Common use of Reciprocal Rights Clause in Contracts

Reciprocal Rights. 1. The County and the CSEA will administer their obligations under this contract in a manner which shall be fair and impartial to all employees and shall not discriminate against any employee by reason of race, color, sex, religion, age, marital status, national origin, disability, ex-offender status, Vietnam Era Veteran status or sexual orientation. 2. The County will not interfere with, restrain, or coerce the employees because of membership or lawful activity in the Union. 3. The County recognizes the rights of the employees to designate a reasonable number of representatives of the Xxxxxxxx County White Collar Unit of CSEA, Inc. to appear on their behalf to discuss salaries, working conditions, and disputes as to the terms and conditions of this contract. A written list of CSEA representatives shall be furnished to the Commissioner of Personnel immediately after their designation and CSEA shall notify the Commissioner of Personnel of any changes. 4. The designated grievance representatives appearing on behalf of employees at each step of the grievance procedure shall not exceed one representative per grievance, unless this requirement is waived by agreement of both parties. 5. The employee, employee representative or the Local President or Unit President shall be permitted to attend grievance hearings and PERB hearings, when deemed necessary, without loss of pay. All Union officials and representatives shall notify their supervisor of their attendance at said hearing. 6. The CSEA Field Representative and agents of CSEA shall notify the department head on arrival of their presence and the reason for said visit. 7. The Union shall have the right to post notices and communications on the bulletin boards maintained on the premises and in the facilities of the County. These CSEA designated bulletin boards shall be of a dimension no smaller than three feet by three feet and be located in such areas that are frequented by the majority of employees subject to CSEA approval. 8. The Union agrees that it and its members will restrict the amount of necessary Union activity conducted on County time to the lowest possible minimum and agrees to use everything in its power to prevent abuses of County time and Union activity as defined in this ARTICLE, and to advise its members when necessary for any abuse of this privilege. 9. CSEA representatives as designated above shall be paid their regular salary at the regular rate of pay for conducting authorized CSEA business that occurs during their normal working hours. If the conduct of authorized CSEA business extends beyond normal working hours, there shall be no additional pay. 10. Union time off – time off without pay shall be granted for Union conferences, provided ten working days’ notice is given, in writing, to the department head, with a limit of no more than 5% of the membership of a department of 35 or more employees at one time. For departments of less than 35 employees, a limit of 1 employee per department at one time has been established. The employee may alternatively charge off such time against compensatory time off, vacation time or personal time. There will be a maximum limit of five days per person per year. 11. The County agrees to provide to the CSEA White Collar Unit – free of charge – a biweekly listing of all active White Collar Union Members and Agency Shop Fee Payers. The lists shall be separate for the two groups and shall provide the following data: Name of employee, Department name, employee’s labor grade, employee’s title, date of hire, and the amount of dues or Agency Shop Fees paid. The County also agrees to provide CSEA with a monthly list of new hires and terminations within the White Collar Unit. Pertinent data shall be that listed in this paragraph. 12. The County agrees as of the effective date of their contract to provide to CSEA one up to date copy of the Administrative manual and a copy of all subsequent additions/changes to the County Administrative Manual. 13. Upon request, an employee shall be allowed the presence of a Union representative at any counseling or disciplinary meeting between said employee and management/supervisor. An employee shall be allowed to suspend a meeting and seek adequate representation.

Reciprocal Rights. 1. The County and the CSEA will administer their obligations under this contract in a manner which shall be fair and impartial to all employees and shall not discriminate against any employee by reason of race, color, sex, religion, age, marital status, national origin, disability, ex-offender status, Vietnam Era Veteran status or sexual orientation. 2. The County will not interfere with, restrain, or coerce the employees because of membership or lawful activity in the Union. 3. The County recognizes the rights of the employees to designate a reasonable number of representatives of the Xxxxxxxx County White Collar Unit of CSEA, Inc. to appear on their behalf to discuss salaries, working conditions, and disputes as to the terms and conditions of this contract. A written list of CSEA representatives shall be furnished to the Commissioner of Personnel immediately after their designation and CSEA shall notify the Commissioner of Personnel of any changes. 4. The designated grievance representatives appearing on behalf of employees at each step of the grievance procedure shall not exceed one representative per grievance, unless this requirement is waived by agreement of both parties. 5. The employee, employee representative or the Local Section President or Unit President shall be permitted to attend grievance hearings and PERB hearings, when deemed necessary, without loss of pay. All Union officials and representatives shall notify obtain permission from their supervisor of department head or his/her designee for them to leave their attendance at said hearingjobs. 6. The Commissioner of Personnel shall be notified in writing, 48 hours in advance, of the name of the employee and employee representative who will be attending said meeting. 7. The CSEA Field Representative and the agents of CSEA shall notify the department head or his/her designee on arrival of their presence and the reason for said visit. 78. The Union shall have the right to post notices and communications on the bulletin boards maintained on the premises and in the facilities of the County. These CSEA designated bulletin boards shall be , subject to the approval of a dimension no smaller than three feet by three feet and be located in such areas that are frequented notices by the majority Commissioner of employees subject to CSEA approvalPersonnel. 89. The Union agrees that it and its members will restrict the amount of necessary Union activity conducted on County time to the lowest possible minimum and agrees to use everything in its power to prevent abuses of County time and Union activity as defined in this ARTICLEsection, and to advise its members when necessary for any abuse of this privilege. 910. CSEA representatives as designated above shall be paid their regular salary at the regular rate of pay for conducting authorized CSEA business that occurs during their normal working hours. If the conduct of authorized CSEA business extends beyond normal working hours, there shall be no additional pay. While conducting authorized CSEA business, representatives will record their time spent on such business with an explanation of how such time was spent. These forms will be provided by the Personnel Office and must be turned in with the time cards. 1011. Union time off – - time off without pay shall be granted for Union conferences, provided ten working days’ notice is given, in writing, to the department headhead or his/her designee, with a limit of no more than 5% of the membership of a department of 35 or more employees one person per division at one time. For departments of less than 35 employees, a limit of 1 employee per department at one time has been established. The employee may alternatively charge off such time against compensatory time off, vacation time or personal time. There will be a maximum limit of five days per person per year. 1112. The County agrees to provide to the CSEA White Collar Unit – free of charge – to CSEA a biweekly listing list of all active White Blue Collar Union Members Unit County employees, including names, job titles and Agency Shop Fee Payers. The lists shall be separate for the two groups and shall provide the following data: Name of employee, Department name, employee’s labor grade, employee’s title, date of hiredepartments, and the amount of dues or Agency Shop Fees paid. The County also agrees on a monthly basis thereafter to provide CSEA with a monthly list of new hires Blue Collar Unit Employees, titles and terminations within the White Collar Unit. Pertinent data shall be that listed in this paragraphdepartments. 1213. The County agrees as of the effective date of their contract to provide free of charge to CSEA one up to date copy of the Administrative manual and a copy of all subsequent additions/changes to the County Administrative Manual. 13. Upon request, an employee shall be allowed the presence of a Union representative at any counseling or disciplinary meeting between said employee and management/supervisor. An employee shall be allowed to suspend a meeting and seek adequate representation.

Reciprocal Rights. 1. The County and the CSEA will administer their obligations under this contract in a manner which shall be fair and impartial to all employees and shall not discriminate against any employee by reason of race, color, sex, religion, age, marital status, national origin, disability, ex-offender status, Vietnam Era Veteran status or status, sexual orientation, or other protected class. 2. The County will not interfere with, restrain, or coerce the employees because of membership or lawful activity in the Union. 3. The County recognizes the rights of the employees to designate a reasonable number of representatives of the Xxxxxxxx County White Collar Unit of CSEA, Inc. to appear on their behalf to discuss salaries, working conditions, and disputes as to the terms and conditions of this contract. A written list of CSEA representatives shall be furnished to the Commissioner of Personnel Human Resources immediately after their designation designation, and CSEA shall promptly notify the Commissioner of Personnel Human Resources of any subsequent changes. 4. The designated grievance representatives appearing on behalf of employees at each step of the grievance procedure shall not exceed one representative per grievance, unless this requirement is waived by written agreement of both parties. 5. The employee, employee representative or the Local President or Unit President shall be permitted to attend grievance hearings and PERB hearings, when deemed necessary, without loss of pay. All Union officials and representatives shall notify their supervisor of their attendance at said hearing. 6. The CSEA Field Representative and agents of CSEA shall notify the department head Department Head on arrival of their presence and the reason for said visit. 7. The Union shall have the right to post notices and communications on the bulletin boards maintained on the premises and in the facilities of the County. These CSEA designated bulletin boards shall be of a dimension no smaller than three feet by three feet and be located in such areas that are frequented by the majority of employees subject to CSEA approvalrepresented by the CSEA. 8. The Union agrees that it and its members will restrict the amount of necessary Union activity conducted on County time to the lowest possible minimum and agrees to use everything in its power to prevent abuses of County time and Union activity as defined in this ARTICLE, and to advise its members when necessary for any abuse of this privilege. 9. CSEA representatives as designated above shall be paid compensated at their regular salary at the regular rate of pay for conducting authorized CSEA business that occurs during regularly scheduled work hours, upon proper notification to their normal working hoursDepartment Head or designee. If the conduct of authorized CSEA business extends beyond normal working scheduled work hours, there shall be no additional pay. 10. Union time off – off- time off without pay shall be granted for Union conferences, provided ten working days’ ' notice is given, in writing, to the department head, with a limit of no more than 5% of the membership of a department of 35 or more employees at one time. For departments of less than 35 employees, a limit of 1 employee 1employee per department at one time has been established. The employee may alternatively charge off such time against compensatory time off, vacation time or personal time. There will be a maximum limit of five (5) days per person per year. 11. The County agrees to provide to the CSEA White Collar Unit – Unit, free of charge – charge, a biweekly listing of all active White Collar Union Members and Agency Shop Fee Payers. The lists shall be separate for the two groups and shall provide the following data: Name of employee, Department name, employee’s 's labor grade, employee’s 's title, date of hire, and the amount of dues or Agency Shop Fees paid. The County also agrees to provide CSEA with a monthly list of new hires and terminations within the White Collar UnitUnit on a monthly or other schedule as agreed upon. Pertinent data shall be that which is listed in this paragraph. 12. The County agrees as of the effective date of their contract to provide to the CSEA one up to date a copy of the County’s Administrative Policy manual and a copy of all subsequent additions/changes to the County Administrative Manual, within a reasonable period of time after such request is made. 13. Upon request, an employee shall be allowed the presence of a Union representative at any counseling or disciplinary meeting between said an employee and managementtheir Manager/supervisor. An Supervisor, when such meeting is for the purpose of disciplinary action or upon the realization that such discussion is likely to result in disciplinary action, in which case an employee shall be allowed to reasonably suspend such a meeting and seek adequate representation. Employee counseling does not constitute discipline, and regular and customary dialogue between a Manager/Supervisor and an employee does not necessitate a need for union representation.

Reciprocal Rights. 1. The County and the CSEA will administer their obligations under this contract in a manner which shall be fair and impartial to all employees and shall not discriminate against any employee by reason of race, color, sex, religion, age, marital status, national origin, disability, ex-offender status, Vietnam Era Veteran status or sexual orientation. 2. The County will not interfere with, restrain, or coerce the employees because of membership or lawful activity in the Union. 3. The County recognizes the rights of the employees to designate a reasonable number of representatives of the Xxxxxxxx County White Collar Unit of CSEA, Inc. to appear on their behalf to discuss salaries, working conditions, and disputes as to the terms and conditions of this contract. A written list of CSEA representatives shall be furnished to the Commissioner of Personnel Human Resources immediately after their designation and CSEA shall notify the Commissioner of Personnel Human Resources of any changeschanges thereafter within two (2) weeks of such change. 4. The designated grievance representatives appearing on behalf of employees at each step of the grievance procedure shall not exceed one representative per grievance, unless this requirement is waived by agreement of both parties. 5. The employee, employee representative or the Local Section President or Unit President shall be permitted to attend grievance hearings and PERB hearings, when deemed necessary, without loss of pay. All Union officials and representatives shall notify provide their supervisor of Department Head, in advance, with the reason such an absence is needed, and must obtain permission from their attendance at said hearingdepartment head or their designee for this absence. 6. The Commissioner of Human Resources shall be notified in writing, 48 hours in advance, of the name of the employee and employee representative who will be attending said meeting(s), unless such notice is mutually agreed to be waived. 7. The CSEA Field Representative and the agents of CSEA shall notify the department head or their designee on arrival of their presence and the reason for said visit. 78. The Union shall have the right to post notices and communications on the bulletin boards maintained on the premises and in the facilities of the County. These CSEA designated bulletin boards shall be , subject to the approval of a dimension no smaller than three feet by three feet and be located in such areas that are frequented notices by the majority Commissioner of employees subject to CSEA approvalHuman Resources. 89. The Union agrees that it and its members will restrict the amount of necessary Union activity conducted on County time to the lowest possible minimum and agrees to use everything in its power to prevent abuses of County time and Union activity as defined in this ARTICLEsection, and to advise its members when necessary for any abuse of this privilege. 910. CSEA representatives as designated above shall be paid their regular salary at the regular rate of pay for conducting authorized CSEA business that occurs during their normal working hours. If the conduct of authorized CSEA business extends beyond normal working hours, there shall be no additional pay. While conducting authorized CSEA business, representatives will record their time spent on such business with an explanation of how such time was spent. These forms may be provided by the Department of Human Resources, or may be a form mutually agreed upon, and must be turned in with the time cards. 1011. Union time off – - time off without pay shall be granted for Union conferences, provided ten working days’ notice is given, in writing, to the department headhead or their designee, with a limit of no more than 5% of the membership of a department of 35 or more employees one person per division at one time. For departments of less than 35 employees, a limit of 1 employee per department at one time has been established. The employee may alternatively charge off such time against compensatory time off, vacation time or personal timeother accrued fringe leave as appropriate. There will be a maximum limit of five days per person per year. 1112. The County agrees to provide to the CSEA White Collar Unit – free of charge – to CSEA a biweekly listing list of all active White Blue Collar Union Members Unit County employees, including names, job titles and Agency Shop Fee Payers. The lists shall be separate for the two groups and shall provide the following data: Name of employee, Department name, employee’s labor grade, employee’s title, date of hiredepartments, and the amount of dues or Agency Shop Fees paid. The County also agrees on a monthly basis thereafter to provide CSEA with a monthly list of new hires Blue Collar Unit Employees, titles and terminations within the White Collar Unit. Pertinent data shall be that listed in this paragraphdepartments. 1213. The County agrees as of the effective date of their contract to provide free of charge to CSEA one up to date copy of the Administrative manual and a copy of all subsequent additions/changes to the County Administrative Manual. 1314. Upon request, an employee MOA DATED 4/3/15 The parties agree as follows: 1. The Union President shall be allowed notified in writing of any reclassification with the presence bargaining unit, that is, any title change of a current bargaining unit position, any labor grade change; up or down, or any change in civil service classification. 2. The Union representative at any counseling or disciplinary meeting between said employee and management/supervisor. An employee President shall be allowed given a red line version of any changes made to suspend a meeting and seek adequate representationjob description for a title within the Blue Collar Unit.

Reciprocal Rights. 1. The County and the CSEA will administer their obligations under this contract in a manner which shall be fair and impartial to all employees and shall not discriminate against any employee by reason of race, color, sex, religion, age, marital status, national origin, disability, ex-offender status, Vietnam Era Veteran status or sexual orientation. 2. The County will not interfere with, restrain, or coerce the employees because of membership or lawful activity in the Union. 3. The County recognizes the rights of the employees to designate a reasonable number of representatives of the Xxxxxxxx County White Collar Unit of CSEA, Inc. to appear on their behalf to discuss salaries, working conditions, and disputes as to the terms and conditions of this contract. A written list of CSEA representatives shall be furnished to the Commissioner of Personnel immediately after their designation and CSEA shall notify the Commissioner of Personnel of any changes. 4. The designated grievance representatives appearing on behalf of employees at each step of the grievance procedure shall not exceed one representative per grievance, unless this requirement is waived by agreement of both parties. 5. The employee, employee representative or the Local President or Unit President shall be permitted to attend grievance hearings and PERB hearings, when deemed necessary, without loss of pay. All Union officials and representatives shall notify their supervisor of their attendance at said hearing. 6. The CSEA Field Representative and agents of CSEA shall notify the department head on arrival of their presence and the reason for said visit. 7. The Union shall have the right to post notices and communications on the bulletin boards maintained on the premises and in the facilities of the County. These CSEA designated bulletin boards shall be of a dimension no smaller than three feet by three feet and be located in such areas that are frequented by the majority of employees subject to CSEA approval. 8. The Union agrees that it and its members will restrict the amount of necessary Union activity conducted on County time to the lowest possible minimum and agrees to use everything in its power to prevent abuses of County time and Union activity as defined in this ARTICLEsection, and to advise its members when necessary for any abuse of this privilege. 9. CSEA representatives as designated above shall be paid their regular salary at the regular rate of pay for conducting authorized CSEA business that occurs during their normal working hours. If the conduct of authorized CSEA business extends beyond normal working hours, there shall be no additional pay. 10. Union time off – - time off without pay shall be granted for Union conferences, provided ten working days’ ' notice is given, in writing, to the department head, with a limit of no more than 5% of the membership of a department of 35 or more employees at one time. For departments of less than 35 employees, a limit of 1 employee per department at one time has been established. The employee may alternatively charge off such time against compensatory time off, vacation time or personal time. There will be a maximum limit of five days per person per year. 11. The County agrees to provide to the CSEA White Collar Unit – free of charge – a biweekly listing of all active White While Collar Union Members and Agency Shop Fee Payers. The lists shall be separate for the two groups and shall provide the following data: Name of employee, Department name, employee’s labor grade, employee’s employees’ title, date of hire, and the amount of dues or Agency Shop Fees paid. The County also agrees to provide CSEA with a monthly list of new hires and terminations within the White Collar Unit. Pertinent data shall be that listed in this paragraph. 12. The County agrees as of the effective date of their contract to provide to CSEA one up to date copy of the Administrative manual and a copy of all subsequent additions/changes to the County Administrative Manual. 13. Upon request, an employee shall be allowed the presence of a Union representative at any counseling or disciplinary meeting between said employee and management/supervisor. An employee shall be allowed to suspend a meeting and seek adequate representation.

Reciprocal Rights. 1. The County and the CSEA Union will administer their obligations under this contract in a manner which shall be fair and impartial to all employees and shall not discriminate against any employee by reason of race, color, sex, religion, age, marital status, national origin, disability, ex-ex- offender status, Vietnam Era Veteran status Vietnam-era veteran status, or sexual orientation. 2. The County will not interfere with, restrain, restrain or coerce the employees employee because of membership or lawful activity in the Union. 3. The County recognizes the rights right of the employees to designate a reasonable number of representatives one representative of the Xxxxxxxx County White Collar Unit of CSEA, Inc. Union to appear on their behalf to discuss salaries, working conditions, and disputes as to the terms and conditions of this contract. A written list of CSEA The employee representatives shall not exceed one employee per shift and the Union president or his/her designee. This is not be furnished to construed to restrain the Sheriff from the department's day-to-day operation including direction to the Commissioner of Personnel immediately after their designation and CSEA shall notify the Commissioner of Personnel of any changesemployee. 4. The employee will use the designated grievance representatives appearing on behalf of employees at employee representative for each step shift. If the employee representative is unavailable, the employee may use any officer of the grievance procedure shall not exceed one representative per grievance, unless this requirement is waived by agreement of both partiesUnion. 5. The employee, employee representative or the Local President or Unit President shall be permitted to attend grievance hearings and PERB hearings, when deemed necessary, without loss of pay. All Union officials and representatives shall notify their supervisor of their attendance at said hearing. 6. The CSEA Field Representative and agents of CSEA shall notify the department head on arrival of their presence and the reason for said visit. 7. The Union shall have the right to post notices and communications on the bulletin boards maintained on the premises and in the facilities of the County. These CSEA designated bulletin boards shall be of a dimension no smaller than three feet by three feet and be located in such areas that are frequented by the majority of employees subject to CSEA approval. 8. The Union agrees that it and its members will restrict the amount of necessary Union activity conducted on County time to the lowest possible minimum and agrees to use everything in its power to prevent abuses of using County time privilege and Union activity as defined in this ARTICLE, and to advise advising its members when necessary for any abuse of this privilege. 6. The employee, employee representative, and Union president shall be permitted to attend grievance hearings and PERB hearings, when deemed necessary, without loss of pay. All Union officials and representatives shall obtain permission from their department head for them to leave their jobs. 7. The Sheriff shall be notified in writing 48 hours in advance of the name of the employee and the employee representative who will be attending said meetings. 8. The Union representatives shall notify the Sheriff on arrival of their presence and the reason for said visit. 9. CSEA representatives as designated above The Union shall be paid their regular salary at have the regular rate right to post notices and communications on the bulletin boards maintained on the premises and in the facilities of pay for conducting authorized CSEA business that occurs during their normal working hours. If the conduct Sheriff’s Office subject to the approval of authorized CSEA business extends beyond normal working hours, there shall be no additional paysuch notices by the Commissioner of Personnel. 10. The Union will promptly advise the Sheriff in writing of all its officials and representatives and of any changes. 11. Union time off – time - Time off without pay shall be granted for Union conferences, provided ten working days’ days notice is given, given in writing, writing to the department headSheriff, with a limit of no more than 5% two persons in the Corrections Division, one must be a current union officer (president, vice-president, secretary/treasurer, or other union officers specified as an elected official of the membership of a department of 35 or more employees at one time. For departments of less than 35 employees, a limit of 1 employee per department at one time has been establishedunion as submitted in writing to the Sheriff). The second employee may alternatively charge off such time against compensatory benefit time. The ability to charge off such time off, vacation time must be pre-approved by the Sheriff or personal timehis/her designee. There will be a maximum limit of five ten total days per person aggregate per year. 11. The County agrees to provide to the CSEA White Collar Unit – free of charge – a biweekly listing of all active White Collar Union Members and Agency Shop Fee Payers. The lists shall be separate for the two groups and shall provide the following data: Name of employee, Department name, employee’s labor grade, employee’s title, date of hire, and the amount of dues or Agency Shop Fees paid. The County also agrees to provide CSEA with a monthly list of new hires and terminations within the White Collar Unit. Pertinent data shall be that listed in this paragraph. 12. The County agrees as of the effective date of their contract to provide to CSEA one up to date copy of the Administrative manual and a copy of all subsequent additions/changes to the County Administrative Manual. 13. Upon request, an employee shall be allowed the presence of a Union representative at any counseling or disciplinary meeting between said employee and management/supervisor. An employee shall be allowed to suspend a meeting and seek adequate representation.

Reciprocal Rights. 1. The County and the CSEA will administer their obligations under this contract in a manner which shall be fair and impartial to all employees and shall not discriminate against any employee by reason of race, color, sex, religion, age, marital status, national origin, disability, ex-offender status, Vietnam Era Veteran status or sexual orientation. 2. The County will not interfere with, restrain, or coerce the employees because of membership or lawful activity in the Union. 3. The County recognizes the rights of the employees to designate a reasonable number of representatives of the Xxxxxxxx Tompkins County White Collar Unit of CSEA, Inc. to appear on their behalf to discuss salaries, working conditions, and disputes as to the terms and conditions of this contract. A written list of CSEA representatives shall be furnished to the Commissioner of Personnel Human Resources immediately after their designation and CSEA shall notify the Commissioner of Personnel Human Resources of any changeschanges thereafter within two (2) weeks of such change. 4. The designated grievance representatives appearing on behalf of employees at each step of the grievance procedure shall not exceed one representative per grievance, unless this requirement is waived by agreement of both parties. 5. The employee, employee representative or the Local Section President or Unit President shall be permitted to attend grievance hearings and PERB hearings, when deemed necessary, without loss of pay. All Union officials and representatives shall notify provide their supervisor of Department Head, in advance, with the reason such an absence is needed, and must obtain permission from their attendance at said hearingdepartment head or their designee for this absence. 6. The Commissioner of Human Resources shall be notified in writing, 48 hours in advance, of the name of the employee and employee representative who will be attending said meeting(s), unless such notice is mutually agreed to be waived. 7. The CSEA Field Representative and the agents of CSEA shall notify the department head or their designee on arrival of their presence and the reason for said visit. 78. The Union shall have the right to post notices and communications on the bulletin boards maintained on the premises and in the facilities of the County. These CSEA designated bulletin boards shall be , subject to the approval of a dimension no smaller than three feet by three feet and be located in such areas that are frequented notices by the majority Commissioner of employees subject to CSEA approvalHuman Resources. 89. The Union agrees that it and its members will restrict the amount of necessary Union activity conducted on County time to the lowest possible minimum and agrees to use everything in its power to prevent abuses of County time and Union activity as defined in this ARTICLEsection, and to advise its members when necessary for any abuse of this privilege. 910. CSEA representatives as designated above shall be paid their regular salary at the regular rate of pay for conducting authorized CSEA business that occurs during their normal working hours. If the conduct of authorized CSEA business extends beyond normal working hours, there shall be no additional pay. While conducting authorized CSEA business, representatives will record their time spent on such business with an explanation of how such time was spent. These forms may be provided by the Department of Human Resources, or may be a form mutually agreed upon, and must be turned in with the timecards. 1011. Union time off – - time off without pay shall be granted for Union conferences, provided ten working days’ notice is given, in writing, to the department headhead or their designee, with a limit of no more than 5% of the membership of a department of 35 or more employees at one time. For departments of less than 35 employees, a limit of 1 employee person per department at one time has been establishedtime. The employee may alternatively charge off such time against compensatory time off, vacation time or personal timeother accrued fringe leave as appropriate. There will be a maximum limit of five days per person per year. 1112. The County agrees to provide to the CSEA White Collar Unit – free of charge – to CSEA a biweekly listing list of all active White Blue Collar Union Members Unit County employees, including names, job titles and Agency Shop Fee Payers. The lists shall be separate for the two groups and shall provide the following data: Name of employee, Department name, employee’s labor grade, employee’s title, date of hiredepartments, and the amount of dues or Agency Shop Fees paid. The County also agrees on a monthly basis thereafter to provide CSEA with a monthly list of new hires Blue Collar Unit Employees, titles and terminations within the White Collar Unit. Pertinent data shall be that listed in this paragraphdepartments. 1213. The County agrees as of the effective date of their contract to provide free of charge to CSEA one up to date copy of the Administrative manual and a copy of all subsequent additions/changes to the County Administrative Manual. 1314. Upon request, an employee MOA DATED 4/3/15 The parties agree as follows: 1. The Union President shall be allowed notified in writing of any reclassification with the presence bargaining unit, that is, any title change of a current bargaining unit position, any labor grade change; up or down, or any change in civil service classification. 2. The Union representative at any counseling or disciplinary meeting between said employee and management/supervisor. An employee President shall be allowed given a red line version of any changes made to suspend a meeting and seek adequate representationjob description for a title within the Blue Collar Unit.

Reciprocal Rights. 1. The County and the CSEA will administer their obligations under this contract in a manner which shall be fair and impartial to all employees and shall not discriminate against any employee by reason of race, color, sex, religion, age, marital status, national origin, disability, ex-offender status, Vietnam Era Veteran status or sexual orientation. 2. The County will not interfere with, restrain, or coerce the employees because of membership or lawful activity in the Union. 3. The County recognizes the rights of the employees to designate a reasonable number of representatives of the Xxxxxxxx County White Collar Unit of CSEA, Inc. to appear on their behalf to discuss salaries, working conditions, and disputes as to the terms and conditions of this contract. A written list of CSEA representatives shall be furnished to the Commissioner of Personnel immediately after their designation and CSEA shall notify the Commissioner of Personnel of any changes. 4. The designated grievance representatives appearing on behalf of employees at each step of the grievance procedure shall not exceed one representative per grievance, unless this requirement is waived by agreement of both parties. 5. The employee, employee representative or the Local Section President or Unit President shall be permitted to attend grievance hearings and PERB hearings, when deemed necessary, without loss of pay. All Union officials and representatives shall notify their supervisor of their attendance at said hearing. 6. The CSEA Field Representative and agents of CSEA shall notify the department head on arrival of their presence and the reason for said visit. 7. The Union shall have the right to post notices and communications on the bulletin boards maintained on the premises and in the facilities of the County. These CSEA designated bulletin boards shall be of a dimension no smaller than three feet by three feet and be located in such areas that are frequented by the majority of employees subject to CSEA approval. 8. The Union agrees that it and its members will restrict the amount of necessary Union activity conducted on County time to the lowest possible minimum and agrees to use everything in its power to prevent abuses of County time and Union activity as defined in this ARTICLEsection, and to advise its members when necessary for any abuse of this privilege. 9. CSEA representatives as designated above shall be paid their regular salary at the regular rate of pay for conducting authorized CSEA business that occurs during their normal working hours. If the conduct of authorized CSEA business extends beyond normal working hours, there shall be no additional pay. 10. Union time off – - time off without pay shall be granted for Union conferences, provided ten working days’ ' notice is given, in writing, to the department head, with a limit of no more than 5% of the membership of a department of 35 or more employees at one time. For departments of less than 35 employees, a limit of 1 employee per department at one time has been established. The employee may alternatively charge off such time against compensatory time off, vacation time or personal time. There will be a maximum limit of five days per person per year. 11. The County agrees to provide to the CSEA White Collar Unit – free of charge – a biweekly listing of all active White While Collar Union Members and Agency Shop Fee Payers. The lists shall be separate for the two groups and shall provide the following data: Name of employee, Department name, employee’s labor grade, employee’s employees’ title, date of hire, and the amount of dues or Agency Shop Fees paid. The County also agrees to provide CSEA with a monthly list of new hires and terminations within the White Collar Unit. Pertinent data shall be that listed in this paragraph. 12. The County agrees as of the effective date of their contract to provide to CSEA one up to date copy of the Administrative manual and a copy of all subsequent additions/changes to the County Administrative Manual. 13. Upon request, an employee shall be allowed the presence of a Union representative at any counseling or disciplinary meeting between said employee and management/supervisor. An employee shall be allowed to suspend a meeting and seek adequate representation.

Reciprocal Rights. 1. The County and the CSEA will administer their obligations under this contract in a manner which shall be fair and impartial to all employees and shall not discriminate against any employee by reason of race, color, sex, religion, age, marital status, national origin, disability, ex-offender status, Vietnam Era Veteran status or status, sexual orientation, or other protected class. 2. The County will not interfere with, restrain, or coerce the employees because of membership or lawful activity in the Union. 3. The County recognizes the rights of the employees to designate a reasonable number of representatives of the Xxxxxxxx County White Collar Unit of CSEA, Inc. to appear on their behalf to discuss salaries, working conditions, and disputes as to the terms and conditions of this contract. A written list of CSEA representatives shall be furnished to the Commissioner of Personnel Human Resources immediately after their designation and CSEA shall promptly notify the Commissioner of Personnel Human Resources of any subsequent changes. 4. The designated grievance representatives appearing on behalf of employees at each step of the grievance procedure shall not exceed one representative per grievance, unless this requirement is waived by written agreement of both parties. 5. The employee, employee representative or the Local President or Unit President shall be permitted to attend grievance hearings and PERB hearings, when deemed necessary, without loss of pay. All Union officials and representatives shall notify their supervisor of their attendance at said hearing. 6. The CSEA Field Representative and agents of CSEA shall notify the department head Department Head on arrival of their presence and the reason for said visit. 7. The Union shall have the right to post notices and communications on the bulletin boards maintained on the premises and in the facilities of the County. These CSEA designated bulletin boards shall be of a dimension no smaller than three feet by three feet and be located in such areas that are frequented by the majority of employees subject to CSEA approvalrepresented by the CSEA. 8. The Union agrees that it and its members will restrict the amount of necessary Union activity conducted on County time to the lowest possible minimum and agrees to use everything in its power to prevent abuses of County time and Union activity as defined in this ARTICLE, and to advise its members when necessary for any abuse of this privilege. 9. CSEA representatives as designated above shall be paid compensated at their regular salary at the regular rate of pay for conducting authorized CSEA business that occurs during regularly scheduled work hours, upon proper notification to their normal working hoursDepartment Head or designee. If the conduct of authorized CSEA business extends beyond normal working scheduled work hours, there shall be no additional pay. 10. Union time off – off- time off without pay shall be granted for Union conferences, provided ten working days’ ' notice is given, in writing, to the department head, with a limit of no more than 5% of the membership of a department of 35 or more employees at one time. For departments of less than 35 employees, a limit of 1 employee 1employee per department at one time has been established. The employee may alternatively charge off such time against compensatory time off, vacation time or personal time. There will be a maximum limit of five (5) days per person per year. 11. The County agrees to provide to the CSEA White Collar Unit – Unit, free of charge – charge, a biweekly listing of all active White Collar Union Members and Agency Shop Fee Payers. The lists shall be separate for the two groups and shall provide the following data: Name of employee, Department name, employee’s 's labor grade, employee’s 's title, date of hire, and the amount of dues or Agency Shop Fees paid. The County also agrees to provide CSEA with a monthly list of new hires and terminations within the White Collar UnitUnit on a monthly or other schedule as agreed upon. Pertinent data shall be that which is listed in this paragraph. 12. The County agrees as of the effective date of their contract to provide to the CSEA one up to date a copy of the County’s Administrative Policy manual and a copy of all subsequent additions/changes to the County Administrative Manual, within a reasonable period of time after such request is made. 13. Upon request, an employee shall be allowed the presence of a Union representative at any counseling or disciplinary meeting between said an employee and managementtheir Manager/supervisor. An Supervisor, when such meeting is for the purpose of disciplinary action or upon the realization that such discussion is likely to result in disciplinary action, in which case an employee shall be allowed to reasonably suspend such a meeting and seek adequate representation. Employee counseling does not constitute discipline, and regular and customary dialogue between a Manager/Supervisor and an employee does not necessitate a need for union representation.