Common use of Union Representatives Clause in Contracts

Union Representatives. 6.2.1 The City shall recognize up to five (5) Union Representatives who are properly designated by the Union. 6.2.2 The Union agrees that it shall designate as Union Representatives only full- time employees who have satisfactorily completed an initial probationary period during the employee’s current term of employment. 6.2.3 A Union Representative shall function under the terms of the Administrative Grievance Procedure (City Policy Manual Section 2.1.2) in the department(s) or sections of a department(s) for which he/she has been designated. Should a Representative be required to leave his/her assigned duties to investigate and/or process an administrative grievance, he/she shall secure the permission of his/her immediate supervisor and inform the supervisor of the general nature of the administrative grievance, and report back to the supervisor upon returning to his/her assigned duties. In the event it is necessary for a Representative to handle an administrative grievance in a department other than the department to which he/she is regularly assigned, the Representative shall report to the immediate supervisor of the aggrieved employee to request to meet with the employee(s) involved in the administrative grievance. 6.2.4 In the event the parties agree that a Representative or other representatives of the Union is permitted to investigate and/or process an administrative grievance other than as provided above, such representative shall continue to investigate and/or process the administrative grievance, even if the department or section of a department in which the administrative grievance arose is subsequently assigned to another representative. 6.2.5 Although the administrative grievances may be investigated and/or processed during normal business hours, the Union agrees that the time spent by its designated representatives processing administrative grievances during normal business hours shall be kept to a minimum. 6.2.6 The Union agrees to properly notify the Municipal Employee Relations Officer of any changes of employees designated as Representatives. 6.2.7 The parties agree that they have a mutual interest in well-trained Representatives. Toward that end, up to four (4) designated Representatives shall be allowed a maximum of eight (8) hours paid release time during each year of this agreement to participate in training sessions related to the provisions of this agreement, jointly conducted by the Union and the Office of Employee Relations, according to an outline of such training activities to be submitted by the Union and approved by the Office of Employee Relations prior to conducting any such training sessions.

Union Representatives. 6.2.1 4.01 A recognized representative of the Union shall, with the prior written notification and approval be admitted to a mutually agreed upon location of the City in order to contact Management on matters pertaining to this contract. A Union representative, as designated above, shall be able to conduct Union business with employees before or after regular working hours or during lunch breaks on City property. The City representative must receive prior approval from the supervisor in charge of the work area to gain access to such areas. Said request shall recognize up not be unreasonably denied. However, if access is denied an alternative time and/or location will be offered to five (5) Union Representatives who are properly designated by the GSAF representative to conduct the Union. 6.2.2 ’s legitimate business. The Union agrees that it there shall designate as Union Representatives only full- time employees who have satisfactorily completed an initial probationary period during the employee’s current term of employment. 6.2.3 A Union Representative shall function under the terms of the Administrative Grievance Procedure (City Policy Manual Section 2.1.2) be no solicitation for membership in the department(s) Union, signing up of members, collection of any fees, dues or sections of a department(s) for which he/she has been designated. Should a Representative be required to leave his/her assigned duties to investigate and/or process an administrative grievanceassessments, he/she shall secure the permission of his/her immediate supervisor and inform the supervisor of the general nature of the administrative grievance, and report back to the supervisor upon returning to his/her assigned duties. In the event it is necessary for a Representative to handle an administrative grievance in a department other than the department to which he/she is regularly assigned, the Representative shall report to the immediate supervisor of the aggrieved employee to request to meet with the employee(s) involved in the administrative grievance. 6.2.4 In the event the parties agree that a Representative meetings or other representatives business activities of the Union is permitted to investigate and/or process an administrative grievance other than as provided above, such representative shall continue to investigate and/or process on the administrative grievance, even if the department or section of a department in which the administrative grievance arose is subsequently assigned to another representativeCity's time. 6.2.5 Although the administrative grievances may be investigated and/or processed during normal business hours4.02 A complete list of representatives, the Union agrees that the time spent by its designated representatives processing administrative grievances during normal business hours including alternate representatives, shall be kept furnished to a minimum. 6.2.6 The Union agrees to properly notify the Municipal Employee Relations Officer of City each quarter and any changes of employees designated as Representativesthese shall be promptly reported in writing to the Human Resources Director or his designee. 6.2.7 The parties agree 4.03 Alternate representatives may also serve to represent a regular representative in processing a grievance on his own behalf. 4.04 A Union representative or attorney may also serve to represent another representative, local board member, or any member of the local in processing a grievance on his own behalf. 4.05 It is understood and agreed that they employee(s) functioning as Union Representative(s) have a mutual interest in well-trained Representatives. Toward that endproductive work to perform and will not leave their jobs during work hours except after properly requesting and receiving proper verbal authorization from their respective immediate supervisor, up to four (4) designated Representatives shall be allowed a maximum or next level of eight (8) hours paid release time during each year of this agreement to participate in training sessions related to the provisions of this agreement, jointly conducted by the supervision and only after stating which official Union and the Office of Employee Relations, according to an outline of such training activities business is to be submitted performed and where it is to be performed. Such authorization shall not be unreasonably withheld unless the action directly conflicts with work needs and requirements of the department at that time. If, in the opinion of the City, the above mentioned persons are taking unreasonable time to conduct such business, the City shall have the right to require the representative to report immediately to their Supervisors. Only one (1) Union Representative (i.e. regular representative, alternate, or Union Official) will be permitted to serve in this capacity for any specific situation. 4.06 The City will provide a quarterly (January, April, July & October) printout of all new employees covered by this Union. 4.07 A bargaining unit employee shall have the Union and approved right to be represented by a union representative, GSAF representative, or attorney for any disciplinary inquiry, disciplinary session, or pre-determination meeting where the Office of Employee Relations prior to conducting bases for any such training sessionsinquiry, session, or meeting are anticipated discipline. It is understood and agreed that the representative will serve as an observer or witness during this meeting. At the end of the session the representative will be give an opportunity to raise questions.

Union Representatives. 6.2.1 The City shall recognize up to five twelve (512) Union Representatives who are properly designated by the Union. 6.2.2 The Union agrees that it shall designate as Union Representatives only full- full-time employees who have satisfactorily completed an initial probationary period during the employee’s current term of employment. 6.2.3 A Union Representative shall function under the terms of the Administrative Grievance Procedure (City Policy Manual Section 2.1.2) grievance procedure in the department(s) or sections of a department(s) for which he/she has been designated. Should a Representative be required to leave his/her assigned duties to investigate and/or process an administrative a grievance, he/she shall secure the permission of his/her immediate supervisor and inform the supervisor of the general nature of the administrative grievance, and report back to the supervisor upon returning to his/her assigned duties. In the event it is necessary for a Representative to handle an administrative a grievance in a department other than the department to which he/she is regularly assigned, the Representative shall report to the immediate supervisor of the aggrieved employee to request to meet with the employee(s) involved in the administrative grievance. 6.2.4 In the event the parties agree that a Representative or other representatives representative of the Union is permitted to investigate and/or process an administrative a grievance other than as provided above, such representative shall continue to investigate and/or process the administrative grievance, even if the department or section of a department in which the administrative grievance arose is subsequently assigned to another representative. 6.2.5 Although the administrative grievances may be investigated and/or processed during normal business hours, the Union agrees that the time spent by its designated representatives processing administrative grievances during normal business hours shall be kept to a minimum. 6.2.6 The Union agrees to properly notify the Municipal Employee Relations Officer of any changes of employees designated as Representatives. 6.2.7 The parties agree that they have a mutual interest in well-trained Representatives. Toward that this end, up to four (4) designated Representatives shall be allowed granted a maximum of eight (8) hours paid release time during each year of this agreement to participate in training sessions related to the provisions of this agreement, jointly conducted by the Union and the Office of Employee Relations, according to an outline of such training activities to be submitted by the Union and approved by the Office of Employee Relations prior to conducting any such training sessions.

Union Representatives. 6.2.1 The City shall recognize up to five two (52) Union Representatives who are properly designated by the Union. 6.2.2 The Union agrees that it shall designate as Union Representatives only full- full-time employees who have satisfactorily completed an initial probationary period during the employee’s current term of employment. 6.2.3 A Union Representative shall function under the terms of the Administrative Grievance Procedure (City Policy Manual Section 2.1.2) grievance procedure in the department(s) or sections of a department(s) for which he/she has been designated. Should a Representative be required to leave his/her assigned duties to investigate and/or process an administrative a grievance, he/she shall secure the permission of his/her immediate supervisor and inform the supervisor of the general nature of the administrative grievance, and report back to the supervisor upon returning to his/her assigned duties. In the event it is necessary for a Representative to handle an administrative a grievance in a department other than the department to which he/she is regularly assigned, the Representative shall report to the immediate supervisor of the aggrieved employee to request to meet with the employee(s) involved in the administrative grievance. 6.2.4 In the event the parties agree that a Representative or other representatives representative of the Union is permitted to investigate and/or process an administrative a grievance other than as provided above, such representative shall continue to investigate and/or process the administrative grievance, even if the department or section of a department in which the administrative grievance arose is subsequently assigned to another representative. 6.2.5 Although the administrative grievances may be investigated and/or processed during normal business hours, the Union agrees that the time spent by its designated representatives processing administrative grievances during normal business hours shall be kept to a minimum. 6.2.6 The Union agrees to properly notify the Municipal Employee Relations Officer of any changes of employees designated as Representatives. 6.2.7 The parties agree that they have a mutual interest in well-trained Representatives. Toward that this end, up to four one (41) designated Representatives shall be allowed granted a maximum of eight (8) hours paid release time during each year of this agreement to participate in training sessions related to the provisions of this agreement, jointly conducted by the Union and the Office of Employee Relations, according to an outline of such training activities to be submitted by the Union and approved by the Office of Employee Relations prior to conducting any such training sessions.

Union Representatives. 6.2.1 8.01 The City Company undertakes to receive, after prior notification, the Union's authorized representatives, delegates and officers, on appointment, to discuss and settle any current or future grievance concerning the interpretation and/or application of this agreement. 8.02 The Company recognizes said union-authorized representatives, delegates and officers as the employee's official representatives to the Company's representatives. 8.03 The Union shall notify the Company, in writing, of the names of the authorized representatives, delegates and officers. The Company need not recognize up the Union-authorized representatives, delegates and officers unless this procedure has been followed. 8.04 The Company will grant leaves of absence without pay to Union Representatives or to employees to attend Union meetings and conferences, conventions, and other Union functions under the following express conditions: a) The Union must have made a written request to this effect stating the name(s) of the Union Representative(s) for whom the leave is requested, along with the date and duration; b) Such request must have been made at least five (5) days in advance except in cases of emergency; this time constraint will not apply for Article 9; c) A minimum of two (2) representatives per airport. One representative per fifty (50) members or part thereof will be permitted. 8.05 In case of a grievance, a Union Representatives who are properly designated ▇▇▇▇▇▇▇ may, during working hours and without loss of salary, investigate and/or submit a grievance according to the grievance procedure provided herein, with the perm1ss1on of his immediate superior, which permission shall not be unreasonably withheld. 8.06 An employee absent under Article 8 shall continue to accumulate seniority and benefits during his absence. 8.07 The Company, upon twenty-four (24) hours prior notice, shall release the employees whose presence is required at an arbitration hearing; and employees appointed or elected by the UnionUnion to attend bargaining sessions for the renewal of the agreement. 6.2.2 The 8.08 Payment while on Union agrees that it shall designate as Union Representatives only full- time employees who have satisfactorily completed an initial probationary period during the employee’s current term of employment. 6.2.3 A Union Representative shall function under the terms of the Administrative Grievance Procedure (City Policy Manual Section 2.1.2) in the department(s) or sections of a department(s) for which he/she has been designated. Should a Representative be required to leave his/her assigned duties to investigate and/or process an administrative grievance, he/she shall secure the permission of his/her immediate supervisor and inform the supervisor of the general nature of the administrative grievance, and report back to the supervisor upon returning to his/her assigned duties. - In the event it that an employee is necessary absent from work on approved leave of absence for a Representative to handle an administrative grievance in a department other than the department to which he/she is regularly assignedUnion business, the Representative shall report Company agrees to continue the immediate supervisor normal pay for any such employee and the Union agree to reimburse the Company within thirty (30) days of receipt of an invoice from the aggrieved employee to request to meet with the employee(s) involved in the administrative grievanceCompany. 6.2.4 In the event the parties agree that a Representative or other representatives of the Union is permitted to investigate and/or process an administrative grievance other than as provided above, such representative shall continue to investigate and/or process the administrative grievance, even if the department or section of a department in which the administrative grievance arose is subsequently assigned to another representative. 6.2.5 Although the administrative grievances may be investigated and/or processed during normal business hours8.09 Effective upon ratification, the Union agrees that the time spent by its designated representatives processing administrative grievances during normal business hours shall be kept to a minimum. 6.2.6 The Union Company agrees to properly notify the Municipal Employee Relations Officer of any changes of employees designated as Representatives. 6.2.7 The parties agree that they have a mutual interest in wellpay twenty-trained Representatives. Toward that end, up to four (424) designated Representatives shall be allowed a maximum hours pay each week for both the Local President of eight (8) hours paid release time during each year of this agreement to participate in training sessions related to the provisions of this agreement, jointly conducted by the Union 53 19 and the Office of Employee Relations, according to an outline of such training activities to be submitted by the Union and approved by the Office of Employee Relations prior to conducting any such training sessionsUnit Chair for Local 9342.

Union Representatives. 6.2.1 a. The City shall Company agrees to recognize up to five (5) Union Representatives who are properly designated by the Union. 6.2.2 The Union agrees that it shall designate as Union Representatives only full- time employees who have satisfactorily completed an initial probationary period during the employee’s current term of employment. 6.2.3 A one Union Representative to be known as the “▇▇▇▇▇▇▇”, who shall function under be assigned to the terms of Process Automation Engineer Technician Unit. In the Administrative Grievance Procedure (City Policy Manual Section 2.1.2) in event the department(s) ▇▇▇▇▇▇▇ is away or sections of a department(s) for which he/she has been designated. Should a Representative be required unable to leave perform his/her assigned duties, a certified Union Representative from the Office and Technical Unit, Local 1010-06, may be authorized by the Union to temporarily act as the ▇▇▇▇▇▇▇ in the Process Automation Engineer Technician Unit. No employee shall act in any of the above capacities until his/her name and title shall have been certified to the Company in writing by the Local Union Recording Secretary. The duties of the ▇▇▇▇▇▇▇ shall be confined to investigate and/or process an administrative grievancethe adjustment of complaints or grievances of employees whom they represent in their respective unit (except as otherwise specifically provided in this Agreement), heand neither they nor any officer or representative of the Union shall exercise any authority or control over the functions of Management as set forth in Article 3 hereof, however, to the limitations contained in said article. b. The ▇▇▇▇▇▇▇ shall be allowed to report off from scheduled work, without pay, (1) to attend meetings of the grievance committee (where possible, such requests to report off shall be made by Wednesday of the week preceding the week in which the meeting is to be held by the chairperson of the grievance committee to the Division Manager -- Labor Relations, who shall transmit such requests to the respective departmental managers but such requests shall not relieve the ▇▇▇▇▇▇▇ of his/she shall secure her responsibility to report off to his/her supervisor) and (2) to attend other legitimate business of the grievance committee which cannot reasonably be delayed after notice to and permission of from their department managers, and upon reasonable notice to, and provable by, his/her immediate supervisor and inform the supervisor manager of the general nature of the administrative grievancedepartment to be visited, and report back to the supervisor upon returning to if other than his/her assigned duties. In own, shall be afforded such time off without pay as may be required for the event it purpose of attending complaint or grievance meetings between the Company and Union where his/her presence is necessary for the proper handling of a Representative to handle complaint or grievance involving an administrative grievance in a department other than employee of the department to area which he/she is regularly assignedrepresents. In cases of emergency, requests to report off for purposes of (1) above may be made by the Chairperson of the Grievance Committee after such Wednesday. Permission to report off for the above purposes shall not be unreasonably requested and shall not be unreasonably withheld. Except as provided in this Section, the Representative ▇▇▇▇▇▇▇ shall report to not leave his/her respective working places during their regularly scheduled working hour for the immediate supervisor purpose of transacting Union business. Where, at the request of a Company representative, a Union representative leaves his/her scheduled work, he/she shall not lose time. c. The Union Step 2 Representative, with the permission of the aggrieved employee Division Manager – Labor Relations or his/her designated representative, may be allowed to request visit the plant at reasonable times for the purposes of investigating any grievance which shall have been appealed to meet with the employee(s) involved in the administrative grievance. 6.2.4 In the event the parties agree that a Step 2, subject to established plant rules and regulations regarding plant visitation. The Step 3 Representative or other representatives of the Union is engaged in adjusting a grievance appealed to Step 3 requiring or making desirable an examination of the premises or operations involved will, upon request, and with the permission of the Company Step 3 Representative, be permitted to investigate and/or process an administrative grievance other than as provided abovemake such examination at any reasonable time, such representative shall continue subject to investigate and/or process the administrative grievance, even if the department or section of a department in which the administrative grievance arose is subsequently assigned to another representativeestablished plant rules and regulations regarding plant visitation. 6.2.5 Although the administrative grievances may be investigated and/or processed during normal business hours, the Union agrees that the time spent by its designated representatives processing administrative grievances during normal business hours shall be kept to a minimum. 6.2.6 The Union agrees to properly notify the Municipal Employee Relations Officer of any changes of employees designated as Representatives. 6.2.7 The parties agree that they have a mutual interest in well-trained Representatives. Toward that end, up to four (4) designated Representatives shall be allowed a maximum of eight (8) hours paid release time during each year of this agreement to participate in training sessions related to the provisions of this agreement, jointly conducted by the Union and the Office of Employee Relations, according to an outline of such training activities to be submitted by the Union and approved by the Office of Employee Relations prior to conducting any such training sessions.

Union Representatives. 6.2.1 The City shall recognize up to five (5) Union Representatives who are properly designated by the Union. 6.2.2 The Union agrees that it shall designate as Union Representatives only full- time employees who have satisfactorily completed an initial probationary period during the employee’s current term of employment. 6.2.3 A Union Representative shall function under the terms 6.01 If a staff representative of the Administrative Grievance Procedure (City Policy Manual Section 2.1.2) in Union wishes access to the department(s) or sections of a department(s) for which he/she has been designated. Should a Representative be required to leave his/her assigned duties to investigate and/or process an administrative grievanceCompany's premises, he/she shall secure contact the Company management prior to visiting the plant and obtain permission. It is understood that permission will not be unreasonably withheld. On such visits, the staff representative shall be allowed to confer privately with the plant Union officers, provided that such talks will be arranged so that they do not interfere with production. 6.02 The Union may designate and the Company will recognize five (5) Stewards plus a Chief ▇▇▇▇▇▇▇. A griever shall have access to all Stewards. In addition, the Union will designate six (6) employees as temporary Stewards. From these six (6), the Union will designate, periodically as required one (1) to act on the afternoon shift and one (1) to act on the night shift, should one (1) of the five (5) Stewards not be on one of these shifts. The Union may designate and the Company will recognize a Plant Grievance Committee, not to exceed three (3). The Plant Grievance Committee will be composed of the President, the Chief ▇▇▇▇▇▇▇ and one (1) member elected or appointed by the Union. No one shall be eligible to serve as ▇▇▇▇▇▇▇ or Plant Grievance Committee person unless he/she is an employee of the Company, and has at least three (3) months seniority. 6.03 The Union will inform the Company in writing of the identity of all Stewards and Grievance Committee members and the Company shall not be obliged to recognize such personnel until it has been so informed. 6.04 For the purpose of this Agreement the Plant Grievance Committee together with the officers of the Local Union shall be deemed to be officials of the Union. The parties hereto agree that the Union officials and Company officials occupy positions of leadership and responsibility to see that this Agreement is faithfully carried out. 6.05 Stewards, members of committees, and Union officials have regular duties to perform on behalf of the Company, and such person shall not leave their regular duties without requesting and obtaining the permission of their supervisor and notifying the supervisor of his/her immediate supervisor return, and inform such permission shall not be unreasonably withheld. 6.06 The Union recognizes that the supervisor employees covered by this article have their regular duties to perform in connection with their employment and, therefore, the business of administering this Collective Agreement will be carried out with the least possible loss of time from such regular duties. The Company agrees to compensate for time lost by the Union Committee while investigating and processing grievances. 6.07 If either party requests a meeting with the other, the party requesting the meeting shall file a written agenda with the other at least forty-eight (48) hours in advance of the general nature meeting. 6.08 The Company agrees to recognize and deal with a Negotiating Committee of not more than two (2) employees, plus the Plant Chairperson or President, who shall be regular employees of the administrative grievanceCompany, and report back to the supervisor upon returning to his/her assigned duties. In the event it is necessary for a Representative to handle an administrative grievance in a department other than the department to which he/she is regularly assigned, the Representative shall report to the immediate supervisor of the aggrieved employee to request to meet along with the employee(s) involved in the administrative grievance. 6.2.4 In the event the parties agree that a Representative or other representatives of the International Union. The Negotiating Committee is a separate entity from other committees and will deal only with such matters as are properly the subject matter of negotiations, including proposals for the renewal or modification of the Agreement. 6.09 Labour/Management Relations Committee A Labour/Management Relations Committee shall be established consisting of up to three (3) representatives appointed by the Company and up to three (3) representatives appointed by the Union. Union is permitted to investigate and/or process an administrative grievance other than as provided above, such representative representatives shall continue to investigate and/or process not be from the administrative grievance, even if the same department or section classification. The purpose of the committee is to meet to discuss issues of mutual interest and importance to the parties relating to the Collective Agreement, the relationship between the Company and the Union and for communication purposes. This committee shall not discuss or deal with grievances or complaints under the grievance procedure and shall meet on a department regular basis at least once every two (2) months or upon request of either party in which the administrative grievance arose is subsequently assigned to another representative. 6.2.5 Although event of an urgent matter. At least two (2) days in advance of any scheduled meetings of the administrative grievances may be investigated and/or processed during normal business hoursLabour/Management Relations Committee, the Union agrees that will supply the time spent by its designated representatives processing administrative grievances during normal business hours shall be kept Company with an agenda of items it wishes to a minimumdiscuss at the meeting. The Company will supply the Union with an agenda of items it wishes to discuss at the meeting at least two (2) days in advance of any scheduled meetings of the Labour/Management Relations Committee. 6.2.6 6.10 The Union agrees to properly notify will be provided with the Municipal Employee Relations Officer name of any changes of new employees, and any new employees designated as Representatives. 6.2.7 The parties agree that they have a mutual interest in well-trained Representativeswill be introduced to their area Union ▇▇▇▇▇▇▇ during their orientation. Toward that end, up to four (4) designated Representatives shall be allowed a maximum of eight (8) hours paid release time during each year of this agreement to participate in training sessions related to When the provisions of this agreement, jointly conducted by Company conducts General Orientation Programs for new employees the Union and the Office of Employee Relations, according will select one (1) representative to an outline of such training activities to be submitted by the describe Union and approved by the Office of Employee Relations prior to conducting any such training sessionsservices.

Union Representatives. 6.2.1 The City 9. On July 1 of each year, the UNION shall recognize furnish to the Department of Human Resources, Employee Relations Division an accurate written list of Union representatives with their assigned roles. During the course of the year, the UNION shall amend the list as needed to ensure that the list is accurate and up to five (5) date. If a Union Representatives who are properly representative is not officially designated in writing by the UnionUNION, none will be recognized. 6.2.2 10. The UNION and the CITY recognize that it is the responsibility of the Union representative to assist in the resolution of grievances or disputes at the lowest possible level. No more than two Union representatives representing a particular worksite may assist in the resolution of grievances or disputes arising in that worksite. Should that Union representative be unavailable, a Union representative representing another shop may substitute. 11. While handling grievances or meeting with CITY representatives concerning matters affecting the working conditions and status of employees covered by this CBA, the Union representative 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. The Union agrees that it representative shall designate as Union Representatives only full- time employees who have satisfactorily completed an initial probationary period during not be paid overtime if UNION duties carry the employee past the employee’s current term normal duty schedule. Union representatives shall request time off at least 48-hours in advance of employmentthe time off requested, where practicable. 6.2.3 A Union Representative shall function under 12. If, in the terms judgment of the Administrative Grievance Procedure (City Policy Manual Section 2.1.2) in supervisor, permission cannot be granted immediately to the department(s) Union representative to investigate or sections 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 Union representative was denied permission. 13. In handling grievances, the Union representative shall have the right: 14. 1. to consult with an employee regarding the presentation of a department(s) for which he/she grievance or dispute after the employee has been designated. Should a Representative be required to leave his/her assigned duties to investigate and/or process an administrative grievance, he/she shall secure requested the permission of his/her immediate supervisor and inform the supervisor of the general nature of the administrative grievance, and report back to the supervisor upon returning to his/her assigned duties. In the event it is necessary for a Representative to handle an administrative grievance in a department other than the department to which he/she is regularly assigned, the Representative shall report to the immediate supervisor of the aggrieved employee to request to meet with the employee(s) involved in the administrative grievance. 6.2.4 In the event the parties agree that a Representative assistance or other representatives presence of the Union is permitted representative; 15. 2. to present to a supervisor a grievance or dispute which has been requested by an employee or group of employees to present for resolution or adjustment; 16. 3. to investigate and/or process an administrative grievance other than as provided above, such representative shall continue to investigate and/or process the administrative grievance, even if the department or section of a department in which the administrative grievance arose is subsequently assigned to another representative. 6.2.5 Although the administrative grievances may be investigated and/or processed during normal business hours, the Union agrees that the time spent by its designated representatives processing administrative grievances during normal business hours shall be kept to a minimum. 6.2.6 The Union agrees to properly notify the Municipal Employee Relations Officer of any changes of employees designated as Representatives. 6.2.7 The parties agree that they have a mutual interest in well-trained Representatives. Toward that end, up to four (4) designated Representatives shall be allowed a maximum of eight (8) hours paid release time during each year of this agreement to participate in training sessions related to the provisions of this agreement, jointly conducted by the Union and the Office of Employee Relations, according to an outline of such training activities to be submitted by the Union and approved by the Office of Employee Relations prior to conducting any such training sessionsgrievance or dispute so that such grievance or dispute can be properly discussed with the supervisor or the designated representative; and, 17. 4. to attend meetings with supervisors or other CITY representatives when such meetings are necessary to adjust grievances or disputes.

Union Representatives. 6.2.1 6.1 Official representatives of the Union shall be allowed to visit the Employer’s premises and offices, and to visit the employees on the job for the purpose of determining that this Agreement is being carried out, provided that there shall be no interference with the business of the Employer, there is no objection by the Employer’s clients, and that the visit is conducted within the client’s established access control procedures. Any Union representative who wishes to visit or contact employees while on the job, shall notify in advance the Employer’s management of his or her intention to do so prior to their anticipated arrival on the job site or the Employer’s office, with forty-eight (48) hours notification by facsimile or electronic mail to the Employer’s designated office and specify the specific property he or she intends to visit, provided that said forty-eight (48) hours’ notice shall be measured from the date and time that appears on the facsimile or electronic mail sent to the Employer. The City Union must notify the Employer by electronic mail or fax. This rule shall not apply to areas in the building that are open to the general public. 6.2 The Union may inspect dispatch sheets weekly. The Union will give the Employer at least two (2) business days’ notice prior to inspecting such dispatch sheets. 6.3 The Employer may permit the posting of Union bulletins at the Employer’s premises and sites in designated areas, provided such bulletins do not disparage the Employer or the client. 6.4 Union Stewards, or Alternate Stewards in their absence, shall have reasonable freedom to perform their duties during nonworking time so long as it does not interfere with the performance of any employee’s security duties, provided that on giving the Employer notice, the ▇▇▇▇▇▇▇ shall be entitled to remain on a client’s premises to perform their Union-related duties during their nonworking times. The Employer shall recognize up Union Stewards provided the Union notifies the Employer of their selection as stated below. Stewards shall be selected by the Union. The Union shall notify the Employer in writing of the names of all Stewards at the time of selection. Any change in Union Stewards will also be communicated in writing to the Employer. Stewards are authorized to meet with the Employer’s branch management on an unpaid basis, should he or she desire to meet with the ▇▇▇▇▇▇▇, for the purpose of disposing of problems on an informal basis at job sites so long as it does not interfere with the performance of the ▇▇▇▇▇▇▇’▇ security duties. 6.5 The Union may request and obtain the release of employees who hold elected positions with the Union (Executive Board member or Industry Vice President) selected for official Union business on an unpaid basis provided at least five (5) business days advance notification in writing is given to the Employer. In addition, the Union Representatives who are properly designated by may designate Union Stewards or other members to be released without pay for representation/organizing matters, with at least five (5) business days advance notice when possible; such leave will be granted for the Union. 6.2.2 The Union agrees that it shall designate as Union Representatives only full- period required to fully carry out said business provided such leave does not exceed twenty (20) working days per calendar year, unless the Employer consents to additional time off for the affected employee(s). No more than one (1) employee per every sixty (60) employees who have satisfactorily completed an initial probationary period during or a minimum of 1 employee per Employer will be requested for release from their scheduled work time. Reasonable time off to participate in local collective bargaining negotiation meetings involving the employee’s current term of employment. 6.2.3 A Union Representative shall function under the terms of the Administrative Grievance Procedure (City Policy Manual Section 2.1.2) Employer will not be restricted, unless for emergency situations. During all such leaves provided for in the department(s) or sections of a department(s) for which he/she has been designated. Should a Representative be required to leave his/her assigned duties to investigate and/or process an administrative grievancethis Article, he/she shall secure the permission of his/her immediate supervisor and inform the supervisor of the general nature of the administrative grievance, and report back to the supervisor upon returning to his/her assigned duties. In the event it is necessary for a Representative to handle an administrative grievance in a department other than the department to which he/she is regularly assigned, the Representative shall report to the immediate supervisor of the aggrieved employee to request to meet with the employee(s) involved in the administrative grievance. 6.2.4 In the event the parties agree that a Representative or other representatives of the Union is permitted to investigate and/or process an administrative grievance other than as provided above, such representative seniority shall continue to investigate and/or process the administrative grievance, even if the department or section of a department in which the administrative grievance arose is subsequently assigned to another representativeaccumulate and accrue. 6.2.5 Although the administrative grievances may be investigated and/or processed during normal business hours, the Union agrees that the time spent by its designated representatives processing administrative grievances during normal business hours shall be kept to a minimum. 6.2.6 The Union agrees to properly notify the Municipal Employee Relations Officer of any changes of employees designated as Representatives. 6.2.7 The parties agree that they have a mutual interest in well-trained Representatives. Toward that end, up to four (4) designated Representatives shall be allowed a maximum of eight (8) hours paid release time during each year of this agreement to participate in training sessions related to the provisions of this agreement, jointly conducted by the Union and the Office of Employee Relations, according to an outline of such training activities to be submitted by the Union and approved by the Office of Employee Relations prior to conducting any such training sessions.

Union Representatives. 6.2.1 7.01 The City Employer undertakes to receive, after prior notification, the Union's authorized representatives, delegates and officers, on appointment, to discuss and settle any current or future grievance concerning the interpretation and/or application of this Agreement. 7.02 The Employer recognizes said union-authorized representatives, delegates and officers as the employee's official representatives to the Employer's representatives. Management shall inform with Union representatives and the employees prior to making changes that will affect the bargaining unit employees. 7.03 The Union shall notify the Employer, in writing, of the names of the authorized representatives, delegates and officers. The Employer need not recognize up the Union- authorized representatives, delegates and officers unless this procedure has been followed. 7.04 The Employer will grant leaves of absence without pay to Union Representatives or to employees to attend Union meetings and conferences, conventions, and other Union functions under the following express conditions. Leaves of absence for the purpose of this Article shall not exceed seven (7) days, however, an extension may be granted upon mutual agreement of the parties and will not be unreasonably withheld. (a) The Union must have made a written request to this effect stating the name(s) of the Union Representatives for whom the leave is requested, along with the date and duration. (b) Such request must have been made at least five (5) Union Representatives who days in advance except in cases of emergency; this time constraint will not apply for Article 9. (c) One representative per fifty (50) members or part thereof will be permitted, however where additional representatives are properly designated requested by the Union, leave will not be unreasonably withheld. 6.2.2 The Union agrees that it shall designate 7.05 For the purpose of this article, the word “day” has the same meaning as Union Representatives only full- time employees who have satisfactorily completed an initial probationary period during the employee’s current term of employment“work shift”. 6.2.3 A Union Representative shall function under the terms of the Administrative Grievance Procedure (City Policy Manual Section 2.1.2) in the department(s) or sections 7.06 In case of a department(s) for which he/she has been designated. Should grievance, a Representative be required to leave his/her assigned duties to Union ▇▇▇▇▇▇▇ may, during working hours and without loss of salary, investigate and/or process an administrative grievancesubmit a grievance according to the grievance procedure provided herein, he/she shall secure with the permission of his/her his immediate supervisor and inform the supervisor of the general nature of the administrative grievancesuperior, and report back to the supervisor upon returning to his/her assigned duties. In the event it is necessary for a Representative to handle an administrative grievance in a department other than the department to which he/she is regularly assigned, the Representative permission shall report to the immediate supervisor of the aggrieved employee to request to meet with the employee(s) involved in the administrative grievancenot be unreasonably withheld. 6.2.4 In the event the parties agree that a Representative or other representatives of the Union is permitted to investigate and/or process an administrative grievance other than as provided above, such representative 7.07 An employee absent under article 7 shall continue to investigate and/or process the administrative grievance, even if the department or section of a department in which the administrative grievance arose is subsequently assigned to another representativeaccumulate seniority and benefits during his absence. 6.2.5 Although the administrative grievances may be investigated and/or processed during normal business hours7.08 The Employer, the Union agrees that the time spent by its designated representatives processing administrative grievances during normal business hours shall be kept to a minimum. 6.2.6 The Union agrees to properly notify the Municipal Employee Relations Officer of any changes of employees designated as Representatives. 6.2.7 The parties agree that they have a mutual interest in wellupon twenty-trained Representatives. Toward that end, up to four (424) designated Representatives hours prior notice, shall be allowed a maximum of eight (8) hours paid release time during each year of this agreement to participate in training sessions related to the provisions of this agreement, jointly conducted employees whose presence is required at an arbitration hearing and employees appointed or elected by the Union and union to attend bargaining sessions for the Office renewal of Employee Relations, according to an outline of such training activities to be submitted by the Union and approved by the Office of Employee Relations prior to conducting any such training sessionsAgreement.

Union Representatives. 6.2.1 The City employee concerned shall recognize up be given at least twenty-four (24) hours' advance notice of the purpose of the meeting and of his entitlement to Union representation. An employee's Section Head may give written reprimands but suspension or dismissal may only be imposed after the hearing of a charge by a Regional Vice-president or his delegate. ▇▇▇▇▇▇▇ referred to the Regional Vice-president or his delegate, shall be investigated by him, as soon as possible, at a hearing at which the charged employee is entitled to be present and to be represented by no more than two (2) Union Representatives. Once the Vice-president or his designate feels he possesses the necessary information prior to meeting with the employee, and the information substantiates the possibility of wrongdoing by the employee, he shall advise within five (5) Union Representatives who are properly designated by days the Union. 6.2.2 The Union agrees that it shall designate as Union Representatives only full- time employees who have satisfactorily completed an initial probationary period during the employee’s current term of employment. 6.2.3 A Union Representative shall function under the terms employee of the Administrative Grievance Procedure (City Policy Manual Section 2.1.2) in the department(s) or sections of a department(s) for which he/she has been designated. Should a Representative be required to leave his/her assigned duties to investigate and/or process an administrative grievance, he/she shall secure the permission of his/her immediate supervisor and inform the supervisor anticipated date of the general nature hearing of the administrative grievancecharges. The Regional Vice-president or his delegate shall decide whether a charge referred to him is substantiated, and report back and, if so, the discipline to be imposed, or whether the supervisor upon returning to his/her assigned dutiescharged employee is exonerated. In the event it his decision involves suspension or dismissal, he shall, within three (3) days of the hearing, notify the charged employee and his Local Chairperson, in writing, of the decision. An employee who is necessary exonerated of all charges against him shall be paid for a Representative time lost while being held out of service and shall be reinstated in his former position without loss of seniority. An employee's service record shall be deemed to handle an administrative grievance be clear, if no discipline involving loss of pay has been imposed and if no other discipline has been imposed within twelve (12) previous months, and, in a department other than the department to which he/she is regularly assignedany case, the Representative Corporation may grant an application from an employee with a clear service record for the previous (24) months to have his service record deemed to be clear. Employees covered by this Agreement shall report not be subject to discipline or discharge for failing to cross any picket line where there is danger of bodily harm. The Corporation agrees that past disciplinary information of which the immediate supervisor of the aggrieved employee to request to meet with the employee(s) involved was not aware has no value, and therefore, shall not be introduced as evidence in the administrative grievancedisciplinary investigation, nor in the Grievance Procedure including arbitration. 6.2.4 In the event the parties agree that a Representative or other representatives of the Union is permitted to investigate and/or process an administrative grievance other than as provided above, such representative shall continue to investigate and/or process the administrative grievance, even if the department or section of a department in which the administrative grievance arose is subsequently assigned to another representative. 6.2.5 Although the administrative grievances may be investigated and/or processed during normal business hours, the Union agrees that the time spent by its designated representatives processing administrative grievances during normal business hours shall be kept to a minimum. 6.2.6 The Union agrees to properly notify the Municipal Employee Relations Officer of any changes of employees designated as Representatives. 6.2.7 The parties agree that they have a mutual interest in well-trained Representatives. Toward that end, up to four (4) designated Representatives shall be allowed a maximum of eight (8) hours paid release time during each year of this agreement to participate in training sessions related to the provisions of this agreement, jointly conducted by the Union and the Office of Employee Relations, according to an outline of such training activities to be submitted by the Union and approved by the Office of Employee Relations prior to conducting any such training sessions.

Union Representatives. 6.2.1 The Union shall furnish a written list of Union stewards and other representatives immediately after their designation and the Union shall notify the City of any changes. (a) The Union shall recognize up be represented in each bargaining unit as follows: in the ratio of not to exceed one ▇▇▇▇▇▇▇ for each seventy-five (575) employees covered by this Agreement, provided however, in case of absence of the designated ▇▇▇▇▇▇▇, the Executive Vice President of the Union Representatives who are properly designated by employed in the Union. 6.2.2 department shall be recognized as an alternate ▇▇▇▇▇▇▇ for the period of the absence of the regular ▇▇▇▇▇▇▇. The Union agrees that it shall may designate as Union Representatives only full- time employees who have satisfactorily completed an initial probationary period during the employee’s current term of employment. 6.2.3 A Union Representative shall function under the terms Executive Vice President of the Administrative Grievance Procedure (City Policy Manual Section 2.1.2) Union or any other officer of the Union employed in the department(s) or sections of department as the primary ▇▇▇▇▇▇▇. Provided further, if a department(s) for which he/she has been designated. Should a Representative be required to leave his/her assigned duties to investigate and/or process an administrative grievance, he/she shall secure the permission of his/her immediate supervisor and inform the supervisor department created by ordinance of the general nature of City has fewer than seventy-five (75) employees covered by this agreement, the administrative grievance, and report back to the supervisor upon returning to his/her assigned dutiesCity will recognize one ▇▇▇▇▇▇▇ for that department. In the event it is necessary for a Representative to handle an administrative grievance The above provisions regarding one ▇▇▇▇▇▇▇ in a department created by ordinance which has fewer than 75 employees is the sole exception to the employee ▇▇▇▇▇▇▇ ratio provision of 75:1. (b) Stewards who lose time during their regular shift hours for investigating grievances or attending grievance meetings will be paid their regular hourly rate for such time lost, up to a maximum of thirty (30) minutes per grievance, but not to exceed a total of three (3) hours per week, provided however, that whenever the ▇▇▇▇▇▇▇ for a department is required in handling departmental grievances to be present at a location of the department other than the department to that in which he/she he is regularly assigned, the Representative time for handling the grievance shall commence upon his arrival at that location and end upon his departure therefrom, so long as such ▇▇▇▇▇▇▇ has traveled to and from such location by the most direct means possible. (c) Stewards will be permitted to leave their work, after reporting to their respective supervisors and recording their time, for the purpose of adjusting grievances in accordance with the Grievance Procedure and for reporting to the grievant a change in the status of his grievance. (d) No one shall be eligible to serve as a ▇▇▇▇▇▇▇ unless he has been an employee for one (1) year. However, if the Union is unable to recruit a ▇▇▇▇▇▇▇ with more than one (1) year of service, then the Union may submit the name of a person as an acting ▇▇▇▇▇▇▇ for considera- tion by the City providing said person has more than six (6) months of service with the City. (e) The stewards shall work at their regular work during the first hour of their respective shifts and shall report to their respective super- visor immediately after lunch. Stewards shall enter and remain in the immediate supervisor department only on their respective shifts unless otherwise agreed to by the department head. (f) It is mutually agreed that the prompt adjustment of grievances is desirable in the interest of sound labor relations between the employ- ees and the municipal employer. (g) The provision for stewards to leave their work during working hours without loss of pay is based on the understanding that the time will be devoted to the prompt handling of legitimate grievances or other legitimate representation functions, and that the stewards will contin- ue to work at the normal assignments at other times. The City reserves the right to stop paying for time that stewards or representatives spend in conferences with the management during regularly scheduled working hours if, in the City's judgment, the privilege is being abused. (h) Stewards and representatives will be considered on a regular eight (8) hour shift as far as grievance pay is concerned and under no cir- cumstances shall overtime be accrued. (i) The collection of dues or assessments and solicitation of membership and consultation about Union affairs shall be restricted to non- working hours. (j) The City will authorize one (1) employee from the Department of Public Works night operations to attend the monthly membership meetings of the aggrieved employee to request to meet with Union. This release time shall only cover the employee(s) time involved in the administrative grievancemeeting and reasonable transportation time to and from the meeting. This authorization shall not be granted an employee who is the only employee available on such shift or during emergencies. 6.2.4 In the event the parties agree that a Representative or other representatives of the Union is permitted to investigate and/or process an administrative grievance other than as provided above, such representative shall continue to investigate and/or process the administrative grievance, even if the department or section of a department in which the administrative grievance arose is subsequently assigned to another representative. 6.2.5 Although the administrative grievances may be investigated and/or processed during normal business hours, the Union agrees that the time spent by its designated representatives processing administrative grievances during normal business hours shall be kept to a minimum. 6.2.6 The Union agrees to properly notify the Municipal Employee Relations Officer of any changes of employees designated as Representatives. 6.2.7 The parties agree that they have a mutual interest in well-trained Representatives. Toward that end, up to four (4) designated Representatives shall be allowed a maximum of eight (8) hours paid release time during each year of this agreement to participate in training sessions related to the provisions of this agreement, jointly conducted by the Union and the Office of Employee Relations, according to an outline of such training activities to be submitted by the Union and approved by the Office of Employee Relations prior to conducting any such training sessions.

Union Representatives. 6.2.1 35.1 The City Company recognizes the right of the Union to appoint employee representatives. It is agreed that in addition to the Chief ▇▇▇▇▇▇▇ there shall recognize up be no more than one shift ▇▇▇▇▇▇▇ per shift. 35.2 The Union stewards and representatives shall have reasonable access through established procedures and the extent permitted by NASNJSC to five (5) all jobs, but shall not unduly interrupt employees or interfere with his work during working hours. 35.3 The Union Stewards and Representatives who are properly designated may present grievances with, or on behalf of, individual employees as provided in the Grievance Procedure and shall be allowed reasonable time during working hours for such presentation. Each Union representative shall notify his supervisor before leaving his work assignment for the purpose of investigating complaints or claims of grievances on the part of employees. It is not intended that an employee representative may abuse the right of investigation. Should there be a claim of abuse such complaint shall be referred by the Company to either the Chief ▇▇▇▇▇▇▇ or Business Representative of the Union. 6.2.2 The 35.4 In order to facilitate the Chief ▇▇▇▇▇▇▇ performing the functions provided him under this Agreement, the Employee designated as Chief ▇▇▇▇▇▇▇ by the Union agrees that it shall designate have the option to be, if qualified, assigned straight day, Monday through Friday, employment in the Relief Operator classification. He shall, except as Union Representatives only full- time employees who have satisfactorily completed an initial probationary period during provided herein, perform the employee’s current term duties of employmenta Relief Operator on such days. 6.2.3 A Union Representative 35.5 When a new Chief ▇▇▇▇▇▇▇ is designated or the old Chief ▇▇▇▇▇▇▇ is designated for a new term he shall function under assume the terms duties, if so desired of the Administrative Grievance Procedure (City Policy Manual Section 2.1.2) junior straight day employee. Any employee removed from his job because of the above process shall use his seniority to bump the most junior employee in a building or group he is desirous of being assigned. The employee being bumped shall assume the department(s) or sections of a department(s) for which he/she has been designatedjob and shift vacated by the new Chief ▇▇▇▇▇▇▇. Should a Representative promotion be required to leave his/her assigned duties to investigate and/or process an administrative grievance, he/she shall secure the permission of his/her immediate supervisor and inform the supervisor of the general nature of the administrative grievance, and report back to the supervisor upon returning to his/her assigned duties. In the event it is necessary for a Representative to handle an administrative grievance in a department other than the department to which he/she is regularly assigned, the Representative shall report to the immediate supervisor of the aggrieved employee to request to meet with the employee(s) involved in the administrative grievance. 6.2.4 In above process, seniority shall prevail. Additionally when a new Chief ▇▇▇▇▇▇▇ is designated, the event old Chief ▇▇▇▇▇▇▇ (the parties agree that person being replaced) may revert to his former or lower classification or to the shift work by bumping the most junior employee in a Representative building or other representatives group he is desirous of being assigned to provided he have greater seniority than the Union employee he chose to bump. The Chief Operator or Operator who is permitted to investigate and/or process an administrative grievance other than bumped by the old Chief ▇▇▇▇▇▇▇, as provided above, such representative shall continue to investigate and/or process shall, unless a. higher rated job is involved, be placed in the administrative grievanceposition vacated by the new Chief ▇▇▇▇▇▇▇ being assigned straight days. Each of the above actions is dependent upon the employee involved being qualified, even if after a reasonable break- in period, of performing the department or section of a department in which the administrative grievance arose is subsequently assigned to another representativework. 6.2.5 Although the administrative grievances may 35.6 Any option as provided in this Section must be investigated and/or processed during normal business hours, the Union agrees that made within thirty (30) days from the time spent by its designated representatives processing administrative grievances during normal business hours shall be kept to a minimumthe new Chief ▇▇▇▇▇▇▇ is certified. 6.2.6 The Union agrees to properly notify the Municipal Employee Relations Officer of any changes of employees designated as Representatives. 6.2.7 The parties agree that they have a mutual interest in well-trained Representatives. Toward that end, up to four (4) designated Representatives shall be allowed a maximum of eight (8) hours paid release time during each year of this agreement to participate in training sessions related to the provisions of this agreement, jointly conducted by the Union and the Office of Employee Relations, according to an outline of such training activities to be submitted by the Union and approved by the Office of Employee Relations prior to conducting any such training sessions.

Union Representatives. 6.2.1 Section 16.1 The City shall recognize up Township recognizes the right of the Union to five designate a Union President or designee and two (52) Union Representatives who are properly Stewards to represent the Union and the employees covered by this Agreement. The Union shall furnish the Township with the names of the President or designee and Stewards and will notify the Township of any changes. Section 16.2 The authority of the President or designee or Union Stewards designated by the Union.Union shall be limited to and shall not exceed the following duties and activities: 6.2.2 a) The Union agrees that it shall designate as Union Representatives only full- time employees who have satisfactorily completed an initial probationary period during investigation and presentation of grievances in accordance with the employee’s current term of employment. 6.2.3 A Union Representative shall function under the terms provisions of the Administrative Grievance Procedure (City Policy Manual Section 2.1.2) in the department(s) or sections of a department(s) for which he/she has been designatedAgreement. Should a Representative be required to leave his/her assigned duties to investigate and/or process an administrative grievance, he/she shall secure the permission of his/her immediate supervisor and inform the supervisor of the general nature of the administrative grievance, and report back to the supervisor upon returning to his/her assigned duties. In the event Both parties agree that if it is necessary for the President or designee or Stewards to perform any such duties during his work time, the President or designee or Stewards shall be released from work by his Supervisor only to the extent necessary to make the investigation and for conferring with the Township representative. b) The transmission of such messages and information which will originate with and are authorized by the Union, or its officers, provided that such messages and information; 1. Are of a Representative routine nature and do not involve work stoppages, slowdowns or any other interference with Township business; and 2. The Union President or designee or Union Stewards are authorized to handle an administrative grievance investigate, present and process grievances on or off the premises, provided such activity is not disruptive of any work in a department other than the department to which he/she is regularly assigned, the Representative shall report engaged and subject to the immediate supervisor necessity of maintaining his schedule and not disrupting the schedule or manpower of any other member of the aggrieved employee to request to meet with the employee(s) bargaining unit who may be involved in the administrative grievance. 6.2.4 In the event the parties agree that a Representative or other representatives Section 16.3 Representatives of the Union is who are not employees of the Employer shall be permitted to investigate and/or process visit with employees during the working hours at their workstations for the purpose of discussing Union representation matters. Such representatives shall also be recognized by the Employer as an administrative grievance other than as provided above, such representative shall continue to investigate and/or process authorized spokesperson for the administrative grievance, even if Union in meetings between the department or section of a department in which the administrative grievance arose is subsequently assigned to another representativeparties regarding employee representation. 6.2.5 Although the administrative grievances may Section 16.4 An employee who is duly authorized in writing to be investigated and/or processed during normal business hours, a representative of the Union agrees that shall be granted a leave of absence with pay for the time spent by its designated representatives processing administrative grievances during normal necessary to conduct Union business hours shall be kept to or attend conventions, seminars or workshops with a minimum. 6.2.6 The Union agrees to properly notify the Municipal Employee Relations Officer maximum of any changes of employees designated as Representatives. 6.2.7 The parties agree that they have a mutual interest in well-trained Representatives. Toward that end, up to no more than four (4) designated Representatives shall be allowed a maximum of eight (8) hours paid release time during each year of this agreement employees to participate in training sessions related to the provisions of this agreement, jointly conducted by the serve as Union and the Office of Employee Relations, according to an outline of such training activities to be submitted by the Union and approved by the Office of Employee Relations prior to conducting any such training sessionsrepresentatives.

Union Representatives. 6.2.1 SECTION 5.1 The City Agency and the Federation agree there shall recognize be a minimum of two (2) stewards maintained at the North, East and West regional offices and at Gantz Road, a minimum of four (4) stewards at the ▇▇▇ ▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇ office and one (1) ▇▇▇▇▇▇▇ for all other locations. The Federation will advise the Agency in writing of all officers and stewards prior to the assumption of their duties. The Union's ability to meet these requirements will depend on the willingness of employees to volunteer for this duty. SECTION 5.2 The Agency will permit union representatives who are employees of the Agency time while on their scheduled shift to represent employees at grievance step meetings, fact-findings under Article 8, and pre-disciplinary hearings before the Hearing Officer for the time a management representative is present. Only one (1) union representative who is also an employee of the Agency will be permitted to utilize working time to attend those meetings. The Agency will permit a union ▇▇▇▇▇▇▇ who is an employee of the Agency up to five one-half (51/2) Union Representatives who are properly designated by hour total per week while on his scheduled shift to investigate matters solely relating to the Union. 6.2.2 The Union agrees that it shall designate as Union Representatives only full- time employees who have satisfactorily completed investigation of incidents which may give rise to a grievance or grievances, and to prepare an initial probationary period during the employee’s current term of employment. 6.2.3 A Union Representative shall function under the terms grievance for Step 1 of the Administrative Grievance Procedure (City Policy Manual Section 2.1.2) in grievance procedure, with the department(s) prior approval of their supervisor. All other time spent investigating incidents relating to alleged grievances or sections of a department(s) for which he/she has been designatedpreparing grievances, other than the specific attendance at grievance meetings, will be outside the regularly scheduled working hours and will be without pay. Should a Representative be required Before attending those meetings, the employee union representative must provide reasonable notice to leave his/her assigned duties to investigate and/or process an administrative grievance, he/she shall secure the permission of his/her his immediate supervisor and inform the supervisor obtain approval to attend where such approval will not be unreasonably withheld. The employee union representative will not be granted approval where such action would legitimately cause a disruption of the general nature of the administrative grievance, and report back to the supervisor upon returning to his/her assigned dutiesAgency's or department's operations. In the event If it is necessary for the Federation to send a Representative to handle union representative who is an administrative grievance in a department other than the department to which he/she is regularly assigned, the Representative shall report to the immediate supervisor employee of the aggrieved employee to request to meet with the employee(s) involved Agency and who does not work in the administrative grievance. 6.2.4 In same location/region as the event the parties agree that a Representative or other representatives of the Union is permitted to investigate and/or process an administrative grievance other than as provided aboveemployee represented, such representative shall continue to investigate and/or process the administrative grievance, even if the department or section of a department in which the administrative grievance arose is subsequently assigned to another representative. 6.2.5 Although the administrative grievances may be investigated and/or processed during normal business hours, the Union agrees that paid for the time spent by its designated representatives processing administrative grievances during normal business hours shall be kept to a minimumin the meeting but not for any travel time. 6.2.6 The Union agrees to properly notify the Municipal Employee Relations Officer of any changes of employees designated as Representatives. 6.2.7 The parties agree that they have a mutual interest in well-trained Representatives. Toward that end, up to four (4) designated Representatives shall be allowed a maximum of eight (8) hours paid release time during each year of this agreement to participate in training sessions related to the provisions of this agreement, jointly conducted by the Union and the Office of Employee Relations, according to an outline of such training activities to be submitted by the Union and approved by the Office of Employee Relations prior to conducting any such training sessions.

Union Representatives. 6.2.1 Section 1. Union Representative shall have the right to enter the shop of the Employer with notification. Section 2. Stewards may be appointed within the rules of the Union any job site or shop of the Employer and the Employer shall be notified. The City Employer agrees to recognize Stewards in the settlement of minor or ordinary grievances and job problems. (a) Stewards appointed in the shop will be done so with mutual consent of the President/Business Manager or Business Representative, the Shop Foreperson and the employer’s designated representative. (b) Stewards shall recognize up have nothing to five do with matters relat- ed to the referral, hiring, layoff or discharge of Employees except that the Employer shall have each new Employee report to the ▇▇▇▇▇▇▇ so that they may know each other. (5c) Stewards shall have no authority whatsoever to call order or create a strike or work stoppage. They shall report all serious matters to the Union Representatives who Office. COPY (d) Stewards shall be given by the Employer reasonable time to perform their normal duties and shall be given reason- able time to check, at the job site where they are properly designated employed and report on any sheet metal work not included in the Employer’s contract during the regular working hours and without loss of wages. Stewards shall not be dilatory or waste time in the per- formance of their duties and shall report to their Foreperson before devoting time to checking other work. Under no circum- stances shall a ▇▇▇▇▇▇▇ make any arrangement with the Employer or others that will conflict with or be in violation of this Agreement. (e) Stewards shall be the next to last Employee laid off and the first rehired in the shop or on the job site, unless just cause is established by the Employer and in no case, shall a ▇▇▇▇▇▇▇ be laid off or transferred prior to consultation with the appropriate representative of the Union. 6.2.2 (f) The Union agrees that it shall designate as at its discretion may appoint one (1) ▇▇▇▇▇▇▇ for Employers who work in the Architectural or Specialty fields (g) The Union Representatives only full- time employees who have satisfactorily completed an initial probationary period during the employeemay appoint one (1) ▇▇▇▇▇▇▇ for all Employers with ten (10) or less Employees provided: 1. Said ▇▇▇▇▇▇▇ will be picked from such company’s current term of employment.work force; 6.2.3 A Union Representative shall function under the terms of the Administrative Grievance Procedure (City Policy Manual Section 2.1.2) in the department(s) or sections of a department(s) for which he/she has been designated2. Should a Representative be required to leave his/her assigned duties to investigate and/or process an administrative grievance, he/she shall secure the permission of his/her immediate supervisor Said ▇▇▇▇▇▇▇ will work without restriction where directed and inform the supervisor of the general nature of the administrative grievance, and report back to the supervisor upon returning to his/her assigned duties. In the event it is necessary for a Representative to handle an administrative grievance in a department other than the department to which he/she is regularly assigned, the Representative shall report to the immediate supervisor of the aggrieved employee to request to meet with the employee(s) involved in the administrative grievance. 6.2.4 In the event the parties agree that a Representative or other representatives of the Union is permitted to investigate and/or process an administrative grievance other than as provided above, such representative shall continue to investigate and/or process the administrative grievance, even if the department or section of a department in which the administrative grievance arose is subsequently assigned to another representative. 6.2.5 Although the administrative grievances may be investigated and/or processed during normal business hours, the Union agrees that the time spent by its designated representatives processing administrative grievances during normal business hours shall be kept to a minimum. 6.2.6 The Union agrees to properly notify the Municipal Employee Relations Officer of any changes of employees designated as Representatives. 6.2.7 The parties agree that they have a mutual interest in well-trained Representatives. Toward that end, up to four (4) designated Representatives shall be allowed a maximum of eight (8) hours paid release time during each year of this agreement to participate in training sessions related to the provisions of this agreement, jointly conducted directed by the Union and the Office of Employee Relations, according to an outline of such training activities to be submitted by the Union and approved by the Office of Employee Relations prior to conducting any such training sessionsEmployer.

Union Representatives. 6.2.1 Section 1: The City shall recognize up following Union representatives will be able to five utilize Official Time, including Bank Time described below in Article 6: The Union's Chapter President; (51) Chief ▇▇▇▇▇▇▇; (4) to eight (8) Shop Stewards; and Any alternate ▇▇▇▇▇▇▇ designated as acting in the absence of a ▇▇▇▇▇▇▇, pursuant to Section 4.B. of this Article. This language is not intended to limit the right of other Union Representatives who are properly designated by representatives to use Official Time as specifically provided in this Agreement, or law, rule or regulation, so long as the UnionEmployer is provided one (1) full workday written advance notice, and it is requested pursuant to Article 6, Section 4 of this Agreement. 6.2.2 Section 2: Wherever specifically stated elsewhere in this Agreement, the Union is entitled to additional representatives in addition to the Stewards authorized by this Article. Section 3: The employee shall be able to contact their designated Union representative in order to seek remedial relief from objectionable personnel policies, practices, conditions of employment, or other similar matters. Official Time shall be requested pursuant to Article 6, Section 4 of this Agreement. Absent a workload problem, the request will be approved. The Union agrees that it internal Union business shall designate as Union Representatives only full- not be conducted during work hours, except when the employees concerned are on non-duty time employees who have satisfactorily completed an initial probationary period during the employee’s current term of employment(e.g., annual leave, LWOP, lunch periods). 6.2.3 A Section 4: ▇▇▇▇▇▇▇ Designations Appointed Stewards will be designated as follows: The Union Representative shall function inform the Employer of the names of the Stewards appointed pursuant to this Article along with any assigned area of responsibility if such designations are made by the chapter. The Chief ▇▇▇▇▇▇▇ will be an at-large representative of all Commission employees. Alternate Stewards who are appointed will operate within the jurisdiction, if applicable, of the ▇▇▇▇▇▇▇ they replace. The Employer shall be notified in writing of such appointments, with the duration of the regular ▇▇▇▇▇▇▇'▇ absence, if known, a reasonable period of time in advance of the effective date. Section 5: The Union will notify the Employer in writing upon the selection of a ▇▇▇▇▇▇▇ within three (3) workdays of their appointment. This notification will also indicate, if applicable, the group of employees under the terms representational jurisdiction of the Administrative Grievance Procedure (City Policy Manual Section 2.1.2) each ▇▇▇▇▇▇▇. Any changes in Stewards will be reported in the department(s) or sections of a department(s) for which he/she has been designatedsame manner. Should a Representative be required to leave his/her assigned duties to investigate and/or process an administrative grievance, he/she shall secure the permission of his/her immediate supervisor and inform the supervisor of the general nature of the administrative grievance, and report back to the supervisor upon returning to his/her assigned duties. In the event it is necessary for a Representative to handle an administrative grievance in a department other than the department to which he/she is regularly assigned, the Representative shall report to the immediate supervisor of the aggrieved employee to request to meet with the employee(s) involved in the administrative grievance. 6.2.4 In the event the parties agree that a Representative or other representatives of the Union is permitted to investigate and/or process an administrative grievance other than as provided above, such representative shall continue to investigate and/or process the administrative grievance, even if the department or section of a department in which the administrative grievance arose is subsequently assigned to another representative. 6.2.5 Although the administrative grievances may be investigated and/or processed during normal business hours, the Union agrees that the time spent by its designated representatives processing administrative grievances during normal business hours shall be kept to a minimum. 6.2.6 The Union agrees to properly notify the Municipal Employee Relations Officer of any changes of employees designated as Representatives. 6.2.7 The parties agree that they have a mutual interest in well-trained Representatives. Toward that end, up to four (4) designated Representatives shall be allowed a maximum of eight (8) hours paid release time during each year of this agreement to participate in training sessions related to the provisions of this agreement, jointly conducted by the Union and the Office of Employee Relations, according to an outline of such training activities to be submitted by the Union and approved by the Office of Employee Relations prior to conducting any such training sessions.TA 3/13/24

Union Representatives. 6.2.1 If a staff representative of the Union wishes access to the Company's premises, shall contact the Company management prior to visiting the plant and obtain permission. It is understood that permission will not be unreasonably withheld. On such visits, the staff representative shall be allowed to confer privately with the plant Union officers, provided that such talks will be arranged so that they do not interfere with production. The City shall Union may designate and the Company will recognize up to five (5) Stewardsplus a Chief ▇▇▇▇▇▇▇. A griever shall have access to all Stewards. In addition, the Union Representatives who are properly designated will designate six (6) employees as temporary Stewards. From these six the Union will designate, periodically as required one (1) to act on the afternoon shift and one (1) to act on the night shift, should one (1) of the five (5) Stewards not be on one of these shifts. The Union may designate and the Company will recognize a Plant Grievance Committee, not to exceed three (3). The Plant Grievance Committee will be composed of the President, the Chief ▇▇▇▇▇▇▇ and one (1) member elected or appointed by the Union. 6.2.2 . No one shall be eligible to serve as ▇▇▇▇▇▇▇ or Plant Grievance Committee person unless is an employee of the Company, and has at least three (3) months seniority. The Union agrees that it shall designate as Union Representatives only full- time employees who have satisfactorily completed an initial probationary period during the employee’s current term of employment. 6.2.3 A Union Representative shall function under the terms will informthe Company in writing of the Administrative identity of all Stewards and Grievance Procedure (City Policy Manual Section 2.1.2) in Committee members and the department(s) or sections of a department(s) for which he/she Company shall not be obliged to recognize such personnel until it has been designatedso informed. Should a Representative For the purpose of this Agreement the Plant Grievance Committee together with the officers of the Local Union shall be required deemed to leave his/her assigned be officials of the Union. The parties hereto agree that the Union officials and Company officials occupy positions of leadership and responsibility to see that this Agreement is faithfully carried out. Stewards, members of committees, and Union officials have regular duties to investigate and/or process an administrative grievanceperform on behalf of the Company, he/she and such person shall secure not leave their regular duties without requesting and obtaining the permission of his/her immediate their supervisor and inform the supervisor of return, and such permission shall not be unreasonably withheld. while investigating and processing grievances. If either party requests a meeting with the general nature other, the party requesting the meeting shall file a written agenda with the other at least forty-eight (48) hours in advance of the administrative grievancemeeting. The Company agrees to recognize and deal with a Negotiating Committee of not more than two (2) employees, and report back to plus the supervisor upon returning to his/her assigned duties. In the event it is necessary for a Representative to handle an administrative grievance in a department other than the department to which he/she is regularly assignedPlant Chairperson or President, the Representative who shall report to the immediate supervisor be regular employees of the aggrieved employee to request to meet Company, along with representativesof the employee(s) involved in International Union. The Negotiating Committeeis a separate entity other committees and will deal only with such matters as are properly the administrative grievance. 6.2.4 In subject matter of negotiations, including proposals for the event the parties agree that a Representative renewal or other representatives modification of the Union is permitted to investigate and/or process an administrative grievance other than as provided above, such representative shall continue to investigate and/or process the administrative grievance, even if the department or section of a department in which the administrative grievance arose is subsequently assigned to another representativeAgreement. 6.2.5 Although the administrative grievances may be investigated and/or processed during normal business hours, the Union agrees that the time spent by its designated representatives processing administrative grievances during normal business hours shall be kept to a minimum. 6.2.6 The Union agrees to properly notify the Municipal Employee Relations Officer of any changes of employees designated as Representatives. 6.2.7 The parties agree that they have a mutual interest in well-trained Representatives. Toward that end, up to four (4) designated Representatives shall be allowed a maximum of eight (8) hours paid release time during each year of this agreement to participate in training sessions related to the provisions of this agreement, jointly conducted by the Union and the Office of Employee Relations, according to an outline of such training activities to be submitted by the Union and approved by the Office of Employee Relations prior to conducting any such training sessions.

Union Representatives. 6.2.1 8.1 The City Employer shall recognize up officers and stewards as Union representatives for the purpose of administering the Collective Bargaining Agreement and adjudicating grievances. Union representatives shall also be recognized for the purpose of administering the Collective Bargaining Agreement. The Union has the right to five (5) Union Representatives who are properly designated conduct its internal affairs, as it deems appropriate, free of any intervention by the UnionEmployer. 6.2.2 8.2 The Union agrees that it staff representative shall designate as be permitted reasonable access to work areas in order to conduct legitimate Union Representatives only full- time employees who have satisfactorily completed an initial probationary period during business. A staff representative must secure permission from the employeedepartment head, or his authorized representative, in order to contact any employee on the Employer’s current term of employmenttime. 6.2.3 A Union Representative shall function under the terms of the Administrative Grievance Procedure (City Policy Manual Section 2.1.2) in the department(s) or sections of a department(s) for which he/she has been designated. Should a Representative be required to leave his/her assigned duties to investigate and/or process an administrative grievance, he/she shall secure the permission of his/her immediate supervisor and inform the supervisor of the general nature of the administrative grievance, and report back to the supervisor upon returning to his/her assigned duties. In the event it is necessary for a Representative to handle an administrative grievance in a department other than the department to which he/she is regularly assigned, the Representative shall report to the immediate supervisor of the aggrieved employee to request to meet with the employee(s) involved in the administrative grievance. 6.2.4 In the event the parties agree that a Representative or other representatives of the 8.3 The Union is permitted to investigate and/or process an administrative grievance other than as provided abovea reasonable number of stewards and, such representative shall continue to investigate and/or process the administrative grievancein addition, even if the department or section of a department in which the administrative grievance arose is subsequently assigned to another representative. 6.2.5 Although the administrative grievances may be investigated and/or processed during normal business hours, the Union agrees that the time spent by its designated representatives processing administrative grievances during normal business hours shall be kept to a minimum. 6.2.6 The Union agrees to properly notify the Municipal Employee Relations Officer of any changes of employees designated as Representatives. 6.2.7 The parties agree that they have a mutual interest in well-trained Representatives. Toward that end, up to four (4) union officers to act in the capacity of stewards. The Union will furnish the names of all stewards and officers, acting in such a capacity, to the Employer at the time of their identification. Local union officers and stewards shall not be transferred without just and proper reason from their respective locations and shifts during their term of office. The Union will post the current list of stewards and their designated Representatives areas of responsibility. The Union shall provide a current list at least bi-annually, or more frequently, if there are changes in the interim. 8.4 Time spent by the stewards and officers in grievance handling, during their regularly scheduled hours, will be paid by the Employer. Stewards and officers who lose time during their regular shift hours for investigating grievances or attending grievance meetings will be paid their regular hourly rate for such time lost provided this allowance is not abused. All stewards and officers will be considered to be on a regular eight-hour shift as far as grievance pay is concerned. 8.5 No ▇▇▇▇▇▇▇, officer or aggrieved employee shall leave his assigned work in order to conduct Union business without prior approval from his respective supervisor. No ▇▇▇▇▇▇▇ will be unreasonably denied the right to carry out his ▇▇▇▇▇▇▇ responsibilities when requested. The ▇▇▇▇▇▇▇ or officer is obligated to provide the immediate supervisor with the following information twenty-four (24) hours in advance of Union business: 1. Purpose of the Union Business (i.e., grievance, disciplinary hearing, other). 2. The names of stewards and other employees involved. 3. Actual time spent on Union business (from start to conclusion). 4. The department of the ▇▇▇▇▇▇▇. 5. The department of the employee. 6. The name of the aggrieved employee’s supervisor giving permission. The Employer shall provide the form required for recording the information to the ▇▇▇▇▇▇▇ or officer’s immediate supervisor. If the Union officer or ▇▇▇▇▇▇▇ responds to an emergency or circumstances that require his or her immediate attention, the officer or ▇▇▇▇▇▇▇ shall provide the immediate supervisor with the above information within twenty-four hours (24) after the incident. 8.6 Stewards, Officers and/or aggrieved employees shall be allowed required to schedule a maximum mutually agreeable meeting time with any supervisor of eight the Stewards, Officers, and aggrieved employees that will be conducting Union business. Requests to meet for needed Union business shall not be unreasonably denied. 8.7 During administrative hearings, pursuant to Article 18, Grievance Procedures and Article 17, Discipline, there shall be no more than three (8) 3) employees to include the aggrieved party, the Union ▇▇▇▇▇▇▇, and the President or his/her designee, plus one (1) Union staff representative or his/her designee present. The Employer shall also have no more than a total of three (3) representatives present, excluding the hearing officer. The Employer shall receive twenty-four (24) hours paid release time during each year advance notice of this agreement the employees to participate be used as witnesses and such employees shall be scheduled in training sessions related to the provisions of this agreement, jointly conducted advance by the parties so as to limit the burden on the Department. Both parties shall be permitted no more than one (1) non-participating observer. 8.8 An active employee of the Employer who is excluded from the bargaining unit shall not serve as a ▇▇▇▇▇▇▇ or represent employees in the bargaining unit, nor shall any employee represent any other employee whom he supervises. 8.9 During contract negotiations, employees who serve on the Union and the Office of Employee Relations, according to an outline Negotiating Committee shall be paid for time spent in negotiations with Employer representatives during regularly scheduled work hours of such training activities to be submitted by the employees. The Union and approved by the Office of Employee Relations prior to conducting any such training sessions.shall provide, at least two