Common use of Grievance Representation Clause in Contracts

Grievance Representation. The Association may designate a reasonable number of grievance 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 semi-annually accept changes to the list presented by the Association. A grievance representative, if so requested, may represent a grievant at all levels of the grievance procedure. The grievant and the representative may have a reasonable amount of 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 represent a grievant, permission shall first be obtained from the representative’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 time will not be more than 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. Time spent on grievances outside of regular working hours of the employee or the representative shall not be counted as work time for any purpose. Whenever a grievance is to be presented during the working hours of the grievant and/or the representative, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowed.

Grievance Representation. The Association may designate a reasonable number of grievance 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 semi-annually accept changes to the list presented by the AssociationUnion. A grievance representative, if so requested, may represent a grievant at all levels of the grievance procedure. The grievant and the representative may have a reasonable amount of paid time off for the purpose of presenting grievances. However, said representative will receive paid time off only if a member of the AssociationUnion; 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 represent a grievant, permission shall first be obtained from the representative’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 time will not be more than 48 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. Time spent on grievances outside of regular working hours of the employee or the representative shall not be counted as work time for any purpose. Whenever a grievance is to be presented during the working hours of the grievant and/or the representative, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowed.

Grievance Representation. The Association may designate a reasonable number of grievance 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 semi-semi- annually accept changes to the list presented by the Association. A grievance representative, if so requested, may represent a grievant at all levels of the grievance procedure. The grievant and the representative may have a reasonable amount of 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 represent a grievant, permission shall first be obtained from the representative’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 time will not be more than 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. Time spent on grievances outside of regular working hours of the employee or the representative shall not be counted as work time for any purpose. Whenever a grievance is to be presented during the working hours of the grievant and/or the representative, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowed.

Grievance Representation. ‌ The Association may designate a reasonable number of grievance 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 semi-annually accept changes to the list presented by the Association. A grievance representative, if so requested, may represent a grievant at all levels of the grievance procedure. The grievant and the representative may have a reasonable amount of 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 represent a grievant, permission shall first be obtained from the representative’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 time will not be more than 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. Time spent on grievances outside of regular working hours of the employee or the representative shall not be counted as work time for any purpose. Whenever a grievance is to be presented during the working hours of the grievant and/or the representative, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowed.

Grievance Representation. The Association Union may designate a reasonable number of grievance representatives who must be members of the Unit, and shall provide all departments, offices offices, or bureaus with a written list of employees who have been so designated. Management will semi-annually quarterly accept any changes to the list presented desired by the AssociationUnion. A grievance representative, if so requested, may represent a grievant at all levels of the grievance procedure. The grievant and the his/her representative may have a reasonable amount of paid time off for the purpose of presenting grievancesthis purpose. However, said representative will receive paid time off only if he/she is a member of the Association; is in same Unit and the same Unit Union as the grievant; is employed by the same department, office office, or bureau as the grievant; and 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 his/her work location to represent a grievant, permission grievant he/she shall first be obtained obtain permission from the representative’s his/her supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an unreasonable 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 48 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 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 made available. Upon arrival, said representative will report to the grievant's supervisor who will make arrangements for the meeting requested. Time spent on grievances outside of regular working hours of the employee or the his/her representative shall not be counted as work time for any purpose. Whenever a grievance is to be presented during the working hours of the grievant and/or the representativehis/her represented, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowed.

Grievance Representation. Management recognizes the right of each employee represented herein to represent himself/herself, or to be represented by a representative of his/her choice in the presenting of grievances in the informal discussion with his/her immediate supervisor, and in all formal review levels. The Association Union may designate a reasonable number of grievance representatives Union Stewards who must be members of the UnitUnion, and shall provide all departments, offices or bureaus with a written list of employees who have been so designated. Management will semi-annually accept the designated representatives to Management, and revised lists within 30 calendar days of any changes to the list presented by the Associationin said designations. A grievance representative, if so requested, xxxxxxx may represent said grievant in the presentation of a grievant grievance at all levels of the grievance procedure. The grievant and the A xxxxxxx may represent an employee in pre- disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and/or his/her representative may have a reasonable amount of paid time off for the purpose of presenting grievancesabove-listed activities. However, said representative will receive paid time off only if he/she is the representative of record; is a member of the Association; is in the same Unit Union as the grievantemployee; is employed by the same department, office or bureau as the grievantbureau; 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 arrangementsemployee. If a grievance said representative must leave the his/her work location to represent a grievantan employee, permission the representative shall first be obtained obtain approval from the representative’s his/her supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an unreasonable undue interruption of work. If such permission cannot be granted promptly, the grievance said representative will be informed when time can will be made available. Such time will not be more than 48 hoursforty-eight (48) hours after the time of the representative’s request, 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, will automatically constitute an extension of time limits provided in the grievance procedure herein equal to the amount of the delay. Before leaving his/her work location, the xxxxxxx shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s supervisor who will make arrangements for the meeting requested. Time spent on grievances in presenting grievances, or the pre-disciplinary representation activities described above, outside of regular working hours of the employee or the his/her representative shall not be counted as work time for any purpose. Whenever a grievance is to be presented these activities occur during the working hours of the grievant and/or the his/her representative, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity. 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 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 cooperative, problem-solving manner. Upon completion of the program, both union stewards and front-line supervisors will be certified. Stewards certified through this training shall be authorized to spend up to two (2) hours of City time to investigate each dispute raised under the Grievance Procedure of this MOU. As is practicable, grievances will be heard by certified supervisors.

Grievance Representation. The Association may designate a reasonable number of grievance representatives who must be bargaining unit members of the Unit, and shall provide all departments, offices or bureaus each affected department with a written list of employees who have been so designated. Management will semi-annually accept changes to the list presented by the AssociationAssociation as they are made. A grievance representative, if so requested, xxxxxxx may represent a grievant in the presentation of a grievance at all levels of the grievance procedure. The An employee 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 for which grievant and the his/her representative may have a reasonable amount of paid time off for the purpose of presenting grievancesoff. However, said representative will receive paid time off only if he/she is a member of the Association; is Association and 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 As Association Representative who must leave the his/her work location to represent a grievant, grievant must first obtain permission shall first be obtained from the representative’s 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 unreasonable undue interruption of work. If such permission cannot be granted promptly, the grievance representative 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 grievance representative's Association Representative’s request unless otherwise mutually agreed toagreed. Denial of permission to leave at the time requested will, upon mutual agreement, 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 or the grievant and/or his/her representative shall not be counted as work time for any purpose. Whenever a grievance is to be presented during the working hours of the grievant and/or the representativehis/her Association Representative, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowed.

Grievance Representation. The Association may designate a reasonable number of grievance representatives who must be members of the Unit, and shall provide all departments, offices or bureaus each department with a written list of employees who have been so designated. Management will semi-annually quarterly accept changes to the list presented by the Association. A An employee may select a non-City employee as a grievance representative, at the employee’s own expense. 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 his/her representative may have a reasonable amount of paid time off for the purpose of presenting grievancesthis purpose. However, said representative will receive paid time off only if he/she is a member of the Association; is Association and in the same Unit as the grievant; , is employed by the same department, office or bureau department 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 his/her work location to represent a grievant, permission he/she shall first be obtained obtain permission from the representative’s his/her supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an unreasonable 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 48 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, 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 or the and/or his/her representative shall not be counted as work time for any purpose. Whenever a grievance is to be presented during the working hours of the grievant and/or the his/her representative, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowed.

Grievance Representation. A. The Association Union may designate a reasonable number of grievance representatives Union Stewards who must be members of the UnitUnion, and shall provide all departments, offices or bureaus with a written list of employees who have been so designated. Management will semi-annually accept , and revised lists within thirty (30) calendar days of any changes to the list presented by the Associationin said designations. A grievance representativexxxxxxx, if so requested, may represent a said grievant in the presenting of grievances at all levels of the grievance procedure. The grievant A xxxxxxx may represent an employee in pre- disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and the representative employee’s xxxxxxx may have a reasonable amount of paid time off for the purpose of presenting grievancesthis purpose. However, said representative a xxxxxxx will receive paid time off only if the employee is the representative of record; is a member of the Association; is in the same Unit Union as the grievantemployee; is employed by the same department, office or bureau as the grievantemployee; and 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 arrangementsemployee. If a grievance representative xxxxxxx must leave the employee’s work location to represent a grievant, permission the employee shall first be obtained obtain permission from the representativeemployee’s supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an unreasonable undue interruption of work. If such permission cannot be granted promptly, the grievance Union representative will be informed when time can be made available. Such time will not be more than 48 hoursforty-eight (48) hours after the time of the xxxxxxx’x request, 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, 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 made 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 the pre-disciplinary representation activities described above, outside of regular working hours of the employee or the employee’s representative shall not be counted as work time for any purpose. Whenever a grievance is to be presented these activities occur during the working hours of the grievant employee and/or the representativeemployee’s xxxxxxx, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation, or any other preliminary matter.

Grievance Representation. The Association may designate a reasonable number of grievance representatives who must be Unit members of the Unit, and shall provide all departments, offices or bureaus each affected department with a written list of employees who have been so designated. Management will semi-annually accept changes to the list presented by the AssociationAssociation as they are made. A grievance representative, if so requested, xxxxxxx may represent a grievant in the presentation of a grievance at all levels of the grievance procedure. The An employee 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 for which grievant and the his/her representative may have a reasonable amount of paid time off for the purpose of presenting grievancesoff. However, said representative will receive paid time off only if he/she is a member of the Association; is Association and 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 As Association Representative who must leave the his/her work location to represent a grievant, grievant must first obtain permission shall first be obtained from the representative’s 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 unreasonable undue interruption of work. If such permission cannot be granted promptly, the grievance representative 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 grievance representative's Association Representative’s request unless otherwise mutually agreed toagreed. Denial of permission to leave at the time requested will, upon mutual agreement, will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of time of the delay. Time spent on grievances outside of regular working hours of the employee or the grievant and/or his/her representative shall not be counted as work time for any purpose. Whenever a grievance is to be presented during the working hours of the grievant and/or the representativehis/her Association Representative, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowed.

Grievance Representation. The Association may designate a reasonable number of grievance representatives who must be members of the Unit, and shall provide all departments, offices or bureaus the City Attorney's Office with a written list of employees who have been so designated. Management will semi-annually quarterly accept changes to the list presented by the 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 the purpose of presenting grievancesthis purpose. However, said the grievant representative will receive paid time off only if he/she is the representative of record; is a member of the Association; is in the same Unit as the grievant; is employed by the same department, office or bureau bargaining unit and Union 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 grievant may be represented by any privately retained attorney at the appropriate level. The grievant shall notify the representative all stages of Steps 2, 3, and 4 of the meeting arrangementsGrievance Procedure contained in Article 20. If a grievance representative must leave the his/her work location to represent a grievant, permission he/she shall first be obtained obtain permission from the representative’s his/her supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an unreasonable 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 48 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, 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 or the and/or his/her representative shall not be counted as work time for any purpose. Whenever a grievance is to be presented during the working hours of the grievant and/or the 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.

Grievance Representation. The Association may designate a reasonable number of grievance representatives who must be members of the Unit, and shall provide all departments, offices or bureaus the City Attorney's Office with a written list of employees who have been so designated. Management will semi-annually quarterly accept changes to the list presented by the 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 the purpose of presenting grievancesthis purpose. However, said the grievant representative will receive paid time off only if he/she is the representative of record; is a member of the Association; is in the same Unit as the grievant; is employed by the same department, office or bureau bargaining unit and Union 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 his/her work location to represent a grievant, permission he/she shall first be obtained obtain permission from the representative’s his/her supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an unreasonable 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 48 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, 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 or the and/or his/her representative shall not be counted as work time for any purpose. Whenever a grievance is to be presented during the working hours of the grievant and/or the 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.

Grievance Representation. The Association may designate a reasonable number of grievance 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 semi-annually accept changes to the list presented by the Association. A grievance representative, if so requested, may represent a grievant at all levels of the grievance procedure. The grievant and the representative may have a reasonable amount of 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 represent a grievant, permission shall first be obtained from the representative’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 time will not be more than 48 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. Time spent on grievances outside of regular working hours of the employee or the representative shall not be counted as work time for any purpose. Whenever a grievance is to be presented during the working hours of the grievant and/or the representative, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowed.

Grievance Representation. The Association may designate a reasonable number of grievance representatives who must be members of the Unit, and shall provide all departments, offices or bureaus the City Attorney's Office with a written list of employees who have been so designated. Management will semi-annually quarterly accept changes to the list presented by the 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 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 levelthis purpose. The grievant shall notify the representative may be represented by any privately retained attorney at all stages of Steps 2, 3, and 4 of the meeting arrangementsGrievance Procedure contained in Article 20. If a grievance representative must leave the his/her work location to represent a grievant, permission he/she shall first be obtained obtain permission from the representative’s his/her supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an unreasonable 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 48 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, 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 or the and/or his/her representative shall not be counted as work time for any purpose. Whenever a grievance is to be presented during the working hours of the grievant and/or the 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.

Grievance Representation. A. The Association Union may designate a reasonable number of grievance representatives Union Stewards who must be members of the UnitUnion, and shall provide all departments, offices or bureaus departments with a written list of employees who have been so designated. Management will semi-annually accept , and revised lists within thirty (30) calendar days of any changes to the list presented by the Associationin said designations. A grievance representative, if so requestedxxxxxxx, may represent a said grievant in the presenting of grievances at all levels of the grievance procedure. A xxxxxxx may represent an employee in pre-disciplinary hearing or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. The grievant and the his/her representative may have a reasonable amount shall be allowed to present grievances during scheduled hours of paid time off for the purpose of presenting grievanceswork. However, said representative 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 xxxxxxx will receive paid time off only if he/she is a member of the AssociationUnion; is in the same Unit as the grievant; is employed by the same department, office or bureau department as the grievant; and is employed within a reasonable distance from the work location of the grievant. The grievant’s supervisor must concur regarding grievant (within the necessary time off for presenting same recreation district in the Department of Recreation and Parks); and the grievance at is presented during the appropriate level. The grievant shall notify the representative representative’s scheduled hours of the meeting arrangementswork. If a grievance representative xxxxxxx must leave the his/her work location to represent a grievant, permission he/she shall first be obtained obtain permission from the representative’s 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 xxxxxxx will be informed when time can be made available. Such time will not be more than 48 hoursforty-eight (48) hours after the time of the xxxxxxx’x request, 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, will automatically constitute an extension of time limits provided in the grievance procedure equal to the amount of the delay. Time Only the time spent on grievances outside the actual presentation of regular working hours of the employee or the representative a grievance and reasonable travel time shall not be counted as work time for any purpose. Whenever a grievance is to be presented during the working hours of the grievant and/or the representative, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowedtime.

Grievance Representation. The Association may designate a reasonable number of grievance 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 semi-annually accept changes to the list presented by the Association. A grievance representative, if so requested, may represent a grievant at all levels of the grievance procedure. The grievant and the representative may have a reasonable amount of 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 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 represent a grievant, permission shall first be obtained from the representative’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 time will not be more than 48 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. Time spent on grievances outside of regular working hours of the employee or the representative shall not be counted as work time for any purpose. Whenever a grievance is to be presented during the working hours of the grievant and/or the representative, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowed.

Grievance Representation. A. The Association Union may designate a reasonable number of grievance representatives Union Stewards who must be members of the UnitUnion, and shall provide all departments, offices or bureaus with a written list of employees who have been so designated. Management will semi-annually accept , and revised lists within thirty (30) calendar days of any changes to the list presented by the Associationin said designations. A grievance representativexxxxxxx, if so requested, may represent a said grievant in the presenting of grievances at all levels of the grievance procedure. The grievant A xxxxxxx may represent an employee in pre- disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and the representative employee’s xxxxxxx may have a reasonable amount of paid time off for the purpose of presenting grievancesthis purpose. However, said representative a xxxxxxx will receive paid time off only if the employee is the representative of record; is a member of the Association; is in the same Unit Union as the grievantemployee; is employed by the same department, office or bureau as the grievantemployee; and 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 arrangementsemployee. If a grievance representative xxxxxxx must leave the employee’s work location to represent a grievant, permission the employee shall first be obtained obtain permission from the representativeemployee’s supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an unreasonable undue interruption of work. If such permission cannot be MOU10-21 granted promptly, the grievance Union representative will be informed when time can be made available. Such time will not be more than 48 hoursforty-eight (48) hours after the time of the xxxxxxx’x request, 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, 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 made 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 the pre-disciplinary representation activities described above, outside of regular working hours of the employee or the employee’s representative shall not be counted as work time for any purpose. Whenever a grievance is to be presented these activities occur during the working hours of the grievant employee and/or the representativeemployee’s xxxxxxx, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation, or any other preliminary matter.

Grievance Representation. The Association may designate a reasonable number of grievance 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 semi-annually accept changes to the list presented by the Association. A grievance representative, if so requested, may represent a grievant at all levels of the grievance procedure. The grievant and the representative may have a reasonable amount of 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 represent a grievant, permission shall first be obtained from the representative’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 time will not be more than 48 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, will upon mutual agreement, 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 counted as work time for any purpose. Whenever a grievance is to be presented during the working work hours of the grievant and/or the representative, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowed.

Grievance Representation. The Association may designate a reasonable number of grievance representatives who must be members of the Unit, and shall provide all departments, offices or bureaus the City Attorney's Office with a written list of employees who have been so designated. Management will semi-annually quarterly accept changes to the list presented by the 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 the purpose of presenting grievancesthis purpose. However, said the grievant representative will receive paid time off only if he/she is the representative of record; is a member of the Association; is in the same Unit as the grievant; is employed by the same department, office or bureau bargaining unit and Association 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 grievant may be represented by any privately retained attorney at the appropriate level. The grievant shall notify the representative all stages of Steps 2, 3, and 4 of the meeting arrangementsGrievance Procedure contained in Article 20. If a grievance representative must leave the his/her work location to represent a grievant, permission he/she shall first be obtained obtain permission from the representative’s his/her supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an unreasonable 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 48 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, 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 or the and/or his/her representative shall not be counted as work time for any purpose. Whenever a grievance is to be presented during the working hours of the grievant and/or the 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.

Grievance Representation. A. The Association Union may designate a reasonable number of grievance representatives who must be members of the Unit, and shall provide all departments, offices or bureaus departments with a written list of employees who have been so designated. Management will semi-annually quarterly accept changes to the list presented by the AssociationUnion. 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 his/her representative may have a reasonable amount shall be allowed to present grievances during scheduled hours of paid time off for the purpose of presenting grievanceswork. However, said 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 AssociationUnion; is in the same Unit as the grievant; is employed by the same department, office or bureau department as the grievant; and is employed within a reasonable distance from the work location of the grievant. The grievant’s supervisor must concur regarding grievant (within the necessary time off for presenting same recreation district in the Department of Recreation and Parks); and the grievance at is presented during the appropriate level. The grievant shall notify the representative representative’s scheduled hours of the meeting arrangementswork. If a grievance representative must leave the his/her work location to represent a grievant, permission he/she shall first be obtained obtain permission from the representative’s 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 48 forty-eight (48) hours, excluding scheduled days off and/or legal holidays, after the time of the grievance representative's ’s request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will, will upon mutual agreement, agreement constitute an extension of time limits provided in the grievance procedure equal to the amount of the delay. Time Only the time spent on grievances outside the actual presentation of regular working hours of the employee or the representative a grievance and reasonable travel time shall not be counted as work time for any purpose. Whenever a grievance is to be presented during the working hours of the grievant and/or the representative, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowedtime.

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

Grievance Representation. The Association Union may designate a reasonable number of grievance 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 semi-annually accept changes to the list presented by the AssociationUnion. A grievance Union representative, if so requested, may represent a grievant in the presenting of grievances at all levels of the grievance procedure. The grievant and the his/her representative may have a reasonable amount of paid time off for the purpose of presenting grievancesthis purpose. However, said representative will receive paid time off only if he/she is a member of the Association; is in Union and the same Unit as the grievant; is employed by the same department, office or bureau as the grievant; and and, is employed within a reasonable distance from the work location of the grievant. The grievant’s supervisor must concur regarding An employee in a department, office or bureau where no Union representative, as herein defined, is available shall have the necessary time off for presenting the grievance at the appropriate level. The grievant shall notify the right to paid Union representation by a listed representative of another department upon mutual agreement of the meeting arrangementsdepartment and the Union. If a grievance Union representative must leave the his/her work location to represent a grievant, permission he/she shall first be obtained obtain permission from the representative’s his/her supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an unreasonable undue interruption of work. If such permission cannot be granted promptly, the grievance Union representative will be informed when time can be made available. Such time will not be more than 48 forty-eight (48) hours, excluding scheduled days off and/or legal holidays, after the time of the grievance Union representative's request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will, upon mutual agreement, 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 or the his/her representative shall not be counted as work time for any purpose. Whenever a grievance is to be presented during the working hours of the grievant and/or the his/her representative, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowed. During the term of this 2007-2012 MOU, 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 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 cooperative, problem-solving manner. Upon completion of the program, both union stewards and front-line supervisors will be certified. As is practicable, grievances will be heard by certified supervisors. Effective March 1, 2008, certified stewards shall be authorized to spend up to one (1) hour of City time to investigate each dispute raised under Article 34.2, Grievance Procedure.

Grievance Representation. A. The Association may designate a reasonable number of grievance 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 The City will semi-annually quarterly accept changes to the list presented by the 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 his/her representative may have a reasonable amount of paid time off for the purpose of presenting grievancesthis purpose. However, said representative will receive paid time off only if he/she is 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; Association 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 his/her work location to represent a grievant, permission he/she shall first be obtained obtain permission from the representative’s his/her supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an unreasonable 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 48 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, 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 or the and/or his/her representative shall not be counted as work time for any purpose. Whenever a grievance is to be presented during the working hours of the grievant and/or the his/her representative, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowed.

Grievance Representation. The Association Management recognizes the right of each employee represented herein to represent himself/herself, or to be represented by a representative of his/her choice in the presenting of grievances in the informal discussion with his/her immediate supervisor, and in all formal review levels. Union may designate a reasonable number of employees as grievance representatives who must be members representatives. The Union will provide a list 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 designated representatives to the list presented by the Association. A grievance representative, if so requested, may represent a grievant at all levels of the grievance procedureManagement. The grievant and the and/or his/her representative may have a reasonable amount of paid time off for the purpose of presenting grievancesto process a grievance. However, said representative will receive paid time off only if he/she is a member of the Association; is in the same Unit and 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 grievantgrievant as determined by the City Librarian or his/her designee. The grievant’s supervisor must concur regarding Chief Xxxxxxx may replace the necessary time off for presenting designated representative when, in the grievance at the appropriate level. The grievant shall notify the representative judgment of the meeting arrangementsUnion, 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 a grievance said representative must leave the his/her work location to represent a grievant, permission the representative shall first be obtained obtain approval from the representative’s supervisor on a form provided for such purposehis/her supervisor. Permission to leave will be granted unless such absence would cause an unreasonable undue interruption of work. If such permission cannot be granted promptly, the grievance promptly said representative will be informed when time can will be made available. Such time will not be more than 48 forty-eight (48) hours, excluding scheduled days off and/or legal holidays, after the time of the grievance said representative's request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will, upon mutual agreement, will automatically constitute an extension of time limits provided in the grievance procedure herein equal to the amount of the delay. Time spent on in presenting grievances outside of regular working hours of the employee or the and/or his/her representative shall not be counted as work time for any purpose. Whenever a grievance is to be presented during the working hours of the grievant and/or the his/her representative, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowed.

Grievance Representation. Management recognizes the right of each employee represented herein to represent himself/herself, or to be represented by a representative of his/her choice in the presenting of grievances in the informal discussion with his/her immediate supervisor, and in all formal review levels. The Association Union may designate a reasonable number of grievance representatives Union Stewards who must be members of the UnitUnion, and shall provide all departments, offices or bureaus with a written list of employees who have been so designated. Management will semi-annually accept the designated representatives to Management, and revised lists within 30 calendar days of any changes to the list presented by the Associationin said designations. A grievance representative, if so requested, xxxxxxx may represent said grievant in the presentation of a grievant grievance at all levels of the grievance procedure. The grievant and the A xxxxxxx may represent an employee in pre- disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An Employee and/or his/her representative may have a reasonable amount of paid time off for the purpose of presenting grievancesabove-listed activities. However, said representative will receive paid time off only if he/she is the representative of record; is a member of the Association; is in the same Unit Union as the grievantemployee; is employed by the same department, office office, or bureau as the grievantbureau; 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 arrangementsemployee. If a grievance said representative must leave the his/her work location to represent a grievantan employee, permission the representative shall first be obtained obtain approval from the representative’s his/her supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an unreasonable undue interruption of work. If such permission cannot be granted promptly, the grievance promptly said representative will be informed when time can will be made available. Such time will not be more than 48 hoursforty-eight (48) hours after the time of the representative’s request, 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, will automatically constitute an extension of time limits provided in the grievance procedure herein equal to the amount of the delay. Before leaving his/her work location, the xxxxxxx shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s supervisor who will make arrangements for the meeting requested. Time spent on grievances in presenting grievances, or the pre-disciplinary representation activities described above, outside of regular working hours of the employee or the and/or his/her representative shall not be counted as work time for any purpose. Whenever a grievance is to be presented the activities occur during the working hours of the grievant and/or the his/her representative, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity. 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 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 cooperative, problem-solving manner. Upon completion of the program, both union stewards and front-line supervisors will be certified. Stewards certified through this training shall be authorized to spend up to two (2) hours of City time to investigate each dispute raised under the Grievance Procedure of this MOU. As is practicable, grievances will be heard by certified supervisors.

Grievance Representation. The Association may designate a reasonable number of grievance representatives who must be members of the Unit, and shall provide all departments, offices or bureaus the department with a written list of employees who have been so designated. Management will semi-annually quarterly accept changes to the list presented by the Association. A An employee may select a non-City employee as a grievance representative, at the employee’s own expense. 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 his/her representative may have a reasonable amount of paid time off for the purpose of presenting grievancesthis purpose. However, said representative will receive paid time off only if he/she is a member of the Association; is Association and in the same Unit as the grievant; , is employed by the same department, office or bureau department 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 his/her work location to represent a grievant, permission he/she shall first be obtained obtain permission from the representative’s his/her supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an unreasonable 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 48 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, 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 or the and/or his/her representative shall not be counted as work time for any purpose. Whenever a grievance is to be presented during the working hours of the grievant and/or the his/her representative, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowed.