Common use of Union Rights Clause in Contracts

Union Rights. The Union may designate employee(s) within the bargaining unit to serve as a Union ▇▇▇▇▇▇▇. Duties and responsibilities related to being a ▇▇▇▇▇▇▇ are the responsibility of the Union. The Union shall furnish the Employer’s Director of Facilities Management, or his/her designee, and the Employer’s General Counsel, or his/her designee, a list of Stewards and/or Union representatives and alternates, and shall, as soon as possible, notify said officials in writing of any changes thereto. There shall be no deduction from the pay of a ▇▇▇▇▇▇▇ when directly involved in meetings with management relating to the administration of this Agreement during the ▇▇▇▇▇▇▇’▇ regular working hours. A ▇▇▇▇▇▇▇ shall not be entitled to pay when working on such matters outside his/her regular working hours. Designated Union representatives shall be permitted to visit employees on job sites and at department buildings during working hours (but not during the employee’s working time) for the purpose of the administration of this contract, so long as the Union representative does not interfere with the timely and proper completion of the employees’ job duties. The ▇▇▇▇▇▇▇ or Union representative will be allowed to accompany an employee to meet with the Employer during regular working hours for the purpose of grievance review and dispute resolution involving employees, under the following conditions: Notice must be given to the immediate supervisor and the College’s Director of Labor Relations/General Counsel at least three (3) hours in advance when possible, that a ▇▇▇▇▇▇▇ or Union representative will be accompanying an employee to meet with the Employer during regular working hours for the purpose of grievance review and contractual dispute resolution involving employees, under the following conditions: 1. That the ▇▇▇▇▇▇▇ has officially been designated as such by the Union. 2. Only the designated ▇▇▇▇▇▇▇ shall be excused for participation in grievance and/or dispute resolution meetings. U nion’s Use of Bulletin Board and College Mailboxes The Union may use the College mailboxes, bulletin board spaces and electronic communication media designated by the College President subject to the following conditions: 1. All postings shall be on approved bulletin boards and shall conform to all College policies now or hereafter adopted which govern the general use thereof, shall be identified as a publication of the Union and be signed by the President or other authorized officer of the Union with his/her verification that it is an authorized statement, release or publication of the Union. 2. The Union will not post or distribute information which is derogatory or defamatory of the College Area, its curriculum, any member of its student body or any of its personnel. 3. No College bulletin board space, electronic communication or other facility may be used at any time to communicate any endorsement of, support of, or opposition to any ballot issue or candidate for public elective office. In the event of a breach of the foregoing conditions of this paragraph, the privileges herein given are subject to immediate suspension by the College Area President for a period of time not to exceed one College quarter. The College Board of Governors may revoke the privileges herein provided for in the event of recurring infractions. The Union may use College facilities for meetings of College employees upon approval by the President or his/her designee.

Union Rights. The Union may designate employee(s) within the bargaining unit to serve as a Union ▇▇▇▇▇▇▇. Duties and responsibilities related to being a ▇▇▇▇▇▇▇ are the responsibility of the Union. The Union shall furnish the Employer’s Director Associate Vice President of Facilities ManagementHuman Resources, or his/her designee, and the Employer’s Director of Labor Relations/General Counsel, or his/her designee, a list of Stewards and/or Union representatives and alternates, and shall, as soon as possible, notify said officials in writing of any changes thereto. There shall be no deduction from the pay of a ▇▇▇▇▇▇▇ when directly involved in meetings with management relating to the administration of this Agreement during the ▇▇▇▇▇▇▇’▇ regular working hours. A ▇▇▇▇▇▇▇ shall not be entitled to pay when working on such matters outside his/her regular working hours. Designated Union representatives shall be permitted to visit employees on job sites and at department buildings during working hours (but not during the employee’s working time) for the purpose of the administration of this contract, so long as the Union representative does not interfere with the timely and proper completion of the employees’ job duties. The ▇▇▇▇▇▇▇ or Union representative will be allowed to accompany an employee to meet with the Employer during regular working hours for the purpose of grievance review and dispute resolution involving employees, under the following conditions: Notice must be given to the immediate supervisor and the College’s Director of Labor Relations/General Counsel at least three (3) hours in advance when possible, that a ▇▇▇▇▇▇▇ or Union representative will be accompanying an employee to meet with the Employer during regular working hours for the purpose of grievance review and contractual dispute resolution involving employees, under the following conditions: 1. That the ▇▇▇▇▇▇▇ has officially been designated as such by the Union. 2. Only the designated ▇▇▇▇▇▇▇ shall be excused for participation in grievance and/or dispute resolution meetings. U nion’s Use of Bulletin Board and College Mailboxes The Union may use the College mailboxes, bulletin board spaces and electronic communication media designated by the College President subject to the following conditions: 1. All postings shall be on approved bulletin boards and shall conform to all College policies now or hereafter adopted which govern the general use thereof, shall be identified as a publication of the Union and be signed by the President or other authorized officer of the Union with his/her verification that it is an authorized statement, release or publication of the Union. 2. The Union will not post or distribute information which is derogatory or defamatory of the College Area, its curriculum, any member of its student body or any of its personnel. 3. No College bulletin board space, electronic communication or other facility may be used at any time to communicate any endorsement of, support of, or opposition to any ballot issue or candidate for public elective office. In the event of a breach of the foregoing conditions of this paragraph, the privileges herein given are subject to immediate suspension by the College Area President for a period of time not to exceed one College quarter. The College Board of Governors may revoke the privileges herein provided for in the event of recurring infractions. The Union may use College facilities for meetings of College employees upon approval by the President or his/her designee.

Union Rights. The Union may designate employee(s) within the bargaining unit to serve as a Union ▇▇▇▇▇▇▇. Duties and responsibilities related to being a ▇▇▇▇▇▇▇ are the responsibility of the Union. The Union shall furnish the EmployerCollege’s Director of Facilities Management, or his/her designee, and the EmployerCollege’s Director of Labor Relations/General Counsel, or his/her designee, a list of Stewards and/or Union representatives and alternates, and shall, as soon as possible, notify said officials in writing of any changes thereto. There shall be no deduction from the pay of a ▇▇▇▇▇▇▇ when directly involved in meetings with management relating to the administration of this Agreement during the ▇▇▇▇▇▇▇’▇ regular working hours. A ▇▇▇▇▇▇▇ shall not be entitled to pay from the College when working on such matters outside his/her regular working hours. Designated Union representatives shall be permitted to visit employees on job sites and at department buildings during working hours (but not during the employee’s working time) for the purpose of the administration of this contract, so long as the Union representative does not interfere with the timely and proper completion of the employees’ job duties. The ▇▇▇▇▇▇▇ or Union representative will be allowed to accompany an employee to meet with the Employer College during regular working hours for the purpose of grievance review and dispute resolution involving employees, under the following conditions: Notice must be given to the immediate supervisor and the College’s Director of Labor Relations/General Counsel at least three (3) hours in advance when possible, that a ▇▇▇▇▇▇▇ or Union representative will be accompanying an employee to meet with the Employer College during regular working hours for the purpose of grievance review and contractual dispute resolution involving employees, under the following conditions: 1. That the ▇▇▇▇▇▇▇ has officially been designated as such by the Union. 2. Only the designated ▇▇▇▇▇▇▇ shall be excused for participation in grievance and/or dispute resolution meetings. U nion’s Use of Bulletin Board and College Mailboxes The Union may use the College mailboxes, bulletin board spaces and electronic communication media designated by the College President subject to the following conditions: 1. All postings shall be on approved bulletin boards and shall conform to all College policies now or hereafter adopted which govern the general use thereof, shall be identified as a publication of the Union and be signed by the President or other authorized officer of the Union with his/her verification that it is an authorized statement, release or publication of the Union. 2. The Union will not post or distribute information which is derogatory or defamatory of the College Area, its curriculum, any member of its student body or any of its personnel. 3. No College bulletin board space, electronic communication or other facility may be used at any time to communicate any endorsement of, support of, or opposition to any ballot issue or candidate for public elective office. In the event of a breach of the foregoing conditions of this paragraph, the privileges herein given are subject to immediate suspension by the College Area President for a period of time not to exceed one College quarter. The College Board of Governors may revoke the privileges herein provided for in the event of recurring infractions. The Union may use College facilities for meetings of College employees upon approval by the President or his/her designee.

Union Rights. The 7.1 Employees covered by this Agreement are entitled to act through a Union may designate employee(s) within the representative in taking any grievance action or following any alternative procedure under this Agreement. Once a bargaining unit member has filed a grievance, the employee shall not be required to serve discuss the subject matter of the grievance without the presence of the Union representative if the employee elects to be represented by the Union. 7.2 SEIU Local 503, OPEU representatives appointed by the Union, with approval from a responsible manager, shall be allowed reasonable contact with bargaining unit members at LCOG facilities. The purpose of these visits will be to meet with Union stewards, employees, or management regarding any actions or procedures under this Agreement, including but not limited to employee grievances. SEIU Local 503, OPEU representatives appointed by the Union will have the right to contact any represented employee in the workplace as long as it does not interfere with the normal flow of work. 7.3 Authorized Union representatives shall be allowed reasonable time off without loss of pay during their normal working hours for the purpose of meeting with LCOG for negotiations, grievances, investigatory meetings, or other meetings with LCOG management to conduct union business. All grievance proceedings when practicable shall be held during normal working hours. No overtime will be incurred as a result of the time spent for these purposes. “Authorized Union representative” shall mean any Union officer (President, Vice-President, Secretary/Treasurer), Union ▇▇▇▇▇▇▇. Duties and responsibilities related to being , or any other person who has been designated in writing by a ▇▇▇▇▇▇▇ are the responsibility of the UnionUnion officer or SEIU Local 503, OPEU staff member as an official Union representative. The Union shall furnish the Employer’s Director of Facilities Management, or his/her designee, and the Employer’s General Counsel, or his/her designee, LCOG with a list of Stewards and/or authorized Union representatives and alternates, and shall, as soon as possible, notify said officials described in writing of any changes thereto. There shall be no deduction from the pay of a ▇▇▇▇▇▇▇ when directly involved in meetings with management relating to the administration of this Agreement during the ▇▇▇▇▇▇▇’▇ regular working hours. A ▇▇▇▇▇▇▇ shall not be entitled to pay when working on such matters outside his/her regular working hours. Designated Union representatives shall be permitted to visit employees on job sites and at department buildings during working hours (but not during the employee’s working time) for the purpose of the administration of this contract, so long as the Union representative does not interfere with the timely and proper completion of the employees’ job duties. The ▇▇▇▇▇▇▇ or Union representative will be allowed to accompany an employee to meet with the Employer during regular working hours for the purpose of grievance review and dispute resolution involving employees, under the following conditions: Notice must be given to the immediate supervisor and the College’s Director of Labor Relations/General Counsel at least three (3) hours in advance when possible, that a ▇▇▇▇▇▇▇ or Union representative will be accompanying an employee to meet with the Employer during regular working hours for the purpose of grievance review and contractual dispute resolution involving employees, under the following conditions: 1. That the ▇▇▇▇▇▇▇ has officially been designated as such by the UnionArticle 7.10 below. 2. Only the designated ▇▇▇▇▇▇▇ shall be excused for participation in grievance and/or dispute resolution meetings. U nion’s Use of Bulletin Board and College Mailboxes The Union may use the College mailboxes, bulletin board spaces and electronic communication media designated by the College President subject to the following conditions: 1. All postings shall be on approved bulletin boards and shall conform to all College policies now or hereafter adopted which govern the general use thereof, shall be identified as a publication of the Union and be signed by the President or other authorized officer of the Union with his/her verification that it is an authorized statement, release or publication of the Union. 2. The Union will not post or distribute information which is derogatory or defamatory of the College Area, its curriculum, any member of its student body or any of its personnel. 3. No College bulletin board space, electronic communication or other facility may be used at any time to communicate any endorsement of, support of, or opposition to any ballot issue or candidate for public elective office. In the event of a breach of the foregoing conditions of this paragraph, the privileges herein given are subject to immediate suspension by the College Area President for a period of time not to exceed one College quarter. The College Board of Governors may revoke the privileges herein provided for in the event of recurring infractions. The Union may use College facilities for meetings of College employees upon approval by the President or his/her designee.

Union Rights. The Union may designate employee(s) within the bargaining unit to serve as a Union ▇▇▇▇▇▇▇. Duties and responsibilities related to being a ▇▇▇▇▇▇▇ are the responsibility of the Union. The Union shall furnish the Employer’s Director Associate Vice President of Facilities ManagementHuman Resources, or his/her designee, and the Employer’s Director of Labor Relations/General Counsel, or his/her designee, a list of Stewards and/or Union representatives and alternates, and shall, as soon as possible, notify said officials in writing of any changes thereto. There shall be no deduction from the pay of a ▇▇▇▇▇▇▇ when directly involved in meetings with management relating to the administration of this Agreement during the ▇▇▇▇▇▇▇’▇ regular working hours. A ▇▇▇▇▇▇▇ shall not be entitled to pay when working on such matters outside his/her regular working hours. Designated Union representatives shall be permitted to visit employees on job sites and at department buildings during working hours (but not during the employee’s working time) for the purpose of the administration of this contract, so long as the Union representative does not interfere with the timely and proper completion of the employees’ job duties. The ▇▇▇▇▇▇▇ or Union representative will be allowed to accompany an employee to meet with the Employer during regular working hours for the purpose of grievance review and dispute resolution involving employees, under the following conditions: Notice must be given to the immediate supervisor and the College’s Director of Labor Relations/General Counsel at least three (3) hours in advance when possible, that a ▇▇▇▇▇▇▇ or Union representative will be accompanying an employee to meet with the Employer during regular working hours for the purpose of grievance review and contractual dispute resolution involving employees, under the following conditions: 1. That the ▇▇▇▇▇▇▇ has officially been designated as such by the Union. 2. Only the designated ▇▇▇▇▇▇▇ shall be excused for participation in grievance and/or dispute resolution meetings. U nion’s Use of Bulletin Board and College Mailboxes The Union may use the College mailboxes, bulletin board spaces and electronic communication media designated by the College President subject to the following conditions: 1. All postings shall be on approved bulletin boards and shall conform to all College policies now or hereafter adopted which govern the general use thereof, shall be identified as a publication of the Union and be signed by the President or other authorized officer of the Union with his/her verification that it is an authorized statement, release or publication of the Union. 2. The Union will not post or distribute information which is derogatory or defamatory of the College Area, its curriculum, any member of its student body or any of its personnel. 3. No College bulletin board space, electronic communication or other facility may be used at any time to communicate any endorsement of, support of, or opposition to any ballot issue or candidate for public elective office. In the event of a breach of the foregoing conditions of this paragraph, the privileges herein given are subject to immediate suspension by the College Area President for a period of time not to exceed one College quarter. The College Board of Governors may revoke the privileges herein provided for in the event of recurring infractions. The Union may use College facilities for meetings of College employees upon approval by the President or his/her designee.

Union Rights. The Union may designate employee(s) within the bargaining unit to serve as a Union ▇▇▇▇▇▇▇. Duties and responsibilities related to being a ▇▇▇▇▇▇▇ are the responsibility of the Union. The Union shall furnish the Employer’s Director of Facilities Management, or his/her designee, and the Employer’s Director of Labor Relations/General Counsel, or his/her designee, a list of Stewards and/or Union representatives and alternates, and shall, as soon as possible, notify said officials in writing of any changes thereto. There shall be no deduction from the pay of a ▇▇▇▇▇▇▇ when directly involved in meetings with management relating to the administration of this Agreement during the ▇▇▇▇▇▇▇’▇ regular working hours. A ▇▇▇▇▇▇▇ shall not be entitled to pay when working on such matters outside his/her regular working hours. Designated Union representatives shall be permitted to visit employees on job sites and at department buildings during working hours (but not during the employee’s working time) for the purpose of the administration of this contract, so long as the Union representative does not interfere with the timely and proper completion of the employees’ job duties. The ▇▇▇▇▇▇▇ or Union representative will be allowed to accompany an employee to meet with the Employer during regular working hours for the purpose of grievance review and dispute resolution involving employees, under the following conditions: Notice must be given to the immediate supervisor and the College’s Director of Labor Relations/General Counsel at least three (3) hours in advance when possible, that a ▇▇▇▇▇▇▇ or Union representative will be accompanying an employee to meet with the Employer during regular working hours for the purpose of grievance review and contractual dispute resolution involving employees, under the following conditions: 1. That the ▇▇▇▇▇▇▇ has officially been designated as such by the Union. 2. Only the designated ▇▇▇▇▇▇▇ shall be excused for participation in grievance and/or dispute resolution meetings. U nion’s Use of Bulletin Board and College Mailboxes The Union may use the College mailboxes, bulletin board spaces and electronic communication media designated by the College President subject to the following conditions: 1. All postings shall be on approved bulletin boards and shall conform to all College policies now or hereafter adopted which govern the general use thereof, shall be identified as a publication of the Union and be signed by the President or other authorized officer of the Union with his/her verification that it is an authorized statement, release or publication of the Union. 2. The Union will not post or distribute information which is derogatory or defamatory of the College Area, its curriculum, any member of its student body or any of its personnel. 3. No College bulletin board space, electronic communication or other facility may be used at any time to communicate any endorsement of, support of, or opposition to any ballot issue or candidate for public elective office. In the event of a breach of the foregoing conditions of this paragraph, the privileges herein given are subject to immediate suspension by the College Area President for a period of time not to exceed one College quarter. The College Board of Governors may revoke the privileges herein provided for in the event of recurring infractions. The Union may use College facilities for meetings of College employees upon approval by the President or his/her designee.

Union Rights. A. The Board agrees to permit one or more delegates of OAPSE Local #103 to use up to four (4) total professional days of paid leave each year to attend the annual OAPSE Conference, provided each delegate gives advance notice prior to leave, on the designated form for professional leave, as soon as possible after the Union receives notice of the conference date, but in no event less than fifteen (15) days prior to the conference. The four days can all be used by one delegate or can be split among more than one delegate. The Board agrees to pay the wages of said delegate(s) but not other expenses. In addition, the Board agrees to approve paid leave of up to two (2) total days (vacation or personal) requested by one or more employees each year to attend the annual OAPSE conference if the conference lasts for three days and up to four (4) total days (vacation or personal) requested by one or more employees if the conference lasts for four days, provided on any given day the employee works in a different building than the other delegate for that day. If on a given day, the employee who requests paid leave works in the same building as the other delegate for that day, paid leave (vacation or personal) shall be approved if coverage can be obtained. B. Non-employee representatives of the Union may designate employee(s) within meet with employees of the bargaining unit in non- work areas on non-work time. C. The employee Union Representative shall not interrupt the normal work duties of other employees. However, Union Representatives (employee and non-employee) shall be granted access to serve any and all buildings operated by the employer, for the purpose of meeting with unit members regarding grievances or discipline, as a long as established visitor procedures are followed. Employee Union ▇▇▇▇▇▇▇. Duties and responsibilities related to being a ▇▇▇▇▇▇▇ are Representatives shall be accorded the responsibility use of the Unionemployer's telephone during the employee's lunch break or before or after his/her scheduled work day while conducting Union business. However, no long distance calls shall be charged to the employer. D. The Board agrees to provide the Union with a bulletin board. The Union shall furnish be responsible for the Employer’s Director posting and maintenance of Facilities Managementsuch board, or his/her designee, and the Employer’s General Counsel, or his/her designee, a list of Stewards and/or Union representatives and alternates, and shall, as soon as possible, notify said officials in writing of any changes thereto. There which shall be no deduction from neat in appearance at all times. Postings by the pay of a ▇▇▇▇▇▇▇ when directly involved in meetings with management relating Union on the board are to be confined to the administration of this Agreement during the ▇▇▇▇▇▇▇’▇ regular working hours. A ▇▇▇▇▇▇▇ shall not be entitled to pay when working on such matters outside his/her regular working hours. Designated Union representatives shall be permitted to visit employees on job sites and at department buildings during working hours (but not during the employee’s working time) for the purpose of the administration of this contract, so long as the Union representative does not interfere with the timely and proper completion of the employees’ job duties. The ▇▇▇▇▇▇▇ or Union representative will be allowed to accompany an employee to meet with the Employer during regular working hours for the purpose of grievance review and dispute resolution involving employees, under the following conditions: Notice must be given to the immediate supervisor and the College’s Director of Labor Relations/General Counsel at least three (3) hours in advance when possible, that a ▇▇▇▇▇▇▇ or Union representative will be accompanying an employee to meet with the Employer during regular working hours for the purpose of grievance review and contractual dispute resolution involving employees, under the following conditions: 1. That the ▇▇▇▇▇▇▇ has officially been designated as such by the Union. 2. Only the designated ▇▇▇▇▇▇▇ shall be excused for participation in grievance and/or dispute resolution meetings. U nion’s Use of Bulletin Board and College Mailboxes The Union may use the College mailboxes, bulletin board spaces and electronic communication media designated by the College President subject to the following conditions: 1. All postings shall be on approved bulletin boards and shall conform to all College policies now or hereafter adopted which govern the general use thereof, shall be identified as a publication of the Union and be signed by the President or other authorized officer of the Union with his/her verification that it is an authorized statement, release or publication official business of the Union. 2E. The Association shall be permitted use of the photocopy equipment at the usual rate for copying in connection with public records requests. F. Release time with pay shall be granted upon request to bargaining unit members and the local president to attend grievance hearings and negotiation sessions, when said meetings are required and/or are conducted during the employees' regularly scheduled hours of employment. The Union will not post or distribute information which is derogatory or defamatory of Employer shall have the College Area, its curriculum, any member of its student body or any of its personnel. 3. No College bulletin board space, electronic communication or other facility may be used at any right to deny release time to communicate any endorsement ofan employee for a negotiation session, support ofhowever, or opposition to any ballot issue or candidate for public elective officeif coverage cannot be arranged. In the event of such a breach of the foregoing conditions of this paragraphcircumstance, the privileges herein given are subject Union shall have the right to immediate suspension by send an alternate to the College Area President for negotiations session or to reschedule the session. Any employee granted release time to attend a period of time not to exceed one College quarter. The College Board of Governors may revoke the privileges herein provided for in the event of recurring infractions. The Union may use College facilities for meetings of College employees upon approval by the President grievance hearing or negotiations session must remind his/her designeeimmediate supervisor or designee on the morning of the day that the hearing or session is scheduled that the employee will be leaving and the time he/she will be leaving.

Union Rights. The Union may designate employee(s) within the bargaining unit to serve as a Union ▇▇▇▇▇▇▇. Duties and responsibilities related to being a ▇▇▇▇▇▇▇ are the responsibility of the Union. The Union shall furnish the Employer’s Director of Facilities Management, or his/her designee, and the Employer’s Director of Labor Relations/General Counsel, or his/her designee, a list of Stewards and/or Union representatives and alternates, and shall, as soon as possible, notify said officials in writing of any changes thereto. There shall be no deduction from the pay of a ▇▇▇▇▇▇▇ when directly involved in meetings with management relating to the administration of this Agreement during the ▇▇▇▇▇▇▇’▇ regular working hours. A ▇▇▇▇▇▇▇ shall not be entitled to pay when working on such matters outside his/her regular working hours. Designated Union representatives shall be permitted to visit employees on job sites and at department buildings during working hours (but not during the employee’s working time) for the purpose of the administration of this contract, so long as the Union representative does not interfere with the timely and proper completion of the employees’ job duties. The ▇▇▇▇▇▇▇ or Union representative will be allowed to accompany an employee to meet with the Employer during regular working hours for the purpose of grievance review and dispute resolution involving employees, under the following conditions: Notice must be given to the immediate supervisor and the College’s Director of Labor Relations/General Counsel at least three (3) hours in advance when possible, that a ▇▇▇▇▇▇▇ or Union representative will be accompanying an employee to meet with the Employer during regular working hours for the purpose of grievance review and contractual dispute resolution involving employees, under the following conditions: 1. That the ▇▇▇▇▇▇▇ has officially been designated as such by the Union. 2. Only the designated ▇▇▇▇▇▇▇ shall be excused for participation in grievance and/or dispute resolution meetings. U nion’s Use of Bulletin Board and College Mailboxes The Union may use the College mailboxes, bulletin board spaces and electronic communication media designated by the College President subject to the following conditions: 1. All postings shall be on approved bulletin boards and shall conform to all College policies now or hereafter adopted which govern the general use thereof, shall be identified as a publication of the Union and be signed by the President or other authorized officer of the Union with his/her verification that it is an authorized statement, release or publication of the Union. 2. The Union will not post or distribute information which is derogatory or defamatory of the College Area, its curriculum, any member of its student body or any of its personnel. 3. No College bulletin board space, electronic communication or other facility may be used at any time to communicate any endorsement of, support of, or opposition to any ballot issue or candidate for public elective office. In the event of a breach of the foregoing conditions of this paragraph, the privileges herein given are subject to immediate suspension by the College Area President for a period of time not to exceed one College quarter. The College Board of Governors may revoke the privileges herein provided for in the event of recurring infractions. The Union may use College facilities for meetings of College employees upon approval by the President or his/her designee.

Union Rights. The Union may designate employee(s) within the bargaining unit to serve as a Union ▇▇▇▇▇▇▇. Duties and responsibilities related to being a ▇▇▇▇▇▇▇ are the responsibility of the Union. The Union shall furnish the Employer’s Director of Facilities Management, or his/her designee, and the Employer’s General Counsel, or his/her designee, a list of Stewards and/or Union representatives and alternates, and shall, as soon as possible, notify said officials in writing of any changes thereto. There shall be no deduction from the pay of a ▇▇▇▇▇▇▇ when directly involved in meetings with management relating to the administration of this Agreement during the ▇▇▇▇▇▇▇’▇ regular working hours. A ▇▇▇▇▇▇▇ shall not be entitled to pay when working on such matters outside his/her regular working hours. Designated Union representatives shall be permitted to visit employees on job sites and at department buildings during working hours (but not during the employee’s working time) for the purpose of the administration of this contract, so long as the Union representative does not interfere with the timely and proper completion of the employees’ job duties. The ▇▇▇▇▇▇▇ or Union representative will be allowed to accompany an employee to meet with the Employer during regular working hours for the purpose of grievance review and dispute resolution involving employees, under the following conditions: Notice must be given to the immediate supervisor and the College’s Director of Labor Relations/General Counsel at least three (3) hours in advance when possible, that a ▇▇▇▇▇▇▇ or Union representative will be accompanying an employee to meet with the Employer during regular working hours for the purpose of grievance review and contractual dispute resolution involving employees, under the following conditions: 1. That the ▇▇▇▇▇▇▇ has officially been designated as such by the Union. 2. Only the designated ▇▇▇▇▇▇▇ shall be excused for participation in grievance and/or dispute resolution meetings. U nion’s Use of Bulletin Board and College Mailboxes The Union may use the College mailboxes, bulletin board spaces and electronic communication media designated by the College President subject to the following conditions: 1. All postings shall be on approved bulletin boards and shall conform to all College policies now or hereafter adopted which govern the general use thereof, shall be identified as a publication of the Union and be signed by the President or other authorized officer of the Union with his/her verification that it is an authorized statement, release or publication of the Union. 2. The Union will not post or distribute information which is derogatory or defamatory of the College Area, its curriculum, any member of its student body or any of its personnel. 3. No College bulletin board space, electronic communication or other facility may be used at any time to communicate any endorsement of, support of, or opposition to any ballot issue or candidate for public elective office. In the event of a breach of the foregoing conditions of this paragraph, the privileges herein given are subject to immediate suspension by the College Area President for a period of time not to exceed one College quarter. The College Board of Governors may revoke the privileges herein provided for in the event of recurring infractions. The Union may use College facilities for meetings of College employees upon approval by the President or his/her designee.

Union Rights. A. The Employer recognizes the right of the Union may designate employee(s) within to select shop stewards, not to exceed 10% of the number of bargaining unit employees. The Employer agrees that there will be no discrimination against authorized shop stewards because of Union-authorized activity. Shop stewards shall not be recognized by the Employer until the Union has notified the Employer in writing of the individuals serving as authorized shop stewards. The Employer will continue to serve as a recognize the shop stewards until the Union notifies the Employer in writing that the individual has left the position of shop ▇▇▇▇▇▇▇. Duties Shop stewards shall suffer no loss in pay for attendance at investigatory and responsibilities related grievance meetings held during their shift. The Employer shall, when feasible, schedule such meetings during a shift when there is an on-duty shop ▇▇▇▇▇▇▇. B. The Union agrees that, at all times, at least three (3) Union stewards will be designated as available to being a attend investigatory meetings. Any ▇▇▇▇▇▇▇ are currently on-duty will be deemed available within the responsibility meaning of the Unionthis paragraph. The Union shall furnish the Employer’s Director of Facilities Management, or his/her designee, and the Employer’s General Counsel, or his/her designee, When a list of Stewards and/or Union representatives and alternates, and shall, as soon as possible, notify said officials in writing of any changes thereto. There shall be no deduction from the pay of a shop ▇▇▇▇▇▇▇ when directly involved in meetings with management relating is required to attend an investigatory meeting and the administration of this Agreement during the ▇▇▇▇▇▇▇’▇ regular working hours. A Employer determines it is not operationally feasible to use a shop ▇▇▇▇▇▇▇ shall not be entitled to pay when working on such matters outside his/her regular working hours. Designated Union representatives shall be permitted to visit employees on job sites and at department buildings during working hours (but not during the employee’s working time) for the purpose of the administration of this contractdesignated as available, so long as the Union representative does not interfere with the timely and proper completion of the employees’ job duties. The management will authorize an off-duty shop ▇▇▇▇▇▇▇ or Union representative will to be allowed paid to accompany an employee to meet with attend the Employer during regular working hours for the purpose of grievance review and dispute resolution involving employees, under the following conditions: Notice must be given to the immediate supervisor and the College’s Director of Labor Relations/General Counsel at least three (3) hours in advance when possible, that a investigatory meeting. The off duty shop ▇▇▇▇▇▇▇ or Union representative will receive two (2) hours pay at their regular straight time pay rate regardless of how long the meeting runs. Such time will not, however, be accompanying an employee to meet with the Employer during regular working counted as hours worked for the purpose of grievance review and contractual dispute resolution involving employees, under the following conditions: 1. That the ▇▇▇▇▇▇▇ has officially been designated as such by the Unionany purpose. 2. Only the designated ▇▇▇▇▇▇▇ shall be excused for participation C. Except as specifically provided in grievance and/or dispute resolution meetings. U nion’s Use of Bulletin Board and College Mailboxes The this Agreement, all Union may use the College mailboxes, bulletin board spaces and electronic communication media designated activity by the College President subject to the following conditions: 1. All postings Union shop stewards shall be on approved bulletin boards unpaid time and shall conform to all College policies now or hereafter adopted which govern the general use thereof, shall be identified not counted as a publication of the Union and be signed by the President or other authorized officer of the Union with his/her verification that it is an authorized statement, release or publication of the Unionhours worked for any purpose. 2. The Union will not post or distribute information which is derogatory or defamatory of the College Area, its curriculum, any member of its student body or any of its personnel. 3. No College bulletin board space, electronic communication or other facility may be used at any time to communicate any endorsement of, support of, or opposition to any ballot issue or candidate for public elective office. In the event of a breach of the foregoing conditions of this paragraph, the privileges herein given are subject to immediate suspension by the College Area President for a period of time not to exceed one College quarter. The College Board of Governors may revoke the privileges herein provided for in the event of recurring infractions. The Union may use College facilities for meetings of College employees upon approval by the President or his/her designee.

Union Rights. Employees selected by the Union shall be known as Shop Stewards. The names of employees selected as Shop Stewards, as well as the Union Labor Representative, shall be certified in writing to the Employer by the Union. Duties required by the Union of Represented Employees, except attendance at meetings with employer, supervisory personnel, and aggrieved employees arising out of a grievance procedure, shall not interfere with their or other employees' regular work assignments as employees of the Employer. Contacts between Represented Employees and the Union Labor Representative, except aforementioned meetings, shall not cause workers to neglect their work. All parties to the agreement encourage communication. Shop Stewards and Union Labor Representatives may have access to investigate working conditions or potential grievances provided they do not cause workers to neglect their work. The Union may designate employee(s) within Labor Representative shall have the bargaining unit right to serve take up any disciplinary action brought against Shop Stewards, by the Employer, as a grievance. Union ▇▇▇▇▇▇▇Labor Representatives will be allowed, upon prior scheduling of the site manager, to visit work areas of the representative employees during work hours for the purpose of meeting with the employees regarding working matters affecting their employment with the Employer. Duties Upon request and responsibilities related approval, the Union shall be allowed the use of the facilities of the Employer for meetings when such facilities are available and the meeting would not interfere with the business of the Employer. The Employer will furnish each new employee with a notice, provided by the Union, stating that the Union is the certified bargaining representative. The Employer agrees to being a ▇▇▇▇▇▇▇ are the responsibility of furnish and maintain suitable bulletin boards in convenient places in each work area to be used by the Union. The Union shall furnish the Employer’s Director limit its posting of Facilities Management, or his/her designeenotices, and the Employer’s General Counsel, or his/her designee, a list of Stewards and/or Union representatives and alternates, and shall, as soon as possible, notify said officials in writing of any changes thereto. There bulletins shall be no deduction from the pay of a ▇▇▇▇▇▇▇ when directly involved in meetings with management relating limited to the administration posting of this Agreement during factual information as it relates to employees and the ▇▇▇▇▇▇▇’▇ regular working hours. A ▇▇▇▇▇▇▇ shall not be entitled to pay when working on such matters outside his/her regular working hours. Designated Union representatives shall be permitted to visit employees on job sites and at department buildings during working hours (but not during the employee’s working time) for the purpose business of the administration of this contract, so long as the Union representative does not interfere with the timely and proper completion of the employees’ job dutiesUnion. The ▇▇▇▇▇▇▇ or Union representative will be allowed to accompany an employee to meet with the Employer during regular working hours for the purpose of grievance review and dispute resolution involving employees, under the following conditions: Notice must be given to the immediate supervisor and the College’s Director of Labor Relations/General Counsel at least three (3) hours in advance when possible, that a ▇▇▇▇▇▇▇ or Union representative will be accompanying an employee to meet with the Employer during regular working hours for the purpose of grievance review and contractual dispute resolution involving employees, under the following conditions: 1. That the ▇▇▇▇▇▇▇ has officially been designated as such by the Union. 2. Only the designated Shop ▇▇▇▇▇▇▇ shall be excused solely responsible for participation in grievance and/or dispute resolution meetings. U nion’s Use of Bulletin Board and College Mailboxes The Union may use the College mailboxes, bulletin board spaces and electronic communication media designated by the College President subject to the following conditions: 1. All postings shall be on approved bulletin boards and shall conform to all College policies now or hereafter adopted which govern the general use thereof, shall be identified as a publication maintenance of the Union and be signed by the President or other authorized officer Bulletin Board. The internal business of the Union with his/her verification that it is an authorized statement, release or publication of the Union. 2. The Union will not post or distribute information which is derogatory or defamatory of the College Area, its curriculum, any member of its student body or any of its personnel. 3. No College bulletin board space, electronic communication or other facility may shall be used at any time to communicate any endorsement of, support of, or opposition to any ballot issue or candidate for public elective office. In the event of a breach of the foregoing conditions of this paragraph, the privileges herein given are subject to immediate suspension conducted by the College Area President for a period of time not to exceed one College quarter. The College Board of Governors may revoke the privileges herein employees during their off-duty hours, except as provided for in the event of recurring infractions. The Union may use College facilities for meetings of College employees upon approval by the President or his/her designeeSection ▇, ▇▇▇▇▇ ▇▇▇▇▇▇▇▇.

Union Rights. The 7.1 Employees covered by this Agreement are entitled to act through a Union may designate employee(s) within the representative in taking any grievance action or following any alternative procedure under this Agreement. Once a bargaining unit member has filed a grievance, the employee shall not be required to serve discuss the subject matter of the grievance without the presence of the Union representative if the employee elects to be represented by the Union. 7.2 SEIU Local 503, OPEU representatives appointed by the Union, with approval from a responsible manager, shall be allowed reasonable contact with bargaining unit members at LCOG facilities. The purpose of these visits will be to meet with Union stewards, employees, or management regarding any actions or procedures under this Agreement, including but not limited to employee grievances. SEIU Local 503, OPEU representatives appointed by the Union will have the right to contact any represented employee in the workplace as long as it does not interfere with the normal flow of work. 7.3 Authorized Union representatives shall be allowed reasonable time off without loss of pay during their normal working hours for the purpose of meeting with LCOG for negotiations, grievances, investigatory meetings (whether relating to internal or external investigations into an employee’s conduct), arbitration, or other meetings with LCOG management to conduct union business. All grievance proceedings when practicable shall be held during normal working hours. No overtime will be incurred as a result of the time spent for these purposes. “Authorized Union representative” shall mean any Union officer (President, Vice-President, Secretary/Treasurer), Union ▇▇▇▇▇▇▇. Duties and responsibilities related to being , or any other person who has been designated in writing by a ▇▇▇▇▇▇▇ are the responsibility of the UnionUnion officer or SEIU Local 503, OPEU staff member as an official Union representative. The Union shall furnish the Employer’s Director of Facilities Management, or his/her designee, and the Employer’s General Counsel, or his/her designee, LCOG with a list of Stewards and/or authorized Union representatives and alternates, and shall, as soon as possible, notify said officials described in writing of any changes thereto. There shall be no deduction from the pay of a ▇▇▇▇▇▇▇ when directly involved in meetings with management relating to the administration of this Agreement during the ▇▇▇▇▇▇▇’▇ regular working hours. A ▇▇▇▇▇▇▇ shall not be entitled to pay when working on such matters outside his/her regular working hours. Designated Union representatives shall be permitted to visit employees on job sites and at department buildings during working hours (but not during the employee’s working time) for the purpose of the administration of this contract, so long as the Union representative does not interfere with the timely and proper completion of the employees’ job duties. The ▇▇▇▇▇▇▇ or Union representative will be allowed to accompany an employee to meet with the Employer during regular working hours for the purpose of grievance review and dispute resolution involving employees, under the following conditions: Notice must be given to the immediate supervisor and the College’s Director of Labor Relations/General Counsel at least three (3) hours in advance when possible, that a ▇▇▇▇▇▇▇ or Union representative will be accompanying an employee to meet with the Employer during regular working hours for the purpose of grievance review and contractual dispute resolution involving employees, under the following conditions: 1. That the ▇▇▇▇▇▇▇ has officially been designated as such by the UnionArticle 7.10 below. 2. Only the designated ▇▇▇▇▇▇▇ shall be excused for participation in grievance and/or dispute resolution meetings. U nion’s Use of Bulletin Board and College Mailboxes The Union may use the College mailboxes, bulletin board spaces and electronic communication media designated by the College President subject to the following conditions: 1. All postings shall be on approved bulletin boards and shall conform to all College policies now or hereafter adopted which govern the general use thereof, shall be identified as a publication of the Union and be signed by the President or other authorized officer of the Union with his/her verification that it is an authorized statement, release or publication of the Union. 2. The Union will not post or distribute information which is derogatory or defamatory of the College Area, its curriculum, any member of its student body or any of its personnel. 3. No College bulletin board space, electronic communication or other facility may be used at any time to communicate any endorsement of, support of, or opposition to any ballot issue or candidate for public elective office. In the event of a breach of the foregoing conditions of this paragraph, the privileges herein given are subject to immediate suspension by the College Area President for a period of time not to exceed one College quarter. The College Board of Governors may revoke the privileges herein provided for in the event of recurring infractions. The Union may use College facilities for meetings of College employees upon approval by the President or his/her designee.

Union Rights. 1. The designated Union may designate employee(s) within officers and designated representatives and stewards shall be permitted to engage in contract disputes during the term of the MOU, and the adjustment of grievances of employees in the bargaining unit unit, subject to serve as the limitations set forth in this MOU. Except in extraordinary circumstances, these permitted activities performed during the normal employee duty time of such designated and appointed officers and stewards shall fall within one of the following categories: a. Discuss with an employee a Union ▇▇▇▇▇▇▇. Duties and responsibilities grievance or complaint; b. Make inquiries in order to obtain relevant information related to being a grievance, including discussions with supervisors, other employees or other management officials provided that such inquiry will not include the right, while on City time, to question visitors or non-employees of the City; c. Assist employees in preparation for, or represent employees in, the appeal and review steps of the grievance procedure or in arbitration; d. Attend meetings with supervisors or other management officials with respect to grievance adjustments, consultation or general discussion directly related to wages, hours or working conditions, and other matters mutually agreed upon; e. Prepare for meetings mutually agreed by the City and the Union to be scheduled for conferral or other purposes. This shall include Union Executive Board meetings, only where the purpose of such meetings is to prepare for meet and confer sessions with the City; f. Attend meetings where disciplinary action is to be taken, when requested by the employee. If the employee does not request representation, representatives of Union shall not be entitled to be present; g. Attend Chapter Board meetings and monthly membership meetings. 2. Subject to the limitations above in a through f, with respect to paid time for such activities, the City agrees that duly designated union officers and other representatives will be allowed to meet with Management representatives during normal working hours without loss of pay. The foregoing release from normal working duties is subject, however, to the requirement that when any such designated union officer or representative is representing an employee, they will request the permission of the immediate supervisor in reasonable advance, or when possible, two (2) working days in advance of any meeting, advising the supervisor of their destination and when they expect to return. Such request will be granted by the supervisor unless work processes require the presence of the employee at that time. If the request is denied, the employee shall be released as soon as possible. Upon returning to their duty station, the union officer or representative will notify their supervisor. Upon arriving at the work place of the employee to be represented, the union officer or representative will normally be permitted to contact the employee. The represented employee also shall be required to request permission for time off in reasonable advance or, when possible, two (2) working days in advance of any meeting. To the maximum extent possible, interviews between representatives and the employees will be held away from other employees and away from the public. If the union official is not permitted to contact the employee at the immediate time of their arrival at the work place, the supervisor in charge will advise the union officer or ▇▇▇▇▇▇▇ are the responsibility of the Union. The Union shall furnish the Employer’s Director of Facilities Management, or his/her designee, reason why they cannot do so and the Employer’s General Counsel, or his/her designee, a list of Stewards and/or Union representatives and alternates, and shall, as soon as possible, notify said officials in writing of any changes thereto. There shall be no deduction from time when the pay of a ▇▇▇▇▇▇▇ when directly involved in meetings with management relating to the administration of this Agreement during the ▇▇▇▇▇▇▇’▇ regular working hours. A ▇▇▇▇▇▇▇ shall not be entitled to pay when working on such matters outside his/her regular working hours. Designated Union representatives shall be permitted to visit employees on job sites and at department buildings during working hours (but not during the employee’s working time) for the purpose of the administration of this contract, so long as the Union representative does not interfere with the timely and proper completion of the employees’ job duties. The ▇▇▇▇▇▇▇ or Union representative employee will be allowed to accompany an employee to meet with the Employer during regular working hours for the purpose of grievance review and dispute resolution involving employees, under the following conditions: Notice must be given to the immediate supervisor and the College’s Director of Labor Relations/General Counsel at least three (3) hours in advance when possible, that a ▇▇▇▇▇▇▇ or Union representative will be accompanying an employee to meet with the Employer during regular working hours for the purpose of grievance review and contractual dispute resolution involving employees, under the following conditions: 1. That the ▇▇▇▇▇▇▇ has officially been designated as such by the Union. 2. Only the designated ▇▇▇▇▇▇▇ shall be excused for participation in grievance and/or dispute resolution meetings. U nion’s Use of Bulletin Board and College Mailboxes The Union may use the College mailboxes, bulletin board spaces and electronic communication media designated by the College President subject to the following conditions: 1. All postings shall be on approved bulletin boards and shall conform to all College policies now or hereafter adopted which govern the general use thereof, shall be identified as a publication of the Union and be signed by the President or other authorized officer of the Union with his/her verification that it is an authorized statement, release or publication of the Union. 2. The Union will not post or distribute information which is derogatory or defamatory of the College Area, its curriculum, any member of its student body or any of its personnelavailable. 3. No College bulletin board space, electronic communication or other facility may All union activities shall be used at any time conducted in such a manner as not to communicate any endorsement of, support of, or opposition to any ballot issue or candidate for public elective office. In disrupt the event of a breach work activities of the foregoing conditions of this paragraph, the privileges herein given are subject to immediate suspension by the College Area President for a period of time not to exceed one College quarter. The College Board of Governors may revoke the privileges herein provided for in the event of recurring infractions. The Union may use College facilities for meetings of College employees upon approval by the President or his/her designeeinvolved.

Union Rights. The ‌ 7.1 Employees covered by this Agreement are entitled to act through a Union may designate employee(s) within the representative in taking any grievance action or following any alternative procedure under this Agreement. Once a bargaining unit member has filed a grievance, the employee shall not be required to serve discuss the subject matter of the grievance without the presence of the Union representative if the employee elects to be represented by the Union. 7.2 SEIU Local 503, OPEU representatives appointed by the Union, with approval from a responsible manager, shall be allowed reasonable contact with bargaining unit members at LCOG facilities. The purpose of these visits will be to meet with Union stewards, employees, or management regarding any actions or procedures under this Agreement, including but not limited to employee grievances. SEIU Local 503, OPEU representatives appointed by the Union will have the right to contact any represented employee in the workplace as long as it does not interfere with the normal flow of work. 7.3 Authorized Union representatives shall be allowed reasonable time off without loss of pay during their normal working hours for the purpose of meeting with LCOG for negotiations, grievances, investigatory meetings (whether relating to internal or external investigations into an employee’s conduct), arbitration, or other meetings with LCOG management to conduct union business. All grievance proceedings when practicable shall be held during normal working hours. No overtime will be incurred as a result of the time spent for these purposes. “Authorized Union representative” shall mean any Union officer (President, Vice-President, Secretary/Treasurer), Union ▇▇▇▇▇▇▇. Duties and responsibilities related to being , or any other person who has been designated in writing by a ▇▇▇▇▇▇▇ are the responsibility of the UnionUnion officer or SEIU Local 503, OPEU staff member as an official Union representative. The Union shall furnish the Employer’s Director of Facilities Management, or his/her designee, and the Employer’s General Counsel, or his/her designee, LCOG with a list of Stewards and/or authorized Union representatives and alternates, and shall, as soon as possible, notify said officials described in writing of any changes thereto. There shall be no deduction from the pay of a ▇▇▇▇▇▇▇ when directly involved in meetings with management relating to the administration of this Agreement during the ▇▇▇▇▇▇▇’▇ regular working hours. A ▇▇▇▇▇▇▇ shall not be entitled to pay when working on such matters outside his/her regular working hours. Designated Union representatives shall be permitted to visit employees on job sites and at department buildings during working hours (but not during the employee’s working time) for the purpose of the administration of this contract, so long as the Union representative does not interfere with the timely and proper completion of the employees’ job duties. The ▇▇▇▇▇▇▇ or Union representative will be allowed to accompany an employee to meet with the Employer during regular working hours for the purpose of grievance review and dispute resolution involving employees, under the following conditions: Notice must be given to the immediate supervisor and the College’s Director of Labor Relations/General Counsel at least three (3) hours in advance when possible, that a ▇▇▇▇▇▇▇ or Union representative will be accompanying an employee to meet with the Employer during regular working hours for the purpose of grievance review and contractual dispute resolution involving employees, under the following conditions: 1. That the ▇▇▇▇▇▇▇ has officially been designated as such by the UnionArticle 7.10 below. 2. Only the designated ▇▇▇▇▇▇▇ shall be excused for participation in grievance and/or dispute resolution meetings. U nion’s Use of Bulletin Board and College Mailboxes The Union may use the College mailboxes, bulletin board spaces and electronic communication media designated by the College President subject to the following conditions: 1. All postings shall be on approved bulletin boards and shall conform to all College policies now or hereafter adopted which govern the general use thereof, shall be identified as a publication of the Union and be signed by the President or other authorized officer of the Union with his/her verification that it is an authorized statement, release or publication of the Union. 2. The Union will not post or distribute information which is derogatory or defamatory of the College Area, its curriculum, any member of its student body or any of its personnel. 3. No College bulletin board space, electronic communication or other facility may be used at any time to communicate any endorsement of, support of, or opposition to any ballot issue or candidate for public elective office. In the event of a breach of the foregoing conditions of this paragraph, the privileges herein given are subject to immediate suspension by the College Area President for a period of time not to exceed one College quarter. The College Board of Governors may revoke the privileges herein provided for in the event of recurring infractions. The Union may use College facilities for meetings of College employees upon approval by the President or his/her designee.

Union Rights. 1. Union stewards will be designated by the Union. The Union may designate employee(s) one ▇▇▇▇▇▇▇ for every 60 eligible employees. Within 30 days of the signing of this Agreement, the Union shall provide the ▇▇▇▇▇ County Human Resources Director, in writing, a complete list of stewards and elected officers, and indicate their departmental assignments. The Union will notify the County, in writing, within 10 working days of any change regarding stewards or elected officers. 2. All stewards shall submit a leave request form to notify and receive approval for release from duty from their immediate supervisors each time they need to conduct a Union activity or business. A copy of all request forms approved for the bargaining unit release of duty for Union activities and business shall be sent immediately to serve as a ▇▇▇▇▇ County Human Resources and the Union. Stewards shall be relieved of duty unless operational demands prohibit granting the request. Use of ▇▇▇▇▇▇▇ time shall not be abused by the employee and use of said time will not be unreasonably withheld by the immediate supervisor. An alternate Union ▇▇▇▇▇▇▇ may serve in the absence of the departmental ▇▇▇▇▇▇▇(s) or the chief ▇▇▇▇▇▇▇ who is on authorized leave or is otherwise unavailable. 3. Duties Union business shall include the representation of employees at meetings scheduled and responsibilities held with the department director or designee, grievance review hearings, termination hearings, attendance at the Labor/Management and Safety Committee meetings and the monthly Union ▇▇▇▇▇▇▇ meetings. Any other Union related activities shall be deducted from the hours defined in Section 7. 4. Only one (1) ▇▇▇▇▇▇▇ shall be allowed to being represent an employee at a meeting or hearing during any one shift. In the case of a newly elected or duly appointed ▇▇▇▇▇▇▇, that ▇▇▇▇▇▇▇ shall have the opportunity to accompany a ▇▇▇▇▇▇▇ are the responsibility of the Unionat a meeting or hearing as an observer. The Union shall furnish the Employer’s Director of Facilities Management, A newly elected or his/her designee, and the Employer’s General Counsel, or his/her designee, a list of Stewards and/or Union representatives and alternates, and shall, as soon as possible, notify said officials in writing of any changes thereto. There duly appointed ▇▇▇▇▇▇▇ shall be no deduction from the pay of considered a ▇▇▇▇▇▇▇ when directly involved in meetings with management relating to the administration who is within 90 days of this Agreement during the being elected or appointed. A ▇▇▇▇▇▇▇’▇ regular working hoursattendance at such meetings or hearings shall be subject to the terms of this Agreement. A An employee is entitled to be represented by a Union ▇▇▇▇▇▇▇ shall not at all meetings where discipline is given in writing. After being notified of an impending investigatory interview, or a meeting at which discipline is to be entitled given in writing, the affected employee may elect to pay when working on such matters outside his/her regular working hourshave a Union representative present. Designated Union representatives shall be permitted to visit employees on job sites and at department buildings during working hours (but not In addition, if during the employee’s working time) for the purpose course of the administration of this contract, so long as the a meeting an employee has reasonable belief that disciplinary action will result from a meeting with management then an employee may request a Union representative does not interfere with the timely and proper completion of the employees’ job duties. The ▇▇▇▇▇▇▇ attend the meeting as his/her representative. If an employee’s departmental ▇▇▇▇▇▇▇(s) or Union representative will be allowed to accompany an employee to meet with the Employer during regular working hours for the purpose of grievance review and dispute resolution involving employees, under the following conditions: Notice must be given to the immediate supervisor chief ▇▇▇▇▇▇▇ is not available and the College’s Director of Labor Relations/General Counsel at least three (3) hours in advance when possibleemployee requests Union representation, that a ▇▇▇▇▇▇▇ from another department may represent the employee. The Union or Union representative will be accompanying an the employee to meet with the Employer during regular working hours for the purpose of grievance review and contractual dispute resolution involving employees, under the following conditions: 1. That shall designate the ▇▇▇▇▇▇▇ who will represent an employee at a meeting or hearing. Monthly Union ▇▇▇▇▇▇▇ meetings shall be held no earlier than 4:00 p.m. The Union shall furnish the ▇▇▇▇▇ County Human Resources Director a copy of the record of attendance of the ▇▇▇▇▇▇▇ meeting. 5. Two (2) non-employee representatives of the Union may meet with an employee on County work premises for the purpose of preparing for a grievance or arbitration hearing during the employee's work hours once the employee has officially been requested to be released from duty through the leave request form process. Other Union business conducted by non-employee representatives must be conducted during the employee's work breaks or lunch period. 6. Union activities and business shall not interfere with any employee's duties. All stewards, and non-employee representatives must notify and obtain permission from an employee's immediate supervisor before entering the work area during working hours to meet with an employee. Upon entering the work area during breaks or lunch periods, stewards and non-employee representatives must identify themselves and make arrangements to meet with a particular employee. 7. For each separate fiscal year covered by the term of this Agreement, the Union will be allocated a total of 1375 hours leave without loss of pay for designated Union members to investigate grievances, attend conferences, legislative sessions or conventions, and other Union business not specified in Section 3. Per Diem and/or travel shall not be provided by the County. Such leave shall not be cumulative from fiscal year to fiscal year. The County shall not be responsible for any industrial injury claims resulting from activities performed on behalf of the Union away from County work locations during normal duty hours. a. If the Union President is an employee of the County, he/she shall be scheduled 40 hours paid time off per calendar week to accomplish general Union business. As a practical matter for employment record keeping, the Union President will be assigned to the department head of the department in which he/she is employed. The Union President will keep their department head informed of their whereabouts and activities and will continue to follow vacation and sick leave request, approval and usage policies. Up to 4 chief ▇▇▇▇▇▇▇(s), as such designated by the Union, shall be scheduled in the aggregate amount of 20 hours paid time off per calendar week to accomplish general Union business. Once appointed, the chief stewards shall be scheduled by the Union and such schedule shall not be changed, unless 30 days advance notice of the change is given by the Union to the County. The Union shall notify the ▇▇▇▇▇ County Human Resources Director, in writing, of the chief stewards’ schedules and changes related thereto. The chief stewards will be assigned to their supervisor and will be required to adhere to their established schedules for work and Union business. Chief stewards will continue to follow vacation and sick leave request, approval and usage policies. The scheduling of such leave will be at the discretion of the chief ▇▇▇▇▇▇▇’▇ supervisor and must be approved in writing before it is used. 2b. If the Union President is not an employee of the County, up to four (4) chief stewards, as designated by the Union, shall be scheduled in the aggregate amount of 32 hours paid time off per calendar week to accomplish general Union business. Only Once appointed, the designated chief stewards shall be scheduled by the Union and such schedule shall not be changed, unless 30 days advance notice of the change is given by the Union to the County. The Union shall notify the ▇▇▇▇▇ County Human Resources Director, in writing, of the chief stewards’ schedules and changes related thereto. The chief stewards will be assigned to their supervisor and will be required to adhere to their established schedules for work and union business. Chief stewards will continue to follow vacation and sick leave request, approval and usage policies. The scheduling of such leave will be at the discretion of the chief ▇▇▇▇▇▇▇’▇ supervisor and must be approved in writing before it is used. c. Union business, as defined in Section 3 of this Article, shall be coordinated between the County and the chief ▇▇▇▇▇▇▇ to encourage their participation in such meetings when on paid leave status. In the event the employer schedules a meeting or hearing at a date or time when the chief ▇▇▇▇▇▇▇ is on duty, the chief ▇▇▇▇▇▇▇ shall be excused for participation in grievance and/or dispute resolution meetings. U nion’s Use of Bulletin Board permitted to attend such meeting and College Mailboxes The Union may use the College mailboxes, bulletin board spaces and electronic communication media designated by the College President subject such attendance shall not be charged to the following conditions:bank hours under Section 7 of this Article. 19. All postings shall An employee will not be on approved bulletin boards and shall conform to all College policies now compensated for participating in Union activities, business or hereafter adopted which govern the general use thereof, shall be identified as a publication attendance at negotiation meetings outside of the Union and be signed by the President or other authorized officer of the Union with his/her verification that it is an authorized statement, release or publication of the Unionscheduled shift. 2. The Union will not post or distribute information which is derogatory or defamatory of the College Area, its curriculum, any member of its student body or any of its personnel. 3. No College bulletin board space, electronic communication or other facility may be used at any time to communicate any endorsement of, support of, or opposition to any ballot issue or candidate for public elective office. In the event of a breach of the foregoing conditions of this paragraph, the privileges herein given are subject to immediate suspension by the College Area President for a period of time not to exceed one College quarter. The College Board of Governors may revoke the privileges herein provided for in the event of recurring infractions. The Union may use College facilities for meetings of College employees upon approval by the President or his/her designee.

Union Rights. The Union may designate employee(s) within the bargaining unit to serve as a Union ▇▇▇▇▇▇▇. Duties and responsibilities related to being a ▇▇▇▇▇▇▇ are the responsibility of the Union. The Union shall furnish the EmployerCollege’s Director of Facilities Management, or his/her designee, and the EmployerCollege’s Associate Vice President for Compliance/General Counsel, or his/her designee, a list of Stewards and/or Union representatives and alternates, and shall, as soon as possible, notify said officials in writing of any changes thereto. There shall be no deduction from the pay of a ▇▇▇▇▇▇▇ when directly involved in meetings with management relating to the administration of this Agreement during the ▇▇▇▇▇▇▇’▇ regular working hours. A ▇▇▇▇▇▇▇ shall not be entitled to pay from the College when working on such matters outside his/her regular working hours. Designated Union representatives shall be permitted to visit employees on job sites and at department buildings during working hours (but not during the employee’s working time) for the purpose of the administration of this contract, so long as the Union representative does not interfere with the timely and proper completion of the employees’ job duties. The ▇▇▇▇▇▇▇ or Union representative will be allowed to accompany an employee to meet with the Employer College during regular working hours for the purpose of grievance review and dispute resolution involving employees, under the following conditions: Notice must be given to the immediate supervisor and the College’s Director of Labor Relations/General Counsel at least three (3) hours in advance advance, when possible, that a ▇▇▇▇▇▇▇ or Union representative will be accompanying an employee to meet with the Employer College during regular working hours for the purpose of grievance review and contractual dispute resolution involving employees, under the following conditions: 1. That the ▇▇▇▇▇▇▇ has officially been designated as such by the Union. 2. Only the designated ▇▇▇▇▇▇▇ shall be excused for participation in grievance and/or dispute resolution meetings. U nion’s Use of Bulletin Board and College Mailboxes The Union may use the College mailboxes, bulletin board spaces and electronic communication media designated by the College President subject to the following conditions: 1. All postings shall be on approved bulletin boards and shall conform to all College policies now or hereafter adopted which govern the general use thereof, shall be identified as a publication of the Union and be signed by the President or other authorized officer of the Union with his/her verification that it is an authorized statement, release or publication of the Union. 2. The Union will not post or distribute information which is derogatory or defamatory of the College Area, its curriculum, any member of its student body or any of its personnel. 3. No College bulletin board space, electronic communication or other facility may be used at any time to communicate any endorsement of, support of, or opposition to any ballot issue or candidate for public elective office. In the event of a breach of the foregoing conditions of this paragraph, the privileges herein given are subject to immediate suspension by the College Area President for a period of time not to exceed one College quarter. The College Board of Governors may revoke the privileges herein provided for in the event of recurring infractions. The Union may use College facilities for meetings of College employees upon approval by the President or his/her designee.

Union Rights. The 7.1 Employees covered by this Agreement are entitled to act through a Union may designate employee(s) within the representative in taking any grievance action or following any alternative procedure under this Agreement. Once a bargaining unit member has filed a grievance, s/he shall not be required to serve discuss the subject matter of the grievance without the presence of the Union representative if the employee elects to be represented by the Union. 7.2 Union staff, with approval from a responsible manager, shall be allowed reasonable contact with bargaining unit members at LCOG facilities. The purpose of these visits will be to meet with Union stewards, employees, or management regarding any actions or procedures under this Agreement, including but not limited to employee grievances. Representatives will have the right to contact any represented employee in the workplace as long as it does not interfere with the normal flow of work (e.g., during lunch hour, breaks, or before and after work shifts). 7.3 Authorized Union representatives shall be allowed reasonable time off without loss of pay during their normal working hours for the purpose of meeting with LCOG for negotiations, grievances, investigatory meetings, or other similar purposes. All grievance proceedings when practicable shall be held during normal working hours. No overtime will be incurred as a result of the time spent for these purposes. “Authorized Union representative” shall mean any Union officer (President, Vice-President, Secretary/Treasurer), Union ▇▇▇▇▇▇▇. Duties and responsibilities related to being , or any other person who has been designated in writing by a ▇▇▇▇▇▇▇ are the responsibility of the UnionUnion officer or SEIU Local 503, OPEU staff member as an official Union representative. The Union shall furnish the Employer’s Director of Facilities Management, or his/her designee, and the Employer’s General Counsel, or his/her designee, LCOG with a list of Stewards and/or authorized Union representatives and alternates, and shall, as soon as possible, notify said officials in writing of any changes thereto. There shall be no deduction from the pay of a ▇▇▇▇▇▇▇ when directly involved in meetings with management relating to the administration of this Agreement during the ▇▇▇▇▇▇▇’▇ regular working hours. A ▇▇▇▇▇▇▇ shall not be entitled to pay when working on such matters outside his/her regular working hours. Designated Union representatives shall be permitted to visit employees on job sites and at department buildings during working hours (but not during the employee’s working time) for the purpose of the administration of this contract, so long as the Union representative does not interfere with the timely and proper completion of the employees’ job duties. The ▇▇▇▇▇▇▇ or Union representative will be allowed to accompany an employee to meet with the Employer during regular working hours for the purpose of grievance review and dispute resolution involving employees, under the following conditions: Notice must be given to the immediate supervisor and the College’s Director of Labor Relations/General Counsel at least three (3) hours in advance when possible, that a ▇▇▇▇▇▇▇ or Union representative will be accompanying an employee to meet with the Employer during regular working hours for the purpose of grievance review and contractual dispute resolution involving employees, under the following conditions: 1. That the ▇▇▇▇▇▇▇ has officially been designated as such by the Unionrepresentatives. 2. Only the designated ▇▇▇▇▇▇▇ shall be excused for participation in grievance and/or dispute resolution meetings. U nion’s Use of Bulletin Board and College Mailboxes The Union may use the College mailboxes, bulletin board spaces and electronic communication media designated by the College President subject to the following conditions: 1. All postings shall be on approved bulletin boards and shall conform to all College policies now or hereafter adopted which govern the general use thereof, shall be identified as a publication of the Union and be signed by the President or other authorized officer of the Union with his/her verification that it is an authorized statement, release or publication of the Union. 2. The Union will not post or distribute information which is derogatory or defamatory of the College Area, its curriculum, any member of its student body or any of its personnel. 3. No College bulletin board space, electronic communication or other facility may be used at any time to communicate any endorsement of, support of, or opposition to any ballot issue or candidate for public elective office. In the event of a breach of the foregoing conditions of this paragraph, the privileges herein given are subject to immediate suspension by the College Area President for a period of time not to exceed one College quarter. The College Board of Governors may revoke the privileges herein provided for in the event of recurring infractions. The Union may use College facilities for meetings of College employees upon approval by the President or his/her designee.