Common use of UNION STEWARDS‌ Section I Clause in Contracts

UNION STEWARDS‌ Section I. 1. The Union may designate a reasonable number of Union Stewards or other Union representative, who must be members of the Union, and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated and revised lists within 30 calendar days of any changes in designations. A xxxxxxx may represent a grievant in the presentation of a grievance at all levels of the grievance procedure. A xxxxxxx may represent an employee in pre-disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. 2. An employee and the employee’s xxxxxxx may have a reasonable amount of paid time off for the above-listed activities. However, a xxxxxxx will receive paid time off only if the xxxxxxx is the representative of record; is a member of the same Union as the employee; is employed by the same department, office, or bureau; and is employed within a reasonable distance from the work location of the employee. 3. If a xxxxxxx must leave the xxxxxxx’x work location to represent an employee, the xxxxxxx shall first obtain permission from the xxxxxxx’x supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the xxxxxxx will be informed when time can be made available. Such time will not be more than 48 hours after the time of the xxxxxxx’x request, excluding scheduled days off and/or legal holidays, unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure in this MOU, equal to the amount of the delay. 4. Before leaving the xxxxxxx’x work location, the xxxxxxx shall contact the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s supervisor who will make arrangements for the requested meeting. 5. Time spent on grievances, or the pre-disciplinary representation activities described in this Article, outside of regular working hours of the employee or the xxxxxxx shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the xxxxxxx, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as provided in this Article, is limited to the actual representation of employees and does not include time for investigation, preparation, or any other preliminary activity. 1. In order to facilitate the expeditious resolution of workplace disputes at the lowest possible level, the parties agree to establish a Joint Labor-Management training program for Stewards and Front-Line supervisors. 2. No later than September 30, 2019, or another date mutually agreed upon by the parties, the Union and City representatives will have established a curriculum and training program that will provide skills for both stewards and front-line supervisors in the processing and resolution of grievances and other workplace issues in a cooperative, problem-solving manner. Upon completion of the program, both union stewards and front-line supervisors will be certified. 3. Stewards certified through this training shall be authorized to spend up to two (2) hours of City time to investigate each dispute raised under Article 3.1 (Grievance Procedure) of this MOU. 4. As is practicable, grievances will be heard by certified supervisors.

UNION STEWARDS‌ Section I. 1. A. The Union may designate a reasonable number of Union Stewards or other Union representative, who must be members of the Union, and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated and revised lists within 30 calendar days of any changes in said designations. A xxxxxxx may represent a grievant in the presentation of a grievance at all levels of the grievance procedure. A xxxxxxx may represent an employee in pre-disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. 2. An employee B. The grievant and the employee’s xxxxxxx may have a reasonable amount his/her representative shall be allowed to present grievances during scheduled hours of paid time off for the above-listed activitieswork. However, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowed. The grievant shall arrange any necessary time off with the immediate supervisor for presenting the grievance beyond the informal level. The xxxxxxx will receive paid time off only if the xxxxxxx is the representative of record; he/she is a member of the Union; is in the same Union Unit as the employeegrievant; is employed by the same department, office, or bureaudepartment as the grievant; and is employed within a reasonable distance from the work location of the employeegrievant (within the same recreation district in the Department of Recreation and Parks); and the grievance is presented during the representative’s scheduled hours of work. 3. C. If a xxxxxxx must leave the xxxxxxx’x work location to represent an employee, the xxxxxxx shall first obtain permission from the xxxxxxx’x supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an undue unreasonable interruption of work. If such permission cannot be granted promptly, the xxxxxxx will be informed when time can be made available. Such time will not be more than 48 hours after the time of the xxxxxxx’x request, excluding scheduled days off and/or legal holidays, unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure in this MOU, equal to the amount of the delay. 4. D. Before leaving the xxxxxxx’x work location, the xxxxxxx shall contact the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s supervisor who will make arrangements for the requested meeting. 5. E. Time spent on grievances, or the pre-disciplinary representation activities described in this Article, outside of regular working hours of the employee or the xxxxxxx shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the xxxxxxx, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as provided in this Article, is limited to the actual representation of employees and does not include time for investigation, preparation, or any other preliminary activity. 1. A. In order to facilitate the expeditious resolution of workplace disputes at the lowest possible level, the parties agree to establish a Joint joint Labor-Management training program for Stewards stewards and Frontfront-Line line supervisors. 2. B. No later than September 30, 2019, or another date mutually agreed upon by the parties, the Union and City representatives will have established a curriculum and training program that will provide skills for both stewards and front-line supervisors in the processing and resolution of grievances and other workplace issues in a cooperative, problem-solving manner. Upon completion of the program, both union stewards and front-line supervisors will be certified. 3. C. Stewards certified through this training shall be authorized to spend up to two (2) hours of City time to investigate each dispute raised under Article 3.1 (Grievance Procedure) Procedure of this MOU. 4. D. As is practicable, grievances will be heard by certified supervisors.

UNION STEWARDS‌ Section I. 1. The Union may designate a reasonable number of Union Stewards union stewards or other Union union representative, who must be members of the Union, and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated and revised lists within 30 calendar days of any changes in said designations. A xxxxxxx may represent a grievant in the presentation of a grievance at all levels of the grievance procedure. A xxxxxxx may represent an employee in pre-disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. 2. An employee and the employee’s xxxxxxx may have a reasonable amount of paid time off for the above-listed activities. However, a xxxxxxx will receive paid time off only if the xxxxxxx is the representative of record; is a member of the same Union as the employee; is employed by the same department, office, or bureau; and is employed within a reasonable distance from the work location of the employee. 3. If a xxxxxxx must leave the xxxxxxx’x work location to represent an employee, the xxxxxxx shall first obtain permission from the xxxxxxx’x supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an undue interruption of work. If such permission cannot be granted promptly, the xxxxxxx will be informed when time can be made available. Such time will not be more than 48 hours after the time of the xxxxxxx’x request, excluding scheduled days off and/or legal holidays, unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure in this MOUArticle, equal to the amount of the delay. 4. Before leaving the xxxxxxx’x work location, the xxxxxxx shall contact the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s supervisor who will make arrangements for the requested meeting. 5. Time spent on grievances, or the pre-disciplinary representation activities described in this Article, outside of regular working hours of the employee or the xxxxxxx shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the xxxxxxx, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as provided in this Article, is limited to the actual representation of employees and does not include time for investigation, preparation, or any other preliminary activity. 1. In order to facilitate the expeditious resolution of workplace disputes at the lowest possible level, the parties agree to establish a Joint joint Labor-Management training program for Stewards stewards and Frontfront-Line line supervisors. 2. No later than September 30, 2019, or another date mutually agreed upon by the parties, the Union and City representatives will have established a curriculum and training program that will provide skills for both stewards and front-line supervisors in the processing and resolution of grievances and other workplace issues in a cooperative, problem-solving manner. Upon completion of the program, both union stewards and front-line supervisors will be certified. 3. Stewards certified through this training shall be authorized to spend up to two (2) hours of City time to investigate each dispute raised under Article 3.1 (Grievance Procedure) Procedure of this MOU. 4. As is practicable, grievances will be heard by certified supervisors.

UNION STEWARDS‌ Section I. 1. A. The Union may designate a reasonable number of Union Stewards or other Union representative, who must be members of the Union, and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated and revised lists within 30 calendar days of any changes in said designations. A xxxxxxx may represent a grievant in the presentation of a grievance at all levels of the grievance procedure. A xxxxxxx may represent an employee in pre-disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. 2. An employee B. The grievant and the employee’s xxxxxxx may have a reasonable amount his/her representative shall be allowed to present grievances during scheduled hours of paid time off for the above-listed activitieswork. However, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowed. The grievant shall arrange any necessary time off with the immediate supervisor for presenting the grievance beyond the informal level. The xxxxxxx will receive paid time off only if the xxxxxxx is the representative of record; he/she is a member of the Union; is in the same Union Unit as the employeegrievant; is employed by the same department, office, or bureaudepartment as the grievant; and is employed within a reasonable distance from the work location of the employeegrievant (within the same recreation district in the Department of Recreation and Parks); and the grievance is presented during the representative’s scheduled hours of work. 3. C. If a xxxxxxx must leave the xxxxxxx’x work location to represent an employee, the xxxxxxx shall first obtain permission from the xxxxxxx’x supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an undue unreasonable interruption of work. If such permission cannot be granted promptly, the xxxxxxx will be informed when time can be made available. Such time will not be more than 48 hours after the time of the xxxxxxx’x request, excluding scheduled days off and/or legal holidays, unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure in this MOU, equal to the amount of the delay. 4. D. Before leaving the xxxxxxx’x work location, the xxxxxxx shall contact the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s supervisor who will make arrangements for the requested meeting. 5. E. Time spent on grievances, or the pre-disciplinary representation activities described in this Article, outside of regular working hours of the employee or the xxxxxxx shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the xxxxxxx, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as provided in this Article, is limited to the actual representation of employees and does not include time for investigation, preparation, or any other preliminary activity. 1. A. In order to facilitate the expeditious resolution of workplace disputes at the lowest possible level, the parties agree to establish a Joint joint Labor-Management training program for Stewards stewards and Frontfront-Line line supervisors. 2. B. No later than September 30, 2019, or another date mutually agreed upon by the parties, the Union and City representatives will have established a curriculum and training program that will provide skills for both stewards and front-line supervisors in the processing and resolution of grievances and other workplace issues in a cooperative, problem-solving manner. Upon completion of the program, both union stewards and front-line supervisors will be certified. 3. Stewards X. Xxxxxxxx certified through this training shall be authorized to spend up to two (2) hours of City time to investigate each dispute raised under Article 3.1 (Grievance Procedure) Procedure of this MOU. 4. D. As is practicable, grievances will be heard by certified supervisors.

UNION STEWARDS‌ Section I. 1. A. The Union may designate a reasonable number of Union Stewards or other Union representative, who must be members of the Union, and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated and revised lists within 30 calendar days of any changes in said designations. A xxxxxxx may represent a grievant in the presentation of a grievance at all levels of the grievance procedure. A xxxxxxx may represent an employee in pre-disciplinary hearings (Xxxxxx) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. 2. An employee B. The grievant and the employee’s xxxxxxx may have a reasonable amount his/her representative shall be allowed to present grievances during scheduled hours of paid time off for the above-listed activitieswork. However, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowed. The grievant shall arrange any necessary time off with the immediate supervisor for presenting the grievance beyond the informal level. The xxxxxxx will receive paid time off only if the xxxxxxx is the representative of record; is they are a member of the Union; is in the same Union Unit as the employeegrievant; is employed by the same department, office, or bureaudepartment as the grievant; and is employed within a reasonable distance from the work location of the employeegrievant (within the same recreation district in the Department of Recreation and Parks); and the grievance is presented during the representative’s scheduled hours of work. 3. C. If a xxxxxxx must leave the xxxxxxx’x work location to represent an employee, the xxxxxxx shall first obtain permission from the xxxxxxx’x supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an undue unreasonable interruption of work. If such permission cannot be granted promptly, the xxxxxxx will be informed when time can be made available. Such time will not be more than 48 hours after the time of the xxxxxxx’x request, excluding scheduled days off and/or legal holidays, unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure in this MOU, equal to the amount of the delay. 4. D. Before leaving the xxxxxxx’x work location, the xxxxxxx shall contact the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the xxxxxxx will report to the employee’s supervisor who will make arrangements for the requested meeting. 5. E. Time spent on grievances, or the pre-disciplinary representation activities described in this Article, outside of regular working hours of the employee or the xxxxxxx shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the xxxxxxx, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as provided in this Article, is limited to the actual representation of employees and does not include time for investigation, preparation, or any other preliminary activity. 1. A. In order to facilitate the expeditious resolution of workplace disputes at the lowest possible level, the parties agree to establish a Joint joint Labor-Management training program for Stewards stewards and Frontfront-Line line supervisors. 2. B. No later than September 30, 2019, or another date mutually agreed upon by the parties, the Union and City representatives will have established a curriculum and training program that will provide skills for both stewards and front-line supervisors in the processing and resolution of grievances and other workplace issues in a cooperative, problem-solving manner. Upon completion of the program, both union stewards and front-line supervisors will be certified. 3. C. Stewards certified through this training shall be authorized to spend up to two (2) hours of City time to investigate each dispute raised under Article 3.1 (Grievance Procedure) Procedure of this MOU. 4. D. As is practicable, grievances will be heard by certified supervisors.