Common use of Association Release Time Clause in Contracts

Association Release Time. 10.1 The parties agree that one (1) on-duty employee acting as an employee representative for an employee in the Unit shall receive paid release time for the following activities: A. Any interview where an employee is afforded the right to a representative by the Government Code, any other law; or CITY or Departmental policy; B. Any pre-disciplinary hearing; C. Any Personnel Board hearing where disciplinary action is being reviewed; D. Any grievance hearing/meeting between an employee and their supervisor(s), i.e., Fire Managers; E. Any grievance hearing before a Fire Manager; F. Any grievance hearing before the Human Resources Director/City Manager designee; G. Any appeal hearing before the Personnel Board regarding the formal grievance; and H. Any mediation and/or arbitration hearings. 10.2 An on-duty employee who acts as an employee representative under the above shall notify their immediate supervisor of the intent to be absent from the normal duty work station. The supervisor shall have the authority to deny the release of an on- duty representative if the supervisor determines that such release would have a gross, negative impact on the operation of the Fire Department in its responsibility to ensure the safety of the community. In such cases, other than Personnel board hearings, the interview or hearing may be rescheduled at the employee’s option without prejudice to either the employee or the CITY. If the release of an on-duty employee acting as a representative before the Personnel Board is denied for the reasons cited above, the CITY shall request that the Personnel Board reschedule the hearing without prejudice to either the employee or the CITY. 10.3 An on-duty employee acting as an employee representative during disciplinary matters shall be granted release time to consult privately with the employee being represented before and/or after the interview or hearing. A total of up to sixty (60) minutes may be used for this purpose. 10.4 An on-duty employee acting as an employee representative during grievance hearings/meetings, as in (D) through (H) above, shall be granted release time to consult privately with the employee being represented before and/or after the interview or hearing. A total of up to thirty (30) minutes may be used for this purpose. 10.5 Reasonable release time shall be given to ASSOCIATION representatives to meet and confer on items arising under Article 5, Full Understanding, Modifications, and Waiver.

Association Release Time. ‌ 10.1 The parties agree that one (1) on-duty employee acting as an employee representative for an employee in the Unit shall receive paid release time for the following activities: A. Any interview where an employee is afforded the right to a representative by the Government Code, any other law; or CITY or Departmental policy; B. Any pre-disciplinary hearing; C. Any Personnel Board hearing where disciplinary action is being reviewed; D. Any grievance hearing/meeting between an employee and their supervisor(s), i.e., Fire Police Managers; E. Any grievance hearing before a Fire Police Manager; F. Any grievance hearing before the Human Resources Director/City Manager designee; G. Any appeal hearing before the Personnel Board regarding the formal grievance; and H. Any mediation and/or arbitration hearings. 10.2 An on-duty employee who acts as an employee representative under the above shall notify their immediate supervisor of the intent to be absent from the normal duty work station. The supervisor shall have the authority to deny the release of an on- duty representative if the supervisor determines that such release would have a gross, negative impact on the operation of the Fire Police Department in its responsibility to ensure the safety of the community. In such cases, other than Personnel board hearings, the interview or hearing may be rescheduled at the employee’s option without prejudice to either the employee or the CITY. If the release of an on-duty employee acting as a representative before the Personnel Board is denied for the reasons cited above, the CITY shall request that the Personnel Board reschedule the hearing without prejudice to either the employee or the CITY. 10.3 An on-duty employee acting as an employee representative during disciplinary matters shall be granted release time to consult privately with the employee being represented before and/or after the interview or hearing. A total of up to sixty (60) minutes may be used for this purpose. 10.4 An on-duty employee acting as an employee representative during grievance hearings/meetings, as in (D) through (H) above, shall be granted release time to consult privately with the employee being represented before and/or after the interview or hearing. A total of up to thirty (30) minutes may be used for this purpose. 10.5 Reasonable release time shall be given to ASSOCIATION representatives to meet and confer on items arising under Article 5, Full Understanding, Modifications, and Waiver.

Association Release Time. 10.1 The parties agree that one A. Not more than five (15) on-duty employee acting as an employee representative for an employee in the Unit shall receive paid release time for the following activities: A. Any interview where an employee is afforded the right to a representative by the Government Code, any other law; or CITY or Departmental policy; B. Any pre-disciplinary hearing; C. Any Personnel Board hearing where disciplinary action is being reviewed; D. Any grievance hearing/meeting between an employee and their supervisor(s), i.e., Fire Managers; E. Any grievance hearing before a Fire Manager; F. Any grievance hearing before the Human Resources Director/City Manager designee; G. Any appeal hearing before the Personnel Board regarding the formal grievance; and H. Any mediation and/or arbitration hearings. 10.2 An on-duty employee who acts as an employee representative under the above shall notify their immediate supervisor of the intent to be absent from the normal duty work station. The supervisor shall have the authority to deny the release of an on- duty representative if the supervisor determines that such release would have a gross, negative impact on the operation of the Fire Department in its responsibility to ensure the safety of the community. In such cases, other than Personnel board hearings, the interview or hearing may be rescheduled at the employee’s option without prejudice to either the employee or the CITY. If the release of an on-duty employee acting as a representative before the Personnel Board is denied for the reasons cited above, the CITY shall request that the Personnel Board reschedule the hearing without prejudice to either the employee or the CITY. 10.3 An on-duty employee acting as an employee representative during disciplinary matters Association employees shall be granted release time for the purpose of negotiations with the Employer not more than two (2) of whom will be from the same department. B. The following employees shall be paid or receive released time with pay in connection with investigation and meetings for disciplinary hearings or adjustments of grievances: 1. The grievant and/or one Association representative for time spent to resolve grievances pursuant to Step 1 of the grievance procedure. 2. Any employee who is involved in any of these hearings. 3. Employees called as a witness participating in Step 5 arbitration hearings under the grievance procedure. C. All hearings under the grievance procedure shall commence at 4:00 p.m., unless the Employer decides to commence them earlier. The Association employee shall make every effort to provide a minimum of 24‐hour notice to their direct supervisor. However, in all cases, the Association Employee shall notify their supervisor as soon as possible. D. The Association President, or designated representative in the President's absence, shall have access to consult privately with the employee being represented before and/or after the interview or hearing. A total Office of up to sixty (60) minutes may be used for this purpose. 10.4 An on-duty employee acting as an employee representative Human Resources at reasonable times during grievance hearings/meetingsworking hours and, as in (D) through (H) aboveupon request, shall be granted given information in connection with the investigation of grievance. E. Employees shall not conduct Association business on duty except as provided in these release time to consult privately provisions, or expressly provided elsewhere in this Agreement, and shall not otherwise interfere with the employee being represented before and/or after business of the interview or hearing. A total Employer. F. No more than eight (8) members of the Association’s Executive Board will be provided with up to thirty two (302) minutes may be used for this purpose. 10.5 Reasonable hours of paid release time shall per month to attend Association related meetings (i.e. Executive Board or General Membership meetings, of which time cannot be given accumulated or carried over month to ASSOCIATION representatives month. The Association will reimburse the College for any hours in excess of two (2) hours per month an Association officer or representative is released from their shift to meet and confer attend Association related meetings (i.e. Executive Board or General Membership meetings). The Office of Human Resources will submit a xxxx to the Association on items arising under Article 5, Full Understanding, Modifications, and Waivera quarterly basis for reimbursement.

Association Release Time. 10.1 The parties agree that one (1) on-duty employee acting as an employee representative for an employee in the Unit shall receive paid release time for the following activities: A. Any interview where an employee is afforded the right to a representative by the Government Code, any other law; or CITY or Departmental policy; B. Any pre-disciplinary hearing; C. Any Personnel Board hearing where disciplinary action is being reviewed; D. Any grievance hearing/meeting between an employee and their supervisor(s), i.e., Fire Police Managers; E. Any grievance hearing before a Fire Police Manager; F. Any grievance hearing before the Human Resources Director/City Manager designee; G. Any appeal hearing before the Personnel Board regarding the formal grievance; and H. Any mediation and/or arbitration hearings. 10.2 An on-duty employee who acts as an employee representative under the above shall notify their immediate supervisor of the intent to be absent from the normal duty work station. The supervisor shall have the authority to deny the release of an on- duty representative if the supervisor determines that such release would have a gross, negative impact on the operation of the Fire Police Department in its responsibility to ensure the safety of the community. In such cases, other than Personnel board hearings, the interview or hearing may be rescheduled at the employee’s option without prejudice to either the employee or the CITY. If the release of an on-duty employee acting as a representative before the Personnel Board is denied for the reasons cited above, the CITY shall request that the Personnel Board reschedule the hearing without prejudice to either the employee or the CITY. 10.3 An on-duty employee acting as an employee representative during disciplinary matters shall be granted release time to consult privately with the employee being represented before and/or after the interview or hearing. A total of up to sixty (60) minutes may be used for this purpose. 10.4 An on-duty employee acting as an employee representative during grievance hearings/meetings, as in (D) through (H) above, shall be granted release time to consult privately with the employee being represented before and/or after the interview or hearing. A total of up to thirty (30) minutes may be used for this purpose. 10.5 Reasonable release time shall be given to ASSOCIATION representatives to meet and confer on items arising under Article 5, Full Understanding, Modifications, and Waiver.