Common use of Grievance Representation Clause in Contracts

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 (30) 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 and his/her xxxxxxx may have a reasonable amount of paid time off for this purpose. However, a xxxxxxx will receive paid time off only if he/she is the representative of record; is a member of the same Union as the employee; is employed by the same department, office or bureau as the employee; and, is employed within a reasonable distance from the work location of the employee. If a xxxxxxx must leave his/her work location to represent 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 Union representative will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x request, excluding scheduled days off and/or legal holidays, unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the xxxxxxx shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s supervisor who will make arrangements for the meeting requested. Time spent on grievances or the pre-disciplinary representation activities described above, outside of working hours of the employee or his/her representative shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or his/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. 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 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. A. The Union Association may designate a reasonable number of Union Stewards grievance representatives who must be members of the UnionUnit, and shall provide all departments, offices or bureaus with a written list of employees who have been so designated, and revised lists within thirty (30) calendar days of any . Management will semi-annually accept changes in said designationsto the list presented by the Association. A xxxxxxxgrievance representative, if so requested, may represent said a 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 The grievant and his/her xxxxxxx the representative may have a reasonable amount of paid time off for this purposethe purpose of presenting grievances. However, a xxxxxxx 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 Union Unit as the employeegrievant; is employed by the same department, office or bureau as the employeegrievant; and, and is employed within a reasonable distance from the work location of the employeegrievant. 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 xxxxxxx grievance representative must leave his/her the work location to represent a grievant, he/she permission shall first obtain permission be obtained from his/her the representative’s supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an undue unreasonable interruption of work. If such permission cannot be granted promptly, the Union grievance representative will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x requesthours, excluding scheduled days off and/or legal holidays, after the time of the grievance representative's request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically upon mutual agreement 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 his/her the representative shall not be counted as work time for any purpose. Whenever these activities occur a grievance is to be presented during the working work hours of the employee grievant and/or his/her xxxxxxxthe 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 matter. 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 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. 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 departments with a written list of employees who have been so designated, and revised lists within thirty (30) calendar days of any changes in said designations. A xxxxxxx, 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- pre-disciplinary hearings (Xxxxxx) hearing or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee The grievant and his/her xxxxxxx may have a reasonable amount representative shall be allowed to present grievances during scheduled hours of paid time off for this purposework. 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 xxxxxxx will receive paid time off only if he/she is the representative of record; is a member of the Union; is in the same Union Unit as the employeegrievant; is employed by the same department, office or bureau department as the employeegrievant; and, is employed within a reasonable distance from the work location of the employeegrievant (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 xxxxxxx 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 unreasonable interruption of work. If such permission cannot be granted promptly, the Union representative xxxxxxx will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x request, excluding scheduled days off and/or legal holidays, unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, Only 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 time spent on grievances or the pre-disciplinary representation activities described above, outside actual presentation of working hours of the employee or his/her representative a grievance and reasonable travel time shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or his/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. 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 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. A. Management recognizes the right of each employee represented herein to represent himself/herself, or to be represented by a representative of his/her choice in the presenting of grievances in the informal discussion with his/her immediate supervisor, and in all formal review levels. The Union may designate a reasonable number of Union Stewards who must be members of the Union, and shall provide all departments, offices or bureaus with a written list of employees who have been so designatedthe designated representatives to Management, and revised lists within thirty (30) 30 calendar days of any changes in said designations. A xxxxxxx, if so requested, xxxxxxx may represent said grievant in the presenting presentation of grievances a grievance at all levels of the grievance procedure. A xxxxxxx may represent an employee in pre- disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and Employee and/or his/her xxxxxxx representative may have a reasonable amount of paid time off for this purposethe above-listed activities. However, a xxxxxxx said representative will receive paid time off only if he/she is the representative of record; is a member of the same Union as the employee; is employed by the same department, office office, or bureau as the employeebureau; and, and is employed within a reasonable distance from the work location of the employee. If a xxxxxxx said representative must leave his/her work location to represent a grievantan employee, he/she the representative shall first obtain permission 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, the Union promptly said representative will be informed when time can will be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x 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, 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 and/or his/her representative shall not be counted as work time for any purpose. Whenever these the activities occur during the working hours of the employee grievant and/or his/her xxxxxxxrepresentative, 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, preparation or any other preliminary matter. B. 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. A. The 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. The Union Stewards who must be members will provide a list of the Union, and shall provide all departments, offices or bureaus with a written list of employees who have been so designated, and revised lists within thirty (30) calendar days of any changes in said designationsdesignated representatives to Management. A xxxxxxx, if so requested, may represent said The 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 and and/or his/her xxxxxxx representative may have a reasonable amount of paid time off for this purposeto process a grievance. However, a xxxxxxx said representative will receive paid time off only if he/she is the representative of record; is a member of the same Unit and Union as the employee; is employed by the same departmentgrievant, office or bureau as the employee; and, and is employed within a reasonable distance from the work location of the employeegrievant as determined by the 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 a xxxxxxx said representative must leave his/her work location to represent a grievant, he/she the representative shall first obtain permission approval from his/her supervisor on a form provided for such purposesupervisor. Permission to leave will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the Union promptly said representative will be informed when time can will be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x requesthours, excluding scheduled days off and/or legal holidays, after the time of said 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, 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 in presenting grievances or the pre-disciplinary representation activities described above, outside of regular working hours of the employee or and/or his/her representative shall not be counted as work time for any purpose. Whenever these activities occur a grievance is to be presented during the working hours of the employee grievant and/or his/her xxxxxxxrepresentative, 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. 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 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. A. The Union Association may designate a reasonable number of Union Stewards grievance representatives who must be members of the UnionUnit, and shall provide all departments, offices or bureaus the City Attorney's Office with a written list of employees who have been so designated, and revised lists within thirty (30) calendar days of any . Management will quarterly accept changes in said designationsto the list presented by the Association. A xxxxxxxgrievance representative, if so requested, may represent said a 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 The grievant and his/her xxxxxxx the representative may have a reasonable amount of paid time off for this purpose. However, a xxxxxxx the grievant representative will receive paid time off only if he/she is the representative of record; is a member of the same Union bargaining unit and Association as the employeegrievant; is employed by the same department, office or bureau as the employee; and, and is employed within a reasonable distance from the work location of the employeegrievant. The grievant may be represented by any privately retained attorney at all stages of Steps 2, 3, and 4 of the Grievance Procedure contained in Article 20. If a xxxxxxx 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 Union grievance representative will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x requesthours, excluding scheduled days off and/or legal holidays, after the time of the grievance representative's request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute 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 and/or his/her representative shall not be counted as work time for any purpose. Whenever these activities occur a grievance is to be presented during the working hours of the employee grievant and/or his/her xxxxxxxrepresentative, 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. 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 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 grievance representative shall be authorized to spend up to two (2) hours transferred because of City time to investigate each dispute raised under the Grievance Procedure activity performed on behalf of an employee in accordance with this MOU. As is practicable, grievances will be heard by certified supervisorsArticle.

Grievance Representation. A. The Union may designate a reasonable number of Union Stewards who must be representatives (meaning not more than Three (3) stewards, Two (2) members of the UnionGrievance Committee, not more than Two (2) members of the Job Evaluation Committee, of which all committees will be comprised of the two union executive members) shall be afforded such time off without loss 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 her place of employment, each representative shall give notice to his or her Team Leader or other person designated for that purpose by the 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 approximate amount of time to be spent, and shall provide all departments, offices or bureaus provided the employee’s absence will not seriously interfere with a written list of employees who have been so designated, and revised lists within thirty (30) calendar days of any changes in said designations. A xxxxxxx, if so requested, may represent said grievant in the presenting of grievances at all levels normal operation of the grievance procedurebusiness. A xxxxxxx may represent an employee in pre- disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and his/her xxxxxxx may have a reasonable amount of paid time off for this purpose. However, a xxxxxxx will receive paid time off only if he/she is the representative of record; is a member of the same Union as the employee; is employed by the same department, office or bureau as the employee; and, is employed within a reasonable distance from the work location of the employee. If a xxxxxxx must leave his/her work location to represent 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 Union representative will be informed when time can be made available. Such time The Company will not be more than forty-eight (48) hours after the required to pay Grievance Committee Members for time of the xxxxxxx’x request, excluding scheduled days off and/or legal holidays, unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the xxxxxxx shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s supervisor who will make arrangements for the meeting requested. Time allegedly spent on grievances or investigations in any case in which the pre-disciplinary representation activities described above, outside of working hours of the employee or his/her representative shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or his/her xxxxxxx, only that privilege is abused by a Grievance Committee Member who spends an excessive amount of time or who uses the time permitted for any reason other than making necessary to bring about a prompt disposition legitimate investigations 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, employee grievances or any other preliminary matterjob evaluations. B. In order to facilitate (c) Notwithstanding the expeditious resolution of workplace disputes at the lowest possible levelforegoing, the parties agree to establish a joint Labor-Management training program Company will pay only 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 time 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 Two (2) hours Grievance Committee Members or alternates for attendance at all such grievance meetings with Management. If the Union desires the attendance of City additional representatives, time to investigate each dispute raised under the Grievance Procedure of this MOU. As is practicable, grievances spent by such employees will be heard by certified supervisorsat Union expense. Such meetings will be held outside of the griever’s normal working hours, and the griever will not be compensated for time in attendance at such meetings.

Grievance Representation. A. The Union may designate a reasonable number of Union Stewards representatives who must be members of the UnionUnit, and shall provide all departments, offices or bureaus with a written list of employees who have been so designated, and revised lists within thirty (30) calendar days of any . Management will accept changes in said designationsto the list presented by the Union. A xxxxxxxUnion representative, if so requested, may represent said a 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 The grievant and his/her xxxxxxx representative may have a reasonable amount of paid time off for this purpose. However, a xxxxxxx said representative will receive paid time off only if he/she is the representative of record; is a member of the Union and the same Union Unit as the employeegrievant; is employed by the same department, office or bureau as the employeegrievant; and, is employed within a reasonable distance from the work location of the employeegrievant. An employee in a department, office or bureau where no Union representative, as herein defined, is available shall have the right to paid Union representation by a listed representative of another department upon mutual agreement of the department and the Union. If a xxxxxxx Union 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 Union representative will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x requesthours, excluding scheduled days off and/or legal holidays, after the time of the Union 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. 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 working hours of the employee or his/her representative shall not be counted as work time for any purpose. Whenever these activities occur a grievance is to be presented during the working hours of the employee grievant and/or his/her xxxxxxxrepresentative, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowed. City timeDuring the term of this 2007-2012 MOU, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation, or any other preliminary matter. B. In in order to facilitate the expeditious resolution of workplace disputes at the lowest possible level, the parties agree to establish a joint Labor-Labor- Management training program for stewards and front-line supervisors. No later than March 181, 20162008, 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. 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 Union Association may designate a reasonable number of Union Stewards grievance representatives who must be members of the UnionUnit, and shall provide all departments, offices or bureaus with a written list of employees who have been so designated, and revised lists within thirty (30) calendar days of any . Management will semi-annually accept changes in said designationsto the list presented by the Association. A xxxxxxxgrievance representative, if so requested, may represent said a 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 The grievant and his/her xxxxxxx the representative may have a reasonable amount of paid time off for this purposethe purpose of presenting grievances. However, a xxxxxxx 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 Union Unit as the employeegrievant; is employed by the same department, office or bureau as the employeegrievant; and, and is employed within a reasonable distance from the work location of the employeegrievant. 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 xxxxxxx grievance representative must leave his/her the work location to represent a grievant, he/she permission shall first obtain permission be obtained from his/her the representative’s supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an undue unreasonable interruption of work. If such permission cannot be granted promptly, the Union grievance representative will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x requesthours, excluding scheduled days off and/or legal holidays, after the time of the grievance representative's request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically will, upon mutual agreement, 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 his/her the representative shall not be counted as work time for any purpose. Whenever these activities occur a grievance is to be presented during the working hours of the employee grievant and/or his/her xxxxxxxthe 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 matter. 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 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. A. The Union Association may designate a reasonable number of Union Stewards grievance representatives who must be members of the UnionUnit, and shall provide all departments, offices or bureaus 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 may select a non-City employee as a grievance representative, and revised lists within thirty (30) calendar days of any changes in said designationsat the employee’s own expense. A xxxxxxx, grievance representative if so requested, may represent said a 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 The grievant and his/her xxxxxxx representative may have a reasonable amount of paid time off for this purpose. However, a xxxxxxx said representative will receive paid time off only if he/she is the representative of record; is a member of the Association and in the same Union Unit as the employee; grievant, is employed by the same department, office or bureau department as the employee; andgrievant, and is employed within a reasonable distance from the work location of the employeegrievant. If a xxxxxxx grievance representative must leave his/her work location to represent 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 Union grievance representative will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x requesthours, excluding scheduled days off and/or legal holidays, after the time of the grievance representative's request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute 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 and/or his/her representative shall not be counted as work time for any purpose. Whenever these activities occur a grievance is to be presented during the working hours of the employee grievant and/or his/her xxxxxxxrepresentative, 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. 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 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. A. The Union Association may designate a reasonable number of Union Stewards grievance representatives who must be members of the UnionUnit, and shall provide all departments, offices or bureaus the City Attorney's Office with a written list of employees who have been so designated, and revised lists within thirty (30) calendar days of any . Management will quarterly accept changes in said designationsto the list presented by the Association. A xxxxxxxgrievance representative, if so requested, may represent said a 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 The grievant and his/her xxxxxxx the representative may have a reasonable amount of paid time off for this purpose. However, a xxxxxxx 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 employeegrievant; is employed by the same department, office or bureau as the employee; and, and is employed within a reasonable distance from the work location of the employeegrievant. If a xxxxxxx grievance representative must leave his/her work location to represent 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 Union grievance representative will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x requesthours, excluding scheduled days off and/or legal holidays, after the time of the grievance representative's request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute 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 and/or his/her representative shall not be counted as work time for any purpose. Whenever these activities occur a grievance is to be presented during the working hours of the employee grievant and/or his/her xxxxxxxrepresentative, 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. 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 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 grievance representative shall be authorized to spend up to two (2) hours transferred because of City time to investigate each dispute raised under the Grievance Procedure activity performed on behalf of an employee in accordance with this MOU. As is practicable, grievances will be heard by certified supervisorsArticle.

Grievance Representation. A. The Union Association may designate a reasonable number of Union Stewards grievance representatives who must be members of the UnionUnit, and shall provide all departments, offices or bureaus the City Attorney's Office with a written list of employees who have been so designated, and revised lists within thirty (30) calendar days of any . Management will quarterly accept changes in said designationsto the list presented by the Association. A xxxxxxxgrievance representative, if so requested, may represent said a 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 The grievant and his/her xxxxxxx the representative may have a reasonable amount of paid time off for this purpose. HoweverThe grievant may be represented by any privately retained attorney at all stages of Steps 2, a xxxxxxx will receive paid time off only if he/she is the representative of record; is a member 3, and 4 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 employeeGrievance Procedure contained in Article 20. If a xxxxxxx 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 Union grievance representative will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x requesthours, excluding scheduled days off and/or legal holidays, after the time of the grievance representative's request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute 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 and/or his/her representative shall not be counted as work time for any purpose. Whenever these activities occur a grievance is to be presented during the working hours of the employee grievant and/or his/her xxxxxxxrepresentative, 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. 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 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 grievance representative shall be authorized to spend up to two (2) hours transferred because of City time to investigate each dispute raised under the Grievance Procedure activity performed on behalf of an employee in accordance with this MOU. As is practicable, grievances will be heard by certified supervisorsArticle.

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 (30) 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 and his/her the employee’s xxxxxxx may have a reasonable amount of paid time off for this purpose. However, a xxxxxxx will receive paid time off only if he/she 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 his/her the employee’s work location to represent a grievant, he/she the employee shall first obtain permission from his/her 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 time will not be more than forty-eight (48) hours after the time of the xxxxxxx’x request, excluding scheduled days off and/or legal holidays, unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her 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 working hours of the employee or his/her the employee’s representative shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or his/her the employee’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. 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 18September 30, 20162019, 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 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 MOUmOu . As is practicable, grievances will be heard by certified supervisors.