Common use of Union Stewards Clause in Contracts

Union Stewards. A. The Union may designate a reasonable number of Union Stewards who must be members of the Union, and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated and revised lists within thirty (30) calendar days of any changes in said designations. A xxxxxxx may represent a said grievant in the presentation of a grievance at all levels of the grievance procedure. A xxxxxxx may represent an employee in pre-disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and his/her xxxxxxx may have a reasonable amount of paid time off for the above-listed activities. However, a xxxxxxx will receive paid time off only if he/she is the representative of record; is a member of the same Union as the employee; is employed by the same department, office or bureau; and, is employed within a reasonable distance from the work location of the employee. If a xxxxxxx must leave his/her work location to represent an employee, he/she shall first obtain permission from his/her supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the grievance xxxxxxx will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x request, excluding scheduled days off and/or legal holidays, unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the xxxxxxx shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s supervisor who will make arrangements for the requested meeting. Time spent on grievances, or the pre-disciplinary representation activities described above, outside of regular working hours of the employee or his/her xxxxxxx shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the xxxxxxx, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity.

Union Stewards. A. The Center will recognize stewards designated by the Union may designate a reasonable number who will be responsible for representing bargaining unit members and participating in any hearings or conferences related to the grievance process. There shall be one xxxxxxx for each laboratory with more than two bargaining unit employees and that xxxxxxx would be responsible for representing staff from that area. The lack of Union Stewards who must an assigned xxxxxxx would be members the burden of the Unionlabor representative to provide representation should it be needed. Typically, and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated and revised lists within thirty (30) calendar days of any changes in said designations. A xxxxxxx may represent a said grievant in the presentation of a grievance hearing will have no more than one xxxxxxx in attendance, unless the presence of the second xxxxxxx is part of the training process for the second xxxxxxx, in addition to a staff representative, but there shall be no more than two stewards in attendance at all levels times. Whenever possible, the Union will notify the Human Resources Director (HRD) in writing of the grievance procedurenames of the designated stewards prior to them assuming any duties. A xxxxxxx may represent The Center shall not deny an employee in pre-disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An the right to represent another employee and simply because his/her name does not appear on a job stewards list. Once representation has begun for the employee, the xxxxxxx may have shall not be changed from the occurrence, unless there are extenuating circumstances (i.e. health reasons, personal conflict, conflict of interest, etc.). Designated stewards shall be allowed a reasonable amount of paid time off for without charge to pay or leave to administer the above-listed activitiesAgreement and otherwise represent employees in accordance with the Collective Bargaining Law (Title 3, State Personnel and Pensions Article), law or regulation. HoweverTo the extent necessary to participate in hearings and meetings, a xxxxxxx will receive paid time off only if he/she is the representative of record; is a member of the same Union as the employee; is employed by the same department, office or bureau; and, is employed within a reasonable distance designated xxxxxxx’x shift shall be adjusted so that such participation shall be on official duty time. Release from the work location of the employee. If a xxxxxxx must leave his/her work location to represent an employee, he/she shall first obtain permission from his/her supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the grievance xxxxxxx will be informed when time can be made available. Such time duty and shift adjustments will not be more than forty-eight (48) hours after unreasonably denied and will be consistent with the time operational needs of the xxxxxxx’x request, excluding scheduled days off and/or legal holidays, unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the xxxxxxx shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s supervisor who will make arrangements for the requested meeting. Time spent on grievances, or the pre-disciplinary representation activities described above, outside of regular working hours of the employee or his/her xxxxxxx shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the xxxxxxx, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activityCenter.

Union Stewards. A. The Union may designate a reasonable number of Union Stewards grievance representatives who must be members of the UnionUnit, and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated and revised lists within thirty (30) calendar days of designated. Management will quarterly accept any changes in said designationsto the list desired by the Union. A xxxxxxx grievance representative, if so requested, may represent a said grievant in the presentation of a grievance at all levels of the grievance procedure. A xxxxxxx may represent an employee in pre-disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee The grievant and his/her xxxxxxx representative may have a reasonable amount of paid time off for the above-listed activitiesthis purpose. However, a xxxxxxx said representative will receive paid time off only if he/she is the representative of record; is a member of the same Unit and the same Union as the employeegrievant; is employed by the same department, office office, or bureaubureau as the grievant; and, is employed within a reasonable distance from the work location of the employeegrievant. If a xxxxxxx grievance representative must leave his/her work location to represent an employee, a grievant he/she shall first obtain permission from his/her supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the grievance xxxxxxx representative will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x requesthours, excluding scheduled days off and/or legal holidays, after the time of the grievance representative's request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute result in an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the xxxxxxx said representative shall call the requesting employee’s grievant's supervisor to determine when the employee grievant can be made available. Upon arrival, the xxxxxxx said representative will report to the employee’s grievant's supervisor who will make arrangements for the requested meetingmeeting requested. Time spent on grievances, or the pre-disciplinary representation activities described above, grievances outside of regular working hours of the employee or his/her xxxxxxx representative shall not be counted as work time for any purpose. Whenever these activities occur a grievance is to be presented during the working hours of the employee grievant and/or the xxxxxxxhis/her represented, only that amount of time necessary to bring about a prompt disposition of the matter grievance will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity.

Union Stewards. A. The Union may designate a reasonable number of Union Stewards who must be members of the Union, and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated and revised lists within thirty (30) 30 calendar days of any changes in said designations. A xxxxxxx xxxxxxx, if so requested, may represent a said grievant in the presentation of a grievance at all levels of the grievance procedure. A xxxxxxx may represent an employee in pre-disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow, if requested by the employee. An The employee and his/her their xxxxxxx may have a reasonable amount of paid time off for the above-listed activities. However, a representative xxxxxxx will receive paid time off only if he/she is the representative of record; xxxxxxx is a member of the same Union as the employeegrievant; is employed by the same department, office office, or bureaubureau as the grievant; and, is employed within a reasonable distance from the work location of the employeegrievant. If a xxxxxxx must leave his/her their work location to represent an employee, he/she employee the xxxxxxx shall first obtain permission from his/her their supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the grievance xxxxxxx will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x request, excluding request unless otherwise mutually agreed to. This time shall exclude scheduled days off and/or legal holidays, unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute result in an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her their work location, the xxxxxxx stewards shall call contact the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s 's supervisor who will make arrangements for the requested meetingmeeting requested. Time spent on grievances, grievances or on the pre-disciplinary representation representative activities described above, above outside of regular working hours of the employee or his/her their xxxxxxx shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the their xxxxxxx, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity.

Union Stewards. A. ‌ The Union may designate a reasonable number of up to thirty-four (34) stewards to represent employees in processing grievances and at Xxxxxx conferences. The following conditions shall apply: The Union may designate up to 34 Union Stewards who must be members of the UnionUnit, and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated and revised lists within thirty (30) calendar days of designated. Management will accept on a quarterly basis any changes in said designationsto the list. A xxxxxxx Xxxxxxx may represent a said grievant in the presentation of a grievance at all levels of the grievance procedure. A xxxxxxx Xxxxxxx may represent an employee in pre-disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and his/her xxxxxxx Xxxxxxx may have a reasonable amount of paid time off for the above-listed activities. However, a xxxxxxx Xxxxxxx will receive paid time off only if he/she is the representative of record; is a member of the same Unit and the same Union as the employee; is employed by the same department, office or bureau; and, is employed within a reasonable distance from the work location of the employee. If a xxxxxxx Xxxxxxx must leave his/her work location to represent an employee, he/she shall first obtain permission from his/her supervisor on a form provided by the City for such purpose. Permission to leave will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the grievance xxxxxxx Xxxxxxx will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x requesthours, excluding scheduled days off and/or legal holidays, after the time of the Xxxxxxx'x request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the xxxxxxx Xxxxxxx shall call the requesting employee’s 's supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx Xxxxxxx will report to the employee’s 's supervisor who will make arrangements for the requested meetingmeeting requested. The City will make reasonable time available to Stewards to investigate grievances and disciplinary matters on behalf of the grievant. Time spent on grievances, or the pre-disciplinary representation activities described above, outside of regular working hours of the employee or his/her xxxxxxx Xxxxxxx, shall not be counted as work time for any purpose. Whenever these activities occur during The City established Union Education and Training Fund equal to 24 hours per Xxxxxxx per year be utilized by the working hours Union for education and training purposes. The amount of the employee Fund shall not be accumulated year to year. No Xxxxxxx will utilize more than 80 hours per year from the Fund. The Fund may be used by the Union to train members and/or Stewards in the xxxxxxxgrievance procedure, only that amount of time necessary administrative interview, Xxxxxx hearings and other matters including investigations as determined by the Union. The City will make a reasonable effort to bring about a prompt disposition of release those Stewards for education and training classes held by the matter Union. Stewards will be allowed. City time, as herein provided, is limited copied on the email confirmation sent by Human Resources to the actual representation director/supervisor approving the release. The Union will provide the City with a copy of employees a sign-in sheet. If a sign-in sheet is not available, then the Union shall submit other verification of attendance for release time. Leaves of absence or intermittent leaves without pay may be granted to Union Stewards or members for the purpose of Union business consistent with current City policies for granting leaves. The leaves are subject to Department Head and does not include time for investigation, preparation or any other preliminary activityHuman Resources Director approval and must be considered in light of department staffing and business needs. The City will make a genuine effort to consider these requests.

Union Stewards. A. “The Union may designate a reasonable number of Union Stewards who must be members Company acknowledges the right of the UnionUnion to appoint one (1) Owner Operator as xxxxxxx, and one (1) Owner Operator alternate xxxxxxx.” (Applicable without duplication) for Grievances “Wherever possible, grievances shall provide all departments, offices, or bureaus with a written list of employees who have been so designated and revised lists within thirty (30) calendar days of any changes in said designations. A xxxxxxx may represent a said grievant in be processed during the presentation of a grievance at all levels of the grievance procedure. A xxxxxxx may represent an employee in pre-disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and his/her xxxxxxx may have a reasonable amount of paid time off for the above-listed activities. However, a xxxxxxx will receive paid time off only if he/she is the representative of record; is a member of the same Union as the employee; is employed by the same department, office or bureau; and, is employed within a reasonable distance from the work location of the employee. If a xxxxxxx must leave his/her work location to represent an employee, he/she shall first obtain permission from his/her supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the grievance xxxxxxx will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x request, excluding scheduled days off and/or legal holidays, unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the xxxxxxx shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s supervisor who will make arrangements for the requested meeting. Time spent on grievances, or the pre-disciplinary representation activities described above, outside of regular normal working hours of the employee Xxxxxxx. A Xxxxxxx who is an Owner Operator shall receive his hourly rate of pay when grievances are processed or his/her xxxxxxx shall not be counted as work time matters that may give rise to grievances are discussed within normal working hours with the Company on Company property or at any other place which is mutually agreed upon by both the Union and the Company.’’ for any purpose. Whenever these activities occur After the Company is unable to meet a Xxxxxxx who is an Owner Operator during the Xxxxxxx’x normal working hours hours, the Company and the Xxxxxxx shall, by mutual agreement, meet on the Company’s property or at any other place at a time which is mutually agreed upon by both the Union and the Company. Such time spent by the Xxxxxxx who is an Owner Operator shall be with his hourly rate of pay.” (Not Applicable) (Applicable without duplication) the event a Union Xxxxxxx attends a Stewards’ seminar and/or educational program, in recognition that xxxxxxx training is intended to promote co-operation and harmony, the Company will pay annually of the employee and/or xxxxxxx’x hourly rate of pay while attending seminars or educational programs for a period of up to two (2) days pursuant to this section.” “The Company will notify the xxxxxxx, only that amount of time necessary to bring about a prompt disposition designated representative of the matter Union by registered mail or facsimile prior to terminating or removing from service a Xxxxxxx who is an Owner Operator. Failure of the Company to notify the Union representative shall render the termination or removal from service null and void.” “For the purposes of cessation of work the Union Xxxxxxx shall be established as “second person” on the seniority list for the division in which the Union Xxxxxxx is working.” meetings scheduled as mutually agreed will involve the who is an Owner Operator as required by the Union and Management as required by the Company. A meeting will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activityheld at least twice annually.” (Applicable) ARTICLE GRIEVANCE AND ARBITRATION

Union Stewards. A. The Union may designate a reasonable number of Union Stewards union stewards who must be members of the Union, and Unit. The Union shall provide all departments, offices, offices or bureaus with a written list of employees who have been so designated and revised lists within thirty (30) calendar days of any designated. Management will quarterly accept changes in said designationsto the list presented by the Union. A union xxxxxxx may represent a said grievant an employee in the presentation presenting of a grievance grievances at all levels of the grievance procedure. A xxxxxxx may represent an employee , or in pre-disciplinary hearings meetings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An The employee and his/her xxxxxxx may have a reasonable amount of paid time off for the abovepresentation of grievances or participation in pre-listed activitiesdisciplinary meetings or interviews. However, a said xxxxxxx will receive paid time off only if he/she is the representative of record; is , a member of the Union and the same Union Unit as the employee; is employed by the same department, office or bureaubureau as the employee; and, and is employed within a reasonable distance from the work location of the employee. If a xxxxxxx must leave his/her work location to represent an employee, he/she shall first obtain permission from his/her supervisor on a form provided for such purposesupervisor. Permission to leave will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the grievance xxxxxxx will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x requesthours, excluding scheduled days off and/or legal holidays, after the time of the xxxxxxx’x request unless otherwise mutually agreed to. Denial of permission to leave at the time requested for representation of a grievance will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. No time limit extensions will be provided for presentation of Xxxxxx packages when a delay would affect the department’s ability to preserve a statute of limitations. Before leaving his/her work location, the xxxxxxx shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s supervisor who will make arrangements for the requested meetingmeeting requested. Time spent on grievances, grievances or the pre-disciplinary representation activities described above, Xxxxxx meetings outside of regular working hours of the employee or and/or his/her xxxxxxx shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the his/her xxxxxxx, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity.

Union Stewards. A. The Union may designate a reasonable number of Union Stewards or other union representatives who must be members of the Union, and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated and revised lists within thirty (30) calendar days of any changes in said designations. A xxxxxxx may represent a said grievant in the presentation of a grievance at all levels of the grievance procedure. A xxxxxxx may represent an employee in pre-disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and his/her xxxxxxx may have a reasonable amount of paid time off for the above-listed activities. However, a xxxxxxx will receive paid time off only if he/she is the representative of record; is a member of the same Union as the employee; is employed by the same department, office or bureau; and, is employed within a reasonable distance from the work location of the employee. If a xxxxxxx must leave his/her work location to represent an employee, he/she shall first obtain permission from his/her supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the grievance xxxxxxx will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x request, excluding scheduled days off and/or legal holidays, unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the xxxxxxx shall call contact the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s supervisor who will make arrangements for the requested meeting. Time spent on grievances, or the pre-disciplinary representation activities described above, outside of regular working hours of the employee or his/her xxxxxxx shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the xxxxxxx, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity.

Union Stewards. A. The Union may designate a reasonable number of Union Stewards union stewards who must be members of the Union, and shall provide all departments, offices, offices or bureaus with a written list of employees who have been so designated and revised lists within thirty (30) 30 calendar days of any changes in said designations. A xxxxxxx may represent a said grievant employee in the presentation presenting of a grievance grievances at all levels of the grievance procedure. A xxxxxxx may represent an employee , or in pre-disciplinary hearings meetings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An The employee and his/her xxxxxxx may have a reasonable amount of paid time off for the above-listed activities. However, a said xxxxxxx will receive paid time off only if he/she is the representative of record; is a member of the same Union as the employee; is employed by the same department, office or bureaubureau as the employee; and, and is employed within a reasonable distance from the work location of the employee. If a xxxxxxx must leave his/her work location to represent an employee, he/she shall first obtain permission from his/her supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the grievance xxxxxxx will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x request, excluding scheduled days off and/or legal holidays, unless otherwise mutually agreed to. Denial of permission to leave at the time requested for representation will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the xxxxxxx shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s supervisor who will make arrangements for the requested meetingmeeting requested. Time spent on grievances, grievances or the pre-disciplinary representation activities described above, Xxxxxx meetings outside of regular working hours of the employee or and/or his/her xxxxxxx shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the his/her xxxxxxx, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity.

Union Stewards. A. The Union may designate a reasonable number of Union Stewards who must be members of the UnionUnit, and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated and revised lists when changes occur within thirty (30) 30 calendar days of any changes in said designationsthe change. A xxxxxxx xxxxxxx, if so requested, may represent a said grievant in the presentation of a grievance at all levels of the grievance procedure. A xxxxxxx may represent an employee in pre-disciplinary hearings (Xxxxxx) or pre-pre- disciplinary interviews where there is a reasonable expectation that disciplinary action will follow, if requested by the employee. An The employee and his/her xxxxxxx may have a reasonable amount of paid time off for the above-listed activities. However, a representative xxxxxxx will receive paid time off only if he/she is the representative of record; is a member of the same Unit and the same Union as the employeegrievant; is employed by the same department, office office, or bureaubureau as the grievant; and, is employed within a reasonable distance from the work location of the employeegrievant. If a xxxxxxx must leave his/her work location to represent an employee, employee he/she shall first obtain permission from his/her supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the grievance xxxxxxx will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x request, excluding request unless otherwise mutually agreed to. This time shall exclude scheduled days off and/or legal holidays, unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute result in an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the xxxxxxx stewards shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s 's supervisor who will make arrangements for the requested meetingmeeting requested. Time spent on grievances, grievances or on the pre-disciplinary representation representative activities described above, above outside of regular working hours of the employee or his/her xxxxxxx shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the his/her xxxxxxx, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity.

Union Stewards. A. The Union may designate a reasonable number of Union Stewards who must be members of the UnionUnit, and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated and revised lists within thirty (30) calendar days of designated. Management will accept on a quarterly basis any changes in said designationsto the list. A xxxxxxx may represent a said grievant in the presentation of a grievance at all levels of the grievance procedure. A xxxxxxx may represent an employee in pre-disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and his/her xxxxxxx may have a reasonable amount of paid time off for the above-listed activities. However, a xxxxxxx will receive paid time off only if he/she is the representative of record; is a member of the same Unit and the same Union as the employee; employee is employed by the same department, office or bureau; and, is employed within a reasonable distance from the work location of the employee. If a xxxxxxx must leave his/her work location to represent an employee, he/she shall first obtain permission from his/her supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the grievance xxxxxxx will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x requesthours, excluding scheduled days off and/or legal holidays, after the time of the xxxxxxx’x request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the xxxxxxx shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s supervisor who will make arrangements for the requested meetingmeeting requested. Time spent on grievances, or the pre-disciplinary representation activities described above, outside of regular working hours of the employee or his/her xxxxxxx shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the xxxxxxx, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity.

Union Stewards. A. The Union may designate a reasonable number of Union Stewards who must be members of the Union, and shall provide all departments, offices, offices or bureaus with a written list of employees who have been so designated designated, and revised lists within thirty (30) 30 calendar days of any changes in said designations. A xxxxxxx may represent a said grievant in the presentation presenting of a grievance grievances at all levels of the grievance procedure. A xxxxxxx may represent an employee in pre-disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and his/her xxxxxxx may have a reasonable amount of paid time off for the above-listed activities. However, a the xxxxxxx will receive paid time off only if he/she is the representative of record; is a member of the same Union as the employeeAssociation; is employed by the same department, office or bureau; and, and is employed within a reasonable distance from the work location of the employee. If a xxxxxxx must leave his/her work location to represent an employee, he/she shall first obtain permission from his/her supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the grievance xxxxxxx will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x request, excluding scheduled days off and/or legal holidays, unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the xxxxxxx shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s supervisor who will make arrangements for the requested meetingmeeting requested. Time spent on grievances, or the pre-disciplinary representation activities described above, outside of regular working hours of the employee or and/or his/her xxxxxxx representative shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the xxxxxxx, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity.

Union Stewards. A. The Union may designate Company shall a reasonable number of Union Stewards who may present employees' grievances to the representatives of the Company. The number of such Stewards and the Department or zone within which each Xxxxxxx is to function is determined as specified in of this Article It is mutually agreed that all regular employees shall be eligible to serve as Stewards or Members of the Grievance Committee providing such employee has not less than twelve months seniority. The Grievance Committee shall consist of no more than four employees, one of whom shall be the Local President or the Local Vice-President. The Union acknowledges that Stewards, Members of the Grievance Committee, and the Union Officers have regular duties to perform for the Company, and that such persons will not leave their regular duties without obtaining the permission of their Xxxxxxx, or immediate Supervisor. This permission shall not be unduly withheld. Any employee called to an office for an interview with a xxxxxxx, superintendent or production manager, shall be advised prior to the interview if it is for disciplinary purposes and if so, the employee must have his xxxxxxx accompany him during such interview. in It is clearly understood that Stewards, Members of the Grievance Committee, and the Union Officers will not absent themselves from their regular duties unreasonably in order to deal with the grievances of employees, or with other Union business provided for in this Agreement, and that in accordance with this understanding, the Company will compensate such employees at their basic rate of for time handling grievances of and meetings of the Grievance Committee with Management, and that this does not apply to time spent on such matters outside of the employees regular working hours unless so requested by the Company, in which case such time shall not be considered in any computation of overtime. The Company will compensate, at their regular rate, members of the Unionnegotiating Committee for the time spent out of their regular shift at Labour Contract Negotiations with Management, and including hearings before a conciliation or mediation officer pertaining to said Negotiations. No such payment shall provide all departments, offices, be made for time spent while a strike may be in progress. Schedule of Stewards The Plant Superintendent will be advised in writing of the name of the Xxxxxxx or bureaus with a written list Stewards so appointed by the Union areas of employees who have been so designated and revised lists within thirty (30) calendar days of any changes in said designations. A xxxxxxx may represent a said grievant jurisdiction: in the presentation of a grievance at all levels of the grievance procedurefollowing Corrugator 2 Stewards Printing Dept. A xxxxxxx may represent an employee in pre-disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow2 Stewards Die Cut Dept. An employee and his/her xxxxxxx may have a reasonable amount of paid time off for the above-listed activities. However, a xxxxxxx will receive paid time off only if he/she is the representative of record; is a member of the same Union as the employee; is employed by the same department, office or bureau; and, is employed within a reasonable distance from the work location of the employee. If a xxxxxxx must leave his/her work location to represent an employee, he/she shall first obtain permission from his/her supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the grievance xxxxxxx will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x request, excluding scheduled days off and/or legal holidays, unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the xxxxxxx shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s supervisor who will make arrangements for the requested meeting. Time spent on grievances, or the pre-disciplinary representation activities described above, outside of regular working hours of the employee or his/her xxxxxxx shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the xxxxxxx, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity.2 Stewards

Union Stewards. A. The Union may designate a reasonable number of up to thirty-four (34) stewards to represent employees in processing grievances and at Xxxxxx conferences. The following conditions shall apply: The Union may designate up to 34 Union Stewards who must be members of the UnionUnit, and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated and revised lists within thirty (30) calendar days of designated. Management will accept on a quarterly basis any changes in said designationsto the list. A xxxxxxx Xxxxxxx may represent a said grievant in the presentation of a grievance at all levels of the grievance procedure. A xxxxxxx Xxxxxxx may represent an employee in pre-disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and his/her xxxxxxx Xxxxxxx may have a reasonable amount of paid time off for the above-listed activities. However, a xxxxxxx Xxxxxxx will receive paid time off only if he/she is the representative of record; is a member of the same Unit and the same Union as the employee; is employed by the same department, office or bureau; and, is employed within a reasonable distance from the work location of the employee. If a xxxxxxx Xxxxxxx must leave his/her work location to represent an employee, he/she shall first obtain permission from his/her supervisor on a form provided by the City for such purpose. Permission to leave will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the grievance xxxxxxx Xxxxxxx will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x requesthours, excluding scheduled days off and/or legal holidays, after the time of the Xxxxxxx'x request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the xxxxxxx Xxxxxxx shall call the requesting employee’s 's supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx Xxxxxxx will report to the employee’s 's supervisor who will make arrangements for the requested meetingmeeting requested. The City will make reasonable time available to Stewards to investigate grievances and disciplinary matters on behalf of the grievant. Time spent on grievances, or the pre-disciplinary representation activities described above, outside of regular working hours of the employee or his/her xxxxxxx Xxxxxxx, shall not be counted as work time for any purpose. Whenever these activities occur during The City established Union Education and Training Fund equal to 24 hours per Xxxxxxx per year be utilized by the working hours Union for education and training purposes. The amount of the employee Fund shall not be accumulated year to year. No Xxxxxxx will utilize more than 80 hours per year from the Fund. The Fund may be used by the Union to train members and/or Stewards in the xxxxxxxgrievance procedure, only that amount of time necessary administrative interview, Xxxxxx hearings and other matters including investigations as determined by the Union. The City will make a reasonable effort to bring about a prompt disposition of release those Stewards for education and training classes held by the matter Union. Stewards will be allowed. City time, as herein provided, is limited copied on the email confirmation sent by Human Resources to the actual representation director/supervisor approving the release. The Union will provide the City with a copy of employees a sign-in sheet. If a sign-in sheet is not available, then the Union shall submit other verification of attendance for release time. Leaves of absence or intermittent leaves without pay may be granted to Union Stewards or members for the purpose of Union business consistent with current City policies for granting leaves. The leaves are subject to Department Head and does not include time for investigation, preparation or any other preliminary activityHuman Resources Director approval and must be considered in light of department staffing and business needs. The City will make a genuine effort to consider these requests.

Union Stewards. A. The Union may designate a reasonable number of Union Stewards union stewards who must be members of the Union, and . The Union shall provide all departments, offices, offices or bureaus with a written list of employees who have been so designated designated, and revised lists within thirty (30) calendar days of any changes in said designations. A xxxxxxx may represent a said grievant in the presentation presenting of a grievance grievances at all levels of the grievance procedure. A xxxxxxx may represent an employee procedure or in pre-disciplinary hearings meetings (Xxxxxx) ), or pre-pre- disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and his/her xxxxxxx may have a reasonable amount of paid time off for the abovepresentation of grievances or participation in pre-listed activitiesdisciplinary meetings or interviews. However, a xxxxxxx will receive paid time off only if he/she is the representative of record; is , a member of the same Union as the employee; is employed by the same department, office office, or bureau; , and, is employed within a reasonable distance from the work location of the employee. If a xxxxxxx must leave his/her work location to represent an employee, he/she shall first obtain permission from his/her supervisor on a form provided for such purposesupervisor. Permission to leave will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the grievance xxxxxxx will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x request, excluding scheduled days off and/or legal holidays, unless otherwise mutually agreed to. Denial of permission to leave at the time requested for representation of a grievance will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the xxxxxxx shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s supervisor supervisor, who will make arrangements for the requested meetingmeeting requested. Time spent on grievances, grievances or the pre-disciplinary representation activities described above, Xxxxxx meetings outside of regular working hours of the employee or and/or his/her xxxxxxx shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee grievant and/or the his/her xxxxxxx, only that amount of time necessary to bring about a prompt disposition of the matter issue will be allowed. City time, time as herein provided, provided is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity.

Union Stewards. A. The Union may designate a reasonable number of Union Stewards union stewards who must be members of the Union, and Unit. The Union shall provide all departments, offices, offices or bureaus with a written list of employees who have been so designated and revised lists within thirty (30) calendar days of any designated. Management will quarterly accept changes in said designationsto the list presented by the Union. A xxxxxxx may represent a said grievant in the presentation presenting of a grievance grievances at all levels of the grievance procedure. A xxxxxxx may represent an employee procedure or in pre-disciplinary hearings meetings (Xxxxxx) ), or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and his/her xxxxxxx may have a reasonable amount of paid time off for the abovepresentation of grievances or participation in pre-listed activitiesdisciplinary meetings or interviews. However, a xxxxxxx will receive paid time off only if he/she is the representative of record; is , a member of the Union and the same Union Unit as the employee; is employed by the same department, office or bureau; and, is employed within a reasonable distance from the work location of the employee. The exceptions to this will be in the Police Department and the Department of Public Works, where the xxxxxxx must be employed in the same department as the employee. If a xxxxxxx must leave his/her work location to represent an employee, he/she shall first obtain permission from his/her supervisor on a form provided for such purposesupervisor. Permission to leave will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the grievance xxxxxxx will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x requesthours, excluding scheduled days off and/or legal holidays, after the time of the xxxxxxx’x request unless otherwise mutually agreed to. Denial of permission to leave at the time requested for representation of a grievance will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. No time limit extensions will be provided for presentation of Xxxxxx packages when a delay would affect the department’s ability to preserve a statute of limitations. Before leaving his/her work location, the xxxxxxx shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s supervisor supervisor, who will make arrangements for the requested meetingmeeting requested. Time spent on grievances, grievances or the pre-disciplinary representation activities described above, Xxxxxx meetings outside of regular working hours of the employee or and/or his/her xxxxxxx shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee grievant and/or the his/her xxxxxxx, only that amount of time necessary to bring about a prompt disposition of the matter issue will be allowed. City time, time as herein provided, provided is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity.

Union Stewards. A. The Union may designate a reasonable number of Union Stewards who must be members of the UnionUnit, and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated and revised lists within thirty (30) calendar days of designated. Management will accept on a quarterly basis any changes in said designationsto the list. A xxxxxxx may represent a said grievant in the presentation of a grievance at all levels of the grievance procedure. A xxxxxxx may represent an employee in pre-disciplinary hearings (Xxxxxx) or pre-pre- disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and his/her xxxxxxx may have a reasonable amount of paid time off for the above-listed activities. However, a xxxxxxx will receive paid time off only if he/she is the representative of record; is a member of the same Unit and the same Union as the employee; employee is employed by the same department, office or bureau; and, is employed within a reasonable distance from the work location of the employee. If a xxxxxxx must leave his/her work location to represent an employee, employee he/she shall first obtain permission from his/her supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the grievance xxxxxxx will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x requesthours, excluding scheduled days off and/or legal holidays, after the time of the xxxxxxx’x request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the xxxxxxx shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s supervisor who will make arrangements for the requested meetingmeeting requested. Time spent on grievances, or the pre-disciplinary representation activities described above, outside of regular working hours of the employee or his/her xxxxxxx shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the xxxxxxx, xxxxxxx only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity.

Union Stewards. A. ‌ The Union may designate a reasonable number of Union Stewards who must be members of the Union, Union and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated designated. The Union shall ensure that the list of Union Stewards is kept current and revised lists within thirty (30) calendar days of any shall transmit changes in said designationsto Management as soon as practicable. A xxxxxxx Union Xxxxxxx may represent a said grievant in the presentation presenting of a grievance grievances at all levels of the grievance procedure. A xxxxxxx Union Xxxxxxx may represent an employee in pre-disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and his/her xxxxxxx Union Xxxxxxx may have a reasonable amount of paid time off for the above-listed activities. However, a xxxxxxx the Union Xxxxxxx will receive paid time off only if he/she is the representative of record; , is a member of the same Union as the employee; is employed by the same departmentAssociation, office or bureau; and, and is employed within a reasonable distance from the work location of the employee. If a xxxxxxx Union Xxxxxxx must leave his/her work location to represent an employee, he/she shall first obtain permission from his/her supervisor on a form provided for such purpose. Permission to leave a work location will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the grievance xxxxxxx Union Xxxxxxx will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x Union Xxxxxxx’x request, excluding scheduled days off and/or legal holidays, unless otherwise the parties mutually agreed toagree otherwise. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the time delay. Before leaving his/her work location, the xxxxxxx Union Xxxxxxx shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx Union Xxxxxxx will report to the employee’s supervisor who will make arrangements for the requested meetingmeeting requested. Time spent on grievances, grievances or the pre-disciplinary representation activities described above, above outside of regular working hours of the employee or and/or his/her xxxxxxx Union Xxxxxxx shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the xxxxxxxUnion Xxxxxxx, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation preparation, or any other preliminary activity. In order to facilitate the expeditious resolution of workplace disputes at the lowest possible level, the parties agree to establish a joint Labor-Management training program for Union Stewards and front-line supervisors. Upon the parties’ mutual agreement, the Union and City representatives will have established a curriculum and training program that will provide skills for both Union Stewards and front-line supervisors in the processing and resolution of grievances and other workplace issues in a cooperative, problem-solving manner. Upon completion of the program, both Union Stewards and front-line supervisors will be certified. Union Stewards certified through this training shall be authorized to spend up to two (2) hours of City time to investigate each dispute raised under the Grievance Procedure of this MOU. As is practicable, grievances will be heard by certified supervisors.

Union Stewards. A. The Union may designate a reasonable number of Union Stewards union stewards who must be members of the Union, and Unit. The Union shall provide all departments, offices, offices or bureaus with a written list of employees who have been so designated and revised lists within thirty (30) calendar days of any designated. Management will quarterly accept changes in said designationsto the list presented by the Union. A union xxxxxxx may represent a said grievant an employee in the presentation presenting of a grievance grievances at all levels of the grievance procedure. A xxxxxxx may represent an employee , or in pre-disciplinary hearings meetings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An The employee and his/her xxxxxxx may have a reasonable amount of paid time off for the abovepresentation of grievances or participation in pre-listed activitiesdisciplinary meetings or interviews. However, a said xxxxxxx will receive paid time off only if he/she is the representative of record; is , a member of the Union and the same Union Unit as the employee; is employed by the same department, office or bureaubureau as the employee; and, and is employed within a reasonable distance from the work location of the employee. If a xxxxxxx must leave his/her work location to represent an employee, he/she shall first obtain permission from his/her supervisor on a form provided for such purposesupervisor. Permission to leave will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the grievance xxxxxxx will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x requesthours, excluding scheduled days off and/or legal holidays, after the time of the xxxxxxx’x request unless otherwise mutually agreed to. Denial of permission to leave at the time requested for representation of a grievance will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. No time limit extensions will be provided for presentation of Xxxxxx packages when a delay would affect the department’s ability to preserve a statute of limitations. Before leaving his/her work location, the xxxxxxx shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s supervisor who will make arrangements for the requested meetingmeeting requested. Time spent on grievances, grievances or the pre-disciplinary representation activities described above, Xxxxxx meetings outside of regular working hours of the employee or and/or his/her xxxxxxx shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the his/her xxxxxxx, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity.

Union Stewards. A. The Union may designate a reasonable number of Union Stewards who must be members of the Union, Union and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated designated. The Union shall ensure that the list of Union Stewards is kept current and revised lists within thirty (30) calendar days of any shall transmit changes in said designationsto Management as soon as practicable. A xxxxxxx Union Xxxxxxx may represent a said grievant in the presentation presenting of a grievance grievances at all levels of the grievance procedure. A xxxxxxx Union Xxxxxxx may represent an employee in pre-disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and his/her xxxxxxx Union Xxxxxxx may have a reasonable amount of paid time off for the above-listed activities. However, a xxxxxxx the Union Xxxxxxx will receive paid time off only if he/she is the representative of record; , is a member of the same Union as the employee; is employed by the same departmentAssociation, office or bureau; and, and is employed within a reasonable distance from the work location of the employee. If a xxxxxxx Union Xxxxxxx must leave his/her work location to represent an employee, he/she shall first obtain permission from his/her supervisor on a form provided for such purpose. Permission to leave a work location will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the grievance xxxxxxx Union Xxxxxxx will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x Union Xxxxxxx’x request, excluding scheduled days off and/or legal holidays, unless otherwise the parties mutually agreed toagree otherwise. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the time delay. Before leaving his/her work location, the xxxxxxx Union Xxxxxxx shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx Union Xxxxxxx will report to the employee’s supervisor who will make arrangements for the requested meetingmeeting requested. Time spent on grievances, grievances or the pre-disciplinary representation activities described above, above outside of regular working hours of the employee or and/or his/her xxxxxxx Union Xxxxxxx shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the xxxxxxxUnion Xxxxxxx, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation preparation, or any other preliminary activity. In order to facilitate the expeditious resolution of workplace disputes at the lowest possible level, the parties agree to establish a joint Labor-Management training program for Union Stewards and front-line supervisors. Upon the parties’ mutual agreement, the Union and City representatives will have established a curriculum and training program that will provide skills for both Union Stewards and front-line supervisors in the processing and resolution of grievances and other workplace issues in a cooperative, problem-solving manner. Upon completion of the program, both Union Stewards and front-line supervisors will be certified. Union Stewards certified through this training shall be authorized to spend up to two (2) hours of City time to investigate each dispute raised under the Grievance Procedure of this MOU. As is practicable, grievances will be heard by certified supervisors.

Union Stewards. A. The Hospital agrees to Union may designate a reasonable number of Union Stewards who must stewards to be members of elected or appointed from amongst employees in the Union, and shall provide all departments, offices, or bureaus with a written list of employees bargaining unit who have been so designated and revised lists within thirty (30) calendar days completed their probationary period for the purpose of dealing with Union business as provided under this Collective Agreement. A Chief Xxxxxxx may be appointed or elected. The Chief Xxxxxxx may, in the absence of any changes in said designations. A xxxxxxx may represent a said grievant xxxxxxx, assist in the presentation of a grievance at all levels any grievance, or with any xxxxxxx function. The Union shall keep the Hospital notified in writing of the grievance procedurenames of Union Stewards appointed or selected under this Article as well as the effective date of their respective appointments. A xxxxxxx may represent an employee in pre-disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there It is a reasonable expectation agreed that disciplinary action will follow. An employee Union stewards have their regular duties and his/her xxxxxxx may have a reasonable amount of paid time off responsibilities to perform for the above-listed activitiesHospital and shall not leave their regular duties without first obtaining permission from their immedi- ate supervisor. HoweverIf, in the performance of his duties, a Union xxxxxxx will receive paid time off only if he/she is required to enter an area within the representative of record; Hospital in which he is a member of not originally employed, he shall report his presence to the same Union as supervisor in the employee; is employed by the same department, office or bureau; and, is employed within a reasonable distance from the work location of the employee. If a xxxxxxx must leave his/her work location to represent an employee, he/she shall first obtain permission from his/her supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the grievance xxxxxxx will be informed when time can be made availablearea immediately upon entering it. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x request, excluding scheduled days off and/or legal holidays, unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the xxxxxxx shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s supervisor who will make arrangements for the requested meeting. Time spent on grievances, or the pre-disciplinary representation activities described above, outside of regular working hours of the employee or his/her xxxxxxx shall not be counted as work unreasonably withheld. When resuming his regular duties and responsibilities, such xxxxxxx shall again report to his immediate supervisor. A Union xxxxxxx shall suffer no loss of earnings for time for any purposespent in performing the above duties during his regular scheduled working hours. Whenever these activities occur during Nothing in this Article shall preclude full-time stewards from representing part-time employees and vice versa. The number of stewards and the working hours areas which they repre- sent, are to be determined locally. The employer will a chief xxxxxxx and one xxxxxxx from each of the employee and/or the xxxxxxx, only that amount of time necessary to bring about a prompt disposition following areas of the matter will hospital: Dietary Registered Nursing Assistants Maintenance Housekeeping Any other area not mentioned above Laundry Each xxxxxxx shall be alloweda regular employee of the employer who has acquired seniority. City The employer undertakes to instruct all members of its supervisory staff to co-operate with the stewards in the carrying out of the terms and requirements of this agreement. The Union undertakes to secure from its officers, stewards, and members, their co-operation with the and with all persons representing the employer in any supervisory capacity. It is understood that only three of the six stewards referred to in above, shall meet with management at any one time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity.

Union Stewards. A. The Union may designate a reasonable number of Union Stewards who must be members of the UnionUnit, and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated and revised lists within thirty (30) calendar days of designated. Management will accept on a quarterly basis any changes in said designationsto the list. A xxxxxxx may represent a said grievant in the presentation of a grievance at all levels of the grievance procedure. A xxxxxxx may represent an employee in pre-disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and his/her xxxxxxx may have a reasonable amount of paid time off for the above-listed activities. However, a xxxxxxx will receive paid time off only if he/she is the representative of record; is a member of the same Unit and the same Union as the employee; is employed by the same department, office or bureau; and, is employed within a reasonable distance from the work location of the employee. If a xxxxxxx must leave his/her work location to represent an employee, he/she shall first obtain permission from his/her supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the grievance xxxxxxx will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x requesthours, excluding scheduled days off and/or legal holidays, after the time of the xxxxxxx’x request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the xxxxxxx shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s supervisor who will make arrangements for the requested meetingmeeting requested. Time spent on grievances, or the pre-disciplinary representation activities described above, outside of regular working hours of the employee or his/her xxxxxxx shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the xxxxxxx, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity.

Union Stewards. A. The Union may designate a reasonable number of Union Stewards who must be members of the UnionUnit, and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated and revised lists within thirty (30) calendar days of designated. Management will accept on a quarterly basis any changes in said designationsto the list. A xxxxxxx may represent a said grievant in the presentation of a grievance at all levels of the grievance procedure. A xxxxxxx may represent an employee in pre-disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and his/her xxxxxxx may have a reasonable amount of paid time off for the above-listed activities. However, a xxxxxxx will receive paid time off only if he/she is the representative of record; is a member of the same Unit and the same Union as the employee; employee is employed by the same department, office or bureau; and, is employed within a reasonable distance from the work location of the employee. If a xxxxxxx must leave his/her work location to represent an employee, he/she shall first obtain permission from his/her supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the grievance xxxxxxx will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x requesthours, excluding scheduled days off and/or legal holidays, after the time of the xxxxxxx’x request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the xxxxxxx shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s supervisor who will make arrangements for the requested meetingmeeting requested. Time spent on grievances, or the pre-disciplinary representation activities described above, outside of regular working hours of the employee or his/her xxxxxxx shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the xxxxxxx, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity.

Union Stewards. A. The Union may designate a reasonable number of Union Stewards who must be members of the UnionUnit, and shall provide all departments, offices, or bureaus the Department of General Services with a written list of employees who have been so designated and revised lists within thirty (30) calendar days of designated. Management will accept on a quarterly basis any changes in said designationsto the list. A xxxxxxx may represent a said grievant in the presentation of a grievance at all levels of the grievance procedure. A xxxxxxx may represent an employee in pre-disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and his/her xxxxxxx may have a reasonable amount of paid time off for the above-listed activities. However, a xxxxxxx will receive paid time off only if he/she is the representative of record; is a member of the same Unit and the same Union as the employee; employee is employed by the same department, office or bureau; and, is employed within a reasonable distance from the work location of the employee. If a xxxxxxx must leave his/her work location to represent an employee, employee he/she shall first obtain permission from his/her supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the grievance xxxxxxx will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x requesthours, excluding scheduled days off and/or legal holidays, after the time of the xxxxxxx’x request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the xxxxxxx shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s supervisor who will make arrangements for the requested meetingmeeting requested. Time spent on grievances, or the pre-disciplinary representation activities described above, outside of regular working hours of the employee or his/her xxxxxxx shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the xxxxxxx, xxxxxxx only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity.

Union Stewards. A. Full-time and Part-time Insert the following standard language. Where the collective agreement provides otherwise and the parties cannot agree to the standard language, the existing provision be maintained as non-standard language. Any non-standard provisions related to Union Xxxxxxx shall be continued under Article The Union may designate a reasonable number of Hospital agrees to recognize Union Stewards who must to be members of elected or appointed from amongst employees in the Union, and shall provide all departments, offices, or bureaus with a written list of employees bargaining unit who have been so designated and revised lists within thirty (30) calendar days completed their probationary period for the purpose of dealing with Union business as provided under this Collective Agreement. A Chief Xxxxxxx may be appointed or elected. The Chief Xxxxxxx may, in the absence of any changes in said designations. A xxxxxxx may represent a said grievant xxxxxxx, assist in the presentation of a grievance at all levels any grievance, or with any xxxxxxx function. The Union shall keep the Hospital notified in writing of the grievance procedurenames of Union stewards appointed or selected under this Article as well as the effective date of their respective appointments. It is agreed that Union Stewards have their regular duties and responsibilities to perform for the Hospital and shall not leave their regular duties without first obtaining permission from their immediate supervisor. If, in the performance of his duties, a Union xxxxxxx is required to enter an STANDARD Final Guide Document, November, area within the Hospital in which he is not originally employed, he shall report his presence to the supervisor in the area immediately upon entering it. Such permission shall not be unreasonably withheld. When resuming his regular duties and responsibilities, such xxxxxxx shall again report to his immediate supervisor. A xxxxxxx may Union Xxxxxxx shall suffer no loss of earnings for time spent in performing the above duties during his regular scheduled working hours. Nothing in this Article shall preclude full-time stewards from representing part-time employees and vice versa. The number of stewards and the areas which they represent, are to be determined locally. Any provisions related to number of Union Stewards, areas which they represent or the wearing of lapel pins are to be continued under the Local Provisions Appendix L Central Committee Full-Time and Part-Time the following standard language. Where the collective agreement provides otherwise and the parties cannot agree to the standard language, the existing provision will be maintained as non-standard language. Any non-standard provision related to Central Bargaining Committee shall be continued under Article excepted as amended below. In future central bargaining between Service Employees International Union and the Participating Hospitals, an employee serving on the Union’s Central Negotiating Committee shall be paid for time lost from his normal straight time working hours at his regular rate of pay and without loss of leave credits for attending central negotiating meetings with the Hospitals’ Central Negotiating Committee in pre-disciplinary hearings direct negotiations up to the point of arbitration. In addition, an employee serving on the Union’s Central Negotiating Committee shall be paid for time lost from his normal straight time working hours at his regular rate of pay and without loss of leave credits for (Xxxxxxtwo) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will followdays of preparation time for such central negotiating meetings with the Hospitals’ Central Negotiating Committee. An employee and his/her xxxxxxx may have a reasonable amount of paid Upon reference to arbitration, the Negotiating Committee members shall receive unpaid time off for the above-listed activitiespurpose of attending arbitration hearings. However, a xxxxxxx It is understood and agreed that the maximum number of Union Central Negotiating Committee members entitled to payment under this provision shall be eight and in no case will receive paid time off only if he/she is the representative of record; is a member of the same Union as the employee; is employed by the same department, office or bureau; and, is employed within a reasonable distance from the work location of the employee. If a xxxxxxx must leave his/her work location to represent an employee, he/she shall first obtain permission from his/her supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the grievance xxxxxxx will be informed when time can be made available. Such time will not be more than forty-one employee from a Hospital be entitled to such payment. STANDARD Final Guide Document, November, The Union shall advise the Hospitals’ Central Negotiating Committee, before negotiations commence, of those employees to be paid under this provision. The Hospitals’ Central Negotiating Committee shall advise the eight (48) hours after the time of the xxxxxxx’x request, excluding scheduled days off and/or legal holidays, unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the xxxxxxx shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s supervisor who will make arrangements for the requested meeting. Time spent on grievances, or the pre-disciplinary representation activities described above, outside of regular working hours of the employee or his/her xxxxxxx shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the xxxxxxx, only 8) hospitals accordingIy It is understood that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the actual representation of employees and this clause does not include time for investigation, preparation or any other preliminary activityapply to a hospital that is not participating in Central Bargaining.

Union Stewards. A. The Union may designate a reasonable number of up to thirty-four (34) stewards to represent employees in processing grievances and at Xxxxxx conferences. The following conditions shall apply: The Union may designate up to 34 Union Stewards who must be members of the UnionUnit, and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated and revised lists within thirty (30) calendar days of designated. Management will accept on a quarterly basis any changes in said designationsto the list. A xxxxxxx Xxxxxxx may represent a said grievant in the presentation of a grievance at all levels of the grievance procedure. A xxxxxxx Xxxxxxx may represent an employee in pre-disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and his/her xxxxxxx Xxxxxxx may have a reasonable amount of paid time off for the above-listed activities. However, a xxxxxxx Xxxxxxx will receive paid time off only if he/she is the representative of record; is a member of the same Unit and the same Union as the employee; is employed by the same department, office or bureau; and, is employed within a reasonable distance from the work location of the employee. If a xxxxxxx Xxxxxxx must leave his/her work location to represent an employee, he/she shall first obtain permission from his/her supervisor on a form provided by the City for such purpose. Permission to leave will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the grievance xxxxxxx Xxxxxxx will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x requesthours, excluding scheduled days off and/or legal holidays, after the time of the Xxxxxxx’x request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the xxxxxxx Xxxxxxx shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx Xxxxxxx will report to the employee’s supervisor who will make arrangements for the requested meetingmeeting requested. The City will make reasonable time available to Stewards to investigate grievances and disciplinary matters on behalf of the grievant. Time spent on grievances, or the pre-disciplinary representation activities described above, outside of regular working hours of the employee or his/her xxxxxxx Xxxxxxx, shall not be counted as work time for any purpose. Whenever these activities occur during The City established Union Education and Training Fund equal to 24 hours per Xxxxxxx per year be utilized by the working hours Union for education and training purposes. The amount of the employee Fund shall not be accumulated year to year. No Xxxxxxx will utilize more than 80 hours per year from the Fund. The Fund may be used by the Union to train members and/or Stewards in the xxxxxxxgrievance procedure, only that amount of time necessary administrative interview, Xxxxxx hearings and other matters including investigations as determined by the Union. The City will make a reasonable effort to bring about a prompt disposition of release those Stewards for education and training classes held by the matter Union. Stewards will be allowed. City time, as herein provided, is limited copied on the email confirmation sent by Human Resources to the actual representation director/supervisor approving the release. The Union will provide the City with a copy of employees a sign-in sheet. If a sign-in sheet is not available, then the Union shall submit other verification of attendance for release time. Leaves of absence or intermittent leaves without pay may be granted to Union Stewards or members for the purpose of Union business consistent with current City policies for granting leaves. The leaves are subject to Department Head and does not include time for investigation, preparation or any other preliminary activityHuman Resources Director approval and must be considered in light of department staffing and business needs. The City will make a genuine effort to consider these requests.

Union Stewards. A. The Union may designate a reasonable number of Union Stewards Stewards, who must be members of the UnionUnit, and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated and revised lists when changes occur within thirty (30) 30 calendar days of any changes in said designationsthe change. A xxxxxxx xxxxxxx, if so requested, may represent a said grievant in the presentation of a grievance at all levels of the grievance procedure. A xxxxxxx may represent an employee in pre-disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow, if requested by the employee. An The employee and his/her xxxxxxx may have a reasonable amount of paid time off for the above-listed activities. However, a representative xxxxxxx will receive paid time off only if he/she is the representative of record; is a member of the same Unit and the same Union as the employeegrievant; is employed by the same department, office office, or bureaubureau as the grievant; and, is employed within a reasonable distance from the work location of the employeegrievant. If a xxxxxxx must leave his/her work location to represent an employee, employee he/she shall first obtain permission from his/her supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the grievance xxxxxxx will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x request, excluding request unless otherwise mutually agreed to. This time shall exclude scheduled days off and/or legal holidays, unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute result in an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the xxxxxxx shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s 's supervisor who will make arrangements for the requested meetingmeeting requested. Time spent on grievances, grievances or on the pre-disciplinary representation representative activities described above, above outside of regular working hours of the employee or his/her xxxxxxx shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the his/her xxxxxxx, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity.