Release Time for Grievance Meetings Sample Clauses

Release Time for Grievance Meetings. (A) A grievant and CWA representatives, when applicable, shall be given paid time off to participate in informal discussions, First, Second, and Third Steps of the grievance procedure as provided in Section 8.2, if the hearings are held at the request or consent of the City during the employee's working time. No other time spent on grievance matters shall be considered time worked for compensation purposes. The grievant shall use vacation, compensatory time, or unpaid leave for work time used for any other activities related to the investigation of, preparation for, or processing of a grievance, provided the employee's Appointing Authority or designee determines that time spent on such activities will not interfere with normal work activity. (B) Any necessary witnesses shall not lose any regular straight-time pay for time off the job while attending a grievance or arbitration hearing.
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Release Time for Grievance Meetings. Employee grievants and CODE representatives, when applicable, shall be given paid time off to participate in First Step informal discussions for the purpose of grievance avoidance, and First and Second Step grievance hearings/meetings if they are held at the request or consent of the City during the employee's working time. No other time spent on grievance matters shall be considered time worked for compensation purposes. As long as the Appointing Authority, Manager/Supervisor, or designee determines that time spent on such activities will not interfere with normal work activity, the employee grievant may use vacation, compensation time, or unpaid leave for any other activities related to the investigation of, or preparation for a grievance hearing/meeting. As long as the Appointing Authority, Manager/Supervisor, or designee determines that time spent on such activities will not interfere with normal work activity, the CODE Representative shall be released for such hearings/meetings or for any other activities related to the investigation of, or preparation for a grievance, or a grievance hearing/meeting. Time spent by the CODE President or Vice President in Grievance hearings/meetings is non-chargeable. If neither the President nor the Vice President is available, the Representative’s time spent in the actual grievance meeting/hearing is non-chargeable. All other time spent during normal work hours by the President, Vice President, or CODE Representative investigating or preparing for a grievance is chargeable Union time, and any such time used shall be tracked and reported by the Union.
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Release Time for Grievance Meetings. Whenever the University and the Union convene a meeting to mutually resolve grievances during the scheduled work time of an employee whois a grievant or a Union representative, upon advance written request, reasonable paid releasetime shall be granted to the employee(s) involved. In addition, reasonable paid release time shall be granted to the employee(s) involved to travel to and from, and participate in such meetings. Such requests may be made to Labor Relations and where possible, at least a week in advance. Labor Relations thereafter is responsible for contacting the employee’s Department Head and Supervisor to ensure that the employee will be released absent operational reasons for denying a release request. Employee time spent at these meetings shall be considered as time worked however is not subject to call-back pay minimums pursuant to Article 8: Hours of Work. When such meetings are convened outside an employee’s scheduled work time, no employee release time shall be granted. When such meetings involve a graveyard shift employee, meetings will be held near or immediately after the end of their shift.
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Release Time for Grievance Meetings. A grievant and CMAGE/CWA representatives, when applicable, shall be given paid time off to participate in informal discussions, First Step grievance hearings and Second Step grievance hearings/meetings as provided in Section 8.2, if the hearings are held at the request or consent of the City during the employee's working time. No other time spent on grievance matters shall be considered time worked for compensation purposes. The grievant shall use vacation, compensatory time, or unpaid leave for work time used for any other activities related to the investigation of, preparation for, or processing of a grievance, provided the employee's Appointing Authority or designee determines that time spent on such activities will not interfere with normal work activity.
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Release Time for Grievance Meetings. Grievant(s) shall be released from work and shall suffer no loss of pay for attendance at grievance meetings.
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Release Time for Grievance Meetings. The grievant and/or Xxxxxxx shall be granted reasonable paid release time to travel to, and participate in, meetings convened by the University and the Union to mutually resolve grievances. Requests for such release time must be made in compliance with Article 34 – Union Access, Section (H). Employee time spent at such meetings shall be considered time worked, however, it is not subject to call-back pay minimums pursuant to Article 8: Hours of Work.
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Release Time for Grievance Meetings. ‌ Grievant(s) shall be released from work and shall suffer no loss of pay for attendance at grievance meetings. LACMTA & AFSCME LOCAL 3634 AGREEMENT | 2014-2017
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Related to Release Time for Grievance Meetings

  • Grievance Meetings Where operational requirements permit, and on reasonable notice, the Employer shall grant special leave with pay to an Employee for the purpose of attending grievance meetings with the Employer.

  • Performance Meetings During a meeting on performance, the parties will: (a) discuss the causes of a Performance Factor; (b) discuss the impact of a Performance Factor on the local health system and the risk resulting from non-performance; and (c) determine the steps to be taken to remedy or mitigate the impact of the Performance Factor (the “Performance Improvement Process”).

  • Disciplinary Meetings In the event a meeting is held for disciplinary purposes, the affected employee shall have the right to have a Union xxxxxxx and/or Union representative present.

  • Business Review Meetings In order to maintain the relationship between the Department and the Contractor, each quarter the Department may request a business review meeting. The business review meeting may include, but is not limited to, the following: • Successful completion of deliverables • Review of the Contractor’s performance • Review of minimum required reports • Addressing of any elevated Customer issues • Review of continuous improvement ideas that may help lower total costs and improve business efficiencies.

  • Review Meetings During the review meetings the Project Managers shall discuss progress made by the Contractor in the performance of this Contract. Each party shall provide a status report, as desired by a Project Manager, listing any problem or concern encountered since the last meeting. Records of such reports and other communications issued in writing during the course of Contract performance shall be maintained by each party.

  • Attendance at Meetings Any employee required to attend Occupational Health and Safety Committee and/or Board of Management meetings in the capacity of employee representative shall, if such meetings are held outside the ordinary hours of work, be entitled to receive ordinary pay per hour for the actual time spent in attendance at such meetings. In lieu of receiving payment, employees may, with the agreement of the employer, be permitted to be free from duty for a period of time equivalent to the period spent in attendance at such meetings. Such time spent shall not be viewed as overtime for the purposes of this Agreement.

  • Review Meeting i. Either the BCTF or BCPSEA may request in writing a meeting to review the issues in a provincial matters grievance that has been referred to arbitration. ii. Where the parties agree to hold such a meeting, it shall be held within ten

  • Grievance Committee The Hospital will recognize a Grievance Committee composed of the Chief Xxxxxxx and not more than (as set out in Local Provisions Appendix) employees selected by the Union who have completed their probationary period. A general representative of the Union may be present at any meeting of the Committee. The purpose of the Committee is to deal with complaints or grievances as set out in this Collective Agreement. The Union shall keep the Hospital notified in writing of the names of the members of the Grievance Committee appointed or selected under this Article as well as the effective date of their respective appointments. A Committee member shall suffer no loss of earnings for time spent during their regular scheduled working hours in attending grievance meetings with the Hospital up to, but not including arbitration. The number of employees on the Grievance Committee shall be determined locally.

  • Joint Meetings 10.1(a) Should either party desire to discuss with the other any matter affecting generally the relationship of the parties, a meeting of Union and management representatives shall be arranged upon request of either party. Such meeting shall take place at a time mutually convenient to both parties. Any use of Company time for attendance at such meetings shall be arranged in advance by mutual agreement. 10.1(b) This Article is intended to provide a free avenue of communication between the Union and the Company, and suggestions, complaints, or other matters may be presented by either party, provided that neither party shall be required to discuss any item brought up by the other party nor be bound to act upon any item presented. However, both parties agree to discuss informal grievances and complaints.

  • Required Meetings or Hearings Whenever any employee is required to appear before the Superintendent or his designee, Board or any committee, member, representative or agent thereof concerning any matter which could adversely affect the continuation of that employee in his office, position, or employment or the salary of any increments pertaining thereto, then he shall be given prior written notice of the reasons for such meetings or interview and shall be entitled to have a representative of the Association present to advise him and represent him during such meetings or interview.

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