with the work or any part of it, and the ▇▇▇▇▇▇▇ shall report same to the office of the Union. If it becomes nec- ▇▇▇▇▇▇ to discharge or lay off any Laborers because of completion of the work or otherwise, the Laborer app- ointed and acting as ▇▇▇▇▇▇▇ shall not be discharged or laid off provided while other Laborers remain employed on the job or project as long as he is qualified competent to perform the remaining work work. Nothing herein contained shall in any way restrict the right of any Employer to discharge a ▇▇▇▇▇▇▇ for cause, upon notification to the Business Manager of the EMPLOYERLocal Union who appointed the Laborer to act as ▇▇▇▇▇▇▇. Paragraph 4. Whenever one or more Laborers are required to work overtime, one of these Laborers shall be the regular designated ▇▇▇▇▇▇▇ if he is competent to do the work required or if he cannot work, he will call the Business Manager; and the Business Manager will desig- nate someone on this job to act as ▇▇▇▇▇▇▇.

Stewards. Each UNION shall have The Company acknowledges the right of the Union to designate appoint or otherwise select stewards, who shall be per- manent regular employees with seniority, and employed in the department or departments they represent. The number of stewards, and the zones each repre- sents shall be determined to the mutual satisfaction of the parties. Each ▇▇▇▇▇▇▇ shall represent only those employees in his agreed zone except as he may be acting as a working journeyman member of the grievance committee. The Union will supply the Company with a list of stewards showing the zone for which each is responsible. The Company will be notified in writ- ing each time a ▇▇▇▇▇▇▇ resigns or is appointed and will not be required to as a ▇▇▇▇▇▇▇, any employee whose name does not appear on the list. The UNION shall notify In the EMPLOYER in writing event of the identity resignation of their designated a zone ▇▇▇▇▇▇▇. In addition to his work as an employee, the Union will insure that the vacancy is filled within two calendar weeks thereafter, and the name of the new ▇▇▇▇▇▇▇ shall have delivered to the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisorCompany. The EMPLOYER above time limit may be extended by mutual agreement. CHIEF STEWARDS In addition to the above stewards, the Company will not discriminate against the a Chief ▇▇▇▇▇▇▇ in who may be appointed or otherwise selected to represent that plant wherein the proper performance of his union dutiesUnion president is not employed. The Such Chief ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or may assist departmental stewards and also in place of an absent departmental ▇▇▇▇▇▇▇ as may the Local president in the other plant. PAYMENT TO STEWARDS With the exception of contract negotiations (see below), the Company will not be required to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of pay for any time spent by all the Union stewards in the performance of their duties whenever they deem such action necessary. The presence or absence by mem- bers of the Union committee in servicing grievances or at meetings with the Company outside their regu- lar working hours. PERMISSION TO ACT DURING WORKING HOURS It is understood that stewards have their regular du- ties to perform on behalf of the Company. If it is necessary for a ▇▇▇▇▇▇▇ to service a grievance dur- ing working hours, he shall not affect the work leave his department without first securing permission from his immedi- ate supervisor. If requested, he shall give a reasonable explanation of the craftwhy he deems such action to be necessary. The When resuming his regular duties, he shall again re- port to his supervisor. Should it become necessary for a ▇▇▇▇▇▇▇, in addition to this work the performance of his duties as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties , to contact another employee, he will first secure the permission of such other person’s supervisor. Such permission will not be unduly withheld. MEETINGS WITH MANAGEMENT Where it is necessary for Union representatives, grievers or witnesses to meet with Management rep- resentatives, permission for time off will not be un- reasonably withheld. UNION COMMITTEE When it is necessary for the Union to confer with the Company on any matter(s), a committee of four seniority employees, assisted by a Union repre- sentative, shall represent the members of the bargain- ing unit. For purposes of this provision, the term “Union representative” shall not include any matters relating be restricted to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any re- gional representatives of the rules of this ArticleJoint Board, or fails other employees of the International Union, nor shall the provision be construed as limiting the calling of such witness as may be required. The Company agrees to work or competently perform work assignmentspay the individual members of the Union committee for all time lost by them as a result of their involvement in negotiations for a renewal of the collective agreement. When meetings take place between the Company and the Union for purposes other than for the renewal of the collective agreement, grievance meetings, and arbitration hearings, the EMPLOYER shall have Company reserves the right to take whatever action deemed appropriatelimit participation by bargaining unit members to a reasonable number from each affected for a particular committee or subcommittee provided that in exercising this right, including terminationthey refrain from making capricious and arbitrary decisions. The working ▇▇▇▇▇▇▇ designated Leave of Absence will be granted to delegated mem- bers to attend Union conventions, conferences and schools. All requests for one EMPLOYER has no authority with regard Leave of Absence shall be made in writing to the work Personnel Department three months prior to date of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing intended leave stating the causereason for the leave and requested duration thereof. Leave of Absence may be granted to delegated mem- bers to attend Union activities, prior as stated above, when the written request is submitted with less than three months’ notice to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rulesCompany. The ▇▇▇▇▇▇▇ Such Leave shall not be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERunreasonably withheld.

Stewards. Each UNION Section 9.01 The Business Manager of the Union shall have the right to designate appoint a working journeyman as a ▇▇▇▇▇▇▇ at his discretion at any shop and/or on any job where Employees are employed under the terms of the Agreement. The Employer shall be notified and furnished the name of the ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing Business Manager of the identity of their designated ▇▇▇▇▇▇▇. In addition Union shall also have the right to his work as an employee, the remove a ▇▇▇▇▇▇▇ for cause and appoint a successor. Such Stewards shall have see that the right terms and provisions of this Agreement are being observed at all times. They shall be allowed sufficient time during regular working hours, without loss of pay, by the Employer to receiveattend to their duties as such. However, but this shall not be construed as requiring the Employer to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the place a non-working ▇▇▇▇▇▇▇ in on any job. Under no circumstances shall Stewards be discriminated against for the proper faithful performance of their duties as such, nor shall any ▇▇▇▇▇▇▇ be removed from the job without notice being given to the Business Manager of the local union. Section 9.02 Provided further, Stewards shall in no case cause a stoppage of work. In any case of trouble on the job which they cannot adjust with the Employer or his union duties. designated representative, they must refer such matters to the Business Manager of the Union. Section 9.03 The ▇▇▇▇▇▇▇ shall not leave is to remain employed on the job while three or more Employees are employed thereon unless good cause is shown to justify his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rulesremoval. The ▇▇▇▇▇▇▇ shall be responsible with the last EMPLOYEE laid off provided he posting of Union labels. Section 9.04 It is qualified understood that a job shall mean any building or group of buildings located in the same area on which buildings the same electrical contractor is performing the electrical work, and if they have multiple contracts on this job site, additional Stewards shall be appointed on that jobsite at the Business Manager's discretion. Section 9.05 On all jobs where shift work is in effect, the Business Manager shall have the right to perform appoint a Journeyman at his discretion as his assistant ▇▇▇▇▇▇▇, whose duties shall be to assist and report to the remaining work ▇▇▇▇▇▇▇. None of the EMPLOYERabove numbered sections in this Article apply to the Assistant ▇▇▇▇▇▇▇.

Stewards. Each A. A ▇▇▇▇▇▇▇ shall be a working journeyperson designated by the UNION. The UNION shall appoint one ▇▇▇▇▇▇▇ at the CAMPUS and one ▇▇▇▇▇▇▇ at the LABORATORY for each skilled craft and/or departmental group with five or more crafts employees. In addition, one Chief ▇▇▇▇▇▇▇ shall be appointed for the CAMPUS and one Chief ▇▇▇▇▇▇▇ for the LABORATORY to act as the on-site UNION liaison. The identity of Stewards will be formally communicated to the respective Labor Relations Office within five (5) days of the designation. B. Stewards shall attempt to adjust amicably minor differences or misunderstandings arising out of the interpretation or application of this Agreement. Such duties shall be performed as expeditiously as is reasonably possible. The duties of a ▇▇▇▇▇▇▇ shall include investigation and communication with a UNION representative concerning violations of this Agreement, and the adjustment of minor grievances; provided, however, that a ▇▇▇▇▇▇▇ shall have no power to vary the right terms of this Agreement or bind the UNION to designate an interpretation thereof. Stewards shall be permitted reasonable time during working hours to perform these duties which cannot be performed at any other time. Stewards shall notify their immediate supervisor prior to conducting these duties during working hours, and receive approval when possible. Approval will only be denied in emergencies. In such cases, the supervisor and ▇▇▇▇▇▇▇ will make arrangements for an alternate time. Failure to request and receive approval will result in a working journeyman as denial of release time. Repeated failures will result in a request to the UNION to replace that ▇▇▇▇▇▇▇ with another. All other union business will be conducted during the non-duty time of the ▇▇▇▇▇▇▇. Monthly stewards’ meetings will be on non-duty time. However, Stewards will be allowed a reasonable period of time (up to 15 minutes) to return to work following the stewards meeting. C. The UNION shall notify the EMPLOYER in writing relationship of the identity of their designated a shop ▇▇▇▇▇▇▇. In addition to his work as an employee▇ being unique in the employer-employee relationship, the ▇▇▇▇▇▇▇ shall have the right is subject to receive, but not to solicit, complaints pressures which require that his/her employment be given extra protection. In a craft where two (2) or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent more journeypersons and/or apprentices are employed and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement UNION appoints a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties he or she shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION layoff until there are less than two (2) working days, confirmed journeypersons and/or apprentices performing work in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERthat craft excluding leadpersons or employees with special skills.

Stewards. Each UNION shall have 3.01 The Company acknowledges the right of the Union to designate appoint a ▇▇▇▇▇▇▇ and, if the operations are such as cannot be covered by one ▇▇▇▇▇▇▇, additional Stewards may be appointed. The Chief ▇▇▇▇▇▇▇ shall work on a steady day shift where possible at each facility (location). 3.02 Wherever possible, grievances shall be processed during the normal working journeyman as a hours of the ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The A ▇▇▇▇▇▇▇ shall receive his regular craft rate of paypay when grievances or pending grievances are processed with the Company on Company property or at any other place which is mutually agreed upon by both the Union and the Company. The ▇▇▇▇▇▇▇'▇ Prior to leaving his normal duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates must obtain the permission of his supervisor and in any of event the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be responsible for the last EMPLOYEE laid off provided he same quantity and quality of work as other employees. 3.03 If the Company representative is qualified unable to perform meet the remaining work ▇▇▇▇▇▇▇ during the ▇▇▇▇▇▇▇’▇ normal working hours, the ▇▇▇▇▇▇▇ shall receive his regular rate of pay for all time spent during the processing of the EMPLOYERgrievance with the Company on Company property or at any other place which is mutually agreed upon by both the Union and the Company. The provisions of this section are not subject to daily call-in guarantee or the overtime provisions of this Agreement. 3.04 Should the Company find that a ▇▇▇▇▇▇▇’▇ activities interfere with the normal course of his duties or the duties of other employees, the Company may contact a representative of the Local Union and/or register a grievance commencing with Section 10.02 of the Grievance and Arbitration Article of this Agreement. 3.05 The Union will inform the Company in writing of the name of the ▇▇▇▇▇▇▇ and of any subsequent change in the name of the ▇▇▇▇▇▇▇. The Company shall not be asked to recognize any ▇▇▇▇▇▇▇ until such notification from the Union has been received. 3.06 The Company will notify the Union by telephone (to be followed in writing) or telegram prior to the suspension or discharge of a ▇▇▇▇▇▇▇. Failure of the Company to comply with this procedure shall render the dismissal or suspension null and void. 3.07 For the purpose of lay-off and the day to day allocation of work (not job bids or vacation), the Chief ▇▇▇▇▇▇▇ shall be established on the seniority list as “Second Man”. 3.08 For the purpose of processing specific grievances or disputes, Business Representatives shall have access to pertinent records on the employee relating to the grievance. Such pertinent Company records will be made available immediately during the office hours of the Company. 3.09 The Company agrees to pay any and all members of the bargaining unit (maximum two

Stewards. Each UNION (a) The Company acknowledges the right of the Union to elect or appoint from the Union members of the Company, a unit committee composed of two (2) members; one (1) from St. ▇▇▇▇▇▇ and one (1) from Simcoe. One (1) member of the committee should be designated as the Chairperson and the Company will recognize the said committee for the purpose of handling any grievance or bargaining on any matter properly arising from time to time during the continuance of this agreement. (i) an alternate committee person shall be allowed to act when any of the regular committee persons are absent. (b) The Chairperson of the negotiating committee shall be permitted to investigate appeals, including the investigation of the circumstances in connection with the original grievance as lodged. (c) Committee persons will be allowed to consult with the chairperson of the unit committee regarding a grievance. (d) A National Representative(s) and/or local Union representative(s) may be present and participate in any meetings between the unit committee and the Company. 5.02 The Union agrees to supply the Company with the names of the chairperson and committee persons and to keep such list up to date at all times. 5.03 The Union and members of the Union shall not on Company time, conduct union activities, except as in this agreement expressly provided, nor shall union meetings of any kind be held at any time on the company premises without the prior consent of the Company. The Union agrees that no Union official, member or representative other than an employee, shall have access to the right property or premises of the Company without the express consent of the Company, but such consent will not be unreasonably withheld. It is agreed such access shall not interfere with the Company’s operations. 5.04 The Union recognizes that members of the unit committee have regular duties to designate perform in connection with their employment and such members will not leave their regular duties before obtaining permission from their manager. In addition, the Union recognizes that all other members of the bargaining unit have regular duties to perform in connection with their employment, and such members will not leave their regular duties for the purpose of consulting with members of the union committee before obtaining permission of their manager. Such permission shall not be unreasonably withheld and, in accordance with their understanding, the Company will endeavour to process grievances Monday through Friday between the hours of 9:00 am to 5:00 pm. 5.05 A ▇▇▇▇▇▇▇ will be paid his straight time day work hourly rate exclusive of any overtime, premium or commission for the time spent processing Grievances during his regularly scheduled working hours on the particular day; provided he has complied with the requirements of this Article 5. 5.06 Grievances shall not be investigated or processed while the Employees and Stewards involved are working overtime. 5.07 There will be no abuse or excessive use by employees or Stewards of time spent investigating or processing Grievances. 5.08 Union Staff Representatives and Stewards will have reasonable access in the presence of management representatives to specific relevant time records for the purpose of processing a working journeyman as specific Grievance or dispute. 5.09 In the event of a suspension or discharge of a ▇▇▇▇▇▇▇. The UNION , the Employer shall in every case immediately notify the EMPLOYER Union in writing of the identity of their designated ▇▇▇▇▇▇▇writing. In addition to his work as an employeethe event of a suspension or discharge of any Employee, the ▇▇▇▇▇▇▇ Employer shall have in every case immediately notify the right to receive, but Union in writing. 5.10 No Employee who is not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The Union ▇▇▇▇▇▇▇, in addition shall undertake to this work as a journeyman, will be permitted represent the Union at meetings with the Employer without proper authorization from the 5.11 The Employer agrees to perform during notify the work hours such Staff Representative on the abolition of his normal UNION duties as cannot be performed at other times. any position. 5.12 The UNION agrees that such duties Union Bargaining Committee shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇comprised of one (1) bargaining unit employee from St. ▇▇▇▇▇▇ and one (1) bargaining unit employee from Simcoe along with the Staff Representative of the Union. 5.13 The Union bargaining committee shall, upon two (2) weeks notice, in writing, be allowed mutually agreed upon time off work as needed, without pay, in the month preceding the month in which the contract expires, and in the month following ratification of a reasonable amount Memorandum of Agreement. 5.14 Permission will be granted for balloting on Company premises for election of committee persons and local elections at times mutually agreed upon by the parties. 5.15 Conferences between the Company representatives and the committee for discussion of matters other than grievances shall be called when agreed upon. Matters proposed to be discussed at any such conference shall be listed on an agenda to be supplied by the party requesting the conference to the other party not less than one (1) week before the time for which the conference is arranged. A National Representative and/or Local Union Representative may be present at such conference. Committee persons will not lose pay while attending such conferences if held in regular working hours. 5.16 The Company shall continue to perform such duties. The ▇▇▇pay the salary of employees for the union activities indicated in this article and will ▇▇▇▇ shall receive his regular craft rate of paythe union for the amounts not covered by the collective agreement. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this ArticleHuman Resources must be copied on all approved requests, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERso that billing can occur.

Stewards. Each UNION 12.1 There shall be a ▇▇▇▇▇▇▇ for each Employer on each job site who shall be the representative of the Union and who shall be selected by the Union. The Union shall have the right to designate place a ▇▇▇▇▇▇▇ on job sites of Employers which are delinquent in paying wages or contributions owed under this Agreement, are paying weekly, or which have not posted an adequate letter of credit, cash escrow or bond in compliance with Section 24.2 of this Agreement. Unless the Union and the Employer otherwise agree, when an Employer is working journeyman on multiple job sites (even if part of the same overall project), the Union, following consultation with the Employer, shall have the right to appoint a ▇▇▇▇▇▇▇ for each job site from the Employees on the job. The ▇▇▇▇▇▇▇ must be in the same trade as the crew to which he is assigned (i.e., a ▇▇▇▇▇▇▇ on a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated ▇▇ job must be a ▇▇▇▇▇▇▇▇▇, a ▇▇▇▇▇▇▇ on a millwright job must be a millwright, etc.) and otherwise qualified to perform the necessary work. In addition For Employers whose principal place of business is outside of the Northeast Region’s jurisdiction, the Union shall have the right to his work as place a ▇▇▇▇▇▇▇ on the job. 12.2 When an employeeEmployee is injured in the shop or on the job, the ▇▇▇▇▇▇▇ shall have take charge of the right to receive, but not to solicit, complaints or grievancesEmployee and see that he is given first aid in the Employer’s office, and if seriously injured, taken to discuss and assist in the adjustment of the same with the employee's appropriate supervisorhospital by qualified medical personnel. The EMPLOYER Employer will not discriminate against designate a person to accompany the ▇▇▇▇▇▇▇ in the proper performance of his union dutiesinjured worker, if necessary. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as make a complete report to his intent the Employer and the reason thereof, he can be reached, and Union on the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such dutiesaccident. The ▇▇▇▇▇▇▇ shall receive be paid for his regular craft rate time while giving first aid to the injured Employee and taking care of payhis tools and clothing. The injured Employee will be paid in full for the day of the injury. 12.3 The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating be the last Employee to any supervisory function over which be discharged when the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any job has been completed with the exception of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The one (1) working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid Employee laid-off provided he during a temporary work shortage and shall be the first Employee called back when work resumes. The ▇▇▇▇▇▇▇ shall not be transferred from a job while Employees remain on the job. 12.4 The ▇▇▇▇▇▇▇ shall not be discriminated against for performance of his duties in any 12.5 The ▇▇▇▇▇▇▇ will be given time to check the job for compliance with this 12.6 The ▇▇▇▇▇▇▇ will allow an agreed time for the Employees to be in the shanty at 12.7 Stewards shall not be removed from any job without consulting the Union. 12.8 After a complaint is qualified to perform received, the remaining work of ▇▇▇▇▇▇▇ may examine pay envelopes or checks 12.9 The Employer and the EMPLOYER▇▇▇▇▇▇▇ shall cooperate in all matters covered by this Agreement.

Stewards. Each UNION ‌ A. Upon the implementation of this Agreement and from time to time thereafter during the term of this Agreement, MSEA-SEIU may designate Authority employees to serve as stewards. B. There shall have the right to designate a working journeyman as a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing be designated at one time no more than ten (10) stewards, including at least, one (1) from each bargaining unit of the identity Maine Turnpike Chapter, a list to be provided to the Authority with all updates, containing the names of the designees and their areas of authority. C. Two (2) of the Stewards may be designated as Chief Stewards. D. Authority employees designated by MSEA-SEIU as stewards may investigate and process grievances within their designated ▇▇▇▇▇▇▇. In addition areas of authority during work hours to his work a maximum extent of two hundred (200) hours of compensation annually for ten (10) stewards collectively, and such hours shall be considered as an employee, the administrative duty. E. A ▇▇▇▇▇▇▇ shall have serving on the right to receiveMSEA-SEIU grievance committee may request, but not to solicit, complaints or grievances, and to discuss and assist that any hours served in that capacity be counted toward the adjustment collective two hundred (200) hour allotment of administrative duty. F. In the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The event an individual ▇▇▇▇▇▇▇, in because of unusual circumstances, should be required to request an addition to this work as a journeymanthe two hundred (200) hours referred to above, will such request could be permitted granted if mutually agreed to perform during by the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ Department Head or the Human Resources Department and MSEA-SEIU. G. Any hours granted beyond two hundred (200) hours collectively will not be considered administrative duty. H. Permission for stewards to leave their work station for these purposes may be granted upon request to the most immediate supervisor not a member of the Maintenance and Operations Bargaining Unit. I. Chief Stewards have regular duties as stewards and shall not include any matters relating to any supervisory function over which also be responsible for the EMPLOYER retains sole controlfollowing: i. Filling in for an absent ▇▇▇▇▇▇▇; ii. If Coordinate grievances involving more than one (1) bargaining unit; iii. Filling in as ▇▇▇▇▇▇▇ where a conflict arises with the worksite ▇▇▇▇▇▇▇; iv. Coordinate and supervise acts of the stewards. J. When a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇/Chief ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard uses administrative duty or leave to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYERinvestigate a possible grievance, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working that ▇▇▇▇▇▇▇ except shall, within fourteen (14) days, submit a written statement to the Authority with a copy to MSEA-SEIU as to the amount of time used and the purposes stated for a violation any activity during the previous month. K. The Authority shall grant administrative duty if needed to stewards for the purposes of work rules. The attending two (2) ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERtraining sessions per year conducted by MSEA-SEIU.

Stewards. Each UNION The Employer recognizes the right of the Local Union to designate job stewards and alternates from the Employer's seniority list. The authority of job stewards and alternates so designated by the Local Union shall be limited to, and shall not exceed, the following duties and activities: (a) The investigation and presentation of grievances with his/her Employer or the designated company representative in accordance with the provisions of the collective bargaining agreement; (b) The collection of dues when authorized by appropriate Local Union action; (c) The transmission of such messages and information, which shall originate with and are authorized by the Local Union or its officers, provided such message and information; (1) have been reduced to writing; or, (2) if not reduced to writing, are of a routine nature and do not involve work stoppages, slowdowns, refusal to handle goods, or any other interference with the Employer's business. Unless waived in writing, there shall be a stew▇▇▇ ▇▇ available bargaining unit member of the employee's choice present whenever the Employer meets with the employee about grievances or discipline or to conduct investigatory interviews. If a stew▇▇▇ ▇▇ unavailable, the employee may designate a bargaining unit member who is available at the terminal at the time of the meeting to represent him/her. Meetings or interviews shall not begin until the stew▇▇▇ ▇▇ designated bargaining unit member is present. An employee who does not want a Union stew▇▇▇ ▇▇ available bargaining unit member present at any meeting or interview where the employee has a right to Union representation must waive Union representation in writing. If the Union requests a copy of the waiver, the Employer shall promptly furnish it. Job stewards and alternates have no authority to take strike action, or any other action interrupting the Employer's business, except as authorized by official action of the Local Union. The Employer recognizes these limitations upon the authority of job stewards and their alternates, and shall not hold the Local Union liable for any unauthorized acts. The Employer in so recognizing such limitations shall have the right authority to designate a working journeyman as a ▇▇▇▇▇▇▇. The UNION shall notify impose proper discipline, including discharge, in the EMPLOYER in writing of event the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the ▇▇▇▇job stew▇▇▇ shall have the right to receive▇▇ his/her designated alternate has taken unauthorized strike action, but not to solicit, complaints slowdown or grievances, and to discuss and assist work stoppage in the adjustment violation of the same with the employee's appropriate supervisorthis Agreement. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇job stew▇▇▇, in addition to this work as a journeyman▇▇ his/her designated alternate, will shall be permitted reasonable time to perform investigate, present and process grievances on the company property without loss of time or pay during his/her regular working hours without interruption of the Employer's operation by calling group meetings; and where mutually agreed to by the Local Union and the Employer, off the property or other than during his/her regular schedule without loss of time or pay. Such time spent in handling grievances during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇job stew▇▇▇'▇ duties ▇▇ his/her designated alternate's regular working hours shall not include any matters relating to any supervisory function over which be considered working hours in computing daily and/or weekly overtime if within the EMPLOYER retains sole control. If a regular schedule of the "job stew▇▇▇." The job stew▇▇▇, ▇▇ violates any of his/her designated alternate, shall be permitted reasonable time off without pay to attend Union meetings called by the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including terminationLocal Union. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ Employer shall be given twenty-four (24) hours' prior notice by the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERLocal Union.

Stewards. Each UNION (a) The Company acknowledges the right of the Union to elect or appoint from the Union members of the Company, a unit committee composed of two (2) members; one (1) from St. ▇▇▇▇▇▇ and one (1) from Simcoe. One (1) member of the committee should be designated as the Chairperson and the Company will recognize the said committee for the purpose of handling any grievance or bargaining on any matter properly arising from time to time during the continuance of this agreement. (i) an alternate committee person shall be allowed to act when any of the regular committee persons are absent. (b) The Chairperson of the negotiating committee shall be permitted to investigate appeals, including the investigation of the circumstances in connection with the original grievance as lodged. (c) Committee persons will be allowed to consult with the chairperson of the unit committee regarding a grievance. (d) A National Representative(s) and/or local Union representative(s) may be present and participate in any meetings between the unit committee and the Company. 5.02 The Union agrees to supply the Company with the names of the chairperson and committee persons and to keep such list up to date at all times. 5.03 The Union and members of the Union shall not on Company time, conduct union activities, except as in this agreement expressly provided, nor shall union meetings of any kind be held at any time on the company premises without the prior consent of the Company. The Union agrees that no Union official, member or representative other than an employee, shall have access to the right property or premises of the Company without the express consent of the Company, but such consent will not be unreasonably withheld. It is agreed such access shall not interfere with the Company’s operations. 5.04 The Union recognizes that members of the unit committee have regular duties to designate perform in connection with their employment and such members will not leave their regular duties before obtaining permission from their manager. In addition, the Union recognizes that all other members of the bargaining unit have regular duties to perform in connection with their employment, and such members will not leave their regular duties for the purpose of consulting with members of the union committee before obtaining permission of their manager. Such permission shall not be unreasonably withheld and, in accordance with their understanding, the Company will endeavour to process grievances Monday through Friday between the hours of 9:00 am to 5:00 pm. 5.05 A ▇▇▇▇▇▇▇ will be paid his straight time day work hourly rate exclusive of any overtime, premium or commission for the time spent processing Grievances during his regularly scheduled working hours on the particular day; provided he has complied with the requirements of this Article 5. 5.06 Grievances shall not be investigated or processed while the Employees and Stewards involved are working overtime. 5.07 There will be no abuse or excessive use by employees or Stewards of time spent investigating or processing Grievances. 5.08 Union Staff Representatives and Stewards will have reasonable access in the presence of management representatives to specific relevant time records for the purpose of processing a working journeyman as specific Grievance or dispute. 5.09 In the event of a suspension or discharge of a ▇▇▇▇▇▇▇. The UNION , the Employer shall in every case immediately notify the EMPLOYER Union in writing of the identity of their designated ▇▇▇▇▇▇▇writing. In addition to his work as an employeethe event of a suspension or discharge of any Employee, the ▇▇▇▇▇▇▇ Employer shall have in every case immediately notify the right to receive, but Union in writing. 5.10 No Employee who is not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The Union ▇▇▇▇▇▇▇, in addition shall undertake to this work as a journeyman, will be permitted represent the Union at meetings with the Employer without proper authorization from the Union. 5.11 The Employer agrees to perform during notify the work hours such Staff Representative on the abolition of his normal UNION duties as cannot be performed at other times. any position. 5.12 The UNION agrees that such duties Union Bargaining Committee shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇comprised of one (1) bargaining unit employee from St. ▇▇▇▇▇▇ and one (1) bargaining unit employee from Simcoe along with the Staff Representative of the Union. 5.13 The Union bargaining committee shall, upon two (2) weeks notice, in writing, be allowed off work one (1) day, without pay, in the month preceding the month in which the contract expires, and one (1) further day without pay following ratification of a reasonable amount Memorandum of Agreement. 5.14 Permission will be granted for balloting on Company premises for election of committee persons and local elections at times mutually agreed upon by the parties. 5.15 Conferences between the Company representatives and the committee for discussion of matters other than grievances shall be called when agreed upon. Matters proposed to be discussed at any such conference shall be listed on an agenda to be supplied by the party requesting the conference to the other party not less than one (1) week before the time for which the conference is arranged. A National Representative and/or Local Union Representative may be present at such conference. Committee persons will not lose pay while attending such conferences if held in regular working hours. 5.16 The Company shall continue to perform such duties. The ▇▇▇pay the salary of employees for the union activities indicated in this article and will ▇▇▇▇ shall receive his regular craft rate of paythe union for the amounts not covered by the collective agreement. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this ArticleHuman Resources must be copied on all approved requests, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERso that billing can occur.

Stewards. Each UNION There shall have be three (3) stewards. For purposes of grievance meeting step) the right to designate a working journeyman as grievance committee consists of the a ▇▇▇▇▇▇▇, the chairperson, the Business Agent for the Union. The UNION shall notify the EMPLOYER Company is to be in writing of alternate addition, there will spokesperson for the identity temporary employees, elected by the employees. The spokesperson shall be involved in only those issues directly effect temporary issues. The employees shall elect a Plant Chairperson or he shall be elected by Executive Board and the Company will recognize a Plant Chairpernon notified in writing by the Union. In view of their designated the important Union offices held by the Plant Chairpersod Stewards, it is recognized that they have a responsibility to consistent observance of the provisions of this Agreement and to any infractions to Management for prompt and appropriate action. There shall be no discrimination against, or criticism of, the for Union activities, provided they function in accordance with the appropriate provisions of this Agreement. The Company will recognize the Stewards and will inform them of all discharges and personnel changes the bargaining unit. This The Company shall entertain no grievance involving an alleged breach of any provision of this Agreement until the complaining party has given a statement of such complaint to the ▇▇▇▇▇▇▇▇ or Business Agent. In addition Stewards shall be allowed reasonable time to his work as an employeeservice grievances, the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisorconcerned has secured authorization from his Supervisor leaving his work. The EMPLOYER Company will not discriminate against arrange meetings for discussion with Management, as possible, before the ▇▇▇▇▇▇▇ in the proper performance end of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence working day of the ▇▇▇▇▇▇▇ shall not affect the work of the craftconcerned. The ▇▇▇▇▇▇▇meetings, in addition to this work as a journeymandealing with grievance matters, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible with Chairperson and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such dutiesinvolved. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ Union notices shall be posted on the last EMPLOYEE laid off bulletin boards supplied purpose by the Company, provided he is qualified that such notices apply only to perform business and that they are placed on the remaining work of the EMPLOYER.boards only by Union

Stewards. Each UNION shall have the right to designate a working journeyman as a ▇▇▇▇▇▇▇. A) The UNION shall notify the EMPLOYER in writing Business Manager / Secretary-Treasurer of the identity of their designated ▇▇▇▇▇▇▇. In addition to Union, or his work as an employeedesignee, the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints may appoint shop or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gonejob stewards. Stewards shall not have be selected at the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence sole discretion of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of Business Manager / Secretary-Treasurer or his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole controldesignee. If a ▇▇▇▇▇▇▇ violates any of is appointed from outside the rules of this Article, or fails to work or competently perform work assignmentsEmployer's workforce, the EMPLOYER Employer shall have place the right to take whatever action deemed appropriate, including termination▇▇▇▇▇▇▇ on the job. The ▇▇▇▇▇▇▇ must be a qualified mechanic in work performed by the Employer and shall be a working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER▇. If he should become involved in there is a work slowdown, the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified employee employed. If an Employer's workload does not require employees, the Business Manager / Secretary-Treasurer shall remove the ▇▇▇▇▇▇▇ until the Employer hires any employee to perform the remaining work Bargaining Unit work. In no event shall any ▇▇▇▇▇▇▇ be considered an agent of the EMPLOYERUnion. If an Employer is not satisfied with the work performance of any ▇▇▇▇▇▇▇, the Employer may request a replacement by notifying the Union's Business Manager / Secretary-Treasurer in writing. (1) To see that the provisions of this Agreement are observed; (2) To receive and endeavor to adjust at the first step, all grievances which may be submitted to him/her. B) The stewards shall be allowed sufficient and reasonable time during regular working hours to carry on any activities necessary to discharge their duties. They shall have authority to check the identification of individuals employed on the job or in the shop. The Employer shall not dismiss or otherwise discipline any ▇▇▇▇▇▇▇ for properly performing his or her duties, nor shall the Employer dismiss or otherwise discipline any employee for making a complaint to the ▇▇▇▇▇▇▇ or giving evidence with respect to an alleged violation of this Agreement. Stewards may be relieved of their duties at any time at the discretion of the Local Union.

Stewards. Each UNION shall have 3.1 The Company acknowledges the right of the Union to designate appoint a ▇▇▇▇▇▇▇ and, if the operations are such as cannot be covered by one ▇▇▇▇▇▇▇, additional Stewards may be appointed. The Chief ▇▇▇▇▇▇▇ shall work on a steady day shift where possible at each facility (location). 3.2 Wherever possible, grievances shall be processed during the normal working journeyman as a hours of the ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The A ▇▇▇▇▇▇▇ shall receive his regular craft rate of paypay when grievances or pending grievances are processed with the Company on Company property or at any other place which is mutually agreed upon by both the Union and the Company. The ▇▇▇▇▇▇▇'▇ Prior to leaving his normal duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates must obtain the permission of his supervisor and in any of event the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be responsible for the last EMPLOYEE laid off provided he same quantity and quality of work as other employees. 3.3 If the Company representative is qualified unable to perform meet the remaining work ▇▇▇▇▇▇▇ during the ▇▇▇▇▇▇▇’▇ normal working hours, the ▇▇▇▇▇▇▇ shall receive his regular rate of pay for all time spent during the processing of the EMPLOYERgrievance with the Company on Company property or at any other place which is mutually agreed upon by both the Union and the Company. The provisions of this section are not subject to daily call-in guarantee or the overtime provisions of this Agreement. 3.4 Should the Company find that a ▇▇▇▇▇▇▇’▇ activities interfere with the normal course of his duties or the duties of other employees, the Company may contact a representative of the Local Union and/or register a grievance commencing with Section 10.02 of the Grievance and Arbitration Article of this Agreement. 3.5 The Union will inform the Company in writing of the name of the ▇▇▇▇▇▇▇ and of any subsequent change in the name of the ▇▇▇▇▇▇▇. The Company shall not be asked to recognize any ▇▇▇▇▇▇▇ until such notification from the Union has been received. 3.6 The Company will notify the Union by telephone (to be followed in writing) or telegram prior to the suspension or discharge of a ▇▇▇▇▇▇▇. Failure of the Company to comply with this procedure shall render the dismissal or suspension null and void. 3.7 For the purpose of lay-off and the day to day allocation of work (not job bids or vacation), the Chief ▇▇▇▇▇▇▇ shall be established on the seniority list as “Second Man”. 3.8 For the purpose of processing specific grievances or disputes, Business Representatives shall have access to pertinent records on the employee relating to the grievance. Such pertinent Company records will be made available immediately during the office hours of the Company. 3.9 The Company agrees to pay any and all members of the bargaining unit (maximum two (2) persons), while they are attending negotiations, their regular wage rate for any hours they would have normally worked. The Company and the Union shall meet prior to negotiations to establish the number of bargaining unit employees that will be allowed to attend exclusive of overtime provisions.

Stewards. Each UNION (a) In each district employees in the district shall have be represented by one ▇▇▇▇▇▇▇ or when the right to designate ▇▇▇▇▇▇▇ is absent from the plant or office a permanent Alternate ▇▇▇▇▇▇▇ who in each case shall be a regular employee on the active roll having seniority and working journeyman as a in the district. The Unit Chairman/President or Local Union President shall notify the Plant Management in writing of the name of the Alternate ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated Alternate ▇▇▇▇▇▇▇ shall function only upon notification to the plant or office by the Unit Chairman/President or Local Union President of each instance the ▇▇▇▇▇▇▇ will be absent from the plant or office. During overtime periods or weekend work the ▇▇▇▇▇▇▇ or if he is not working, the permanent Alternate ▇▇▇▇▇▇▇ shall be scheduled to work as long as there is work scheduled in his district he can do and any of his respective constituents are working. The ▇▇▇▇▇▇▇ will be notified of overtime or weekend work as far in advance as the circumstances in each case permit. The ▇▇▇▇▇▇▇ will, upon request, be advised of the nature of the scheduled work. (b) Paragraph (a) is intended to provide the ▇▇▇▇▇▇▇ with the opportunity to represent employees in his district, provided he has the ability to perform the available work in a reasonably adequate manner. (c) The employees on the second shift may choose a ▇▇▇▇▇▇▇ who will represent all of the employees on that shift. The employees on the third shift may choose a ▇▇▇▇▇▇▇ who will represent all of the employees on that shift. The Plant Management and the Union may provide for additional Stewards on the second and third shifts because of increased employment on these shifts or where the employees are in widely separated areas. (d) Stewards during their working hours, without loss of time or pay, may in accordance with the terms of this Section, present grievances to the Management representatives and investigate grievances after first obtaining permission of their Supervisor to do so. The Supervisor will grant permission to Stewards to leave their work for these purposes. The privilege of Stewards to leave their work during working hours without loss of time or pay is subject to the understanding that the time will be devoted to the prompt handling of grievances and will not be abused, and that the Stewards will perform the work to which they are assigned at all times except when necessary to leave their work to handle grievances as provided herein. (e) When making arrangements to leave their jobs to investigate or present grievances, Stewards shall advise their supervisor of the number and nature of those grievances. In addition addition, if Stewards must go to his work as another department in their district to investigate or present grievances, they shall advise the supervisor of that department of their presence and the number and nature of such grievances. If it is necessary to speak to an employeeemployee about a grievance, the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same make arrangements with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not ’s supervisor to do so. (f) Stewards during overtime periods or weekend work may request permission to leave his their assigned work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as only to his intent and the reason thereof, he can be reached, and the estimated investigate a grievance which occurs during that premium time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERperiod.

Stewards. Each UNION A. The Union shall have furnish the right Court with an accurate list of shop stewards in areas as designated by the Union within 30 days of ratification of this agreement and again each April 1st for the duration of this agreement. The Union may submit an amendment to designate a working journeyman the list at any time. An employee has no status as a ▇▇▇▇▇▇▇. The UNION shall notify ▇ unless the EMPLOYER Court has received verification in writing of from the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, Union that the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the employee is a ▇▇▇▇▇▇▇ in a given area. B. The Union recognizes that it is the proper performance responsibility of his union dutiesthe shop ▇▇▇▇▇▇▇ to assist in the resolution of grievances at the lowest possible level. C. Upon notification of an appropriate management person, stewards and designated officers of the Union, subject to management approval, which shall not be unreasonably withheld, shall be granted reasonable release time to investigate and process grievances and disciplinary appeals. The Union will attempt to insure that shop ▇▇▇▇▇▇▇ release time will be equitably distributed. Normally one ▇▇▇▇▇▇▇ will be sufficient for a single investigation of a grievance appeal. D. In emergency situations, where immediate disciplinary action must be taken the shop ▇▇▇▇▇▇▇ shall not unreasonably be denied the right to leave his his/her post or duty to assist in the grievance procedure or disciplinary appeals. E. Shop stewards shall not interfere with the work area without first notifying his appropriate supervisor or of any employee. A shop ▇▇▇▇▇▇▇ as may interview an employee during the employee’s regular work time in order to his intent and investigate or process a grievance or disciplinary appeal with the reason thereofapproval of the employee’s supervisor, he can which shall not unreasonably be reached, and the estimated time that he will be gone. withheld. F. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in responsible for the performance of their duties whenever they deem such action necessaryworkload, consistent with release time approved pursuant to rules established herein. G. Stewards and SEIU field representatives shall receive notice of the employment of a new employee on the first day of employment and shall be permitted to contact the new employee on or after the second day of employment in order to distribute union materials and to discuss employee rights and obligations under this Agreement. The presence or absence Court shall provide the name and contact information including the department and classification of the employee. H. Any meeting of a shop ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties and supervisor shall be performed as expeditiously as possible held in private surroundings and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERheld in a quiet and dignified manner.

Stewards. Each UNION shall have For the purpose of representation with the Employer, the Union will function and be recognized as follows: a) The Union has the right to designate a working journeyman select or appoint Union stewards (“Stewards”) to assist the employees in presenting any complaints or grievances they have to representatives of the Employer and to enforce and administer this Agreement. b) In general ▇▇▇▇▇▇▇ will not be appointed as stewards. c) In general, the number of Stewards per jobsite will be determined as follows: i) when there are fifty (50) or less employees - one (1) ▇▇▇▇▇▇▇; ii) over fifty (50) employees, but less than one hundred (100) - two (2) Stewards; iii) for every hundred (100) employees beyond one hundred (100) - at least one (1) additional ▇▇▇▇▇▇▇. More Stewards may be added by mutual agreement; iv) the Union will notify and communicate with the Employer at the appointment of a ▇▇▇▇▇▇▇; and, v) the Employer and Union will mutually agree when a Chief ▇▇▇▇▇▇▇ is to be implemented. d) Stewards will receive the hourly premium as set out in Wage Schedule notes. The UNION shall notify Union will advise the EMPLOYER Employer, in writing writing, of the identity name(s) of their designated the duly appointed ▇▇▇▇▇▇▇(s). e) Stewards will be laid off or reduced in number in accordance with the completion of the various phases of each project. In addition The Employer will notify the Union prior to his work layoff of a ▇▇▇▇▇▇▇. f) The Union acknowledges that Stewards have regular duties to perform as an employeeemployees of the Employer and that they will not leave their regular duties for the purpose of conducting business in connection with the administration of this Agreement or the investigation or presentation of grievances, without first obtaining the permission of their ▇▇▇▇▇▇▇ shall have the right to receive, but or immediate Supervisor. Such permission will not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisorbe unreasonably withheld. The EMPLOYER Employer will not discriminate against the pay Stewards for time spent attending to such duties during their working hours. g) A ▇▇▇▇▇▇▇ in will be given the proper performance opportunity to address all new employees during their site orientation session, for the purpose of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent introducing themselves and the reason thereof, he can be reached, Union and providing the estimated time employees with Union information that he will be gone. Stewards shall not have the right pertains to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERthem.

Stewards. Each UNION A. The OSEA/SEIU shall have the right to designate a working journeyman as a ▇▇▇▇▇▇▇appoint two (2) chief stewards who shall have the right to reasonable periods of release time for the processing of informal and formal grievances or to represent unit members in conferences, which may result in disciplinary action. The UNION OSEA/SEIU shall notify have the EMPLOYER in writing right to appoint up to a maximum of the identity of their designated ▇▇▇▇▇▇▇nine (9) area stewards. In addition to his work as an employee, the Each area ▇▇▇▇▇▇▇ shall have be granted up to a maximum of five (5) hours per month each, for the right to receive, but not to solicit, complaints or grievances, and to discuss and assist purpose of representing unit members in the adjustment processing of the same with the employee's appropriate supervisorinformal and formal grievances. The EMPLOYER will not discriminate against President, two (2) vice-presidents and the two (2) chief stewards are granted reasonable time off with pay to attend OSEA/SEIU meetings/conferences. B. The chief ▇▇▇▇▇▇▇ in the proper performance or any area ▇▇▇▇▇▇▇ who wishes to perform representational functions during duty hours must receive prior approval of his union duties. his/her immediate administrative supervisor before undertaking such activity. C. The chief ▇▇▇▇▇▇▇ or any area ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or provide information about the nature of the representational activity he/she intends to perform so that the activity may be verified. At a minimum, the chief ▇▇▇▇▇▇▇ as or any area ▇▇▇▇▇▇▇ must explain to his intent his/her immediate administrative supervisor where he/she is going, the purpose and nature of the reason thereofvisit and when he/she expects to return. D. When the chief ▇▇▇▇▇▇▇ or any area ▇▇▇▇▇▇▇ enters a work area to perform representational activities, he can be reached, and he/she must receive the estimated time that he will be gone. Stewards shall not have consent of the right to determine when overtime shall be worked or who shall supervisor/administrator in charge of the work overtimearea. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence chief ▇▇▇▇▇▇▇ or absence of the any area ▇▇▇▇▇▇▇ shall not affect inform the work supervisor/administrator with whom he/she wishes to confer, the purpose of the craftvisit and how long he/she expects the conferee to be away from his/her duties. E. Workload requirements permitting, requests pursuant to this section will normally be granted. The If a request is denied due to a work requirement, the chief ▇▇▇▇▇▇▇'▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The area ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating and/or unit member’s immediate administrative supervisor will explain the reason and will indicate to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of when he/she expects it will be possible to grant the rules of this Article, or fails request. F. Immediately upon returning to work or competently perform work assignmentsthe worksite and prior to returning to duty, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working chief ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The area ▇▇▇▇▇▇▇ shall inform his/her immediate administrative supervisor of his/her return. G. Release time authorized under this section shall not be used as a matter of routine. It shall be the last EMPLOYEE laid off duty of all stewards to conserve and minimize the use of release time to the greatest extent practicable and to conduct necessary representational activities expeditiously and efficiently. H. The OSEA/SEIU will provide the District with written notice of officially designated area stewards and the chief ▇▇▇▇▇▇▇(s). The OSEA/SEIU will provide the District in writing with a list of additions or deletions to the list of stewards, as such changes occur. Only those stewards on the list provided he is qualified by the OSEA/SEIU will be recognized by the District as having authority to perform request release under this section. I. No internal OSEA/SEIU business - including, but not limited to, solicitation of membership, solicitation or collection of dues, campaigning for OSEA/SEIU office, circulation of election petitions, or distribution of OSEA/SEIU literature - shall be conducted during the remaining work duty hours of the EMPLOYERstewards released under this section.

Stewards. Each UNION A. Upon the implementation of this Agreement and from time to time thereafter during the term of this Agreement, MSEA-SEIU may designate Authority employees to serve as stewards. B. There shall have the right to designate a working journeyman as a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing be designated at one time no more than ten (10) stewards, including at least, one (1) from each bargaining unit of the identity Maine Turnpike Chapter, a list to be provided to the Authority with all updates, containing the names of the designees and their areas of authority. C. Two (2) of the Stewards may be designated as Chief Stewards. D. Authority employees designated by MSEA-SEIU as stewards may investigate and process grievances within their designated ▇▇▇▇▇▇▇. In addition areas of authority during work hours to his work a maximum extent of two hundred (200) hours of compensation annually for ten (10) stewards collectively, and such hours shall be considered as an employee, the administrative duty. E. A ▇▇▇▇▇▇▇ shall have serving on the right to receiveMSEA-SEIU grievance committee may request, but not to solicit, complaints or grievances, and to discuss and assist that any hours served in that capacity be counted toward the adjustment collective two hundred (200) hour allotment of administrative duty. F. In the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The event an individual ▇▇▇▇▇▇▇, in because of unusual circumstances, should be required to request an addition to this work as a journeymanthe two hundred (200) hours referred to above, will such request could be permitted granted if mutually agreed to perform during by the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ Department Head or the Human Resources Department and MSEA-SEIU. G. Any hours granted beyond two hundred (200) hours collectively will not be considered administrative duty. H. Permission for stewards to leave their work station for these purposes may be granted upon request to the most immediate supervisor not a member of the Maintenance and Operations Bargaining Unit. I. Chief Stewards have regular duties as stewards and shall not include any matters relating to any supervisory function over which also be responsible for the EMPLOYER retains sole controlfollowing: i. Filling in for an absent ▇▇▇▇▇▇▇; ii. If Coordinate grievances involving more than one (1) bargaining unit; iii. Filling in as ▇▇▇▇▇▇▇ where a conflict arises with the worksite ▇▇▇▇▇▇▇; iv. Coordinate and supervise acts of the stewards. J. When a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇/Chief ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard uses administrative duty or leave to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYERinvestigate a possible grievance, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working that ▇▇▇▇▇▇▇ except shall, within fourteen (14) days, submit a written statement to the Authority with a copy to MSEA-SEIU as to the amount of time used and the purposes stated for a violation any activity during the previous month. K. The Authority shall grant administrative duty if needed to stewards for the purposes of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYER.attending two

Stewards. Each UNION shall have a) The Union has the right to designate a working journeyman as a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER select or appoint Union Stewards (“Stewards”) to assist employees in writing presenting any complaints they have to representatives of the identity employer; the investigation and presentation of their designated ▇▇▇▇▇▇▇grievances up to Step 2, and in general, to administer and defend the Collective Agreement. In addition to his work as an employeegeneral, the ▇▇▇▇▇▇▇ shall have the right number of Stewards will be determined to receive, but not provide employees with consistent access to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the union representation as follows: i) One (1) ▇▇▇▇▇▇▇ in each of the proper performance of his union duties. The major city areas (Calgary & Edmonton) for every twenty-five (25) employees, or portions thereof; ii) An additional ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor may be appointed by the Union for each job site that has fifteen (15) employees or more, if an acting ▇▇▇▇▇▇▇ as to his intent is not working on that specific project; iii) The Employer and the reason thereof, he can be reached, Union will mutually agree to adjust the number of Stewards as work load and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtimesites require. The EMPLOYER shall have Union will advise the right to implement a system Employer in writing of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence names of the ▇▇▇▇▇▇▇ shall not affect the work of the craft▇(s). The ▇▇▇▇▇▇▇, Stewards will receive an hourly premium as set out in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the Schedule “A”. b) A ▇▇▇▇▇▇▇ a reasonable amount will be given the opportunity to address new hires for the purpose of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which introducing themselves and the EMPLOYER retains sole controlUnion, distributing Union literature, and ensuring that the appropriate Union paperwork (benefits, pension, union membership, etc) has been completed. If a ▇▇▇▇▇▇▇ violates is on site, they will be given the opportunity to attend any formal discipline meetings that may involve suspensions or terminations. c) The Union acknowledges that Stewards have regular duties to perform as employees of the rules Employer and that such employee will not leave their regular duties for the purpose of this Articleconducting business in connection with the administration of the Agreement or the investigation or presentation of grievances, or fails to work or competently perform work assignments, without first obtaining the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working permission of their ▇▇▇▇▇▇▇ designated or immediate Supervisor. Such permission will not be unreasonably withheld. The Employer will pay Stewards at their regular hourly rate for one EMPLOYER has no authority time spent attending such duties during their working hours. d) Union stewards may be laid off or reduced in number in accordance with regard to the work completion of another EMPLOYERthe various phases of each project. If he should become involved in Where possible the affairs or disputes of another EMPLOYER, he Union will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, notified prior to termination of the working a ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE being laid off provided he is qualified to perform the remaining work of the EMPLOYERoff.

Stewards. The Union may designate or redesignate, from the Industry Experience Roster, one employee as a ▇▇▇▇▇▇▇ to inspect all working conditions affecting the terms of this Agreement. Each UNION such designation or redesignation, as the case may be, shall be for a period of not longer than six (6) months. The Union may make such a designation or redesignation or remove such ▇▇▇▇▇▇▇ at any time, but shall discuss the matter with the Producer before doing so. It shall be the responsibility of the ▇▇▇▇▇▇▇ to settle minor grievances with the head of the department in which the grievance arises and, in the event such grievance cannot be adjusted, to notify the Business Representative. The ▇▇▇▇▇▇▇ so designated shall be permitted to perform these duties, but such duties shall not unduly interfere with his work and he shall not leave his station without notifying his immediate supervisor. Notwithstanding the provisions for layoff or rehire contained in subparagraph (b) of Paragraph 68, such ▇▇▇▇▇▇▇, during his above­ described term as ▇▇▇▇▇▇▇, shall not be laid off, or when on layoff shall be the first to be rehired, so long as there is work available for him in his department; provided that: such ▇▇▇▇▇▇▇ is willing to do, and is qualified physically and possesses the necessary ability and skill for, the particular work to be performed; such ▇▇▇▇▇▇▇ shall not have any such preference in layoff or rehire over the right to designate a working journeyman Department Head, if there is any in the unit, or over any employee classified and paid as a ▇▇▇▇▇▇▇. The UNION , gang or shift boss or supervisory employee; such preference in layoff or rehire shall notify not apply on the EMPLOYER sixth or seventh day worked in writing of the identity of their designated such ▇▇▇▇▇▇▇. In addition '▇ workweek or holidays, nor to his work as an employeestation jobs, nor when it would disturb the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment continuity of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The a project; such ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor have such preference over employees who have been specially rehearsed or cued for a job, nor over persons operating specialized equipment; Producer's right to discharge such ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards for cause shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent limited in any manner by all stewards in the performance of their duties whenever they deem this provision; and such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be subject to the last EMPLOYEE laid off provisions of Paragraph 68. Under this provision, only one such ▇▇▇▇▇▇▇ may be designated who will have such preference in layoff and rehire as provided he is qualified to perform above. This does not preclude the remaining work Union from appointing "acting" Stewards, but such employees shall not be considered, in any manner whatsoever, as Stewards hereunder for the purpose of preference in layoff and recall, as above provided. The Union shall notify Producer in advance of the EMPLOYERappointment of any such "acting" Stewards.

Stewards. Each UNION shall have the right to designate a working journeyman as a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the 4.11.1 A ▇▇▇▇▇▇▇ shall have be a working employee, appointed by the right Business Manager, who shall, in addition to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the his work as ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work working hours such of his normal UNION Union duties as cannot be performed at any other timestime (it being understood and agreed that the ▇▇▇▇▇▇▇’▇ duties shall not include any matters relating to hiring and/or termination). The UNION agrees Unions agree that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees Contractors agree to allow Stewards a reasonable amount of time for performance of such duties. The Unions shall notify the Contractors of the appointment of each ▇▇▇▇▇▇▇ in writing, and the Contractors, before transferring, laying off or discharging a ▇▇▇▇▇▇▇, shall notify the Union in writing of its intention to do so and give the reason therefore at least twenty-four (24) hours in advance of such intended action. 4.11.1.1 The person appointed ▇▇▇▇▇▇▇ shall remain on the job as long as there is work in his particular classification which he is qualified to perform, and so long as there are three (3) men on the job, excluding the ▇▇▇▇▇▇▇; provided, however, the ▇▇▇▇▇▇▇ does not engage in any activities which are contrary to the provisions of this Agreement. In no event shall a reasonable amount of time to perform such duties. The Contractor discriminate against a ▇▇▇▇▇▇▇ shall receive or lay him off, or discharge him on account of any action taken by him in the proper performance of his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. Union duties. 4.11.1.2 If a ▇▇▇▇▇▇▇ violates any of is discharged and three (3) or more men remain on the rules of this Article, or fails job and the ▇▇▇▇▇▇▇ is to work or competently perform work assignmentsbe replaced by another Journeyman, the EMPLOYER Business Manager shall have be permitted to select a man from the right Group 1 list to take whatever action deemed appropriatereplace him. 4.11.2 Stewards are expected to be competent Journeymen and to do the normal amount of work required of other Journeymen, including terminationwith the exception of a reasonable amount of time to perform his duties, as defined in this Section. The There is no such thing as a roving or non-working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work ▇. 4.11.3 The duties of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working a ▇▇▇▇▇▇▇ except for are primarily to ascertain that work covered by this Agreement is performed by employees covered by this Agreement, and to see that the men employed on the job have the proper referral slip and to ascertain dues are paid as required. Once per month, a violation of work rules. The ▇▇▇▇▇▇▇ shall be permitted sufficient time to check the last EMPLOYEE laid off provided he is qualified to perform the remaining work dues books of the EMPLOYERmen on the job to ascertain that they are in order. 4.11.4 If a ▇▇▇▇▇▇▇ receives a complaint that employees not covered by this Agreement are performing work covered by this Agreement, or if a man on the job files a grievance with the ▇▇▇▇▇▇▇, the ▇▇▇▇▇▇▇ shall be permitted a reasonable amount of time to investigate the complaint or grievance and to present the matter to the Contractor representative in charge of the job and request correction. 4.11.5 Stewards shall not argue with the Contractor representative and shall not take any action on their own initiative, but shall report matters to their Local Union office that are not corrected upon request. 4.11.6 Stewards are not authorized to leave their normal place of duty to check the status of any employees not performing work covered by this Agreement. No ▇▇▇▇▇▇▇ shall be assigned to more than one job or project. 4.11.7 With respect to arbitration cases involving the discharge of Stewards, if the dispute is not settled between a Representative of the Contractor or Contractors Association and District Council No. 16, then the same may be referred to an Impartial Arbitrator to be selected by them. The Contractor and Local Union involved in the dispute shall be obligated to provide their own witnesses. All expenses of the arbitration shall be assessed against the party losing the dispute with the Impartial Arbitrator to determine which party shall be required to pay all expenses and fees. The Arbitrator shall also determine the remedy and/or damages, if any. No transcript of the proceedings shall be required. The decision of the Impartial Arbitrator shall be issued in writing five (5) days from the close of the hearing and said decision shall be final and binding upon the parties hereto.

Stewards. Each UNION Stewards shall be designated in all shops by the Union. The duties of the Stewards shall be as follows: 1. To see that the provisions of this Agreement are observed. 2. To receive and endeavor to adjust at the first step, all grievances which may be submitted to them. The Stewards shall be allowed sufficient and reasonable time during regular working hours to carry on any activities necessary to discharge their duties. They shall have authority to check the right identification of individuals employed on the job or in the shop. The Employer shall not dismiss or otherwise discipline any ▇▇▇▇▇▇▇ for properly performing his or her duties, nor shall the Employer dismiss or otherwise discipline any employee for making a complaint to designate the ▇▇▇▇▇▇▇ or giving evidence with respect to an alleged violation of this Agreement. In the event that a working journeyman as particular job or project should be identified by the District Council to require a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the ▇▇▇▇▇▇▇ shall have top seniority on the right job to receivewhich he or she is assigned, but not to solicit, complaints as long as he or grievances, and to discuss and assist she remains in the adjustment position of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties▇. The ▇▇▇▇▇▇▇ Top seniority shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as only apply with respect to his intent lay-off and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have With the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence exception of the ▇▇▇▇▇▇▇ shall not affect the work or supervisory personnel placed in charge of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignmentsjob, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE to be laid off provided he is off. The ▇▇▇▇▇▇▇ shall perform work in the same manner as any other employee and shall cooperate with the supervisor to expedite the progress of the work. Stewards may be relieved of their duties at any time at the discretion of the Union or when they do not possess the qualified skills to perform the remaining work available. SECTION 2. It shall also be the duty of the EMPLOYER▇▇▇▇▇▇▇ to see that all employees have their working cards or permits. SECTION 3. The Union reserves the right to withdraw employees covered by this Agreement from any job where the Stewards or Business Representatives or Business Manager/Secretary-Treasurer of the District Council are prohibited, either from entering upon the premises of the job to inspect and investigate working conditions, or from conducting an adequate inspection, investigation, and report of such working conditions.

Stewards. Each UNION shall have On any job where members of the right to designate Cement Masons International Union are employed, the Union can appoint, from among the employees on the job, a working journeyman as a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing selection of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the a ▇▇▇▇▇▇▇ shall have not increase the right number of employees necessary to receive, but not to solicit, complaints or grievances, and to discuss and assist in man the adjustment of job as determined by the same with the employee's appropriate supervisorcontractor. The EMPLOYER will not discriminate against contractor shall be given the name of the ▇▇▇▇▇▇▇ in the proper performance of his union dutieswriting. The ▇▇▇▇▇▇▇ shall not leave his exceed the following duties and activities: a) The investigation and presentation of grievances to the Contractor in accordance with the provisions of the Agreement. b) The collection of dues, when authorized by appropriate local Union action. c) The transmission of such messages and information which shall originate with, and are authorized by, the local Union, or its officers, provided such messages and information i. have been reduced to writing, or ii. if not reduced to writing, are of a routine nature and do not involve work area stoppages, slow does, refusal to handle goods, or any other interference with the Contractor’s business. The Contractor agrees to permit Union stewards to post and maintain Union notices on the premises when expressly authorized by an officer of the union and approved by the Contractor. Job stewards and alternates have no authority to take strike action or any other action interrupting the Contractor’s business, except as authorized by official action of the Union. The Contractor recognizes these limitations upon authority of job stewards and their alternates and shall not hold the Union liable for any unauthorized acts. The Contractor in so recognizing such limitation shall have the authority to render proper discipline, including discharge without first notifying his appropriate supervisor or recourse, to any ▇▇▇▇▇▇▇ as in the event such ▇▇▇▇▇▇▇ has taken unauthorized strike action, slow down or other work stoppage in violation of this Agreement. All stewards shall be employees of the Contractor and shall perform the duties of the classification for which they are employed. The job ▇▇▇▇▇▇▇ shall be selected from among the employees on the job site, and on any job site where employees covered under this Agreement are to his intent be employed for more than ten (10) days, the job ▇▇▇▇▇▇▇ shall be a member of the Local Union having jurisdiction over the area where the job site is situated; provided, however, that this provision shall not affect the right of the Contractor to determine the number of employees to be employed on the job site and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the job ▇▇▇▇▇▇▇ shall not affect be retained where to do so would require the work of the craft. The ▇▇▇▇▇▇▇, in addition Contractor to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, displace an employee who has been employed by said Contractor for five (5) years or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERmore.

Stewards. Each A. A ▇▇▇▇▇▇▇ shall be a working journeyperson designated by the UNION. The UNION shall appoint one ▇▇▇▇▇▇▇ at the CAMPUS and one ▇▇▇▇▇▇▇ at the LABORATORY for each skilled craft and/or departmental group with five or more crafts employees. In addition, one Chief ▇▇▇▇▇▇▇ shall be appointed for the CAMPUS and one Chief ▇▇▇▇▇▇▇ for the LABORATORY to act as the on-site UNION liaison. The identity of Stewards will be formally communicated to the respective Labor Relations Office within five (5) days of the designation. B. Stewards shall attempt to adjust amicably minor differences or misunderstandings arising out of the interpretation or application of this Agreement. Such duties shall be performed as expeditiously as is reasonably possible. The duties of a ▇▇▇▇▇▇▇ shall include investigation and communication with a UNION representative concerning violations of this Agreement, and the adjustment of minor grievances; provided, however, that a ▇▇▇▇▇▇▇ shall have no power to vary the right terms of this Agreement or bind the UNION to designate an interpretation thereof. Stewards shall be permitted reasonable time during working hours to perform these duties which cannot be performed at any other time. Stewards shall notify their immediate supervisor prior to conducting these duties during working hours, and receive approval when possible. Approval will only be denied in emergencies. In such cases, the supervisor and ▇▇▇▇▇▇▇ will make arrangements for an alternate time. Failure to request and receive approval will result in a working journeyman as denial of release time. Repeated failures will result in a request to the UNION to replace that ▇▇▇▇▇▇▇ with another. All other union business will be conducted during the non-duty time of the ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated Monthly stewards’ meetings will be on non-duty time. However, ▇▇▇▇▇▇▇. In addition ▇ will be allowed a reasonable period of time (up to his 15 minutes) to return to work as an employeefollowing the stewards meeting. C. The relationship of a shop ▇▇▇▇▇▇▇ being unique in the employer-employee relationship, the ▇▇▇▇▇▇▇ shall have the right is subject to receive, but not to solicit, complaints pressures which require that his/her employment be given extra protection. In a craft where two (2) or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent more journeypersons and/or apprentices are employed and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement UNION appoints a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties he or she shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION layoff until there are less than two (2) working days, confirmed journeypersons and/or apprentices performing work in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERthat craft excluding leadpersons or employees with special skills.

Stewards. Each UNION ▇▇▇▇▇▇▇ agrees to recognize three (3) stewards [one (1) ▇▇▇▇▇▇▇ in Maintenance department, one (1) ▇▇▇▇▇▇▇ in Operations department and one (1) ▇▇▇▇▇▇▇ for Paratransit and alternates (to act in absence of ▇▇▇▇▇▇▇) designated by the Union from time to time. Stewards shall recognize that they have regular full-time duties as employees of SunLine and shall conduct themselves in accordance with the requirements of all employees of SunLine. The Union shall have the right responsibility to designate notify SunLine in writing of the names of its duly authorized stewards. SunLine shall not recognize or deal with any employee as a working journeyman ▇▇▇▇▇▇▇ unless they are on the designated ▇▇▇▇▇▇▇ list. Stewards shall spend only the time necessary to expeditiously carry out their functions as ▇▇▇▇▇▇▇ and shall not unduly restrict or interfere with the performance of their own duties. Stewards may leave their immediate work location to perform these duties, however, stewards shall first obtain permission from their immediate supervisor to leave the area and shall inform the supervisor of the reason for their leaving the area. The supervisor shall be responsible for maintaining time records of the amount of time stewards spend in the performance of their ▇▇▇▇▇▇▇ duties. The Union and SunLine agree to review the amount of time spent by stewards in the performance of their duties on a bi-annual basis, to determine whether the stewards are observing the provisions of this Article. The stewards shall minimize the amount of interference with ▇▇▇▇▇▇▇'s work in the performance of their duties. At any time either party may request to meet and confer regarding the application of this procedure. Stewards shall not log overtime or premium pay time for time spent performing any function as a ▇▇▇▇▇▇▇. Except the stewards will be guaranteed their shift/bid time and this shall be treated as time worked for all Overtime calculations. Anytime worked beyond shift/bid time shall be paid at straight time. The UNION Maintenance ▇▇▇▇▇▇▇’▇ position is guaranteed to be a day shift with Saturday and Sunday as days off. SECTION 2. SunLine shall notify assign a room to the EMPLOYER Union/stewards to be used for union business at their discretion, upon reasonable notice to SunLine. Said notice can be as short as 10 minutes. Stewards shall sign in writing for use of the identity room. If SunLine is using the room at the time of their designated the request, SunLine can complete its meeting before it is used by Union/▇▇▇▇▇▇▇. In addition to his work as an employee, If the room is occupied by ▇▇▇▇▇▇▇ shall have at the right to receive, but not to solicit, complaints or grievancestime of the request, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the Union/▇▇▇▇▇▇▇ cannot wait until the meeting is concluded, SunLine shall provide another room if available. SunLine shall provide a desk and chairs in the proper performance of his union dutiesassigned room. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he Union can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards place filing cabinets in the performance of their duties whenever they deem such action necessaryassigned room. The presence or absence of Union assumes the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include risk for any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard damage to the work of another EMPLOYER. If he should become involved in the affairs filing cabinets or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERits contents.

Stewards. Each UNION shall have A. The Company recognizes the right of the Union to designate a working journeyman as a one (1) ▇▇▇▇▇▇▇▇ for each shift of Fleet Service Employees to assist the Union in the administration of this Agreement. The UNION shall notify the EMPLOYER in writing of the identity of their It is understood that Stewards will be designated such that no more than one (1) such ▇▇▇▇▇▇▇▇ is employed on each shift. In addition The Company agrees not to his work as unreasonably interfere with the Stewards in carrying out their required duties relating to grievances; provided, however, that the Stewards shall obtain permission from their supervisors prior to leaving their jobs to attend such duties. Such permission shall not be unreasonably denied by the Company. It is expressly agreed and understood that any reasonable amount of time spent in inves- tigating and adjusting grievances by Stewards will be compensat- ed by the Company. Up to six (6) designated Stewards will be paid eight (8) times their straight time hourly rate for up to ten (10) total days each, while participating in contract negotiations with the Company. B. The Union agrees to submit to the Company, in writing and at least annually on the anniversary date of this Agreement’s execu- tion, an employee, up-to-date list of current Stewards. C. The Company agrees to grant the necessary time off without discrimination or loss of seniority rights and without pay to the ▇▇▇▇▇▇▇ to attend a Labor Convention, or contract negotiations with the Company, provided one week’s written notice is given to the Company by the Union, specifying the length of time off and providing further that such time off shall not exceed two weeks in any one year. The Company would have the discretion to extend the time. D. The Employer recognizes the employee’s right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent given re- quested representation by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any or the designated alternate at such time as the employee reasonably contemplates disciplinary action. E. The Union business agent or a maximum of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be permitted to attend new hire orientation for up to fifteen (15) min- utes. The employer agrees to provide the last EMPLOYEE laid off provided he is qualified to perform the remaining work Union notice of the EMPLOYERdate, time and location of such orientation. The sole purpose of the Union attendance shall be to inform and distribute materials about the Union membership and contractual benefits.

Stewards. Each UNION ▇▇▇▇▇▇▇ agrees to recognize four (4) stewards, two (2) stewards in the Maintenance department (one [1] for the Maintenance Supervisors and one (1) ▇▇▇▇▇▇▇ for all other Maintenance employees), one (1) ▇▇▇▇▇▇▇ in Operations department and one (1) ▇▇▇▇▇▇▇ for Paratransit and alternates (to act in absence of ▇▇▇▇▇▇▇) designated by the Union from time to time. Stewards shall recognize that they have regular full-time duties as employees of SunLine and shall conduct themselves in accordance with the requirements of all employees of SunLine. The Union shall have the right responsibility to designate notify SunLine in writing of the names of its duly authorized stewards. SunLine shall not recognize or deal with any employee as a working journeyman ▇▇▇▇▇▇▇ unless they are on the designated ▇▇▇▇▇▇▇ list. Stewards shall spend only the time necessary to expeditiously carry out their functions as ▇▇▇▇▇▇▇ and shall not unduly restrict or interfere with the performance of their own duties. Stewards may leave their immediate work location to perform these duties, however, stewards shall first obtain permission from their immediate supervisor to leave the area and shall inform the supervisor of the reason for their leaving the area. The supervisor shall be responsible for maintaining time records of the amount of time stewards spend in the performance of their ▇▇▇▇▇▇▇ duties. The Union and SunLine agree to review the amount of time spent by stewards in the performance of their duties on a bi-annual basis, to determine whether the stewards are observing the provisions of this Article. The stewards shall minimize the amount of interference with ▇▇▇▇▇▇▇'s work in the performance of their duties. At any time either party may request to meet and confer regarding the application of this procedure. Stewards shall not log overtime or premium pay time for time spent performing any function as a ▇▇▇▇▇▇▇. Except the stewards will be guaranteed their shift/bid time and this shall be treated as time worked for all Overtime calculations. Anytime worked beyond shift/bid time shall be paid at straight time. The UNION shall notify the EMPLOYER in writing of the identity of their designated non-supervisory Maintenance ▇▇▇▇▇▇▇’▇ position is guaranteed to be a day shift with Saturday and Sunday as days off. In addition to his work as an employee, the The Supervisor Maintenance ▇▇▇▇▇▇▇ shall have the right to receiveis not guaranteed any specific shift, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYER.

Stewards. Each UNION shall have (a) The Employer agrees to recognize four (4) Union Stewards who are regularly employed in the right to designate a working journeyman bargaining unit, as a ▇▇▇▇▇▇▇those Union Stewards may be elected or appointed from among the employees in the bargaining unit. The UNION shall notify Of the EMPLOYER in writing of Union Stewards, one will be recognized as the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the Chief ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment at each of the same with the employee's appropriate supervisorwork locations and must be regularly employed as such work location. The EMPLOYER will not discriminate against the Employer agrees to recognize an additional Union ▇▇▇▇▇▇▇ at each of the work locations if the number of employees employed in the proper performance bargaining unit at a work location increases by 20 over the number of his union dutiesemployees employed as of the date of ratification. (b) The duty of the Union Stewards shall be to represent employee(s) and to process grievances or complaints as outlined in the grievance procedure of this Agreement. (c) The Union will inform the Employer, in writing, of the names of the Union Stewards and of any subsequent changes and the Employer will not be required to recognize such Union Stewards until such notification from the Union has been received. (d) The Union acknowledges that the Union Stewards have regular duties to perform on behalf of the Employer. Accordingly, such Union Stewards shall not leave their regular duties without receiving permission from their supervisor in advance. Such permission shall not be withheld unreasonably. Union Stewards will not suffer a loss of regular wages for time spent meeting with the Employer in connection with grievances and complaints. In addition, Union Stewards will not suffer a loss of regular straight time for meeting with employees in connection with grievances and complaints, up to a maximum of two hours per month. The Union Stewards shall document all such time on their bi-weekly timesheets. It is further understood and agreed that any employee meeting with a Union ▇▇▇▇▇▇▇ shall not leave his work area their regular duties without first notifying his appropriate receiving permission from their supervisor in advance. Such permission shall not be unreasonably withheld. (e) Meetings involving grievances or ▇▇▇▇▇▇▇ as complaints shall be at times and places agreed to his intent between the Union and the reason thereofEmployer. (f) An employee, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement other than a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The Union ▇▇▇▇▇▇▇, in addition whose participation at a meeting arranged between the Employer and the Union is determined to this work as be necessary by the Employer and who attends such a journeymanmeeting at the invitation of the Employer, will be permitted not suffer a loss of regular wages for hours spent at such meeting. (g) Employee shall have the right to perform during require the work hours such presence of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the a Union ▇▇▇▇▇▇▇ if they are called to a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over meeting with the Employer which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved may result in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERdiscipline.

Stewards. Each UNION shall have The Employers agree to recognize the right to designate a working journeyman as a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, Shop and to discuss Job Stewards and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime one shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated appointed for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work ruleseach shop and/or each job site. The ▇▇▇▇▇▇▇ shall be a working Journeyperson, with preference given to persons who have completed a ▇▇▇▇▇▇▇ Training Course applicable to this trade. It shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work responsibility of the EMPLOYERUnion to notify the individual Employer of the names of the Stewards in his establishment and the effective date of the said ▇▇▇▇▇▇▇'▇ appointment or any changes that may be made from time to time in this connection. a) It shall be the duty of Stewards to observe conditions of employment and the conduct of the members and to see that the conditions of the existing Agreement are complied with; to assist whenever possible in adjusting differences and misunderstandings which arise out of the interpretation of the application of the provisions of the existing Agreement in connection with the employment of members in the shop or on the job. b) If willing to work, where all other qualifications are equal, the Job ▇▇▇▇▇▇▇ will have preference to work on overtime. The ▇▇▇▇▇▇▇ will not be dismissed without discussion with the Business Representative. Shop Stewards shall be allowed working time off when acting on a grievance provided they request permission from their foreperson or immediate supervisor before acting on such grievance and they report to their foreperson or supervisor on resuming their normal duties and will give reasonable explanation if required. No allowance will be given for time taken during working hours for organizational work or other matters of Union nature not pertaining to a grievance. The Employer subject to this Agreement shall grant leave of absence to the Shop Stewards or other members of the Union for a period not exceeding two (2) weeks in any year for the purpose of attending to such duties as may be delegated to the said Employee(s). Notice of seven (7) days in writing must be made by the Employee concerned. Such leave of absence as may be granted to the Employee shall be without pay. This clause shall not be used for walkout. No Employee shall be discharged or discriminated against for his activity as a Union member. A Member who works on Committee or under the instructions of the Union shall not be discriminated against or lose his employment for such reasons.

Stewards. Each UNION ‌ 1. The Association or Union shall designate a reasonable number of Stewards, who shall have the right to designate a working journeyman as a ▇▇▇▇▇▇▇. The UNION assist employees in resolving grievances, appeals and other work- related problems, and shall notify the EMPLOYER County Administrator in writing of the identity of their individuals designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the perform ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievancesfunctions, and the areas they represent. Changes to discuss and assist in the adjustment listing of Stewards shall be provided by the Association as soon as they occur. The County shall recognize as Stewards only those employees named on the current list. 2. The maximum number of designated Stewards shall be three (3). Except by mutual agreement of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the parties, no more than one (1) ▇▇▇▇▇▇▇ may assist in the proper performance processing of his union dutiesa specific grievance. Workload shall be rotated amongst Stewards. 3. Stewards may be released from their assigned work duties by their supervisors for a reasonable period of time to process specific grievances or appeals on behalf of employees or the Association, and to fulfill their duties herein. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate request such time from his/her supervisor or ▇▇▇▇▇▇▇ as soon as the need for it is known. Release time shall be scheduled so as to his intent and minimize disruption of the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall and the Unit; however, request for such time may not affect be unreasonably denied. Where the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as supervisor cannot be performed at other times. The UNION agrees that such duties approve the specific time requested, he/she shall be performed as expeditiously as possible and the EMPLOYER agrees to allow inform the ▇▇▇▇▇▇▇ of the reason, and establish an alternate time when the ▇▇▇▇▇▇▇ can be released. The County and the Association shall agree upon a Release Time Request Form to be used by Stewards and supervisors or managers for this process. 4. Stewards shall be permanent employees and shall retain all the normal duties and responsibilities of the positions to which they are assigned. Stewards shall not receive overtime for time spent performing ▇▇▇▇▇▇▇ functions. 5. An employee is allowed a reasonable amount of time to perform such dutiescontact his/her ▇▇▇▇▇▇▇ during work hours to report a grievance, violation of this Memorandum or applicable rules in a manner that does not materially disturb the employee's work. The A ▇▇▇▇▇▇▇ shall receive his regular craft rate of payobtain permission from the employee's supervisor or manager before contacting an employee on work time or in the work area. 6. The ▇▇▇▇▇▇▇'▇ duties When an employee is required to meet with a supervisor or manager and the employee reasonably anticipates that such meeting will involve questioning leading to disciplinary action, he/she shall not include any matters relating be entitled to any supervisory function over which the EMPLOYER retains sole control. If have a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including terminationpresent if he/she so requests. 7. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ Confidentiality shall be the last EMPLOYEE laid off provided he is qualified observed by both Stewards and supervisors or managers in processing and representation matters relating to perform the remaining work pending or current disciplinary action. 8. Stewards shall not conduct Association business on County time, except as specifically authorized by this Memorandum of the EMPLOYERUnderstanding.

Stewards. Each UNION 9.01 The Union shall have provide the Employer with the names of its officers and stewards. Similarly, the Employer shall provide the Union with a list of its personnel, with whom the Union may be required to transact business. 9.02 In order to provide an efficient, orderly and expeditious procedure for the settling of grievances or disputes, the Employer acknowledges the right of the Union to designate a appoint or elect Stewards, whose duties shall be to assist any Employee in presenting her grievance in accordance with the grievance procedure as per Article 10. 9.03 The Union agrees that there will be no Union business in the workplace or during working journeyman hours except as a specifically provided for in this Agreement. 9.04 The Union agrees that there shall be no use of the Employer’s computer technology, computer systems or other telecommunication systems for the purpose of communicating with its membership without permission provided by the Employer. Such permission shall not be unreasonably withheld where it is of mutual benefit to facilitate communication in this manner. 9.05 No employee shall act in the capacity of elected or appointed representatives referred to in this Agreement until after she has successfully completed the probationary period. 9.06 The Union acknowledges that the Union Stewards and the Grievance Committee members have duties to perform for the Employer and shall not absent themselves from their duties unreasonably in order to attend to the grievances of employees. It is understood that once permission has been granted by the Employer to attend to grievance matters, Union Stewards shall not be hindered, coerced, restrained or interfered with in any way in the performance of their duties as Union Stewards. In consideration of this acknowledgement and undertaking, the Employer will compensate them for time spent with the Employer in the handling of grievances. It is understood that the Employer is not required to pay for the attendance of more than one ▇▇▇▇▇▇▇ at grievance and/or mediation meetings and is not required to pay wages for attendance at arbitration. Such compensation shall not extend beyond the regularly scheduled working hours of the ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated Union recognizes that each Union ▇▇▇▇▇▇▇▇ is employed by the Employer and that she shall not leave her work during working hours except to perform duties as described under this Agreement. In addition to his work as an employeeTherefore, the no Union ▇▇▇▇▇▇▇ shall have the right to receiveleave work without first obtaining permission of her Manager, but not to solicit, complaints Mental Health Program or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ designate; such requests shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as be unreasonably denied and shall be responded to his intent in a timely manner. When resuming their regular duties and the reason thereofresponsibilities, he can be reached, and the estimated time that he will be gone. Union Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard again report to the work of another EMPLOYER. If he should become involved in the affairs Manager, Mental Health Program or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERdesignate.

Stewards. Each UNION 5.1 The Union may elect or appoint one (1) ▇▇▇▇▇▇▇ from the Permanent Employees working at each location covered under this Collective Agreement, for the purpose of investigating and processing Grievances. 5.2 The Union may also elect or appoint two (2) Chief Stewards from the existing Stewards for Local 879, ideally one of which shall be from the Travel Agent classification and one of which shall be from the Member Services Counsellor classification. The two (2) Chief Stewards, along with the Union Business Representative shall constitute the Union Negotiating Committee. 5.3 The Union will inform the Employer, in writing, of the names of the Chief Stewards and Stewards and of any subsequent changes in the names of the Chief Stewards and Stewards. The Employer shall not be asked to recognize any Chief Stewards or Stewards until such notification from the Union has been received. 5.4 The Union agrees that no Union official, member or representative will conduct any Union activities on the property or premises of the Employer without the express consent of the President or his designate. The Union agrees that no Union official, member or representative, other than an Employee, shall have access to the right property or premises of the Employer without the express consent of the President or his designate but such consent shall not be unreasonably withheld. It is agreed such access shall not interfere with the Employer's operations. 5.5 The Union Stewards have regular duties to perform on behalf of the Employer and shall not leave their regular duties to process any Grievances without the express consent of their immediate Supervisor, but such consent shall not be unreasonably withheld. The Employer will endeavour to process Grievances Monday through Friday between the hours of 9:00 a.m. to 5:00 p.m. 5.6 A ▇▇▇▇▇▇▇ will be paid his straight time day work hourly rate exclusive of any overtime, premium or commission for the time spent processing Grievances during his regularly scheduled working hours on that particular day provided he has complied with the requirements of this Article 5. 5.7 Grievances shall not be investigated while the Employees and Stewards involved are working overtime. 5.8 A Union ▇▇▇▇▇▇▇ or designate must be in attendance at any meeting where an Employee who has completed his/her probation is being disciplined. A Union Business Representative, if available, may also be present at the meeting, if requested by the Employee. 5.9 There will be no abuse or excessive use by Employees or Stewards of time spent investigating or processing Grievances. 5.10 Union Business Representative and ▇▇▇▇▇▇▇ will have reasonable access in the presence of management representatives to specific relevant time records for the purpose of processing a working journeyman as specific grievance or dispute. 5.11 In the event of a suspension or discharge of a ▇▇▇▇▇▇▇. The UNION , the Employer shall in every case immediately notify the EMPLOYER Union in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. writing. 5.12 The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent Employer and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards Union shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement establish a system Labour/Management Committee consisting of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination Representatives of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYER.Management and two

Stewards. Each UNION (a) The Employer agrees to recognize three (3) Stewards and three (3) alternate Stewards, each of whom shall have one (1) years= seniority, to act as grievance representatives within their designated areas of responsibility under this Agreement. There shall be one (1) such ▇▇▇▇▇▇▇ elected or designated by the Union from employees working in each of the following areas: Road Patrol and Detectives, Corrections, Clerical and Dispatch. It shall be the function of such individuals to act in a representative capacity for the purpose of processing and investigating grievances under this Agreement. Stewards shall have no responsibilities outside of their designated areas. (b) Further, the Employer recognizes the right of the Union to select or designate a working journeyman one (1) additional nonprobationary employee to serve as a Chief ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated Chief ▇▇▇▇▇▇▇. In addition =s function under the Grievance Procedure set forth in this Agreement shall be limited to his work as an employeethe presentation of grievances at Step 3 of the Grievance Procedure, unless both the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the alternate ▇▇▇▇▇▇▇ in for an area is absent. There shall also be an alternate for the proper performance of his union duties. The Chief ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or who will also be a nonprobationary employee. (c) The Union agrees that all Stewards and their alternates will continue to fulfill their regularly assigned duties and their responsibilities as a ▇▇▇▇▇▇▇ as will not be used to his intent and the reason thereof, he can be reached, and the estimated time that he will be goneavoid those duties. Stewards shall act in a manner that will not have disrupt nor interfere with the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence normal functions of the Employer. If it is necessary for a ▇▇▇▇▇▇▇ to temporarily leave his assignment to process a grievance, he shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of first obtain permission from his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole controlimmediate supervisor. If a ▇▇▇▇▇▇▇ violates any is on road patrol, he shall schedule his duties so that it will not require him to return to the Employer=s facilities for the sole purpose of those representative duties, except in instances of discharge and disciplinary suspensions; provided, however, in no case shall a ▇▇▇▇▇▇▇=s return to the rules Employer=s facilities be permitted during an emergency or a critical situation. (d) The Employer agrees to compensate Stewards and their alternates at their straight time regular rate of this Article, or fails to work or competently perform work assignments, pay for all reasonable time lost from their regularly scheduled working hours while processing a grievance in accordance with the EMPLOYER shall have the right to take whatever action deemed appropriate, including terminationGrievance Procedure. The working If a ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to or his alternate abuses the work of another EMPLOYER. If he should become involved in privileges extended herein, the affairs or disputes of another EMPLOYER, he Employer will be subject to discharge. The EMPLOYER agrees to notify inform the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation or alternate involved of work rules. that fact, and, if the abuse is not corrected, the privileges will be withdrawn. (e) The Union shall notify the Employer of the names of the three (3) Stewards, their alternates, and the name of the Chief ▇▇▇▇▇▇▇ ▇, as well as the designated area of responsibility of each. Only persons so designated shall be recognized by the last EMPLOYEE laid off provided he is qualified Employer as Stewards and alternates, and their rights and duties shall be limited to perform the remaining work their designated area of the EMPLOYERresponsibility.

Stewards. Each UNION Where in the opinion of Local Union a ▇▇▇▇▇▇▇ is required, the Business Manager or his Representative shall have make such appointment. It is agreed that one ▇▇▇▇▇▇▇ may be appointed per each signatory Contractor. Such appointment shall be from among the right to designate a working journeyman as a employer's employees who are qualified Journeymen with at least four months service when such men are available. Local Union shall notify the Contractor by letter of the name of the ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, All things being equal the ▇▇▇▇▇▇▇ shall have will be the right second to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of last journeyman laid off. In the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against event the ▇▇▇▇▇▇▇ is not the second to the last journeyman to be laid off there shall be a prior consultation with the Local Representative. In the event that an impasse is reached in the proper performance appointment of his union duties. The a Job ▇▇▇▇▇▇▇ relative to the aforementioned conditions, a meeting shall not leave his work area without first notifying his appropriate supervisor or take place between the Union and the Contractor to resolve the problem. The Shop ▇▇▇▇▇▇▇ as to his intent will be supplied by the Contractor with a list of employees hired, laid off or terminated. ARTICLE JOB CONDITIONS It is agreed that Local and the reason thereofIndependent Plumbing Heating Contractors Association will jointly lobby the Minister of Labour to introduce amendments to the Occupational Health Safety Act requiring washroom facilities on construction sites. An employee shall be allowed a fifteen (15) minute coffee break once during each half shift. An employee shall take a one-half hour unpaid lunch break midway through the work day, but in no event will he work more than five (5) consecutive hours without a lunch break. When three (3) or more Local Union employees are employed on a project which is scheduled to last working days or more, the Contractor shall supply or make arrangements for a chemical flush or water flush toilet where site conditions permit. The Business Representativeshall be allowed reasonable access to all places where Local members are employed to carry out the duties of office in so far as access to the job is in the control of the Employers provided there is no interference with the progress of work. ARTICLE TRAVEL Hourly rated employees who provide their own transportation to a job site will be compensated as follows: (a) Employees required to work within a forty (40) kilometres radius of Toronto City shall not receive travel allowance. Employees required to work outside the aforementioned forty (40) kilometres radius will receive a travel allowance of twenty two dollars ($22.00) per day. The Employer may offer to provide transportation in lieu of travel expenses. The assembly point shall be within Metropolitan Toronto or the location of the Employer's shop. The employer shall not obligate any employee to report to the employer's shop without notifying the employee during work hours or prior to the previous day. Travel expense is not considered time worked and shall not be used in computing overtime eligibility or premium payment. In the event that transportation is provided by the Contractor such vehicle must comply with the requirements of the Highway Traffic Act as it applied to the transport of individuals. An employee selected to transport men and materials to a job site in a Company vehicle shall be a "designated" driver and shall be compensated as provided for in the following. When a project is located within of the contractor's shop where the employee is dispatched from, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed compensated one half hour at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft hour rate of pay. The ▇▇▇▇▇▇▇'▇ duties Within but greater than shall be compensated at one hour and when the distance is greater than shall be compensated one and a half hours at his basic hourly rate of pay. Such payment shall not include any matters relating be considered time worked and shall not be used in computing overtime eligibility or premium payment. board allowance per day to any supervisory function over which a maximum per week. When a Union member is hired within Area and is required by the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails Employer to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYERan area outside that area, he will be subject paid according to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination rates and conditions of the working ▇▇▇▇▇▇▇ except this Agreement for a violation of all work rules. The ▇▇▇▇▇▇▇ shall which would otherwise be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERcovered by this Agreement.

Stewards. Each UNION shall have The Employers agree to recognize the right to designate a working journeyman as a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, Shop and to discuss Job Stewards and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime one shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated appointed for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work ruleseach shop and/or each job site. The ▇▇▇▇▇▇▇ shall be a working Journeyperson, with preference given to persons who have completed a ▇▇▇▇▇▇▇ Training Course applicable to this trade. It shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work responsibility of the EMPLOYERUnion to notify the individual Employer of the names of the Stewards in their establishment and the effective date of the said ▇▇▇▇▇▇▇'▇ appointment or any changes that may be made from time to time in this connection. a) It shall be the duty of Stewards to observe conditions of employment and the conduct of the members and to see that the conditions of the existing Agreement are complied with; to assist whenever possible in adjusting differences and misunderstandings which arise out of the interpretation of the application of the provisions of the existing Agreement in connection with the employment of members in the shop or on the job. b) If willing to work, where all other qualifications are equal, the Job ▇▇▇▇▇▇▇ will have preference to work on overtime. The ▇▇▇▇▇▇▇ will not be dismissed without discussion with the Business Representative. Shop Stewards shall be allowed working time off when acting on a grievance provided they request permission from their foreperson or immediate supervisor before acting on such grievance and they report to their foreperson or supervisor on resuming their normal duties and will give reasonable explanation if required. No allowance will be given for time taken during working hours for organizational work or other matters of Union nature not pertaining to a grievance. The Employer subject to this Agreement shall grant leave of absence to the Shop Stewards or other members of the Union for a period not exceeding two (2) weeks in any year to attend to such duties as may be delegated to the said Employee(s). Notice of seven (7) days in writing must be made by the Employee concerned. Such leave of absence as may be granted to the Employee shall be without pay. This clause shall not be used for walkout. No Employee shall be discharged or discriminated against for their activity as a Union member. A Member who works on Committee or under the instructions of the Union shall not be discriminated against or lose their employment for such reasons.

Stewards. Each UNION A. The Union shall have furnish the right Court with an accurate list of shop stewards in areas as designated by the Union within 30 days of ratification of this agreement and again each April 1st for the duration of this agreement. The Union may submit an amendment to designate a working journeyman the list at any time. An employee has no status as a ▇▇▇▇▇▇▇. The UNION shall notify ▇ unless the EMPLOYER Court has received verification in writing of from the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, Union that the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the employee is a ▇▇▇▇▇▇▇ in a given area. B. The Union recognizes that it is the proper performance responsibility of his union dutiesthe shop ▇▇▇▇▇▇▇ to assist in the resolution of grievances at the lowest possible level. C. Upon notification of an appropriate management person, stewards and designated officers of the Union, subject to management approval, which shall not be unreasonably withheld, shall be granted reasonable release time to investigate and process grievances and disciplinary appeals. The Union will attempt to insure that shop ▇▇▇▇▇▇▇ release time will be equitably distributed. Normally one ▇▇▇▇▇▇▇ will be sufficient for a single investigation of a grievance appeal. D. In emergency situations, where immediate disciplinary action must be taken the shop ▇▇▇▇▇▇▇ shall not unreasonably be denied the right to leave his his/her post or duty to assist in the grievance procedure or disciplinary appeals. E. Shop stewards shall not interfere with the work area without first notifying his appropriate supervisor or of any employee. A shop ▇▇▇▇▇▇▇ as may interview an employee during the employee’s regular work time in order to his intent and investigate or process a grievance or disciplinary appeal with the reason thereofapproval of the employee’s supervisor, he can which shall not unreasonably be reached, and the estimated time that he will be gone. withheld. F. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in responsible for the performance of their duties whenever they deem such action necessaryworkload, consistent with release time approved pursuant to rules established herein. G. Stewards and SEIU field representatives shall receive notice of the employment of a new employee on the first day of employment and shall be permitted to contact the new employee on or after the second day of employment in order to distribute union materials and to discuss employee rights and obligations under this Agreement. The presence or absence Court shall provide the name and contact information including the department and classification of the employee. H. Any meeting of a shop ▇▇▇▇▇▇▇ and supervisor shall not affect be held in private surroundings and shall be held in a quiet and dignified manner. I. In the work event of the craft. The ▇▇▇▇▇▇▇a newly ratified MOU, in addition within ninety (90) days of ratification, up to this work as a journeyman, will six (6) stewards shall be permitted up to perform during four (4) hours of release time for purposes of attending a training for the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYERgroup regarding new provisions.

Stewards. Each UNION shall have the right Local Union will be entitled to designate a working journeyman as a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the elect appoint (I) ▇▇▇▇▇▇▇ shall have the right for each store. Local Union will be entitled to receiveelect appoint two (2) Stewards for each store except stores wherein a night shift is worked. In such stores, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisoran additional. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in may be designated for the proper performance of his union dutiesnight shift. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement duties of a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be to assist ern- ployees working in the last EMPLOYEE laid off provided he is qualified store in servicing complaints or grievances in accordance with the Grievance Procedure in dealing with matters arising under the terms of this Agree- ment. The Union shall once every six (6) months keep the Manager, Industrial Relations notified in writing of the its authorized Stewards and Local Union representatives and the respective dates of their appoint- The Union acknowledges that the Stewards and other Local Union representatives have their regular duties to perform the remaining work on behalf of the EMPLOYERCompany and that such persons will nut leave their regular duties without receiving permis- sion from the Store Manager, his appointee, which per- mission will be unreasonably withheld. In accordance with this understanding, the Company will compensate such Stewards at their regular straight time hourly rate for time spent servicing complaints grievances hereunder during their regular working hours. A. The Company agrees that, whenever an inter- view is held with an employee that becomes part of his record regarding his work or conduct, a ▇▇▇▇▇▇▇ will be present as a witness. The employee may request that the ▇▇▇▇▇▇▇ leave the meeting. In the event a full-time ▇▇▇▇▇▇▇ is not present, the condition will be to the attention the employee. The meeting that becomes part of the employee’s record will be postponed until the ▇▇▇▇▇▇▇ is available. the meeting is held without the ▇▇▇▇▇▇▇, any conclu- sions, verbal or written, will be null and void except in the case where the employee requested the ▇▇▇▇▇▇▇ to leave. Should any reprimand, warning or disciplinary meas- ure be issued in writing, the employee in question receive a copy of such written reprimand, warning or disci- plinary measure within seven (7)worked days of the dis- covery of the offence, except that an extension of time may be requested in order to an investiga- tion.

Stewards. Each UNION shall have The Employer acknowledges the right of the Union to designate appoint or otherwise elect a working journeyman as Chief ▇▇▇▇▇▇▇ and alternate ▇▇▇▇▇▇▇ (s) from amongst employees in the bargaining unit. At the discretion of the Union, Shop Stewards shall be appointed or elected. There shall be no discrimination against the Shop Stewards for lawful Union activities, and the Shop Stewards shall not let their duties unduly interfere with their regular work assignments. For the purpose of Lay-Off, the Chief ▇▇▇▇▇▇▇ will be deemed to be the senior man. The Union will inform the Employer in writing of the identity of the Chief ▇▇▇▇▇▇▇ and the ▇▇▇▇▇▇▇(s). The Union will advise the Company, in writing, of the names of the Shop Stewards who will be employees who have completed their probationary period, at the time of signing of the Agreement, and within five (5) days of any change of employees selected to so act during the term of this Agreement. The Employer shall not be obliged to recognize such personnel until it has been so informed. Should the Employer find that a ▇▇▇▇▇▇▇. The UNION shall notify ’▇ activities interfere with the EMPLOYER in writing normal course of his duties or the duties of other Employees, the Employer may contact a representative of the identity of their designated Local Union and/or register a grievance. If the Company disciplines or discharges a Shop ▇▇▇▇▇▇▇. In addition , the Union shall be advised prior to his work as an employeesuch discipline or discharge, and the ▇▇▇▇▇▇▇ shall have the right to receive, but not representation from his Chief ▇▇▇▇▇▇▇ or Union Business Agent. An Employee called into the Employer’s office for any discussion which may result in discipline or a grievance must be advised by the Employer of his right to solicit, complaints be accompanied by a ▇▇▇▇▇▇▇ or grievances, and to discuss and assist in Business Representative. For the adjustment purpose of this Agreement the officers of the same with Union shall be deemed to be officials of the employee's appropriate supervisorUnion. The EMPLOYER will not discriminate against parties hereto agree that the Union officials occupy positions of leadership and responsibility for the purpose of insuring that this agreement is faithfully carried out. It shall be the ▇▇▇▇▇▇▇'▇ duties to process grievances as outlined in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of payCollective Agreement. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating in no way conflict with their duties to any supervisory function over which the EMPLOYER retains sole controlEmployer and he/she shall be held responsible for the same quantity and quality of work as other employees. If a The parties hereto agree that the ▇▇▇▇▇▇▇ violates any occupies a position of leadership and responsibility to see that this Agreement is faithfully carried out. The Union will inform the Employer in writing of the rules identity of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working Chief ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to and the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for ▇(s). The Employer shall not be obliged to recognize such personnel until it has been so informed. Stewards have regular duties to perform on behalf of the Employer, and such persons shall not leave their regular duties without requesting and obtaining permission of their immediate supervisor, and such permission will not be unreasonably withheld. When resuming their regular duties, they shall report to their immediate supervisor and will give a violation of work rulesreasonable explanation with respect to their absence, when requested to do so. The ▇▇▇▇▇▇▇ shall be paid his normal rate of pay for time spent during his regular working hours in processing a grievance at the last EMPLOYEE laid off provided he is qualified to perform the remaining work appropriate step of the EMPLOYERgrievance procedure. This provision shall not apply to time spent in connection with grievances processed beyond Step 3 of the grievance procedure as outlined herein. The Union shall notify the Employer, in writing, of any changes in personnel of the Union officers before the Employer shall be required to recognize them.