Grievance Representation. (A) An employee who decides to use this grievance procedure shall indicate at Step 1 (or other initial written step as authorized by the provisions of this Article) whether he shall be represented by the Union. If a grievant selects a Union Grievance Representative to represent him in a grievance which has been properly filed in accordance with this Article, the Union Grievance Representative may be allowed a reasonable amount of annual leave to investigate the grievance. Such annual leave shall be subject to prior approval by the Union Grievance Representative’s immediate supervisor; however, approval of such leave will not be withheld if the Union Grievance Representative can be allowed such time off without interfering with, or unduly hampering the operations of the unit to which the Union Grievance Representative is regularly assigned. When a grievant has elected Union representation, both the grievant and the Union Grievance Representative shall be notified of a Step 1 meeting. Written communication concerning the grievance or its resolution shall be sent to the grievant and the Union Grievance Representative, and the decision agreed to by the state and the Union shall be binding on the grievant.
(B) If the employee is not represented by the Union, an adjustment of the grievance shall be consistent with the terms of this collective bargaining Agreement. The Union shall be given reasonable opportunity to be present at a meeting called for the resolution of such grievance. A grievant using this procedure in the processing of a grievance will be bound by the procedure established by the parties to the Agreement.
(C) The Executive Director of the Union shall furnish to the state a list of Union Representatives and the state will not recognize a person as a Union Representative whose name does not appear on the list.
(D) If a grievance meeting, mediation, or arbitration hearing is held or requires reasonable travel time during the work hours of grievant, a representative of the grievant, or any required witnesses, such hours shall be deemed time worked. Attendance at grievance meetings, mediation, or arbitration hearings outside of a participant’s regular work hours shall not be deemed time worked. The state will not pay the expenses of participants attending such meetings on behalf of the Union.
Grievance Representation. The Association may be represented at any scheduled hearings, appeals or other proceedings relating to a grievance. Nothing contained herein shall be construed as limiting the right of any member having a complaint to discuss the matter via administrative channels or the grievance procedure and to have the problem adjusted, as long as the disposition of the problem is not inconsistent with the terms of this Agreement. No other employee organization shall have the right to represent members in any grievance proceeding. Moreover, the District shall not be required to meet with non-Association representatives in the completion of the grievance process.
Grievance Representation. The Union shall promptly be notified by the College of any grievances concerning any employee covered by this Contract in accordance with the provisions of the discharge and grievance procedure articles contained herein. The Union is entitled to have a representative at any meeting at which the grievant is present. A representative of the Union shall be afforded the time to investigate grievances during the regular working hours as long as the work in the department, office, or building is not unduly disturbed.
Grievance Representation. Employee Representatives may investigate and process formal grievances filed by employees.
Grievance Representation. Unit employees shall be limited in their right to grievance representation during Steps One and Two to a Union staff employee or a designated representative who is also a unit employee. This precludes the use of attorneys or any other individuals who do not satisfy the criteria contained herein. This shall not prevent the Union from retaining outside counsel or any other outside individual to represent a Grievant's claim in an arbitration hearing conducted pursuant to Step 3 of the grievance procedure.
Grievance Representation. Management recognizes the right of each employee represented herein to represent himself/herself, or to be represented by a representative of his/her choice in the presenting of grievances in the informal discussion with his/her immediate supervisor, and in all formal review levels. The Union may designate a reasonable number of Union Stewards who must be members of the Union, and shall provide a written list of the designated representatives to Management, and revised lists within 30 calendar days of any changes in said designations. A xxxxxxx may represent 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/or his/her representative may have a reasonable amount of paid time off for the above-listed activities. However, said representative 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 said representative must leave his/her work location to represent an employee, the representative shall first obtain approval 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 said representative will be informed when time will be made available. Such time will not be more than forty-eight (48) hours after the time of the representative’s 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 meeting requested. Time spent in presenting grievances, or the pre-disciplinary representation activities described above, outside of regular working hours of the employee and/or his/her representative shall n...
Grievance Representation. A. The Association may designate a reasonable number of grievance representatives who must be employees of the Unit and shall provide the CAO with a written list of employees who have been so designated. The Association is responsible for providing Management with any updates to the list. A grievance representative, if so requested by a grievant, may represent a grievant at all levels of the grievance procedure.
B. The grievant and the representative may have a reasonable amount of paid time off for the purpose of grievance presentation.
C. The grievant’s supervisor must concur regarding the necessary time off for grievance presentation at the appropriate level. The grievant shall notify the representative of the meeting arrangements.
D. Time spent on grievances outside of regular working hours of the grievant or the representative shall not be counted as work time for any purpose. Whenever a grievance is to be presented during the work hours of the grievant and/or the representative, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowed.
Grievance Representation. The Union may designate a reasonable number of grievance representatives and will provide Management with a current list of such representatives. Management recognizes the right of each employee represented herein to represent himself/herself, or to be represented by a representative of his/her choice in the presenting of a grievance in the informal discussion with his/her immediate supervisor and in all review levels. The grievant and his/her representative may have a reasonable amount of paid time off for this purpose. However, said representative will receive paid time off only if he/she is a member of the same Union as the grievant and has been designated as a grievance representative. Time spent on grievances outside of regular working hours of the employee or his/her representative shall not be counted as work time for any purpose. Whenever a grievance is to be presented during the working hours of the grievant and/or his/her representative, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowed.
Grievance Representation. The Employer recognizes the right of the Union to appoint not more than fifteen (15) representatives at JMH and satellite facilities for the purpose of assisting employees in the adjustment of grievances under the terms of this Agreement. In the event of an expansion of the bargaining unit above the number of employees in the unit at the execution of this Agreement, the Employer agrees that the Union shall be allowed to appoint one (1) additional representative for each sixty (60) additional bargaining unit employees.
Grievance Representation. The Association shall promptly be notified by the District of any grievances concerning any employee covered by this Agreement in accordance with the provisions of the discharge and grievance procedure articles contained herein. The Association is entitled to have an observer at any meeting at which the grievant is present conducted by District officials arising out of grievances and, if appropriate, to make known the Association’s views. A representative of the Association shall be afforded the time to investigate grievances during the regular working hours if the work in the department, office or building is not unduly disturbed.
