Common use of Union Rights Clause in Contracts

Union Rights. Section 1: Shop Stewards - For each department of the City, the Union may designate and the City will recognize shop stewards to serve as the Union's agent in the representation of employees up to the Department Director level after which all dealings will be turned over to the Chief Shop Xxxxxxx or Union Business Agent for resolution. The City shall not be required to recognize any employee as a shop xxxxxxx unless the Union has informed the City, in writing, of the employee's name and the department for which the employee has been designated as shop xxxxxxx. A. Labor Relations Liaison/Chief Shop Xxxxxxx ("CSS") - With an interest in efficient, collaborative labor relations' interaction between the City and the Union, the Parties are equally committed to the successful utilization of this resource. Future vacancies for this position will be posted per the provisions of Article 7 of this Agreement, and the results and supporting documentation provided by interested candidates will be forwarded to Local 14. The Executive Board of Local 14 will review and assess the skills and abilities of interested individuals. The Secretary/Treasurer of the Teamsters Local 14, or his designee, will meet and confer with the City Manager and discuss the finalist being considered for the CSS position assignment. The assignment to the CSS position will be at the sole discretion of the Secretary/Treasurer of Teamsters Local 14 and the CSS will be classified as an exempt employee within the Administrative Agreement. The CSS will be responsible to manage their schedule and daily activities, and will continue to follow vacation and sick leave requests, approval, usage policies and complete job responsibilities detailed in the job description that has been created consistent with the provisions of Article 7 Section 1 and previously approved by the City and Union. B. The City and Teamsters agree to the following terms regarding the position of Labor Relations Liaison/Chief Shop Xxxxxxx ("LRL/CSS"): 1. The City agrees to continue to provide the LRL/CSS appropriate office space and computer equipment, access to the City's email system and a dedicated email address to facilitate the overall effectiveness of this position. 2. Should the CSS assignment end for the incumbent, they will be returned to their former classification at the Grade and Step they would be if they had not left that position. If the specific position is not available, the employee would be placed in a position of equal grade and wage rate. 3. All other provisions of the Teamsters Collective Bargaining Agreement(s) as well as NRS 288 shall remain in force and full effect.

Union Rights. Section 1: Shop Stewards - For . The Employer will provide and install one (1) bulletin board in the Xxxxx House building at the main campus, one (1) bulletin board in the modular computer lab, one (1) bulletin board in the employee break room in the basement of Xxxxxx Xxxxx, one (1) bulletin board in the break room at Day treatment (Xxxxxxx School), one (1) cupboard in the kitchen between each department of residential unit, and a three (3) ring binder in the CityABS building, each residential unit, the Union may designate and the City will recognize shop stewards to serve as the Union's agent in the representation of employees up to the Department Director level after which all dealings will be turned over to the Chief Shop Xxxxxxx or Union Business Agent for resolution. The City shall not be required to recognize any employee as a shop xxxxxxx unless the Union has informed the Citykitchen, in writingmaintenance department, of the employee's name and the department for which the employee has been designated as shop xxxxxxx. A. Labor Relations Liaison/Chief Shop Xxxxxxx ("CSS") - With an interest in efficient, collaborative labor relations' interaction between the City and the Unionhousekeeping department, the Parties are equally committed to the successful utilization of this resource. Future vacancies for this position will be posted per the provisions of Article 7 of this Agreementclinic, day treatment secretarial office, and the results and supporting documentation provided by interested candidates will school-based offices at the school sites which shall be forwarded to Local 14used exclusively for the purpose of posting official Union business. The Executive Board of Local 14 will review and assess the skills and abilities of interested individualsparties agree to meet regarding new binders for newly- created or reorganized sites. The Secretary/Treasurer parties agree to refer to the Labor-Management Committee any disagreement over placement of three (3) ring binders. Official Union business (limited to meeting notices, Union newsletters, notice of elections, Union events for SEIU Local 503 and Local 987 and the Teamsters Local 14, AFL-CIO) shall be posted by the Union Representative(s) or his designee, Bargaining Unit employees that they designate. Official Union business shall conform to standards of good taste, Section 2. The Union representative(s) will meet and confer with have reasonable access to the City Manager and discuss the finalist being considered Employer’s facility for the CSS position assignment. The assignment to purpose of administering the CSS position will be at the sole discretion of the Secretary/Treasurer of Teamsters Local 14 and the CSS will be classified as an exempt employee within the Administrative Agreement. The CSS Campus Director will designate those areas of the campus suitable for the meetings. The Union representative will follow the check in and out system required for all visitors. Union representatives will be responsible escorted by an Employer representative to manage their schedule and daily activities, from a designated location as long as waiting for the Employer representative does not cause an unreasonable delay. Such Employer representative shall not interfere with the Union representative’s ability to meet and converse and will continue not stay to follow vacation and sick leave requests, approval, usage policies and complete job responsibilities detailed in observe the job description that has been created consistent with the provisions of Article 7 Section 1 and previously approved by the City and Union. B. The City and Teamsters agree to the following terms regarding the position of Labor Relations Liaisonmeeting if he/Chief Shop Xxxxxxx ("LRL/CSS"): 1. The City agrees to continue to provide the LRL/CSS appropriate office space and computer equipment, access to the City's email system and a dedicated email address to facilitate the overall effectiveness of this position. 2. Should the CSS assignment end for the incumbent, they will be returned to their former classification at the Grade and Step they would be if they had not left that position. If the specific position she is not available, the employee would be placed in a position of equal grade and wage rate. 3. All other provisions part of the Teamsters Collective Bargaining Agreement(s) as well as NRS 288 bargaining unit. Union representatives shall remain in force not meet and/or confer with any bargaining unit employee while such employee is on working time; provided breaks and full effectmeal periods are not intended to be covered by this sentence.

Union Rights. Section 1: Shop Stewards - For each department of the City, the Union may designate and the City will recognize shop stewards to serve 4.1 CLS recognizes HSAA as the Union's exclusive bargaining agent for all employees employed in the representation of employees up bargaining unit defined by Labour Relations Board certificate Number 92-98 and any amendments to the Department Director level after which all dealings that certificate. 4.2 No employee will be turned over required or permitted to make any written or verbal agreement which may be in conflict with the terms of this agreement 4.3 Except as otherwise specified in this agreement, all correspondence between the parties will be exchanged between the Chief Shop Xxxxxxx Executive Officer or Union Business Agent for resolution. The City shall not be required to recognize any employee as a shop xxxxxxx unless the Union has informed the City, in writing, designate of the employee's name and the department for which the employee has been designated as shop xxxxxxx. A. Labor Relations Liaison/Chief Shop Xxxxxxx ("CSS") - With an interest in efficient, collaborative labor relations' interaction between the City and the Union, the Parties are equally committed to the successful utilization of this resource. Future vacancies for this position will be posted per the provisions of Article 7 of this AgreementCLS, and the results and supporting documentation President or designate of HSAA with a copy to the HSAA Local Unit Chair. HSAA Business 4.4 An employee will not engage in HSAA business during her working hours without prior permission of CLS. 4.5 Any duly accredited Officer of HSAA may be permitted on CLS's premises for the purpose of transacting HSAA business provided prior permission to do so has been granted by interested candidates CLS. 4.6 The names of HSAA's local unit representatives will be forwarded supplied in writing to CLS. A local unit representative's name must be provided to CLS on this list before she is recognized as an HSAA representative. Local 14unit representatives will be entitled to leave work to carry out their functions, provided permission to leave work during working hours, and agreement on the length of time of such leave, has been obtained from their supervisors. The Executive Board Such permission will not be unreasonably withheld. Representatives will suffer no loss of Local 14 pay for time spent on the CLS's premises in performing such duties. 4.7 At some point during the orientation of new employees, CLS will review and assess the skills and abilities of interested individuals. The Secretary/Treasurer of the Teamsters Local 14, or his designee, will meet and confer make arrangements with the City Manager and discuss the finalist being considered for the CSS position assignment. The assignment HSAA Local Unit Chair to make a presentation to the CSS position new employees on the structure of HSAA, as well as the rights, responsibilities and benefits under the agreement. These presentations will not exceed 30 minutes in length. New employees will have the right to not attend the presentation. A representative of CLS may attend the presentations. 4.8 An employee elected or appointed to represent HSAA on HSAA business will be at granted time off with pay by CLS to tend to HSAA business as long as the sole discretion operational efficiency of the Secretary/Treasurer of Teamsters Local 14 and the CSS CLS will not be classified as an exempt employee within the Administrative Agreement. The CSS will be responsible to manage their schedule and daily activities, and will continue to follow vacation and sick leave requests, approval, usage policies and complete job responsibilities detailed in the job description that has been created consistent with the provisions of Article 7 Section 1 and previously approved by the City and Union. B. The City and Teamsters agree to the following terms regarding the position of Labor Relations Liaison/Chief Shop Xxxxxxx ("LRL/CSS"): 1. The City agrees to continue to provide the LRL/CSS appropriate office space and computer equipment, access to the City's email system and a dedicated email address to facilitate the overall effectiveness of this position. 2. Should the CSS assignment end for the incumbent, they will be returned to their former classification at the Grade and Step they would be if they had not left that positiondisrupted. If the specific position request is not availabledenied, reasons will be given by CLS. HSAA agrees to reimburse CLS for actual salary paid to the employee would be placed in a position while on leave plus an administrative charge of equal grade and wage ratefifteen percent (15%). 34.9 Representatives of HSAA will be granted time off with pay in order to participate in collective bargaining with CLS. All other provisions HSAA agrees to reimburse CLS for actual salary paid to the employee while on leave plus an administrative charge of fifteen percent (15%). 4.10 Members of the Teamsters Collective Bargaining Agreement(s) Executive Council of HSAA will be granted time off with pay to attend meetings of the Executive Council of HSAA. Such members will provide CLS with a request in writing with as well much advance notice as NRS 288 shall remain in force and full effectpossible. HSAA agrees to reimburse CLS for actual salary paid to the employee while on leave plus an administrative charge of fifteen percent (15%). 4.11 The President of HSAA will be granted a leave of absence without pay.

Union Rights. Section 13.01 The Union may appoint one (1: Shop ) Xxxxxxx as spokesman on each project and he may have assistants where required. Each Xxxxxxx at the time of this appointment shall be a qualified tradesman in his classification. 13.02 Job Stewards - For each department shall be recognized on all projects or jobsites and shall not be discriminated against. The Job Superintendent, Xxxxxxx or designated Senior Employer Representative shall be notified by the Union of the Cityname or names of such Job Xxxxxxx(s) and in the event of a lay-off or reduction in the work force, the Job Xxxxxxx shall be one of the last three employees laid off on the project, provided the Job Xxxxxxx is qualified to perform the remaining work. Before the Job Xxxxxxx is terminated or transferred the Business Manager and/or Business Representative shall be notified in writing of the reasons for termination or transfer. 13.03 The Union shall have the right to post notices at the designated place on any project or jobsite. All such notices must be signed by the proper officer of the Local Union and submitted to the Management and/or Superintendent of the Company for their approval. 13.04 The Employer agrees to employ only members in good standing of the Union as long as the Union can supply Members in sufficient numbers to take care of the Employer's needs. Employees dispatched from the relevant hiring hall to projects affected by this part of this Agreement shall be in possession of a dispatch slip. Dispatch slips may be sent to the Employer by fax or electronically when it is more practical to do so. If the Local Union cannot supply Members within forty-eight (48) hours after the request (excluding Saturdays, Sundays and holidays or days in lieu thereof), the Employer may obtain Carpenters elsewhere. Where possible, the Union may designate and the City will recognize shop stewards to serve as the Union's agent in the representation of employees up to the Department Director level after which all dealings will be turned over to notified of new Employees hired after the Chief Shop Xxxxxxx or Union Business Agent for resolution. The City shall not be required to recognize any employee as a shop xxxxxxx unless the Union has informed the City, in writing, of the employee's name and the department for which the employee has been designated as shop xxxxxxx. A. Labor Relations Liaison/Chief Shop Xxxxxxx ("CSS") - With an interest in efficient, collaborative labor relations' interaction between the City and the Union, the Parties are equally committed to the successful utilization of this resource. Future vacancies for this position will be posted per the provisions of Article 7 of this Agreement, and the results and supporting documentation provided by interested candidates will be forwarded to Local 14. The Executive Board of Local 14 will review and assess the skills and abilities of interested individuals. The Secretary/Treasurer of the Teamsters Local 14, or his designee, will meet and confer with the City Manager and discuss the finalist being considered for the CSS position assignment. The assignment to the CSS position will be at the sole discretion of the Secretary/Treasurer of Teamsters Local 14 and the CSS will be classified as an exempt employee within the Administrative Agreement. The CSS will be responsible to manage their schedule and daily activities, and will continue to follow vacation and sick leave requests, approval, usage policies and complete job responsibilities detailed in the job description that has been created consistent with the provisions of Article 7 Section 1 and previously approved by the City and Union. B. The City and Teamsters agree to the following terms regarding the position of Labor Relations Liaison/Chief Shop Xxxxxxx ("LRL/CSS"): 1. The City agrees to continue to provide the LRL/CSS appropriate office space and computer equipment, access to the City's email system and a dedicated email address to facilitate the overall effectiveness of this position. 2. Should the CSS assignment end for the incumbent, they will be returned to their former classification at the Grade and Step they would be if they had not left that position. If the specific position is not available, the employee would be placed in a position of equal grade and wage rate. 3. All other provisions of the Teamsters Collective Bargaining Agreement(s) as well as NRS 288 shall remain in force and full effect.forty-eight

Union Rights. Section 1: Shop Stewards - For each department 3.1 The Union will select certain of its agents who are not Agency employees as "Union Representatives" and certify in writing their names to the Human Resource Director of the CityAgency. Section 3.2 Union representatives will be allowed to visit the work areas of the employees during work hours, after advising the Human Resource Director of the Agency, or his/her designee if the visit is in the Central Administrative Office, or the supervisor of the field office, or his/her designee, of their presence for the purpose of meeting with employees regarding matters affecting their employment. Such visits are not to interfere with the normal flow of work. Section 3.3 The internal business of the Union shall be conducted by the employees during their non-duty hours. Employees serving on the board will be allowed to utilize approved leave or flex their schedule up to two (2) hours to accommodate the monthly Union Executive Board Meeting. Section 3.4 The Union may use Agency facilities for E-Board, bargaining planning, bargaining team, Union committee and regular monthly general membership meetings without prior management approval provided that the facilities are and continue to be available, the use would not interfere with Agency business and the Union has appropriately reserved the room on the electronic reservation system with notification to the Human Resources Director. For all other meetings, the Union may designate will be allowed the use of Agency facilities with prior notification to the Human Resource Director, or designee, provided that the use is consistent with State and Agency policies, facilities are and continue to be available and the City will recognize shop stewards use would not interfere with Agency business. Section 3.5 The Agency shall furnish each new employee with notice provided by the Union that the Union is the certified collective bargaining representative. Section 3.6 Not more than thirty (30) minutes shall be granted for the Union to serve as make a presentation at the orientation of new employees on behalf of the Union for the purpose of identifying the Union's agent in status, organization benefits, facilities, related information and distributing and collecting membership applications. This time is not to be used for discussion of labor/management disputes. The Agency shall make arrangements as soon as possible to provide the representation Union reasonable notice of employees up to the Department Director level after which all dealings time and place of new employee orientation meetings. If the presenter is an Agency employee he/she will be turned over allowed one (1) hour of Agency time including travel for this presentation. a. The Agency will continue to provide reasonable bulletin board space for the Chief Shop Xxxxxxx use of the Union in communications dealing with social functions, meetings, elections, Union appointments and other Union-related information. b. Union officers and Stewards may post messages to an electronic bulletin board established for this purpose, and/or use the Agency’s e-mail messaging system, provided the officers, Stewards and employees meet all of the following conditions: (1) All messages and communications must directly concern internal union business; (2) The Stewards, officers and employees do not use the electronic bulletin board for interactive communications (messages may be accessed, but no replies made); (3) Employees may access the bulletin board and Union officers and Stewards may post and access messages only during their authorized breaks and lunch periods. With prior supervisory approval, Union officers and Stewards may post and access messages before and/or after their work shift; (4) Use of the Agency’s e-mail system is limited to authorized breaks and lunch periods. With prior supervisory approval, Union officers and Stewards may use the Agency’s e-mail system before and/or after their work shift; (5) Use of the electronic bulletin board and e-mail system will comply with the Agency’s applicable user policies, such as protection of confidential information and security of equipment; (6) The Agency will incur no additional costs resulting from the electronic bulletin board and e-mail system use, including printing costs; (7) Use of the bulletin board and e-mail system does not adversely affect the use of or Union Business Agent hinder the performance of the Agency’s computer and/or e-mail systems for resolutionAgency business; (8) Messages and/or communications shall not contain false, unlawful, offensive or derogatory statements against any person, organization or group of persons. The City Messages and/or communications shall not contain profanity, vulgarity, sexual content, character slurs, threats or threats of violence. Messages and/or communications shall not contain rude or hostile references to race, marital status, age, gender, sexual orientation, religious or political beliefs, national origin, heath or disability; (9) Messages and/or communications shall not be required used to recognize lobby, solicit, recruit, persuade for or against any employee as a shop xxxxxxx unless political candidate, ballot measure, legislative xxxx or law, or to initiate or coordinate strikes, walkouts, work stoppages, or activities that violate the Contract; (10) E-mail messages sent simultaneously to more than five (5) employees shall be limited to one (1) page and plain or rich text format. Such group e-mails shall not include attachments or contain graphics (except for the Union has informed logo). Recipients of such group e-mails shall not use the City“reply all” function. This restriction shall not apply to the local President and Executive Board. The Agency reserves the right to charge the Union for costs incurred by the Agency to debug, in writingrepair, reset or otherwise secure or maintain its system resulting from Union access to or use of the employee's name e-mail system. An employee must follow current Commission policy in regard to printing e-mails and the department for which the employee has been designated as shop xxxxxxxattachments. A. Labor Relations Liaison/Chief Shop Xxxxxxx ("CSS") - With an interest in efficient, collaborative labor relations' interaction between the City and the Unionc. Except as modified by this Article, the Parties Agency shall have the right to control its electronic bulletin board and e-mail system, their uses and/or information. d. It is understood that the electronic bulletin board and e-mail system are equally committed not private, privileged or confidential. The Agency reserves the right to the successful utilization trace, review, audit, access, intercept, recover and/or monitor use of its electronic bulletin board and/or e-mail system without notice. Portions of this resource. Future vacancies for this position provision regarding the electronic bulletin board will be posted per no longer apply if the Agency loses the ability to maintain an electronic bulletin board. e. For purposes of negotiations, Union bargaining team members may communicate among themselves over the Agency’s e-mail system provided that such use conforms to the provisions of Article 7 subsection b, above. f. An employee may forward an e-mail message to his/her home computer, provided such use is during the employee’s authorized breaks or lunch period. g. The Union will hold the Employer and Agency harmless against any lawsuits, claims, complaints or other legal or administrative actions where action is taken against the Union and/or its agents (including Union officers and Stewards) regarding any messages and/or communications or effect of any messages and/or communications that are a direct result of use of the electronic bulletin board and/or e-mail under this AgreementArticle. a. Upon request and no more than once a month the Agency shall furnish to the Union an alphabetized listing of the names, classifications, and the results and supporting documentation provided by interested candidates will be forwarded to Local 14. The Executive Board of Local 14 will review and assess the skills and abilities of interested individuals. The Secretary/Treasurer home addresses of the Teamsters Local 14, or his designee, will meet and confer with the City Manager and discuss the finalist being considered for the CSS position assignment. The assignment to the CSS position will be at the sole discretion of the Secretary/Treasurer of Teamsters Local 14 and the CSS will be classified as an exempt employee within the Administrative Agreement. The CSS will be responsible to manage their schedule and daily activities, and will continue to follow vacation and sick leave requests, approval, usage policies and complete job responsibilities detailed employees in the job description that has been created consistent with the provisions of Article 7 Section 1 and previously approved by the City and Union. B. The City and Teamsters agree to the following terms regarding the position of Labor Relations Liaison/Chief Shop Xxxxxxx ("LRL/CSS"): 1. The City agrees to continue to provide the LRL/CSS appropriate office space and computer equipment, access to the City's email system and a dedicated email address to facilitate the overall effectiveness of this position. 2. Should the CSS assignment end for the incumbent, they will be returned to their former classification at the Grade and Step they would be if they had not left that position. If the specific position is not available, the employee would be placed in a position of equal grade and wage rate. 3. All other provisions of the Teamsters Collective Bargaining Agreement(s) bargaining unit as well as NRS 288 a listing of those employees who have terminated since the previous list. b. Upon request and no more than once a quarter the Agency shall remain provide to the Union the names of any temporary/Limited duration employees (management/ unrepresented/ bargaining unit) hired, reason for the hire and expected duration of the appointment. c. Upon request and no more than once a quarter, the Agency shall provide to the Union the names of all employees in force double fill positions, the reason for the double fill and full effectthe expected duration of the appointment if available. d. Upon request, the Agency shall provide to the union on an annual basis the Agency organization charts showing management positions and the positions they supervise. Section 3.9 The Union shall be provided payroll deductions for its regular monthly dues in accordance with and as entitled to under ORS 292.055.

Union Rights. Section 1: Shop 19.01 The Union shall keep the Employer advised in writing with up to date lists of names of Executive Officers and Stewards - For who are authorized to act on behalf of the Union with the Employer. The Employer agrees to recognize only those representatives whose names have been submitted in writing. It is understood that members of the Union's Executive and Business Representatives are also designated to act as Stewards. 19.02 Stewards shall be Finning (Canada) a division of Finning International Inc. Employees and shall be selected in any manner the Union decides upon. 19.03 Stewards shall be appointed to represent each department at all Branches as may be required from time to time. 19.04 Stewards shall meet with representatives of the CityEmployer monthly, if required by either party, in order to discuss problems which may arise. 19.05 Where investigative meetings may lead to discipline, suspension or termination and in the event of discipline, suspension or termination, the Employee is entitled to Union Xxxxxxx representation, which Xxxxxxx will be the Employee’s choice, if available. 19.06 Stewards will be allowed a reasonable amount of time per month, without loss of pay, to discuss issues or present grievances to representatives of the Employer under Steps 1 and 2 of the Grievance Procedure, provided they first obtain permission from their Supervisor to leave their work assignment. 19.07 Employees having grievances shall not discuss them with Stewards during working hours unless they have first obtained permission from their Supervisor. The Employer agrees such permission will not be unreasonably refused. 19.08 The Employer agrees to permit Union representatives a reasonable amount of time off, without pay, to attend to the necessary business of the Union. 19.09 Members of the bargaining committee, not to exceed five (5) in number, shall be paid at regular rates for a period of time not to exceed one hundred and twenty (120) hours per person. This would only apply on years where negotiations were held. 19.10 Lockable 24” x 36” Bulletin boards will be supplied on Employer premises for the purpose of posting official Union notices and papers. The Union agrees that such notices and papers will not contain references detrimental to the maintenance of a harmonious relationship between the Employer and the Union. The keys to the bulletin board will be held by the Xxxxxxx(s) and a Branch Management representative/designate. This will apply on third party sites with the customer’s agreement. (a) If a member of the bargaining unit is elected to a full time position representing Local Lodge 99, the Employer will grant an unpaid leave of absence. The seniority for the member will continue to be accumulated during the length of the leave. Upon return the member will be eligible for their previous position or equal position. (b) If a member(s) of the bargaining unit is elected to a full-time position representing labour affiliates, the Employer will grant an unpaid leave of absence. The seniority for the member(s) will continue to be accumulated during the length of the leave. Upon return the member will be eligible for their previous position or equal position. There will be no more than two (2) members on this leave at any one time. 19.12 The Representatives of the Union may designate and the City will recognize shop stewards to serve as the Union's agent in the representation of employees up to the Department Director level after which all dealings will be turned over to the Chief Shop Xxxxxxx or Union Business Agent for resolution. The City shall not be required to recognize any employee as a shop xxxxxxx unless the Union has informed the City, in writing, of the employee's name and the department for which the employee has been designated as shop xxxxxxx. A. Labor Relations Liaison/Chief Shop Xxxxxxx ("CSS") - With an interest in efficient, collaborative labor relations' interaction between the City and the Union, the Parties are equally committed to the successful utilization of this resource. Future vacancies for this position will be posted per the provisions of Article 7 of this Agreement, and the results and supporting documentation provided by interested candidates will be forwarded to Local 14. The Executive Board of Local 14 will review and assess the skills and abilities of interested individuals. The Secretary/Treasurer of the Teamsters Local 14, or his designee, will meet and confer with the City Manager and discuss the finalist being considered for the CSS position assignment. The assignment to the CSS position will be at the sole discretion of the Secretary/Treasurer of Teamsters Local 14 and the CSS will be classified as an exempt employee within the Administrative Agreement. The CSS will be responsible to manage their schedule and daily activities, and will continue to follow vacation and sick leave requests, approval, usage policies and complete job responsibilities detailed in the job description that has been created consistent with the provisions of Article 7 Section 1 and previously approved by the City and Union. B. The City and Teamsters agree to the following terms regarding the position of Labor Relations Liaison/Chief Shop Xxxxxxx ("LRL/CSS"): 1. The City agrees to continue to provide the LRL/CSS appropriate office space and computer equipment, have access to the City's email system and a dedicated email address Employer’s shops/yard by applying for permission through the Branch Manager/Supervisor. Permission will not be unreasonably withheld. The representatives agree that union members will not be disrupted from performing their work. Upon request due to facilitate an emergent issue the overall effectiveness of this positionEmployer will make arrangements to allow Union representatives access to third party sites. However, if the Union requests an employee group meeting on site, 7 days notice shall be provided to the Employer. 2. Should 19.13 The Employer is committed to positive and collaborative Employee relations at all levels of the CSS assignment end for the incumbent, they organization and as such will commit that all new hires will be returned given up to a half (0.5) hour orientation by a Union Xxxxxxx on Employer property. The Supervisor/Manager will schedule this time within the first four (4) weeks of their former classification at start date. The time will be covered by the Grade and Step they would be if they had not left that position. If the specific position is not available, the employee would be placed in a position of equal grade and wage rateEmployer. 3. All other provisions of the Teamsters Collective Bargaining Agreement(s) as well as NRS 288 shall remain in force and full effect.

Union Rights. Section 1: Shop Stewards - For each department 5.01 LC 911 agrees that accredited representatives of the CityUnion, whether Local Union representative, xxxxxxx, or Officer of the Union may designate shall have reasonable access to the Lake County Dispatch Center to meet with bargaining unit employee(s) during management agreed to meetings, breaks and lunches. The representative shall not in any way disturb employees who are working and will not be allowed in the City will recognize shop stewards to serve as radio room without the consent of the Executive Director or his/her designee. 5.02 LC 911 shall provide bulletin boards for the Union's agent use, without charge. Location of the boards shall be mutually decided upon by the Union and LC 911 Executive Director or Deputy Director at places where employees covered by this Agreement work or assemble. The Union agrees to post notices about the following matters only: elections, meetings, reports, other official Union business and notices of Union social and recreational activities. The Union agrees not to post or permit to be posted controversial material or material of a derogatory nature regarding the LC 911 or its personnel, and agrees to the immediate removal of such postings if requested by management, subject to the grievance procedure. 5.03 LC 911 will recognize Stewards selected in accordance with the Union rules and regulations as the Union representatives of the employees in the representation respective groups for which they are chosen. LC 911 also recognizes that the displacing of employees up to a Xxxxxxx is the Department Director level after which all dealings will be turned over to function of the Chief Shop Xxxxxxx or Union Business Agent for resolutionUnion. The City shall Union will notify the LC 911 of the identity of Stewards and of any change in Stewards' status. 5.04 LC 911 agrees that it will not be required to recognize promote or transfer any employee as a shop xxxxxxx unless Union officer, Xxxxxxx, or other equivalent titles of the Union has informed (even though the City, in writing, of previously mentioned Union representative is agreeable thereto) which affects the employee's name and the department for which the employee has been designated existing status as shop xxxxxxx. A. Labor Relations Liaison/Chief Shop Xxxxxxx ("CSS") - With an interest in efficient, collaborative labor relations' interaction between the City and a duly certified local Union representative of the Union, without first notifying the Parties are equally committed Union. LC 911 shall give the Union prior written notice of the promotion or transfer to avoid any conflict with their xxxxxxx’x duties. The Union shall keep LC 911 advised in writing of the names of all representatives coming within the scope of this Section at the proper Union-Supervisor level. 5.05 Each newly hired employee or existing Lake County Employee transferred into LC 911 will be introduced by a supervisor to the successful utilization of this resource. Future vacancies for this position will be posted per the provisions of Article 7 of this Agreement, appropriate Local Union representative and the results and supporting documentation provided by interested candidates Local Union representative will be forwarded have up to Local 14. The Executive Board of Local 14 will review and assess the skills and abilities of interested individuals. The Secretary/Treasurer of the Teamsters Local 14, or his designee, will meet and 30 minutes to confer with the City Manager employee. Time spent in such meetings during the employee's regularly scheduled hours shall be paid. 5.06 LC 911 agrees to permit authorized Union representatives who are also employees to confer with representatives of the LC 911 without loss of pay during such employees' regularly scheduled working hours. No meeting at the workplace shall disrupt or take place without the consent of management. In addition, such employees shall suffer no loss in pay for reasonable time spent during such regularly scheduled working hours. 5.07 LC 911, insofar as work schedules permit, agrees to grant to any employee who is a Union Officer, Xxxxxxx, or properly designated representative of the Union the necessary time off without pay to transact business of the Union, provided that the LC 911 Supervisor is given reasonable advance notice of such absence. Affected employees shall provide at least 7 days advance notice to the Director or Deputy Director or his designee and discuss are encouraged to utilize vacation or compensatory time whenever possible to reduce any burden upon LC 911 operations. 5.08 Excused absences for Union business include absences by Union officers or properly designated representatives of the finalist being considered Union to perform administrative duties concerning their Local. In addition, such duties are understood to include attendance at conventions and training classes associated with those administrative duties by those officials, Stewards, or by their designated representatives. Affected employees shall provide at least 7 days advance notice to the Director or Deputy Director or his designee and are encouraged to utilize vacation or compensatory time whenever possible to reduce any burden upon LC 911 operations. 5.09 Requests for leaves of absence for Union business shall be made as far in advance as possible. Such requests shall be submitted to the Director or Deputy Director for approval and such requests shall be granted provided that all eligibility requirements are met and at least seven (7) days advance notice is provided. Should a leave of absence extend to one full month in which no work is performed, the affected employee shall be responsible for the CSS position assignment. The assignment to the CSS position will be at the sole discretion full cost of the Secretaryhis/Treasurer of Teamsters Local 14 and the CSS will be classified as an exempt employee within the Administrative Agreement. The CSS will be responsible to manage their schedule and daily activities, and will continue to follow vacation and sick leave requests, approval, usage policies and complete job responsibilities detailed in the job description that has been created consistent with the provisions of Article 7 Section 1 and previously approved by the City and Unionher health insurance. B. The City and Teamsters agree to the following terms regarding the position of Labor Relations Liaison/Chief Shop Xxxxxxx ("LRL/CSS"): 1. The City agrees to continue to provide the LRL/CSS appropriate office space and computer equipment, access to the City's email system and a dedicated email address to facilitate the overall effectiveness of this position. 2. Should the CSS assignment end for the incumbent, they will be returned to their former classification at the Grade and Step they would be if they had not left that position. If the specific position is not available, the employee would be placed in a position of equal grade and wage rate. 3. All other provisions of the Teamsters Collective Bargaining Agreement(s) as well as NRS 288 shall remain in force and full effect.

Union Rights. Section 1: Shop Stewards - For each department of the City, the Union may designate 5.01 A Job Xxxxxxx shall be recognized on all jobs and the City will recognize shop stewards to serve as the Union's agent in the representation of employees up to the Department Director level after which all dealings will be turned over to the Chief Shop Xxxxxxx or Union Business Agent for resolution. The City shall not be discriminated against. He shall be one of the last Members employed provided he is qualified for the classification of the work being performed. The Employer will notify the Business Manager or Representative prior to the dismissal of the Xxxxxxx, except for reasons of safety. Job Stewards shall be allowed sufficient time to perform their duties provided they have received approval from their immediate supervisor which shall not unreasonably be with-held. All Job Stewards shall be appointed by the Business Manager of the Local Union and the Employer shall be notified in writing. Wherever practical, the Job Xxxxxxx shall have completed a comprehensive training program dealing with the “Canadian Model - Alcohol and Drug Guidelines and Work Rule”. 5.02 An Official Representative of the Union shall have access to all jobs covered by this Agreement in carrying out his regular duties after first notifying the Superintendent or person in charge and upon the condition that he shall not interfere with the performance of the work and agrees to comply with all safety regulations on site. A list of Roofers on the jobsite, if available on site, may be made available to the Union Representative on request. Information pertaining to jobsite locations shall be made available to the Union Representative upon request. 5.03 The Union shall have the right to have approved notices posted at designated places on the jobsite or in company workshops subject to approval by the Employer's authorized representative. 5.04 No Employee shall be recognized as a Xxxxxxx unless he has an Alberta certificate of qualifications as a Journeyman Roofer, and no Journeyman shall be required to recognize take orders or instructions from any employee Xxxxxxx who does not have the above mentioned certificate. 5.05 The Employer agrees to hire only Members of the Union in good standing. If Members of the Union are not available, other men may be employed but shall make application to become Members of the Union within 30 days as a shop xxxxxxx unless the Union has informed the City, in writing, condition of the employee's name and the department for which the employee has been designated as shop xxxxxxxemployment. A. Labor Relations Liaison/Chief Shop Xxxxxxx ("CSS") - With an interest in efficient5.06 The Employer agrees to deduct Union dues, collaborative labor relations' interaction between including working dues as a condition of employment. Initiation fees and assessments shall be deducted immediately when the City Employer is presented with the properly signed authorization. Such dues, initiation fees and the Union, the Parties are equally committed assessments shall be remitted to the successful utilization of this resource. Future vacancies for this position will be posted per the provisions of Article 7 of this Agreement, and the results and supporting documentation provided by interested candidates will be forwarded to Local 14. The Executive Board of Local 14 will review and assess the skills and abilities of interested individuals. The Secretary/-Treasurer of the Teamsters Local 14appropriate Union, or his designee, will meet and confer with accompanied by a list of the City Manager and discuss Employees for whom the finalist being considered for deductions are made not later than the CSS position assignmentl5th day of the month following the month in which the deductions are made. The assignment to the CSS position will be at the sole discretion of the Secretary/Treasurer of Teamsters Local 14 and the CSS will be classified as an exempt employee within the Administrative Agreement. The CSS will be responsible to manage their schedule and daily activities, and will continue to follow vacation and sick leave requests, approval, usage policies and complete job responsibilities detailed in the job description that has been created consistent with the provisions of Article 7 Section 1 and previously approved by the City and Union. B. The City and Teamsters agree to the following terms regarding the position of Labor Relations Liaison/Chief Shop Xxxxxxx ("LRL/CSS"): 1. The City Employer agrees to continue to provide the LRL/CSS appropriate office space and computer equipment, access to amount of dues deducted on the City's email system and a dedicated email address to facilitate the overall effectiveness of this positionEmployee’s T4 Form. 2. Should 5.07 Designated tradesmen ordered by the CSS assignment end for Employer from the incumbent, they will be returned to their former classification Union office and appearing on the job at the Grade designated time with referral slips and Step they would not put to work shall be if they had not left that position. If the specific position is not available, the employee would be placed in a position of equal grade and wage ratepaid 2 hours' pay plus traveling allowance where applicable. 3. All other provisions of the Teamsters Collective Bargaining Agreement(s) as well as NRS 288 shall remain in force and full effect.

Union Rights. Section 13.01 The Union may appoint one (1: Shop ) Xxxxxxx as spokesman on each project and he may have assistants where required. Each Xxxxxxx at the time of this appointment shall be a qualified tradesman in his classification. 13.02 Job Stewards - For each department shall be recognized on all projects or jobsites and shall not be discriminated against. The Job Superintendent or Xxxxxxx shall be notified by the Union of the Cityname or names of such Job Xxxxxxx(s) and in the event of a lay-off or reduction in the work force, the Job Xxxxxxx shall be one of the last three employees laid off on the project, provided the Job Xxxxxxx is qualified to perform the remaining work. Before the Job Xxxxxxx is terminated or transferred the Business Manager and/or Business Representative shall be notified in writing of the reasons for termination or transfer. 13.03 The Union shall have the right to post notices at the designated place on any project or jobsite. All such notices must be signed by the proper officer of the Local Union and submitted to the Management and/or Superintendent of the Company for their approval. 13.04 The Employer agrees to employ only members in good standing of the Union as long as the Union can supply Members in sufficient numbers to take care of the Employer's needs. Employees dispatched from the relevant hiring hall to projects affected by this part of this Agreement shall be in possession of a dispatch slip. If the Local Union cannot supply Members within forty-eight (48) hours after the request (excluding Saturdays, Sundays and holidays or days in lieu thereof), the Employer may obtain Carpenters elsewhere. Where possible, the Union may designate and will be notified of new Employees hired after the City will recognize shop stewards forty-eight (48) hours. Employees so employed shall, within fifteen (15) days after their commencement of work, apply to serve as the Union's agent Union for membership. Effective April 30, 2000: The requirement to maintain hiring halls (or their equivalent in the representation of employees up to the Department Director level after which all dealings former local union centres (Edson, Medicine Hat, Red Deer, and Lethbridge) will be turned over to deleted. Thereafter, notwithstanding any other 13.05 No member covered by the Chief Shop Xxxxxxx terms of this Agreement shall be refused work or Union Business Agent for resolution. The City shall not be required to recognize any employee as a shop xxxxxxx unless membership in the Union has informed on account of age, sex, color, race or religious belief. 13.06 There shall be a Safety Committee on all projects and a Xxxxxxxxx shall be a member of the CitySafety Committee where a predominate or substantial number of Carpenters are employed on the project. 13.07 Business Managers and/or Business Representatives shall have access to all projects or jobsites covered by this Agreement in the carrying out of their regular duties, after first notifying the Employer, Superintendent or person in writingcharge, of his presence on the employee's name and project. Nothing in this Clause shall be interpreted to restrict the department for which the employee has been designated as shop xxxxxxx. A. Labor Relations Liaison/Chief Shop Xxxxxxx ("CSS") - With an interest in efficient, collaborative labor relations' interaction between the City and the Union, the Parties are equally committed to the successful utilization of this resource. Future vacancies for this position will be posted per the provisions of Article 7 of this Agreement, and the results and supporting documentation provided by interested candidates will be forwarded to Local 14. The Executive Board of Local 14 will review and assess the skills and abilities of interested individuals. The Secretary/Treasurer right of the Teamsters Local 14, Employer or his designee, will meet and confer with the City Manager and discuss the finalist being considered for the CSS position assignment. The assignment Representative to the CSS position will be at the sole discretion of the Secretary/Treasurer of Teamsters Local 14 and the CSS will be classified as an exempt employee within the Administrative Agreement. The CSS will be responsible to manage their schedule and daily activities, and will continue to follow vacation and sick leave requests, approval, usage policies and complete job responsibilities detailed in the job description that has been created consistent with the provisions of Article 7 Section 1 and previously approved by the City and Uniontemporarily refuse entry if circumstances warrant. B. The City and Teamsters agree to the following terms regarding the position of Labor Relations Liaison/Chief Shop Xxxxxxx ("LRL/CSS"): 1. The City agrees to continue to provide the LRL/CSS appropriate office space and computer equipment, access to the City's email system and a dedicated email address to facilitate the overall effectiveness of this position. 2. Should the CSS assignment end for the incumbent, they will be returned to their former classification at the Grade and Step they would be if they had not left that position. If the specific position is not available, the employee would be placed in a position of equal grade and wage rate. 3. All other provisions of the Teamsters Collective Bargaining Agreement(s) as well as NRS 288 shall remain in force and full effect.

Union Rights. Section SECTION A - Implementation 1: Shop Stewards - For each department . The Board shall make available to the Union any and all public information, statistics, and records concerning the school district which the Union may deem to be relevant to negotiations or necessary for the proper enforcement of this Agreement. The word “public” as used in this section shall refer to any documents, reports, statistics, studies, and other such information in the Cityform in which they are regularly kept. Materials prepared in multiple form for distribution to the public and/or media shall be provided at no cost to the Union, if requested. If additional information is requested by the Union and said material does not exist in multiple form, the Union may designate shall pay for the actual cost of duplication of such material not to exceed fifteen (15) cents per sheet. 2. SRP shall be appointed to district-wide committees, councils, or other advisory groups by the Superintendent who shall select from a list of bargaining unit members recommended by plurality vote of the SRP at each worksite in an election conducted jointly by the worksite supervisor and the City will recognize shop stewards SRP building representative. The list presented to serve the Superintendent shall contain at least two (2) times as many names as the Union's agent in the representation places to be filled. Final recommendations of employees up to the Department Director level after committees on which all dealings will be turned over to the Chief Shop Xxxxxxx or Union Business Agent for resolution. The City SRP serve shall not be required construed as substitutes for negotiated agreements. 3. Elected representatives of the Transportation Safe Driver Plan Committee shall be nominated and elected by employees covered by the Plan at each location (East, West, Northwest, Central, and Zephyrhills) by an election conducted jointly by the worksite supervisor and the SRP building representative. The employee who receives the plurality of the votes cast shall be declared elected. 4. The worksite supervisor shall meet at mutually agreed times during the year with representatives of the Union, at the request of the Union, to recognize discuss questions and problems as well as matters relating to the implementation of this Agreement. Such meetings shall not be construed to replace the grievance procedure for any employee matter normally the subject of a grievance. 5. The Union shall appear on the Board agenda at all Board meetings as a shop xxxxxxx unless regular agenda item. Further, the Union has informed representative shall be recognized upon request to speak on issues before the City, Board in writing, the same manner as any other individual. A copy of the employee's name agenda and all supporting data will be provided to the Union by the Secretary of the Board. Said material shall be sent to the Union office at the same time they are sent to the Board members. 6. Duly authorized representatives of the Union may visit worksites to investigate employee complaints. Upon arrival at the worksite, Union representatives shall make their presence known to the worksite supervisor or his/her designee. If the worksite supervisor does not approve the representatives’ investigation at that particular time, he/she will explain the reason to the representatives, and the Union representatives will not continue the investigation until a mutually agreed upon time can be determined. Such investigation visits shall not interrupt normal work responsibilities. 7. Whenever SRP are scheduled by the Board or its agents to participate during working hours in conferences, meetings, or in negotiations respecting the Collective Bargaining Agreement, they shall be granted the necessary time and shall suffer no loss in pay or benefits. 8. Each year upon reaching a tentative agreement in negotiations and prior to ratification, a district meeting shall be conducted by USEP for union representatives during the workday for the purpose of explanation of the tentative agreement and contract ratification procedures. Each worksite shall be allowed to send one (1) representative selected by the USEP president. The representatives attending the district meeting shall be granted one-half (1/2) day release time and shall suffer no loss in pay. The cost of any substitutes shall be paid for by the Board. For those SRP who are eligible for any approved attendance incentive, such release time shall not be counted against him/her. 9. A roster of all SRP assigned to a school or district office department shall be provided to the Union worksite representative by the principal or district office department head by September 10, and revised rosters shall be provided when issued. Each member of the bargaining unit will receive a directory of all personnel by November 15 of each school year. This directory shall contain an alphabetical list of all employees as well as a list of employees by school and district office department. Copies of this directory shall not be provided by the Board or Union to any outside parties for commercial or solicitation purposes. 10. Following ratification, copies of all agreements and addenda thereto between the parties shall be distributed to the worksite by the Union and the Board. The Union will distribute a copy to each employee covered by this Agreement, After the distribution, the Union will make every effort to distribute this Agreement to SRP hired after each year’s initial distribution within twenty (20) working days of the date the SRP is approved by the Board. The Board and the Union will mutually arrange for the printing of the Agreement. The Board shall contribute one-half (1/2) the cost of printing copies of the Agreement. The parties will mutually agree to the specified number of copies and to the size, format, and cost of the copies. 11. The Board shall grant leave without pay to the Union President and up to three (3) SRP designated by the Union for the purpose of engaging in Union activities. The leaves shall count toward accruing seniority and Pasco continuous service. The SRP on leave may participate in all group fringe benefit plans provided by the Board by making their own and the Board’s regular contribution to all benefits requiring such contribution. The leaves of absence shall be for a period of up to one (1) year at a time except for the President’s leave which shall be for the term of office and automatically be renewed each year. At the conclusion of the President’s leave, he/she shall be returned to the position held at the commencement of the leave if such position exists. Other SRP on Union leave shall be returned to the position held at the commencement of such leave if such position exists after the first year of Union leave. If the Union leave extends beyond the first year, the SRP shall be returned to a position of the same job title he/she held at the commencement of his/her leave if such a position exists and is available or a similar position for which he/she is qualified in the opinion of the Superintendent if such a position exists and is available. 12. The Board will allow Union representatives time off to attend local, state, or national workshops, conferences, conventions, and other related activities for up to fifteen (15) days per school year. Further, the Board agrees that fifty (50) additional days may be granted. If granted, the Union shall reimburse the District for the full cost of the required substitute(s). However, if substitutes are not used, the Union will not be charged. 13. Up to ten (10) SRP shall be granted Union Leave to attend the Florida Education Association’s (FEA’s) Convention or the FEA Leadership Conference each year. The Board shall pay the cost of the required substitutes for such SRP. Such Union leave shall be in addition to the leave days authorized under paragraph 12 above. SECTION B - Payroll Deductions 1. Upon authorization by any SRP, the Board agrees to deduct at no cost to the SRP the amount of dues certified by the Union as the amount required and remit the amount so deducted to the Union. The Board will be authorized to make said deduction upon receiving the signed authorization form attached as Appendix A of this Agreement. a) All funds collected by the Board as a result of dues deductions shall be remitted by the Board to the Union within ten (10) days of the deduction. b) Dues deductions shall be continuous from year to year so long as the employee has been designated as shop xxxxxxxorganization remains the certified bargaining agent for the unit. A. Labor Relations Liaison/Chief Shop Xxxxxxx c) Authorizations are revocable by the employees with thirty ("CSS"30) - With an interest in efficient, collaborative labor relations' interaction between days written notice to both the City Board and the Union, the Parties are equally committed . 2. The Board shall supply to the successful utilization Union a list of this resourcethose SRP from whom said payroll deductions have been made after each pay period. 3. Future vacancies for this position will be posted per The Union shall indemnify and save the provisions of Article 7 of this AgreementBoard harmless from any and all claims, demands, suits, and the results and supporting documentation provided by interested candidates will be forwarded causes of action of any kind whatsoever arising from Board actions to Local 14. The Executive Board of Local 14 will review and assess the skills and abilities of interested individuals. The Secretary/Treasurer of the Teamsters Local 14, or his designee, will meet and confer with the City Manager and discuss the finalist being considered for the CSS position assignment. The assignment to the CSS position will be at the sole discretion of the Secretary/Treasurer of Teamsters Local 14 and the CSS will be classified as an exempt employee within the Administrative Agreement. The CSS will be responsible to manage their schedule and daily activities, and will continue to follow vacation and sick leave requests, approval, usage policies and complete job responsibilities detailed in the job description that has been created consistent comply with the provisions of Article 7 Section 1 and previously approved by the City and Unionthis section. B. The City and Teamsters agree to the following terms regarding the position of Labor Relations Liaison/Chief Shop Xxxxxxx ("LRL/CSS"): 1. The City agrees to continue to provide the LRL/CSS appropriate office space and computer equipment, access to the City's email system and a dedicated email address to facilitate the overall effectiveness of this position. 2. Should the CSS assignment end for the incumbent, they will be returned to their former classification at the Grade and Step they would be if they had not left that position. If the specific position is not available, the employee would be placed in a position of equal grade and wage rate. 3. All other provisions of the Teamsters Collective Bargaining Agreement(s) as well as NRS 288 shall remain in force and full effect.

Union Rights. Section 1: Shop Stewards - For each department 12.01 The Employer agrees to employ the members of the CityLocal Union in the construction work to which registration certificate no. 9 applies. That may include the application, preparation, fabrication, assembling, altering, erecting, spraying, pouring, mixing, hanging, adjusting, moulding, repairing, dismantling, reconditioning, testing, and maintaining on the job, the heat and frost insulation of such materials as Magnesia, Asbestos, Cork, Mineral Wool, Infusorial Earth, Mercerized silk, Lax Fibre, Fire Felt, Fiberglass, Urethane, Foamglass, Styrofoam, Polythene, Metal Cladding or other protective coverings used in our craft, or substitutes for those materials, or engage in any labour connected with the handling of vehicles and insulation materials on the job site and including clean-up. 12.02 The Business Manager and/or Business Agent shall have access to all jobs covered by this Agreement provided the Business Manager and/or Business Agent reports to the Employer representative. 12.03 The Union may designate and the City will recognize shop stewards to serve appoint one (1) qualified tradesman as the Union's agent in the representation of employees up to the Department Director level after which all dealings will be turned over to the Chief Shop Xxxxxxx a job xxxxxxx on each project, or Union Business Agent for resolutionmay have two (2); one (1) job xxxxxxx being an alternate. The City Union shall not be required to recognize any employee as a shop xxxxxxx unless advise the Union has informed the CityEmployer, in writing, of the name of each job xxxxxxx appointed. (a) On industrial projects where six (6) or more employees are employed the Employer, where practical, will supply a warm dry place for the employees to change and dry their clothes; store and lock-up employees and Employers tools. When the Employer provides change areas, they shall be equipped with exhaust fans. (b) A separate, warm, clean, dry lunch room shall also be provided for the specific purpose of eating lunch and/or having coffee breaks. Lunch rooms shall be equipped with exhaust fans. Alternate coffee break locations to be designated by the job xxxxxxx and the Employer representative. 12.05 There shall be ample time allowed each day for clean up, such time to be set by the job xxxxxxx and the Employer's representative. 12.06 Under no circumstances shall any material (with the exception of personal tools) pertaining to any jobs be carried in private vehicles without compensation. Such compensation is to be agreed between the Employer and the employee. Such use of the employee's name vehicle shall be incidental and the department for which the employee has been designated as shop xxxxxxxnot routine. A. Labor Relations Liaison/Chief Shop Xxxxxxx ("CSS") - With an interest in efficient, collaborative labor relations' interaction between 12.07 Employers shall not accept or transfer employees from another Employer unless mutually agreed to by the City Employers and the Union, the Parties are equally committed to the successful utilization of this resource. Future vacancies for this position will be posted per the provisions of Article 7 of this Agreement, and the results and supporting documentation provided by interested candidates will be forwarded to Local 14. The Executive Board of Local 14 will review and assess the skills and abilities of interested individuals. The Secretary/Treasurer of the Teamsters Local 14, or his designee, will meet and confer with the City Manager and discuss the finalist being considered for the CSS position assignment. The assignment to the CSS position will be at the sole discretion of the Secretary/Treasurer of Teamsters Local 14 and the CSS will be classified as an exempt employee within the Administrative Agreement. The CSS will be responsible to manage their schedule and daily activities, and will continue to follow vacation and sick leave requests, approval, usage policies and complete job responsibilities detailed in the job description that has been created consistent with the provisions of Article 7 Section 1 and previously approved by the City and Union. B. The City and Teamsters agree to the following terms regarding the position of Labor Relations Liaison/Chief Shop Xxxxxxx ("LRL/CSS"): 1. The City agrees to continue to provide the LRL/CSS appropriate office space and computer equipment, access to the City's email system and a dedicated email address to facilitate the overall effectiveness of this position. 2. Should the CSS assignment end for the incumbent, they will be returned to their former classification at the Grade and Step they would be if they had not left that position. If the specific position is not available, the employee would be placed in a position of equal grade and wage rate. 3. All other provisions of the Teamsters Collective Bargaining Agreement(s) as well as NRS 288 shall remain in force and full effect.

Union Rights. Section The Company agrees to recognize a maximum of eleven (11) stewards, one of whom will be designated Chief Xxxxxxx, elected or appointed by the Union from among the employees. The distribution of stewards will be set at a maximum of two (2) per shift (A, and day shift). In the event that more than one (1: Shop Stewards - For each department ) xxxxxxx is elected from the same shift and department, it is agreed by the Union that, in order to protect job responsibilities, no more than one (1) xxxxxxx will be involved in union matters at the same time, except where otherwise authorized by management. In order to maintain sound labour relations, the Company will assign the Chief Xxxxxxx to a day shift position if so requested by the Union. The Chief Xxxxxxx will receive his regular hourly base rate for the position held by the Chief Xxxxxxx immediately prior to being transferred to the day shift position, whichever is greater. Upon completion, or termination of the Citytenure, the Union may designate and the City will recognize shop stewards to serve as the Union's agent in the representation of employees up to the Department Director level after which all dealings will be turned over to the Chief Shop Xxxxxxx or Union Business Agent for resolution. The City shall not be required to recognize any employee as a shop xxxxxxx unless the Union has informed the City, in writing, of the employee's name and the department for which the employee has been designated as shop xxxxxxx. A. Labor Relations Liaison/Chief Shop Xxxxxxx ("CSS") - With an interest in efficient, collaborative labor relations' interaction between the City and the Union, the Parties are equally committed to the successful utilization of this resource. Future vacancies for this position will be posted per the provisions of Article 7 of this Agreement, and the results and supporting documentation provided by interested candidates will be forwarded to Local 14. The Executive Board of Local 14 will review and assess the skills and abilities of interested individuals. The Secretary/Treasurer of the Teamsters Local 14, or his designee, will meet and confer with the City Manager and discuss the finalist being considered for the CSS position assignment. The assignment to the CSS position will be at the sole discretion of the Secretary/Treasurer of Teamsters Local 14 and the CSS will be classified as an exempt employee within the Administrative Agreement. The CSS will be responsible to manage their schedule and daily activities, and will continue to follow vacation and sick leave requests, approval, usage policies and complete job responsibilities detailed in the job description that has been created consistent with the provisions of Article 7 Section 1 and previously approved by the City and Union. B. The City and Teamsters agree to the following terms regarding the position of Labor Relations Liaison/Chief Shop Xxxxxxx ("LRL/CSS"): 1. The City agrees to continue to provide the LRL/CSS appropriate office space and computer equipment, access to the City's email system and a dedicated email address to facilitate the overall effectiveness of this position. 2. Should the CSS assignment end for the incumbent, they will be returned to their his former classification at the Grade and Step they would be if they had not left that position. If The Chief Xxxxxxx, Stewards and/or a Union Agent of Local may enter the specific position is not availablePlant to administer the Collective Agreement with permission of Management. Should a Union official, other than those previously mentioned in this clause, request to enter the plant or premises, the employee would Chief Xxxxxxx or Assistant Chief Xxxxxxx and Management will be placed advised. The Union shall notify the Company in a position of equal grade and wage rate. 3. All other provisions writing of the Teamsters Collective Bargaining Agreement(sStewards and Local Officers and effective dates of their appointments. The Company shall keep the Union advised in writing of the names of the Supervisors and Assistant Supervisors. The Company and the Union shall each advise the other of any change in these names. The Company shall, within three (3) days worked and following formal training, introduce all new employees to the Shop Stewards on their posted shift. In the event that the Shop Stewards are not at work during this time, introduction shall be made to a Shop Xxxxxxx or other Union Representative on the premises. An employee shall be entitled to view all his personnel files as well as NRS 288 prearranged by the employee with the Human Resources Department or the respective department head. An employee may have a Shop Xxxxxxx present if requested. Any meetings called by management with stewards or committee members shall remain in force and full effectbe held during working hours whenever possible. Any committee member requested by the Company to attend meetings outside of his normal working hours (excluding grievance meetings) shall be reimbursed at his straight time rate of pay. The Company will agree to pay the regular wages for a of ten days of negotiations for five (5) union representatives from the plant, providing the Union agrees not to shut down the plant for the purpose of holding a ratification vote.

Union Rights. Section 1: Shop Stewards - For each department 3.1 The Union will select certain of its agents who are not Agency employees as "Union Representatives" and certify in writing their names to the Personnel Officer of the CityAgency. Section 3.2 Union representatives will be allowed to visit the work areas of the employees during work hours, after advising the Personnel Officer of the Agency, or his/her designee if the visit is in the Central Administrative Office, or the supervisor of the field office, or his/her designee, of their presence for the purpose of meeting with employees regarding matters affecting their employment. Such visits are not to interfere with the normal flow of work. Section 3.3 The internal business of the Union shall be conducted by the employees during their non-duty hours. Section 3.4 The Union may use Agency facilities for E-Board, bargaining planning, bargaining team, Union committee and regular monthly general membership meetings without prior management approval provided that the facilities are and continue to be available, the use would not interfere with Agency business and the Union has appropriately reserved the room on the electronic reservation system with notification to the Human Resources Manager. For all other meetings, the Union may designate will be allowed the use of Agency facilities upon request and approval of the Human Resource Manager, or designee, provided that the use is consistent with State and Agency policies, facilities are and continue to be available and the City will recognize shop stewards use would not interfere with Agency business. Section 3.5 The Agency shall furnish each new employee with notice provided by the Union that the Union is the certified collective bargaining representative. Section 3.6 Not more than fifteen (15) minutes shall be granted for the Union to serve as make a presentation at the orientation of new employees on behalf of the Union for the purpose of identifying the Union's agent in status, organization benefits, facilities, related information and distributing and collecting membership applications. This time is not to be used for discussion of labor/management disputes. The Agency shall provide the representation Union at least ten (10)-days notice of employees up to the Department Director level after which all dealings time and place of new employee orientation meetings. If the presenter is an Agency employee he/she will be turned over allowed one (1) hour of Agency time including travel for this presentation. a. The Agency will continue to provide reasonable bulletin board space for the Chief Shop Xxxxxxx use of the Union in communications dealing with social functions, meetings, elections, Union appointments and other Union-related information. b. Union officers and Stewards may post messages to an electronic bulletin board established for this purpose, and/or use the Agency’s e-mail messaging system, provided the officers, Stewards and employees meet all of the following conditions: (1) All messages and communications must directly concern internal union business; (2) The Stewards, officers and employees do not use the electronic bulletin board for interactive communications (messages may be accessed, but no replies made); (3) Employees may access the bulletin board and Union officers and Stewards may post and access messages only during their authorized breaks and lunch periods. With prior supervisory approval, Union officers and Stewards may post and access messages before and/or after their work shift; (4) Use of the Agency’s e-mail system is limited to authorized breaks and lunch periods. With prior supervisory approval, Union officers and Stewards may use the Agency’s e-mail system before and/or after their work shift; (5) Use of the electronic bulletin board and e-mail system will comply with the Agency’s applicable user policies, such as protection of confidential information and security of equipment; (6) The Agency will incur no additional costs resulting from the electronic bulletin board and e-mail system use, including printing costs; (7) Use of the bulletin board and e-mail system does not adversely affect the use of or Union Business Agent hinder the performance of the Agency’s computer and/or e-mail systems for resolutionAgency business; (8) Messages and/or communications shall not contain false, unlawful, offensive or derogatory statements against any person, organization or group of persons. The City Messages and/or communications shall not contain profanity, vulgarity, sexual content, character slurs, threats or threats of violence. Messages and/or communications shall not contain rude or hostile references to race, marital status, age, gender, sexual orientation, religious or political beliefs, national origin, heath or disability; (9) Messages and/or communications shall not be required used to recognize lobby, solicit, recruit, persuade for or against any employee as a shop xxxxxxx unless political candidate, ballot measure, legislative xxxx or law, or to initiate or coordinate strikes, walkouts, work stoppages, or activities that violate the Contract; (10) E-mail messages sent simultaneously to more than five (5) employees shall be limited to one (1) page and plain or rich text format. Such group e-mails shall not include attachments or contain graphics (except for the Union has informed logo). Recipients of such group e-mails shall not use the City, in writing, of the employee's name and the department for which the employee has been designated as shop xxxxxxx“reply all” function. A. Labor Relations Liaison/Chief Shop Xxxxxxx ("CSS") - With an interest in efficient, collaborative labor relations' interaction between the City and the Unionc. Except as modified by this Article, the Parties Agency shall have the right to control its electronic bulletin board and e-mail system, their uses and/or information. d. It is understood that the electronic bulletin board and e-mail system are equally committed not private, privileged or confidential. The Agency reserves the right to the successful utilization trace, review, audit, access, intercept, recover and/or monitor use of its electronic bulletin board and/or e-mail system without notice. Portions of this resource. Future vacancies for this position provision regarding the electronic bulletin board will be posted per no longer apply if the Agency loses the ability to maintain an electronic bulletin board. e. For purposes of negotiations, Union bargaining team members may communicate among themselves over the Agency’s e-mail system provided that such use conforms to the provisions of Article 7 subsection b, above. f. An employee may forward an e-mail message to his/her home computer, provided such use is during the employee’s authorized breaks or lunch period. g. The Union will hold the Employer and Agency harmless against any lawsuits, claims, complaints or other legal or administrative actions where action is taken against the Union and/or its agents (including Union officers and Stewards) regarding any messages and/or communications or effect of any messages and/or communications that are a direct result of use of the electronic bulletin board and/or e-mail under this AgreementArticle. Section 3.8 Upon request and no more than once a month the Agency shall furnish to the Union an alphabetized listing of the names, classifications, and the results and supporting documentation provided by interested candidates will be forwarded to Local 14. The Executive Board of Local 14 will review and assess the skills and abilities of interested individuals. The Secretary/Treasurer home addresses of the Teamsters Local 14, or his designee, will meet and confer with the City Manager and discuss the finalist being considered for the CSS position assignment. The assignment to the CSS position will be at the sole discretion of the Secretary/Treasurer of Teamsters Local 14 and the CSS will be classified as an exempt employee within the Administrative Agreement. The CSS will be responsible to manage their schedule and daily activities, and will continue to follow vacation and sick leave requests, approval, usage policies and complete job responsibilities detailed employees in the job description that has been created consistent with the provisions of Article 7 Section 1 and previously approved by the City and Union. B. The City and Teamsters agree to the following terms regarding the position of Labor Relations Liaison/Chief Shop Xxxxxxx ("LRL/CSS"): 1. The City agrees to continue to provide the LRL/CSS appropriate office space and computer equipment, access to the City's email system and a dedicated email address to facilitate the overall effectiveness of this position. 2. Should the CSS assignment end for the incumbent, they will be returned to their former classification at the Grade and Step they would be if they had not left that position. If the specific position is not available, the employee would be placed in a position of equal grade and wage rate. 3. All other provisions of the Teamsters Collective Bargaining Agreement(s) bargaining unit as well as NRS 288 a listing of those employees who have terminated since the previous list. Section 3.9 The Union shall remain be provided payroll deductions for its regular monthly dues in force accordance with and full effectas entitled to under ORS 292.055.

Union Rights. Section SECTION A - IMPLEMENTATION 1: Shop Stewards - For each department . The Board shall make available to the Union any and all public information, statistics, and records concerning the school district which the Union may deem to be relevant to negotiations or necessary for the proper enforcement of this Agreement. The word “public” as used in this section shall refer to any documents, reports, statistics, studies, and other such information in the Cityform in which they are regularly kept. Materials prepared in multiple form for distribution to the public and/or media shall be provided at no cost to the Union, if requested. If additional information is requested by the Union and said material does not exist in multiple form, the Union may designate shall pay for the actual cost of duplication of such material not to exceed fifteen (15) cents per sheet. 2. SRP shall be appointed to districtwide committees, councils, or other advisory groups by the Superintendent who shall select from a list of bargaining unit members recommended by plurality vote of the SRP at each worksite in an election conducted jointly by the worksite supervisor and the City will recognize shop stewards SRP building representative. The list presented to serve the Superintendent shall contain at least two (2) times as many names as the Union's agent in the representation places to be filled. Final recommendations of employees up to the Department Director level after committees on which all dealings will be turned over to the Chief Shop Xxxxxxx or Union Business Agent for resolution. The City SRP serve shall not be required to recognize any employee construed as a shop xxxxxxx unless the Union has informed the City, in writing, substitutes for negotiated agreements. 3. Elected representatives of the employee's name Transportation Safe Driver Plan Committee shall be nominated and elected by employees covered by the Plan at each location (East, West, Northwest, Central, and Zephyrhills) by an election conducted jointly by the worksite supervisor and the department for which SRP building representative. The employee who receives the employee has been designated as shop xxxxxxxplurality of the votes cast shall be declared elected. A. Labor Relations Liaison/Chief Shop Xxxxxxx ("CSS") - With an interest in efficient, collaborative labor relations' interaction between 4. Appointed SRP to the City Food and Nutrition Services Program Committee shall be selected by the Board and the Union, with an equal number of voting members appointed by each. In addition, the Parties are equally committed committee shall be chaired by an administrator with voting power, and shall be authorized to evaluate the district Food and Nutrition Services program in order to make recommendations to improve operations and to increase efficiency. 5. The worksite supervisor shall meet at mutually agreed times during the year with representatives of the Union, at the request of the Union, to discuss questions and problems as well as matters relating to the successful utilization of this resource. Future vacancies for this position will be posted per the provisions of Article 7 implementation of this Agreement. Such meetings shall not be construed to replace the grievance procedure for any matter normally the subject of a grievance. 6. The Union shall appear on the Board agenda at all Board meetings as a regular agenda item. Further, the Union representative shall be recognized upon request to speak on issues before the Board in the same manner as any other individual. A copy of the agenda and all supporting data will be provided to the Union by the Secretary of the Board. Said material shall be sent to the Union office at the same time they are sent to the Board members. 7. Duly authorized representatives of the Union may visit worksites to investigate employee complaints and/or communicate with SRP. Upon arrival at the worksite, Union representatives shall make their presence known to the worksite supervisor or his/her designee. If the worksite supervisor does not approve the representatives’ visit at that particular time, he/she will explain the reason to the representatives, and the results Union representatives will not continue the visit until a mutually agreed upon time can be determined. Such visits shall not interrupt normal work responsibilities. 8. Whenever SRP are scheduled by the Board or its agents to participate during working hours in conferences, meetings, or in negotiations respecting the Collective Bargaining Agreement, they shall be granted the necessary time and supporting documentation shall suffer no loss in pay or benefits. 9. Each year upon reaching a tentative agreement in negotiations and prior to ratification, a district meeting shall be conducted by USEP for union representatives during the workday for the purpose of explanation of the tentative agreement and contract ratification procedures. Each worksite shall be allowed to send one (1) representative selected by the USEP President. The representatives attending the district meeting shall be granted one-half (1/2) day release time and shall suffer no loss in pay. The cost of any substitutes shall be paid for by the Board. For those SRP who are eligible for any approved attendance incentive, such release time shall not be counted against him/her. 10. A roster of all SRP assigned to a school or district office department shall be provided to the Union worksite representative by the principal or district office department head by September 10, and revised rosters shall be provided when issued. Each member of the bargaining unit will receive a directory of all personnel by November 15 of each school year. This directory shall contain an alphabetical list of all employees as well as a list of employees by school and district office department. Copies of this directory shall not be provided by interested candidates will the Board or Union to any outside parties for commercial or solicitation purposes. 11. Following ratification, copies of all agreements and addenda thereto between the parties shall be forwarded distributed to Local 14the worksite by the Union and the Board. The Executive Board Union will distribute a copy to each employee covered by this Agreement, After the distribution, the Union will make every effort to distribute this Agreement to SRP hired after each year’s initial distribution within twenty (20) working days of Local 14 will review and assess the skills and abilities of interested individualsdate the SRP is approved by the Board. The Secretary/Treasurer Board and the Union will mutually arrange for the printing of the Teamsters Local 14, or his designee, will meet and confer with the City Manager and discuss the finalist being considered for the CSS position assignment. The assignment to the CSS position will be at the sole discretion of the Secretary/Treasurer of Teamsters Local 14 and the CSS will be classified as an exempt employee within the Administrative Agreement. The CSS Board shall contribute one-half (1/2) the cost of printing copies of the Agreement. The parties will be responsible to manage their schedule and daily activities, and will continue to follow vacation and sick leave requests, approval, usage policies and complete job responsibilities detailed in the job description that has been created consistent with the provisions of Article 7 Section 1 and previously approved by the City and Union. B. The City and Teamsters mutually agree to the following terms regarding specified number of copies and to the position size, format, and cost of Labor Relations Liaison/Chief Shop Xxxxxxx ("LRL/CSS"):the copies. 112. The City agrees to continue to provide the LRL/CSS appropriate office space and computer equipment, access Board shall grant leave without pay to the City's email system Union President and a dedicated email address up to facilitate three (3) SRP designated by the overall effectiveness of this position. 2. Should the CSS assignment end Union for the incumbentpurpose of engaging in Union activities. The leaves shall count toward accruing seniority and Pasco continuous service. The SRP on leave may participate in all group fringe benefit plans provided by the Board by making their own and the Board’s regular contribution to all benefits requiring such contribution. The leaves of absence shall be for a period of up to one (1) year at a time except for the President’s leave which shall be for the term of office and automatically be renewed each year. At the conclusion of the President’s leave, they will he/she shall be returned to their former classification the position held at the Grade and Step they would commencement of the leave if such position exists. Other SRP on Union leave shall be returned to the position held at the commencement of such leave if they had not left that positionsuch position exists after the first year of Union leave. If the specific position is not availableUnion leave extends beyond the first year, the employee would SRP shall be placed in returned to a position of equal grade the same job title he/she held at the commencement of his/her leave if such a position exists and wage rateis available or a similar position for which he/she is qualified in the opinion of the Superintendent if such a position exists and is available. 313. All The Board will allow Union representatives time off to attend local, state, or national workshops, conferences, conventions, and other provisions related activities for up to fifteen (15) days per school year. Further, the Board agrees that fifty (50) additional days may be granted. If granted, the Union shall reimburse the District for the full cost of the Teamsters Collective Bargaining Agreement(srequired substitute(s). However, if substitutes are not used, the Union will not be charged. 14. Up to ten (10) as well as NRS 288 SRP shall remain be granted Union Leave to attend the Florida Education Association’s (FEA’s) Convention or the FEA Leadership Conference each year. The Board shall pay the cost of the required substitutes for such SRP. Such Union leave shall be in force and full effectaddition to the leave days authorized under paragraph 12 above. 15. Temporary duty shall be granted for SRP to attend Board-approved, USEP-sponsored staff development on districtwide staff development days with prior approval of the worksite supervisor. SRP will not be released on districtwide staff development days to attend USEP-sponsored staff development when it conflicts with a required staff development activity scheduled by the worksite supervisor.

Union Rights. Section 1: Shop Stewards - For each department 3.1 The Union will select certain of its agents who are not Agency employees as "Union Representatives" and certify in writing their names to the Personnel Officer of the CityAgency. Section 3.2 Union representatives will be allowed to visit the work areas of the employees during work hours, after advising the Personnel Officer of the Agency, or his/her designee if the visit is in the Central Administrative Office, or the supervisor of the field office, or his/her designee, of their presence for the purpose of meeting with employees regarding matters affecting their employment. Such visits are not to interfere with the normal flow of work. Section 3.3 The internal business of the Union shall be conducted by the employees during their non-duty hours. Section 3.4 The Union may use Agency facilities for E-Board, bargaining planning, bargaining team, Union committee and regular monthly general membership meetings without prior management approval provided that the facilities are and continue to be available, the use would not interfere with Agency business and the Union has appropriately reserved the room on the electronic reservation system with notification to the Human Resources Manager. For all other meetings, the Union may designate will be allowed the use of Agency facilities upon request and approval of the Human Resource Manager, or designee, provided that the use is consistent with State and Agency policies, facilities are and continue to be available and the City will recognize shop stewards use would not interfere with Agency business. Section 3.5 The Agency shall furnish each new employee with notice provided by the Union that the Union is the certified collective bargaining representative. Section 3.6 Not more than fifteen (15) minutes shall be granted for the Union to serve as make a presentation at the orientation of new employees on behalf of the Union for the purpose of identifying the Union's agent in status, organization benefits, facilities, related information and distributing and collecting membership applications. This time is not to be used for discussion of labor/management disputes. The Agency shall provide the representation Union at least ten (10)-days notice of employees up to the Department Director level after which all dealings time and place of new employee orientation meetings. If the presenter is an Agency employee he/she will be turned over allowed one (1) hour of Agency time including travel for this presentation. a. The Agency will continue to provide reasonable bulletin board space for the Chief Shop Xxxxxxx use of the Union in communications dealing with social functions, meetings, elections, Union appointments and other Union-related information. b. Union officers and Stewards may post messages to an electronic bulletin board established for this purpose, and/or use the Agency’s e-mail messaging system, provided the officers, Stewards and employees meet all of the following conditions: (1) All messages and communications must directly concern internal union business; (2) The Stewards, officers and employees do not use the electronic bulletin board for interactive communications (messages may be accessed, but no replies made); (3) Employees may access the bulletin board and Union officers and Stewards may post and access messages only during their authorized breaks and lunch periods. With prior supervisory approval, Union officers and Stewards may post and access messages before and/or after their work shift; (4) Use of the Agency’s e-mail system is limited to authorized breaks and lunch periods. With prior supervisory approval, Union officers and Stewards may use the Agency’s e-mail system before and/or after their work shift; (5) Use of the electronic bulletin board and e-mail system will comply with the Agency’s applicable user policies, such as protection of confidential information and security of equipment; (6) The Agency will incur no additional costs resulting from the electronic bulletin board and e-mail system use, including printing costs; (7) Use of the bulletin board and e-mail system does not adversely affect the use of or Union Business Agent hinder the performance of the Agency’s computer and/or e-mail systems for resolutionAgency business; (8) Messages and/or communications shall not contain false, unlawful, offensive or derogatory statements against any person, organization or group of persons. The City Messages and/or communications shall not contain profanity, vulgarity, sexual content, character slurs, threats or threats of violence. Messages and/or communications shall not contain rude or hostile references to race, marital status, age, gender, sexual orientation, religious or political beliefs, national origin, heath or disability; (9) Messages and/or communications shall not be required used to recognize lobby, solicit, recruit, persuade for or against any employee as a shop xxxxxxx unless political candidate, ballot measure, legislative xxxx or law, or to initiate or coordinate strikes, walkouts, work stoppages, or activities that violate the Contract; (10) E-mail messages sent simultaneously to more than five (5) employees shall be limited to one (1) page and plain or rich text format. Such group e-mails shall not include attachments or contain graphics (except for the Union has informed logo). Recipients of such group e-mails shall not use the City“reply all” function. This restriction shall not apply to the local President and Executive Board. The Agency reserves the right to charge the Union for costs incurred by the Agency to debug, in writingrepair, reset or otherwise secure or maintain its system resulting from Union access to or use of the employee's name e-mail system. An employee must follow current Commission policy in regard to printing e-mails and the department for which the employee has been designated as shop xxxxxxxattachments. A. Labor Relations Liaison/Chief Shop Xxxxxxx ("CSS") - With an interest in efficient, collaborative labor relations' interaction between the City and the Unionc. Except as modified by this Article, the Parties Agency shall have the right to control its electronic bulletin board and e-mail system, their uses and/or information. d. It is understood that the electronic bulletin board and e-mail system are equally committed not private, privileged or confidential. The Agency reserves the right to the successful utilization trace, review, audit, access, intercept, recover and/or monitor use of its electronic bulletin board and/or e-mail system without notice. Portions of this resource. Future vacancies for this position provision regarding the electronic bulletin board will be posted per no longer apply if the Agency loses the ability to maintain an electronic bulletin board. e. For purposes of negotiations, Union bargaining team members may communicate among themselves over the Agency’s e-mail system provided that such use conforms to the provisions of Article 7 subsection b, above. f. An employee may forward an e-mail message to his/her home computer, provided such use is during the employee’s authorized breaks or lunch period. g. The Union will hold the Employer and Agency harmless against any lawsuits, claims, complaints or other legal or administrative actions where action is taken against the Union and/or its agents (including Union officers and Stewards) regarding any messages and/or communications or effect of any messages and/or communications that are a direct result of use of the electronic bulletin board and/or e-mail under this AgreementArticle. a. Upon request and no more than once a month the Agency shall furnish to the Union an alphabetized listing of the names, classifications, and the results and supporting documentation provided by interested candidates will be forwarded to Local 14. The Executive Board of Local 14 will review and assess the skills and abilities of interested individuals. The Secretary/Treasurer home addresses of the Teamsters Local 14, or his designee, will meet and confer with the City Manager and discuss the finalist being considered for the CSS position assignment. The assignment to the CSS position will be at the sole discretion of the Secretary/Treasurer of Teamsters Local 14 and the CSS will be classified as an exempt employee within the Administrative Agreement. The CSS will be responsible to manage their schedule and daily activities, and will continue to follow vacation and sick leave requests, approval, usage policies and complete job responsibilities detailed employees in the job description that has been created consistent with the provisions of Article 7 Section 1 and previously approved by the City and Union. B. The City and Teamsters agree to the following terms regarding the position of Labor Relations Liaison/Chief Shop Xxxxxxx ("LRL/CSS"): 1. The City agrees to continue to provide the LRL/CSS appropriate office space and computer equipment, access to the City's email system and a dedicated email address to facilitate the overall effectiveness of this position. 2. Should the CSS assignment end for the incumbent, they will be returned to their former classification at the Grade and Step they would be if they had not left that position. If the specific position is not available, the employee would be placed in a position of equal grade and wage rate. 3. All other provisions of the Teamsters Collective Bargaining Agreement(s) bargaining unit as well as NRS 288 a listing of those employees who have terminated since the previous list. b. Upon request and no more than once a quarter the Agency shall remain provide to the Union the names of any temporary/Limited duration employees (management/ unrepresented/ bargaining unit) hired, reason for the hire and expected duration of the appointment. c. Upon request and no more than once a quarter, the Agency shall provide to the Union the names of all employees in force double fill positions, the reason for the double fill and full effectthe expected duration of the appointment if available. d. Upon request, the Agency shall provide to the union on an annual basis the Agency organization charts showing management positions and the positions they supervise. Section 3.9 The Union shall be provided payroll deductions for its regular monthly dues in accordance with and as entitled to under ORS 292.055.

Union Rights. Section 1: Shop Stewards - For each department ‌ 4.1 The City recognizes the right of the Union to appoint an agreed upon number of employees to act as stewards. Union Stewards shall be designated at a unit-wide ratio not to exceed one (1) xxxxxxx for every twenty-five (25) employees in the Bargaining Unit. It is recognized that specific shift and geographical locations may result in representation at a localized rate other than this ratio. 4.2 The Union shall furnish management a list of stewards' names, work phone numbers and his/her assigned areas and keep the list current at all times and prior to the stewards assuming duties. The Union will keep the City advised in writing of appointment changes by filing same with the Human Resources Department, Labor Relations Section. 4.3 Where, in the opinion of the Union, it is reasonable and necessary for an agent of the Union, other than a local Union officer, xxxxxxx or representative, or other than an employee on the shift, to enter the City's property or buildings to investigate a filed grievance or to conduct other Union business, such agent shall first notify the Human Resources Department Manager or designee, who will then arrange a mutually satisfactory date and time for the visit. 4.4 The Union agrees that no employee, xxxxxxx or any other person or persons will solicit membership, collect Union monies or distribute Union material during working hours. A Union Xxxxxxx will act on grievances only in the area for which he was selected and designated. 4.5 The Union may designate one of the appointed stewards from each bargaining unit to act as Chief Xxxxxxx for that unit. It is understood that the Chief Stewards, or designees, will act outside of his/her own work area in the absence of the xxxxxxx serving the work area, or where the grievant has expressed discontentment with the area xxxxxxx where the grievance arose for the action, upon making arrangements with his/her own Division Manager or designee and the supervisor of the work area involved. The Chief Xxxxxxx may also process a grievance outside of his/her own work area upon request of the Union President and with concurrence of the Labor Relations Section. Upon written notification, and approval by Labor Relations, the Union may designate and request xxxxxxx allocation be reassigned from one location to another provided the City will recognize shop number of stewards to serve as does not exceed the Union's agent ratio of one (1) xxxxxxx for every twenty-five (25) employees in the representation Bargaining Unit. 4.6 Management is to notify an employee when the purpose of employees up a meeting is to the Department Director level after which all dealings will be turned over to the Chief Shop Xxxxxxx or Union Business Agent for resolution. The City shall not be required to recognize any employee as investigate a shop xxxxxxx unless the Union has informed the City, matter that could result in writing, of the employee's name disciplinary action and the department for which that the employee has been designated as shop xxxxxxxa right to Union representation and a list of all management staff who will attend the meeting, if requested. If requested by the employee, the area's assigned Union Xxxxxxx may accompany the employee to said meeting. A Xxxxxxx who is required to attend said disciplinary meeting that goes beyond his/her normal work schedule or to attend a meeting on his/her normal day off will be paid for all hours while attending the meeting. A. Labor Relations Liaison/Chief Shop Xxxxxxx 4.7 The City will notify the Union President or designee in writing of any proposed changes to the provisions contained in the City’s Personnel Policies and Procedures manual which affects the bargaining unit’s terms and conditions of employment. Such notices shall be made no less than thirty ("CSS"30) - With an interest in efficientcalendar days before the proposed change is reviewed by the City’s Operations Committee. The Union President will also be provided copies of all changes and updates to the Personnel Policies and Procedures manual ratified by the Orlando City Council. The Division Stewards and Union President or designee will receive from the respective Division, collaborative labor relations' interaction between a copy of written operating procedures or Personnel Policy changes that affect bargaining unit employees. 4.8 To the City and the Unionextent required by law, the Parties are equally committed to the successful utilization of this resource. Future vacancies for this position will be posted per the provisions of Article 7 of this Agreement, and the results and supporting documentation provided by interested candidates will be forwarded to Local 14. The Executive Board of Local 14 will review and assess the skills and abilities of interested individuals. The Secretary/Treasurer of the Teamsters Local 14, or his designee, will meet and confer with the City Manager and discuss the finalist being considered for the CSS position assignment. The assignment to the CSS position will be at the sole discretion of the Secretary/Treasurer of Teamsters Local 14 and the CSS will be classified as an exempt employee within the Administrative Agreement. The CSS will be responsible to manage their schedule and daily activities, and will continue to follow vacation and sick leave requests, approval, usage policies and complete job responsibilities detailed in the job description that has been created consistent with the provisions of Article 7 Section 1 and previously approved by the City and Union. B. The City and Teamsters agree to the following terms regarding the position of Labor Relations Liaison/Chief Shop Xxxxxxx ("LRL/CSS"): 1. The City agrees to continue to provide collectively bargain the LRL/CSS appropriate office space and computer equipment, access impact of any change to the City's email system ’s Policy and a dedicated email address to facilitate the overall effectiveness Procedures Manual that affects hours, wages, or other terms and conditions of this positionemployment considered as mandatory subjects of bargaining. 24.9 The Union shall be allowed one representative in attendance at all new employee orientation meetings involving Bargaining Unit personnel. Should the CSS assignment end Such attendance shall be for the incumbent, they sole purpose of introducing the merits of Union membership to eligible employees. The city will be returned to their former classification notify the union at least one week in advance of upcoming new employee orientations and furnish the Grade union a list including attendees and Step they would be if they had not left that position. If the specific position is not available, the employee would be placed in a position of equal grade and wage ratejob classification. 3. All other provisions of the Teamsters Collective Bargaining Agreement(s) as well as NRS 288 shall remain in force and full effect.

Union Rights. Section 1: Shop Stewards - For each department 3.1 The Union will select certain of its agents, who are not Agency employees as "Union Representatives" and certify in writing their names to the Personnel Officer of the CityAgency. Section 3.2 Union representatives will be allowed to visit the work areas of the employees during work hours, after advising the Personnel Officer of the Agency, or his/her designee if the visit is in the Central Administrative Office, or the supervisor of the field office, or his/her designee, of their presence for the purpose of meeting with employees regarding matters affecting their employment. Such visits are not to interfere with the normal flow of work. Section 3.3 The internal business of the Union shall be conducted by the employees during their non-duty hours. Section 3.4 Upon request and approval of the Personnel Officer, or designee, the Union may designate shall be allowed the use of the facilities of the Agency for meetings when such facilities are available and the City will recognize shop stewards meeting would not interfere with the business of the Agency. Section 3.5 The Agency shall furnish each new employee with notice provided by the Union that the Union is the certified collective bargaining representative. Section 3.6 Not more than fifteen (15) minutes shall be granted for the Union to serve as make a presentation at the orientation of new employees on behalf of the Union for the purpose of identifying the Union's agent in status, organization benefits, facilities, related information and distributing and collecting membership applications. This time is not to be used for discussion of labor/management disputes. The Agency shall provide the representation Union at least ten (10) days notice of employees up to the Department Director level after which all dealings time and place of new employee orientation meetings. If the presenter is an Agency employee he/she will be turned over to the Chief Shop Xxxxxxx or Union Business Agent allowed one (1) hour of Agency time including travel for resolution. The City shall not be required to recognize any employee as a shop xxxxxxx unless the Union has informed the City, in writing, of the employee's name and the department for which the employee has been designated as shop xxxxxxxthis presentation. A. Labor Relations Liaison/Chief Shop Xxxxxxx ("CSS") - With an interest in efficient, collaborative labor relations' interaction between the City and the Union, the Parties are equally committed to the successful utilization of this resource. Future vacancies for this position will be posted per the provisions of Article 7 of this Agreement, and the results and supporting documentation provided by interested candidates will be forwarded to Local 14. a. The Executive Board of Local 14 will review and assess the skills and abilities of interested individuals. The Secretary/Treasurer of the Teamsters Local 14, or his designee, will meet and confer with the City Manager and discuss the finalist being considered for the CSS position assignment. The assignment to the CSS position will be at the sole discretion of the Secretary/Treasurer of Teamsters Local 14 and the CSS will be classified as an exempt employee within the Administrative Agreement. The CSS will be responsible to manage their schedule and daily activities, and Agency will continue to follow vacation provide reasonable bulletin board space for the use of the Union in communications dealing with social functions, meetings, elections, Union appointments and sick leave requestsother Union-related information. b. Union officers and stewards may post messages concerning internal union business to an electronic bulletin board established for this purpose, approvalprovided the Union meets all of the following conditions: (1) The Union does not use the electronic bulletin board for interactive communications (messages may be accessed, usage policies but no replies made); (2) Employees may access and complete job responsibilities detailed Union officers and stewards may post and access messages only during their authorized breaks and lunch periods; (3) Employees will comply with the Agency’s applicable user policies, such as protection of confidential information and security of equipment; and (4) The Agency will incur no additional costs resulting from the Union’s electronic bulletin board use. It is understood that the electronic bulletin board is not private, privileged or confidential. This provision will no longer apply if the Agency loses the ability to maintain an electronic bulletin board or if the Union’s electronic bulletin board use adversely affects the Agency’s computer system. Section 3.8 Upon request and no more than once a month the Agency shall furnish to the Union an alphabetized listing of the names, classifications, and home addresses of the employees in the job description that has been created consistent with the provisions of Article 7 Section 1 and previously approved by the City and Union. B. The City and Teamsters agree to the following terms regarding the position of Labor Relations Liaison/Chief Shop Xxxxxxx ("LRL/CSS"): 1. The City agrees to continue to provide the LRL/CSS appropriate office space and computer equipment, access to the City's email system and a dedicated email address to facilitate the overall effectiveness of this position. 2. Should the CSS assignment end for the incumbent, they will be returned to their former classification at the Grade and Step they would be if they had not left that position. If the specific position is not available, the employee would be placed in a position of equal grade and wage rate. 3. All other provisions of the Teamsters Collective Bargaining Agreement(s) bargaining unit as well as NRS 288 a listing of those employees who have terminated since the previous list. Section 3.9 The Union shall remain be provided payroll deductions for its regular monthly dues in force accordance with and full effectas entitled to under ORS 292.055.

Union Rights. Section (a) The Company agrees to recognize a maximum of eleven (11) stewards, one of whom will be designated Chief Xxxxxxx, elected or appointed by the Union from among the employees. The distribution of stewards will be set at a maximum of two (2) per shift (A, B, C, D, and day shift). In the event that more than one (1: Shop Stewards - For each department ) xxxxxxx is elected from the same shift and department, it is agreed by the Union that, in order to protect job responsibilities, no more than one (1) xxxxxxx will be involved in union matters at the same time, except where otherwise authorized by management. (b) In order to maintain sound labour relations, the Company will assign the Chief Xxxxxxx to a day shift position if so requested by the Union. The Chief Xxxxxxx will receive his regular hourly base rate for the position held by the Chief Xxxxxxx immediately prior to being transferred to the day shift position, whichever is greater. Upon completion, or termination of the Citytenure, the Union may designate and the City will recognize shop stewards to serve as the Union's agent in the representation of employees up to the Department Director level after which all dealings will be turned over to the Chief Shop Xxxxxxx or Union Business Agent for resolution. The City shall not be required to recognize any employee as a shop xxxxxxx unless the Union has informed the City, in writing, of the employee's name and the department for which the employee has been designated as shop xxxxxxx. A. Labor Relations Liaison/Chief Shop Xxxxxxx ("CSS") - With an interest in efficient, collaborative labor relations' interaction between the City and the Union, the Parties are equally committed to the successful utilization of this resource. Future vacancies for this position will be posted per the provisions of Article 7 of this Agreement, and the results and supporting documentation provided by interested candidates will be forwarded to Local 14. The Executive Board of Local 14 will review and assess the skills and abilities of interested individuals. The Secretary/Treasurer of the Teamsters Local 14, or his designee, will meet and confer with the City Manager and discuss the finalist being considered for the CSS position assignment. The assignment to the CSS position will be at the sole discretion of the Secretary/Treasurer of Teamsters Local 14 and the CSS will be classified as an exempt employee within the Administrative Agreement. The CSS will be responsible to manage their schedule and daily activities, and will continue to follow vacation and sick leave requests, approval, usage policies and complete job responsibilities detailed in the job description that has been created consistent with the provisions of Article 7 Section 1 and previously approved by the City and Union. B. The City and Teamsters agree to the following terms regarding the position of Labor Relations Liaison/Chief Shop Xxxxxxx ("LRL/CSS"): 1. The City agrees to continue to provide the LRL/CSS appropriate office space and computer equipment, access to the City's email system and a dedicated email address to facilitate the overall effectiveness of this position. 2. Should the CSS assignment end for the incumbent, they will be returned to their his former classification at position. 4.02 The Chief Xxxxxxx, Stewards and/or a Union Agent of Local 213 may enter the Grade and Step they would be if they had not left that positionPlant to administer the Collective Agreement with permission of Management. If Should a Union official, other than those previously mentioned in this clause, request to enter the specific position is not availableplant or premises, the employee would Chief Xxxxxxx or Assistant Chief Xxxxxxx and Management will be placed in a position of equal grade and wage rateadvised. 3. All other provisions 4.03 The Union shall notify the Company in writing of the Teamsters Collective Bargaining Agreement(sStewards and Local Officers and effective dates of their appointments. The Company shall keep the Union advised in writing of the names of the Supervisors and Assistant Supervisors. The Company and the Union shall each advise the other of any change in these names. 4.04 The Company shall, within three (3) days worked and following formal training, introduce all new employees to the Shop Stewards on their posted shift. In the event that the Shop Stewards are not at work during this time, introduction shall be made to a Shop Xxxxxxx or other Union Representative on the premises. 4.05 An employee shall be entitled to view all his personnel files as well as NRS 288 prearranged by the employee with the Human Resources Department or the respective department head. An employee may have a Shop Xxxxxxx present if requested. 4.06 Any meetings called by management with stewards or committee members shall remain in force and full effectbe held during working hours whenever possible. Any committee member requested by the Company to attend meetings outside of his normal working hours (excluding grievance meetings) shall be reimbursed at his straight time rate of pay. 4.07 The Company will agree to pay the regular wages for a maximum of ten (10) days of negotiations for five (5) union representatives from the plant, providing the Union agrees not to shut down the plant for the purpose of holding a ratification vote.

Union Rights. Section 1: Shop Stewards - For each department 3.1 The Union will select certain of its agents who are not Agency employees as "Union Representatives" and certify in writing their names to the Personnel Officer of the CityAgency. Section 3.2 Union representatives will be allowed to visit the work areas of the employees during work hours, after advising the Personnel Officer of the Agency, or his/her designee if the visit is in the Central Administrative Office, or the supervisor of the field office, or his/her designee, of their presence for the purpose of meeting with employees regarding matters affecting their employment. Such visits are not to interfere with the normal flow of work. Section 3.3 The internal business of the Union shall be conducted by the employees during their non-duty hours. Section 3.4 The Union may use Agency facilities for E-Board, bargaining planning, bargaining team, Union committee and regular monthly general membership meetings without prior management approval provided that the facilities are and continue to be available, the use would not interfere with Agency business and the Union has appropriately reserved the room on the electronic reservation system with notification to the Human Resources Manager. For all other meetings, the Union may designate will be allowed the use of Agency facilities upon request and approval of the Human Resource Manager, or designee, provided that the use is consistent with State and Agency policies, facilities are and continue to be available and the City will recognize shop stewards use would not interfere with Agency business. Section 3.5 The Agency shall furnish each new employee with notice provided by the Union that the Union is the certified collective bargaining representative. Section 3.6 Not more than fifteen (15) minutes shall be granted for the Union to serve as make a presentation at the orientation of new employees on behalf of the Union for the purpose of identifying the Union's agent in status, organization benefits, facilities, related information and distributing and collecting membership applications. This time is not to be used for discussion of labor/management disputes. The Agency shall provide the representation Union at least ten (10)-days notice of employees up to the Department Director level after which all dealings time and place of new employee orientation meetings. If the presenter is an Agency employee he/she will be turned over allowed one (1) hour of Agency time including travel for this presentation. a. The Agency will continue to provide reasonable bulletin board space for the Chief Shop Xxxxxxx use of the Union in communications dealing with social functions, meetings, elections, Union appointments and other Union-related information. b. Union officers and Stewards may post messages to an electronic bulletin board established for this purpose, and/or use the Agency‘s e-mail messaging system, provided the officers, Stewards and employees meet all of the following conditions: (1) All messages and communications must directly concern internal union business; (2) The Stewards, officers and employees do not use the electronic bulletin board for interactive communications (messages may be accessed, but no replies made); (3) Employees may access the bulletin board and Union officers and Stewards may post and access messages only during their authorized breaks and lunch periods. With prior supervisory approval, Union officers and Stewards may post and access messages before and/or after their work shift; (4) Use of the Agency‘s e-mail system is limited to authorized breaks and lunch periods. With prior supervisory approval, Union officers and Stewards may use the Agency‘s e-mail system before and/or after their work shift; (5) Use of the electronic bulletin board and e-mail system will comply with the Agency‘s applicable user policies, such as protection of confidential information and security of equipment; (6) The Agency will incur no additional costs resulting from the electronic bulletin board and e-mail system use, including printing costs; (7) Use of the bulletin board and e-mail system does not adversely affect the use of or Union Business Agent hinder the performance of the Agency‘s computer and/or e-mail systems for resolutionAgency business; (8) Messages and/or communications shall not contain false, unlawful, offensive or derogatory statements against any person, organization or group of persons. The City Messages and/or communications shall not contain profanity, vulgarity, sexual content, character slurs, threats or threats of violence. Messages and/or communications shall not contain rude or hostile references to race, marital status, age, gender, sexual orientation, religious or political beliefs, national origin, heath or disability; (9) Messages and/or communications shall not be required used to recognize lobby, solicit, recruit, persuade for or against any employee as a shop xxxxxxx unless political candidate, ballot measure, legislative xxxx or law, or to initiate or coordinate strikes, walkouts, work stoppages, or activities that violate the Contract; (10) E-mail messages sent simultaneously to more than five (5) employees shall be limited to one (1) page and plain or rich text format. Such group e-mails shall not include attachments or contain graphics (except for the Union has informed logo). Recipients of such group e-mails shall not use the City, in writing, of the employee's name and the department for which the employee has been designated as shop xxxxxxx―reply all‖ function. A. Labor Relations Liaison/Chief Shop Xxxxxxx ("CSS") - With an interest in efficient, collaborative labor relations' interaction between the City and the Unionc. Except as modified by this Article, the Parties Agency shall have the right to control its electronic bulletin board and e-mail system, their uses and/or information. d. It is understood that the electronic bulletin board and e-mail system are equally committed not private, privileged or confidential. The Agency reserves the right to the successful utilization trace, review, audit, access, intercept, recover and/or monitor use of its electronic bulletin board and/or e-mail system without notice. Portions of this resource. Future vacancies for this position provision regarding the electronic bulletin board will be posted per no longer apply if the Agency loses the ability to maintain an electronic bulletin board. e. For purposes of negotiations, Union bargaining team members may communicate among themselves over the Agency‘s e-mail system provided that such use conforms to the provisions of Article 7 subsection b, above. f. An employee may forward an e-mail message to his/her home computer, provided such use is during the employee‘s authorized breaks or lunch period. g. The Union will hold the Employer and Agency harmless against any lawsuits, claims, complaints or other legal or administrative actions where action is taken against the Union and/or its agents (including Union officers and Stewards) regarding any messages and/or communications or effect of any messages and/or communications that are a direct result of use of the electronic bulletin board and/or e-mail under this AgreementArticle. a. Upon request and no more than once a month the Agency shall furnish to the Union an alphabetized listing of the names, classifications, and the results and supporting documentation provided by interested candidates will be forwarded to Local 14. The Executive Board of Local 14 will review and assess the skills and abilities of interested individuals. The Secretary/Treasurer home addresses of the Teamsters Local 14, or his designee, will meet and confer with the City Manager and discuss the finalist being considered for the CSS position assignment. The assignment to the CSS position will be at the sole discretion of the Secretary/Treasurer of Teamsters Local 14 and the CSS will be classified as an exempt employee within the Administrative Agreement. The CSS will be responsible to manage their schedule and daily activities, and will continue to follow vacation and sick leave requests, approval, usage policies and complete job responsibilities detailed employees in the job description that has been created consistent with the provisions of Article 7 Section 1 and previously approved by the City and Union. B. The City and Teamsters agree to the following terms regarding the position of Labor Relations Liaison/Chief Shop Xxxxxxx ("LRL/CSS"): 1. The City agrees to continue to provide the LRL/CSS appropriate office space and computer equipment, access to the City's email system and a dedicated email address to facilitate the overall effectiveness of this position. 2. Should the CSS assignment end for the incumbent, they will be returned to their former classification at the Grade and Step they would be if they had not left that position. If the specific position is not available, the employee would be placed in a position of equal grade and wage rate. 3. All other provisions of the Teamsters Collective Bargaining Agreement(s) bargaining unit as well as NRS 288 a listing of those employees who have terminated since the previous list. b. Upon request and no more than once a quarter the Agency shall remain provide to the Union the names of any temporary/ Limited duration employees (management/ unrepresented/ bargaining unit) hired, reason for the hire and expected duration of the appointment. c. Upon request and no more than once a quarter, the Agency shall provide to the Union the names of all employees in force double fill positions, the reason for the double fill and full effectthe expected duration of the appointment if available. d. Upon request, the Agency shall provide to the union on an annual basis the Agency organization charts showing management positions and the positions they supervise. Section 3.9 The Union shall be provided payroll deductions for its regular monthly dues in accordance with and as entitled to under ORS 292.055.

Union Rights. Section 1: Shop Stewards - For each department 4.1 The City recognizes the right of the Union to appoint an agreed upon number of employees to act as stewards. Union Stewards shall be designated at a unit-wide ratio not to exceed one (1) xxxxxxx for every twenty-five (25) employees in the Bargaining Unit. It is recognized that specific shift and geographical locations may result in representation at a localized rate other than this ratio. 4.2 The Union shall furnish management a list of stewards' names, work phone numbers and his/her assigned areas and keep the list current at all times and prior to the stewards assuming duties. The Union will keep the City advised in writing of appointment changes by filing same with the Human Resources Department, Labor Relations Section. 4.3 Where, in the opinion of the Union, it is reasonable and necessary for an agent of the Union, other than a local Union officer, xxxxxxx or representative, or other than an employee on the shift, to enter the City's property or buildings to investigate a filed grievance or to conduct other Union business, such agent shall first notify the Human Resources Department Manager or designee, who will then arrange a mutually satisfactory date and time for the visit. 4.4 The Union agrees that no employee, xxxxxxx or any other person or persons will solicit membership, collect Union monies or distribute Union material during working hours. A Union Xxxxxxx will act on grievances only in the area for which he was selected and designated. 4.5 The Union may designate one of the appointed stewards from each bargaining unit to act as Chief Xxxxxxx for that unit. It is understood that the Chief Stewards, or designees, will act outside of his/her own work area in the absence of the xxxxxxx serving the work area, or where the grievant has expressed discontentment with the area xxxxxxx where the grievance arose for the action, upon making arrangements with his/her own Division Manager or designee and the supervisor of the work area involved. The Chief Xxxxxxx may also process a grievance outside of his/her own work area upon request of the Union President and with concurrence of the Labor Relations Section. Upon written notification, and approval by Labor Relations, the Union may designate and request xxxxxxx allocation be reassigned from one location to another provided the City will recognize shop number of stewards to serve as does not exceed the Union's agent ratio of one (1) xxxxxxx for every twenty-five (25) employees in the representation Bargaining Unit. 4.6 Management is to notify an employee when the purpose of employees up a meeting is to the Department Director level after which all dealings will be turned over to the Chief Shop Xxxxxxx or Union Business Agent for resolution. The City shall not be required to recognize any employee as investigate a shop xxxxxxx unless the Union has informed the City, matter that could result in writing, of the employee's name disciplinary action and the department for which that the employee has been designated as shop xxxxxxxa right to Union representation and a list of all management staff who will attend the meeting, if requested. If requested by the employee, the area's assigned Union Xxxxxxx may accompany the employee to said meeting. A Xxxxxxx who is required to attend said disciplinary meeting that goes beyond his/her normal work schedule or to attend a meeting on his/her normal day off will be paid for all hours while attending the meeting. A. Labor Relations Liaison/Chief Shop Xxxxxxx 4.7 The City will notify the Union President or designee in writing of any proposed changes to the provisions contained in the City’s Personnel Policies and Procedures manual which affects the bargaining unit’s terms and conditions of employment. Such notices shall be made no less than thirty ("CSS"30) - With an interest in efficientcalendar days before the proposed change is reviewed by the City’s Operations Committee. The Union President will also be provided copies of all changes and updates to the Personnel Policies and Procedures manual ratified by the Orlando City Council. The Division Stewards and Union President or designee will receive from the respective Division, collaborative labor relations' interaction between a copy of written operating procedures or Personnel Policy changes that affect bargaining unit employees. 4.8 To the City and the Unionextent required by law, the Parties are equally committed to the successful utilization of this resource. Future vacancies for this position will be posted per the provisions of Article 7 of this Agreement, and the results and supporting documentation provided by interested candidates will be forwarded to Local 14. The Executive Board of Local 14 will review and assess the skills and abilities of interested individuals. The Secretary/Treasurer of the Teamsters Local 14, or his designee, will meet and confer with the City Manager and discuss the finalist being considered for the CSS position assignment. The assignment to the CSS position will be at the sole discretion of the Secretary/Treasurer of Teamsters Local 14 and the CSS will be classified as an exempt employee within the Administrative Agreement. The CSS will be responsible to manage their schedule and daily activities, and will continue to follow vacation and sick leave requests, approval, usage policies and complete job responsibilities detailed in the job description that has been created consistent with the provisions of Article 7 Section 1 and previously approved by the City and Union. B. The City and Teamsters agree to the following terms regarding the position of Labor Relations Liaison/Chief Shop Xxxxxxx ("LRL/CSS"): 1. The City agrees to continue to provide collectively bargain the LRL/CSS appropriate office space and computer equipment, access impact of any change to the City's email system ’s Policy and a dedicated email address to facilitate the overall effectiveness Procedures Manual that affects hours, wages, or other terms and conditions of this positionemployment considered as mandatory subjects of bargaining. 24.9 The Union shall be allowed one representative in attendance at all new employee orientation meetings involving Bargaining Unit personnel. Should the CSS assignment end Such attendance shall be for the incumbent, they sole purpose of introducing the merits of Union membership to eligible employees. The city will be returned to their former classification notify the union at least one week in advance of upcoming new employee orientations and furnish the Grade union a list including attendees and Step they would be if they had not left that position. If the specific position is not available, the employee would be placed in a position of equal grade and wage ratejob classification. 3. All other provisions of the Teamsters Collective Bargaining Agreement(s) as well as NRS 288 shall remain in force and full effect.

Union Rights. Section 1: A. The Union shall have the exclusive right to designate five (5) regular Shop Stewards - For each department and four (4) alternate Shop Stewards from employees within the bargaining unit, and shall notify the Employer which employees have been so designated. Shop Stewards may represent employees in all matters pertaining to terms and conditions of work as set forth in this Agreement and their actions and agreements shall be binding on the Union. If no shop xxxxxxx is on premises, the Employer will allow a reasonable amount of time for a union representative to arrive on premises. Employees will have the first right to identify and reach out to a Shop Xxxxxxx of their choosing. NJPAC will find an available Shop Xxxxxxx if the employee fails to find an available Shop Xxxxxxx within a reasonable amount of time. B. During the first year an employee is designated as a regular or alternate shop xxxxxxx, s/he will be scheduled for the Union’s shop xxxxxxx training. The Union will provide the employer with at least thirty (30) days prior written notice of the City, scheduled training. The Employer will use its best efforts to not schedule the shop xxxxxxx for work during this training. The shop xxxxxxx’x attendance for training shall be on his/her own time and shall be without pay. C. The Employer will use its best efforts to not schedule regular and alternate shop stewards for work in order to permit them to attend the Union’s annual shop xxxxxxx conference. The Union will notify the Employer at least thirty (30) days in advance of the date of the conference. D. The Employer will provide the Union may designate and with a bulletin board in the City will recognize shop stewards to serve as ushers’ lounge at the Employer’s location for the exclusive use of the Union's agent in the representation of employees up to the Department Director level after which all dealings will be turned over to the Chief Shop Xxxxxxx or Union Business Agent for resolution. The City bulletin board shall be used for the posting of materials of interest to Union members, including union election information and results, Union appointments, Union meetings, Union events, and reports of Union business and achievements. Appropriate materials shall not contain anything profane, obscene or defamatory. Appropriate material on such bulletin board shall be posted and removed by representatives of the Union. The bulletin board shall not be required used for posting of advertising, political endorsements, propaganda, any materials that call for a violation of this agreement, or anything derogatory to recognize any employee as a shop xxxxxxx unless the Employer or its employees. The Union has informed will provide the CityHuman Resources Department with copies of material posted on the bulletin board. E. The duly authorized Union official shall be permitted to enter the Employer’s premises during all working hours for the purpose of adjusting complaints or ascertaining whether Union standards are maintained, in writingand whether this Agreement is being performed, provided no disruption of either the services or the operation of the employee's name and the department for which the employee has been designated as shop xxxxxxx. A. Labor Relations Liaison/Chief Shop Xxxxxxx ("CSS") - With an interest in efficient, collaborative labor relations' interaction between the City and the Union, the Parties are equally committed to the successful utilization of this resource. Future vacancies for this position Employer will be posted per the provisions of Article 7 of this Agreement, and the results and supporting documentation provided by interested candidates will be forwarded to Local 14result. The Executive Board of Local 14 will review and assess duly authorized Union official shall be given the skills and abilities of interested individuals. The Secretary/Treasurer of right to enter the Teamsters Local 14, or his designee, will meet and confer with the City Manager and discuss the finalist being considered for the CSS position assignment. The assignment to the CSS position will be at the sole discretion of the Secretary/Treasurer of Teamsters Local 14 and the CSS will be classified as an exempt employee within the Administrative Agreement. The CSS will be responsible to manage their schedule and daily activities, and will continue to follow vacation and sick leave requests, approval, usage policies and complete job responsibilities detailed in the job description that has been created consistent with the provisions of Article 7 Section 1 and previously approved by the City and Union. B. The City and Teamsters agree Employer’s premises subject to the following terms regarding conditions: (1) the position Union provides reasonable advance notice to the Vice President of Labor Relations LiaisonOperations, (2) the official first comes through security and announces his/Chief Shop Xxxxxxx her presence, and ("LRL/CSS"): 13) there is no interference in, or disruption of, the work of any employees or the Employer’s operations. The City agrees to continue to provide duly authorized Union official will immediately, upon entering the LRL/CSS appropriate office space Employer’s premises, notify the Employer of his presence and computer equipment, access report to the City's email system and a dedicated email address to facilitate the overall effectiveness of this position. 2. Should the CSS assignment end for the incumbent, they will be returned to their former classification at the Grade and Step they would be if they had not left that position. If the specific position is not available, the employee would be placed in a position of equal grade and wage rate. 3. All other provisions office of the Teamsters Collective Bargaining Agreement(s) as well as NRS 288 shall remain in force and full effect.Center’s Vice