Shop Stewards 15. The Union may select one xxxxxxx and/or alternate xxxxxxx in each department or bureau in which employees covered by this CBA are working. A xxxxxxx shall only deal with grievances within or related to the xxxxxxx'x department or bureau. 16. The Union shall furnish the City with an accurate list of shop stewards. The Union may submit amendments to this list at any time because of the permanent absence of a designated shop xxxxxxx. If a shop xxxxxxx is not officially designated in writing, by the Union, none will be recognized. 17. The Union and the City recognize that it is the responsibility of the shop xxxxxxx to assist in the resolution of grievances or disputes at the lowest possible level. 18. While handling grievances, discipline, or meeting with the City representatives concerning matters affecting the working conditions and status of employees covered by this CBA, not more than two shop stewards shall be allowed time off during normal working hours to perform such duties without loss of pay; provided, however, that time off for investigation shall be reasonably related to the difficulty of the grievance. No xxxxxxx shall leave the duty or work station or assignment without specific approval of the employee's department head or other authorized manager. Such release time for the shop xxxxxxx shall not be unreasonably denied. 19. If, in the judgment of the supervisor, permission cannot be granted immediately to the shop xxxxxxx to investigate or present a grievance during on duty time, such permission shall be granted by the supervisor no later than the next working day from the date the shop xxxxxxx was denied permission, unless the parties agree to an alternative time. 20. In handling grievances or disciplinary matters, the shop xxxxxxx shall have the right to: 21. Consult with the affected employee regarding the presentation of a grievance after the employee has requested the assistance or presence of the shop xxxxxxx. 22. Present to a supervisor a grievance, which has been requested by an employee or group of employees, for resolution or adjustment. 23. Investigate any such grievance so that such grievance can be properly discussed with the supervisor or the designated representative. 24. Attend meetings with supervisors or other city representatives when such meetings are necessary to adjust grievances or represent employees in disciplinary matters. In scheduling meetings, due consideration shall be given to the operating needs and work schedules of the department, division, or section in which the employees are employed. Release time for the shop xxxxxxx shall not be unreasonably denied. 25. In emergency situations, where immediate disciplinary action may be taken because of violation of law or a City or departmental rule (theft, etc.), the shop xxxxxxx shall, if possible, be granted immediate permission to leave his/her post of duty to assist the employee. 26. Shop stewards shall not interfere with the work of any employee. 27. Pursuant to the Xxxxxx-Xxxxxx-Xxxxx Act and Employee Relations Ordinance, a reasonable number of stewards or other designated employees may attend during working hours with no loss of pay, meetings scheduled with representatives of the Appointing Officer for the purpose of meeting and conferring on terms and conditions of employment, and may participate in the discussions, deliberations and decisions at such meeting. 28. Stewards shall receive timely notice of departmental orientation sessions, and shall be permitted to make appearances at departmental orientation sessions, in order to distribute Union materials and to discuss employee rights and obligations under this CBA. The Union and a department or bureau may agree to other arrangements for contact between stewards and new employees.
Stewards Each UNION shall have the right to designate a working journeyman as a xxxxxxx. The UNION shall notify the EMPLOYER in writing of the identity of their designated xxxxxxx. In addition to his work as an employee, the xxxxxxx shall have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the xxxxxxx in the proper performance of his union duties. The xxxxxxx shall not leave his work area without first notifying his appropriate supervisor or xxxxxxx as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the xxxxxxx shall not affect the work of the craft. The xxxxxxx, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the xxxxxxx a reasonable amount of time to perform such duties. The xxxxxxx shall receive his regular craft rate of pay. The xxxxxxx'x duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a xxxxxxx violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working xxxxxxx designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working xxxxxxx except for a violation of work rules. The xxxxxxx shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYER.
Union Stewards (a) The Hospital agrees to recognize Union stewards to be elected or appointed from amongst employees in the bargaining unit who have completed their probationary period for the purpose of dealing with Union business as provided under this Collective Agreement. (b) A Chief Xxxxxxx or designate may, in the absence of any xxxxxxx, assist in the presentation of any grievance, or with any xxxxxxx function. (c) The Union shall keep the Hospital notified in writing of the names of Union stewards appointed or selected under this Article as well as the effective date of their respective appointments. (d) It is agreed that Union stewards have their regular duties and responsibilities to perform for the Hospital and shall not leave their regular duties without first obtaining permission from their immediate supervisor. If, in the performance of his duties, a Union xxxxxxx is required to enter an area within the Hospital in which he is not originally employed, he shall report his presence to the supervisor in the area immediately upon entering it. Such permission shall not be unreasonably withheld. When resuming his regular duties and responsibilities, such xxxxxxx shall again report to his immediate supervisor. A Union xxxxxxx shall suffer no loss of earnings for time spent in performing the above duties during his regular scheduled working hours. (e) Nothing in this Article shall preclude full-time stewards from representing part-time employees and vice-versa. (f) The number of stewards and the areas which they represent, are to be determined locally.
Employee Grievance If an employee considers there has been a significant change to the job content of the position held, the employee may initiate a grievance by using Step 1 of the Grievance Procedure. If the issue is not resolved at this step, the Job Classification Review Procedure of Article 22.02(B) above shall be utilized.
