SHOP STEWARDS WORKING LESS THAN FULL TIME Sample Clauses

The "Shop Stewards Working Less Than Full Time" clause defines the terms and conditions for shop stewards who are employed on a part-time basis. It typically outlines how their union-related duties, rights, and entitlements are adjusted to reflect their reduced working hours, such as proportional allocation of paid time off for union activities or representation. This clause ensures that part-time shop stewards receive fair and appropriate treatment compared to their full-time counterparts, addressing potential disparities and clarifying expectations for both the employer and the union.
SHOP STEWARDS WORKING LESS THAN FULL TIME. After obtaining supervisory permission, shop stewards employed two-fifths time or more (but less than full-time) will be permitted to leave their normal work area during on-duty time not to exceed four hours per pay period in order to assist in investigation of facts and assist in presentation of a grievance.
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SHOP STEWARDS WORKING LESS THAN FULL TIME. After obtaining supervisory permission, shop stewards employed two-fifths time or more, but less than full time, will be permitted to leave their normal work area during on-duty time not to exceed two hours per week in order to assist in investigation of facts and assist in presentation of a grievance. The ▇▇▇▇▇▇▇'▇ workload may be adjusted to the extent the Agency/Department Head feels it is appropriate. To obtain permission to investigate a grievance on on-duty time, the shop ▇▇▇▇▇▇▇ shall advise the supervisor of the grievant of his/her investigation of the facts and the general nature of the grievance. The shop ▇▇▇▇▇▇▇ shall report such time to his/her supervisor as shop ▇▇▇▇▇▇▇ leave (payroll code UNI) for timekeeping purposes. The shop ▇▇▇▇▇▇▇ is permitted to discuss the problem with all employees immediately concerned and, if appropriate, to attempt to achieve settlement with the supervisory personnel involved. Agencies, wards, clients, detainees and outside interested parties will not be contacted by shop stewards as part of the grievance process. The employee may be represented by a shop ▇▇▇▇▇▇▇ at such time as a grievance is reduced to writing. If, in the judgment of the supervisor, because of the necessity of maintaining adequate level of services, permission cannot be granted immediately to the shop ▇▇▇▇▇▇▇ in order to present or investigate a grievance during on-duty time, such permission shall be granted by the supervisor no later than the next working day from the day the shop ▇▇▇▇▇▇▇ was denied permission. Stewards/employees who participate in the meet and confer process and/or participate on a labor-management committee, must report such time to their supervisor as payroll code MCL for meet and confer and payroll code LMC for participation on a labor management committee.
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SHOP STEWARDS WORKING LESS THAN FULL TIME. After obtaining supervisory permission, shop stewards employed two-fifths time or more, but less than full time, will be permitted to leave their normal work area during on-duty time not to exceed four hours per pay period in order to assist in investigation of facts and assist in presentation of a grievance. To obtain permission to investigate a grievance of employee(s) during on-duty time, the ▇▇▇▇▇▇▇ shall advise the supervisor of the affected employee(s) of his/her investigation otherwise the investigation will be conducted on off-duty time. The shop ▇▇▇▇▇▇▇ shall report such time to his/her supervisor as shop ▇▇▇▇▇▇▇ leave for timekeeping purposes. The shop ▇▇▇▇▇▇▇ is permitted to discuss the problem with all employees immediately concerned, and, if appropriate, to attempt to achieve settlement with the supervisory personnel involved. Agencies, wards, clients, detainees and outside interested parties will not be contacted by stewards as part of the grievance process. The employee may be represented by a ▇▇▇▇▇▇▇ at such times as a grievance is reduced to writing.
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SHOP STEWARDS WORKING LESS THAN FULL TIME. After obtaining supervisory permission, shop stewards employed two-fifths time or more, but less than full time, will be permitted to leave their normal work area during on-duty time not to exceed four (4) hours per pay period in order to assist in investigation of facts and assist in presentation of a grievance or a disciplinary action. To obtain permission to investigate a grievance on on-duty time, the ▇▇▇▇▇▇▇ shall advise the supervisor of the grievant of his/her investigation of the facts and the general nature of the grievance. The shop ▇▇▇▇▇▇▇ shall report such time to his/her supervisor as shop ▇▇▇▇▇▇▇ leave (payroll code UNI) for timekeeping purposes. The shop ▇▇▇▇▇▇▇ is permitted to discuss the problem with all employees immediately concerned, and, if appropriate, to attempt to achieve settlement with the supervisory personnel involved. Agencies, wards, clients, detainees and outside interested parties will not be contacted by stewards as part of the grievance process. The employee may be represented by a ▇▇▇▇▇▇▇ at such times as a grievance is reduced to writing. 1. If, in the judgment of the supervisor, because of the necessity of maintaining an adequate level of service, permission cannot be granted immediately to the shop ▇▇▇▇▇▇▇ in order to present or investigate a grievance or a disciplinary action 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.
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SHOP STEWARDS WORKING LESS THAN FULL TIME. After obtaining supervisory permission, shop stewards employed two-fifths (2/5th) time or more, but less than full time, will be permitted to leave their normal work area during on-duty time not to exceed two (2) hours per week in order to assist in investigation of facts and assist in presentation of a grievance or to present at the Probation Department’s New Hire Orientation when a new employee in the chapter is in attendance. The ▇▇▇▇▇▇▇'▇ workload may be adjusted to the extent the Agency/Department Head feels it is appropriate.
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Related to SHOP STEWARDS WORKING LESS THAN FULL TIME

  • 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.

  • 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.

  • Regular Full-Time Employees A regular full-time employee is one who works full-time on a regularly scheduled basis. Regular full-time employees accumulate seniority and are entitled to all benefits outlined in this Collective Agreement.

  • Regular Full-Time Employee A regular full-time employee is one who works full-time on a regularly scheduled basis. Regular full-time employees accumulate seniority on an hourly basis and are entitled to all benefits outlined in this Collective Agreement.

  • Continuing Professional Development If, during the life of the Agreement, Continuing Professional Development (CPD) is introduced for plumbers, all time spent in complying with the CPD obligations will be the responsibility of each plumber.