Stewards and Chief Stewards Sample Clauses

Stewards and Chief Stewards. 1. The Union may designate a reasonable number of employees to act as stewards and chief stewards on their behalf. A list of such employees designated as stewards or chief stewards shall be given to the Office of Employee Relations and to appropriate officials at the institution or agency levels on a quarterly basis in July, October, January and April. Such stewards or chief stewards will be allowed a reasonable amount of time away from their work without loss of pay to investigate and process grievances. A ▇▇▇▇▇▇▇ or chief ▇▇▇▇▇▇▇ will also be allowed time away from their work without loss of pay to meet with new employees within the first six (6) months of employment consistent with the Access to Employees article. Prior to leaving their workstation to attend such business, a ▇▇▇▇▇▇▇ or chief ▇▇▇▇▇▇▇ shall obtain consent of their supervisor. If operational considerations or workloads temporarily delay the release of a ▇▇▇▇▇▇▇ or chief ▇▇▇▇▇▇▇ to attend to proper duties under this Article, they will be released for such purposes as soon as practicable. Whenever a ▇▇▇▇▇▇▇ or chief ▇▇▇▇▇▇▇ works on union business and such work extends beyond the end of their normal workday, such activity shall not be considered as time worked for overtime purposes. Any travel or other expenses of stewards' or chief stewards' activities shall not be borne by the State. 2. Stewards and chief stewards shall be entitled to two (2) days of leave per year without loss of pay or benefits to participate in official MSEA-SEIU sponsored ▇▇▇▇▇▇▇ training. MSEA-SEIU shall provide the Office of Employee Relations with at least two (2) weeks’ notice of names and work locations of the stewards and chief stewards participating. No additional compensation shall be paid if the training extends beyond the end of the employee's normal work hours. Such leave shall not be withheld unless operational needs so require and shall not be arbitrarily denied.
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Stewards and Chief Stewards. 1. The Union may designate up to one employee per building to act as stewards and chief stewards on their behalf. A list of such employees designated as stewards or chief stewards shall be given to the Director of Human Resources and to appropriate officials at the institution or agency levels on a quarterly basis in July, October, January and April. Such stewards or chief stewards will be allowed a reasonable amount of time away from their work without loss of pay to investigate and process grievances. Prior to leaving his/her work station to attend such business, a ▇▇▇▇▇▇▇ or chief ▇▇▇▇▇▇▇ shall obtain consent of his/her supervisor. If operational considerations or workloads temporarily delay the release of a ▇▇▇▇▇▇▇ or chief ▇▇▇▇▇▇▇ to attend to proper duties under this Article, he/she will be released for such purposes as soon as practicable. Whenever a ▇▇▇▇▇▇▇ or chief ▇▇▇▇▇▇▇ works on union business such activity shall be considered administrative leave with pay and not as time actually worked for overtime purposes. When such work extends beyond the end of his/her normal workday, MMA shall not incur any further financial obligations beyond the end of the normal workday. Any travel or other expenses of stewards' or chief stewards' activities shall not be borne by the MMA. 2. Stewards and chief stewards shall be entitled to two (2) days of leave per year without loss of pay or benefits to participate in official MSEA sponsored ▇▇▇▇▇▇▇ training. MSEA shall provide the Director of Human Resources with at least two
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Stewards and Chief Stewards a. The Union may designate two (2) employees on staff to act as stewards and chief stewards on their behalf. If staff size reaches thirty (30), one (1) additional ▇▇▇▇▇▇▇ may be added per every additional ten (10) employees on staff. A list of such employees designated as stewards or chief stewards shall be given to the MPA on an annual basis. b. Stewards and chief stewards shall be entitled to two (2) days of leave per year without loss of pay or benefits to participate in official MSEA-SEIU sponsored ▇▇▇▇▇▇▇ training. Such leave shall not be withheld unless operational needs so require and shall not be arbitrarily denied.
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Stewards and Chief Stewards. 1. The Union may designate a reasonable number of employees to act as stewards and chief stewards on their behalf. A list of such employees designated as stewards or chief stewards shall be given to the Office of Employee Relations 2. Stewards and chief stewards shall be entitled to two (2) days of leave per year without loss of pay or benefits to participate in official MSLEA sponsored ▇▇▇▇▇▇▇ training. MSLEA shall provide the Office of Employee Relations with at least two (2) weeks’ notice of names and work locations of the stewards and chief stewards participating. No additional compensation shall be paid if the training extends beyond the end of the employee's normal work hours. Such leave shall not be withheld unless operational needs so require and shall not be arbitrarily denied.
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Stewards and Chief Stewards. If a ▇▇▇▇▇▇▇ is not available for Union business, a representative of the Union may identify themselves to the supervisor as the person who will be acting on behalf of the ▇▇▇▇▇▇▇ for the period of the absence of such ▇▇▇▇▇▇▇.
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Stewards and Chief Stewards. 1. The Union may designate a reasonable number of employees to act as stewards and chief stewards on their behalf. A list of such employees designated as stewards or chief stewards shall be given to the Office of Employee Relations and to appropriate officials at the institution or agency levels on a quarterly basis in July, October, January and April. Such stewards or chief stewards will be allowed a reasonable amount 2. Stewards and chief stewards shall be entitled to two (2) days of leave per year without loss of pay or benefits to participate in official FOP/MSLES sponsored ▇▇▇▇▇▇▇ training. FOP/MSLES shall provide the Office of Employee Relations with at least two (2) weeks’ notice of names and work locations of the stewards and chief stewards participating. No additional compensation shall be paid if the training extends beyond the end of the employee's normal work hours. Such leave shall not be withheld unless operational needs so require and shall not be arbitrarily denied. D. FOP-MSLES Grievance Committee
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Stewards and Chief Stewards. 1. The Union may designate one (1) employee per every ten (10) employees on staff to act as stewards and chief stewards on their behalf. A list of such employees desig- nated as stewards or chief stewards shall be given to the MPA on an annual basis. 2. Stewards and chief stewards shall be entitled to two (2) days of leave per year without loss of pay or benefits to participate in official MSEA-SEIU sponsored
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Related to Stewards and Chief Stewards

  • Stewards Each UNION shall have the right to designate a working journeyman as a ▇▇▇▇▇▇▇. The UNION shall notify the EMPLOYER in writing of the identity of their designated ▇▇▇▇▇▇▇. In addition to his work as an employee, the ▇▇▇▇▇▇▇ shall have the right to receive, but not to solicit, complaints or grievances, and to discuss and assist in the adjustment of the same with the employee's appropriate supervisor. The EMPLOYER will not discriminate against the ▇▇▇▇▇▇▇ in the proper performance of his union duties. The ▇▇▇▇▇▇▇ shall not leave his work area without first notifying his appropriate supervisor or ▇▇▇▇▇▇▇ as to his intent and the reason thereof, he can be reached, and the estimated time that he will be gone. Stewards shall not have the right to determine when overtime shall be worked or who shall work overtime. The EMPLOYER shall have the right to implement a system of written accountability of time spent by all stewards in the performance of their duties whenever they deem such action necessary. The presence or absence of the ▇▇▇▇▇▇▇ shall not affect the work of the craft. The ▇▇▇▇▇▇▇, in addition to this work as a journeyman, will be permitted to perform during the work hours such of his normal UNION duties as cannot be performed at other times. The UNION agrees that such duties shall be performed as expeditiously as possible and the EMPLOYER agrees to allow the ▇▇▇▇▇▇▇ a reasonable amount of time to perform such duties. The ▇▇▇▇▇▇▇ shall receive his regular craft rate of pay. The ▇▇▇▇▇▇▇'▇ duties shall not include any matters relating to any supervisory function over which the EMPLOYER retains sole control. If a ▇▇▇▇▇▇▇ violates any of the rules of this Article, or fails to work or competently perform work assignments, the EMPLOYER shall have the right to take whatever action deemed appropriate, including termination. The working ▇▇▇▇▇▇▇ designated for one EMPLOYER has no authority with regard to the work of another EMPLOYER. If he should become involved in the affairs or disputes of another EMPLOYER, he will be subject to discharge. The EMPLOYER agrees to notify the UNION two (2) working days, confirmed in writing stating the cause, prior to termination of the working ▇▇▇▇▇▇▇ except for a violation of work rules. The ▇▇▇▇▇▇▇ shall be the last EMPLOYEE laid off provided he is qualified to perform the remaining work of the EMPLOYER.

  • 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.

  • 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.

  • Recognition of Union Stewards and Grievance Committee In order to provide an orderly and speedy procedure for the settling of grievances, the Employer acknowledges the rights and duties of the Union Stewards. The ▇▇▇▇▇▇▇ shall assist any Employee, which the ▇▇▇▇▇▇▇ represents, in preparing and presenting her grievance in accordance with the grievance procedure.

  • Labour Management Relations Committee In recognition of the mutual benefits of open communications and on-going consultation between the faculty and the employer, the Labour/Management Relations Committee will meet on a regular basis and have equal representation for the Union and the Employer. The LMRC will serve as an open forum for the free and candid discussion of matters of mutual concern to faculty members and management.