Common use of Time Off for Processing Grievances/Appeals Clause in Contracts

Time Off for Processing Grievances/Appeals. ‌ A. Reasonable time off without loss of pay shall be given to: 1. an employee who has a grievance/appeal in order to attend a meeting with his or her supervisor or other person with authority under the grievance/appeal procedure to resolve the matter or to meet with his or her grievance/appeal representative; 2. an authorized grievance/appeal representative in order to attend a meeting with the represented grievant's/appellant's supervisor or other person with authority under the grievance/appeal procedure to resolve the grievance/appeal or to obtain facts concerning the action grieved/appealed through discussion with the grievant/appellant or other employees or through examination of appropriate County records or locations relating to the grievance/appeal. B. The following restrictions shall apply in all cases to activity authorized in Section 5.A., above: 1. Before performing grievance/appeal work, the grievant/appellant or grievance/appeal representative shall obtain permission of his or her supervisor and shall report back to the supervisor when the grievance/appeal work is completed. 2. Neither the grievant/appellant nor the grievance/appeal representative shall interrupt or leave his or her job to perform grievance/appeal work if his or her supervisor determines that such interruption or absence will unduly interfere with the work of the unit in which the grievant/appellant or representative is employed. However, an effort will be made to grant such time off as soon as it is feasible to do so. 3. When an authorized grievance/appeal representative must go into another section or unit to investigate a grievance/appeal, the representative shall be permitted to do so provided that: a. the representative checks in and checks out with the supervisor of the unit; and b. such investigation does not unduly interfere with the work of the unit.

Time Off for Processing Grievances/Appeals. ‌ A. Reasonable time off without loss of pay shall be given to: 1. an employee who has a grievance/appeal in order to attend a meeting with his or her supervisor or other person with authority under the grievance/appeal procedure to resolve the matter or to meet with his or her grievance/appeal representative; 2. an authorized grievance/appeal representative in order to attend a meeting with the represented grievant's/appellant's supervisor or other person with authority under the grievance/appeal procedure to resolve the grievance/appeal or to obtain facts concerning the action grieved/appealed through discussion with the grievant/appellant or other employees or through examination of appropriate County records or locations relating to the grievance/appeal. B. The following restrictions shall apply in all cases to activity authorized in Section 5.A., above: 1. Before performing grievance/appeal work, the grievant/appellant or grievance/appeal representative shall obtain permission of his or her supervisor and shall report back to the supervisor when the grievance/appeal work is completed. 2. Neither the grievant/appellant nor the grievance/appeal representative shall interrupt or leave his or her job to perform grievance/appeal work if his or her supervisor determines that such interruption or absence will unduly interfere with the work of the unit in which the grievant/appellant or representative is employed. However, an effort will be made to grant such time off as soon as it is feasible to do so. 3. When an authorized grievance/appeal representative must go into another section or unit to investigate a grievance/appeal, the representative shall be permitted to do so provided that: a. the representative checks in and checks out with the supervisor of the unit; and b. such investigation does not unduly interfere with the work of the unit.

Time Off for Processing Grievances/Appeals. ‌ A. Reasonable time off without loss of pay shall be given to: 1. an employee who has a grievance/appeal appeal, in order to attend a meeting with his or her supervisor or other person with authority under the grievance/appeal procedure to resolve the matter matter, as prescribed herein, or to meet with his or her grievance/appeal representative; 2. an authorized grievance/appeal representative representative, in order to attend a meeting with the represented grievant'sgrievant’s/appellant's supervisor or other person with authority under the grievance/appeal procedure to resolve the grievance/appeal appeal, as prescribed herein, or to obtain facts concerning the action grieved/appealed through discussion with the grievant/appellant or other employees employees, or through examination review of appropriate County records or locations relating to the grievance/appeal. B. The following restrictions shall apply in all cases to activity authorized in Section 5.A., above: 1. Before performing grievance/appeal work, the grievant/appellant or grievance/appeal representative shall obtain permission of his or her supervisor and shall report back to the supervisor when the grievance/appeal work is completed. 2. Neither the grievant/appellant nor the grievance/appeal representative shall interrupt or leave his or her job to perform grievance/appeal work if unless his or her supervisor determines that such interruption or absence will not unduly interfere with the work of the unit in which the grievant/appellant or representative is employed. However, an effort will be made to grant such time off as soon as it is feasible to do so. 3. When an authorized grievance/appeal representative must go into another section or unit to investigate a grievance/appeal, the representative shall be permitted to do so provided that: a. the representative checks in and checks out with the supervisor of the unit; and b. such investigation does not unduly interfere with the work of the unit.

Time Off for Processing Grievances/Appeals. ‌ A. Reasonable time off without loss of pay shall be given to: 1. an An employee who has a grievance/appeal appeal, in order to attend a meeting with his or her supervisor or other person with authority under the grievance/appeal procedure to resolve the matter matter, or to meet with his or her grievance/appeal representative;. 2. an authorized An employee grievance/appeal representative representative, in order to attend a meeting with the represented grievant'sgrievant’s/appellant's ’s supervisor or other person with authority under the grievance/appeal procedure to resolve the grievance/appeal appeal, or to obtain facts concerning the action grieved/appealed through discussion with the grievant/appellant or other employees employees, or through examination of appropriate County records or locations relating to the grievance/appeal. B. The following restrictions shall apply in all cases to activity authorized in Section 5.A., above: 1. Before performing grievance/appeal work, the grievant/appellant or employee grievance/appeal representative shall obtain permission of his or her supervisor and shall report back to the supervisor when the grievance/appeal work is completed. 2. Neither the grievant/appellant nor the employee grievance/appeal representative shall interrupt or leave his or her job to perform grievance/appeal work if his or her supervisor determines that such interruption or absence will unduly interfere with the work of the unit in which the grievant/appellant or employee representative is employed. However, an effort will be made to grant such time off as soon as it is feasible to do so. 3. When an authorized employee grievance/appeal representative must go into another section or unit to investigate a grievance/appeal, the employee representative shall be permitted to do so provided that: a. the employee representative checks in and checks out with the supervisor of the unit; and b. such investigation does not unduly interfere with the work of the unit.

Time Off for Processing Grievances/Appeals. ‌ A. Reasonable time off without loss of pay shall be given to: 1. an employee who has a grievance/appeal in order to attend a meeting with his or her supervisor or other person with authority under the grievance/appeal procedure to resolve the matter or to meet with his or her grievance/appeal representative; 2. an authorized grievance/appeal representative in order to attend a meeting with the represented grievant's/appellant's supervisor or other person with authority under the grievance/appeal procedure to resolve the grievance/appeal or to obtain facts concerning the action grieved/grieved/ appealed through discussion with the grievant/appellant or other employees or through examination of appropriate County records or locations relating to the grievance/appeal. B. The following restrictions shall apply in all cases to activity authorized in Section 5.A., above: 1. Before performing grievance/appeal work, the grievant/appellant or grievance/appeal representative shall obtain permission of his or her supervisor and shall report back to the supervisor when the grievance/appeal work is completed. 2. Neither the grievant/appellant nor the grievance/appeal representative shall interrupt or leave his or her job to perform grievance/appeal work if his or her supervisor determines that such interruption or absence will unduly interfere with the work of the unit in which the grievant/grievant/ appellant or representative is employed. However, an effort will be made to grant such time off as soon as it is feasible to do so. 3. When an authorized grievance/appeal representative must go into another section or unit to investigate a grievance/appeal, the representative shall be permitted to do so provided that: a. the representative checks in and checks out with the supervisor of the unit; and b. such investigation does not unduly interfere with the work of the unit.

Time Off for Processing Grievances/Appeals. ‌ A. Reasonable time off without loss of pay shall be given to: 1. an employee who has a grievance/appeal in order to attend a meeting with his or her supervisor or other person with authority under the grievance/grievance/ appeal procedure to resolve the matter or to meet with his or her grievance/appeal representative; 2. an authorized grievance/appeal representative in order to attend a meeting with the represented grievant's/appellant's supervisor or other person with authority under the grievance/appeal procedure to resolve the grievance/appeal or to obtain facts concerning the action grieved/appealed through discussion with the grievant/appellant or other employees or through examination of appropriate County records or locations relating to the grievance/appeal. B. The following restrictions shall apply in all cases to activity authorized in Section 5.A., above: 1. Before performing grievance/appeal work, the grievant/appellant or grievance/appeal representative shall obtain permission of his or her supervisor and shall report back to the supervisor when the grievance/appeal work is completed. 2. Neither the grievant/appellant nor the grievance/grievance/ appeal representative shall interrupt or leave his or her job to perform grievance/appeal work if his or her supervisor determines that such interruption or absence will unduly interfere with the work of the unit in which the grievant/appellant or representative is employed. However, an effort will be made to grant such time off as soon as it is feasible to do so. 3. When an authorized grievance/appeal representative must go into another section or unit to investigate a grievance/appeal, the representative shall be permitted to do so provided that: a. the representative checks in and checks out with the supervisor of the unit; and b. such investigation does not unduly interfere with the work of the unit.

Time Off for Processing Grievances/Appeals. ‌ A. Reasonable time off without loss of pay shall be given to: 1. an An employee who has a grievance/appeal appeal, in order to attend a meeting with his or her supervisor or other person with authority under the grievance/appeal procedure to resolve the matter matter, as prescribed herein, or to meet with his or her grievance/appeal representative;. 2. an An authorized grievance/appeal representative representative, in order to attend a meeting with the represented grievant'sgrievant’s/appellant's supervisor or other person with authority under the grievance/appeal procedure to resolve the grievance/appeal appeal, as prescribed herein, or to obtain facts concerning the action grieved/appealed through discussion with the grievant/appellant or other employees employees, or through examination review of appropriate County records or locations relating to the grievance/appeal. B. The following restrictions shall apply in all cases to activity authorized in Section 5.A., above: 1. Before performing grievance/appeal work, the grievant/appellant or grievance/appeal representative shall obtain permission of his or her supervisor and shall report back to the supervisor when the grievance/appeal work is completed. 2. Neither the grievant/appellant nor the grievance/appeal representative shall interrupt or leave his or her job to perform grievance/appeal work if unless his or her supervisor determines that such interruption or absence will not unduly interfere with the work of the unit in which the grievant/appellant or representative is employed. However, an effort will be made to grant such time off as soon as it is feasible to do so. 3. When an authorized grievance/appeal representative must go into another section or unit to investigate a grievance/appeal, the representative shall be permitted to do so provided that: a. the representative checks in and checks out with the supervisor of the unit; and b. such investigation does not unduly interfere with the work of the unit.

Time Off for Processing Grievances/Appeals. ‌ A. Reasonable time off without loss of pay shall be given to: 1. an employee who has a grievance/appeal appeal, in order to attend a meeting with his or her supervisor or other person with authority under the grievance/appeal procedure to resolve the matter matter, as prescribed herein, or to meet with his or her grievance/appeal representative; 2. an authorized grievance/appeal representative representative, in order to attend a meeting with the represented grievant's/appellantgrievant's/▇▇▇▇▇▇▇▇▇'s supervisor or other person with authority under the grievance/appeal procedure to resolve the grievance/appeal appeal, as prescribed herein, or to obtain facts concerning investigate the action grieved/appealed through discussion with the grievant/appellant or other employees employees, or through examination review of appropriate County records or locations relating to the grievance/appeal. B. The following restrictions shall apply in all cases to activity authorized in Section 5.A., above: 1. Before performing grievance/appeal work, the grievant/appellant or grievance/appeal representative shall obtain permission of his or her supervisor and shall report back to the supervisor when the grievance/appeal work is completed. 2. Neither the grievant/appellant nor the grievance/appeal representative shall interrupt or leave his or her job to perform grievance/appeal work if unless his or her supervisor determines that such interruption or absence will not unduly interfere with the work of the unit in which the grievant/appellant or representative is employed. However, an effort will be made to grant such time off as soon as it is feasible to do so. 3. When an authorized grievance/appeal representative must go into another section or unit to investigate a grievance/appeal, the representative shall be permitted to do so provided that: a. the representative checks in and checks out with the supervisor of the unit; and b. such investigation does not unduly interfere with the work of the unit.

Time Off for Processing Grievances/Appeals. ‌ A. Reasonable time off without loss of pay shall be given to: 1. an employee who has a grievance/appeal in order to attend a meeting with his or her supervisor or other person with authority under the grievance/grievance/ appeal procedure to resolve the matter or to meet with his or her grievance/appeal representative; 2. an authorized grievance/appeal representative in order to attend a meeting with the represented grievant's/appellant's supervisor or other person with authority under the grievance/appeal procedure to resolve the grievance/appeal or to obtain facts concerning the action grieved/appealed through discussion with the grievant/appellant or other employees or through examination of appropriate County records or locations relating to the grievance/appeal. B. The following restrictions shall apply in all cases to activity authorized in Section 5.A., above: 1. Before performing grievance/appeal work, the grievant/appellant or grievance/appeal representative shall obtain permission of his or her supervisor and shall report back to the supervisor when the grievance/appeal work is completed. 2. Neither the grievant/appellant nor the grievance/grievance/ appeal representative shall interrupt or leave his or her job to perform grievance/appeal work if his or her supervisor determines that such interruption or absence will unduly interfere with the work of the unit in which the grievant/appellant or representative is employed. However, an effort will be made to grant such time off as soon as it is feasible to do so. 3. When an authorized grievance/appeal representative must go into another section or unit to investigate a grievance/appeal, the representative shall be permitted to do so provided that: a. the representative checks in and checks out with the supervisor of the unit; and b. such investigation does not unduly interfere with the work of the unit.

Time Off for Processing Grievances/Appeals. ‌ A. Reasonable time off without loss of pay shall be given to: 1. an employee who has a grievance/appeal in order to attend a meeting with his or her supervisor or other person with authority under the grievance/appeal procedure to resolve the matter or to meet with his or her grievance/appeal representative; 2. an authorized grievance/appeal representative in order to attend a meeting with the represented grievant's/appellant's supervisor or other person with authority under the grievance/appeal procedure to resolve the grievance/appeal or to obtain facts concerning the action grieved/appealed through discussion with the grievant/appellant or other employees or through examination of appropriate County Court records or locations relating to the grievance/appeal. B. The following restrictions shall apply in all cases to activity authorized in Section 5.A., above: 1. Before performing grievance/appeal work, the grievant/appellant or grievance/appeal representative shall obtain permission of his or her supervisor and shall report back to the supervisor when the grievance/appeal work is completed. 2. Neither the grievant/appellant nor the grievance/appeal representative shall interrupt or leave his or her job to perform grievance/appeal work if his or her supervisor determines that such interruption or absence will unduly interfere with the work of the unit in which the grievant/appellant or representative is employed. However, an effort will be made to grant such time off as soon as it is feasible to do so. 3. When an authorized grievance/appeal representative must go into another section or unit to investigate a grievance/appeal, the representative shall be permitted to do so provided that: a. the representative checks in and checks out with the supervisor of the unit; and b. such investigation does not unduly interfere with the work of the unit.

Time Off for Processing Grievances/Appeals. ‌ A. Reasonable time off without loss of pay shall be given to: 1. an An employee who has a grievance/appeal in order to attend a meeting with his or her supervisor or other person with authority under the grievance/appeal procedure to resolve the matter or to meet with his or her grievance/appeal representative; 2. an An authorized grievance/appeal representative in order to attend a meeting with the represented grievant's/appellant's supervisor or other person with authority under the grievance/appeal procedure to resolve the grievance/appeal or to obtain facts concerning the action grieved/appealed through discussion with the grievant/appellant or other employees or through examination of appropriate County records or locations relating to the grievance/appeal. B. The following restrictions shall apply in all cases to activity authorized in Section 5.A., above: 1. Before performing grievance/appeal work, the grievant/appellant or grievance/appeal representative shall obtain permission of his or her supervisor and shall report back to the supervisor when the grievance/appeal work is completed. 2. Neither the grievant/appellant nor the grievance/appeal representative shall interrupt or leave his or her job to perform grievance/appeal work if his or her supervisor determines that such interruption or absence will unduly interfere with the work of the unit in which the grievant/appellant or representative is employed. However, an effort will be made to grant such time off as soon as it is feasible to do so. 3. When an authorized grievance/appeal representative must go into another section or unit to investigate a grievance/appeal, the representative shall be permitted to do so provided that: a. the representative checks in and checks out with the supervisor of the unit; and b. such investigation does not unduly interfere with the work of the unit.

Time Off for Processing Grievances/Appeals. ‌ A. Reasonable time off without loss of pay shall be given to: 1. an An employee who has a grievance/appeal in order to attend a meeting with his or her supervisor or other person with authority under the grievance/appeal procedure to resolve the matter or to meet with his or her grievance/appeal representative; 2. an An authorized grievance/appeal representative in order to attend a meeting with the represented grievant's/appellant's supervisor or other person with authority under the grievance/appeal procedure to resolve the grievance/appeal or to obtain facts concerning the action grieved/appealed through discussion with the grievant/appellant or other employees or through examination of appropriate County records or locations relating to the grievance/appeal. B. The following restrictions shall apply in all cases to activity authorized in Section 5.A., above: 1. Before performing grievance/appeal work, the grievant/appellant or grievance/appeal representative shall obtain permission of his or her supervisor and shall report back to the supervisor when the grievance/appeal work is completed. 2. Neither the grievant/appellant nor the grievance/appeal representative shall interrupt or leave his or her job to perform grievance/appeal work if his or her supervisor determines that such interruption or absence will unduly interfere with the work of the unit in which the grievant/appellant or representative is employed. However, an effort will be made to grant such time off as soon as it is feasible to do so. 3. When an authorized grievance/appeal representative must go into another section or unit to investigate a grievance/appeal, the representative shall be permitted to do so provided that: a. the representative checks in and checks out with the supervisor of the unit; and b. such investigation does not unduly interfere with the work of the unit.

Time Off for Processing Grievances/Appeals. ‌ A. Reasonable time off without loss of pay shall be given to: 1. an employee who has a grievance/appeal in order to attend a meeting with his or her supervisor or other person with authority under the grievance/appeal procedure to resolve the matter or to meet with his or her grievance/appeal representative▇▇▇▇▇▇▇; 2. an authorized grievance/appeal representative ▇▇▇▇▇▇▇ in order to attend a meeting with the represented grievant's/appellantgrievant's/▇▇▇▇▇▇▇▇▇'s supervisor or other person with authority under the grievance/appeal procedure to resolve the grievance/appeal or to obtain facts concerning the action grieved/appealed through discussion with the grievant/appellant or other employees or through examination of appropriate County Court records or locations relating to the grievance/appeal. B. The following restrictions shall apply in all cases to activity authorized in Section 5.A., above: 1. Before performing grievance/appeal work, the grievant/appellant or grievance/appeal representative ▇▇▇▇▇▇▇ shall obtain permission of his or her supervisor and shall report back to the supervisor when the grievance/appeal work is completed. 2. Neither the grievant/appellant nor the grievance/appeal representative ▇▇▇▇▇▇▇ shall interrupt or leave his or her job to perform grievance/appeal work if his or her supervisor determines that such interruption or absence will unduly interfere with the work of the unit in which the grievant/appellant or representative is employed. However, an effort will be made to grant such time off as soon as it is feasible to do so. 3. When an authorized grievance/appeal representative ▇▇▇▇▇▇▇ must go into another section or unit to investigate a grievance/appeal, the representative shall be permitted to do so provided that: a. the representative checks in and checks out with the supervisor of the unit; and b. such investigation does not unduly interfere with the work of the unit.

Time Off for Processing Grievances/Appeals. ‌ A. 1. Reasonable time off without loss of pay shall be given to: 1. a. an employee who has a grievance/appeal in order to attend a meeting with his or her supervisor or other person with authority under the grievance/appeal procedure to resolve the matter or to meet with his or her grievance/appeal representative; 2. b. an authorized grievance/appeal representative in order to attend a meeting with the represented grievant's/appellantgrievant's/▇▇▇▇▇▇▇▇▇'s supervisor or other person with authority under the grievance/appeal procedure to resolve the grievance/appeal or to obtain facts concerning the action grieved/appealed through discussion with the grievant/appellant or other employees or through examination of appropriate County records or locations relating to the grievance/appeal. B. 2. The following restrictions shall apply in all cases to activity authorized in Section 5.A.F.1.a. and F.1.b, above: 1. a. Before performing grievance/appeal work, the grievant/appellant or grievance/appeal representative shall obtain permission of his or her supervisor and shall report back to the supervisor when the grievance/appeal work is completed. 2. b. Neither the grievant/appellant nor the grievance/appeal representative shall interrupt or leave his or her job to perform grievance/appeal work if his or her supervisor determines that such interruption or absence will unduly interfere with the work of the unit in which the grievant/appellant or representative is employed. However, an effort will be made to grant such time off as soon as it is feasible to do so. 3. When an authorized grievance/appeal representative must go into another section or unit to investigate a grievance/appeal, the representative shall be permitted to do so provided that: a. the representative checks in and checks out with the supervisor of the unit; and b. such investigation does not unduly interfere with the work of the unit.

Time Off for Processing Grievances/Appeals. ‌ A. Reasonable time off without loss of pay shall be given to: 1. an employee who has a grievance/appeal in order to attend a meeting with his or her supervisor or other person with authority under the grievance/appeal procedure to resolve the matter or to meet with his or her grievance/appeal representative; 2. an authorized grievance/appeal representative in order to attend a meeting with the represented grievant's/appellant's supervisor or other person with authority under the grievance/appeal procedure to resolve the grievance/appeal or to obtain facts concerning the action grieved/grieved/ appealed through discussion with the grievant/appellant or other employees or through examination of appropriate County records or locations relating to the grievance/appeal. B. The following restrictions shall apply in all cases to activity authorized in Section 5.A., above: 1. Before performing grievance/appeal work, the grievant/appellant or grievance/appeal representative shall obtain permission of his or her supervisor and shall report back to the supervisor when the grievance/appeal work is completed. 2. Neither the grievant/appellant nor the grievance/appeal representative shall interrupt or leave his or her job to perform grievance/appeal work if his or her supervisor determines that such interruption or absence will unduly interfere with the work of the unit in which the grievant/grievant/ appellant or representative is employed. However, an effort will be made to grant such time off as soon as it is feasible to do so. 3. When an authorized grievance/appeal representative must go into another section or unit to investigate a grievance/appeal, the representative shall be permitted to do so provided that: a. the representative checks in and checks out with the supervisor of the unit; and b. such investigation does not unduly interfere with the work of the unit.

Time Off for Processing Grievances/Appeals. ‌ A. Reasonable time off without loss of pay shall be given to: 1. an employee who has a grievance/appeal in order to attend a meeting with his or her supervisor or other person with authority under the grievance/appeal procedure to resolve the matter or to meet with his or her grievance/appeal representative; 2. an authorized grievance/appeal representative in order to attend a meeting with the represented grievant's/appellant's supervisor or other person with authority under the grievance/appeal procedure to resolve the grievance/appeal or to obtain facts concerning the action grieved/appealed through discussion with the grievant/appellant or other employees or through examination of appropriate County Court records or locations relating to the grievance/appeal. B. The following restrictions shall apply in all cases to activity authorized in Section 5.A., above: 1. Before performing grievance/appeal work, the grievant/appellant or grievance/appeal representative shall obtain permission of his or her supervisor and shall report back to the supervisor when the grievance/appeal work is completed. 2. Neither the grievant/appellant nor the grievance/appeal representative shall interrupt or leave his or her job to perform grievance/appeal work if his or her supervisor determines that such interruption or absence will unduly interfere with the work of the unit in which the grievant/appellant or representative is employed. However, an effort will be made to grant such time off as soon as it is feasible to do so. 3. When an authorized grievance/appeal representative must go into another section or unit to investigate a grievance/appeal, the representative shall be permitted to do so provided that: a. the representative checks in and checks out with the supervisor of the unit; and b. such investigation does not unduly interfere with the work of the unit.

Time Off for Processing Grievances/Appeals. ‌ A. Reasonable time off without loss of pay shall be given to: 1. an : An employee who has a grievance/appeal appeal, in order to attend a meeting with his or her supervisor or other person with authority under the grievance/appeal procedure to resolve the matter matter, or to meet with his or her grievance/appeal representative; 2. an authorized An employee grievance/appeal representative representative, in order to attend a meeting with the represented grievant'sgrievant’s/appellant's ’s supervisor or other person with authority under the grievance/appeal procedure to resolve the grievance/appeal appeal, or to obtain facts concerning the action grieved/appealed through discussion with the grievant/appellant or other employees employees, or through examination of appropriate County records or locations relating to the grievance/appeal. B. . The following restrictions shall apply in all cases to activity authorized in Section 5.A., above: 1. : Before performing grievance/appeal work, the grievant/appellant or employee grievance/appeal representative shall obtain permission of his or her supervisor and shall report back to the supervisor when the grievance/appeal work is completed. 2. Neither the grievant/appellant nor the employee grievance/appeal representative shall interrupt or leave his or her job to perform grievance/appeal work if his or her supervisor determines that such interruption or absence will unduly interfere with the work of the unit in which the grievant/appellant or employee representative is employed. However, an effort will be made to grant such time off as soon as it is feasible to do so. 3. When an authorized employee grievance/appeal representative must go into another section or unit to investigate a grievance/appeal, the employee representative shall be permitted to do so provided that: a. : the employee representative checks in and checks out with the supervisor of the unit; and b. and such investigation does not unduly interfere with the work of the unit.

Time Off for Processing Grievances/Appeals. ‌ A. Reasonable time off without loss of pay shall be given to: 1. an employee who has a grievance/appeal appeal, in order to attend a meeting with his or her supervisor or other person with authority under the grievance/appeal procedure to resolve the matter matter, as prescribed herein, or to meet with his or her grievance/appeal representative; 2. an authorized grievance/appeal representative representative, in order to attend a meeting with the represented grievant's/appellantgrievant's/▇▇▇▇▇▇▇▇▇'s supervisor or other person with authority under the grievance/appeal procedure to resolve the grievance/appeal appeal, as prescribed herein, or to obtain facts concerning investigate the action grieved/appealed through discussion with the grievant/appellant or other employees employees, or through examination review of appropriate County records or locations relating to the grievance/appeal. B. The following restrictions shall apply in all cases to activity authorized in Section 5.A., above: 1. Before performing grievance/appeal work, the grievant/appellant or grievance/appeal representative shall obtain permission of his or her supervisor and shall report back to the supervisor when the grievance/appeal work is completed. 2. Neither the grievant/appellant nor the grievance/appeal representative shall interrupt or leave his or her job to perform grievance/appeal work if unless his or her supervisor determines that such interruption or absence will not unduly interfere with the work of the unit in which the grievant/appellant or representative is employed. However, an effort will be made to grant such time off as soon as it is feasible to do so. 3. When an authorized grievance/appeal representative must go into another section or unit to investigate a grievance/appeal, the representative shall be permitted to do so provided that: a. the representative checks in and checks out with the supervisor of the unit; and b. such investigation does not unduly interfere with the work of the unit.

Time Off for Processing Grievances/Appeals. ‌ A. Reasonable time off without loss of pay shall be given to: 1. an employee who has a grievance/appeal appeal, in order to attend a meeting with his or her supervisor or other person with authority under the grievance/grievance/ appeal procedure to resolve the matter or to meet with his or her grievance/appeal representative;. 2. an authorized grievance/appeal representative representative, in order to attend a meeting with the represented grievant's/appellant's supervisor or other person with authority under the grievance/appeal procedure to resolve the grievance/appeal appeal, or to obtain facts concerning the action grieved/appealed through discussion with the grievant/appellant or other employees employees, or through examination of appropriate County records or locations relating to the grievance/appeal. B. The following restrictions shall apply in all cases to activity authorized in Section 5.A., above: 1. Before performing grievance/appeal work, the grievant/appellant or grievance/appeal representative shall obtain permission of his or her supervisor and shall report back to the supervisor when the grievance/appeal work is completed. 2. Neither the grievant/appellant nor the grievance/appeal representative shall interrupt or leave his or her job to perform grievance/appeal work if his or her supervisor determines that such interruption or absence will unduly interfere with the work of the unit in which the grievant/appellant or representative is employed. However, an effort will be made to grant such time off as soon as it is feasible to do so. 3. When an authorized grievance/appeal representative must go into another section or unit to investigate a grievance/appeal, the representative shall be permitted to do so provided that: a. the representative checks in and checks out with the supervisor of the unit; and b. such investigation does not unduly interfere with the work of the unit.

Time Off for Processing Grievances/Appeals. ‌ A. 1. Reasonable time off without loss of pay shall be given to: 1. a. an employee who has a grievance/appeal in order to attend a meeting with his or her supervisor or other person with authority under the grievance/appeal procedure to resolve the matter or to meet with his or her grievance/appeal representative; 2. b. an authorized grievance/appeal representative in order to attend a meeting with the represented grievant's/appellantgrievant's/▇▇▇▇▇▇▇▇▇'s supervisor or other person with authority under the grievance/appeal procedure to resolve the grievance/appeal or to obtain facts concerning the action grieved/appealed through discussion with the grievant/appellant or other employees or through examination of appropriate County records or locations relating to the grievance/appeal. B. 2. The following restrictions shall apply in all cases to activity authorized in Section 5.A.F. l.a. and F.1. b, above: 1. a. Before performing grievance/appeal work, the grievant/appellant or grievance/appeal representative shall obtain permission of his or her supervisor and shall report back to the supervisor when the grievance/appeal work is completed. 2. b. Neither the grievant/appellant nor the grievance/appeal representative shall interrupt or leave his or her job to perform grievance/appeal work if his or her supervisor determines that such interruption or absence will unduly interfere with the work of the unit in which the grievant/appellant or representative is employed. However, an effort will be made to grant such time off as soon as it is feasible to do so. 3. When an authorized grievance/appeal representative must go into another section or unit to investigate a grievance/appeal, the representative shall be permitted to do so provided that: a. the representative checks in and checks out with the supervisor of the unit; and b. such investigation does not unduly interfere with the work of the unit.

Time Off for Processing Grievances/Appeals. ‌ A. Reasonable time off without loss of pay shall be given to: 1. an An employee who has a grievance/appeal appeal, in order to attend a meeting with his or her supervisor or other person with authority under the grievance/appeal procedure to resolve the matter matter, or to meet with his or her grievance/appeal representative;. 2. an authorized An employee grievance/appeal representative representative, in order to attend a meeting with the represented grievant'sgrievant’s/appellant's ’s supervisor or other person with authority under the grievance/appeal procedure to resolve the grievance/appeal appeal, or to obtain facts concerning the action grieved/appealed through discussion with the grievant/appellant or other employees employees, or through examination of appropriate County records or locations relating to the grievance/appeal. B. The following restrictions shall apply in all cases to activity authorized in Section 5.A., above: 1. Before performing grievance/appeal work, the grievant/appellant or employee grievance/appeal representative shall obtain permission of his or her supervisor and shall report back to the supervisor when the grievance/appeal work is completed. 2. Neither the grievant/appellant nor the employee grievance/appeal representative shall interrupt or leave his or her job to perform grievance/appeal work if his or her supervisor determines that such interruption or absence will unduly interfere with the work of the unit in which the grievant/appellant or employee representative is employed. However, an effort will be made to grant such time off as soon as it is feasible to do so. 3. When an authorized employee grievance/appeal representative must go into another section or unit to investigate a grievance/appeal, the employee representative shall be permitted to do so provided that: a. the employee representative checks in and checks out with the supervisor of the unit; and b. such investigation does not unduly interfere with the work of the unit.

Time Off for Processing Grievances/Appeals. ‌ A. Reasonable time off without loss of pay shall be given to: 1. an employee who has a grievance/appeal in order to attend a meeting with his or her supervisor or other person with authority under the grievance/grievance/ appeal procedure to resolve the matter or to meet with his or her grievance/appeal representative; 2. an authorized grievance/appeal representative in order to attend a meeting with the represented grievant's/appellant's supervisor or other person with authority under the grievance/appeal procedure proce­dure to resolve the grievance/appeal or to obtain facts concerning the action grieved/appealed through discussion with the grievant/appellant or other employees or through examination of appropriate County records or locations relating to the grievance/appeal. B. The following restrictions shall apply in all cases to activity authorized in Section 5.A., above: 1. Before performing grievance/appeal work, the grievant/appellant or grievance/appeal representative represent­ative shall obtain permission of his or her supervisor and shall report back to the supervisor when the grievance/appeal work is completed. 2. Neither the grievant/appellant nor the grievance/grievance/ appeal representative shall interrupt or leave his or her job to perform grievance/appeal work if his or her supervisor determines that such interruption interrup­tion or absence will unduly interfere with the work of the unit in which the grievant/appellant or representative is employed. However, an effort will be made to grant such time off as soon as it is feasible to do so. 3. When an authorized grievance/appeal representative must go into another section or unit to investigate investi­gate a grievance/appeal, the representative shall be permitted to do so provided that: a. the representative checks in and checks out with the supervisor of the unit; and b. such investigation does not unduly interfere with the work of the unit.

Time Off for Processing Grievances/Appeals. ‌ A. 1. Reasonable time off without loss of pay shall be given to: 1. a. an employee who has a grievance/appeal in order to attend a meeting with his or her supervisor or other person with authority under the grievance/appeal procedure to resolve the matter or to meet with his or her grievance/appeal representative; 2. b. an authorized grievance/appeal representative in order to attend a meeting with the represented grievant's/appellantgrievant's/▇▇▇▇▇▇▇▇▇'s supervisor or other person with authority under the grievance/appeal procedure to resolve the grievance/appeal or to obtain facts concerning the action grieved/appealed through discussion with the grievant/appellant or other employees or through examination of appropriate County records or locations relating to the grievance/appeal. B. 2. The following restrictions shall apply in all cases to activity authorized in Section 5.A.F. l.a. and F.1.b, above: 1. a. Before performing grievance/appeal work, the grievant/appellant or grievance/appeal representative shall obtain permission of his or her supervisor and shall report back to the supervisor when the grievance/appeal work is completed. 2. b. Neither the grievant/appellant nor the grievance/appeal representative shall interrupt or leave his or her job to perform grievance/appeal work if his or her supervisor determines that such interruption or absence will unduly interfere with the work of the unit in which the grievant/appellant or representative is employed. However, an effort will be made to grant such time off as soon as it is feasible to do so. 3. When an authorized grievance/appeal representative must go into another section or unit to investigate a grievance/appeal, the representative shall be permitted to do so provided that: a. the representative checks in and checks out with the supervisor of the unit; and b. such investigation does not unduly interfere with the work of the unit.

Time Off for Processing Grievances/Appeals. ‌ A. Reasonable time off without loss of pay shall be given to: 1. an employee who has a grievance/appeal appeal, in order to attend a meeting with his or her supervisor or other person with authority under the grievance/appeal procedure to resolve the matter matter, as prescribed herein, or to meet with his or her grievance/appeal representative; 2. an authorized grievance/appeal representative representative, in order to attend a meeting with the represented grievant's/appellant's supervisor or other person with authority under the grievance/appeal procedure to resolve the grievance/appeal appeal, as prescribed herein, or to obtain facts concerning the action grieved/appealed through discussion with the grievant/appellant or other employees employees, or through examination review of appropriate County records or locations relating to the grievance/appeal. B. The following restrictions shall apply in all cases to activity authorized in Section 5.A., above: 1. Before performing grievance/appeal work, the grievant/appellant or grievance/appeal representative shall obtain permission of his or her supervisor and shall report back to the supervisor when the grievance/appeal work is completed. 2. Neither the grievant/appellant nor the grievance/grievance/ appeal representative shall interrupt or leave his or her job to perform grievance/appeal work if unless his or her supervisor determines that such interruption or absence will not unduly interfere with the work of the unit in which the grievant/appellant or representative is employed. However, an effort will be made to grant such time off as soon as it is feasible to do so. 3. When an authorized grievance/appeal representative must go into another section or unit to investigate a grievance/appeal, the representative shall be permitted to do so provided that: a. the representative checks in and checks out with the supervisor of the unit; and b. such investigation does not unduly interfere with the work of the unit.

Time Off for Processing Grievances/Appeals. ‌ A. Reasonable time off without loss of pay shall be given to: 1. an employee who has a grievance/appeal in order to attend a meeting with his or her supervisor or other person with authority under the grievance/appeal procedure to resolve the matter or to meet with his or her grievance/appeal representative; 2. an authorized grievance/appeal representative in order to attend a meeting with the represented grievant's/appellant's supervisor or other person with authority under the grievance/appeal procedure to resolve the grievance/appeal or to obtain facts concerning the action grieved/appealed through discussion with the grievant/appellant or other employees or through examination of appropriate County records or locations relating to the grievance/appeal. B. The following restrictions shall apply in all cases to activity authorized in Section 5.A., above: 1. Before performing grievance/appeal work, the grievant/appellant or grievance/appeal representative shall obtain permission of his or her supervisor and shall report back to the supervisor when the grievance/appeal work is completed. 2. Neither the grievant/appellant nor the grievance/appeal representative shall interrupt or leave his or her job to perform grievance/appeal work if his or her supervisor determines that such interruption or absence will unduly interfere with the work of the unit in which the grievant/appellant or representative is employed. However, an effort will be made to grant such time off as soon as it is feasible to do so. 3. When an authorized grievance/appeal representative must go into another section or unit to investigate a grievance/appeal, the representative shall be permitted to do so provided that: a. the representative checks in and checks out with the supervisor of the unit; and b. such investigation does not unduly interfere with the work of the unit.. PS – 64

Time Off for Processing Grievances/Appeals. ‌ A. Reasonable time off without loss of pay shall be given to: 1. an employee who has a grievance/appeal in order to attend a meeting with his or her supervisor or other person with authority under the grievance/appeal procedure to resolve the matter or to meet with his or her grievance/appeal representative; 2. an authorized grievance/appeal representative in order to attend a meeting with the represented grievant's/appellant's supervisor or other person with authority under the grievance/appeal procedure to resolve the grievance/appeal or to obtain facts concerning the action grieved/appealed through discussion with the grievant/appellant or other employees or through examination of appropriate County records or locations relating to the grievance/appeal. B. The following restrictions shall apply in all cases to activity authorized in Section 5.A., above: 1. Before performing grievance/appeal work, the grievant/appellant or grievance/appeal representative shall obtain permission of his or her supervisor and shall report back to the supervisor when the grievance/appeal work is completed. 2. Neither the grievant/appellant nor the grievance/appeal representative shall interrupt or leave his or her job to perform grievance/appeal work if his or her supervisor determines that such interruption or absence will unduly interfere with the work of the unit in which the grievant/appellant or representative is employed. However, an effort will be made to grant such time off as soon as it is feasible to do so. 3. When an authorized grievance/appeal representative must go into another section or unit to investigate a grievance/appeal, the representative shall be permitted to do so provided that: a. the representative checks in and checks out with the supervisor of the unit; and b. such investigation does not unduly interfere with the work of the unit.. GE – 72