Time Off for Processing Grievances Sample Clauses

The 'Time Off for Processing Grievances' clause grants employees or their representatives the right to take time away from their regular work duties to address workplace complaints or disputes. Typically, this provision outlines the amount of paid or unpaid leave allowed, the process for requesting such time off, and any limitations on its use, such as requiring advance notice or restricting the number of employees absent at one time. Its core function is to ensure that employees can effectively participate in grievance procedures without fear of losing pay or facing disciplinary action, thereby supporting fair resolution of workplace issues.
Time Off for Processing Grievances. A. Reasonable time off without loss of pay shall be given to: 1. An employee who has a grievance, in order to attend a meeting with his/her supervisor or other person with authority to resolve the matter. 2. An authorized grievance representative, in order to attend a meeting with the represented grievant’s supervisor or other person with authority to resolve the grievance, or to obtain facts concerning the action grieved through discussion with the grievant or other employees. B. A grievant must get permission from the person to whom he/she she reports before leaving his/her job to perform any work related to the grievance. Permission will be granted if the demands of the job do not prevent it at that time. If that is the case, the employee’s supervisor will grant such permission at a reasonable time in the near future.
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Time Off for Processing Grievances. A. Reasonable time off without loss of pay shall be given to: 1. An employee who has a grievance, in order to attend a meeting with his/her supervisor or other person with authority to resolve the matter, as prescribed herein. 2. An authorized grievance representative, in order to attend a meeting with the represented grievant's supervisor or other person with authority to resolve the grievance, as prescribed herein, or to obtain facts concerning the action grieved through discussion with the grievant or other employees. B. The following restrictions shall apply in all cases to activity authorized in Section 5.A of this Article: 1. Before performing grievance work, the grievant or grievance representative shall obtain the permission of his/her supervisor and shall report back to the supervisor when the grievance work is completed. 2. Neither the grievant nor the grievance representative shall interrupt or leave his/her job to perform grievance work unless his/her supervisor determines such interruption or absence will not unduly interfere with the work of the unit in which the grievant or representative is employed. However, an effort will be made to grant such time off as soon as it is feasible to do so. 3. When an authorized grievance representative must go into another section or unit to investigate a grievance, the representative shall be permitted to do so provided both that: a. The representative checks in and checks out with the supervisor of the unit b. Such investigation does not unduly interfere with the work of the unit
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Time Off for Processing Grievances. (a) The Union Stewards and Alternates shall be free to discharge their duties without fear that their relations with the Company may be affected in any way. Moreover, the Company agrees to compensate Stewards for all time spent in the servicing of grievances, when they would otherwise be at work, provided they: (i) will not absent themselves from their regular work unreasonably in order to deal with the grievances of employees; (ii) will not enter a department where a grievance has been reported without informing the supervisor of that department of their presence and the person they wish to consult; (iii) will not absent themselves from their regular work without first obtaining permission of their supervisor. Likewise, when resuming their regular work, they will report to their supervisor and if requested, advise which department they have visited. Permission shall not unreasonably be withheld.
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Time Off for Processing Grievances. A. Reasonable time off without loss of pay shall be given to: 1. An employee who has a grievance, in order to attend a meeting with his/her supervisor or other person with authority to resolve the matter, as prescribed herein. 2. An authorized grievance representative, in order to attend a meeting with the represented grievant's supervisor or other person with authority to resolve the grievance, as prescribed herein, or to obtain facts concerning the action grieved through discussion with the grievant or other employees. B. The following restrictions shall apply in all cases to activity authorized in Section 5.A., of this Article: 1. Before performing grievance work, the grievant or grievance representative shall obtain the permission of his/her supervisor and shall report back to the supervisor when the grievance work is completed. 2. Neither the grievant nor the grievance representative shall interrupt or leave his/her job to perform grievance work unless his/her supervisor determines such interruption or absence will not unduly interfere with the work of the unit in which the grievant or representative is employed. However, an effort will be made to grant such time off as soon as it is feasible to do so. 3. When an authorized grievance representative must go into another section or unit to investigate a grievance, the representative shall be permitted to do so provided both that: a. The representative checks in and checks out with the supervisor of the unit b. Such investigation does not unduly interfere with the work of the unit
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Time Off for Processing Grievances. The attendance at grievance meetings at the informal and formal stages shall be considered as City business. However, such meetings shall be at reasonable times so as not to disrupt the normal working processes. The employee and his/her representative (limited to one City employee) shall receive time off from regularly scheduled duty hours to participate in grievance and arbitration meetings.
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Time Off for Processing Grievances. After notice to the officer in charge, Crossing Guard Unit, a Union ▇▇▇▇▇▇▇ and aggrieved employee(s) shall be granted reasonable time off with pay during working hours where he/she is engaged in processing and investigating a grievance, provided, however, there is the least disruption of the Employer's operation.
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Time Off for Processing Grievances. The investigation and writing of grievances shall be on non-duty time. The Union Associates shall be permitted on-duty time to deliver grievances to the next step of the grievance procedure without loss of pay. Grievance step meetings will be scheduled by mutual agreement of both parties, pursuant to the time frames herein. If grievance meetings are scheduled during an aggrieved employee's regular duty hours, the employee shall not suffer any loss of pay while attending the meeting. Union Associates shall not suffer any loss of pay while attending grievance step meetings held during their regular duty hours.
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Time Off for Processing Grievances 
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Related to Time Off for Processing Grievances

  • Processing Grievances The grievant shall be granted reasonable time off with pay from regularly scheduled duty hours to process a grievance, provided that the time off will be devoted to the prompt and efficient investigation and handling of grievances, subject to the following: Neither a grievant nor a grievant's representative who is a Court employee shall suffer any lost pay for attending any regularly scheduled grievance hearing required by the procedure herein set forth. A. A grievant and a grievant's representative shall notify their supervisor as soon as possible of scheduled grievance hearings and of any changes in the time or date of scheduled hearings in which they must participate. B. In no event shall a grievant be represented by more than one Court employee at a grievance hearing.

  • Processing of a Grievance It is recognized and accepted by the Union and the Employer that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during normal working hours only when consistent with such employee duties and responsibilities. The aggrieved employee and a Union representative shall be allowed a reasonable amount of time without loss of pay when a grievance is investigated and presented to the Employer during normal working hours provided that the employee and the Union representative have notified and received the approval of the designated supervisor who has determined that such absence is reasonable and would not be detrimental to the work programs of the Employer.

  • Procedures for Providing NP Through Full NXX Code Migration Where a Party has activated an entire NXX for a single Customer, or activated at least eighty percent (80%) of an NXX for a single Customer, with the remaining numbers in that NXX either reserved for future use by that Customer or otherwise unused, if such Customer chooses to receive Telephone Exchange Service from the other Party, the first Party shall cooperate with the second Party to have the entire NXX reassigned in the LERG (and associated industry databases, routing tables, etc.) to an End Office operated by the second Party. Such transfer will be accomplished with appropriate coordination between the Parties and subject to appropriate industry lead times for movements of NXXs from one switch to another. Neither Party shall charge the other in connection with this coordinated transfer.

  • Grievance Processing Union stewards or Union officials shall be permitted to have time off without loss of pay for the investigation and processing of grievances and arbitrations. Requests for such time off shall be made in advance and shall not be unreasonably denied. The Union will furnish the Employer with a list of Union stewards and their jurisdictions. The Union shall delineate the jurisdiction of Union stewards so that no ▇▇▇▇▇▇▇ need travel between work locations or sub-divisions thereof while investigating grievances. Grievants shall be permitted to have time off without loss of pay for processing their grievances through the contractual grievance procedure, except that for class action grievances no more than three (3) grievants shall be granted such leave.