Representation Rights. The Association shall have the right to meet and confer in good faith with the County regarding wages, hours, and other terms and conditions of employment for representation Unit 25, within the scope of representation. The scope of representation shall include all matters relating to employment conditions and employer-employee relations, including but not limited to wages, hours and other terms and conditions of employment, except, however, that the scope of representation shall not include the consideration of the areas enumerated as exclusive County rights in the Management Rights Article of this MOU.
Representation Rights. The County shall adhere to representation rights as detailed in the U.S. Supreme Court decision on N.L.R.B. versus X. Xxxxxxxxxx, Inc. Alleged misapplications of “Xxxxxxxxxx Rights” shall not be subject to the Employee Grievance Procedure.
Representation Rights. When the Association wishes to be represented by a County employee rather than a non- employee representative at meetings within the scope of representation which affect the representation Unit, that employee shall be given time off subject to the following:
A. The employee representative shall submit a written request to the department head at least three (3) working days prior to the scheduled meeting.
B. Reasonable time off shall be approved if it does not interfere with the performance of County services as determined by the department head.
Representation Rights. An employee who meets with a District official in connection with the employee’s evaluation or a disciplinary matter, has the right to ECCE representation at such meeting if he/she makes a request for such representation.
Representation Rights. 1) The employee has the right to the assistance of a representative of their choice in the investigation, preparation and presentation of a grievance.
a) Representation may occur at any stage of the grievance procedure; provided, however, that prior to calling for representation at step one of the procedure the employee shall discuss their grievance with the supervisor. Upon conclusion of the discussion, the employee may request a continuation of the informal grievance process (step one), to a mutually agreeable time within five (5) days, to have the assistance of a representative.
b) If the employee elects another employee as the representative, such representative shall not be released during working hours without the approval of their supervisor.
c) The supervisor shall grant a reasonable amount of time off, provided such would not unreasonably interfere with or delay City work.
2) Grievance conferences (between management and the employee) will normally be conducted during regular working hours at a mutually convenient time.
3) The investigation of a grievance during working hours by employee and their representative, if any, shall be in accordance with the following:
a) Prior to entering any job site, the representative shall obtain the approval of the job site supervisor.
b) There shall be no solicitation of grievances or employee organization membership.
c) The investigation shall be conducted in a reasonable amount of time and expeditiously with due regard for the work requirements of the City.
d) Where the investigation commences prior to the end of the regular workday and continues beyond the close of the regular workday, time spent after the close of the regular workday shall be the employee(s) own time.
e) Entry will not be permitted if it would unreasonably interfere with or delay City work.
f) All safety regulations relating to the presence or conduct of persons at the job site shall be complied with.
4) The name of the representative of the employee or management shall be given to the other party not less than forty-eight (48) hours prior to any grievance conference.
Representation Rights. At any administrative inquiry, hearing or investigation conducted by the Company into an operating irregularity, where the actions of a Flight Service Specialist may have had a bearing on the events or circumstances leading thereto, and the Specialist is required to appear at the administrative inquiry, hearing or investigation being conducted into such irregularity, he or she may be accompanied by a Union Representative of his or her choice. The unavailability of the Union Representative of choice will not delay the inquiry, hearing or investigation more than twenty-four (24) hours from the time of notification to the employee.
Representation Rights. Upon request, a bargaining unit employee may have union representation in the processing of a complaint, as provided in Article 17, or in a disciplinary matter as provided in Article 16.
Representation Rights. At all grievance meetings under this Article, the grievant shall be entitled to be accompanied and/or represented by a Union representative. A grievant may also represent himself or herself, or be represented by any other person, so long as that person is not a representative of another employee organization. The administrator shall have the right to be accompanied by another administrator or District representative. The grievant must be present at each step of the grievance procedures, unless excused by the District. By mutual agreement other persons such as witnesses to the facts upon which the grievance is based may also attend grievance meetings.
2.1 When a grievant is not represented by the Union, the District shall promptly furnish to the Union a copy of the grievance. If the grievance is withdrawn without a settlement, the District shall so notify the Union. The District shall not agree to a final resolution of the grievance until the Union has been notified of the proposed resolution, and been given an opportunity to state in writing its views on the matter.
Representation Rights. 1. An employee may request to be accompanied by an Association representative of his/her choosing in any meeting with District administrative personnel, if the employee has reason to believe that the results of such meeting may impact his/her employment status or lead to disciplinary action.
2. The District agrees that upon the request of an employee for a representative, the District will postpone the conference or meeting for up to 24 hours, to allow such representative to be present.
3. Advance, written notice of a meeting with an administrator (including notice of the employee's right to representation) shall be given to an employee in the following cases:
a. A meeting at which an administrator intends to impose discipline; or
b. A meeting at which an administrator intends to discuss issues that the administrator believes could lead to discipline (as defined in Article 6, Section B).
4. It is not the intent of these provisions to require an administrator to provide notice regarding all work-related meetings nor to prevent an administrator from meeting with individual employees regarding general work-related subjects. Meetings related solely to performance shall not be subject to the advance notice requirement.
Representation Rights. The grievant may represent himself/herself or may be accompanied and/or represented by an AALA representative at all grievance meetings. The District respondent shall have the right to be accompanied by another District representative. By mutual agreement of AALA and the District, other persons such as witnesses may also attend grievance meetings.
