Common use of Handling of Grievances Clause in Contracts

Handling of Grievances. The Union shall designate a reasonable number of extra-help Stewards to assist in resolving grievances. The designation will depend on such circumstances as geographical locations, hours of employment, and departmental organizational structure. The Union shall notify the Director of Human Resources in writing of the individuals so designated. Alternates may be designated to perform ▇▇▇▇▇▇▇ functions only during the absence or unavailability of the stewards except by mutual agreement of the parties. Extra-help stewards may be relieved from their assigned work duties by their supervisors to investigate and process grievances initiated by other extra-help employees within the same representation unit. Requests for release time shall not be denied unreasonably. Extra-help stewards shall promptly report to the Union any grievances which may arise and cannot be adjusted on the job. Supervisory extra-help employees shall not represent non-supervisory extra-help employees in a grievance procedure where such activity might result in a conflict of interest. If an extra-help ▇▇▇▇▇▇▇ is relieved from their duties to investigate and process a grievance, other stewards shall not be released for that grievance. Whenever an extra-help employee is required to meet with a supervisor and the extra-help employee reasonably anticipates that such meeting will involve questioning leading to disciplinary action, they shall be entitled to have a ▇▇▇▇▇▇▇ present if they so request. Only one (1) ▇▇▇▇▇▇▇ may attend such meetings. It is not the intention of this provision to allow the presence of a ▇▇▇▇▇▇▇ during the initial discussion(s) of an extra-help employee's performance evaluation.

Handling of Grievances. The Union shall designate a reasonable number of extra-help Stewards to assist in resolving grievances. The designation will depend on such circumstances as geographical locations, hours of employment, and departmental organizational structure. The Union shall notify the Director of Human Resources in writing of the individuals so designated. Alternates may be designated to perform ▇▇▇▇▇▇▇ functions only during the absence or unavailability of the stewards except by mutual agreement of the parties. Extra-help stewards may be relieved from their assigned work duties by their supervisors to investigate and process grievances initiated by other extra-help employees workers within the same work area or representation unit. Requests for release time shall not be denied unreasonably. Extra-help stewards shall promptly report to the Union any grievances which may arise and cannot be adjusted on the job. Supervisory extra-help employees workers shall not represent non-supervisory extra-extra- help employees workers in a grievance procedure where such activity might result in a conflict of interest. Neither an extra-help ▇▇▇▇▇▇▇ nor the Union shall order any changes, and no change shall be made except with the consent of the appropriate department heads. If an extra-help ▇▇▇▇▇▇▇ is relieved from their his/her duties to investigate and process a grievance, other stewards shall not be released for that grievance. Whenever an extra-help employee worker is required to meet with a supervisor and the extra-help employee worker reasonably anticipates that such meeting will involve questioning leading to disciplinary action, they he/she shall be entitled to have a ▇▇▇▇▇▇▇ present if they he/she so requestrequests. Only one (1) ▇▇▇▇▇▇▇ may attend such meetings. It is not the intention of this provision to allow the presence of a ▇▇▇▇▇▇▇ during the initial discussion(s) of an extra-help employeeworker's performance evaluation.

Handling of Grievances. The Union shall designate a reasonable number of extra-help Stewards to assist in resolving grievances. The designation will depend on such circumstances as geographical locations, hours of employment, and departmental organizational structure. The Union shall notify the Director of Human Resources Department Director in writing of the individuals so designated. Alternates may be designated to perform ▇▇▇▇▇▇▇ functions only during the absence or unavailability of the stewards Stewards except by mutual agreement of the parties. Extra-help stewards Stewards may be relieved from their assigned work duties by their supervisors to investigate and process grievances initiated by other extra-help employees within the same work area or representation unitunit including participating in Steps 1-4 of the grievance process as described in Section 38.2. Requests for release time shall not be denied unreasonably. Extra-help stewards Stewards shall promptly report to the Union any grievances which may arise and cannot be adjusted on the job. Supervisory extra-help employees shall not represent non-supervisory extra-help employees in a grievance procedure where such activity might result in a conflict of interest. If an extra-help ▇▇▇▇▇▇▇ is relieved from their duties to investigate and process a grievance, other stewards shall not be released for that grievance. Whenever an extra-help employee is required to meet with a supervisor and the extra-help employee reasonably anticipates that such meeting will involve questioning leading to disciplinary action, they shall be entitled to have Neither a ▇▇▇▇▇▇▇ present nor the Union shall order any changes, and no change shall be made except with the consent of the appropriate department heads. The Union shall notify the County in advance of an investigatory meeting if they so request. Only one (1) wish to have released an additional ▇▇▇▇▇▇▇ for training purposes. Requests for release for training purposes shall not be unreasonably denied. Any denial may attend such meetings. It is not be appealed to the intention of this provision to allow the presence of a ▇▇▇▇▇▇▇ during the initial discussion(s) of an extra-help employee's performance evaluationEmployee Relations Manager whose decision shall be final.

Handling of Grievances. The Union shall designate a reasonable number of extra-help Stewards to assist in resolving grievances. The designation will depend on such circumstances as geographical locations, hours of employment, and departmental organizational structure. The Union shall notify the Director of Human Resources in writing of the individuals so designated. Alternates may be designated to perform ▇▇▇▇▇▇▇ functions only during the absence or unavailability of the stewards except by mutual agreement of the parties. Extra-help stewards may be relieved from their assigned work duties by their supervisors to investigate and process grievances initiated by other extra-help employees workers within the same work area or representation unit. Requests for release time shall not be denied unreasonably. Extra-help stewards shall promptly report to the Union any grievances which may arise and cannot be adjusted on the job. Supervisory extra-help employees workers shall not represent non-supervisory extra-help employees workers in a grievance procedure where such activity might result in a conflict of interest. Neither an extra-help ▇▇▇▇▇▇▇ nor the Union shall order any changes, and no change shall be made except with the consent of the appropriate department heads. If an extra-help ▇▇▇▇▇▇▇ is relieved from their his/her duties to investigate and process a grievance, other stewards shall not be released for that grievance. Whenever an extra-help employee worker is required to meet with a supervisor and the extra-help employee worker reasonably anticipates that such meeting will involve questioning leading to disciplinary action, they he/she shall be entitled to have a ▇▇▇▇▇▇▇ present if they he/she so requestrequests. Only one (1) ▇▇▇▇▇▇▇ may attend such meetings. It is not the intention of this provision to allow the presence of a ▇▇▇▇▇▇▇ during the initial discussion(s) of an extra-extra- help employeeworker's performance evaluation.

Handling of Grievances. The Union shall designate a reasonable number of extra-help Stewards to assist in resolving grievances. The designation will depend on such circumstances as geographical locations, hours of employment, and departmental organizational structure. The Union shall notify the Employee and Public Services Director of Human Resources in writing of the individuals so designated. Alternates may be designated to perform ▇▇▇Ste▇▇▇▇ functions ▇▇nctions only during the absence or unavailability of the stewards Stewards except by mutual agreement of the parties. Extra-help stewards Stewards may be relieved from their assigned work duties by their supervisors to investigate and process grievances initiated by other extra-help employees within the same work area or representation unit. Requests for release time shall not be denied unreasonably. Extra-help stewards Stewards shall promptly report to the Union any grievances which may arise and cannot be adjusted on the job. Supervisory extra-help employees shall not represent non-supervisory extra-help employees in a grievance procedure where such activity might result in a conflict of interest. If an extra-help ▇▇▇Neither a Ste▇▇▇▇ is relieved from their duties to investigate ▇▇r the Union shall order any changes, and process a grievance, other stewards no change shall not be released for that grievancemade except with the consent of the appropriate department heads. Whenever an extra-help employee is required to meet with a supervisor and the extra-help employee reasonably anticipates that such meeting will involve questioning leading to disciplinary action, they he/she shall be entitled to have a ▇▇▇Ste▇▇▇▇ present if they so request. Only one (1) ▇▇▇▇▇▇▇ may attend such meetingsesent if he/she so requests. It is not the intention of this provision to allow the presence of a ▇▇▇Ste▇▇▇▇ during ▇▇ring the initial discussion(s) of an extra-help employee's performance evaluation.

Handling of Grievances. The Union shall designate a reasonable number of extra-help Stewards to assist in resolving grievances. The designation will depend on such circumstances as geographical locations, hours of employment, and departmental organizational structure. The Union shall notify the Employee and Public Services Director of Human Resources in writing of the individuals so designated. Alternates may be designated to perform ▇▇▇▇▇▇▇ functions only during the absence or unavailability of the stewards Stewards except by mutual agreement of the parties. Extra-help stewards Stewards may be relieved from their assigned work duties by their supervisors to investigate and process grievances initiated by other extra-help employees within the same work area or representation unit. Requests for release time shall not be denied unreasonably. Extra-help stewards Stewards shall promptly report to the Union any grievances which may arise and cannot be adjusted on the job. Supervisory extra-help employees shall not represent non-supervisory extra-help employees in a grievance procedure where such activity might result in a conflict of interest. If an extra-help Neither a ▇▇▇▇▇▇▇ is relieved from their duties to investigate nor the Union shall order any changes, and process a grievance, other stewards no change shall not be released for that grievancemade except with the consent of the appropriate department heads. Whenever an extra-help employee is required to meet with a supervisor and the extra-help employee reasonably anticipates that such meeting will involve questioning leading to disciplinary action, they he/she shall be entitled to have a ▇▇▇▇▇▇▇ present if they he/she so request. Only one (1) ▇▇▇▇▇▇▇ may attend such meetingsrequests. It is not the intention of this provision to allow the presence of a ▇▇▇▇▇▇▇ during the initial discussion(s) of an extra-help employee's performance evaluation.

Handling of Grievances. The Union shall designate a reasonable number of extra-help Stewards to assist in resolving grievances. The designation will depend on such circumstances as geographical locations, locations and hours of employment, and departmental organizational structure. The Union shall notify the Executive Director of Human Resources in writing of the individuals so designated. Alternates may be designated to perform ▇▇▇▇▇▇▇ functions only during the absence or unavailability of the stewards except by mutual agreement of the partiesStewards. Extra-help stewards Stewards may be relieved from their assigned work duties by their supervisors to investigate and process grievances initiated by other extra-help employees within the same representation unitwork area up to a maximum of eighty (80) hours total for all stewards per year; provided, however, that the eighty (80) hour limit may be exceeded in cases where disciplinary action is pending. Requests for release time shall not be denied unreasonably. Extra-help stewards Stewards shall promptly report to the Union any grievances which may arise and cannot be adjusted on the job. Supervisory extra-help employees shall not represent non-supervisory extra-help employees in a grievance procedure where such activity might result in a conflict of interest. If an extra-help Neither a ▇▇▇▇▇▇▇ is relieved from their duties to investigate nor the Union shall order any chanqes, and process a grievance, other stewards no change shall not be released for that grievance. made except with the consent of the Executive Director Whenever an extra-help employee is required to meet with a supervisor and the extra-help employee reasonably anticipates that such meeting will involve questioning leading to disciplinary action, they he/she shall be entitled to have a ▇▇▇▇▇▇▇ present if they he/she so request. Only one (1) ▇▇▇▇▇▇▇ may attend such meetingsrequests. It is not the intention of this provision to allow the presence of a ▇▇▇▇▇▇▇ during the initial discussion(s) of an extra-help employee's performance evaluation.