SHOP STEWARDS WORKING LESS THAN FULL TIME Sample Clauses

SHOP STEWARDS WORKING LESS THAN FULL TIME. After obtaining supervisory permission, shop stewards employed two-fifths time or more, but less than full time, will be permitted to leave their normal work area during on-duty time not to exceed two hours per week in order to assist in investigation of facts and assist in presentation of a grievance. The xxxxxxx'x workload may be adjusted to the extent the Agency/Department Head feels it is appropriate. To obtain permission to investigate a grievance on on-duty time, the shop xxxxxxx shall advise the supervisor of the grievant of his/her investigation of the facts and the general nature of the grievance. The shop xxxxxxx shall report such time to his/her supervisor as shop xxxxxxx leave (payroll code UNI) for timekeeping purposes. The shop xxxxxxx is permitted to discuss the problem with all employees immediately concerned and, if appropriate, to attempt to achieve settlement with the supervisory personnel involved. Agencies, wards, clients, detainees and outside interested parties will not be contacted by shop stewards as part of the grievance process. The employee may be represented by a shop xxxxxxx at such time as a grievance is reduced to writing. If, in the judgment of the supervisor, because of the necessity of maintaining adequate level of services, permission cannot be granted immediately to the shop xxxxxxx in order to present or investigate a grievance during on-duty time, such permission shall be granted by the supervisor no later than the next working day from the day the shop xxxxxxx was denied permission. Stewards/employees who participate in the meet and confer process and/or participate on a labor-management committee, must report such time to their supervisor as payroll code MCL for meet and confer and payroll code LMC for participation on a labor management committee.
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SHOP STEWARDS WORKING LESS THAN FULL TIME. After obtaining supervisory permission, shop stewards employed two-fifths time or more (but less than full-time) will be permitted to leave their normal work area during on-duty time not to exceed four hours per pay period in order to assist in investigation of facts and assist in presentation of a grievance.
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SHOP STEWARDS WORKING LESS THAN FULL TIME. After obtaining supervisory permission, shop stewards employed two-fifths time or more, but less than full time, will be permitted to leave their normal work area during on-duty time not to exceed four hours per pay period in order to assist in investigation of facts and assist in presentation of a grievance. To obtain permission to investigate a grievance of employee(s) during on-duty time, the xxxxxxx shall advise the supervisor of the affected employee(s) of his/her investigation otherwise the investigation will be conducted on off-duty time. The shop xxxxxxx shall report such time to his/her supervisor as shop xxxxxxx leave for timekeeping purposes. The shop xxxxxxx is permitted to discuss the problem with all employees immediately concerned, and, if appropriate, to attempt to achieve settlement with the supervisory personnel involved. Agencies, wards, clients, detainees and outside interested parties will not be contacted by stewards as part of the grievance process. The employee may be represented by a xxxxxxx at such times as a grievance is reduced to writing.
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SHOP STEWARDS WORKING LESS THAN FULL TIME. After obtaining supervisory permission, shop stewards employed two-fifths (2/5th) time or more, but less than full time, will be permitted to leave their normal work area during on-duty time not to exceed two (2) hours per week in order to assist in investigation of facts and assist in presentation of a grievance or to present at the Probation Department’s New Hire Orientation when a new employee in the chapter is in attendance. The xxxxxxx'x workload may be adjusted to the extent the Agency/Department Head feels it is appropriate.
Sample 1

Related to SHOP STEWARDS WORKING LESS THAN FULL TIME

  • 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.

  • Regular Full-Time Employees A regular full-time employee is one who works full-time on a regularly scheduled basis. Regular full-time employees accumulate seniority and are entitled to all benefits outlined in this Collective Agreement.

  • 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.

  • EMPLOYER AND UNION SHALL ACQUAINT NEW EMPLOYEES The Employer agrees to acquaint new employees with the fact that a Collective Agreement is in effect and with the conditions of employment set out in the Articles dealing with Union Security and Dues Check-off. The Employer agrees to provide the name, worksite phone number, and location of the new employee's xxxxxxx in the letter of hiring. Whenever the xxxxxxx is employed in the same work area as the new employee, the employee's immediate supervisor will introduce her to her xxxxxxx. The Employer agrees that a Union xxxxxxx will be given an opportunity to interview each new employee within regular working hours, without loss of pay, for thirty (30) minutes sometime during the first thirty (30) days of employment for the purpose of acquainting the new employee with the benefits and duties of Union membership and the employee's responsibilities and obligations to the Employer and the Union.

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