Common use of Grievance Representation Clause in Contracts

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. (A) An employee who decides to use this grievance procedure shall indicate at Step 1 (or other initial written step as if 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 meetingmeetings. Written communication concerning the grievance or its resolution shall be sent to the grievant and the Union Grievance Representative, unless it would entail the disclosure of confidential information or violate the attorney-client privilege, (in the event of a potential disclosure of confidential information or an attorney-client privilege, the Union will be provided an opportunity to provide a representative that already has access to the confidential information or who will preserve the privilege by the nature of their attorney-client relationship) and the any 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 any 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 grievancethe grievance unless it would result in the disclosure of confidential information or violate the attorney-client privilege. 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 Grievance Representatives. The state will not recognize a person as a Union Representative or Grievance 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 regular 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 arbitrations 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. (A) An employee who decides to use this grievance procedure shall indicate at Step 1 (or other initial written step as if 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 meetingmeetings. Written Further, any written communication concerning the grievance or its resolution shall be sent to the grievant and the Union Grievance Representative, and the any 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 any adjustment of the grievance shall be consistent with the terms of this collective bargaining Agreement. The Further, the Union shall be given reasonable opportunity to be present at a any 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 Grievance Representatives. The state will not recognize a any person as a Union Representative or Grievance 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 regular 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 arbitrations 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. (A) An employee The Association may designate a reasonable number of grievance representatives who decides must be members of the Unit, and shall provide all departments, offices or bureaus with a written list of employees who have been so designated. Management will semi-annually accept changes to use this grievance procedure shall indicate at Step 1 (or other initial written step as authorized the list presented by the provisions of this Article) whether he shall be represented by the UnionAssociation. If A grievance representative, if so requested, may represent a grievant selects a Union Grievance Representative to represent him in a at all levels of the grievance which has been properly filed in accordance with this Article, procedure. The grievant and the Union Grievance Representative representative may be allowed have a reasonable amount of annual paid time off for the purpose of presenting grievances. However, said representative will receive paid time off only if a member of the Association; is in the same Unit as the grievant; is employed by the same department, office or bureau as the grievant; and is employed within a reasonable distance from the work location of the grievant. The grievant’s supervisor must concur regarding the necessary time off for presenting the grievance at the appropriate level. The grievant shall notify the representative of the meeting arrangements. If a grievance representative must leave the work location to investigate represent a grievant, permission shall first be obtained from the grievancerepresentative’s supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an unreasonable interruption of work. If such permission cannot be granted promptly, the grievance representative will be informed when time can be made available. Such annual leave shall be subject to prior approval by the Union Grievance Representative’s immediate supervisor; however, approval of such leave time will not be withheld if more than 48 hours, excluding scheduled days off and/or legal holidays, after 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 representative's request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will, upon mutual agreement, constitute an extension of time limits provided in the grievance procedure equal to the amount of the delay. Time spent on grievances outside of regular working hours of the employee or the representative shall not be consistent with the terms of this collective bargaining Agreementcounted as work time for any purpose. The Union shall be given reasonable opportunity Whenever a grievance is to be present at presented during the working hours of the grievant and/or the representative, only that amount of time necessary to bring about a meeting called for prompt disposition of 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 Agreementallowed. (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. (A) An employee The Association may designate a reasonable number of grievance representatives who decides must be members of the Unit, and shall provide all departments, offices or bureaus with a written list of employees who have been so designated. Management will semi-annually accept changes 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 list presented by the Union. If A grievance representative, if so requested, may represent a grievant selects a Union Grievance Representative to represent him in a at all levels of the grievance which has been properly filed in accordance with this Article, procedure. The grievant and the Union Grievance Representative representative may be allowed have a reasonable amount of annual paid time off for the purpose of presenting grievances. However, said representative will receive paid time off only if a member of the Union; is in the same Unit as the grievant; is employed by the same department, office or bureau as the grievant; and is employed within a reasonable distance from the work location of the grievant. The grievant’s supervisor must concur regarding the necessary time off for presenting the grievance at the appropriate level. The grievant shall notify the representative of the meeting arrangements. If a grievance representative must leave the work location to investigate represent a grievant, permission shall first be obtained from the grievancerepresentative’s supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an unreasonable interruption of work. If such permission cannot be granted promptly, the grievance representative will be informed when time can be made available. Such annual leave shall be subject to prior approval by the Union Grievance Representative’s immediate supervisor; however, approval of such leave time will not be withheld if more than forty-eight (48) hours, excluding scheduled days off and/or legal holidays, after 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 representative's request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will, upon mutual agreement, constitute an extension of time limits provided in the grievance procedure equal to the amount of the delay. Time spent on grievances outside of regular working hours of the employee or the representative shall not be consistent with the terms of this collective bargaining Agreementcounted as work time for any purpose. The Union shall be given reasonable opportunity Whenever a grievance is to be present at presented during the working hours of the grievant and/or the representative, only that amount of time necessary to bring about a meeting called for prompt disposition of 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 Agreementallowed. (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. (A) An employee The Association may designate a reasonable number of grievance representatives who decides must be members of the Unit, and shall provide all departments, offices or bureaus with a written list of employees who have been so designated. Management will semi- annually accept changes to use this grievance procedure shall indicate at Step 1 (or other initial written step as authorized the list presented by the provisions of this Article) whether he shall be represented by the UnionAssociation. If A grievance representative, if so requested, may represent a grievant selects a Union Grievance Representative to represent him in a at all levels of the grievance which has been properly filed in accordance with this Article, procedure. The grievant and the Union Grievance Representative representative may be allowed have a reasonable amount of annual paid time off for the purpose of presenting grievances. However, said representative will receive paid time off only if a member of the Association; is in the same Unit as the grievant; is employed by the same department, office or bureau as the grievant; and is employed within a reasonable distance from the work location of the grievant. The grievant’s supervisor must concur regarding the necessary time off for presenting the grievance at the appropriate level. The grievant shall notify the representative of the meeting arrangements. If a grievance representative must leave the work location to investigate represent a grievant, permission shall first be obtained from the grievancerepresentative’s supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an unreasonable interruption of work. If such permission cannot be granted promptly, the grievance representative will be informed when time can be made available. Such annual leave shall be subject to prior approval by the Union Grievance Representative’s immediate supervisor; however, approval of such leave time will not be withheld if more than 48 hours, excluding scheduled days off and/or legal holidays, after 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 representative's request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will, upon mutual agreement, constitute an extension of time limits provided in the grievance procedure equal to the amount of the delay. Time spent on grievances outside of regular working hours of the employee or the representative shall not be consistent with the terms of this collective bargaining Agreementcounted as work time for any purpose. The Union shall be given reasonable opportunity Whenever a grievance is to be present at presented during the working hours of the grievant and/or the representative, only that amount of time necessary to bring about a meeting called for prompt disposition of 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 Agreementallowed. (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. (A) An employee who decides to use this grievance procedure shall indicate at Step 1 (or other initial written step as if 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 meetingmeetings. Written Further, any written communication concerning the grievance or its resolution shall be sent to the grievant and the Union Grievance Representative, and the any 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 any adjustment of the grievance shall be consistent with the terms of this collective bargaining Agreement. The Further, the Union shall be given reasonable opportunity to be present at a any 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 Grievance Representatives. The state will not recognize a any person as a Union Representative or Grievance 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 regular 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 arbitrations 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. (A) An employee ‌ The Association may designate a reasonable number of grievance representatives who decides must be members of the Unit, and shall provide all departments, offices or bureaus with a written list of employees who have been so designated. Management will semi-annually accept changes to use this grievance procedure shall indicate at Step 1 (or other initial written step as authorized the list presented by the provisions of this Article) whether he shall be represented by the UnionAssociation. If A grievance representative, if so requested, may represent a grievant selects a Union Grievance Representative to represent him in a at all levels of the grievance which has been properly filed in accordance with this Article, procedure. The grievant and the Union Grievance Representative representative may be allowed have a reasonable amount of annual paid time off for the purpose of presenting grievances. However, said representative will receive paid time off only if a member of the Association; is in the same Unit as the grievant; is employed by the same department, office or bureau as the grievant; and is employed within a reasonable distance from the work location of the grievant. The grievant’s supervisor must concur regarding the necessary time off for presenting the grievance at the appropriate level. The grievant shall notify the representative of the meeting arrangements. If a grievance representative must leave the work location to investigate represent a grievant, permission shall first be obtained from the grievancerepresentative’s supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an unreasonable interruption of work. If such permission cannot be granted promptly, the grievance representative will be informed when time can be made available. Such annual leave shall be subject to prior approval by the Union Grievance Representative’s immediate supervisor; however, approval of such leave time will not be withheld if more than 48 hours, excluding scheduled days off and/or legal holidays, after 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 representative's request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will, upon mutual agreement, constitute an extension of time limits provided in the grievance procedure equal to the amount of the delay. Time spent on grievances outside of regular working hours of the employee or the representative shall not be consistent with the terms of this collective bargaining Agreementcounted as work time for any purpose. The Union shall be given reasonable opportunity Whenever a grievance is to be present at presented during the working hours of the grievant and/or the representative, only that amount of time necessary to bring about a meeting called for prompt disposition of 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 Agreementallowed. (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. (A) A. The Association may designate a reasonable number of grievance representatives who must be Unit members and shall provide each affected department with a written list of employees who have been so designated. Management will accept changes to the list presented by the Association as they are made. An employee who decides to use this may select a non-City employee as a grievance representative in place of an Association Representative at the employee’s own expense. B. A grievance representative or Association representative of a Unit member’s choosing may represent a grievant in the presenting of grievances at all levels of the grievance procedure shall indicate at Step 1 (or other initial written step as authorized by for which 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 and his/her representative may be allowed have a reasonable amount of annual leave to investigate paid time off. However, said representative will receive paid time off only if he/she is a member of the grievance. Such annual leave shall be subject to prior approval Association, in the same Unit as the grievant, is employed by the Union Grievance Representative’s immediate supervisor; however, approval of such leave will not be withheld if same department as 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 Representativegrievant, and is employed within a reasonable distance from the decision agreed to by the state and the Union shall be binding on work location of the grievant. (B) C. An Association Representative who must leave his/her work location to represent a grievant must first obtain permission from his/her supervisor on a form provided by his/her supervisor 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 employee Association Representative will be informed when time can be made available. Such time will not be more than 48 hours, excluding scheduled days off and/or legal holidays, after the time of the Association Representative’s request unless otherwise mutually agreed. 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. X. Xxxx spent on grievances outside of regular working hours of the grievant and/or his/her representative shall not be counted as work time for any purpose. Whenever a grievance is not represented by to be presented during the Unionworking hours of the grievant and/or his/her Association Representative, an adjustment only that amount of time necessary to bring about a prompt disposition 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 Agreementallowed. (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. (A) An Management recognizes the right of each employee who decides represented herein to use this grievance procedure shall indicate at Step 1 (represent himself/herself, or other initial written step as authorized by the provisions of this Article) whether he shall 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. If a A xxxxxxx may represent said grievant selects a Union Grievance Representative to represent him in the presentation of a grievance which has been properly filed at all levels of the grievance procedure. A xxxxxxx may represent an employee in accordance with this Article, the Union Grievance Representative 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 be allowed have a reasonable amount of annual 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 investigate represent an employee, the grievancerepresentative 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 annual leave shall be subject to prior approval by the Union Grievance Representative’s immediate supervisor; however, approval of such leave time will not be withheld if more than forty-eight (48) hours after the Union Grievance Representative 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 allowed such time off without interfering withmade 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 unduly hampering the operations pre-disciplinary representation activities described above, outside of regular working hours of the unit to which employee or his/her representative shall not be counted as work time for any purpose. Whenever these activities occur during the Union Grievance Representative is regularly assigned. When a grievant has elected Union representation, both working hours of the grievant and the Union Grievance Representative shall be notified and/or his/her representative, only that amount of time necessary to bring about 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 prompt disposition of the grievance shall will be consistent with allowed. City time, as herein provided, is limited to the terms actual representation of this collective bargaining Agreementemployees and does not include time for investigation, preparation or any other preliminary activity. The Union shall be given reasonable opportunity In order to be present at a meeting called for facilitate the expeditious resolution of such grievanceworkplace disputes at the lowest possible level, the parties agree to establish a joint Labor-Management training program for stewards and front-line supervisors. A grievant using this procedure No later than March 18, 2016, the Union and City representatives will have established a curriculum and training program that will provide skills for both stewards and front-line supervisors in the processing and resolution of grievances and other workplace issues in a grievance cooperative, problem-solving manner. Upon completion of the program, both union stewards and front-line supervisors will be bound by the procedure established by the parties certified. Stewards certified through this training shall be authorized to the Agreement. spend up to two (C2) 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 grievantCity time to investigate each dispute raised under the Grievance Procedure of this MOU. As is practicable, a representative of the grievant, or any required witnesses, such hours shall grievances will 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 Unionheard by certified supervisors.

Grievance Representation. (A) A. The Association may designate a reasonable number of grievance representatives who must be Unit members and shall provide the Department and Management with a written list of employees who have been so designated. Management will accept changes to the list presented by the Association as they are made. An employee who decides to use this may select a non-City employee as a grievance representative in place of an Association Representative at the employee’s own expense. B. A grievance representative if so requested may represent a grievant in the presenting of grievances at all levels of the grievance procedure shall indicate at Step 1 (or other initial written step as authorized by for which 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 and his/her representative may be allowed have a reasonable amount of annual leave to investigate the grievancepaid time off. Such annual leave shall be subject to prior approval However, said representative will receive paid time off only if he/she is a Unit member, is employed by the Union Grievance Representative’s immediate supervisor; however, approval of such leave will not be withheld if same department as 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 Representativegrievant, and is employed within a reasonable distance from the decision agreed to by the state and the Union shall be binding on work location of the grievant. (B) C. If a grievance representative must leave his/her work location to represent 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 employee is grievance representative will be informed when time can be made available. Such time will not represented by be more than 48 hours, excluding scheduled days off and/or legal holidays, after the Union, an adjustment time of the grievance representative's request unless the parties mutually agree 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 delay. X. Xxxx spent on grievances outside of regular working hours of the employee and/or his/her representative shall not be consistent with the terms of this collective bargaining Agreementcounted as work time for any purpose. The Union shall be given reasonable opportunity Whenever a grievance is to be present at presented during the working hours of the grievant and/or his/her representative, only that amount of time necessary to bring about a meeting called for prompt disposition of 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 Agreementallowed. (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. (A) Association may designate a reasonable number of grievance representatives who must be members of the Unit, and shall provide each department with a written list of employees who have been so designated. Management will quarterly accept changes to the list presented by the Association. An employee who decides to use this may select a non-City employee as a grievance procedure shall indicate representative, at Step 1 (or other initial written step as authorized by the provisions of this Article) whether he shall be represented by the Unionemployee’s own expense. If A grievance representative if so requested, may represent a grievant selects a Union Grievance Representative to represent him in a the presenting of grievances at all levels of the grievance which has been properly filed in accordance with this Article, the Union Grievance Representative procedure. The grievant and his/her representative may be allowed have a reasonable amount of annual paid time off for this purpose. However, said representative will receive paid time off only if he/she is a member of the Association and in the same Unit as the grievant, is employed by the same department as the grievant, and is employed within a reasonable distance from the work location of the grievant. If a grievance representative must leave his/her work location to investigate represent 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 grievancegrievance representative will be informed when time can be made available. Such annual leave shall be subject to prior approval by the Union Grievance Representative’s immediate supervisor; however, approval of such leave time will not be withheld if more than forty-eight (48) hours, excluding scheduled days off and/or legal holidays, after 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 representative's 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. Time spent on grievances outside of regular working hours of the employee and/or his/her representative shall not be consistent with the terms of this collective bargaining Agreementcounted as work time for any purpose. The Union shall be given reasonable opportunity Whenever a grievance is to be present at presented during the working hours of the grievant and/or his/her representative, only that amount of time necessary to bring about a meeting called for prompt disposition of 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 Agreementallowed. (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. (A) An employee The Association may designate a reasonable number of grievance representatives who decides must be members of the Unit, and shall provide the City Attorney's Office with a written list of employees who have been so designated. Management will quarterly accept changes to use this grievance procedure shall indicate at Step 1 (or other initial written step as authorized the list presented by the provisions Association. A grievance representative, if so requested, may represent a grievant in the presenting of grievances at all levels of the grievance procedure. The grievant and the representative may have a reasonable amount of paid time off for this Article) whether he shall purpose. However, the grievant representative will receive paid time off only if he/she is the representative of record; is a member of the same bargaining unit and Union as the grievant; and is employed within a reasonable distance from the work location of the grievant. The grievant may be represented by any privately retained attorney at all stages of Steps 2, 3, and 4 of the UnionGrievance Procedure contained in Article 20. If a grievant selects a Union Grievance Representative grievance representative must leave his/her work location to represent him 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 representative will be informed when time can be made available. Such time will not be more than forty-eight (48) hours, 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 an extension of time limits provided in grievance procedure herein, equal to the amount of the delay. Time spent on grievances outside of regular working hours of the employee and/or his/her representative shall not be counted as work time for any purpose. Whenever a grievance which has been properly filed 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. No grievance representative shall be transferred because of activity performed on behalf of an employee 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. (A) The Association may designate a reasonable number of grievance representatives who must be Unit members and shall provide each affected department with a written list of employees who have been so designated. Management will accept changes to the list presented by the Association as they are made. A xxxxxxx may represent a grievant in the presentation of a grievance at all levels of the grievance procedure. An employee who decides to use this may select a non-City employee as a grievance representative in place of an Association Representative at the employee’s own expense. A grievance or Association representative if so requested may represent a grievant in the presenting of grievances at all levels of the 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 for which 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 and his/her representative may be allowed have a reasonable amount of annual paid time off. However, said representative will receive paid time off only if he/she is a member of the Association and in the same Unit as the grievant, and is employed within a reasonable distance from the work location of the grievant. As Association Representative who must leave his/her work location to investigate represent a grievant must first obtain permission from his/her supervisor on a form provided by his/her department 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 grievanceAssociation Representative will be informed when time can be made available. Such annual leave shall be subject to prior approval by the Union Grievance Representative’s immediate supervisor; however, approval of such leave time will not be withheld if more than 48 hours, excluding scheduled days off and/or legal holidays, after the Union Grievance Representative can be allowed such time off without interfering with, or unduly hampering the operations of the unit Association Representative’s request unless otherwise mutually agreed. Denial of permission to which leave at the Union Grievance Representative is regularly assignedtime requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of time of the delay. When a grievant has elected Union representation, both Time spent on grievances outside of regular working hours of the grievant and and/or his/her representative shall not be counted as work time for any purpose. Whenever a grievance is to be presented during the Union Grievance Representative shall be notified working hours of a Step 1 meeting. Written communication concerning the grievance or its resolution shall be sent to the grievant and the Union Grievance and/or his/her Association Representative, and the decision agreed only that amount of time necessary 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 bring about a prompt disposition 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 Agreementallowed. (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. (A) The Association may designate a reasonable number of grievance representatives who must be bargaining unit members and shall provide each affected department with a written list of employees who have been so designated. Management will accept changes to the list presented by the Association as they are made. A xxxxxxx may represent a grievant in the presentation of a grievance at all levels of the grievance procedure. An employee who decides to use this may select a non-City employee as a grievance representative in place of an Association Representative at the employee’s own expense. A grievance or Association representative if so requested may represent a grievant in the presenting of grievances at all levels of the 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 for which 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 and his/her representative may be allowed have a reasonable amount of annual paid time off. However, said representative will receive paid time off only if he/she is a member of the Association and in the same Unit as the grievant, and is employed within a reasonable distance from the work location of the grievant. As Association Representative who must leave his/her work location to investigate represent a grievant must first obtain permission from his/her supervisor on a form provided by his/her department 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 grievanceAssociation Representative will be informed when time can be made available. Such annual leave shall be subject to prior approval by the Union Grievance Representative’s immediate supervisor; however, approval of such leave time will not be withheld if more than 48 hours, excluding scheduled days off and/or legal holidays, after the Union Grievance Representative can be allowed such time off without interfering with, or unduly hampering the operations of the unit Association Representative’s request unless otherwise mutually agreed. Denial of permission to which leave at the Union Grievance Representative is regularly assignedtime requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. When a grievant has elected Union representation, both Time spent on grievances outside of regular working hours of the grievant and and/or his/her representative shall not be counted as work time for any purpose. Whenever a grievance is to be presented during the Union Grievance Representative shall be notified working hours of a Step 1 meeting. Written communication concerning the grievance or its resolution shall be sent to the grievant and the Union Grievance and/or his/her Association Representative, and the decision agreed only that amount of time necessary 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 bring about a prompt disposition 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 Agreementallowed. (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. (A) An employee The Union may designate a reasonable number of grievance representatives who decides must be members of the Unit, and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated. Management will quarterly accept any changes 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 list desired by the Union. If A grievance representative, if so requested, may represent a grievant selects a Union Grievance Representative to represent him in a at all levels of the grievance which has been properly filed in accordance with this Article, the Union Grievance Representative procedure. The grievant and his/her representative may be allowed have a reasonable amount of annual paid time off for this purpose. However, said representative will receive paid time off only if he/she is a member of the same Unit and the same Union as the grievant; is employed by the same department, office, or bureau as the grievant; and, is employed within a reasonable distance from the work location of the grievant. If a grievance representative must leave his/her work location to investigate represent 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 grievancegrievance representative will be informed when time can be made available. Such annual leave shall be subject to prior approval by the Union Grievance Representative’s immediate supervisor; however, approval of such leave time will not be withheld if more than forty-eight (48) hours, excluding scheduled days off and/or legal holidays, after 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 representative's request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically 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, said representative shall call the grievant's supervisor to determine when the grievant can be consistent with made available. Upon arrival, said representative will report to the terms grievant's supervisor who will make arrangements for the meeting requested. Time spent on grievances outside of this collective bargaining Agreementregular working hours of the employee or his/her representative shall not be counted as work time for any purpose. The Union shall be given reasonable opportunity Whenever a grievance is to be present at presented during the working hours of the grievant and/or his/her represented, only that amount of time necessary to bring about a meeting called for prompt disposition of 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 Agreementallowed. (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. (A) An employee who decides to use this grievance procedure shall indicate at Step 1 (or other initial written step as if 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 meetingmeetings. Written communication concerning the grievance or its resolution shall be sent to the grievant and the Union Grievance Representative, unless it would entail the disclosure of confidential information or violate the attorney-client privilege, (in the event of a potential disclosure of confidential information or an attorney-client privilege, the Union will be provided an opportunity to provide a representative that already has access to the confidential information or who will preserve the privilege by the nature of their attorney-client relationship) and the any 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 any 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 grievancethe grievance unless it would result in the disclosure of confidential information or violate the attorney-client privilege. A An 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 Grievance Representatives. The state will not recognize a person as a Union Representative or Grievance 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 regular 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 arbitrations 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. 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 (A30) calendar days of any changes in said designations. A xxxxxxx, if so requested, may represent said grievant in the presenting of 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 who decides to use this grievance procedure shall indicate at Step 1 (or other initial written step as authorized by and 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 employee’s xxxxxxx may be allowed have a reasonable amount of annual paid time off for this purpose. However, a xxxxxxx will receive paid time off only if the employee is the representative of record; is a member of the same Union as the employee; is employed by the same department, office or bureau as the employee; and, is employed within a reasonable distance from the work location of the employee. If a xxxxxxx must leave the employee’s work location to investigate represent a grievant, the grievanceemployee shall first obtain permission from the employee’s 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 Union representative will be informed when time can be made available. Such annual leave shall be subject to prior approval by the Union Grievance Representative’s immediate supervisor; however, approval of such leave time will not be withheld if more than forty-eight (48) hours after the Union Grievance Representative 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 the employee’s work location, the xxxxxxx shall call the requesting employee’s supervisor to determine when the employee can be allowed such time off without interfering withmade available. Upon arrival, the xxxxxxx will report to the employee’s supervisor who will make arrangements for the meeting requested. Time spent on grievances or unduly hampering the operations pre-disciplinary representation activities described above, outside of working hours of the unit to which employee or the Union Grievance Representative is regularly assignedemployee’s representative shall not be counted as work time for any purpose. When a grievant has elected Union representation, both Whenever these activities occur during the grievant and the Union Grievance Representative shall be notified working hours 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 and/or the Unionemployee’s xxxxxxx, an adjustment only that amount of time necessary to bring about a prompt disposition of the grievance shall will be consistent with allowed. City time, as herein provided, is limited to the terms actual representation of this collective bargaining Agreement. The Union shall be given reasonable opportunity employees and does not include time for investigation, preparation, or any other preliminary matter. B. In order to be present at a meeting called for facilitate the expeditious resolution of such grievanceworkplace disputes at the lowest possible level, the parties agree to establish a joint Labor-Management training program for stewards and front-line supervisors. A grievant using this procedure No later than September 30, 2019, or another date mutually agreed upon by the parties, the Union and City representatives will have established a curriculum and training program that will provide skills for both stewards and front-line supervisors in the processing and resolution of grievances and other workplace issues in a grievance cooperative, problem-solving manner. Upon completion of the program, both union stewards and front-line supervisors will be bound by the procedure established by the parties certified. Stewards certified through this training shall be authorized to the Agreement. spend up to two (C2) 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 grievantCity time to investigate each dispute raised under the Grievance Procedure of this MOU. As is practicable, a representative of the grievant, or any required witnesses, such hours shall grievances will 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 Unionheard by certified supervisors.

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. (A) An employee The Association may designate a reasonable number of grievance representatives who decides must be members of the Unit, and shall provide all departments, offices or bureaus with a written list of employees who have been so designated. Management will semi-annually accept changes to use this grievance procedure shall indicate at Step 1 (or other initial written step as authorized the list presented by the provisions of this Article) whether he shall be represented by the UnionAssociation. If A grievance representative, if so requested, may represent a grievant selects a Union Grievance Representative to represent him in a at all levels of the grievance which has been properly filed in accordance with this Article, procedure. The grievant and the Union Grievance Representative representative may be allowed have a reasonable amount of annual paid time off for the purpose of presenting grievances. However, said representative will receive paid time off only if a member of the Association; is in the same Unit as the grievant; is employed by the same department, office or bureau as the grievant; and is employed within a reasonable distance from the work location of the grievant. The grievants supervisor must concur regarding the necessary time off for presenting the grievance at the appropriate level. The grievant shall notify the representative of the meeting arrangements. If a grievance representative must leave the work location to investigate represent a grievant, permission shall first be obtained from the grievancerepresentative’s supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an unreasonable interruption of work. If such permission cannot be granted promptly, the grievance representative will be informed when time can be made available. Such annual leave shall be subject to prior approval by the Union Grievance Representative’s immediate supervisor; however, approval of such leave time will not be withheld if more than forty-eight (48) hours, excluding scheduled days off and/or legal holidays, after 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 representative's request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will, upon mutual agreement, constitute an extension of time limits provided in the grievance procedure equal to the amount of the delay. Time spent on grievances outside of regular working hours of the employee or the representative shall not be consistent with the terms of this collective bargaining Agreementcounted as work time for any purpose. The Union shall be given reasonable opportunity Whenever a grievance is to be present at presented during the working hours of the grievant and/or the representative, only that amount of time necessary to bring about a meeting called for prompt disposition of 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 Agreementallowed. (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. (A) An Management recognizes the right of each employee who decides represented herein to use this grievance procedure shall indicate at Step 1 (represent himself/herself, or other initial written step as authorized by the provisions of this Article) whether he shall 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. If a A xxxxxxx may represent said grievant selects a Union Grievance Representative to represent him in the presentation of a grievance which has been properly filed at all levels of the grievance procedure. A xxxxxxx may represent an employee in accordance with this Article, the Union Grievance Representative 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 be allowed have a reasonable amount of annual 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 investigate represent an employee, the grievancerepresentative 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 annual leave shall be subject to prior approval by the Union Grievance Representative’s immediate supervisor; however, approval of such leave time will not be withheld if more than forty-eight (48) hours after the Union Grievance Representative 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 allowed such time off without interfering withmade 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 unduly hampering the operations pre-disciplinary representation activities described above, outside of regular working hours of the unit to which employee and/or his/her representative shall not be counted as work time for any purpose. Whenever the Union Grievance Representative is regularly assigned. When a grievant has elected Union representation, both activities occur during the working hours of the grievant and the Union Grievance Representative shall be notified and/or his/her representative, only that amount of time necessary to bring about 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 prompt disposition of the grievance shall will be consistent with allowed. City time, as herein provided, is limited to the terms actual representation of this collective bargaining Agreementemployees and does not include time for investigation, preparation or any other preliminary activity. The Union shall be given reasonable opportunity In order to be present at a meeting called for facilitate the expeditious resolution of such grievanceworkplace disputes at the lowest possible level, the parties agree to establish a joint Labor-Management training program for stewards and front-line supervisors. A grievant using this procedure No later than March 18, 2016, the Union and City representatives will have established a curriculum and training program that will provide skills for both stewards and front-line supervisors in the processing and resolution of grievances and other workplace issues in a grievance cooperative, problem-solving manner. Upon completion of the program, both union stewards and front-line supervisors will be bound by the procedure established by the parties certified. Stewards certified through this training shall be authorized to the Agreement. spend up to two (C2) 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 grievantCity time to investigate each dispute raised under the Grievance Procedure of this MOU. As is practicable, a representative of the grievant, or any required witnesses, such hours shall grievances will 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 Unionheard by certified supervisors.

Grievance Representation. (A) A. The Association may designate a reasonable number of grievance representatives who must be Unit members, and shall provide the Department and Management with a written list of employees who have been so designated. The Department and Management will accept changes to the list presented by the Association as they are made. An employee who decides to use this may select a non-City employee as a grievance representative in place of an Association Representative at the employee’s own expense. A grievance or Association representative if so requested may represent a grievant in the presenting of grievances at all levels of the grievance procedure shall indicate at Step 1 (or other initial written step as authorized by for which 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 and his/her representative may be allowed have a reasonable amount of annual paid time off. However, said representative will receive paid time off only if he/she is a member of the Association and in the same Unit as the grievant, is employed by the same department as the grievant, and is employed within a reasonable distance from the grievant’s work location. B. An Association Representative who must leave his/her work location to investigate represent a grievant must first obtain permission from his/her supervisor on a form provided by his/her department 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 grievanceAssociation Representative will be informed when time can be made available. Such annual leave shall be subject to prior approval by the Union Grievance Representative’s immediate supervisor; however, approval of such leave time will not be withheld if more than 48 hours, excluding scheduled days off and/or legal holidays, after the Union Grievance Representative can be allowed such time off without interfering with, or unduly hampering the operations of the unit Association Representative’s request unless otherwise mutually agreed to. Denial of permission to which leave at the Union Grievance Representative is regularly assigned. When a grievant has elected Union representationtime requested will automatically constitute an extension of time limits provided in the grievance procedure herein, both equal to the amount of the delay. C. Time spent on grievances outside of regular working hours of the grievant and and/or his/her representative shall not be counted as work time for any purpose. Whenever a grievance is to be presented during the Union Grievance Representative shall be notified working hours of a Step 1 meeting. Written communication concerning the grievance or its resolution shall be sent to the grievant and the Union Grievance and/or his/her Association Representative, and the decision agreed only that amount of time necessary 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 bring about a prompt disposition 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 Agreementallowed. (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. (A) An employee The Association may designate a reasonable number of grievance representatives who decides must be members of the Unit, and shall provide the City Attorney's Office with a written list of employees who have been so designated. Management will quarterly accept changes to use this grievance procedure shall indicate at Step 1 (or other initial written step as authorized the list presented by the provisions Association. A grievance representative, if so requested, may represent a grievant in the presenting of grievances at all levels of the grievance procedure. The grievant and the representative may have a reasonable amount of paid time off for this Article) whether he shall be represented by purpose. However, the Uniongrievant representative will receive paid time off only if he/she is the representative of record; is a member of the same bargaining unit and Union as the grievant; and is employed within a reasonable distance from the work location of the grievant. If a grievant selects a Union Grievance Representative grievance representative must leave his/her work location to represent him 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 representative will be informed when time can be made available. Such time will not be more than forty-eight (48) hours, 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 an extension of time limits provided in grievance procedure herein, equal to the amount of the delay. Time spent on grievances outside of regular working hours of the employee and/or his/her representative shall not be counted as work time for any purpose. Whenever a grievance which has been properly filed 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. No grievance representative shall be transferred because of activity performed on behalf of an employee 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. (A) The Union may designate a reasonable number of Union representatives who must be members of the Unit, and shall provide all departments, offices or bureaus with a written list of employees who have been so designated. Management will accept changes to the list presented by the Union. A Union representative, if so requested, may represent a grievant in the presenting of grievances at all levels of the grievance procedure. 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 Union and the same Unit as the grievant; is employed by the same department, office or bureau as the grievant; and, is employed within a reasonable distance from the work location of the grievant. An employee who decides in a department, office or bureau where no Union representative, as herein defined, is available shall have the right to use this grievance procedure shall indicate at Step 1 (or other initial written step as authorized paid Union representation by a listed representative of another department upon mutual agreement of the provisions of this Article) whether he shall be represented by department and the Union. If a grievant selects a Union Grievance Representative representative must leave his/her work location to represent him in a grievance which has been properly filed in accordance with this Articlegrievant, 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 Union Grievance Representative may representative will be allowed a reasonable amount of annual leave to investigate the grievanceinformed when time can be made available. Such annual leave shall be subject to prior approval by the Union Grievance Representative’s immediate supervisor; however, approval of such leave time will not be withheld if more than forty-eight (48) hours, excluding scheduled days off and/or legal holidays, after the time of the Union Grievance Representative can be allowed such representative's request unless otherwise mutually agreed to. Denial of permission to leave at the time off without interfering withrequested will automatically constitute an extension of time limits provided in the grievance procedure herein, or unduly hampering equal to the operations amount of the unit delay. Time spent on grievances outside of working hours of the employee or his/her representative shall not be counted as work time for any purpose. Whenever a grievance is to which be presented during the Union Grievance Representative is regularly assigned. When a grievant has elected Union representation, both working hours of the grievant and the Union Grievance Representative shall be notified and/or his/her representative, only that amount of time necessary to bring about 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 prompt disposition of the grievance shall will be consistent with allowed. During the terms term of this collective bargaining Agreement. The Union shall be given reasonable opportunity 2007-2012 MOU, in order to be present at a meeting called for facilitate the expeditious resolution of such grievanceworkplace disputes at the lowest possible level, the parties agree to establish a joint Labor- Management training program for stewards and front-line supervisors. A grievant using this procedure No later than March 1, 2008, the Union and City representatives will have established a curriculum and training program that will provide skills for both stewards and front-line supervisors in the processing and resolution of grievances and other workplace issues in a grievance cooperative, problem-solving manner. Upon completion of the program, both union stewards and front-line supervisors will be bound certified. As is practicable, grievances will be heard 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 meetingcertified supervisors. Effective March 1, mediation2008, 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 certified stewards shall be deemed authorized to spend up to one (1) hour of City time worked. Attendance at grievance meetingsto investigate each dispute raised under Article 34.2, 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 UnionGrievance Procedure.

Grievance Representation. (A) An employee who decides to use this grievance procedure shall indicate at Step 1 (or other initial written step as if 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 an employee grievant has elected Union representation, both the employee grievant and the Union Grievance Representative Rrepresentative shall be notified of a any Step 1 meetingmeetings. Written communication concerning the grievance or its resolution shall be sent to both the employee grievant and the Union Grievance RepresentativeRrepresentative, unless it would entail the disclosure of confidential information or violate the attorney-client privilege, (in the event of a potential disclosure of confidential information or an attorney-client privilege, the Union will be provided an opportunity to provide a representative that already has access to the confidential information or who will preserve the privilege by the nature of their attorney-client relationship) and the any decision agreed to by the state and the Union shall be binding on the grievantgrievant employee. (B) If the employee is not represented by the Union, an any 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 grievancethe grievance unless it would result in the disclosure of confidential information or violate the attorney-client privilege. A An employee 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 Grievance Representatives. The state will not recognize a person as a Union Representative or Grievance 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 regular working hours of any grievant, a representative of the grievant, or any required participant witnesses, such hours shall be deemed time worked. the participant shall be excused without loss of pay for that purpose. Attendance at grievance meetings, mediation, or arbitration hearings arbitrations outside of a participant’s regular work working 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. (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 griev ance 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. (A) A. The Association may designate a reasonable number of grievance representatives who must be Unit members and shall provide the Department of Airports with a written list of employees who have been so designated. Management will accept changes to the list presented by the Association as they are made. An employee who decides to use this may select a non-City employee as a grievance representative in place of an Association Representative at the employee’s own expense. B. A grievance representative if so requested may represent a grievant in the presenting of grievances at all levels of the grievance procedure shall indicate at Step 1 (or other initial written step as authorized by for which 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 and his/her representative may be allowed have a reasonable amount of annual leave to investigate the grievancepaid time off. Such annual leave shall be subject to prior approval However, said representative will receive paid time off only if he/she is a Unit member, is employed by the Union Grievance Representative’s immediate supervisor; however, approval of such leave will not be withheld if same department as 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 Representativegrievant, and is employed within a reasonable distance from the decision agreed to by the state and the Union shall be binding on work location of the grievant. (B) C. If a grievance representative must leave his/her work location to represent 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 employee is grievance representative will be informed when time can be made available. Such time will not represented by be more than 48 hours, excluding scheduled days off and/or legal holidays, after the Union, an adjustment time of the grievance representative's request unless the parties mutually agree 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 delay. X. Xxxx spent on grievances outside of regular working hours of the employee and/or his/her representative shall not be consistent with the terms of this collective bargaining Agreementcounted as work time for any purpose. The Union shall be given reasonable opportunity Whenever a grievance is to be present at presented during the working hours of the grievant and/or his/her representative, only that amount of time necessary to bring about a meeting called for prompt disposition of 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 workedallowed. 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.14 MOU 30 2014 - 2018

Grievance Representation. (A) The Association may designate a reasonable number of grievance representatives who must be members of the Unit, and shall provide the department with a written list of employees who have been so designated. Management will quarterly accept changes to the list presented by the Association. An employee who decides to use this may select a non-City employee as a grievance procedure shall indicate representative, at Step 1 (or other initial written step as authorized by the provisions of this Article) whether he shall be represented by the Unionemployee’s own expense. If A grievance representative if so requested, may represent a grievant selects a Union Grievance Representative to represent him in a the presenting of grievances at all levels of the grievance which has been properly filed in accordance with this Article, the Union Grievance Representative procedure. The grievant and his/her representative may be allowed have a reasonable amount of annual paid time off for this purpose. However, said representative will receive paid time off only if he/she is a member of the Association and in the same Unit as the grievant, is employed by the same department as the grievant, and is employed within a reasonable distance from the work location of the grievant. If a grievance representative must leave his/her work location to investigate represent 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 grievancegrievance representative will be informed when time can be made available. Such annual leave shall be subject to prior approval by the Union Grievance Representative’s immediate supervisor; however, approval of such leave time will not be withheld if more than forty-eight (48) hours, excluding scheduled days off and/or legal holidays, after 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 representative's 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. Time spent on grievances outside of regular working hours of the employee and/or his/her representative shall not be consistent with the terms of this collective bargaining Agreementcounted as work time for any purpose. The Union shall be given reasonable opportunity Whenever a grievance is to be present at presented during the working hours of the grievant and/or his/her representative, only that amount of time necessary to bring about a meeting called for prompt disposition of 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 Agreementallowed. (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. (A) An employee A. The Association may designate a reasonable number of grievance representatives who decides must be members of the Unit, and shall provide all departments, offices or bureaus with a written list of employees who have been so designated. The City will quarterly accept changes to use this grievance procedure shall indicate at Step 1 (or other initial written step as authorized the list presented by the provisions of this Article) whether he shall be represented by the UnionAssociation. If A grievance representative, if so requested, may represent a grievant selects a Union Grievance Representative to represent him in a the presenting of grievances at all levels of the grievance which has been properly filed in accordance with this Article, the Union Grievance Representative procedure. The grievant and his/her representative may be allowed have a reasonable amount of annual paid time off for this purpose. However, said representative will receive paid time off only if he/she is a member of the Association and is employed within a reasonable distance from the work location of the grievant. If a grievance representative must leave his/her work location to investigate represent 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 grievancegrievance representative will be informed when time can be made available. Such annual leave shall be subject to prior approval by the Union Grievance Representative’s immediate supervisor; however, approval of such leave time will not be withheld if more than forty-eight (48) hours, excluding scheduled days off and/or legal holidays, after 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 representative's 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. Time spent on grievances outside of regular working hours of the employee and/or his/her representative shall not be consistent with the terms of this collective bargaining Agreementcounted as work time for any purpose. The Union shall be given reasonable opportunity Whenever a grievance is to be present at presented during the working hours of the grievant and/or his/her representative, only that amount of time necessary to bring about a meeting called for prompt disposition of the grievance will be allowed. B. In order to facilitate the expeditious resolution of such grievanceworkplace disputes at the lowest possible level, the parties agree to establish a joint Labor-Management training program for stewards and front-line supervisors. A grievant using this procedure No later than March 1, 2008, the Union and City representatives will have established a curriculum and training program that will provide skills for both stewards and front-line supervisors in the processing and resolution of grievances and other workplace issues in a grievance cooperative, problem-solving manner. Upon completion of the program, both union stewards and front-line supervisors will be bound certified. As is practicable, grievances will be heard by the procedure established by the parties certified supervisors. Effective March 1, 2008, certified stewards shall be authorized to the Agreement.spend up to one (C1) The Executive Director hour of the Union shall furnish City time 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 listinvestigate each dispute raised under Article 17, Grievance Procedure. (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. (A) An employee who decides to use this grievance procedure shall indicate at Step 1 (or other initial written step as if 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 RepresentativeR epresentative’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 an employee grievant has elected Union representation, both the employee grievant and the Union Grievance Representative Rrepresentative shall be notified of a any Step 1 meetingmeetings. Written Further, any written communication concerning the grievance or its resolution shall be sent to both the employee grievant and the Union Grievance RepresentativeRrepresentative, and the any decision agreed to by the state and the Union shall be binding on the grievantgrievant employee. (B) If the employee is not represented by the Union, an any adjustment of the grievance shall be consistent with the terms of this collective bargaining Agreement. The Further, the Union shall be given reasonable opportunity to be present at a any meeting called for the resolution of such grievance. A An employee 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 Grievance Representatives. The state will not recognize a any person as a Union Representative or Grievance 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 regular working hours of any grievant, a representative of the grievant, or any required participant witnesses, such hours shall be deemed time worked. such participant shall be excused without loss of pay for that purpose. Attendance at grievance meetings, mediation, or arbitration hearings arbitrations outside of a participant’s regular work working 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. (A) An employee The Association may designate a reasonable number of grievance representatives who decides must be members of the Unit, and shall provide all departments, offices or bureaus with a written list of employees who have been so designated. Management will semi-annually accept changes to use this grievance procedure shall indicate at Step 1 (or other initial written step as authorized the list presented by the provisions of this Article) whether he shall be represented by the UnionAssociation. If A grievance representative, if so requested, may represent a grievant selects a Union Grievance Representative to represent him in a at all levels of the grievance which has been properly filed in accordance with this Article, procedure. The grievant and the Union Grievance Representative representative may be allowed have a reasonable amount of annual paid time off for the purpose of presenting grievances. However, said representative will receive paid time off only if a member of the Association; is in the same Unit as the grievant; is employed by the same department, office or bureau as the grievant; and is employed within a reasonable distance from the work location of the grievant. The grievant’s supervisor must concur regarding the necessary time off for presenting the grievance at the appropriate level. The grievant shall notify the representative of the meeting arrangements. If a grievance representative must leave the work location to investigate represent a grievant, permission shall first be obtained from the grievancerepresentative’s supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an unreasonable interruption of work. If such permission cannot be granted promptly, the grievance representative will be informed when time can be made available. Such annual leave shall be subject to prior approval by the Union Grievance Representative’s immediate supervisor; however, approval of such leave time will not be withheld if more than forty-eight (48) hours, excluding scheduled days off and/or legal holidays, after 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 representative's request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will upon mutual agreement constitute an extension of time limits provided in the grievance procedure equal to the amount of the delay. Time spent on grievances outside of regular working hours of the employee or the representative shall not be consistent with the terms of this collective bargaining Agreementcounted as work time for any purpose. The Union shall be given reasonable opportunity Whenever a grievance is 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 presented during the work hours of grievantthe grievant and/or the representative, only that amount of time necessary to bring about a representative prompt disposition of the grievant, or any required witnesses, such hours shall grievance will 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 Unionallowed.

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 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. 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 (A30) calendar days of any changes in said designations. A xxxxxxx, if so requested, may represent said grievant in the presenting of 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 who decides to use this grievance procedure shall indicate at Step 1 (or other initial written step as authorized by and 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 employee’s xxxxxxx may be allowed have a reasonable amount of annual paid time off for this purpose. However, a xxxxxxx will receive paid time off only if the employee is the representative of record; is a member of the same Union as the employee; is employed by the same department, office or bureau as the employee; and, is employed within a reasonable distance from the work location of the employee. If a xxxxxxx must leave the employee’s work location to investigate represent a grievant, the grievanceemployee shall first obtain permission from the employee’s 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 MOU10-21 granted promptly, the Union representative will be informed when time can be made available. Such annual leave shall be subject to prior approval by the Union Grievance Representative’s immediate supervisor; however, approval of such leave time will not be withheld if more than forty-eight (48) hours after the Union Grievance Representative 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 the employee’s work location, the xxxxxxx shall call the requesting employee’s supervisor to determine when the employee can be allowed such time off without interfering withmade available. Upon arrival, the xxxxxxx will report to the employee’s supervisor who will make arrangements for the meeting requested. Time spent on grievances or unduly hampering the operations pre-disciplinary representation activities described above, outside of working hours of the unit to which employee or the Union Grievance Representative is regularly assignedemployee’s representative shall not be counted as work time for any purpose. When a grievant has elected Union representation, both Whenever these activities occur during the grievant and the Union Grievance Representative shall be notified working hours 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 and/or the Unionemployee’s xxxxxxx, an adjustment only that amount of time necessary to bring about a prompt disposition of the grievance shall will be consistent with allowed. City time, as herein provided, is limited to the terms actual representation of this collective bargaining Agreement. The Union shall be given reasonable opportunity employees and does not include time for investigation, preparation, or any other preliminary matter. B. In order to be present at a meeting called for facilitate the expeditious resolution of such grievanceworkplace disputes at the lowest possible level, the parties agree to establish a joint Labor-Management training program for stewards and front-line supervisors. A grievant using this procedure No later than September 30, 2019, or another date mutually agreed upon by the parties, the Union and City representatives will have established a curriculum and training program that will provide skills for both stewards and front-line supervisors in the processing and resolution of grievances and other workplace issues in a grievance cooperative, problem-solving manner. Upon completion of the program, both union stewards and front-line supervisors will be bound by the procedure established by the parties certified. Stewards certified through this training shall be authorized to the Agreement. spend up to two (C2) 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 grievantCity time to investigate each dispute raised under the Grievance Procedure of this mOu . As is practicable, a representative of the grievant, or any required witnesses, such hours shall grievances will 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 Unionheard by certified supervisors.

Grievance Representation. The Union may designate a reasonable number of Union Stewards who must be members of the Union, and shall provide all departments with a written list of employees who have been so designated, and revised lists within thirty (A30) An calendar days of any changes in said designations. A xxxxxxx, may represent said grievant in the presenting of grievances at all levels of the grievance procedure. A xxxxxxx may represent an employee who decides in pre-disciplinary hearing or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. The grievant and his/her representative shall be allowed to use this present grievances during scheduled hours of work. However, only that amount of time necessary to bring about a prompt disposition of the grievance procedure will be allowed. The grievant shall indicate at Step 1 (or other initial written step arrange any necessary time off with the immediate supervisor for presenting the grievance beyond the informal level. The xxxxxxx will receive paid time off only if he/she is a member of the Union; is in the same Unit as authorized the grievant; is employed by the provisions same department as the grievant; is employed within a reasonable distance from the work location of this Article) whether he shall be represented by the Uniongrievant (within the same recreation district in the Department of Recreation and Parks); and the grievance is presented during the representative’s scheduled hours of work. If a grievant selects a Union Grievance Representative xxxxxxx must leave his/her work location to represent him in a grievance which has been properly filed in accordance with this Articlegrievant, 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 unreasonable interruption of work. If such permission cannot be granted promptly, the Union Grievance Representative may xxxxxxx will be allowed a reasonable amount of annual leave to investigate the grievanceinformed when time can be made available. Such annual leave shall be subject to prior approval by the Union Grievance Representative’s immediate supervisor; however, approval of such leave time will not be withheld if more than forty-eight (48) hours after the Union Grievance Representative can be allowed such time off without interfering with, or unduly hampering the operations of the unit xxxxxxx’x request, excluding scheduled days off and/or legal holidays, unless otherwise mutually agreed to. Denial of permission to which leave at 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 time requested will automatically constitute an extension of a Step 1 meeting. Written communication concerning time limits provided in the grievance or its resolution shall be sent procedure equal to the grievant and amount of the Union Grievance Representative, and delay. Only the decision agreed to by the state and the Union shall be binding time spent 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 actual presentation 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 counted as work hours shall not be deemed time worked. The state will not pay the expenses of participants attending such meetings on behalf of the Uniontime.

Grievance Representation. (A) An Management recognizes the right of each employee who decides represented herein to use this grievance procedure shall indicate at Step 1 (represent himself/herself, or other initial written step as authorized by the provisions of this Article) whether he shall to be represented by a representative of his/her choice in the Unionpresenting of grievances in the informal discussion with his/her immediate supervisor, and in all formal review levels. If Union may designate a reasonable number of employees as grievance representatives. The Union will provide a list of the designated representatives to Management. The 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 and/or his/her representative may be allowed have a reasonable amount of annual leave paid time off to investigate the process a grievance. Such annual leave shall be subject to prior approval However, said representative will receive paid time off only if he/she is a member of the same Unit and Union as the grievant, and is employed within a reasonable distance from the work location of the grievant as determined by the Union Grievance Representative’s immediate City Librarian or his/her designee. The Chief Xxxxxxx may replace the designated representative when, in the judgment of the Union, it is necessary to do so. Such replacement is limited to not more than twenty-five percent (25%) of the grievances that necessitate the use of a xxxxxxx unless there is mutual agreement. If said representative must leave his/her work location to represent a grievant, the representative shall first obtain approval from his/her supervisor; however, approval . Permission to leave will be granted unless such absence would cause an undue interruption of work. If such leave permission cannot be granted promptly said representative will be informed when time will be made available. Such time will not be withheld if more than forty-eight (48) hours, excluding scheduled days off and/or legal holidays, after the Union Grievance Representative can be allowed such time off without interfering with, or unduly hampering of said representative's request unless otherwise mutually agreed to. Denial of permission to leave at the operations time requested will automatically constitute an extension of time limits provided in the grievance procedure herein equal to the amount of the unit delay. Time spent in presenting grievances outside of regular working hours of the employee and/or his/her representative shall not be counted as work time for any purpose. Whenever a grievance is to which be presented during the Union Grievance Representative is regularly assigned. When a grievant has elected Union representation, both working hours of the grievant and the Union Grievance Representative shall be notified and/or his/her representative, only that amount of time necessary to bring about 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 prompt disposition 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 Agreementallowed. (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. (A) A. The Association may designate a reasonable number of grievance representatives who must be Unit members, and shall provide each affected department with a written list of employees who have been so designated. Management will accept changes to the list presented by the Association as they are made. An employee who decides to use this may select a non-City employee as a grievance representative in place of an Association Representative at the employee’s own expense. A grievance or Association representative if so requested may represent a grievant in the presenting of grievances at all levels of the grievance procedure shall indicate at Step 1 (or other initial written step as authorized by for which 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 and his/her representative may be allowed have a reasonable amount of annual paid time off. However, said representative will receive paid time off only if he/she is a member of the Association and in the same Unit as the grievant, is employed by the same department as the grievant, and is employed within a reasonable distance from the grievant’s work location. B. An Association Representative who must leave his/her work location to investigate represent a grievant must first obtain permission from his/her supervisor on a form provided by his/her department 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 grievanceAssociation Representative will be informed when time can be made available. Such annual leave shall be subject to prior approval by the Union Grievance Representative’s immediate supervisor; however, approval of such leave time will not be withheld if more than 48 hours, excluding scheduled days off and/or legal holidays, after the Union Grievance Representative can be allowed such time off without interfering with, or unduly hampering the operations of the unit Association Representative’s request unless otherwise mutually agreed to. Denial of permission to which leave at the Union Grievance Representative is regularly assigned. When a grievant has elected Union representationtime requested will automatically constitute an extension of time limits provided in the grievance procedure herein, both equal to the amount of the delay. C. Time spent on grievances outside of regular working hours of the grievant and and/or his/her representative shall not be counted as work time for any purpose. Whenever a grievance is to be presented during the Union Grievance Representative shall be notified working hours of a Step 1 meeting. Written communication concerning the grievance or its resolution shall be sent to the grievant and the Union Grievance and/or his/her Association Representative, and the decision agreed only that amount of time necessary 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 bring about a prompt disposition 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 Agreementallowed. (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. (A) An employee The Association may designate a reasonable number of grievance representatives who decides must be members of the Unit, and shall provide the City Attorney's Office with a written list of employees who have been so designated. Management will quarterly accept changes to use this grievance procedure shall indicate at Step 1 (or other initial written step as authorized the list presented by the provisions Association. A grievance representative, if so requested, may represent a grievant in the presenting of grievances at all levels of the grievance procedure. The grievant and the representative may have a reasonable amount of paid time off for this Article) whether he shall purpose. However, the grievant representative will receive paid time off only if he/she is the representative of record; is a member of the same bargaining unit and Association as the grievant; and is employed within a reasonable distance from the work location of the grievant. The grievant may be represented by any privately retained attorney at all stages of Steps 2, 3, and 4 of the UnionGrievance Procedure contained in Article 20. If a grievant selects a Union Grievance Representative grievance representative must leave his/her work location to represent him 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 representative will be informed when time can be made available. Such time will not be more than forty-eight (48) hours, 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 an extension of time limits provided in grievance procedure herein, equal to the amount of the delay. Time spent on grievances outside of regular working hours of the employee and/or his/her representative shall not be counted as work time for any purpose. Whenever a grievance which has been properly filed 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. No grievance representative shall be transferred because of activity performed on behalf of an employee 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. (A) An employee A. The Union may designate a reasonable number of grievance representatives who decides must be members of the Unit, and shall provide all departments with a written list of employees who have been so designated. Management will quarterly accept changes 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 list presented by the Union. A grievance representative, if so requested, may represent a grievant in the presenting of grievances at all levels of the grievance procedure. The grievant and his/her representative shall be allowed to present grievances during scheduled hours of work. However, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowed. The grievant shall arrange any necessary time off with the immediate supervisor for presenting the grievance beyond the informal level. The representative will receive paid time off only if he/she is a member of the Union; is in the same Unit as the grievant; is employed by the same department as the grievant; is employed within a reasonable distance from the work location of the grievant (within the same recreation district in the Department of Recreation and Parks); and the grievance is presented during the representative’s scheduled hours of work. If a grievant selects a Union Grievance Representative grievance representative must leave his/her work location to represent him 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 unreasonable interruption of work. If such permission cannot be granted promptly, the grievance representative will be informed when time can be made available. Such time will not be more than forty-eight (48) hours, 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 upon mutual agreement constitute an extension of time limits provided in the grievance procedure equal to the amount of the delay. Only the time spent on the actual presentation of a grievance which has been properly filed in accordance with this Articleand reasonable travel time shall be counted as work time. B. 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 stewards and front-line supervisors. No later than March 1, 2008, the Union Grievance Representative may be allowed and City representatives will have established 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 curriculum and training program that 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, provide skills for both the grievant stewards 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 front-line supervisors in the processing and resolution of grievances and other workplace issues in a grievance cooperative, problem-solving manner. Upon completion of the program, both union stewards and front-line supervisors will be bound certified. As is practicable, grievances will be heard by the procedure established by the parties certified supervisors. Effective March 1, 2008, certified stewards shall be authorized to the Agreement.spend up to one (C1) The Executive Director hour of the Union shall furnish City time 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 listinvestigate each dispute raised under Article 7.1, Grievance Procedure. (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. Union representatives (Ameaning not more than Three (3) An employee who decides to use this grievance procedure shall indicate at Step 1 stewards, Two (or other initial written step as authorized by 2) members of the provisions Grievance Committee, not more than Two (2) members of this Articlethe Job Evaluation Committee, of which all committees will be comprised of the two union executive members) 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 afforded such time off without interfering withloss of pay at their rate as may be required for the performance of their duties as such representatives, namely: (a) To attend scheduled meetings with the Management and to attend meetings with the Management pertaining to discharges and other matters, which cannot reasonably be delayed. Before leaving his or unduly hampering her place of employment, each representative shall give notice to his or her Team Leader or other person designated for that purpose by the operations Plant Manager. (b) To make necessary legitimate investigations of employee grievances or job evaluations, provided the Grievance Committee Member gives advance notice to his or her Team Leader of the unit approximate amount of time to be spent, and provided the employee’s absence will not seriously interfere with the normal operation of the business. The Company will not be required to pay Grievance Committee Members for time allegedly spent on investigations in any case in which the Union privilege is abused by a Grievance Representative is regularly assignedCommittee Member who spends an excessive amount of time or who uses the time permitted for any reason other than making necessary legitimate investigations of employee grievances or job evaluations. (c) Notwithstanding the foregoing, the Company will pay only for time of Two (2) Grievance Committee Members or alternates for attendance at all such grievance meetings with Management. When a grievant has elected Union representation, both the grievant and If the Union Grievance Representative shall desires the attendance of additional representatives, time spent by such employees will be notified at Union expense. Such meetings will be held outside of a Step 1 meeting. Written communication concerning the grievance or its resolution shall be sent to the grievant and the Union Grievance Representativegriever’s normal working hours, 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 griever will not recognize a person as a Union Representative whose name does not appear on the listbe compensated for time in attendance at such meetings. (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.