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 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 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, 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 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 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 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 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 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 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 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 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 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 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 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 Hospital agrees to recognize 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 for the purpose of dealing with Union business as provided under this Collective Agreement. A Chief Xxxxxxx or designate 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 is a reasonable expectation agreed that disciplinary action will follow. An employee Union 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 permission from their immediate 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 unreasonably withheld. When resuming his regular duties and such xxxxxxx shall again report to his immediate supervisor. A Union xxxxxxx shall suffer no loss of earnings for time spent in performing the above duties 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." "The Hospital will recognize a Grievance Committee composed of the Chief Xxxxxxx and not more than (as work set out in Local Provisions Appendix) employees selected by the Union who have completed their probationary period, A general representative of the Union may be present at any meeting of the Committee. The purpose of the Committee is to deal with complaints or grievances as set out in this Collective Agreement, The Union shall keep the Hospital notified in writing of the names of the members of the Grievance Committee appointed or selected under this Article as as the effective date of their respective appointments. A Committee member shall suffer no loss of earnings for time for any purpose. Whenever these activities occur spent during the their regular scheduled working hours of in attending grievance meetings with the employee and/or the xxxxxxxHospital up to, only that amount of time necessary to bring about a prompt disposition of the matter will be allowedbut not including arbitration. City time, as herein provided, is limited to the actual representation The number of employees and does not include time for investigation, preparation or any other preliminary activityon the Grievance Committee shall be determined locally."

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 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 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. The Hospital agrees to recognize 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 immediate 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 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 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. UNION STEWARDS REPRESENTATION Two Stewards Nursing One Xxxxxxx One Xxxxxxx One Xxxxxxx Dietetics One Xxxxxxx Maintenance Two Stewards Housekeeping A total of eight (8) stewards one of whom will be a Chief Xxxxxxx. The Employer agrees to permit Stewards to wear identification badges. Employees shall not be eligible to serve as work time for any purpose. Whenever these activities occur during the working hours Stewards or members 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 Negotiating Committee until they acquire and does not include time for investigation, preparation or any other preliminary activityhold seniority standing.

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 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 Accredited Union Representative shall inform the appropriate Association representative in writing of the names of all stewards as they are appointed and when they cease to act as stewards. A xxxxxxx shall exercise his duties only in respect to employees of his Employer. A xxxxxxx shall obtain permission from his immediate supervisor before leaving his work area for Union business. Such permission shall not be unreasonably denied. The Accredited Union Representative shall inform the appropriate Association representative in writing of the name of one xxxxxxx who will be responsible for the conducting of business at the Project level. The Chief Xxxxxxx shall be supplied by the Employer with a list of employees hired and discharged. He shall receive a copy of all correspondence related to disci to the employee. The Chief Xxxxxxx and the Accredited shall be notified of all layoffs a minimum of one day in advance. matters issued Representative In the event of a work stoppage or threat of a work stoppage or any other employee activity prohibited by this Agreement, affected stewards, in keeping with their responsibilities, as it is incumbent upon all Union representatives, shall immediately take all reasonable action to ensure that the prohibited action of the employees is prevented or stopped. The Union may designate shall be given written notice before a reasonable number xxxxxxx is released or transferred by the Employer and under normal conditions the xxxxxxx will be the last employee retained by the Employer in a layoff situation, provided the xxxxxxx is able to perform the work required in Management’s opinion. The Chief Xxxxxxx will be informed of all scheduled overtime. Where practical, a xxxxxxx shall be given the first opportunity to work the overtime providing he is qualified to perform the work. Article The Association will advise the Union Stewards who must of all new construction work coming under the scope of this Agreement for the construction field forces of the Employers. The Association will convene a conference before work commences to discuss the preliminary details of the proposed work to be members performed and to establish conditions in accordance with this Agreement for the Project. Subsequent conferences will be convened by the Association before specific portions of work commence to discuss the final details of the work and to establish conditions in accordance with this Agreement for that work. Upon the request of the Union, a conference will be convened by the Association. The Association will provide written notice to the International Representative and the Accredited Union Representative as far in advance as possible of new work and conferences as noted in sections and above. Article The Jurisdiction of the Union shall provide all departmentsbe that jurisdiction established by agreements between International Unions claiming the work or decisions of record recognized by the for the various classifications and the character of work performed. In recognition of the Union’s jurisdictional claims, officesit is understood that the of work and the settlement of with other Trades organizations shall be in with the REV procedure established by the Plan for the Settlement of Jurisdictional Disputes in the Construction Industry, or bureaus with any successor 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 procedureBuilding and Construction Trades Department. A xxxxxxx may represent an employee in pre-disciplinary hearings (Xxxxxx) When a juris dispute exists between unions and upon requests by the United Association, the Employer shall furnish the Director of Canadian Affairs a signed letter from a duly authorized official of the company on Employer stationery, stating whether or pre-disciplinary interviews where not the Union was employed on specific types of work on a given project. The Employer agrees to consider evidence of established practices within the construction industry generally when making jurisdictional assignments. When there is a reasonable expectation that disciplinary action dispute as a result of a xxxx-up, the Employer will followmake an assignment only after: evidence has been submitted by the unions involved within a time limit specified by the Employer; all evidence submitted has been evaluated by the Employer. An employee A copy of such assignments shall be submitted to the United Association Canadian Office and his/her xxxxxxx may have Accredited Union Representative. Where a reasonable amount local of paid time off the Union is in disagreement with an Employer’s work assignment, the Canadian Office can submit the dispute in accordance with section above and the Employer shall supply the Canadian Office and Accredited Union Representative with a copy of the evidence submitted by the other involved along with drawings and/or prints plus a description of the work or process in dispute from a qualified representative of the Employer when requested. The International Representative of the Union will advise the Association in writing of his intent to submit a jurisdictional dispute to the Plan for the above-listed activitiesSettlement of Jurisdictional Disputes in the Construction Industry and will identify in detail the work in question. HoweverIn the event that the International Office of the Union elects not to file with the Plan for the Settlement of Jurisdictional Disputes in the Construction Industry, and/or the Contractor agree to the dispute at the Plan for the Settlement of Jurisdictional Disputes in the Construction Industry at the request of the Director of Canadian Affairs. The decision of the Plan for the Settlement of Jurisdictional Disputes in the Construction Industry will be final and binding to the parties to this Agreement. There shall be no sit down or work stoppage because of jurisdictional In the event that the Plan for the Settlement of Jurisdictional Disputes in the REV Construction Industry fails to render a decision within sixty (60) days of the disputed assignment or if the said Plan is unable to convene and issue decisions or if the Union is unable to refer the dispute to the Plan, the Association and the Union shall have recourse to the Ontario Labour Relations Board for a decision. In the event the building trades in the Province of Ontario are successful in establishing a Provincial Impartial Jurisdictional Disputes Board, the Association and the Union agree to meet and discuss implementation of procedures set forth by said Board. Article UNION The Employers agree that all employees under this Agreement members of and will maintain such membership in good standing as a of employment. At the request of the Union, a xxxxxxx checkoff system of Union dues will receive paid time off only if he/she is be instituted and made operative for the representative duration of record; is a member this Agreement. The Employers will supply full checkoff lists of employees subject to checkoff at regular intervals, and agree to collect monthly for the Union dues payable to the Union. The Employers will transmit the monies so collected to the designated officials of locals of the same Union. The Union will indemnify the Association and the Employers for any liability arising from the deduction of dues as the employee; is employed requested by the same department, office or bureau; and, is employed within a reasonable distance from Union. Any changes in dues will be confirmed by the work location Representative to the General Manager of the employeeAssociation before such changes are put into effect. 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.Article

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 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.

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 Accredited Union Representative shall inform the appropriate Representative, in writing. of the names of all stewards as they are appointed and when they cease to act as stewards. There shall not be more than one (1) xxxxxxx per shift per Employer unless the Employer and the Union mutually agree that more stewards are required. A xxxxxxx shall exercise his duties only in respect to employees of his Employer. A Xxxxxxx shall obtain permission from his immediate supervisor before leaving his work area for Union business. Such permission shall not be unreasonably denied. The xxxxxxx on the day shift will be the Chief Xxxxxxx. The Accredited Union Representative shall inform the appropriate Representative, in writing, of the name of one (1) xxxxxxx who will be the Chief Xxxxxxx and will represent the Union at stewards' meetings. In the event of a work stoppage, or threat of a work stoppage, or any other employee activity prohibited by this Agreement, affected stewards, in keeping with their responsibilities, as it is incumbent upon all Union representatives, shall immediately do all in their power to ensure that the prohibited action of the employees is prevented or stopped. The Union may designate shall be given written notice when a reasonable number xxxxxxx is released by the Employer, and under normal conditions, the Chief Xxxxxxx will be the last employee retained by the Employer in a layoff situation, and the stewards on the second and third shift will be the last employee retained by the Employer on his shift in a layoff situation, provided the Chief Xxxxxxx, or Xxxxxxx, is able to perform the work required. Where practical, a xxxxxxx shall be given the first opportunity to work overtime providing he is qualified to perform the work. Article is not covered will advise the Union of Union Stewards who must be members all new construction work coming under the scope of this Agreement for the construction field forces of the Employers. Upon the request of the Union, will convene a conference before work to discuss the preliminary details of the proposed work to be performed and to establish conditions in accordance with this Agreement for the Project. will convene a where more than one trade is involved. Subsequent conferences will be convened by before specific portions of work commence to discuss the final details of the work and to establish conditions in accordance with this Agreement for that work. will provide written notice to the Union as far in advance as possible of new work and conferences as noted in articles and above. Article the Index Page of this Agreement The jurisdiction of the Union shall provide all departmentsbe that jurisdiction established by agreements between International Unions claiming the work or decisions of record recognized by the for the various classifications and the character of work performed. In recognition of the Union's jurisdictional claims, offices, or bureaus it is understood that the assignment of work and the settlement of jurisdictional disputes with a written list of employees who have been so designated other Building Trades organizations shall be made and revised lists within thirty (30) calendar days of any changes adjusted in said designations. A xxxxxxx may represent a said grievant accordance with the procedure established in the presentation Procedural Rules and Regulations for the Plan for the Settlement of Jurisdictional Disputes in the Construction Industry dated June (hereinafter referred to as "the Plan"). When a grievance at all levels jurisdictional dispute exists between unions and upon request by the Boilermaker Union, the Employer shall furnish the Boilermaker Union a signed letter from a duly authorized official of the grievance procedurecompany on Employer stationery, stating whether or not the Union was employed on specific types of work on a given project. A xxxxxxx may represent an employee in pre-disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where The Employer agrees to consider evidence of established practices within the construction industry generally when jurisdictional assignments. When there is a reasonable expectation that disciplinary action will follow. An employee and his/her xxxxxxx may have dispute as a reasonable amount result of paid time off for the abovea xxxx-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 promptlyup, 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 Employer 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, an assignment 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.after: