Common use of Stewards Clause in Contracts

Stewards. 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 the 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; 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 Employer's business. 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 authorized Job Stewards and their alternates, and shall not hold the Union liable for any unauthorized acts. The Employer in so recognizing such limitations shall have the authority to impose proper, nondiscriminatory discipline, 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 violation of this 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 as defined in this Section, in the manner permitted by this Section. Recognizing the importance of the role of the Union ▇▇▇▇▇▇▇ in resolving problems or disputes between the Employer and its employees, the Employer reaffirms its commitment to the active involvement of union stewards in such processes in accordance with the terms of this Article. The Job ▇▇▇▇▇▇▇ or the designated alternate shall be permitted reasonable time to investigate, present and process grievances on the Company's property without interruption of the Employer's operation. Upon

Stewards. The Employer recognizes the right of the Local Union to designate Job Stewards and alternates from the Employer's ’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 the Employer Em- ployer 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; 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 in- volve work stoppages, slowdowns, refusal to handle goods, or any other interference with the Employer's ’s business. Job Stewards and alternates have no authority to take strike action or any other action interrupting the Employer's ’s business, except as authorized by official action of the Local Union. The Employer recognizes rec- ognizes these limitations upon the authorized Job Stewards and their alternates, and shall not hold the Union liable for any unauthorized unautho- rized acts. The Employer in so recognizing such limitations shall have the authority to impose proper, nondiscriminatory discipline, including discharge. However, in the event the Job ▇▇▇▇▇▇▇ or the designated alternate has led, or instigated or encouraged unauthorized unautho- rized strike action, slowdown or work stoppages in violation of this 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 as defined in this Section, in the manner permitted by this Section. Recognizing the importance of the role of the Union ▇▇▇▇▇▇▇ in resolving problems or disputes between the Employer and its employeesem- ployees, the Employer reaffirms its commitment to the active involvement in- volvement of union stewards in such processes in accordance with the terms of this Article. The Job ▇▇▇▇▇▇▇ or the designated alternate shall be permitted reasonable rea- sonable time to investigate, present and process grievances on the Company's ’s property without interruption of the Employer's operation’s opera- tion. UponUpon notification to his or her supervisor, a ▇▇▇▇▇▇▇ shall be

Stewards. The Employer recognizes the right of the Local Union to designate Job Stewards and alternates from the Employer's ’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 the Employer Em- ployer 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; 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 in- volve work stoppages, slowdowns, refusal to handle goods, or any other interference with the Employer's ’s business. Job Stewards and alternates have no authority to take strike action or any other action interrupting the Employer's ’s business, except as authorized by official action of the Local Union. The Employer recognizes rec- ognizes these limitations upon the authorized Job Stewards and their alternates, and shall not hold the Union liable for any unauthorized unautho- rized acts. The Employer in so recognizing such limitations shall have the authority to impose proper, nondiscriminatory discipline, including discharge. However, in the event the Job ▇▇▇▇▇▇▇ or the designated alternate has led, or instigated or encouraged unauthorized unautho- rized strike action, slowdown or work stoppages in violation of this 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 as defined in this Section, in the manner permitted by this Section. Recognizing the importance of the role of the Union ▇▇▇▇▇▇▇ in resolving problems or disputes between the Employer and its employeesem- ployees, the Employer reaffirms its commitment to the active involvement in- volvement of union stewards in such processes in accordance with the terms of this Article. The Job ▇▇▇▇▇▇▇ or the designated alternate shall be permitted reasonable rea- sonable time to investigate, present and process grievances on the Company's ’s property without interruption of the Employer's operation’s opera- tion. UponUpon 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. This shall include the ▇▇▇▇▇▇▇’▇ right to represent an employee in con- nection with any grievance concerning safety issues. The Employer will make a reasonable effort to insure that its operations are not interrupted by the ▇▇▇▇▇▇▇’▇ engaging in such activity. The Employ- er shall not use interruption of its operation as a subterfuge for ▇▇- ▇▇▇▇▇ such right to the ▇▇▇▇▇▇▇. Where mutually agreed to by the Local Union and Employer, stew- ards may investigate off the property or other than during their reg- ular schedule, without loss of time or pay. Stewards will be paid for time spent in meetings under this Article which occur during the ▇▇▇▇▇▇▇’▇ regular working hours. ▇▇▇▇▇▇▇▇ shall also be paid for time spent in meetings which occur outside his or her working hours, or on days off, by mutual consent. Such time spent during the Job ▇▇▇▇▇▇▇’▇ or the 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 ▇▇▇▇▇▇▇ or the designated alternate. The Employer recognizes the employee’s right to be given request- ed representation by a ▇▇▇▇▇▇▇, or the designated alternate, at such time as the employee reasonably contemplates disciplinary action. The Employer also recognizes the ▇▇▇▇▇▇▇’▇ right to be given re- quested representation by another ▇▇▇▇▇▇▇, or the designated alter- nate, at such time as the ▇▇▇▇▇▇▇ reasonably contemplates disci- plinary action. When requested by the Union or the employee, there shall be a ▇▇▇▇▇▇▇ present whenever the Employer meets with an employee concerning grievances or discipline or investigatory in- terviews. In such cases, the meeting shall not be continued until the ▇▇▇▇▇▇▇ or alternate ▇▇▇▇▇▇▇ is present. If an employee does not wish to have a Union ▇▇▇▇▇▇▇ in any meet- ing where the employee has a right to Union representation under this Article, the employee shall sign a waiver of Union representation, a copy of which shall be furnished to the Union upon its request. If requested by the Local Union, the designated Stewards will be provided with copies of all warning, suspension and discharge let- ters. If a supplement has no provision allowing a Local Union to request documents/information with regard to pending grievances, the following shall be incorporated into the Supplement: “The Em- ployer shall, upon written request, provide the Local Union or the ▇▇▇▇▇▇▇ designated by the Local Union, with documents/informa- tion that is reasonably related (based on NLRA standards) to the pending grievance.” Job Stewards, or designated alternates, shall be allowed to wear an identifying ▇▇▇▇▇▇▇’▇ badge, provided by the Union, at all times while on the Employer’s premises.

Stewards. The Employer recognizes the right of the Local Union to designate Job Stewards job stewards and alternates from the Employer's ’s seniority list. The authority of Job Stewards 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 the Employer their Em- ployer or the designated company Company representative in accordance with the provisions of the collective bargaining agreement:Agreement; (b) The collection of dues when authorized by appropriate Local Union action; and (c) The transmission of such messages and information, information which shall originate with, and are authorized by by, the Local Union or its officers, officers provided such messages message and information: (1) have . Have been reduced to writing; , or; (2) if . If not reduced to writing, are of a routine nature and do not involve work stoppages, slowdowns, refusal to handle goods, goods or any other interference with the Employer's ’s business. Job Stewards stewards and alternates have no authority to take strike action action, or any other action action, interrupting the Employer's business, ’s business except as authorized by official action of the Local Union. The Employer recognizes rec- ognizes these limitations upon the authorized Job Stewards job stewards and their alternates, and shall not hold the Union liable for any unauthorized acts. The Employer in so recognizing such limitations shall have the authority to impose proper, nondiscriminatory discipline, including in- cluding discharge. However, in the event the Job job ▇▇▇▇▇▇▇ ▇, or the designated alternate alternate, has led, or instigated instigated, or encouraged unauthorized unautho- rized strike action, slowdown slowdowns, or work stoppages in violation of this Agreement he/she Agreement, they may be singled out for more serious disciplinedisci- ▇▇▇▇▇, 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 as defined in this Section, in the manner permitted by this Section. Recognizing the importance of the role of the Union ▇▇▇▇▇▇▇ in resolving problems or disputes between the Employer and its employees, the Employer reaffirms its commitment to the active involvement of union stewards in such processes in accordance with the terms of this Article. The Job job ▇▇▇▇▇▇▇ or the designated alternate shall be permitted reasonable rea- sonable time to investigate, present and process grievances on the Company's company property without interruption of the Employer's operation’s opera- tion; and where mutually agreed to by the Local Union and Employ- er, off the property or other than during their regular schedule with- out loss of time or pay. UponSuch time spent in handling grievances during the job ▇▇▇▇▇▇▇’▇ or the designated alternate’s regular work- ing hours shall be considered working hours in computing daily and/ or weekly overtime if within the regular schedule of the job ▇▇▇▇▇▇▇ or the designated alternate. The Employer recognizes the employ- ee’s right to be given requested representation by a ▇▇▇▇▇▇▇ or the designated alternate at such time as the employee reasonably con- templates disciplinary action. The Employer also recognizes the ▇▇▇▇▇▇▇’▇ right to be given requested representation by another ▇▇▇▇▇▇▇ or the designated alternate at such time as the ▇▇▇▇▇▇▇ ▇▇▇- sonably contemplates disciplinary action.

Stewards. The Employer recognizes the right of the Local Union to designate Designate Job Stewards and alternates Alternates from the Employer's ’s seniority list. The authority of Job Stewards and alternates Alternates so designated by the Local Union shall be limited to, and shall not exceed, exceed the following duties and activities: (a) The investigation and presentation of grievances with the Employer Em- ployer or the designated company Employer’s representative in accordance with the provisions of the collective bargaining agreement: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 Have been reduced to writing; or (2) if If not reduced to writing, are of a routine nature and do not involve in- volve work stoppages, slowdowns, refusal to handle goods, or any other interference with the Employer's ’s business. Job Stewards and alternates Alternates have no authority to take strike action or any other action interrupting the Employer's ’s business, except as authorized by official action of the Local Union. The Employer recognizes rec- ognizes these limitations upon the authorized Job Stewards and their alternates, Alternates and shall not hold the Union liable for any unauthorized unautho- rized acts. The Employer in so recognizing such limitations shall have the authority to impose proper, nondiscriminatory discipline, including discharge. However, in the event the Job ▇▇▇▇▇▇▇ or the designated alternate Designated Alternate has led, or instigated or encouraged unauthorized unautho- rized strike action, slowdown or work stoppages in violation of this Agreement 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 as defined in this Section, in the manner permitted by this Section. Recognizing the importance of the role of the Union ▇▇▇▇▇▇▇ in resolving problems or disputes between the Employer and its employees, the Employer reaffirms its commitment to the active involvement of union stewards in such processes in accordance with the terms of this Article. The Job ▇▇▇▇▇▇▇ or the designated alternate Designated Alternate shall be permitted reasonable time to investigate, present and process grievances on the Company's Employer’s property without interruption inter- ruption of the Employer's ’s operation: and where mutually agreed to by the Local Union and Employer, off the property or other than during their regular schedule, without loss of time or pay, such time spent in handling grievances during the Job ▇▇▇▇▇▇▇’▇ or the Desig- nated Alternate’s regular working hours shall be considered work- ing hours in computing daily and/or weekly overtime if within the regular schedule of the Job ▇▇▇▇▇▇▇ or the Designated Alternate. UponThe Employer recognizes the employee’s right to be given request- ed representation by a ▇▇▇▇▇▇▇, or the Designated Alternate, at such time as the employee reasonably contemplates disciplinary action. The Employer also recognizes the ▇▇▇▇▇▇▇’▇ right to be given re- quested representation by another ▇▇▇▇▇▇▇, or the Designated Al- ternate, at such time as the ▇▇▇▇▇▇▇ reasonably contemplates disci- plinary action. Job Stewards, or Designated Alternates, shall be allowed to wear an identifying ▇▇▇▇▇▇▇’▇ badge, provided by the Union, at all times while on the Employer’s premises.

Stewards. The Employer recognizes the right of the Local Union to designate Job Stewards job stewards and alternates from the Employer's ’s seniority list. The authority of Job Stewards 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 the Employer his Em- ployer or the designated company Company representative in accordance with the provisions of the collective bargaining agreement:Agreement; (b) The collection of dues when authorized by appropriate Local Union action; and (c) The transmission of such messages and information, information which shall originate with, and are authorized by by, the Local Union or its officers, officers provided such messages message and information: (1) have . Have been reduced to writing; , or; (2) if . If not reduced to writing, are of a routine nature and do not involve in- volve work stoppages, slowdowns, refusal to handle goods, goods or any other interference with the Employer's ’s business. Job Stewards stewards and alternates have no authority to take strike action action, or any other action action, interrupting the Employer's business, ’s business except as authorized by official action of the Local Union. The Employer recognizes rec- ognizes these limitations upon the authorized Job Stewards job stewards and their alternates, and shall not hold the Union liable for any unauthorized acts. The Employer in so recognizing such limitations shall have the authority to impose proper, nondiscriminatory discipline, including in- cluding discharge. However, in the event the Job job ▇▇▇▇▇▇▇ ▇, or the designated alternate alternate, has led, or instigated instigated, or encouraged unauthorized unautho- rized strike action, slowdown slowdowns, or work stoppages in violation of this Agreement Agreement, he/she may be singled out for more serious disciplinedisci- ▇▇▇▇▇, 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 as defined in this Section, in the manner permitted by this Section. Recognizing the importance of the role of the Union ▇▇▇▇▇▇▇ in resolving problems or disputes between the Employer and its employees, the Employer reaffirms its commitment to the active involvement of union stewards in such processes in accordance with the terms of this Article. The Job job ▇▇▇▇▇▇▇ or the designated alternate shall be permitted reasonable rea- sonable time to investigate, present and process grievances on the Company's company property without interruption of the Employer's operation’s opera- tion; and where mutually agreed to by the Local Union and Em- ployer, off the property or other than during their regular schedule without loss of time or pay. UponSuch time spent in handling grievances during the job ▇▇▇▇▇▇▇’▇ or the designated alternate’s regular work- ing hours shall be considered working hours in computing daily and/or weekly overtime if within the regular schedule of the job ▇▇▇▇▇▇▇ or the designated alternate. The Employer recognizes the employee’s right to be given requested representation by a ▇▇▇▇▇▇▇ or the designated alternate at such time as the employee reasonably contemplates disciplinary action. The Employer also recognizes the ▇▇▇▇▇▇▇’▇ right to be given requested representation by another ▇▇▇▇▇▇▇ or the designated alternate at such time as the ▇▇▇▇▇▇▇ ▇▇▇- sonably contemplates disciplinary action.

Stewards. The Employer recognizes the right of the Local Union to designate Job Stewards and alternates from the Employer's ’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 the 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; 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 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 ’s business. Job Stewards and alternates have no authority to take strike action or any other action interrupting the Employer's ’s business, except as authorized by official action of the Local Union. The Employer recognizes these limitations upon the authorized Job Stewards and their alternates, and shall not hold the Union liable for any unauthorized acts. The Employer in so recognizing such limitations shall have the authority to impose proper, nondiscriminatory discipline, 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 violation of this 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 as defined in this Section, in the manner permitted by this Section. Recognizing the importance of the role of the Union ▇▇▇▇▇▇▇ in resolving problems or disputes between the Employer and its employees, the Employer reaffirms its commitment to the active involvement of union stewards in such processes in accordance with the terms of this Article. The Job ▇▇▇▇▇▇▇ or the designated alternate shall be permitted reasonable time to investigate, present and process grievances on the Company's ’s property without interruption of the Employer's ’s operation. UponUpon 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 represent a fellow employee concerning grievances or discipline so long as such activity does not interrupt the Employer’s operations. The Employer will make a reasonable effort to insure that its operations are not interrupted by the ▇▇▇▇▇▇▇’▇ engaging in such activity. The Employer shall not use interruption of its operation as a subterfuge for denying such right to the ▇▇▇▇▇▇▇. Where mutually agreed to by the Local Union and Employer, stewards may investigate off the property or other than during their regular schedule, without loss of time or pay. Stewards will be paid for time spent in meetings under this Article which occur during the ▇▇▇▇▇▇▇’▇ regular working hours. Stewards shall also be paid for time spent in meetings which occur outside his or her working hours, or on days off, by mutual consent. Such time spent during the Job ▇▇▇▇▇▇▇’▇ or the 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 ▇▇▇▇▇▇▇ or the designated alternate. The Employer recognizes the employee’s right to be given requested representation by a ▇▇▇▇▇▇▇, or the designated alternate, at such time as the employee reasonably contemplates disciplinary action. The Employer also recognizes the ▇▇▇▇▇▇▇’▇ right to be given requested representation by another ▇▇▇▇▇▇▇, or the designated alternate, at such time as the ▇▇▇▇▇▇▇ reasonably contemplates disciplinary action. When requested by the Union or the employee, there shall be a ▇▇▇▇▇▇▇ present whenever the Employer meets with an employee concerning grievances or discipline or investigators interviews. In such cases, the meeting shall not be continued until the ▇▇▇▇▇▇▇ or alternate ▇▇▇▇▇▇▇ is present. If an employee does not wish to have a Union ▇▇▇▇▇▇▇ present in any meeting where the employee has a right to Union representation under this Article, the employee shall sign a waiver of Union representation, a copy of which shall be furnished to the Union upon its request. If requested by the Local Union the designated Stewards will be provided with copies of all warning, suspension and discharge letters. Job Stewards, or designated alternates, shall be allowed to wear an identifying ▇▇▇▇▇▇▇’▇ badge, provided by the Union, at all times while on the Employer’s premises.

Stewards. The Employer recognizes the right of the Local Union to designate Job Stewards and alternates from the Employer's ’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 the 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; 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 Employer's ’s business. Job Stewards and alternates have no authority to take strike action or any other action interrupting the Employer's ’s business, except as authorized by official action of the Local Union. The Employer recognizes these limitations upon the authorized Job Stewards and their alternates, alternates and shall not hold the Union liable for any unauthorized acts. The Employer in so recognizing such limitations shall have the authority to impose proper, nondiscriminatory discipline, 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 violation of this 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 as defined in this Section, in the manner permitted by this Section. Recognizing the importance of the role of the Union ▇▇▇▇▇▇▇ in resolving problems or disputes between the Employer and its employees, the Employer reaffirms its commitment to the active involvement of union stewards in such processes in accordance with the terms of this Article. The Job ▇▇▇▇▇▇▇ or the designated alternate shall be permitted reasonable time to investigate, present and process grievances on the Company's ’s property without interruption of the Employer's ’s operation. UponUpon 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 represent a fellow employee concerning grievances or discipline so long as such activity does not interrupt the Employer’s operations. This shall include the ▇▇▇▇▇▇▇’▇ right to represent an employee in connection with any grievance concerning safety issues. The Employer will make a reasonable effort to insure that its operations are not interrupted by the ▇▇▇▇▇▇▇’▇ engaging in such activity. The Employer shall not use interruption of its operation as a subterfuge for denying such right to the ▇▇▇▇▇▇▇. Where mutually agreed to by the Local Union and Employer, stewards may investigate off the property or other than during their regular schedule, without loss of time or pay. Stewards will be paid for time spent in meetings under this Article which occur during the ▇▇▇▇▇▇▇’▇ regular working hours. ▇▇▇▇▇▇▇▇ shall also be paid for time spent in meetings which occur outside his or her working hours, or on days off, by mutual consent. Such time spent during the Job ▇▇▇▇▇▇▇’▇ or the 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 ▇▇▇▇▇▇▇ or the designated alternate. The Employer recognizes the employee’s right to be given requested representation by a ▇▇▇▇▇▇▇, or the designated alternate, at such time as the employee reasonably contemplates disciplinary action. The Employer also recognizes the ▇▇▇▇▇▇▇’▇ right to be given requested representation by another ▇▇▇▇▇▇▇, or the designated alternate, at such time as the ▇▇▇▇▇▇▇ reasonably contemplates disciplinary action. When requested by the Union or the employee, there shall be a ▇▇▇▇▇▇▇ present whenever the Employer meets with an employee concerning grievances or discipline or investigatory interviews. In such cases, the meeting shall not be continued until the ▇▇▇▇▇▇▇ or alternate ▇▇▇▇▇▇▇ is present. If an employee does not wish to have a Union ▇▇▇▇▇▇▇ in any meeting where the employee has a right to Union representation under this Article, the employee shall sign a waiver of Union representation, a copy of which shall be furnished to the Union upon its request. If requested by the Local Union, the designated Stewards will be provided with copies of all warning, suspension and discharge letters. The Employer shall, upon written request, provide the Local Union or the ▇▇▇▇▇▇▇ designated by the Local Union, with documents/information that is reasonably related (based on NLRA standards) to the pending grievance. Job Stewards, or designated alternates, shall be allowed to wear an identifying ▇▇▇▇▇▇▇’▇ badge, provided by the Union, at all times while on the Employer’s premises. 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 the Employer or the designated Employer’s representative in accordance with the provisions of the 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:Have been reduced to writing; or (1) If not reduced to writing, are of a routine nature and do not in- volve work stoppages, slowdowns, refusal to handle goods, or any other interference with the Employer’s business. 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 rec- ognizes these limitations upon the authorized Job Stewards and their Alternates and shall not hold the Union liable for any unautho- rized acts. The Employer in so recognizing such limitations shall have the authority to impose proper, nondiscriminatory discipline, including discharge. However, in the event the Job ▇▇▇▇▇▇▇ or the Designated Alternate has led, or instigated or encouraged unautho- rized strike action, slowdown or work stoppages in violation of this Agreement, he/she may be singled out for more serious discipline, up to and including discharge. The Job ▇▇▇▇▇▇▇ or the Designated Alternate shall be permitted reasonable time to investigate, present and process grievances on the Employer’s property without inter- ruption of the Employer’s operation: and where mutually agreed to by the Local Union and Employer, off the property or other than during their regular schedule, without loss of time or pay, such time spent in handling grievances during the Job ▇▇▇▇▇▇▇’▇ or the Desig- nated Alternate’s regular working hours shall be considered work- ing hours in computing daily and/or weekly overtime if within the regular schedule of the Job ▇▇▇▇▇▇▇ or the Designated Alternate. The Employer recognizes the employee’s right to be given request- ed representation by a ▇▇▇▇▇▇▇, or the Designated Alternate, at such time as the employee reasonably contemplates disciplinary action. The Employer also recognizes the ▇▇▇▇▇▇▇’▇ right to be given re- quested representation by another ▇▇▇▇▇▇▇, or the Designated Al- ternate, at such time as the ▇▇▇▇▇▇▇ reasonably contemplates disci- plinary action. Job Stewards, or Designated Alternates, shall be allowed to wear an identifying ▇▇▇▇▇▇▇’▇ badge, provided by the Union, at all times while on the Employer’s premises.

Stewards. The Employer recognizes the right of the Local Union to designate Job Stewards and alternates from the Employer's ’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 the 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; and (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 message and information: (: 1) have Have been reduced to writing; or (or 2) if 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 ’s business. Job Stewards and alternates have no authority to take strike action or any other action interrupting the Employer's ’s business, except as authorized by official action of the Local Union. The Employer recognizes these limitations upon the authorized Job Stewards and their alternates, and shall not hold the Union liable for any unauthorized acts. The Employer in so recognizing such limitations shall have the authority to impose proper, nondiscriminatory discipline, 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 violation of this Agreement 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 as defined in this Section, in the manner permitted by this Section. Recognizing the importance of the role of the Union ▇▇▇▇▇▇▇ in resolving problems or disputes between the Employer and its employees, the Employer reaffirms its commitment to the active involvement of union stewards in such processes in accordance with the terms of this Article. The Job ▇▇▇▇▇▇▇ or the designated alternate shall be permitted reasonable time to investigate, present and process grievances on the Company's ’s property without interruption of the Employer's ’s operation. UponUpon 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 represent a fellow employee concerning grievances or discipline so long as such activity does not interrupt the Employer’s operations. The Employer will shall make a reasonable effort to insure that its operations are not interrupted by the ▇▇▇▇▇▇▇’▇ engaging in such activity. The Employer shall not use interruption of its operation as a subterfuge for denying such right to the ▇▇▇▇▇▇▇. Where mutually agreed to by the Local Union and Employer, stewards may investigate off the property or other than during their regular schedule, without loss of time or pay. Stewards will shall be paid for time spent in meetings under this Article which occur during the ▇▇▇▇▇▇▇’▇ regular working hours. Stewards shall also be paid for time spent at meetings which occur outside his or her working hours, or on days off, by mutual consent. Such time spent during the Job ▇▇▇▇▇▇▇’▇ or the 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 ▇▇▇▇▇▇▇ or the designated alternate. The Employer recognizes the employee’s right to be given requested representation by a ▇▇▇▇▇▇▇, or the designated alternate, at such time as the employee reasonably contemplates disciplinary action. The Employer also recognizes the ▇▇▇▇▇▇▇’▇ right to be given requested representation by another ▇▇▇▇▇▇▇, or the designated alternate, at such time as the ▇▇▇▇▇▇▇ reasonably contemplates disciplinary action. When requested by the Union or the employee, there shall be a ▇▇▇▇▇▇▇ present whenever the Employer meets with an employee concerning grievances or discipline or investigatory interviews. In such cases, the meeting shall not be continued until the ▇▇▇▇▇▇▇ or alternate ▇▇▇▇▇▇▇ is present. If an employee does not wish to have a Union ▇▇▇▇▇▇▇ present in any meeting where the employee has a right to Union representation under this Article, the employee shall sign a waiver of Union representation, a copy of which shall be furnished to the Union upon its request. Business Agents and Stewards shall be permitted to view documents requested in good faith, as permitted by law and the contract, in a timely manner. If requested by the Local Union, the designated Stewards will be provided with copies of all warning, suspension and discharge

Stewards. The Employer recognizes the right of the Local Union to designate Designate Job Stewards and alternates Alternates from the Employer's ’s seniority list. The authority of Job Stewards and alternates Alternates so designated by the Local Union shall be limited to, and shall not exceed, exceed the following duties and activities: (a) The investigation and presentation of grievances with the Employer or the designated company Employer’s representative in accordance accor- dance with the provisions of the collective bargaining agreement: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 officersoffi- cers, provided such messages and information: (1) have Have been reduced to writing; or (2) if 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. ’s busi- ness.‌ Job Stewards and alternates Alternates have no authority to take strike action or any other action interrupting the Employer's ’s business, except as authorized by official action of the Local Union. The Employer recognizes rec- ognizes these limitations upon the authorized Job Stewards and their alternatesAlternates, and shall not hold the Union liable for any unauthorized unau- thorized acts. The Employer in so recognizing such limitations shall have the authority to impose proper, nondiscriminatory disciplinedisci- ▇▇▇▇▇, including discharge. However, in the event the Job ▇▇▇▇▇▇▇ or the designated alternate Designated Alternate has led, or instigated or encouraged unauthorized strike action, slowdown or work stoppages in violation ▇▇▇▇▇- tion of this Agreement 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 as defined in this Section, in the manner permitted by this Section. Recognizing the importance of the role of the Union ▇▇▇▇▇▇▇ in resolving problems or disputes between the Employer and its employees, the Employer reaffirms its commitment to the active involvement of union stewards in such processes in accordance with the terms of this Article. The Job ▇▇▇▇▇▇▇ or the designated alternate Designated Alternate shall be permitted reasonable time to investigateinvesti- gate, present and process grievances on the Company's Employer’s property without interruption of the Employer's ’s operation: and where mutu- ally agreed to by the Local Union and Employer, off the property or other than during their regular schedule, without loss of time or pay, such time spent in handling grievances during the Job ▇▇▇▇▇▇▇’▇ or the Designated Alternate’s regular working hours shall be consid- ered working hours in computing daily and/or weekly overtime if within the regular schedule of the Job ▇▇▇▇▇▇▇ or the Designated Alternate. UponThe Employer recognizes the employee’s right to be given requested representation by a ▇▇▇▇▇▇▇, or the Designated Alternate, at such time as the employee reasonably contemplates disciplinary action. The Employer also recognizes the ▇▇▇▇▇▇▇’▇ right to be given requested representation by another ▇▇▇▇▇▇▇, or the Designated Alternate, at such time as the ▇▇▇▇▇▇▇ reasonably contemplates disciplinary action. Job Stewards, or Designated Alternates, shall be allowed to wear an identifying ▇▇▇▇▇▇▇’▇ badge, provided by the Union, at all times while on the Employer’s premises.

Stewards. 1. The Employer recognizes the right of the Local Union to designate Job Stewards job stewards and alternates from the Employer's seniority list. The authority of Job Stewards job stewards and alternates so designated by the Local Union shall be limited to, to and shall not exceed, exceed the following duties and activities: (a) The investigation and presentation of grievances with the his Employer or the designated company Company representative in accordance with the provisions of the collective bargaining agreement:. (b) The collection of dues when authorized by appropriate Local Union action; and. (c) The transmission of such messages and information, information which shall originate with, and are authorized by the Local Union or its officers, agents provided such messages and information: (1i) have Have been reduced to writing; , or (2ii) if If not reduced to writing, writing are of a routine nature and do not involve work stoppagesstoppage, slowdownsslow-downs, refusal to handle goods, or any other interference with the Employer's business. 2. Job Stewards and alternates have no authority to take strike action action, or any other action interrupting the Employer's business, business except as authorized by official action of the Local Union. The Employer recognizes these limitations upon the authorized Job Stewards authority of job stewards and their alternates, alternates and shall not hold the Union liable for any unauthorized acts. The Employer Employer, in so recognizing such limitations limitations, shall have the authority to impose proper, nondiscriminatory proper discipline, including discharge. However, discharge in the event the Job job ▇▇▇▇▇▇▇ or the his designated alternate has led, or instigated or encouraged taken unauthorized strike action, slowdown slow-down or work stoppages stoppage in violation of this Agreement he/she may be singled out for more serious discipline, up to and including dischargeAgreement. Stewards and/or alternate stewards Such discipline or discharge shall not be subject to discipline for performing any Article XII of the duties within the scope of their authority as defined in this Section, in the manner permitted by this Section. Recognizing the importance of the role of the Union ▇▇▇▇▇▇▇ in resolving problems or disputes between the Employer and its employees, the Employer reaffirms its commitment to the active involvement of union stewards in such processes in accordance with the terms of this ArticleAgreement. The Job job ▇▇▇▇▇▇▇ or the his designated alternate alternative shall be permitted reasonable time to investigate, present present, and process grievances on the Company's Company property without loss of time or pay during his regular working hours without interruption of the Employer's operationoperation by calling group meeting and, where mutually agreed to by the Local Union and Employer, off the property or other than during his regular schedule without loss of time or pay. UponSuch time spent in handling grievances during the job ▇▇▇▇▇▇▇'▇ or his 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 recognizes the employee's right to be given requested representation by a ▇▇▇▇▇▇▇ at such time as the Employee reasonably contemplates disciplinary action. The job ▇▇▇▇▇▇▇ is recognized by the Employer to have no right to enter into any form or type of agreement with the Employer, except as authorized by the Local Union.

Stewards. The Employer recognizes the right of the Local Union to designate Job Stewards and alternates from the Employer's ’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 the 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; 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 Employer's ’s business. Job Stewards and alternates have no authority to take strike action or any other action interrupting the Employer's ’s business, except as authorized by official action of the Local Union. The Employer recognizes these limitations upon the authorized Job Stewards and their alternates, and shall not hold the Union liable for any unauthorized acts. The Employer in so recognizing such limitations shall have the authority to impose proper, nondiscriminatory discipline, 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 violation of this 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 as defined in this Section, in the manner permitted by this Section. Recognizing the importance of the role of the Union ▇▇▇▇▇▇▇ in resolving problems or disputes between the Employer and its employees, the Employer reaffirms its commitment to the active involvement of union stewards in such processes in accordance with the terms of this Article. The Job ▇▇▇▇▇▇▇ or the designated alternate shall be permitted reasonable time to investigate, present and process grievances on the Company's ’s property without interruption of the Employer's ’s operation. UponUpon 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 represent a fellow employee concerning grievances or discipline so long as such activity does not interrupt the Employer’s operations. The Employer will make a reasonable effort to insure that its operations are not interrupted by the ▇▇▇▇▇▇▇’▇ engaging in such activity. The Employer shall not use interruption of its operation as a subterfuge for denying such right to the ▇▇▇▇▇▇▇. Where mutually agreed to by the Local Union and Employer, stewards may investigate off the property or other than during their regular schedule, without loss of time or pay. Stewards will be paid for time spent in meetings under this Article which occur during the ▇▇▇▇▇▇▇’▇ regular working hours. ▇▇▇▇▇▇▇▇ shall also be paid for time spent in meetings which occur outside his or her working hours, or on days off, by mutual consent. Such time spent during the Job ▇▇▇▇▇▇▇’▇ or the 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 ▇▇▇▇▇▇▇ or the designated alternate. The Employer recognizes the employee’s right to be given requested representation by a ▇▇▇▇▇▇▇, or the designated alternate, at such time as the employee reasonably contemplates disciplinary action. The Employer also recognizes the ▇▇▇▇▇▇▇’▇ right to be given requested representation by another ▇▇▇▇▇▇▇, or the designated alternate, at such time as the ▇▇▇▇▇▇▇ reasonably contemplates disciplinary action. When requested by the Union or the employee, there shall be a ▇▇▇▇▇▇▇ present whenever the Employer meets with an employee concerning grievances or discipline or investigatory interviews. In such cases, the meeting shall not be continued until the ▇▇▇▇▇▇▇ or alternate ▇▇▇▇▇▇▇ is present. If an employee does not wish to have a Union ▇▇▇▇▇▇▇ in any meeting where the employee has a right to Union representation under this Article, the employee shall sign a waiver of Union representation, a copy of which shall be furnished to the Union upon its request. If requested by the Local Union, the designated Stewards will be provided with copies of all warning, suspension and discharge letters. If a Supplement has no provision allowing a Local Union to request documents/information with regard to pending grievances, the following shall be incorporated into the Supplement: “The Employer shall, upon written request, provide the Local Union or the ▇▇▇▇▇▇▇ designated by the Local Union, with documents/information that is reasonably related (based on NLRA standards) to the pending grievance.” Job Stewards, or designated alternates, shall be allowed to wear an identifying ▇▇▇▇▇▇▇’▇ badge, provided by the Union, at all times while on the Employer’s premises.

Stewards. The Employer recognizes Recognizing the right importance of the Local role of the Union to designate Job Stewards ▇▇▇▇▇▇▇ in re- solving problems or disputes between the Employer 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 exceedits employ- ees, the following duties and activities: (a) The investigation and presentation Employer reaffirms its commitment to the active involve- ment of grievances with the Employer or the designated company representative union stewards in such processes in accordance with the provisions terms of the 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 Employer's business. 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 Unionthis Article. The Employer recognizes these limitations upon the authorized Job Stewards and their alternates, and shall not hold the Union liable for any unauthorized acts. The Employer in so recognizing such limitations shall have the authority to impose proper, nondiscriminatory discipline, including discharge. However, in the event the Job ▇▇▇▇▇▇▇ or the representative or the designated alternate has ledshall be permitted reasonable time to investi- gate, present and process grievances on the Company’s property without interruption of the Employer’s operation. Upon notification to his or instigated 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 encouraged unauthorized strike action, slowdown or work stoppages discipline so long as such activity does not interrupt the Employer’s operations. This shall include the ▇▇▇▇▇▇▇’▇ right to represent an employee in violation connection with any grievance concerning safety issues. The Employer will make a reasonable ef- fort to ensure that its operations are not interrupted by the ▇▇▇▇▇▇▇’▇ engaging in such activity. The Employer shall not use interruption of this Agreement he/she may be singled out its operation as a subterfuge for more serious discipline, up denying such right to and including dischargethe ▇▇▇▇▇▇▇. Stewards and/or alternate stewards shall not be subject to discipline for performing any of the duties within the scope of their authority as defined in this Section, in the manner permitted by in this Section. Recognizing Where mutually agreed to by the importance Local Union and the Employer, stewards may investigate off the property or other than during their regular schedule, without loss of time or pay. Stewards will be paid for time spent in meetings under this Article which occur during the role of the Union ▇▇▇▇▇▇▇’▇ regular working hours. Stewards shall also be paid for time spent at the meetings which occur outside his or her working hours, or on days off, by mutual consent. Such time spent during the Job ▇▇▇▇▇▇▇’▇ or the designated alternate’s regular working hours shall be considered working hours in resolving problems or disputes between computing daily and/or weekly overtime if within the Employer and its employees, regular schedule of the Employer reaffirms its commitment to the active involvement of union stewards in such processes in accordance with the terms of this Article. The Job ▇▇▇▇▇▇▇ or the designated alternate. The Employer recognizes the employee’s right to be given requested representation by a ▇▇▇▇▇▇▇ or the designated alternate at such time as the employee reasonably contemplates disciplinary action. The Employer also recognizes the ▇▇▇▇▇▇▇’▇ right to be given requested representation by another ▇▇▇▇▇▇▇, or the designated alternate, at such time as the ▇▇▇▇▇▇▇ reasonably contemplates disciplinary ac- tion. When requested by the Union or the employee, there shall be permitted reasonable time a ▇▇▇▇▇▇▇ present whenever the Employer meets with an employee concerning grievances or discipline or investigatory interviews. In such cases, the meeting shall not be continued until the ▇▇▇▇▇▇▇ or alternate ▇▇▇▇▇▇▇ is present. If an employee does not wish to investigatehave a Union ▇▇▇▇▇▇▇ present in any meeting where the employee has the right to Union representa- tion under this Article, present and process grievances on the Company's property without interruption employee shall sign a waiver of Union representation in the presence of the Employer's operationUnion ▇▇▇▇▇▇▇. UponA copy of the waiver shall be furnished to the Union upon its request. If requested by the Local Union, the designated Stewards will be provided with copies of all Warning, Suspension and Discharge let- ters. The Employer shall, upon written request, provide the Local Union or the ▇▇▇▇▇▇▇ designated by the Local Union, with docu- ments/information that is reasonably related (based on NLRA ▇▇▇▇- dards) to the pending grievance. In cases of voluntary resignation, the employee has the right to have a ▇▇▇▇▇▇▇ present, or if the ▇▇▇▇▇▇▇ is not available, another hourly paid employee can witness the resignation. If an employee who is voluntarily resigning does not wish to have a ▇▇▇▇▇▇▇ or other employee present the employee shall sign a waiver statement to this effect in the presence of a Union ▇▇▇▇▇▇▇ or another hourly paid employee.

Stewards. The Employer recognizes the right of the Local Union to designate Job Stewards job stewards and alternates from the Employer's ’s seniority list. The authority of Job Stewards 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 the Employer his Em- ployer or the designated company Company representative in accordance with the provisions of the collective bargaining agreement:Agreement; (b) The collection of dues when authorized by appropriate Local Union action; and (c) The transmission of such messages and information, information which shall originate with, and are authorized by by, the Local Union or its officers, officers provided such messages message and information: (1) have . Have been reduced to writing; : or; (2) if . If not reduced to writing, are of a routine nature and do not involve work stoppages, slowdowns, refusal to handle goods, goods or any other interference with the Employer's ’s business. Job Stewards stewards and alternates alter- nates have no authority to take strike action action, or any other action interrupting action, in- terrupting the Employer's business, ’s business except as authorized by official action of the Local Union. The Employer recognizes these limitations limita- tions upon the authorized Job Stewards job stewards and their alternates, and shall not hold the Union liable for any unauthorized acts. The Employer in so recognizing such limitations shall have the authority to impose proper, nondiscriminatory discipline, including discharge. HoweverHowev- er, in the event the Job job ▇▇▇▇▇▇▇ ▇, or the designated alternate alternate, has led, or instigated instigated, or encouraged unauthorized strike action, slowdown slowdowns, or work stoppages in violation of this Agreement Agreement, he/she may be singled sin- gled 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 as defined in this Section, in the manner permitted by this Section. Recognizing the importance of the role of the Union ▇▇▇▇▇▇▇ in resolving problems or disputes between the Employer and its employees, the Employer reaffirms its commitment to the active involvement of union stewards in such processes in accordance with the terms of this Article. The Job ▇▇▇▇▇▇▇ or the designated alternate shall be permitted reasonable time to investigate, present and process grievances on the Company's property without interruption of the Employer's operation. Upon.

Stewards. The Employer recognizes the right of the Local Union to designate Job Stewards job stewards and alternates from the Employer's seniority listalternates. The authority of Job Stewards job stewards and alternates so designated by the Local Union shall be limited to, to and shall not exceed, exceed the following duties and activities: (a) A. The investigation and presentation of grievances with the Employer or the designated company representative in accordance with the provisions of the collective bargaining agreement:; (b) B. The collection of dues when authorized by appropriate Local Union action; and: (c) C. The transmission of such messages and information, information which shall originate with, with and are authorized by the Local Union 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, slowdowns and refusal to handle goods, or any other interference with the Employer's ’s business. Job Stewards stewards and alternates have no authority to take strike action or any other action interrupting the Employer's ’s business, except as authorized by official action of by the Local Union. The Employer recognizes these limitations upon the authorized Job Stewards authority of job stewards and their alternates, alternates and shall not hold the Union liable for any unauthorized acts. The Employer in agrees to permit Union stewards to post and maintain Union notices within the business establishment or premises when expressly authorized to do so recognizing such limitations shall have by the authority to impose proper, nondiscriminatory discipline, including dischargeUnion. However, in the event the Job One ▇▇▇▇▇▇▇ 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 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 as defined in this Section, in the manner permitted by this Section. Recognizing the importance of the role of the Union ▇▇▇▇▇▇▇ in resolving problems or disputes between the Employer and its employees, the Employer reaffirms its commitment to the active involvement of union stewards in such processes in accordance with the terms of this Article. The Job ▇▇▇▇▇▇▇ or the designated alternate per department shall be permitted reasonable time to investigate, present and process grievances on the Company's Company property without interruption loss of time or pay during his/her regular working hours. Stewards, not alternate stewards, will also be allowed in one calendar year up to forty (40) hours in a contract expiration year, and up to twenty (20) hours any other year to attend Union meetings when it is mutually agreed to by the Union and Employer. Such agreement will be in writing and approved by the Superintendent and/or his designee. Such time during regular working hours shall be working hours computing daily and/or weekly overtime if within the regular schedule of the Employer's operation. Uponemployee.

Stewards. The Employer Company recognizes the right of the Local Union to designate Job Stewards job stewards and alternates from the Employer's 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:The (a) The investigation and presentation of grievances with the Employer his/her Company or the designated company Company representative in accordance with the provisions of the 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, 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 refusals to handle goods, or any other interference with the Employer's Company’s business. Job When requested by the employee, there shall be a ▇▇▇▇▇▇▇ present whenever the Company meets with the employee to conduct inves- tigatory interviews which may result in discipline or discharge or to discuss a grievance. If a ▇▇▇▇▇▇▇ is unavailable, the employee may designate a bargaining unit member who is immediately available at the service center at the time of the meeting to be present. Meetings or interviews shall not begin until the ▇▇▇▇▇▇▇ or designated bar- gaining unit member, if requested, is present. 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 Employer's Company’s business, except as authorized by official action of the Local Union. The Employer recognizes Company rec- ognizes these limitations upon the authorized Job Stewards and their alternates, and shall not hold the Union liable for any unauthorized unautho- rized acts. The Employer Company in so recognizing such limitations shall have the authority to impose proper, nondiscriminatory discipline, including discharge. However, in the event the Job ▇▇▇▇▇▇▇ or the designated alternate has led, or instigated or encouraged unauthorized unautho- rized strike action, slowdown or work stoppages in violation of this Agreement 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 as and defined in this Section, in the manner permitted by this Section. Recognizing the importance of the role of the Union ▇▇▇▇▇▇▇ in resolving problems or disputes between the Employer and its employees, the Employer reaffirms its commitment to the active involvement of union stewards in such processes in accordance with the terms of this Article. The Job ▇▇▇▇▇▇▇ or the designated alternate shall be permitted reasonable reason- able time to investigate, present and process grievances on the Company's ’s property without interruption of the Company’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 operation’s operations. UponThe 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 ▇▇▇▇▇▇▇.”

Stewards. The Employer recognizes the right of the Local Union to designate Job Stewards job stewards and alternates from the Employer's ’s seniority list. The authority of Job Stewards 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 the Employer his Em- ployer or the designated company Company representative in accordance with the provisions of the collective bargaining agreement:Agreement; (b) The collection of dues when authorized by appropriate Local Union action; and (c) The transmission of such messages and information, information which shall originate with, and are authorized by by, the Local Union or its officers, officers provided such messages message and information: (1) have . Have been reduced to writing; , or; (2) if . If not reduced to writing, are of a routine nature and do not involve work stoppages, slowdowns, refusal to handle goods, goods or any other interference with the Employer's ’s business. Job Stewards stewards and alternates have no authority to take strike action action, or any other action action, interrupting the Employer's business, ’s business except as authorized by official action of the Local Union. The Employer recognizes rec- ognizes these limitations upon the authorized Job Stewards job stewards and their alternates, and shall not hold the Union liable for any unauthorized acts. The Employer in so recognizing such limitations shall have the authority to impose proper, nondiscriminatory discipline, including discharge. However, in the event the Job job ▇▇▇▇▇▇▇ ▇, or the designated alternate alternate, has led, or instigated instigated, or encouraged unauthorized strike actionac- tion, slowdown slowdowns, or work stoppages in violation of this Agreement 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 as defined in this Section, in the manner permitted by this Section. Recognizing the importance of the role of the Union ▇▇▇▇▇▇▇ in resolving problems or disputes between the Employer and its employees, the Employer reaffirms its commitment to the active involvement of union stewards in such processes in accordance with the terms of this Article. The Job job ▇▇▇▇▇▇▇ or the designated alternate shall be permitted reasonable rea- sonable time to investigate, present and process grievances on the Company's company property without interruption of the Employer's ’s operation; and where mutually agreed to by the Local Union and Employer, off the property or other than during their regular schedule without loss of time or pay. UponSuch time spent in handling grievances during the

Stewards. The Employer recognizes the right of the Local Union to designate Job Stewards and alternates from the Employer's ’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 the 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; 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 Employer's ’s business. Job Stewards and alternates have no authority to take strike action or any other action interrupting the Employer's ’s business, except as authorized by official action of the Local Union. The Employer recognizes these limitations upon the authorized Job Stewards and their alternates, and shall not hold the Union liable for any unauthorized acts. The Employer in so recognizing such limitations shall have the authority to impose proper, nondiscriminatory discipline, 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 violation of this 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 as defined in this Section, in the manner permitted by this Section. Recognizing the importance of the role of the Union ▇▇▇▇▇▇▇ in resolving problems or disputes between the Employer and its employees, the Employer reaffirms its commitment to the active involvement of union stewards in such processes in accordance with the terms of this Article. The Job ▇▇▇▇▇▇▇ or the designated alternate shall be permitted reasonable time to investigate, present and process grievances on the Company's ’s property without interruption of the Employer's ’s operation. UponUpon 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 represent a fellow employee concerning grievances or discipline so long as such activity does not interrupt the Employer’s operations. The Employer will make a reasonable effort to insure that its operations are not interrupted by the ▇▇▇▇▇▇▇’▇ engaging in such activity. The Employer shall not use interruption of its operation as a subterfuge for denying such right to the ▇▇▇▇▇▇▇. Where mutually agreed to by the Local Union and Employer, stewards may investigate off the property or other than during their regular schedule, without loss of time or pay. Stewards will be paid for time spent in meetings under this Article which occur during the ▇▇▇▇▇▇▇’▇ regular working hours. Stewards shall also be paid for time spent in meetings which occur outside his or her working hours, or on days off, by mutual consent. Such time spent during the Job ▇▇▇▇▇▇▇’▇ or the 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 ▇▇▇▇▇▇▇ or the designated alternate. The Employer recognizes the employee’s right to be given requested representation by a ▇▇▇▇▇▇▇, or the designated alternate, at such time as the employee reasonably contemplates disciplinary action. The Employer also recognizes the ▇▇▇▇▇▇▇’▇ right to be given requested representation by another ▇▇▇▇▇▇▇, or the designated alternate, at such time as the ▇▇▇▇▇▇▇ reasonably contemplates disciplinary action. When requested by the Union or the employee, there shall be a ▇▇▇▇▇▇▇ present whenever the Employer meets with an employee concerning grievances or discipline or investigatory interviews. In such cases, the meeting shall not be continued until the ▇▇▇▇▇▇▇ or alternate ▇▇▇▇▇▇▇ is present. If an employee does not wish to have a Union ▇▇▇▇▇▇▇ in any meeting where the employee has a right to Union representation under this Article, the employee shall sign a waiver of Union representation, a copy of which shall be furnished to the Union upon its request. If requested by the Local Union, the designated Stewards will be provided with copies of all warning, suspension and discharge letters. If a Supplement has no provision allowing a Local Union to request documents/information with regard to pending grievances, the following shall be incorporated into the Supplement: “The Employer shall, upon written request, provide the Local Union or the ▇▇▇▇▇▇▇ designated by the Local Union, with documents/information that is reasonably related (based on NLRA standards) to the pending grievance.” Job Stewards, or designated alternates, shall be allowed to wear an identifying ▇▇▇▇▇▇▇’▇ badge, provided by the Union, at all times while on the Employer’s premises.

Stewards. The Employer recognizes the right of the Local Union to designate Job Stewards and alternates from the Employer's ’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 the 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; 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 message and information: (1) have Have been reduced to writing; or (2) if 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 ’s business. Job Stewards and alternates have no authority to take strike action or any other action interrupting the Employer's ’s business, except as authorized by official action of the Local Union. The Employer recognizes these limitations upon the authorized Job Stewards and their alternates, and shall not hold the Union liable for any unauthorized acts. The Employer in so recognizing such limitations shall have the authority to impose proper, nondiscriminatory discipline, 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 violation of this Agreement 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 as defined in this Section, in the manner permitted by this Section. Recognizing the importance of the role of the Union ▇▇▇▇▇▇▇ in resolving problems or disputes between the Employer and its employees, the Employer reaffirms its commitment to the active involvement of union stewards in such processes in accordance with the terms of this Article. The Job ▇▇▇▇▇▇▇ or the designated alternate shall be permitted reasonable time to investigate, present and process grievances on the Company's ’s property without interruption of the Employer's ’s operation. UponUpon 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 represent a fellow employee concerning grievances or discipline so long as such activity does not interrupt the Employer’s operations. The Employer shall make a reasonable effort to insure that its operations are not interrupted by the ▇▇▇▇▇▇▇’▇ engaging in such activity. The Employer shall not use interruption of its operation as a subterfuge for denying such right to the ▇▇▇▇▇▇▇. Where mutually agreed to by the Union and Employer, stewards may investigate off the property or other than during their regular schedule, without loss of time or pay. Stewards shall be paid for time spent in meetings under this Article which occur during the ▇▇▇▇▇▇▇’▇ regular working hours. ▇▇▇▇▇▇▇▇ shall also be paid for time spent at meetings which occur outside his or her working hours, or on days off, by mutual consent. Such time spent during the Job ▇▇▇▇▇▇▇’▇ or the 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 ▇▇▇▇▇▇▇ or the designated alternate. The Employer recognizes the employee’s right to be given requested representation by a ▇▇▇▇▇▇▇, or the designated alternate, at such time as the employee reasonably contemplates disciplinary action. The Employer also recognizes the ▇▇▇▇▇▇▇’▇ right to be given requested representation by another ▇▇▇▇▇▇▇, or the designated alternate, at such time as the ▇▇▇▇▇▇▇ reasonably contemplates disciplinary action. When requested by the Union or the employee, there shall be a ▇▇▇▇▇▇▇ present whenever the Employer meets with an employee concerning grievances or discipline or investigatory interviews. In such cases, the meeting shall not be continued until the ▇▇▇▇▇▇▇ or alternate ▇▇▇▇▇▇▇ is present. If an employee does not wish to have a Union ▇▇▇▇▇▇▇ present in any meeting where the employee has a right to Union representation under this Article, the employee shall sign a waiver of Union representation, a copy of which shall be furnished to the Union upon its request. If requested by the Union, the designated Stewards shall be provided with copies of all warning, suspension and discharge letters. Job Stewards, or designated alternates, shall be allowed to wear an identifying ▇▇▇▇▇▇▇’▇ badge, provided by the Union, at all times while on the Employer’s premises.

Stewards. The Employer recognizes the right of the Local Union to designate Job Stewards and alternates from the Employer's ’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 the 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; 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 Employer's ’s business. Job Stewards and alternates have no authority to take strike action or any other action interrupting the Employer's ’s business, except as authorized by official action of the Local Union. The Employer recognizes these limitations upon the authorized Job Stewards and their alternates, and shall not hold the Union liable for any unauthorized unau- thorized acts. The Employer in so recognizing such limitations shall have the authority to impose proper, nondiscriminatory disciplinedisci- ▇▇▇▇▇, 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 violation ▇▇▇▇▇- tion of this 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 as defined in this Section, in the manner permitted by this Section. Recognizing the importance of the role of the Union ▇▇▇▇▇▇▇ in resolving problems or disputes between the Employer and its employees, the Employer reaffirms its commitment to the active involvement of union stewards in such processes in accordance with the terms of this Article. The Job ▇▇▇▇▇▇▇ or the designated alternate shall be permitted reasonable time to investigate, present and process grievances on the Company's property without interruption of the Employer's operation. Upon.

Stewards. The Employer recognizes the right of the Local Union to designate Job Stewards one job ▇▇▇▇▇▇▇ and alternates from the Employer's seniority listone alternate in ▇▇▇▇▇▇▇▇ County. Employees shall be represented by a ▇▇▇▇▇▇▇ who must be a regular employee and working in ▇▇▇▇▇▇▇▇ County. The authority author ity of Job Stewards job ▇▇▇▇▇▇▇ and alternates alternate, so designated by the Local Union shall be limited to, to and shall not exceed, exceed the following duties and activities: (a) 1. The investigation and presentation of grievances with the Employer or the designated company representative Employer representative, in accordance with the provisions of the collective bargaining agreement:Collective Bargaining Agreement; (b) The collection of dues when authorized by appropriate Local Union action; and (c) 2. The transmission of such messages and information, information which shall sh~ll originate with, and are authorized by the Local Union or its officers, provided such messages and information:information‌ (1a) have been reduced to writing; or, (2b) if not reduced to writing, are of a routine nature and do not involve work stoppages, slowdownsslow-downs, refusal to handle goods, or any other interference with the Employer's business. 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 authorized Job Stewards and their alternates, and shall not hold the Union liable for any unauthorized acts. The Employer in so recognizing such limitations shall have the authority to impose proper, nondiscriminatory discipline, including discharge. However, in the event the Job ▇▇▇▇▇▇▇ or the designated alternate has ledalternate, during working hours without los$ of time or instigated or encouraged unauthorized strike actionpay, slowdown or work stoppages may, in violation accordance with terms of this 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 as defined in this Section, in investigate and present grievances to the manner permitted by this Section. Recognizing the importance of the role of the Union Employer, upon having advised their ▇▇▇▇▇▇▇ in resolving problems or disputes between the Employer and its employees, the Employer reaffirms its commitment to the active involvement of union stewards in such processes in accordance with the terms of this Articlesame. The Job ▇▇▇▇▇▇▇ or the designated alternate shall be permitted reasonable will ▇▇▇▇▇ permission and provide sufficient time to investigatethe ▇▇▇▇▇▇▇ to leave work for these purposes. The privilege of ▇▇▇▇▇▇▇ leaving work during working hours without loss of time or pay is subject to the understanding that the time will be devoted to the proper handling of grievances and will not be abused; the ▇▇▇▇▇▇▇ will perform regularly assigned work at all times, present except Wllell necessary to leave work to handle grievances as provided herein. Any alleged abuse will be a proper subject for an Employer grievance. The Union and process grievances on the Company's property without Employer agree that both desire uninterrupted operations. Each party agrees, in consideration of the provisions of this Agreement, that t~e parties shall look to the grievance arbitration procedure contained in thi~ Article as the sole and exclusive method for resolving tlleir contract disputes. The Union for its part agrees that it will not cause, permit, authorize, sanction, encourage or condone any strike, work stoppage, slowdown, or any other interruption of work or interference with the Employer's operationoperations of the Employer.‌ In the event activity prohibited by this Article occurs during the life of this Agreement, the Union, its officers, agents, ▇▇▇▇▇▇▇, and each of them, shall have an affirmative obligation and duty, and in connection therewith, shall exercise whatever powers they possess and take whatever steps are necessary and proper to end such improper activity. UponThe Union agrees that the Employer is entitled to expect and rely upon this Article as providing the Employer with uninterrupted operations during the life of this Agreement. Any employee who shall participate in any strike, work stoppage, slowdown, or any other interruption of work in violation of this Article, shall subject himself to immediate disciplinary action up to and including discharge without recourse to the grievance-arbitration procedure. The Employer for its part agrees that it will not engage in any lockout nor will the Employer provoke a strike.

Stewards. The Employer Program recognizes the right of the Local Union to designate Job Stewards and alternates from the Employer's seniority listProgram’s Seniority List. Stewards so designated by the Union shall have the “superseniority” rights specified in Article 5 of this Agreement. There will be a ▇▇▇▇▇▇▇ in each location. The ▇▇▇▇▇▇▇ will be permitted to investigate, present and process grievances at the location where he is employed (which shall include the lo- cation where his unit is working on a particular day), provided that this will not interfere with the efficient operation of his job or unit, and that he will make advance arrangement with his immedi- ate supervisor at the time and place involved. Permission will not be unreasonably withheld. Such time spent in handling grievances shall be considered working hours in computing overtime. The authority of Job Stewards and alternates alternates, so designated by the Local Union Union, shall be limited to, to and shall not exceed, exceed the following duties and activities: (a) The investigation and presentation of grievances with to the Employer Program or the designated company Program representative in accordance with the provisions of the collective bargaining agreement:this Agreement. (b) The collection of dues when authorized by appropriate Local Union action; and. (c) The transmission of such messages and information, information which shall originate with, and are authorized by the Local Union Union, or its officers, provided such messages and informationinfor- mation: (1) have . Have been reduced to writing; , or (2) if . If not reduced to writing, are of a routine nature and do not involve work stoppagesstoppage, slowdowns, refusal refusals to handle goods, or any other interference with the Employer's businessProgram’s operations; provided, however, that the activities referred to in (a), (b) and (c) shall not be performed in such fashion as to unreasonably conflict with the ▇▇▇▇▇▇▇’▇ work duties. Job Stewards and alternates have no authority to take strike action or any other action interrupting inter- rupting the Employer's businessProgram’s operations, except as authorized by official action of the Local Union. The Employer Program recognizes these limitations upon the authorized Job authority of Stewards and their alternates, alter- nates and shall not hold the Union liable for any unauthorized acts. The Employer Program in so recognizing such limitations shall have the authority to impose proper, nondiscriminatory proper discipline, including discharge. However, in the event the Job ▇▇▇▇▇▇▇ or the designated alternate has led, or instigated or encouraged taken unauthorized strike action, slowdown or work stoppages stoppage in violation of this 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 as defined in this Section, in the manner permitted by this Section. Recognizing the importance of the role of the Union ▇▇▇▇▇▇▇ in resolving problems or disputes between the Employer and its employees, the Employer reaffirms its commitment to the active involvement of union stewards in such processes in accordance with the terms of this Article. The Job ▇▇▇▇▇▇▇ or the designated alternate shall be permitted reasonable time to investigate, present and process grievances on the Company's property without interruption of the Employer's operation. UponAgreement.

Stewards. Section 1. The Employer employer recognizes the right of the Local Union to designate Job Stewards job stewards and alternates from the The Employer's ’s seniority list. The authority of Job Stewards the 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 the his Employer or the designated company representative official in accordance with – the provisions of the 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 is authorized by the Local Union or its officers, provided such messages and information: (1) have Have been reduced to writing; , or (2) if If not reduced to writing, are of a routine nature and do not involve work stoppages, slowdownsslow downs, refusal to handle goods, or any other interference with the Employer's ’s business. Section 2. Job Stewards stewards and alternates have no authority to take strike action action, or any other action interrupting the Employer's ’s business, except as authorized by official action of the Local Union. The Employer recognizes these limitations upon the authorized Job Stewards authority of the job stewards and their alternates, and shall not hold the Union liable for any unauthorized acts. The Employer in is so recognizing such limitations shall have the authority to impose proper, nondiscriminatory proper discipline, including discharge. However, in the event the Job shop ▇▇▇▇▇▇▇ or the designated alternate has led, or instigated or encouraged taken unauthorized strike action, slowdown slow down or work stoppages stoppage in violation of this Agreement he/she may be singled out for more serious discipline, up to and including dischargeAgreement. Section 3. Stewards and/or alternate stewards shall not be subject to discipline for performing any of the duties within the scope of their authority as defined in this Section, in the manner permitted by this Section. Recognizing the importance of the role of the Union ▇▇▇▇▇▇▇ in resolving problems or disputes between the Employer and its employees, the Employer reaffirms its commitment to the active involvement of union stewards in such processes in accordance with the terms of this Article. The Job ▇▇▇▇▇▇▇ or the designated alternate shall be permitted reasonable time to investigate, present and process grievances on the Company's company property, without loss of time or pay during his regular working hours and without interrupting the Employer’s operation. Stewards may call group meetings, where mutually agreed to by the local union and the employer, off the property during his regular schedule without interruption loss of time or pay. Such time spent in handling grievance shall be considered working hours in computing daily and/or weekly overtime if within the regular work schedule of the Employer's operation▇▇▇▇▇▇▇. Section 4. UponWhen the Union designates a job ▇▇▇▇▇▇▇ at an individual site of an Employer who has more than one site, the job ▇▇▇▇▇▇▇ shall be assigned to the same warehouse in which he was designated as a ▇▇▇▇▇▇▇ unless it is necessary for the job ▇▇▇▇▇▇▇ to exercise his seniority to retain his employment.

Stewards. The Employer recognizes the right of the Local Union to designate Job Stewards and alternates from the Employer's ’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 the Employer Em- ployer 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; 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 in- volve work stoppages, slowdowns, refusal to handle goods, or any other interference with the Employer's ’s business. Job Stewards and alternates have no authority to take strike action or any other action interrupting the Employer's ’s business, except as authorized by official action of the Local Union. The Employer recognizes rec- ognizes these limitations upon the authorized Job Stewards and their alternates, alternates and shall not hold the Union liable for any unauthorized unautho- rized acts. The Employer in so recognizing such limitations shall have the authority to impose proper, nondiscriminatory discipline, including discharge. However, in the event the Job ▇▇▇▇▇▇▇ or the designated alternate has led, or instigated or encouraged unauthorized unautho- rized strike action, slowdown or work stoppages in violation of this 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 as defined in this Section, in the manner permitted by this Section. Recognizing the importance of the role of the Union ▇▇▇▇▇▇▇ in resolving problems or disputes between the Employer and its employeesem- ployees, the Employer reaffirms its commitment to the active involvement in- volvement of union stewards in such processes in accordance with the terms of this Article. The Job ▇▇▇▇▇▇▇ or the designated alternate shall be permitted reasonable rea- sonable time to investigate, present and process grievances on the Company's ’s property without interruption of the Employer's operation’s opera- tion. UponUpon 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. This shall include the ▇▇▇▇▇▇▇’▇ right to represent an employee in con- nection with any grievance concerning safety issues. The Employer will make a reasonable effort to insure that its operations are not interrupted by the ▇▇▇▇▇▇▇’▇ engaging in such activity. The Employ- er shall not use interruption of its operation as a subterfuge for ▇▇- ▇▇▇▇▇ such right to the ▇▇▇▇▇▇▇. Where mutually agreed to by the Local Union and Employer, stew- ards may investigate off the property or other than during their reg- ular schedule, without loss of time or pay. Stewards will be paid for time spent in meetings under this Article which occur during the ▇▇▇▇▇▇▇’▇ regular working hours. ▇▇▇▇▇▇▇▇ shall also be paid for time spent in meetings which occur outside his or her working hours, or on days off, by mutual consent. Such time spent during the Job ▇▇▇▇▇▇▇’▇ or the 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 ▇▇▇▇▇▇▇ or the designated alternate. The Employer recognizes the employee’s right to be given request- ed representation by a ▇▇▇▇▇▇▇, or the designated alternate, at such time as the employee reasonably contemplates disciplinary action. The Employer also recognizes the ▇▇▇▇▇▇▇’▇ right to be given re- quested representation by another ▇▇▇▇▇▇▇, or the designated alter- nate, at such time as the ▇▇▇▇▇▇▇ reasonably contemplates disci- plinary action. When requested by the Union or the employee, there shall be a ▇▇▇▇▇▇▇ present whenever the Employer meets with an employee concerning grievances or discipline or investigatory in- terviews. In such cases, the meeting shall not be continued until the ▇▇▇▇▇▇▇ or alternate ▇▇▇▇▇▇▇ is present. If an employee does not wish to have a Union ▇▇▇▇▇▇▇ in any meeting where the employee has a right to Union representation under this Article, the employee shall sign a waiver of Union rep- resentation, a copy of which shall be furnished to the Union upon its request. If requested by the Local Union, the designated Stewards will be provided with copies of all warning, suspension and discharge let- ters. The Employer shall, upon written request, provide the Local Union or the ▇▇▇▇▇▇▇ designated by the Local Union, with docu- ments/information that is reasonably related (based on NLRA ▇▇▇▇- dards) to the pending grievance. Job Stewards, or designated alternates, shall be allowed to wear an identifying ▇▇▇▇▇▇▇’▇ badge, provided by the Union, at all times while on the Employer’s premises.

Stewards. The Employer recognizes the right of the Local Union to designate Job Stewards job stewards and alternates from the Employer's ’s seniority list. The authority of Job Stewards 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 the his Employer or the designated company Company representative in accordance accor- dance with the provisions of the collective bargaining agreement:Agreement; (b) The collection of dues when authorized by appropriate Local Union action; and (c) The transmission of such messages and information, information which shall originate with, and are authorized by by, the Local Union or its officers, offi- cers provided such messages message and information: (1) have . Have been reduced to writing; , or; (2) if . If not reduced to writing, are of a routine nature and do not involve work stoppages, slowdowns, refusal to handle goods, goods or any other interference with the Employer's ’s business. Job Stewards stewards and alternates have no authority to take strike action action, or any other action action, interrupting the Employer's business, ’s business except as authorized by official action of the Local Union. The Employer recognizes rec- ognizes these limitations upon the authorized Job Stewards job stewards and their alternates, and shall not hold the Union liable for any unauthorized acts. The Employer in so recognizing such limitations shall have the authority to impose proper, nondiscriminatory discipline, including discharge. However, in the event the Job job ▇▇▇▇▇▇▇ ▇, or the designated alternate alternate, has led, or instigated instigated, or encouraged unauthorized strike action, slowdown slowdowns, or work stoppages in violation of this Agreement 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 as defined in this Section, in the manner permitted by this Section. Recognizing the importance of the role of the Union ▇▇▇▇▇▇▇ in resolving problems or disputes between the Employer and its employees, the Employer reaffirms its commitment to the active involvement of union stewards in such processes in accordance with the terms of this Article. The Job job ▇▇▇▇▇▇▇ or the designated alternate shall be permitted reasonable rea- sonable time to investigate, present and process grievances on the Company's company property without interruption of the Employer's operation’s opera- tion; and where mutually agreed to by the Local Union and Employer, off the property or other than during their regular sched- ule without loss of time or pay. UponSuch time spent in handling griev- ances during the job ▇▇▇▇▇▇▇’▇ or the 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 ▇▇▇▇▇▇▇ or the designated alternate. The Employer recognizes the employee’s right to be given requested representation by a stew- ard or the designated alternate at such time as the employee reason- ably contemplates disciplinary action. The Employer also recog- nizes the ▇▇▇▇▇▇▇’▇ right to be given requested representation by another ▇▇▇▇▇▇▇ or the designated alternate at such time as the stew- ard reasonably contemplates disciplinary action.