Shop Stewards 15. The Union may select one ▇▇▇▇▇▇▇ and/or alternate ▇▇▇▇▇▇▇ in each department or bureau in which employees covered by this CBA are working. A ▇▇▇▇▇▇▇ shall only deal with grievances within or related to the ▇▇▇▇▇▇▇'▇ department or bureau.
16. The Union shall furnish the City with an accurate list of shop stewards. The Union may submit amendments to this list at any time because of the permanent absence of a designated shop ▇▇▇▇▇▇▇. If a shop ▇▇▇▇▇▇▇ is not officially designated in writing, by the Union, none will be recognized.
17. The Union and the City recognize that it is the responsibility of the shop ▇▇▇▇▇▇▇ to assist in the resolution of grievances or disputes at the lowest possible level.
18. While handling grievances, discipline, or meeting with the City representatives concerning matters affecting the working conditions and status of employees covered by this CBA, not more than two shop stewards shall be allowed time off during normal working hours to perform such duties without loss of pay; provided, however, that time off for investigation shall be reasonably related to the difficulty of the grievance. No ▇▇▇▇▇▇▇ shall leave the duty or work station or assignment without specific approval of the employee's department head or other authorized manager. Such release time for the shop ▇▇▇▇▇▇▇ shall not be unreasonably denied.
19. If, in the judgment of the supervisor, permission cannot be granted immediately to the shop ▇▇▇▇▇▇▇ to investigate or present a grievance during on duty time, such permission shall be granted by the supervisor no later than the next working day from the date the shop ▇▇▇▇▇▇▇ was denied permission, unless the parties agree to an alternative time.
20. In handling grievances or disciplinary matters, the shop ▇▇▇▇▇▇▇ shall have the right to:
21. Consult with the affected employee regarding the presentation of a grievance after the employee has requested the assistance or presence of the shop ▇▇▇▇▇▇▇.
22. Present to a supervisor a grievance, which has been requested by an employee or group of employees, for resolution or adjustment.
23. Investigate any such grievance so that such grievance can be properly discussed with the supervisor or the designated representative.
24. Attend meetings with supervisors or other city representatives when such meetings are necessary to adjust grievances or represent employees in disciplinary matters. In scheduling meetings, due consideration shall be given to the operating needs and work schedules of the department, division, or section in which the employees are employed. Release time for the shop ▇▇▇▇▇▇▇ shall not be unreasonably denied.
25. In emergency situations, where immediate disciplinary action may be taken because of violation of law or a City or departmental rule (theft, etc.), the shop ▇▇▇▇▇▇▇ shall, if possible, be granted immediate permission to leave his/her post of duty to assist the employee.
26. Shop stewards shall not interfere with the work of any employee.
27. Pursuant to the ▇▇▇▇▇▇-▇▇▇▇▇▇-▇▇▇▇▇ Act and Employee Relations Ordinance, a reasonable number of stewards or other designated employees may attend during working hours with no loss of pay, meetings scheduled with representatives of the Appointing Officer for the purpose of meeting and conferring on terms and conditions of employment, and may participate in the discussions, deliberations and decisions at such meeting.
28. Stewards shall receive timely notice of departmental orientation sessions, and shall be permitted to make appearances at departmental orientation sessions, in order to distribute Union materials and to discuss employee rights and obligations under this CBA. The Union and a department or bureau may agree to other arrangements for contact between stewards and new employees.
Reporting of Total Compensation of Subrecipient Executives 1. Applicability and what to report. Unless you are exempt as provided in paragraph d. of this award term, for each first-tier subrecipient under this award, you shall report the names and total compensation of each of the subrecipient's five most highly compensated executives for the subrecipient's preceding completed fiscal year, if--
i. in the subrecipient's preceding fiscal year, the subrecipient received--
(A) 80 percent or more of its annual gross revenues from Federal procurement contracts (and subcontracts) and Federal financial assistance subject to the Transparency Act, as defined at 2 CFR 170.320 (and subawards); and
(B) $25,000,000 or more in annual gross revenues from Federal procurement contracts (and subcontracts), and Federal financial assistance subject to the Transparency Act (and subawards); and
ii. The public does not have access to information about the compensation of the executives through periodic reports filed under section 13(a) or 15(d) of the Securities Exchange Act of 1934 (15 U.S.C. 78m(a), 78o(d)) or section 6104 of the Internal Revenue Code of 1986. (To determine if the public has access to the compensation information, see the U.S. Security and Exchange Commission total compensation filings at ▇▇▇▇://▇▇▇.▇▇▇.▇▇▇/answers/execomp.htm.)
2. Where and when to report. You must report subrecipient executive total compensation described in paragraph c.1. of this award term:
i. To the recipient.
ii. By the end of the month following the month during which you make the subaward. For example, if a subaward is obligated on any date during the month of October of a given year (i.e., between October 1 and 31), you must report any required compensation information of the subrecipient by November 30 of that year.
Supervisory Employees For the purposes of this Article, the parties agree that Supervisory positions are those that are not excluded under Article 2.0 above and that satisfy the following criteria:
a) Employees on Salary Schedule 01 who under Plan A "Nature of Supervision" have either Degree 3 (or higher) or its equivalent;
b) Employees on Schedules 02 or 03 on condition they normally supervise other employees.
Job Stewards Job Stewards shall be recognized on all jobs and they shall not be discriminated against. It will be his/her duty to attend to all complaints between the workers on the job and the company to endeavor to reach a settlement before these complaints become grievances.
CLASSIFICATION OF EMPLOYEES Section 1. A full-time employee shall be deemed to be any employee regularly scheduled to work forty (40) hours per week. A regular employee is one whose employment is reasonably expected to continue for longer than fifteen (15) months.
Section 2. A part-time employee shall be deemed to be any employee regularly scheduled to work less than forty (40) hours per week.
Section 3. The Company shall have the right to reduce employee classifications from full-time to part-time or to increase employee classifications from part-time to full-time. Should the Company deem it appropriate to reclassify full-time employees to part-time employees, it will seek volunteers from the affected group and then force in reverse order of seniority.
Section 4. A temporary employee is one who is engaged for a specific project or a limited period, with the definite understanding that his/her employment is to terminate upon completion of the project or at the end of the period, and whose employment is expected to continue for more than three (3) consecutive weeks, but not more than fifteen (15) months. The termination of the employment of such temporary employees shall not be subject to the grievance or arbitration provisions of this Agreement.
Section 5. Agency workers and independent contractors shall not be deemed to be employees of the Company and, as such, shall not be covered by any of the terms or conditions of this Agreement.