Common use of Processing Grievances Clause in Contracts

Processing Grievances. Union representatives who are members of Judicial Branch bargaining units and grievant(s) will be permitted a reasonable amount of time to process grievances during their regularly scheduled hours of employment. Processing grievances shall be defined as investigating, filing and attending any step meetings and/or hearings regarding grievances. However, only one (1) local Union representative will be in pay status for any one grievance. Whenever possible the Union representatives will provide twenty-four (24) hours’ notice to their supervisor. Further, in a group grievance, up to three (3) percent but not less than one (1) nor more than ten (10) of the grievants shall be in pay status as spokesperson(s) for the group. Group grievances are defined as, and limited to, those grievances which cover more than one (1) employee, and which involve like circumstances and facts for the grievants involved. The Employer is not responsible for any compensation of employees or Union representatives for time spent processing grievances for the Judicial Branch outside their regularly scheduled hours of employment. The Employer is not responsible for any compensation of employees or Union representatives for time spent during their regularly scheduled hours of employment to process grievances brought forth from other branches or agencies not under the Judicial Branch. The Employer is not responsible for any travel or subsistence expenses incurred by grievants or Union representatives in the processing of any grievances. However, with the Director of Human Resources approval, a Union representative may be allowed time off to process grievances outside of the Judicial Branch.

Processing Grievances. Union representatives who are members of Judicial Branch or Executive Branch bargaining units and grievant(s) grievants will be permitted a reasonable amount of time to process grievances during their regularly scheduled hours of employment. Processing grievances shall be defined as investigating, filing filing, and attending any step meetings meeting and/or hearings hearing regarding grievances. However, only one (1) local Union representative will be in pay status for any one (1) grievance. Whenever possible possible, the Union representatives will provide twenty-four (24) hours’ hours notice to their supervisorsupervisor(s). Further, in a group grievance, up to three percent (3) percent %), but not less than one (1) nor more than ten (10) of the grievants shall be in pay status as spokesperson(s) for the group. Group grievances are defined as, and limited to, those grievances which cover more than one (1) employee, employee and which involve like circumstances and facts for the grievants involved. The Employer is not responsible for any compensation of employees or Union representatives for time spent processing grievances for the Judicial Branch outside their regularly scheduled hours of employment. The Employer is not responsible for any compensation of employees or Union representatives for time spent during their regularly scheduled hours of employment to process grievances brought forth from other branches or agencies not under the Judicial Branch. The Employer is not responsible for any travel or subsistence expenses incurred by grievants or Union representatives in the processing of any grievances. HoweverNotwithstanding the foregoing provisions of this Section, with the Director Employer agrees to conduct all grievance meetings involving third shift employees either during that shift or at a time which is contiguous to the employee’s shift. The Employer is not responsible for any compensation of Human Resources approvalthird shift employees for such grievance meetings unless the Employer specifically requests, a Union representative may or if the parties mutually agree, that the grievant attend the hearing, in which case the grievant shall be allowed compensated for the actual time off to process grievances outside spent in such hearing at his/her regular hourly rate and shall not be counted as hours worked for purposes of the Judicial Branchcomputing overtime.

Processing Grievances. Union representatives who are members of Judicial Branch or Executive Branch bargaining units and grievant(s) grievants will be permitted a reasonable amount of time to process grievances during their regularly scheduled hours of employment. Processing grievances shall be defined as investigating, filing filing, and attending any step meetings meeting and/or hearings hearing regarding grievances. However, only one (1) local Union representative will be in pay status for any one (1) grievance. Whenever possible possible, the Union representatives will provide twenty-four (24) hours’ hours notice to their supervisorsupervisor(s). Further, in a group grievance, up to three percent (3) percent %), but not less than one (1) nor more than ten (10) of the grievants shall be in pay status as spokesperson(s) for the group. Group grievances are defined as, and limited to, those grievances which cover more than one one (1) employee, employee and which involve like circumstances and facts for the grievants involved. The Employer is not responsible for any compensation of employees or Union representatives for time spent processing grievances for the Judicial Branch outside their regularly scheduled hours of employment. The Employer is not responsible for any compensation of employees or Union representatives for time spent during their regularly scheduled hours of employment to process grievances brought forth from other branches or agencies not under the Judicial Branch. The Employer is not responsible for any travel or subsistence expenses incurred by grievants or Union representatives in the processing of any grievances. HoweverNotwithstanding the foregoing provisions of this Section, with the Director Employer agrees to conduct all grievance meetings involving third shift employees either during that shift or at a time which is contiguous to the employee’s shift. The Employer is not responsible for any compensation of Human Resources approvalthird shift employees for such grievance meetings unless the Employer specifically requests, a Union representative may or if the parties mutually agree, that the grievant attend the hearing, in which case the grievant shall be allowed compensated for the actual time off to process grievances outside spent in such hearing at his/her regular hourly rate and shall not be counted as hours worked for purposes of the Judicial Branchcomputing overtime.

Processing Grievances. Union representatives who are members of Judicial Branch or Executive Branch bargaining units and grievant(s) grievants will be permitted a reasonable amount of time to process grievances during their regularly scheduled hours of employment. Processing grievances shall be defined as investigating, filing filing, and attending any step meetings and/or hearings hearing(s) regarding grievances. However, only one (1) local Union representative will be in pay status for any one (1) grievance. Whenever possible possible, the Union representatives will provide twenty-twenty- four (24) hours’ hours notice to their supervisorsupervisor(s). Further, in a group grievance, up to three (3) percent percent, but not less than one (1) nor more than ten (10) ), of the grievants shall be in pay status as spokesperson(s) for the group. Group grievances are defined as, and limited to, those grievances which cover more than one (1) employee, employee and which involve like circumstances and facts for the grievants involved. The Employer is not responsible for any compensation of employees or Union representatives for time spent processing grievances for the Judicial Branch outside their regularly scheduled hours of employment. The Employer is not responsible for any compensation of employees or Union representatives for time spent during their regularly scheduled hours of employment to process grievances brought forth from other branches or agencies not under the Judicial Branch. The Employer is not responsible for any travel or subsistence expenses incurred by grievants or Union representatives in the processing of any grievances. HoweverNotwithstanding the foregoing provisions of this Section, with the Director Employer agrees to conduct all grievance meetings involving third shift employees either during that shift or at a time which is contiguous to the employee’s shift. The Employer is not responsible for any compensation of Human Resources approvalthird shift employees for such grievance meetings unless the Employer specifically requests, a Union representative may or if the parties mutually agree, that the grievant attend the hearing, in which case the grievant shall be allowed compensated for the actual time off to process grievances outside spent in such hearing at his/her regular hourly rate and shall not be counted as hours worked for purposes of the Judicial Branchcomputing overtime.

Processing Grievances. Union representatives who are members of Judicial Branch or Executive Branch bargaining units and grievant(s) grievants will be permitted a reasonable amount of time to process grievances during their regularly scheduled hours of employment. Processing grievances griev- ances shall be defined as investigating, filing filing, and attending any step meetings and/or hearings hearing(s) regarding grievances. However, only one (1) local Union union representative will be in pay status for any one one (1) grievance. Whenever possible the Union representatives union repre- sentatives will provide twenty-four (24) hours’ hours notice to their supervisorsupervisor(s). Further, in a group grievance, up to three (3) percent percent, but not less than one (1) nor more than ten (10) ), of the grievants shall be in pay status as spokesperson(s) for the group. Group grievances are defined as, and limited to, those grievances which cover more than one (1) employee, employee and which involve like circumstances and facts for the grievants involved. The Employer is not responsible for any compensation compensa- tion of employees or Union union representatives for time spent processing grievances for the Judicial Branch outside their regularly scheduled hours of employment. The Employer is not responsible for any compensation of employees or Union representatives for time spent during their regularly scheduled hours of employment to process grievances brought forth from other branches or agencies not under the Judicial Branch. The Employer is not responsible for any travel or subsistence expenses incurred by grievants or Union representatives in the processing of any grievances. HoweverNotwithstanding the foregoing provisions of this Section, with the Director Employer agrees to conduct all grievance meetings involving third shift employees either during that shift or at a time which is contiguous to the employee’s shift. The Employer is not responsible for any compensation of Human Resources approvalthird shift employees for such grievance meetings unless the Employer specifically requests, a Union representative may or if the parties mutually agree, that the grievant attend the hearing, in which case the grievant shall be allowed compensated for the actual time off to process grievances outside spent in such hearing at his/her regular hourly rate and shall not be counted as hours worked for purposes of the Judicial Branchcomputing overtime.

Processing Grievances. Union representatives who are members of Judicial Executive Branch bargaining units and grievant(s) grievants will be permitted a reasonable amount of time to process grievances during their regularly scheduled hours of employment. Processing grievances shall be defined as investigating, filing filing, and attending any step meetings meeting and/or hearings hearing regarding grievances. However, only one (1) local Union representative will be in pay status for any one (1) grievance. Whenever possible possible, the Union representatives will provide twenty-four (24) hours’ hours notice to their supervisorsupervisor(s). Further, in a group grievance, up to three percent (3) percent %), but not less than one (1) nor more than ten (10) of the grievants shall be in pay status as spokesperson(s) for the group. Group grievances are defined as, and limited to, those grievances which cover more than one (1) employee, employee and which involve like circumstances and facts for the grievants involved. The Employer is not responsible for any compensation of employees or Union representatives for time spent processing grievances for the Judicial Branch outside their regularly scheduled hours of employment. The Employer is not responsible for any compensation of employees or Union representatives for time spent during their regularly scheduled hours of employment to process grievances brought forth from other branches or agencies not under the Judicial Branch. The Employer is not responsible for any travel or subsistence expenses incurred by grievants or Union representatives in the processing of any grievances. HoweverNotwithstanding the foregoing provisions of this Section, with the Director Employer agrees to conduct all grievance meetings involving third shift employees either during that shift or at a time which is contiguous to the employee’s shift. The Employer is not responsible for any compensation of Human Resources approvalthird shift employees for such grievance meetings unless the Employer specifically requests, a Union representative may or if the parties mutually agree, that the grievant attend the hearing, in which case the grievant shall be allowed compensated for the actual time off to process grievances outside spent in such hearing at his/her regular hourly rate and shall not be counted as hours worked for purposes of the Judicial Branchcomputing overtime.

Processing Grievances. Union representatives who are members of Judicial Branch or Executive Branch bargaining units and grievant(s) grievants will be permitted a reasonable amount of time to process grievances during their regularly scheduled hours of employment. Processing grievances shall be defined as investigating, filing filing, and attending any step meetings meeting and/or hearings hearing regarding grievances. However, only one (1) local Union representative will be in pay status for any one (1) grievance. Whenever possible possible, the Union representatives will provide twenty-four (24) hours’ hours notice to their supervisorsupervisor(s). Further, in a group grievance, up to three percent (3) percent %), but not less than one (1) nor more than ten (10) of the grievants shall be in pay status as spokesperson(s) for the group. Group grievances are defined as, and limited to, those grievances which cover more than one one (1) employee, ) employee and which involve like circumstances and facts for the grievants involved. The Employer is not responsible for any compensation of employees or Union representatives for time spent processing grievances for the Judicial Branch outside their regularly scheduled regularlyscheduled hours of employment. The Employer is not responsible for any compensation of employees or Union representatives for time spent during their regularly scheduled hours of employment to process grievances brought forth from other branches or agencies not under the Judicial Branch. The Employer is not responsible for any travel or subsistence expenses incurred by grievants or Union representatives in the processing of any grievances. HoweverNotwithstanding the foregoing provisions of this Section, with the Director Employer agrees to conduct all grievance meetings involving third shift employees either during that shift or at a time which is contiguous to the employee’s shift. The Employer is not responsible for any compensation of Human Resources approvalthird shift employees for such grievance meetings unless the Employer specifically requests, a Union representative may or if the parties mutually agree, that the grievant attend the hearing, in which case the grievant shall be allowed compensated for the actual time off to process grievances outside spent in such hearing at his/her regular hourly rate and shall not be counted as hours worked for purposes of the Judicial Branchcomputing overtime.