Common use of Union Stewards Clause in Contracts

Union Stewards. SECTION 1. The employees shall be represented by a Police Officers Labor Council Representative, the chief ▇▇▇▇▇▇▇ and two (2) alternate stewards. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇. SECTION 8. The Township will provide information necessary to evaluate grievances and for collective bargaining purpose to the Union within a reasonable period of time after requested.

Union Stewards. SECTION 1The Center will recognize stewards designated by the Union who will be responsible for representing bargaining unit members and participating in any hearings or conferences related to the grievance process. The employees There shall be represented by a Police Officers Labor Council Representative, the chief one ▇▇▇▇▇▇▇ and two (2) alternate stewards. The Employer shall not be required to meet for each laboratory with more than four (4) persons at grievance meetings two bargaining unit employees and during contract negotiations. SECTION 2that ▇▇▇▇▇▇▇ would be responsible for representing staff from that area. Any one (1) member The lack of an assigned ▇▇▇▇▇▇▇ would be the burden of the union committee labor representative to provide representation should it be needed. Typically, a grievance hearing will be permitted to leave his/her work assignment when he/she has obtained have no more than one ▇▇▇▇▇▇▇ in attendance, unless the permission presence of his/her supervisor which shall not be unreasonably withheld, the second ▇▇▇▇▇▇▇ is part of the training process for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union second ▇▇▇▇▇▇▇. SECTION 8, in addition to a staff representative, but there shall be no more than two stewards in attendance at all times. Whenever possible, the Union will notify the Human Resources Director (HRD) in writing of the names of the designated stewards prior to them assuming any duties. The Township will provide information Center shall not deny an employee the right to represent another employee simply because his/her name does not appear on a job stewards list. Once representation has begun for the employee, the ▇▇▇▇▇▇▇ shall not be changed from the occurrence, unless there are extenuating circumstances (i.e. health reasons, personal conflict, conflict of interest, etc.). Designated stewards shall be allowed a reasonable amount of time without charge to pay or leave to administer the Agreement and otherwise represent employees in accordance with the Collective Bargaining Law (Title 3, State Personnel and Pensions Article), law or regulation. To the extent necessary to evaluate grievances participate in hearings and for collective bargaining purpose to meetings, a designated ▇▇▇▇▇▇▇’▇ shift shall be adjusted so that such participation shall be on official duty time. Release from duty and shift adjustments will not be unreasonably denied and will be consistent with the Union within a reasonable period operational needs of time after requestedthe Center.

Union Stewards. SECTION 1. A. The employees Union shall be represented by a Police Officers Labor Council Representative, the chief entitled to select thirty (30) stewards plus one (1) Chief ▇▇▇▇▇▇▇ and two (2) alternate stewards. The Employer to designate their area of representation which shall not be required in reasonable proximity to meet with more than four (4) persons at grievance meetings and during contract negotiationstheir designated work area. SECTION 2. Any one (1) member of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. B. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇, Chief ▇▇▇▇▇▇▇ and Union President, during their normal working hours without loss of time or pay, may in accordance with the terms of this Agreement, process and handle grievances upon first having received permission from their immediate supervisor to do so. Such permission shall not be unreasonably withheld. The right of stewards, Chief ▇▇▇▇▇▇▇, and President leaving their work during normal working hours without loss of time or pay is subject to the understanding that the time will be devoted to the proper handling and processing of grievances and will not be abused; and stewards and President will perform their regularly assigned work at all times, except when necessary to leave their work to process and handle grievances as provided herein. A ▇▇▇▇▇▇▇, Chief ▇▇▇▇▇▇▇, and President who enters into a unit or department other than his/her own shall first notify the supervisor of that unit or department of his/her presence for the purpose of investigating or processing a formal written grievance. SECTION 8C. The Union President and Chief ▇▇▇▇▇▇▇, or their designees in their absences, shall be allowed to use a certain number of paid hours for Union business. It is recognized that the per week hours are intended to average approximately ten (10) hours for the Union President and five (5) hours for the Chief ▇▇▇▇▇▇▇. Up to twenty (20) and ten (10) hours per week for the Union President and the Chief ▇▇▇▇▇▇▇, respectively, may be utilized with the notification to and approval of the Employee/Labor Relations Director or designee. Such requests shall be responded to promptly and approval shall not be unreasonably withheld. The Township Union time shall include investigating and processing of potential grievances, interviewing witnesses and meeting with Council 8 or the AFL-CIO representatives. The union business hours will provide information necessary be tracked in the university time keeping/work order system (currently an iPhone and subject to evaluate grievances change). D. The Union shall furnish the University with a written list of its stewards, Chief ▇▇▇▇▇▇▇ and for collective bargaining purpose to President and shall promptly notify the University in writing of any changes therein. E. There shall be no Union within a reasonable period of activity on University time after requestedexcept as expressly provided herein.

Union Stewards. SECTION 1(a) The Hospital agrees to recognize Union stewards to be elected or appointed from amongst employees in the bargaining unit who have completed their probationary period for the purpose of dealing with Union business as provided under this Collective Agreement. (b) A Chief ▇▇▇▇▇▇▇ may be appointed or elected by the Union. The employees Chief ▇▇▇▇▇▇▇ may, in the absence of any ▇▇▇▇▇▇▇, assist in the presentation of any grievance, or with any ▇▇▇▇▇▇▇ function. (c) The number of stewards recognized shall be represented up to five (5) at each site. (d) No more than one Union ▇▇▇▇▇▇▇ shall be appointed in any given department. (e) The Employer shall grant paid leave for each of the three Chief Stewards or designates of twelve (12) days per year of which fifty percent (50%) will be paid for by the Hospital. Such time will be taken in increments of not less than one-half (½) day and is to be prescheduled. If leave is not taken, it does not accumulate. (f) The ▇▇▇▇▇▇▇ ▇▇▇▇▇ Health System shall provide a Police Officers Labor Council Representative, virtual voicemail system for the chief Chief ▇▇▇▇▇▇▇ and two Union Stewards at the Hospitals. (2g) alternate stewards. The Employer Union shall keep the Hospital notified in writing of the names of Union stewards appointed or selected under this article as well as the effective date of their respective appointments. (h) It is agreed that Union stewards have their regular duties and responsibilities to perform for the Hospital and shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2leave their regular duties without first obtaining permission from their immediate supervisor. Any one (1) member of the union committee will be permitted to leave his/her work assignment when he/she has obtained the Such permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members (i) If, in the performance of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hourshis duties, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The a Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇. SECTION 8. The Township will provide information necessary ▇ is required to evaluate grievances and for collective bargaining purpose enter an area within the Hospital in which he is not originally employed, he shall report his presence to the supervisor in the area immediately upon entering it. Such permission shall not be unreasonably withheld. When resuming his regular duties and responsibilities, such ▇▇▇▇▇▇▇ shall again report to his immediate supervisor. A Union within a reasonable period ▇▇▇▇▇▇▇ shall suffer no loss of earnings for time after requestedspent in performing the above duties during his regular scheduled working hours.

Union Stewards. SECTION 1a. The Union shall notify the SOCP Human Resources Manager or designee of the selection of Stewards and their alternates. The employees Union shall be represented by a Police Officers Labor Council Representative, the chief allowed one (1) ▇▇▇▇▇▇▇ and alternate per work site. Eliot (and other multiple house sites as they are developed) shall be allowed two (2) alternate stewardsstewards and their alternates. The Employer Staff shall utilize the assistance of an in-house ▇▇▇▇▇▇▇ where appropriate. When this is not appropriate a ▇▇▇▇▇▇▇ from a nearby house may be used by the employee. b. Stewards may receive but not solicit grievances from the bargaining unit, and may discuss complaints and grievances of employees in the bargaining unit on the premises and time of the SOCP where that time coincides with the employees regularly scheduled hours, but only to such extent that it does not neglect, retard or interfere with the work and duties of the Stewards or with the work or duties of employees. Stewards shall be granted reasonable time off during regularly scheduled working hours without loss of pay or other benefits to investigate bargaining unit grievances upon notice to their immediate supervisor. Release in such instances may not be required to meet immediate. If the permitted activities would interfere with either the ▇▇▇▇▇▇▇'▇ or the grievant's duties, the direct supervisor(s) shall, within the next working day, arrange a mutually satisfactory time for the requested activities. No more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member ▇▇▇▇▇▇▇ shall be involved in the same grievance. No overtime costs shall accrue to the Employer as a result of such activities outside regularly scheduled hours. Officers of the union committee local who are members of this bargaining unit may process grievances but will be permitted held to the same restrictions set forth for Stewards as specified above in this section. Willful disregard for these procedures may result in loss of pay for unauthorized leave his/her work assignment when he/she has obtained the permission of his/her supervisor which or disciplinary action. c. The Division agrees there shall not be unreasonably withheldno reprisal, coercion, intimidation or discrimination against any ▇▇▇▇▇▇▇ for the purpose conduct of handling an alleged violation of the functions described in this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerationsArticle. SECTION 3. Members of d. At the union committee Union's request, with thirty (30) days notices, Stewards for the Union shall be compensated for necessary granted personal leave, accrued vacation leave, accrued compensatory time spent in adjusting grievances during regular department working hoursor leave of absence without pay to attend the Union's ▇▇▇▇▇▇▇ training session. When a ▇▇▇▇▇▇▇ cannot attend due to a work emergency, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson local president will be retained as long as a shift is in operation; provided notified by the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇. SECTION 8e. Executive Board Officers of Local 1246 shall provide their immediate supervisor and personnel office with a list of prescheduled regular monthly Board meetings. The Township Board officers from this bargaining unit shall then be allowed to attend at least two (2) regularly scheduled Board meetings per month. Attendance will provide information necessary be either on the basis of leave without pay or use of comp time, vacation, or personal leave. f. Meetings of the Executive Board specifically requested by the SOCP, and mutually agreed to evaluate grievances by the Union, which are held at locations, times and dates requested by the SOCP shall be on the basis of no loss of pay for collective attending Board members from this bargaining purpose to unit, but SOCP will incur no overtime liability nor will a Board member receive compensation for attending such meetings scheduled during a time that the Union within a reasonable period of time after requestedemployee would not normally be scheduled for work.

Union Stewards. SECTION 110.01 The Employer recognizes the right of the Union to appoint Employees as Union Stewards to act on behalf of Employees in conformance with the provisions of this Agreement. 10.02 The Union shall determine the number of Union Stewards, having regard to the plan of organization, and the distribution of Employees at the work place. The employees When difficulties arise, the Union and the Employer shall consult in order to resolve the difference. 10.03 Employees may be represented by a Police Officers Labor Council Representative, the chief Union ▇▇▇▇▇▇▇ and two (2) alternate stewards. or Union staff member at any step of the grievance procedure. 10.04 The Employer shall not be required to meet with more than four (4) persons at recognizes the Union Stewards as official representatives of the Union for purposes of complaints investigation and grievance meetings and during contract negotiationsprocessing. SECTION 2. Any one (1) member 10.05 A currently maintained list of Union Stewards shall be supplied to the union committee will be permitted to leave his/her work assignment when he/she has obtained Employer by the permission of his/her supervisor which shall not be unreasonably withheld, for Union on a quarterly basis and posted on the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerationsEmployer’s electronic bulletin board. SECTION 3. 10.06 Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, who have been appointed as Union Stewards may wear a lapel pin denoting such committeepersons shall give the Employer an accurate account of time lost in adjusting grievancesposition. SECTION 4. The 10.07 A Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇▇ shall not discuss a grievance or leave their place of work to investigate a grievance with the Employer or an Employee during their working hours without first obtaining permission from their Supervisor to do so. Such approval shall not be unreasonably denied. SECTION 810.08 A Union ▇▇▇▇▇▇▇ or Union staff member shall not enter a place of work to discuss a grievance with an Employee or Employees without first obtaining permission from Human Resources or the Supervisor at the location. The Township will provide information necessary to evaluate grievances and for collective bargaining purpose to Such approval shall not be unreasonably denied. 10.09 A representative of the Union within will be provided an opportunity to deliver a reasonable period Union orientation to new Bargaining Unit employees of time after requestedup to thirty (30) minutes, without loss of pay. This presentation shall occur at the Employer's New Employee Orientation and the Union will be provided not less than seven (7) calendar days advance notice of New Employee Orientation date.

Union Stewards. SECTION 1. The employees shall be represented by 16.1 University agrees to recognize a Police Officers Labor Council Representative, the chief Unit President/▇▇▇▇▇▇▇ and four (4) stewards who have been selected by the Union to serve in this capacity. One ▇▇▇▇▇▇▇ shall be from a regular work schedule between the hours of 3:00 p.m. to 6:00 a.m. the following day. 16.2 Union agrees to provide University a list of all stewards. University agrees to provide Union, by providing it to Union's Unit President, a list of all supervisors and an updated list of employees showing each employee's date of entry upon request of the Unit President in writing, not more than three times per calendar year. The Unit President shall be responsible for the conduct and actions, as related to their union duties, of all stewards. The ▇▇▇▇▇▇▇ list will be maintained on a current basis. 16.3 Stewards shall be allowed reasonable University work time from their respective work site/duty assignment for the sole purpose of investigating, filing or discussing grievances. Reasonable University work time is defined as one (1) hour per forty (40) hour week. The Unit President shall be allowed two (2) alternate stewardshours University work time per work week for investigating, filing or discussing grievances. The Employer time of authorized absence while on University work time shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member of begin upon the union committee will be permitted to leave employee's departure from his/her work site/duty assignment when heand end upon his/she has obtained her return to such work site/duty assignment. 16.4 A ▇▇▇▇▇▇▇ wishing to conduct any activity in conjunction with a grievance or possible grievance on University work time, unless directed by University to participate in a meeting concerning such grievance or possible grievance or other work related matter may be absent from his/her work site or duty assignment with the permission written approval of his/her immediate supervisor. The immediate supervisor which shall make the employee available unless the employee cannot be unreasonably withheld, for made available due to the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her to be performed at the time of leaving and returning the request. In such event the employee's supervisor shall make arrangements for such employee to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes made available as they occur. The Employer shall recognize only those employees so listed. SECTION 5soon as is practicable. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇'▇ time of absence from her/his work site/duty assignment while on University work time shall be recorded on his/her Daily Time Sheet as code UB. SECTION 816.5 In the event a ▇▇▇▇▇▇▇ believes more time within a forty (40) hour work week is required to conduct union business related to a grievance or possible grievance than is provided for in the preceding paragraph, he/she may request to be released from work without pay to conduct such Union business as provided in Article 15. 16.6 Meetings at which any employee and/or ▇▇▇▇▇▇▇ may be summoned by the University for the purpose of discussing a grievance or possible grievance shall be considered University work time and shall be recorded on the employee's Time Sheet as UB. 16.7 Accredited representatives of United Steelworkers may have access to the functional areas of the bargaining unit to visit with employees during employees' work hours, upon notification to University's Vice President for Administration and Treasurer and subject to the availability of the employee(s) with whom such representative wishes (or representatives wish) to visit, for the purpose of discussing a grievance or possible grievance. Such representative(s) shall seek the employee's/employees' immediate supervisor, stating the purpose of the visit and the name(s) of the employee(s) sought. The Township will provide information necessary to evaluate grievances and for collective bargaining purpose supervisor normally shall make the employee(s) available. In the event, the employee's supervisor believes the employee(s) cannot be made available due to the Union work to be performed, the supervisor shall make arrangements for such employee(s) to be made available as soon as is practicable. Nothing in this paragraph shall be construed to abridge the rights of any person to public areas of the campus, subject to the University's facilities use policies. 16.8 University shall provide a list of persons hired into a position included within a reasonable period the bargaining unit to the Unit President within fifteen (15) work days of time after requestedsuch persons' effective date of employment.

Union Stewards. SECTION 135.01 The Employer agrees to recognize Employees who are assigned as Union Stewards. The employees shall be represented by a Police Officers Labor Council Representative, the chief A Union ▇▇▇▇▇▇▇ and two (2) alternate stewards. The Employer shall not be required may, at the request of an Employee, accompany or represent them in various meetings including: a formal investigation, duty to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheldaccommodate, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning return to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time disciplinary meetings, as well as meetings related to provide in the processing of a replacement, if necessary, subject to overriding work considerations. SECTION 3grievance with the Employer. Members of the union committee shall be compensated When it becomes necessary for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The a Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇ to leave their job for any of the aforementioned purposes they will request time off from their immediate Supervisor who is not within the scope of this Collective Agreement providing them with as much advance notice as possible. Arrangements will be made by the Supervisor to permit the Union ▇▇▇▇▇▇▇ to leave their job for this purpose with no loss of regular earnings, as soon as reasonably possible. Such time off shall be granted only upon the approval of the Supervisor or authorized alternate, such approval shall not be unreasonably withheld. SECTION 8. (a) The Township will provide information necessary to evaluate grievances Union agrees that Union Stewards and for collective bargaining purpose Employees alike shall not enter into discussions concerning Union business during working time except with permission. (b) The Local shall have the right at any time to the assistance of Union Staff Members when dealing or negotiating with the Employer and when processing a grievance. Such representatives shall approach members at work only when engaged in such activities and provided they and the Employee have received the approval of the Human Resources Office or immediate Supervisor who is not within the scope of this Collective Agreement. Such approval shall not be unreasonably denied. 35.03 A list of Union Stewards shall be supplied by the Union to the Human Resources Office which shall be advised in writing of any change in this list. 35.04 The Union reserves the right to assign a reasonable period of time after requestedUnion ▇▇▇▇▇▇▇ to represent a work area that has no Union Stewards.

Union Stewards. SECTION 1a. The Union shall notify the SOCP Human Resources Manager or designee of the selection of Stewards and their alternates. The employees Union shall be represented by a Police Officers Labor Council Representative, the chief allowed one (1) ▇▇▇▇▇▇▇ and two alternate per work site. Eliot is considered three (23) alternate stewardsseparate worksites for the purposes of this section. The Employer Staff shall utilize the assistance of an in-house ▇▇▇▇▇▇▇ where appropriate. When this is not appropriate a ▇▇▇▇▇▇▇ from a nearby house may be used by the employee. b. Stewards may receive but not solicit grievances from the bargaining unit, and may discuss complaints and grievances of employees in the bargaining unit on the premises and time of the SOCP where that time coincides with the employees regularly scheduled hours, but only to such extent that it does not neglect, retard or interfere with the work and duties of the Stewards or with the work or duties of employees. Stewards shall be granted reasonable time off during regularly scheduled working hours without loss of pay or other benefits to investigate bargaining unit grievances upon notice to their immediate supervisor. Release in such instances may not be required to meet immediate. If the permitted activities would interfere with either the ▇▇▇▇▇▇▇'▇ or the grievant's duties, the direct supervisor(s) shall, within the next working day, arrange a mutually satisfactory time for the requested activities. No more than four (4) persons at grievance meetings and during contract negotiations.one SECTION 2. Any one (1) member ▇▇▇▇▇▇▇ shall be involved in the same grievance. No overtime costs shall accrue to the Employer as a result of such activities outside regularly scheduled hours. Officers of the union committee local who are members of this bargaining unit may process grievances but will be permitted held to the same restrictions set forth for Stewards as specified above in this section. Willful disregard for these procedures may result in loss of pay for unauthorized leave his/her work assignment when he/she has obtained the permission of his/her supervisor which or disciplinary action. c. The Division agrees there shall not be unreasonably withheldno reprisal, coercion, intimidation or discrimination against any ▇▇▇▇▇▇▇ for the purpose conduct of handling an alleged violation of the functions described in this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerationsArticle. SECTION 3. Members of d. At the union committee Union's request, with thirty (30) days notices, Stewards for the Union shall be compensated for necessary granted personal leave, accrued vacation leave, accrued compensatory time spent in adjusting grievances during regular department working hoursor leave of absence without pay to attend the Union's ▇▇▇▇▇▇▇ training session. When a ▇▇▇▇▇▇▇ cannot attend due to a work emergency, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson local president will be retained as long as a shift is in operation; provided notified by the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇. SECTION 8e. Executive Board Officers of Local 1246 shall provide their immediate supervisor and personnel office with a list of prescheduled regular monthly Board meetings. The Township Board officers from this bargaining unit shall then be allowed to attend at least two (2) regularly scheduled Board meetings per month. Attendance will provide information necessary be either on the basis of leave without pay or use of comp time, vacation, or personal leave. f. Meetings of the Executive Board specifically requested by the SOCP, and mutually agreed to evaluate grievances by the Union, which are held at locations, times and dates requested by the SOCP shall be on the basis of no loss of pay for collective attending Board members from this bargaining purpose to unit, but SOCP will incur no overtime liability nor will a Board member receive compensation for attending such meetings scheduled during a time that the Union within a reasonable period of time after requestedemployee would not normally be scheduled for work.

Union Stewards. SECTION 1(a) The Hospital agrees to recognize Union Committee members to be elected or appointed from amongst employees in the bargaining unit who have completed their probationary period for the purpose of dealing with Union business as provided under this Collective Agreement. (b) A Unit Chairperson may be appointed or elected. The employees shall be represented by a Police Officers Labor Council RepresentativeUnit Chairperson may, in the chief absence of any Committee member, assist in the presentation of any grievance, or with any ▇▇▇▇▇▇▇ function. (c) The Union shall keep the Hospital notified in writing of the names of Union stewards appointed or selected under this Article as well as the effective date of their respective appointments. (d) It is agreed that Union Committee members have their regular duties and responsibilities to perform for the Hospital and shall not leave their regular duties without first obtaining permission from their immediate supervisor. If, in the performance of his/her duties, a Union Committee member is required to enter an area within the Hospital in which he/she is not originally employed, he/she shall report his/her presence to the supervisor in the area immediately upon entering it. Such permission shall not be unreasonably withheld. When resuming his/her regular duties and responsibilities, such Union Committee member shall again report to his/her immediate supervisor. A Union Committee member shall suffer no loss of earnings for time spent in performing the above duties during his/her regular scheduled working hours. (e) Nothing in this Article shall preclude full-time stewards from representing part- time employees and vice versa. (f) The number of stewards and the areas which they represent are to be two (2) stewards from the Oaks Centre and two (2) alternate stewards. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiationsfrom Office & Technical. SECTION 2. Any one (1g) member of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union Official CAW ▇▇▇▇▇▇▇. SECTION 8. The Township will provide information necessary to evaluate grievances and for collective bargaining purpose ▇ lapel pins may be worn by stewards that have been confirmed in writing to the Union within a reasonable period of time after requestedHospital by the Union.

Union Stewards. SECTION Section 1. The employees Employees within the bargaining unit shall be represented by stewards in the manner set forth in this Article. Employees, however, shall have the option of representing themselves. The Union shall furnish management a Police Officers Labor Council Representativelist of the stewards' names, their assigned areas, telephone number where they may be contacted and shall keep a list current at all times. Alternate stewards may be appointed by the Local Union President to serve in the absence of the regular stewards. Section 2. When requested by an employee, either a ▇▇▇▇▇▇▇, chief ▇▇▇▇▇▇▇, or the president may investigate any alleged or actual grievance in his assigned work area and assist in its presentation. He shall be allowed time during working hours in accordance with Section 4 of this Article upon notification and approval of his Department Head; provided however, the Department Head shall not unreasonably withhold approval. It is understood that the chief ▇▇▇▇▇▇▇ and two (2) alternate stewards. The Employer shall not be required to meet with more than four (4) persons or the Union President may substitute for the shop ▇▇▇▇▇▇▇ at any hearing in the grievance meetings and during contract negotiationsprocedure. SECTION 2. Any one (1) member of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION Section 3. Members When an employee presents his own grievance without intervention of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The a Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇, the ▇▇▇▇▇▇▇ shall be given an opportunity to be present if requested by the employee who is processing his own grievance, and shall be allowed the time therefor, in accordance with Section 4 of this Article, upon notification and approval of his Department Head; provided, however, the Department Head shall not unreasonably withhold approval. SECTION 8Section 4. Stewards who use time during their regular shift hours for investigating grievances or attending grievance meetings will be paid their regular hourly rate for such time used, up to a maximum of three (3) hours per grievance but not to exceed a total of six (6) hours per week. The Township total time spent by stewards under this Article shall not exceed forty (40) hours per contract year. All stewards will be considered on a regular eight (8) hour shift as far as grievance pay is concerned. A ▇▇▇▇▇▇▇ who spends time representing an employee at a Board hearing shall be paid for time spent during his regular shift at his regular rate. Section 5. No ▇▇▇▇▇▇▇, chief ▇▇▇▇▇▇▇, or other Union Officer shall leave his regularly assigned work in order to investigate a grievance without first obtaining approval of his Department Head, and, provided further, such approval shall not be unreasonably withheld. A maximum of six (6) stewards shall be allowed. They shall be assigned as needed. Section 6. The County will provide information necessary to evaluate grievances and for collective bargaining purpose a link to the Union within a reasonable period of time after requestedIBEW Local 1536 website on the Lancaster County Human Resources New Employee page.

Union Stewards. SECTION 1The Union shall have the right to designate a reasonable number of Shop Stewards who shall represent the Union for the purpose of presenting and adjusting grievances. The number of Shop Stewards is designated in Appendix D. The Union shall advise the Employer in writing as soon as practicable of the names of the employees shall be represented by a Police Officers Labor Council Representative, the chief ▇▇▇▇▇▇▇ and two (2) alternate stewardswho it appoints to act as Union Stewards. The Employer shall not be required to meet with more than four (4) persons at grievance meetings recognize any employee as a Union ▇▇▇▇▇▇▇ until and during contract negotiationsunless it has received the aforementioned written notification. Union stewards shall be considered representatives of the Union, and they may carry out their duties in any terminal. SECTION 2(a) Union stewards agree to conduct their Union duties during non-working time and in a manner that does not interfere with the Employer’s operations or with employees’ duties during scheduled working hours, except where management agrees otherwise. Any one (1) member of The Employer will not discriminate against the union committee will be permitted to leave his/her work assignment when he/she has obtained Shop ▇▇▇▇▇▇▇ in the permission proper performance of his/her supervisor which shall Union duties provided that such duties do not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving interfere with his/her regular work shall record hisor with the work of other employees and he/her time of leaving and returning to work on appropriate time cards and she shall not leave his/her work until station without first notifying his/her supervisor has had reasonable appropriate Supervisor as to his/her intent, the reason therefore, where he/she can be reached and the estimated time to provide a replacement, if necessary, subject to overriding work considerationshe/she will be gone. SECTION 3. Members (b) Shop Stewards shall have super seniority for the purpose of layoff, recall, and furlough only. (c) In the event of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account layoff or discharge of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union Shop ▇▇▇▇▇▇▇, the Employer will notify the Union in advance of the termination or layoff. SECTION 8. The Township (d) A Shop ▇▇▇▇▇▇▇ or Alternate will provide information necessary accompany Employer representatives of Management whenever locker inspections are made. (e) All new employees will be introduced to evaluate grievances and for collective bargaining purpose to a Shop ▇▇▇▇▇▇▇ during the Union within a reasonable period training of time after requestedthe new employee.

Union Stewards. SECTION Section 1. The employees Employees within the bargaining unit shall be represented by stewards in the manner set forth in this Article. Employees, however, shall have the option of representing themselves. The Union shall furnish management a Police Officers Labor Council Representativelist of the stewards' names, their assigned areas, telephone number where they may be contacted and shall keep a list current at all times. Alternate stewards may be appointed by the chief Local Union President to serve in the absence of the regular stewards. Section 2. When requested by an employee, either a ▇▇▇▇▇▇▇ or a Union Executive Board member may investigate any alleged or actual grievance in his assigned work area and two (2) alternate stewardsassist in its presentation. The Employer He shall be allowed time during working hours in accordance with Section 4 of this Article upon notification and approval of his Department Head's designated representative; provided however, the Department Head shall not unreasonably deny the approval. Any denial shall be required to meet with more than four (4) persons at grievance meetings based upon business needs of the department and during contract negotiationsput in writing. SECTION 2. Any one (1) member of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION Section 3. Members When an employee presents his own grievance without intervention of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The a Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇, the ▇▇▇▇▇▇▇ shall be given an opportunity to be present if requested by the employee who is processing his own grievance, and shall be allowed the time therefor, in accordance with Section 4 of this Article, upon notification and approval of his Department Head or the Department Head's designated representative; provided, however, the Department Head shall not unreasonably deny the approval. Any denial shall be based upon business needs of the department and put in writing. SECTION 8Section 4. Stewards who use time during their regular shift hours for investigating grievances or attending grievance meetings will be paid their regular hourly rate for such time used, up to a maximum of three (3) hours per grievance but not to exceed a total of five (5) hours per week. All stewards will be considered on a regular eight Section 5. No ▇▇▇▇▇▇▇ or other Union Officer shall leave his regularly assigned work in order to investigate a grievance without first obtaining approval of his Department Head or the Department Head's designated representative, and, provided further, such approval shall not be unreasonably withheld. A maximum of ten (10) stewards shall be allowed. They shall be assigned as needed. Section 6. The Township County will provide information necessary to evaluate grievances and for collective bargaining purpose a link to the Union within a reasonable period of time after requestedIBEW Local 1536 website on the Lancaster County Human Resources New Employee page.

Union Stewards. SECTION 1‌ The Union may designate up to thirty-four (34) stewards to represent employees in processing grievances and at ▇▇▇▇▇▇ conferences. The following conditions shall apply: The Union may designate up to 34 Union Stewards who must be members of the Unit, and shall provide all departments, offices, or bureaus with a written list of employees shall be represented by who have been so designated. Management will accept on a Police Officers Labor Council Representative, quarterly basis any changes to the chief list. A ▇▇▇▇▇▇▇ may represent a grievant in the presentation of a grievance at all levels of the grievance procedure. A ▇▇▇▇▇▇▇ may represent an employee in pre-disciplinary hearings (▇▇▇▇▇▇) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and two (2) alternate stewardshis/her ▇▇▇▇▇▇▇ may have a reasonable amount of paid time off for the above-listed activities. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) However, a ▇▇▇▇▇▇▇ will receive paid time off only if he/she is the representative of record; is a member of the union committee will be permitted to same Unit and the same Union as the employee. If a ▇▇▇▇▇▇▇ must leave his/her work assignment when location to represent an employee, he/she has obtained the shall first obtain permission of from his/her supervisor which shall not be unreasonably withheld, on a form provided by the City for the purpose of handling an alleged violation of this Agreementsuch purpose. Any employee so leaving his/her work shall record his/her time of leaving and returning Permission to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for granted unless such absence would cause an undue interruption of work. If no committeeperson qualifies under the above rulesuch permission cannot be granted promptly, the Union may designate another employee who had been assigned to such work to represent grievance ▇▇▇▇▇▇▇ will be informed when time can be made available. Such time will not be more than forty-eight (48) hours, excluding scheduled days off and/or legal holidays, after the employees for that period. SECTION 6. Members time of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇'▇ request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the ▇▇▇▇▇▇▇ shall call the requesting employee's supervisor to determine when the employee can be made available. Upon arrival, the ▇▇▇▇▇▇▇ will report to the employee's supervisor who will make arrangements for the meeting requested. The City will make reasonable time available to Stewards to investigate grievances and disciplinary matters on behalf of the grievant. Time spent on grievances, or the pre-disciplinary representation activities described above, outside of regular working hours of the employee or his/her ▇▇▇▇▇▇▇, shall not be counted as work time for any purpose. The City established Union Education and Training Fund equal to 24 hours per ▇▇▇▇▇▇▇ per year be utilized by the Union for education and training purposes. The amount of the Fund shall not be accumulated year to year. No ▇▇▇▇▇▇▇ will utilize more than 80 hours per year from the Fund. The Fund may be used by the Union to train members and/or Stewards in the grievance procedure, administrative interview, ▇▇▇▇▇▇ hearings and other matters including investigations as determined by the Union. The City will make a reasonable effort to release those Stewards for education and training classes held by the Union. Stewards will be copied on the email confirmation sent by Human Resources to the director/supervisor approving the release. The Union will provide the City with a copy of a sign-in sheet. If a sign-in sheet is not available, then the Union shall submit other verification of attendance for release time. Leaves of absence or intermittent leaves without pay may be granted to Union Stewards or members for the purpose of Union business consistent with current City policies for granting leaves. The leaves are subject to Department Head and Human Resources Director approval and must be considered in light of department staffing and business needs. The City will make a genuine effort to consider these requests. SECTION 81. Within thirty (30) days of ratifying this agreement, the Union will provide the Department of Human Resources with a written list identifying by name and department and work area the regular and alternate stewards; the Union shall update the list as changes are made. 2. The Township Union will provide information necessary designate as ▇▇▇▇▇▇▇ only an employee who has passed his or her initial probationary period and acquired permanent status. 3. Alternate stewards shall stand in for the regular ▇▇▇▇▇▇▇ only when the regular ▇▇▇▇▇▇▇ is absent from work. The City has no obligation to evaluate grievances and delay unreasonably a meeting in order for collective a ▇▇▇▇▇▇▇ to attend. 4. If the size of the bargaining purpose to unit substantially increases, the Union within a reasonable period may bring up the subject of time after requestedadditional stewards at the Labor-Management Committee meeting.

Union Stewards. SECTION ‌ 7.01 The Employer recognizes the right of the Union to elect or appoint one (1. The employees shall be represented by a Police Officers Labor Council Representative, the chief ) Chief ▇▇▇▇▇▇▇ and two (2) alternate stewardsrepresenting the authorized areas of each working establishment. The Employer shall not Should the Chief ▇▇▇▇▇▇▇ be required to meet with absent from work or should there be more than four ten (410) persons at grievance meetings and during contract negotiations. SECTION 2. Any employees in the working establishment, or should there be more than one (1) member shift worked by the employees in the working establishment, the Employer recognizes the right of the union committee will be permitted Union to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4appoint additional Union Stewards. The Union shall supply will notify the Employer with a list of names, addresses and telephone numbers from time to time as to the names of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇(s) and the areas of their responsibility and all stewards 7.02 The Union acknowledges that Stewards have their regular duties to perform on behalf of the Employer and that such persons shall not leave their regular duties to attend to the complaints and grievances of employees without having first secured permission from their immediate supervisor, which permission shall not unreasonably be withheld. Stewards shall state their destination to their immediate Supervisor and shall report again to him at the time of their return to work. Provided these steps are followed, Stewards shall not suffer a loss of basic pay. The Employer reserves the right to limit the duration of such meetings. These limits shall not be unreasonable. SECTION 87.03 Where the Company has less than one hundred employees covered by this Agreement, the Union shall have the right to appoint or elect one employee to serve as members of the negotiating committee. Where the Company has one hundred or more employees covered by this Agreement, the Union shall have the right to appoint or elect two employees to serve as a member of the negotiating committee. Employees will be paid by the Company for time off work for the purpose of participation in mutually agreed negotiations up to conciliation. Time paid for attendance at negotiations will not exceed the number of hours the employee is regularly scheduled to work. 7.04 Where an employee is required to attend a meeting in which a written warning, suspension, or discharge is to be given, the Supervisor or designate will inform the employee prior to the meeting of his right to have a Union ▇▇▇▇▇▇▇ present at the meeting. The Township employee may request the presence of the Union ▇▇▇▇▇▇▇ during the meeting. Where the employee requests such representation, the Supervisor will provide information necessary send for the ▇▇▇▇▇▇▇ without further discussion of the matter with the employee. If a ▇▇▇▇▇▇▇ is not available, the Employer shall schedule the disciplinary meeting within the next twenty-four (24) hours, and it shall then become the sole responsibility of the employee concerned to evaluate grievances and arrange for collective a Union ▇▇▇▇▇▇▇ to be in attendance when the meeting occurs. 7.05 Copies of all disciplinary notices issued to bargaining purpose unit members shall be forwarded to the Union's Business Agent. 7.06 The Union within may request up to seven (7) days off per calendar year, without pay, for each ▇▇▇▇▇▇▇ in the bargaining unit. The Employer shall reasonably grant such requests. This leave is over and above the time required to negotiate this Collective Agreement. The maximum number of stewards absent at any given time is not to exceed three (3) and not more than one (1) from any given location. 7.07 Where the Union designates an employee in the bargaining unit to a reasonable period position on the Branch Executive Board, the Employer shall grant that employee periods of time after requestedunpaid leave as requested by the Union. The Union agrees to provide the employer with at least one month’s notice prior to commencement and conclusion of any periods of leave. The Employer shall reasonably grant such request. A request for leave in excess of one month may be denied in circumstances where it is difficult to replace an employee with a security clearance.

Union Stewards. SECTION 136.01 The Employer agrees to recognize Employees who are assigned as Union Stewards. The employees shall be represented by a Police Officers Labor Council Representative, the chief A Union ▇▇▇▇▇▇▇ and two (2) alternate stewards. The Employer shall not be required may, at the request of an Employee, accompany or represent them in various meetings including: a formal investigation, duty to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheldaccommodate, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning return to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time disciplinary meetings, as well as meetings related to provide the processing of a replacement, if necessary, subject to overriding work considerations. SECTION 3grievance with the Employer. Members of the union committee shall be compensated When it becomes necessary for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The a Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇ to leave their job for any of the aforementioned purposes they will request time off from their immediate Supervisor who is not within the scope of this Collective Agreement providing them with as much advance notice as possible. Arrangements will be made by the Supervisor to permit the Union ▇▇▇▇▇▇▇ to leave their job for this purpose with no loss of regular earnings, as soon as reasonably possible. Such time off shall be granted only upon the approval of the Supervisor or authorized alternate, such approval shall not be unreasonably withheld. SECTION 8. (a) The Township will provide information necessary to evaluate grievances Union agrees that Union Stewards and for collective bargaining purpose Employees alike shall not enter into discussions concerning Union business during working time except with permission. (b) The Local shall have the right at any time to the assistance of Union Staff Members when dealing or negotiating with the Employer and when processing a grievance. Such representatives shall approach members at work only when engaged in such activities and provided they and the Employee have received the approval of the Human Resources Office or immediate Supervisor who is not within the scope of this Collective Agreement. Such approval shall not be unreasonably denied. 36.03 A list of Union Stewards shall be supplied by the Union to the Human Resources Office which shall be advised in writing of any change in this list. 36.04 The Union reserves the right to assign a reasonable period of time after requestedUnion ▇▇▇▇▇▇▇ to represent a work area that has no Union Stewards.

Union Stewards. SECTION 1(a) The Employer agrees to recognize Union Stewards to be elected or appointed from amongst employees in the bargaining unit who have completed their probationary period for the purpose of dealing with Union business as provided under this Collective Agreement. (b) A Chief ▇▇▇▇▇▇▇ may be appointed or elected. The Chief ▇▇▇▇▇▇▇ may, in the absence of any ▇▇▇▇▇▇▇, assist in the presentation of any grievance, or with any ▇▇▇▇▇▇▇ function. (c) The Union shall keep the Employer notified in writing of the names of Union Stewards appointed or selected under this Article as well as the effective date of their respective appointments. (d) It is agreed that Union stewards have their regular duties and responsibilities to perform for the Employer and shall not leave their regular duties without first obtaining permission from their immediate supervisor. If, in the performance of his duties, a Union ▇▇▇▇▇▇▇ is required to enter an area within the employer in which he is not originally employed, he shall report his presence to the supervisor in the area immediately upon entering it. Such permission shall not be unreasonably withheld. When resuming his regular duties and responsibilities, such ▇▇▇▇▇▇▇ shall again report to his immediate supervisor. A Union ▇▇▇▇▇▇▇ shall suffer no loss of earnings for time spent in performing the above duties during his regular scheduled working hours. (e) Nothing in this Article shall preclude full-time stewards from representing part-time employees shall be represented by a Police Officers Labor Council Representative, the chief and vice versa. (f) The Employer will recognize one (1) Chief ▇▇▇▇▇▇▇ and two (2) alternate stewards. The Employer shall not be required up to meet with more than four (4) persons at grievance meetings and during contract negotiationsstewards. SECTION 2. Any one (1g) member of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇▇ badges will be allowed to be worn. SECTION 8. (h) The Township will provide information necessary Employer undertakes to evaluate grievances instruct all members of its supervisory staff to co - operate with the stewards in the carrying out of the terms and for collective bargaining purpose requirements of this Agreement. (i) The Union undertakes to secure from its officers, stewards and members, their co- operation with the Union within a reasonable period of time after requestedEmployer and with all persons representing the Employer in any supervisory capacity.

Union Stewards. SECTION 1(a) The Hospital agrees to recognize Union stewards to be elected or appointed from amongst employees in the bargaining unit who have completed their probationary period for the purpose of dealing with Union business as provided under this Collective Agreement. (b) A Chief ▇▇▇▇▇▇▇ may be appointed or elected by the Union. The employees Chief ▇▇▇▇▇▇▇ may, in the absence of any ▇▇▇▇▇▇▇, assist in the presentation of any grievance, or with any ▇▇▇▇▇▇▇ function. (c) The number of stewards recognized shall be represented up to five (5) at each site. (d) No more than one Union ▇▇▇▇▇▇▇ shall be appointed in any given department. (e) The Employer shall grant paid leave for each of the three Chief Stewards or designates of twelve (12) days per year of which fifty percent (50%) will be paid for by the Hospital. Such time will be taken in increments of not less than one-half (½) day and is to be prescheduled. If leave is not taken, it does not accumulate. (f) The ▇▇▇▇▇▇▇ ▇▇▇▇▇ Health System shall provide a Police Officers Labor Council Representative, virtual voicemail system for the chief Chief ▇▇▇▇▇▇▇ and two Union Stewards at the Hospital. (2g) alternate stewards. The Employer Union shall keep the Hospital notified in writing of the names of Union stewards appointed or elected under this article as well as the effective date of their respective appointments. (h) It is agreed that Union stewards have their regular duties and responsibilities to perform for the Hospital and shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2leave their regular duties without first obtaining permission from their immediate supervisor. Any one (1) member of the union committee will be permitted to leave his/her work assignment when he/she has obtained the Such permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members (i) If, in the performance of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hourshis duties, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The a Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇. SECTION 8. The Township will provide information necessary ▇ is required to evaluate grievances and for collective bargaining purpose enter an area within the Hospital in which he is not originally employed, he shall report his presence to the supervisor in the area immediately upon entering it. Such permission shall not be unreasonably withheld. When resuming his regular duties and responsibilities, such ▇▇▇▇▇▇▇ shall again report to his immediate supervisor. A Union within a reasonable period ▇▇▇▇▇▇▇ shall suffer no loss of earnings for time after requestedspent in performing the above duties during his regular scheduled working hours.

Union Stewards. SECTION 1A. Union may designate a reasonable number of union stewards who must be members of the Union, and shall provide all departments, offices or bureaus with a written list of employees who have been so designated and revised lists within 30 calendar days of any changes in said designations. The employees shall be represented by a Police Officers Labor Council Representative, the chief A ▇▇▇▇▇▇▇ and two may represent said employee in the presenting of grievances at all levels of the grievance procedure, or in pre-disciplinary meetings (2▇▇▇▇▇▇) alternate stewardsor pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. The Employer shall not be required to meet with more than four (4) persons at grievance meetings employee and during contract negotiations. SECTION 2his/her ▇▇▇▇▇▇▇ may have a reasonable amount of paid time off for the above-listed activities. Any one (1) However, said ▇▇▇▇▇▇▇ will receive paid time off only if he/she is the representative of record; is a member of the union committee will be permitted to same Union as the employee; is employed by the same department, office or bureau as the employee; and is employed within a reasonable distance from the work location of the employee. If a ▇▇▇▇▇▇▇ must leave his/her work assignment when location to represent an employee, he/she has obtained the shall first obtain permission of from his/her supervisor which shall not be unreasonably withheld, on a form provided for the purpose of handling an alleged violation of this Agreementsuch purpose. Any employee so leaving his/her work shall record his/her time of leaving and returning Permission to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for granted unless such absence would cause an undue interruption of work. If no committeeperson qualifies under the above rulesuch permission cannot be granted promptly, the Union may designate another employee who had been assigned to such work to represent ▇▇▇▇▇▇▇ will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the employees for that period. SECTION 6. Members time of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇’▇ request, excluding scheduled days off and/or legal holidays, unless otherwise mutually agreed to. Denial of permission to leave at the time requested for representation will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the ▇▇▇▇▇▇▇ shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the ▇▇▇▇▇▇▇ will report to the employee’s supervisor who will make arrangements for the meeting requested. Time spent on grievances or ▇▇▇▇▇▇ meetings outside of regular working hours of the employee and/or his/her ▇▇▇▇▇▇▇ shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or his/her ▇▇▇▇▇▇▇, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity. SECTION 8B. In order to facilitate the expeditious resolution of workplace disputes at the lowest possible level, the parties agree to establish a joint Labor-Management training program for stewards and front-line supervisors. The Township No later than March 18, 2016, the Union and City representatives will have established a curriculum and training program that will provide information necessary to evaluate skills for both stewards and front-line supervisors in the processing and resolution of grievances and for collective bargaining purpose other workplace issues in a cooperative, problem-solving manner. Upon completion of the program, both union stewards and front-line supervisors will be certified. Stewards certified through this training shall be authorized to spend up to two (2) hours of City time to investigate each dispute raised under the Union within a reasonable period Grievance Procedure of time after requestedthis MOU. As is practicable, grievances will be heard by certified supervisors.

Union Stewards. SECTION 1. (a) The Hospital agrees to recognize Union stewards to be elected or appointed from amongst employees shall be represented by a Police Officers Labor Council Representative, in the chief bargaining unit who have completed her or his probationary period for the purpose of dealing with Union business as provided under this Collective Agreement. (b) A Chief ▇▇▇▇▇▇▇ and two (2) alternate stewardsmay be appointed or elected. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member Chief ▇▇▇▇▇▇▇ may, in the absence of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union any ▇▇▇▇▇▇▇, assist in the presentation of any grievance, or with any ▇▇▇▇▇▇▇ function. SECTION 8(c) The Union shall keep the Hospital notified in writing of the names of Union Stewards appointed or selected under this Article as well as the effective date of their respective appointments. (d) It is agreed that Union stewards have her or his regular duties and responsibilities to perform for the Hospital and shall not leave her or his regular duties without first obtaining permission from their immediate supervisor. If, in the performance of his duties, a Union ▇▇▇▇▇▇▇ is required to enter an area within the Hospital in which he is not originally employed, he shall report his presence to the supervisor in the area immediately upon entering it. Such permission shall not be unreasonably withheld. When resuming his regular duties and responsibilities, such ▇▇▇▇▇▇▇ shall again report to his immediate supervisor. A Union ▇▇▇▇▇▇▇ shall suffer no loss of earnings for time spent in performing the above duties during his regular scheduled working hours. (e) Nothing in this Article shall preclude full-time stewards from representing part-time employees and vice versa. (f) The number of stewards and the areas which they represent are to be determined locally. (g) The Hospital acknowledges the right of the Union to appoint or otherwise select Union Stewards. ▇▇▇▇▇▇▇ representation will be as follows: - one representing Health Records, Switchboard, Maintenance, Purchasing, Community Mental Health Centre, Food Service, Central Supply, Pharmacy, Physiotherapy - one representing patient Accounts, Accounts Payable, Payroll, Radiology, Laboratory, Perioperative Services, - one representing Clerical Associates - one representing Registration and Emergency Any two of who may form a committee to act at any specified time or on any specified issue. A representative of Local 1 Canada may attend any meeting of the committee with management if his/her presence is requested by either party. Each ▇▇▇▇▇▇▇ shall be a permanent employee of the Hospital with seniority and regularly employed by the Hospital during his/her term of office. The Township will provide information necessary Hospital agrees to evaluate grievances and for collective bargaining purpose permit Stewards to the Union within a reasonable period of time after requestedwear identification badges.

Union Stewards. SECTION 137.01 The Employer agrees to recognize Employees who are elected or appointed as Union Stewards, and recognizes their authority to represent other Employees. The employees shall be represented by a Police Officers Labor Council Representative, the chief A Union ▇▇▇▇▇▇▇ and two (2) alternate stewards. The Employer shall not be required may, at the request of an Employee, accompany or represent the Employee in various meetings including a formal investigation, duty to meet with more than four (4) persons at grievance accommodate, return to work, disciplinary meetings and during contract negotiations. SECTION 2in any other meeting when the Employer would be reasonably aware the investigation may lead to discipline, as well as meetings related to the processing of a grievance with the Employer. Any one (1) member When it becomes necessary for a Union ▇▇▇▇▇▇▇ to leave their job for any of the union committee aforementioned purposes, the Union ▇▇▇▇▇▇▇ will request time off from their job immediate supervisor and provide their job with as much advance notice as possible. There will be permitted no loss of regular earnings for time in attendance at any of the aforementioned meetings, however, the Employer will not pay for travel time or travel expenses. Arrangements will be made by the supervisor to permit the Union ▇▇▇▇▇▇▇ to leave his/her work assignment when he/she has obtained their job as soon as reasonably possible. Such time off shall be granted only upon the permission approval of his/her the supervisor or authorized alternate, which approval shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. 37.02 The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has reserves the right to representation by appoint a union Union ▇▇▇▇▇▇▇ to represent a Local that has no Union ▇▇▇▇▇▇▇. SECTION 837.03 A list of Union Stewards shall be supplied by the Union to the Human Resources Department. The Township will provide information necessary Human Resources Department shall be advised in writing of any change to evaluate grievances and for collective bargaining purpose this list. The list shall be updated by the Union annually. 37.04 General Support Staff Employees, shall have the right at any time to the assistance of the Union within a reasonable period of time after requestedStewards and/or the Union Staff Representatives when meeting with the Employer regarding an investigation, discipline, duty to accommodate, return to work, or grievance.

Union Stewards. SECTION 19.04 The Union Stewards, and the Committee Persons to whom they report, will be authorized to deal with Union business including, but not limited to grievances and health & safety issues. The employees shall Stewards will be represented by utilized when a Police Officers Labor Council Representative, Committee Person is not working. 9.05 Union Stewards have a responsibility to the chief Employer for his or her regular duties. A ▇▇▇▇▇▇▇ and two (2) alternate stewards. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member of the union committee will be permitted to leave his/request permission from his or her Supervisor before leaving his or her work assignment when he/she has obtained the permission of his/her supervisor which shall to attend to investigate, write or present a grievance or complaint. Such leave will not be unreasonably withhelddenied, for where it can reasonably be done without interfering with the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members operations of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4Employer. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇▇ must report back to his or her Supervisor when any Union business is completed, and will take no more time than is absolutely necessary during regular working hours to conduct any Union business. SECTION 89.06 Representatives recognized by the Employer shall be employees with seniority. A list of these representatives and their assignments by the Union shall be provided to the Employer and the Employer will be advised by the Union, in writing, following any changes to this list. 9.07 It is understood that periodically the Union holds elections within the Union structure. The Township Chairperson will notify the Employer of upcoming elections. The Employer, upon request, will provide information necessary to evaluate grievances and for collective bargaining purpose to the Union within a reasonable period with an updated seniority list. There will be no posting of time after requestedposters or campaigning, save and except on the Union bulletin board and in the hallways immediately outside of the staff cafeteria, where space exists. The Employer will provide space onsite for the vote. 9.08 A National Union Representative and/or Local Union Representative may be present and participate in any meeting between the Union Committee and the Employer upon advance notice. Union Representatives registered with the AGCO may provide assistance to employees subject to any limitation imposed by the registration, but will not interfere with the Employer's operation. Union Representatives will not visit with employees in the bargaining unit nor attend non- public areas during working hours without appropriate arrangements being made with the Human Resources Manager. The Union Representatives agree to inform the Employer of any loss or suspension of their Registration and agree to cease all activities until reregistered. 9.09 The Employer will recognize an alternate Representative to replace the Chairperson, Health and Safety/WSIB Representative and Committee persons when they are absent for 5 or more consecutive working days due to vacation, sickness, or approved leave of absence/Union leave, provided this does not adversely affect the efficient operation of the alternate’s department.

Union Stewards. SECTION 1A. The Union may designate a reasonable number of Union Stewards who must be members of the Union, and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated and revised lists within 30 calendar days of any changes in said designations. The employees shall be represented by A ▇▇▇▇▇▇▇, if so requested, may represent a Police Officers Labor Council Representative, grievant at all levels of the chief grievance procedure. A ▇▇▇▇▇▇▇ and two may represent an employee in pre-disciplinary hearings (2▇▇▇▇▇▇) alternate stewardsor pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow, if requested by the employee. The Employer shall not be required to meet with more than four (4) persons at grievance meetings employee and during contract negotiations. SECTION 2their ▇▇▇▇▇▇▇ may have a reasonable amount of paid time off for the above-listed activities. Any one (1) However, a representative ▇▇▇▇▇▇▇ will receive paid time off only if the ▇▇▇▇▇▇▇ is a member of the union committee same Union as the grievant; is employed by the same department, office, or bureau as the grievant; and, is employed within a reasonable distance from the work location of the grievant. If a ▇▇▇▇▇▇▇ must leave their work location to represent an employee the ▇▇▇▇▇▇▇ shall first obtain permission from their supervisor on a form provided for such purpose. Permission to leave will be permitted to leave his/her work assignment when he/she has obtained the permission granted unless such absence would cause an undue interruption of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rulesuch permission cannot be granted promptly, the Union may designate another employee who had been assigned to such work to represent ▇▇▇▇▇▇▇ will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the employees for that period. SECTION 6. Members time of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇’▇ request unless otherwise mutually agreed to. This time shall exclude scheduled days off and/or legal holidays. Denial of permission to leave at the time requested will automatically result in an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving their work location, the stewards shall contact the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the ▇▇▇▇▇▇▇ will report to the employee's supervisor who will make arrangements for the meeting requested. Time spent on grievances or on the pre-disciplinary representative activities described above outside of regular working hours of the employee or their ▇▇▇▇▇▇▇ shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or their ▇▇▇▇▇▇▇, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to actual representation of employees and does not include time for investigation, preparation or any other preliminary activity. SECTION 8B. As is practicable, grievances will be heard by certified Supervisors. The Township will provide information necessary Stewards shall be authorized to evaluate grievances and for collective bargaining purpose spend up to the Union within a reasonable period two (2) hours of City time after requestedworking to investigate each dispute raised under Article 3.2 of this MOU.

Union Stewards. SECTION ‌‌ Section 1. The employees number of Union Stewards shall be represented by a Police Officers Labor Council Representative, three (3). The Union shall advise the chief Employer in writing of the names of Union Stewards and Chief ▇▇▇▇▇▇▇. Only one (1) Union ▇▇▇▇▇▇▇ on paid time and two (2) alternate stewards. The Employer shall not be required to meet with no more than four three (43) persons at Union Stewards on unpaid time, shall participate in each grievance meetings procedure, unless the ▇▇▇▇▇▇▇ is a Grievant, in which case they shall also be entitled to representation. Union Stewards, unless the ▇▇▇▇▇▇▇ is the grievant, shall be recognized by the Employer as representatives of the employees for the purposes of enforcing this Agreement, and during contract negotiationsshall generally act as representatives of the Union on the job. SECTION Section 2. Any one (1) member If the overall number of bargaining unit employees—either in the union committee total unit, on a specific shift, or in a specific work area—changes significantly, the Parties will meet to discuss the number of Stewards. Section 3. A ▇▇▇▇▇▇▇ may request to be permitted released from their regular duties to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which investigate grievances on Employer time. Requests to conduct such investigations shall not be unreasonably withheld. The ▇▇▇▇▇▇▇ shall contact their supervisor in advance to determine a time when such investigation will not interfere with the ▇▇▇▇▇▇▇’▇ work and the work of the person with whom the ▇▇▇▇▇▇▇ wants to meet. Section 4. No ▇▇▇▇▇▇▇ shall have any authority to order or cause any strike, for slowdown, or cessation of work, and the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and ▇▇▇▇▇▇▇ shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, interfere with the Manager in the Manager’s running of the Unit. Section 5. Upon the Union’s request and subject to overriding work considerations. SECTION 3the Employer's business requirements, union members serving as stewards or alternate stewards under this contract shall be granted special training leaves to attend group trainings provided by the union. Members The size of the union committee shall group attending such training will be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give subject to business needs of the Employer but shall not be less than half (1/2) the number of stewards provided for in this contract, and the time period for such group training leave shall not exceed two (2) days in any month or four (4) days in any year. Such leaves will be unpaid and will not adversely affect an accurate account of time lost in adjusting grievances. SECTION 4employee’s seniority or benefits. The Union shall supply will work with the Employer to schedule such training in a manner that minimizes the impact of the attendees' absence on the Employer's business and will provide the Employer with a list of namesas much notice as is practicable, addresses and telephone numbers which in any event shall not be less than five (5) working days. Section 6. The Union may appoint one (1) of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long stewards as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union “Chief” ▇▇▇▇▇▇▇. SECTION 8Section 7. The Township Chief ▇▇▇▇▇▇▇ shall be released from duties with no loss of pay for no more than two (2) hours each month in order to speak with or meet with a Union Representative for purposes of training and contract administration. Scheduling of such release time will provide information necessary be subject to evaluate grievances and for collective bargaining purpose to the Union within a reasonable period of time after requestedmanagement approval.

Union Stewards. SECTION 7.01 The Employer recognizes the right of the Union to elect or appoint one (1. The employees shall be represented by a Police Officers Labor Council Representative, the chief ) Chief ▇▇▇▇▇▇▇ and two (2) alternate stewardsrepresenting the authorized areas of each working establishment. The Employer shall not Should the Chief ▇▇▇▇▇▇▇ be required to meet with absent from work, or should there be more than four ten (410) persons at grievance meetings and during contract negotiations. SECTION 2. Any employees in working establishment, or should there be more than one (1) member shift worked by the employees in the working establishment, the Employer recognizes the right of the union committee will be permitted Union to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling appoint an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4additional Union Stewards. The Union shall supply will notify the Employer with a list of names, addresses and telephone numbers from time to time as to the names of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇(s) and the areas of their responsibility and all stewards shall be regular employees of the Employer who have acquired seniority. SECTION 87.02 The Union acknowledges that Stewards have their regular duties to perform on behalf of the Employer and that such persons shall not leave their regular duties to attend to the complaints and grievances of employees without having first secured permission from their immediate supervisor, which permission shall not unreasonably be withheld. Stewards shall state their destination to their immediate Supervisor and shall report again to him at the time of their return to work, provided these steps are followed; Stewards shall not suffer a loss of basic pay. The Township Employer reserves the right to limit the duration of such meetings. These limits shall not be unreasonable. 7.03 The Employer acknowledges the right of the Union to appoint or elect up to three (3) employees to serve as members of the negotiating committee and only one (1) person per 20 employees at a work location. Employees will provide information necessary be paid by the Employer for time off work for the purpose of participating in mutually agreed negotiations up to evaluate grievances and including conciliation. The Union may request up to four (4) days off per calendar year, without pay, for collective Stewards of the bargaining purpose unit. The Employer shall reasonably grant such requests. This leave is over and above the time required to negotiate this Collective Agreement. The maximum number of Stewards absent at any given time is not to exceed six (6) and not more than one (1) employee per 20 employees at a work location. 7.04 Where an employee is required to attend a meeting in which a written warning, suspension, or discharge is to be given, the Supervisor or designate will inform the employee prior to the meeting of his right to have a Union ▇▇▇▇▇▇▇ present at the meeting. The employee may request the presence of the Union ▇▇▇▇▇▇▇ during the meeting. Where the employee requests such representation, the Supervisor will send for the ▇▇▇▇▇▇▇ without further discussion of the matter with the employee. If a ▇▇▇▇▇▇▇ is not available, the Employer shall schedule the disciplinary meeting within the next twenty-four (24) hours and it shall then become the sole responsibility of the employee concerned to arrange for a Union ▇▇▇▇▇▇▇, Union Representative or a co- worker of their choosing, from the same shift, to be in attendance, in person or via phone, when the meeting occurs. Where an employee is required to attend an investigative meeting with the Employer that could lead to disciplinary action for that employee, he will be informed prior to the meeting of his right to have a Union ▇▇▇▇▇▇▇ present at the meeting. If a ▇▇▇▇▇▇▇ in not available or no ▇▇▇▇▇▇▇ is designated for that site, the meeting will take place. 7.05 Copies of discipline, written and above, issued to bargaining unit members shall be forwarded to the Union’s Business Agent 7.06 The Union may request up to six (6) days off per calendar year, without pay, for each ▇▇▇▇▇▇▇ of the bargaining unit. The Employer shall reasonably grant such requests. This leave is over and above the time required to negotiate this Collective Agreement. The maximum number of Stewards absent at any given time is not to exceed six (6) and not more than one (1) from any given location. 7.07 Where the Union designates an employee in the bargaining unit to the position of Branch President, the Employer shall grant that employee periods of unpaid leave as requested by the union. The Union agrees to provide the employer with reasonable period notice with respect to the commencement and conclusion of time after requestedany periods of leave.

Union Stewards. SECTION 135.01 The Employer agrees to recognize Employees who are assigned as Union Stewards. The employees shall be represented by a Police Officers Labor Council Representative, the chief A Union ▇▇▇▇▇▇▇ and two (2) alternate stewards. The Employer shall not be required may, at the request of an Employee, accompany or represent them in various meetings including: a formal investigation, duty to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheldaccommodate, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning return to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time disciplinary meetings, as well as meetings related to provide in the processing of a replacement, if necessary, subject to overriding work considerations. SECTION 3grievance with the Employer. Members of the union committee shall be compensated When it becomes necessary for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The a Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇ to leave their job for any of the aforementioned purposes they will request time off from their immediate Supervisor who is not within the scope of this Collective Agreement providing them with as much advance notice as possible. Arrangements will be made by the Supervisor to permit the Union ▇▇▇▇▇▇▇ to leave their job for this purpose with no loss of regular earnings, as soon as reasonably possible. Such time off shall be granted only upon the approval of the Supervisor or authorized alternate, such approval shall not be unreasonably withheld. SECTION 8. (a) The Township will provide information necessary to evaluate grievances Union agrees that Union Stewards and for collective bargaining purpose Employees alike shall not enter into discussions concerning Union business during working time except with permission. (b) The Local shall have the right at any time to the assistance of Union Staff Members when dealing or negotiating with the Employer and when processing a grievance. Such representatives shall approach members at work only when engaged in such activities and provided they and the Employee have received the approval of the Human Resources Office or immediate Supervisor who is not within the scope of this Collective Agreement. Such approval shall not be unreasonably denied. (a) A list of Union Stewards shall be supplied by the Union to the Human Resources Office which shall be advised in writing of any change in this list. (b) The Local shall have the right at any time to the assistance of Union Staff Members when dealing or negotiating with the Employer and when processing a reasonable period grievance. Such representatives shall approach members at work only when engaged in such activities and provided they and the Employee have received the approval of time after requestedthe Human Resources Office or immediate Supervisor who is not within the scope of this Collective Agreement. Such approval shall not be unreasonably denied. 35.03 The Union reserves the right to assign a Union ▇▇▇▇▇▇▇ to represent a work area that has no Union Stewards.

Union Stewards. SECTION 1The Union may designate a reasonable number of Union Stewards who must be members of the Unit, and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated. The employees shall be represented by Management will accept on a Police Officers Labor Council Representative, quarterly basis any changes to the chief list. A ▇▇▇▇▇▇▇ may represent a grievant in the presentation of a grievance at all levels of the grievance procedure. A ▇▇▇▇▇▇▇ may represent an employee in pre-disciplinary hearings (▇▇▇▇▇▇) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and two (2) alternate stewardshis/her ▇▇▇▇▇▇▇ may have a reasonable amount of paid time off for the above-listed activities. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) However, a ▇▇▇▇▇▇▇ will receive paid time off only if he/she is the representative of record; is a member of the union committee will be permitted to same Unit and the same Union as the employee is employed by the same department, office or bureau; and, is employed within a reasonable distance from the work location of the employee. If a ▇▇▇▇▇▇▇ must leave his/her work assignment when location to represent an employee he/she has obtained the shall first obtain permission of from his/her supervisor which shall not be unreasonably withheld, on a form provided for the purpose of handling an alleged violation of this Agreementsuch purpose. Any employee so leaving his/her work shall record his/her time of leaving and returning Permission to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for granted unless such absence would cause an undue interruption of work. If no committeeperson qualifies under the above rulesuch permission cannot be granted promptly, the Union may designate another employee who had been assigned to such work to represent ▇▇▇▇▇▇▇ will be informed when time can be made available. Such time will not be more than forty-eight (48) hours, excluding scheduled days off and/or legal holidays, after the employees for that period. SECTION 6. Members time of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇. SECTION 8’▇ request unless otherwise mutually agreed to. The Township Denial of permission to leave at the time requested will provide information automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the ▇▇▇▇▇▇▇ shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the ▇▇▇▇▇▇▇ will report to the employee’s supervisor who will make arrangements for the meeting requested. Time spent on grievances, or the pre-disciplinary representation activities described above, outside of regular working hours of the employee or his/her ▇▇▇▇▇▇▇ shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the ▇▇▇▇▇▇▇ only that amount of time necessary to evaluate grievances and for collective bargaining purpose bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the Union within a reasonable period actual representation of employees and does not include time after requestedfor investigation, preparation or any other preliminary activity.

Union Stewards. SECTION 1The Union may designate a reasonable number of Union Stewards who must be members of the Unit, and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated. The employees shall be represented by Management will accept on a Police Officers Labor Council Representative, quarterly basis any changes to the chief list. A ▇▇▇▇▇▇▇ may represent a grievant in the presentation of a grievance at all levels of the grievance procedure. A ▇▇▇▇▇▇▇ may represent an employee in pre-disciplinary hearings (▇▇▇▇▇▇) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and two (2) alternate stewardshis/her ▇▇▇▇▇▇▇ may have a reasonable amount of paid time off for the above-listed activities. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) However, a ▇▇▇▇▇▇▇ will receive paid time off only if he/she is the representative of record; is a member of the union committee will be permitted to same Unit and the same Union as the employee; is employed by the same department, office or bureau; and, is employed within a reasonable distance from the work location of the employee. If a ▇▇▇▇▇▇▇ must leave his/her work assignment when location to represent an employee, he/she has obtained the shall first obtain permission of from his/her supervisor which shall not be unreasonably withheld, on a form provided for the purpose of handling an alleged violation of this Agreementsuch purpose. Any employee so leaving his/her work shall record his/her time of leaving and returning Permission to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for granted unless such absence would cause an undue interruption of work. If no committeeperson qualifies under the above rulesuch permission cannot be granted promptly, the Union may designate another employee who had been assigned to such work to represent ▇▇▇▇▇▇▇ will be informed when time can be made available. Such time will not be more than forty-eight (48) hours, excluding scheduled days off and/or legal holidays, after the employees for that period. SECTION 6. Members time of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇. SECTION 8’▇ request unless otherwise mutually agreed to. The Township Denial of permission to leave at the time requested will provide information automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the ▇▇▇▇▇▇▇ shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the ▇▇▇▇▇▇▇ will report to the employee’s supervisor who will make arrangements for the meeting requested. Time spent on grievances, or the pre-disciplinary representation activities described above, outside of regular working hours of the employee or his/her ▇▇▇▇▇▇▇ shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the ▇▇▇▇▇▇▇, only that amount of time necessary to evaluate grievances and for collective bargaining purpose bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the Union within a reasonable period actual representation of employees and does not include time after requestedfor investigation, preparation or any other preliminary activity.

Union Stewards. SECTION 1. The employees Union shall be represented by a Police Officers Labor Council Representative, notify the chief ▇▇▇▇▇▇▇ and two (2) alternate stewardsAuthority in writing of the names of its appointed Union Stewards. The Employer shall not be required to meet Authority agrees that during the term of this Agreement, it will deal only with more than four (4) persons at grievance meetings and during contract negotiationsthe authorized representatives of the Union in matters requiring mutual consent or other official action called for by this Agreement. SECTION 2. Any one (1) member of the union committee will be permitted to Neither Union Stewards nor unit employees shall leave his/her their posts or work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, stations for the purpose of investigating, handling an alleged violation or settling grievances without the express permission of this Agreementtheir Division Supervisor. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and Union Stewards shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members contact any employee or other person concerning grievance matters or Union business during either the working hours of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇, or the working hours of any employee sought to be contacted, without the expressed permission of the Division Supervisor of the employee involved. SECTION 83. Employees shall have the right to have a representative present at any investigatory meeting, which may result in discipline. SECTION 4. Union Stewards shall have the right to request time off solely for the purpose of processing grievances or engaging in collective bargaining on behalf of employees in this collective bargaining unit, provided, however, that not more than three (3) such stewards shall have the right to receive such permission at any one time and provided, further, that the Union give the Authority reasonable notice of the time off desired. Such requests shall be submitted in writing by the Union to the Authority's designated representative and shall not be unreasonably denied. Upon recommendation from a department director, the Director of Human Resources their designated representative may approve time off for other purposes as appropriate. The Township will provide information necessary maximum aggregate number of paid hours available under this section shall be two hundred and fifty (250) hours during one fiscal year. Up to evaluate grievances and for collective bargaining purpose seventy-five (75) hours of unused time may be carried over to the succeeding fiscal year, for a maximum of three hundred twenty-five (325) accumulated hours. The Authority shall provide a form to the Local Union within a reasonable period accounting the number of time after requestedhours used and balance of hours at the end of each fiscal year.

Union Stewards. SECTION 1. (a) The Hospital agrees to recognize Union stewards to be elected or appointed from amongst employees shall be represented by a Police Officers Labor Council Representative, in the chief bargaining unit who have completed their probationary period for the purpose of dealing with Union business as provided under this Collective Agreement. (b) A Chief ▇▇▇▇▇▇▇ and two (2) alternate stewardsmay be appointed or elected. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member Chief ▇▇▇▇▇▇▇ may, in the absence of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union any ▇▇▇▇▇▇▇, assist in the presentation of any grievance, or with any ▇▇▇▇▇▇▇ function. SECTION 8(c) The Union shall keep the Hospital notified in writing of the names of Union Stewards appointed or selected under this Article as well as the effective date of their respective appointments. (d) It is agreed that Union stewards have their regular duties and responsibilities to perform for the Hospital and shall not leave their regular duties without first obtaining permission from their immediate supervisor. If, in the performance of his duties, a Union ▇▇▇▇▇▇▇ is required to enter an area within the Hospital in which he is not originally employed, he shall report his presence to the supervisor in the area immediately upon entering it. Such permission shall not be unreasonably withheld. When resuming his regular duties and responsibilities, such ▇▇▇▇▇▇▇ shall again report to his immediate supervisor. A Union ▇▇▇▇▇▇▇ shall suffer no loss of earnings for time spent in performing the above duties during his regular scheduled working hours. (e) Nothing in this Article shall preclude full-time stewards from representing part-time employees and vice versa. (f) The number of stewards and the areas which they represent, are to be determined locally. The Township will provide information necessary to evaluate grievances and for collective bargaining purpose to Hospital acknowledges the right of the Union within to elected or otherwise select Union Stewards. ▇▇▇▇▇▇▇ representation will be as follows: - one representing Health Records, Switchboard, Maintenance, Purchasing, Community Mental Health Centre, Food Service, Central Supply, Pharmacy, Physiotherapy - one representing patient Accounts, Accounts Payable, Payroll, Radiology, Laboratory, Perioperative Services, - one representing Clerical Associates - one representing Registration and Emergency any two of who may form a reasonable period committee to act at any specified time or on any specified issue. A representative of time after requestedLocal 1 Canada may attend any meeting of the committee with management if his/her presence is requested by either party. Each ▇▇▇▇▇▇▇ shall be a permanent employee of the Hospital with seniority and regularly employed by the Hospital during his/her term of office. The Hospital agrees to permit ▇▇▇▇▇▇▇▇ to wear identification badges.

Union Stewards. SECTION 1A. Union may designate a reasonable number of union stewards who must be members of the Unit. The Union shall provide all departments, offices or bureaus with a written list of employees shall be represented who have been so designated. Management will quarterly accept changes to the list presented by a Police Officers Labor Council Representative, the chief Union. A union ▇▇▇▇▇▇▇ and two may represent an employee in the presenting of grievances at all levels of the grievance procedure, or in pre-disciplinary meetings (2▇▇▇▇▇▇) alternate stewardsor pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. The Employer shall not be required to meet with more than four (4) persons at grievance employee and his/her ▇▇▇▇▇▇▇ may have a reasonable amount of paid time off for presentation of grievances or participation in pre-disciplinary meetings and during contract negotiations. SECTION 2or interviews. Any one (1) However, said ▇▇▇▇▇▇▇ will receive paid time off only if he/she is the representative of record, a member of the union committee will be permitted to Union and the same Unit as the employee; is employed by the same department, office or bureau as the employee; and is employed within a reasonable distance from the work location of the employee. If a ▇▇▇▇▇▇▇ must leave his/her work assignment when location to represent an employee, he/she has obtained the shall first obtain permission of from his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreementsupervisor. Any employee so leaving his/her work shall record his/her time of leaving and returning Permission to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for granted unless such absence would cause an undue interruption of work. If no committeeperson qualifies under the above rulesuch permission cannot be granted promptly, the Union may designate another employee who had been assigned to such work to represent ▇▇▇▇▇▇▇ will be informed when time can be made available. Such time will not be more than forty-eight (48) hours, excluding scheduled days off and/or legal holidays, after the employees for that period. SECTION 6. Members time of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇’▇ request unless otherwise mutually agreed to. Denial of permission to leave at the time requested for representation of a grievance will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. No time limit extensions will be provided for presentation of ▇▇▇▇▇▇ packages when a delay would affect the department’s ability to preserve a statute of limitations. Before leaving his/her work location, the ▇▇▇▇▇▇▇ shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the ▇▇▇▇▇▇▇ will report to the employee’s supervisor who will make arrangements for the meeting requested. Time spent on grievances or ▇▇▇▇▇▇ meetings outside of regular working hours of the employee and/or his/her ▇▇▇▇▇▇▇ shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or his/her ▇▇▇▇▇▇▇, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity. SECTION 8B. In order to facilitate the expeditious resolution of workplace disputes at the lowest possible level, the parties agree to establish a joint Labor-Management training program for stewards and front-line supervisors. The Township No later than March 1, 2008, the Union and City representatives will have established a curriculum and training program that will provide information necessary to evaluate skills for both stewards and front-line supervisors in the processing and resolution of grievances and for collective bargaining purpose other workplace issues in a cooperative, problem-solving manner. Upon completion of the program, both union stewards and front-line supervisors will be certified.‌ As is practicable, grievances will be heard by certified supervisors. Effective March 1, 2008, certified stewards shall be authorized to the Union within a reasonable period spend up to one (1) hour of City time after requested.working to investigate each dispute raised under Article 3.1,

Union Stewards. SECTION 1The Hospital agrees to recognize Union stewards to be elected or appointed from amongst employees in the bargaining unit who have completed their probationary period for the purpose of dealing with Union business as provided under this Collective Agreement. The employees shall be represented by a Police Officers Labor Council Representative, the chief A Chief ▇▇▇▇▇▇▇ and two (2) alternate stewardsmay be appointed or elected. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member Chief ▇▇▇▇▇▇▇ may, in the absence of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union any ▇▇▇▇▇▇▇. SECTION 8, assist in the presentation of any grievance, or with any ▇▇▇▇▇▇▇ function. The Township will provide information necessary Union shall keep the Hospital notified in writing of the names of Union Stewards appointed or selected under this Article as well as the effective date of their respective appointments. It is agreed that Union stewards have their regular duties and responsibilities to evaluate grievances perform for the Hospital and for collective bargaining purpose shall not leave their regular duties without first obtaining permission from their immediate supervisor. If, in the performance of his or her duties, a Union ▇▇▇▇▇▇▇ is required to enter an area within the Hospital in which the Union ▇▇▇▇▇▇▇ is not originally employed, the Union ▇▇▇▇▇▇▇ shall report his or her presence to the supervisor in the area upon entering it. Such permission shall not be unreasonably withheld. When resuming his or her regular duties and responsibilities, such ▇▇▇▇▇▇▇ shall again report to his or her supervisor. A Union within ▇▇▇▇▇▇▇ shall suffer no loss of earnings for time spent in performing the above duties during his or her regular scheduled working hours. Nothing in this Article shall preclude full-time stewards from representing part-time employees and vice versa. The number of stewards and the areas which they represent, are to be determined locally. Union ▇▇▇▇▇▇▇ Representation: Three Stewards Patient Services One ▇▇▇▇▇▇▇ One ▇▇▇▇▇▇▇ Material Management One ▇▇▇▇▇▇▇ Nutrition One ▇▇▇▇▇▇▇ Maintenance Two Stewards Housekeeping A total of nine (9) stewards, one of whom will be a reasonable period Chief ▇▇▇▇▇▇▇. The Employer agrees to permit Stewards to wear identification badges. Employees shall not be eligible to serve as Stewards or members of time after requestedthe Negotiating Committee until they acquire and hold seniority standing.

Union Stewards. SECTION 1The Hospital agrees to recognize Union stewards to be elected or appointed from amongst employees in the bargaining unit who have completed their probationary period for the purpose of dealing with Union business as provided under this Collective Agreement. A Chief ▇▇▇▇▇▇▇ or designate may, in the absence of any ▇▇▇▇▇▇▇, assist in the presentation of any grievance, or with ▇▇▇▇▇▇▇ function. The Union shall keep the Hospital notified in writing of the names of Union stewards appointed or selected under this Article as well as the effective date of their respective appointments. It is agreed that Union stewards have their regular duties and responsibilities to perform for the Hospital and shall not leave their regular duties without first obtaining permission from their immediate supervisor, If, in the performance of his duties, a Union ▇▇▇▇▇▇▇ is required to enter an area within the Hospital in which he is not originally employed, he shall report his presence to the supervisor in the area immediately upon entering it. Such permission shall not be unreasonably withheld. When resuming his regular duties and responsibilities, such ▇▇▇▇▇▇▇ shall again report to his immediate supervisor. A Union ▇▇▇▇▇▇▇ shall suffer no loss of earnings for time spent in performing the above duties during his regular scheduled working hours. Nothing in this Article shell preclude full-time stewards from representing part-time employees shall and The number of stewards and the areas which they represent, are to be represented by determined The Hospital will recognize a Police Officers Labor Council Representative, Grievance Committee composed of the chief Chief ▇▇▇▇▇▇▇ and two not more than (2as set out in Local Provisions Appendix) alternate stewardsemployees selected by the Union who have completed their probationary period, A general representative of the Union be present at any meeting of the Committee. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member purpose of the union committee will be permitted Committee is to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of deal with complaints or grievances as set out in this Collective Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply keep the Employer with a list Hospital notified in writing of names, addresses and telephone numbers the names of the members of the union committeeGrievance Committee appointed or selected under this Article as well us the effective date of their respective appointments. A Committee member shall suffer no loss of earnings for time spent during regular scheduled working hours in attending grievance meetings with the Hospital up to, together with all changes as they occurbut not including arbitration. The Employer number of employees on the Grievance Committee shall recognize only those employees so listedbe determined locally. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇. SECTION 8. The Township will provide information necessary to evaluate grievances and for collective bargaining purpose to the Union within a reasonable period of time after requested.

Union Stewards. SECTION 1‌ 37.01 The Employer agrees to recognize Employees who are elected or appointed as Union Stewards, and recognizes their authority to represent other Employees. The employees shall be represented by a Police Officers Labor Council Representative, the chief A Union ▇▇▇▇▇▇▇ and two (2) alternate stewards. The Employer shall not be required may, at the request of an Employee, accompany or represent the Employee in various meetings including a formal investigation, duty to meet with more than four (4) persons at grievance accommodate, return to work, disciplinary meetings and during contract negotiations. SECTION 2in any other meeting when the Employer would be reasonably aware the investigation may lead to discipline, as well as meetings related to the processing of a grievance with the Employer. Any one (1) member When it becomes necessary for a Union ▇▇▇▇▇▇▇ to leave their job for any of the union committee aforementioned purposes, the Union ▇▇▇▇▇▇▇ will request time off from their job immediate supervisor and provide their job with as much advance notice as possible. There will be permitted no loss of regular earnings for time in attendance at any of the aforementioned meetings, however, the Employer will not pay for travel time or travel expenses. Arrangements will be made by the supervisor to permit the Union ▇▇▇▇▇▇▇ to leave his/her work assignment when he/she has obtained their job as soon as reasonably possible. Such time off shall be granted only upon the permission approval of his/her the supervisor or authorized alternate, which approval shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. 37.02 The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has reserves the right to representation by appoint a union Union ▇▇▇▇▇▇▇ to represent a Local that has no Union ▇▇▇▇▇▇▇. SECTION 837.03 A list of Union Stewards shall be supplied by the Union to the Human Resources Department. The Township will provide information necessary Human Resources Department shall be advised in writing of any change to evaluate grievances and for collective bargaining purpose this list. The list shall be updated by the Union annually. 37.04 General Support Staff Employees, shall have the right at any time to the assistance of the Union within a reasonable period of time after requestedStewards and/or the Union Staff Representatives when meeting with the Employer regarding an investigation, discipline, duty to accommodate, return to work, or grievance.

Union Stewards. SECTION 1. (a) The employees Hospital agrees to recognize eight (8) union stewards, one of whom shall be represented by a Police Officers Labor Council Representative, the chief ▇▇▇▇▇▇▇ and two (2) alternate stewards▇, to be elected or appointed from amongst employees in the bargaining unit who have completed their probationary period, for the purpose of dealing with grievances as provided under this collective agreement. The Employer shall not be required to meet with No more than four three (43) persons stewards from one Department may be absent, on union business, at grievance meetings and during contract negotiationsany one time, unless otherwise agreed by the parties. SECTION 2. Any one (1b) member The Union shall advise the Hospital in writing, of the names of the union committee stewards appointed or selected under this article as well as the effective dates of their respective appointments. (c) The Union acknowledges that its representatives are expected to perform their regular duties and that so far as is practicable, all union activity shall be conducted outside of regular working hours; further, no employee shall engage in any union activity during regular working hours except as provided by this agreement, and that: (i) Such persons shall not leave their regular duties without obtaining permission from their supervisor who will be permitted to leave his/her work assignment when he/she has obtained given a reasonable explanation for the requested absence. Such permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members (ii) When resuming their regular duties after engaging in duties on behalf of the union, they will report to their supervisor immediately upon their return; (iii) Any union committee shall be compensated for necessary time spent representative who is privileged by this agreement to take up union business in adjusting grievances during regular a department working hoursother than his or her own, including arbitration; provided, however, such committeepersons shall give will also report to the Employer an accurate account supervisor of time lost in adjusting grievancesthat department at that time. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. (iv) A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇▇ shall suffer no loss of earnings for time spent in performing the above duties during his or her regular working hours. SECTION 8(d) The Hospital agrees that meetings will be held during the scheduled working hours of stewards wherever possible. The Township will provide information necessary Union nonetheless acknowledges that employees covered by this Agreement work varying shifts, including weekends. Where, to evaluate grievances and for collective bargaining purpose to accommodate the working schedules of such members, meetings are scheduled outside traditional business hours, the Union within agrees to make a ▇▇▇▇▇▇▇ available. The Hospital agrees to provide the Union reasonable period notice of time after requestedsuch meetings.

Union Stewards. SECTION 1(A) Upon execution of this Agreement, the Union shall promptly furnish the Project Manager, in writing, the names of the Union Stewards. Thereafter, the Union shall promptly advise the Project Manager, in writing, of any change in Stewards. No Stewardwill be recognized as such by the Company prior to receipt of written notice of notification. (B) Duties of Stewards: ▇▇▇▇▇▇▇ duties include gathering information on alleged violations of the Agreement and the process of settlement of grievances as defined in the grievance procedure of this Agreement and coordinating other union activities. The employees ▇▇▇▇▇▇▇, upon approval of his/her supervisor, shall be represented authorized to devote up to two (2) hours per week to perform ▇▇▇▇▇▇▇ duties without loss of pay. This time will be extended by a Police Officers Labor Council Representativemanagement at the request of the ▇▇▇▇▇▇▇ if special circumstances arise. (C) There will be two (2) stewards; one of which will be designated as Chief ▇▇▇▇▇▇▇. Stewards will be designated at the bargaining unit discretion. (D) The number and locations of Stewards may be adjusted by mutual agreement to compensate for facility and population changes. (E) A ▇▇▇▇▇▇▇ shall secure permission from the Project Manager or his/her assigned alternate before leaving his/her workstation, reporting back to the chief Project Manager or his/her assigned alternate upon return to his/her workstation. Permission will be granted unless operation activities are affected. (F) The Company recognizes limitations upon the authority of the ▇▇▇▇▇▇▇ and two (2) alternate stewards. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member of hold the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, Union liable for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessaryany unauthorized acts, subject to overriding work considerations. SECTION 3. Members the provisions of the union committee No Strike-No Lockout Article of the Agreement. The Company in so recognizing such limitations shall be compensated for necessary time spent in adjusting grievances during regular department working hourshave the authority to impose proper discipline, including arbitration; provideddischarge, however, such committeepersons shall give in the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with event a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇.▇ has taken unauthorized strike action, slowdown, work stoppage, or other actions in violation of this Agreement SECTION 8. The Township (G) Within three (3) workdays of reporting to work in the activity an employee will provide information necessary to evaluate grievances and for collective bargaining purpose be permanently assigned to, each new employee covered by this Agreement shall be introduced to the Union ▇▇▇▇▇▇▇ by the Supervisor. (H) Nothing in this Agreement is intended to abridge the right of a supervisor to privately discuss with any employee under his or her supervision topics pertinent to the workplace, including but not limited to, the employee’s job performance. However, should any employee believe the discussion is disciplinary in nature or could lead to disciplinary action, he/she may stop the meeting and have their Shop ▇▇▇▇▇▇▇ present prior to proceeding. A copy of disciplinary action will be provided to the Chief ▇▇▇▇▇▇▇ within a reasonable period seven (7) days of time after requestedaction unless employee requests otherwise.

Union Stewards. SECTION 1(a) The Union agrees that it will elect or appoint two members from amongst employees in the bargaining unit who have completed their probationary period for the purpose of dealing with Union business as provided under this Collective Agreement. The employees shall Employer agrees to recognize the individuals so elected or appointed. The Union agrees that both stewards will be represented by a Police Officers Labor Council Representativeappointed or elected from its members at the NWCCAC’s Main Office, unless the Unit Chairperson is elected from another site, in which case only one member will be elected from the Main Office. The NWCCAC guarantees that one of the elected stewards will remain working at the Main Office site. Should the Union at any time not elect or appoint two stewards as indicated above, the chief remaining ▇▇▇▇▇▇▇ and two (2) alternate stewardsmay be assigned to work at any site. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any In the event that one (1) member of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling stewards is a part time employee an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her additional part time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇▇ may be elected to assume the duties in her absence. SECTION 8(b) One of the two (2) recognized Union Stewards in Article 8.01 (a) may be appointed or elected Chairperson. The Township Chairperson may assist in the presentation of any grievance or with any ▇▇▇▇▇▇▇ function. (c) The Union shall keep the Employer notified in writing of the names of Union stewards appointed or selected under this Article as well as the effective date of their respective appointments. (d) It is agreed the Union’s Chairperson or designate has her regular duties and responsibilities to perform for the Employer and shall not leave her regular duties without first obtaining permission from her immediate supervisor to deal with Union business. Such permission will provide information necessary not be unreasonably withheld. The Chairperson or designate will report back to evaluate grievances and her immediate supervisor upon resuming her regular duties. The Union Chairperson or designate shall suffer no loss of earnings for collective bargaining purpose time spent dealing with Union business during her regular scheduled working hours. (e) Official CAW Union ▇▇▇▇▇▇▇ lapel pins may be worn by Stewards that have been confirmed in writing to the Union within a reasonable period of time after requestedEmployer by the Union.

Union Stewards. SECTION 1The Union Stewards, and the Committee Persons to whom they report, will be authorized to deal with Union business including, but not limited to grievances and health safety issues. Stewards will be utilized when a Committee Person is not working. safety. The employees shall Union will be represented responsible for ensuring that there is Union representation on shift and or will ensure that a Union representative is present when required on no less than two (2) hours of notice by a Police Officers Labor Council Representative, the chief affected employee. If no ▇▇▇▇▇▇▇ is available then the Employer may proceed without a Union representative despite any express provisions in this Agreement and two (2) alternate stewardswill notify the Union of any action taken Representatives recognized by the Employer shall be employees with seniority. A list of these representatives and their assignments by the Union shall be provided to the Employer and the Employer will be advised in writing following any changes to this list. Committee Persons shall, in the event of a layoff, be granted the highest seniority in the Casino notwithstanding their actual seniority status. It is understood that periodically the Union holds elections within the Union structure. The Chairperson will notify the Employer of upcoming elections. The Employer shall not upon request, will provide the Union with an updated seniority list. There will be required to meet with more than four (4) persons at grievance meetings no posting of posters or campaigning save and during contract negotiations. SECTION 2. Any one (1) member of except on the union committee bulletin board. The Union may request and, if it is available, the Employer will provide a room on site for the vote. A National Union Representative Local Union Representative may be permitted present and participate in any meeting between the Union Committee and the Employer upon advance notice. Union Representatives registered with the may provide assistance to employees subject to any limitation imposed by the registration but will not interfere with the Employer's operation. Union representatives will not visit with employees in the bargaining unit nor attend areas during working hours without appropriate arrangements being made with the Human Resources Manager. The Union representatives agree to inform the Employer of any loss or suspension of their Registration and agree to cease all activities until reregistered. The Employer will recognize an alternate representative to replace the Chairperson, Health and Safety Representative, Equity Representative, rep, Benefit rep, and stewards when they are absent for in excess of fifteen (15) days due to vacation, sickness, or approved leave of leave. Work Away from Casino Location Both parties recognize the requirement for the full time Committee Persons herein to leave his/her work assignment when he/she has obtained the permission during working hours to attend to union business away from Casino without loss of his/her supervisor which pay. Such privilege shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessaryprovided, subject to overriding work considerations. SECTION 3the following conditions: The time be devoted to the prompt handling of matters, which are proper pursuant to this Article; the privilege not be abused; the Manager of Human Resources or designate will be apprised of such absences in advance. Members Such absences will be verified by the Chairperson with a brief explanation of the union committee shall reason for the Representative to be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievancesabsent. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇. SECTION 8. The Township will provide information necessary to evaluate grievances and for collective bargaining purpose to the Union within a reasonable period of time after requested.

Union Stewards. SECTION 1The Union may designate a reasonable number of Union Stewards who must be members of the Unit, and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated. The employees shall be represented by Management will accept on a Police Officers Labor Council Representative, quarterly basis any changes to the chief list. A ▇▇▇▇▇▇▇ may represent a grievant in the presentation of a grievance at all levels of the grievance procedure. A ▇▇▇▇▇▇▇ may represent an employee in pre-disciplinary hearings (▇▇▇▇▇▇) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and two (2) alternate stewardshis/her ▇▇▇▇▇▇▇ may have a reasonable amount of paid time off for the above-listed activities. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) However, a ▇▇▇▇▇▇▇ will receive paid time off only if he/she is the representative of record; is a member of the union committee will be permitted to same Unit and the same Union as the employee is employed by the same department, office or bureau; and, is employed within a reasonable distance from the work location of the employee. If a ▇▇▇▇▇▇▇ must leave his/her work assignment when location to represent an employee, he/she has obtained the shall first obtain permission of from his/her supervisor which shall not be unreasonably withheld, on a form provided for the purpose of handling an alleged violation of this Agreementsuch purpose. Any employee so leaving his/her work shall record his/her time of leaving and returning Permission to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for granted unless such absence would cause an undue interruption of work. If no committeeperson qualifies under the above rulesuch permission cannot be granted promptly, the Union may designate another employee who had been assigned to such work to represent ▇▇▇▇▇▇▇ will be informed when time can be made available. Such time will not be more than forty-eight (48) hours, excluding scheduled days off and/or legal holidays, after the employees for that period. SECTION 6. Members time of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇. SECTION 8’▇ request unless otherwise mutually agreed to. The Township Denial of permission to leave at the time requested will provide information automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the ▇▇▇▇▇▇▇ shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the ▇▇▇▇▇▇▇ will report to the employee’s supervisor who will make arrangements for the meeting requested. Time spent on grievances, or the pre-disciplinary representation activities described above, outside of regular working hours of the employee or his/her ▇▇▇▇▇▇▇ shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the ▇▇▇▇▇▇▇, only that amount of time necessary to evaluate grievances and for collective bargaining purpose bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the Union within a reasonable period actual representation of employees and does not include time after requestedfor investigation, preparation or any other preliminary activity.

Union Stewards. SECTION 1A. The Union may designate a reasonable number of Union Stewards who must be members of the Unit, and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated. The employees shall be represented by Management will accept on a Police Officers Labor Council Representative, quarterly basis any changes to the chief list. A ▇▇▇▇▇▇▇ may represent a grievant in the presentation of a grievance at all levels of the grievance procedure. A ▇▇▇▇▇▇▇ may represent an employee in pre-disciplinary hearings (▇▇▇▇▇▇) or pre- disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and two (2) alternate stewardshis/her ▇▇▇▇▇▇▇ may have a reasonable amount of paid time off for the above-listed activities. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) However, a ▇▇▇▇▇▇▇ will receive paid time off only if he/she is the representative of record; is a member of the union committee will be permitted to same Unit and the same Union as the employee is employed by the same department, office or bureau; and, is employed within a reasonable distance from the work location of the employee. If a ▇▇▇▇▇▇▇ must leave his/her work assignment when location to represent an employee he/she has obtained the shall first obtain permission of from his/her supervisor which shall not be unreasonably withheld, on a form provided for the purpose of handling an alleged violation of this Agreementsuch purpose. Any employee so leaving his/her work shall record his/her time of leaving and returning Permission to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for granted unless such absence would cause an undue interruption of work. If no committeeperson qualifies under the above rulesuch permission cannot be granted promptly, the Union may designate another employee who had been assigned to such work to represent ▇▇▇▇▇▇▇ will be informed when time can be made available. Such time will not be more than forty-eight (48) hours, excluding scheduled days off and/or legal holidays, after the employees for that period. SECTION 6. Members time of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇’▇ request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the ▇▇▇▇▇▇▇ shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the ▇▇▇▇▇▇▇ will report to the employee’s supervisor who will make arrangements for the meeting requested. Time spent on grievances, or the pre-disciplinary representation activities described above, outside of regular working hours of the employee or his/her ▇▇▇▇▇▇▇ shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the ▇▇▇▇▇▇▇ only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity. SECTION 8B. In order to facilitate the expeditious resolution of workplace disputes at the lowest possible level, the parties agree to establish a joint Labor-Management training program for Stewards and Front-Line supervisors. The Township No later than March 1,2008, the Union and City representative will have established a curriculum and training program that will provide information necessary to evaluate skills for both stewards and front-line supervisors in the processing and resolution of grievances and for collective bargaining purpose other workplace issues in a cooperative, problem-solving manner. Upon completion of the program, both Union Stewards and Front-Line Supervisors will be certified. As is practicable, grievances will be heard by Certified Supervisors. Effective March 1, 2008, Certified Stewards shall be authorized to the Union within a reasonable period spend up to one (1) hour of City time after requestedto investigate each dispute raised under Article 3.1 of this MOU.

Union Stewards. SECTION Section 1. : The employees shall be represented by a Police Officers Labor Council Representative, Company acknowledges the chief right of the Union to appoint one (1)▇▇▇▇▇▇▇ and two (2) alternate stewards. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any for the highway drivers, one (1) member ▇▇▇▇▇▇▇ for the yard department and the operations are such as cannot be covered by these stewards, additional stewards may be elected. Section 2: The Union ▇▇▇▇▇▇▇ shall be responsible for the proceeding of grievances as provided in Article six (6)of this Agreement. Union Stewards may also discuss union membership with a new employee within sixty (60)calendar days following hiring of such employee. The ▇▇▇▇▇▇▇'▇ functions shall in no way enter into conflict with those of employer and shall be held responsible for the same quantity and quality of work than the other employees. If the Company has reason to believe that the Union duties of the union committee will ▇▇▇▇▇▇▇ interfere with the quantity or quality of his work, the Company shall the Union representative and a meeting shall be permitted held to leave his/her work assignment when he/she has obtained discuss the permission ▇▇▇▇▇▇▇'▇ work. Section 3: The Union shall inform the Company in writing of his/her supervisor which the name of ▇▇▇▇▇▇▇. The Company shall not be unreasonably withheldasked to recognize any ▇▇▇▇▇▇▇ until such notification from the Union has been received. Section 4: The Company shall advise the Union and the Union ▇▇▇▇▇▇▇, for in upon the purpose suspension or discharge of handling an alleged violation of this Agreement. Any employee so leaving his/her the ▇▇▇▇▇▇▇, in such a way that the Union be informed before any such disciplinary measure or discharge becomes effective. Section 5: Regarding lay-offs and daily work shall record his/her time of leaving and returning to work on appropriate time cards assignments within a classification, ▇▇▇▇▇▇▇ is recognized as the senior worker and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3be called first. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a Then than one (1) union ▇▇▇▇▇▇▇▇ is nominated within the same classification; the most senior employee shall be given preference for the purpose of this section. SECTION Section 6: The Union ▇▇▇▇▇▇▇ shall be paid up to a maximum of fifteen (15) hours per month at regular hourly rate for time spent in the settlement of grievances. A union ▇▇▇▇▇▇▇ paid at hourly wage rate shall be paid for all hours spent proceeding grievances as well as hours spent for Union or Administrative meetings, Section 7: When a Union ▇▇▇▇▇▇▇ has reason to investigate time cards, trip sheets or work orders, tach cards, trip reports, dispatch sheets including electronic dispatch, such privilege shall be granted by the qualified personnel responsible for such registers. Section 8: employer shall pay the union designated representatives, an equivalent their guarantee for each day during which negotiations or conciliation meetings are held. The Township will provide information necessary However, this provision excludes any negotiation meetings held during a work stoppage strike, complete or suspension of work. the purpose of union training, the employer agrees to evaluate grievances and for collective bargaining purpose grant three (3) days calendar year to the Union within a reasonable period of time after requested.designated representatives. Such days will

Union Stewards. SECTION 1The Union may designate up to thirty-four (34) stewards to represent employees in processing grievances and at ▇▇▇▇▇▇ conferences. The following conditions shall apply: The Union may designate up to 34 Union Stewards who must be members of the Unit, and shall provide all departments, offices, or bureaus with a written list of employees shall be represented by who have been so designated. Management will accept on a Police Officers Labor Council Representative, quarterly basis any changes to the chief list. A ▇▇▇▇▇▇▇ may represent a grievant in the presentation of a grievance at all levels of the grievance procedure. A ▇▇▇▇▇▇▇ may represent an employee in pre-disciplinary hearings (▇▇▇▇▇▇) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and two (2) alternate stewardshis/her ▇▇▇▇▇▇▇ may have a reasonable amount of paid time off for the above-listed activities. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) However, a ▇▇▇▇▇▇▇ will receive paid time off only if he/she is the representative of record; is a member of the union committee will be permitted to same Unit and the same Union as the employee. If a ▇▇▇▇▇▇▇ must leave his/her work assignment when location to represent an employee, he/she has obtained the shall first obtain permission of from his/her supervisor which shall not be unreasonably withheld, on a form provided by the City for the purpose of handling an alleged violation of this Agreementsuch purpose. Any employee so leaving his/her work shall record his/her time of leaving and returning Permission to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for granted unless such absence would cause an undue interruption of work. If no committeeperson qualifies under the above rulesuch permission cannot be granted promptly, the Union may designate another employee who had been assigned to such work to represent grievance ▇▇▇▇▇▇▇ will be informed when time can be made available. Such time will not be more than forty-eight (48) hours, excluding scheduled days off and/or legal holidays, after the employees for that period. SECTION 6. Members time of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇'▇ request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the ▇▇▇▇▇▇▇ shall call the requesting employee's supervisor to determine when the employee can be made available. Upon arrival, the ▇▇▇▇▇▇▇ will report to the employee's supervisor who will make arrangements for the meeting requested. The City will make reasonable time available to Stewards to investigate grievances and disciplinary matters on behalf of the grievant. Time spent on grievances, or the pre-disciplinary representation activities described above, outside of regular working hours of the employee or his/her ▇▇▇▇▇▇▇, shall not be counted as work time for any purpose. The City established Union Education and Training Fund equal to 24 hours per ▇▇▇▇▇▇▇ per year be utilized by the Union for education and training purposes. The amount of the Fund shall not be accumulated year to year. No ▇▇▇▇▇▇▇ will utilize more than 80 hours per year from the Fund. The Fund may be used by the Union to train members and/or Stewards in the grievance procedure, administrative interview, ▇▇▇▇▇▇ hearings and other matters including investigations as determined by the Union. The City will make a reasonable effort to release those Stewards for education and training classes held by the Union. Stewards will be copied on the email confirmation sent by Human Resources to the director/supervisor approving the release. The Union will provide the City with a copy of a sign-in sheet. If a sign-in sheet is not available, then the Union shall submit other verification of attendance for release time. Leaves of absence or intermittent leaves without pay may be granted to Union Stewards or members for the purpose of Union business consistent with current City policies for granting leaves. The leaves are subject to Department Head and Human Resources Director approval and must be considered in light of department staffing and business needs. The City will make a genuine effort to consider these requests. SECTION 81. Within thirty (30) days of ratifying this agreement, the Union will provide the Department of Human Resources with a written list identifying by name and department and work area the regular and alternate stewards; the Union shall update the list as changes are made. 2. The Township Union will provide information necessary designate as ▇▇▇▇▇▇▇ only an employee who has passed his or her initial probationary period and acquired permanent status. 3. Alternate stewards shall stand in for the regular ▇▇▇▇▇▇▇ only when the regular ▇▇▇▇▇▇▇ is absent from work. The City has no obligation to evaluate grievances and delay unreasonably a meeting in order for collective a ▇▇▇▇▇▇▇ to attend. 4. If the size of the bargaining purpose to unit substantially increases, the Union within a reasonable period may bring up the subject of time after requestedadditional stewards at the Labor-Management Committee meeting.

Union Stewards. SECTION 1The Employer recognizes the right of the Union to create and utilize a bargaining unit leadership structure (Unit officers) as it deems necessary. The employees shall Employer agrees that stewards will not be represented by retaliated against as a Police Officers Labor Council Representative, result of the chief fulfillment of their ▇▇▇▇▇▇▇ and two (2) alternate stewardsduties. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide parties agree that disciplinary action taken against a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇ by Employer does not automatically constitute retaliation and that each case will be approached on its own merits. The Union will provide to the Employer a listing identifying such officers, including stewards, upon request. Officers shall not be recognized by the Employer until the Union has provided such notice. Exceptions to the foregoing shall be made only on an emergency basis, and subject to the approval of the Union. The Union will notify the Employer in writing when individuals leave Union officer positions. Stewards shall not allow their activities as stewards to interfere with or disrupt the performance of their work or the work of any other employee. Except as provided below, stewards will not conduct Union business while on-duty without Employer approval. To the extent possible, stewards shall engage in Union activities on off-duty time, pre-and post- shift and duringbreaks. Employer will notify employees of their right to representation during investigative interviews but if employee declines in writing on a form (the substance of which is agreed upon by Employer and Union) said investigation may proceed. Employees called to an investigative interview, which the employee reasonably believes may result in disciplinary action, shall have the right to secure Union representation during such meetings. If the Employer requests an on- duty Union ▇▇▇▇▇▇▇ or Union officer, they will be paid their regular wage as per regular shift. Nothing contained herein shall excuse the immediate preparation of an Unusual Occurrence report as required by Employer’s current policy. Stewards shall not be paid for time spent preparing or attending level 1 and 2 grievance meetings, arbitrations, appearing as a witness at an arbitration, or for engaging in any general Union business which is related to an investigation. Such Union representation will occur in the followingmanner: A. On-duty ▇▇▇▇▇▇▇ or Union officer at the discretion of management. SECTION 8. The Township B. Off-duty ▇▇▇▇▇▇▇ available at a mutually convenient time during business hours, at the employee’s station or another mutuallyagreed upon time and location not to exceed four (4) business days, unless otherwise agreed to by both parties. C. An employee shall be obligated to proceed with meeting if a shop ▇▇▇▇▇▇▇ can be located, irrespective of the employee’s preference for particular representation or whether or not the ▇▇▇▇▇▇▇ is from employee’s home station; an employee shall be obligated to proceed with an investigation if Union representation is not available; the parties agree and understand that an employee will be under no obligation to answer any questions if a ▇▇▇▇▇▇▇ is not present. D. Employer will agree to release up to four (4) employees to participate in collective bargaining negotiations on behalf of the Union; the Union will provide information necessary PRN at least five (5) days’ notice of the identity of the employees to evaluate grievances and for collective bargaining purpose to the Union within a reasonable period of time after requestedparticipate in bargaining.

Union Stewards. SECTION 1The Hospital agrees to recognize Union stewards to be elected or appointed from amongst employees the bargaining unit who have completed their probationary period for the purpose of dealing with Union business as provided under this Collective Agreement. The employees shall be represented by a Police Officers Labor Council Representative, the chief A Chief ▇▇▇▇▇▇▇ and two (2) alternate stewardsmay be appointed or elected. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member Chief ▇▇▇▇▇▇▇ may, in the absence of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union any ▇▇▇▇▇▇▇. SECTION 8, assist in the presentation of any grievance, or with any ▇▇▇▇▇▇▇ function. The Township will provide information necessary Union shall keep the Hospital notified, in writing, of the names of Union Stewards appointed or selected under this Article as well as the effective date of their respective appointments. It is agreed that Union stewards have their regular duties and responsibilities to evaluate grievances perform for the Hospital and for collective bargaining purpose shall not leave their regular duties without first obtaining permission from their immedi- ate supervisor. If, in the performance of h i s duties, a Union ▇▇▇▇▇▇▇ is required to enter an area within the Hospital in which he is not originally employed, he shall report his presence to the supervisor in the area immediately upon entering it. Such permission shall not be unreasonably withheld. When resuming his regular duties and responsibilities, such ▇▇▇▇▇▇▇ shall again report to his immediate supervisor. A Union within ▇▇▇▇▇▇▇ shall suffer no loss of earnings for time spent in performing the above duties during his regular scheduled working hours. Nothing in this Article shall preclude full-time stewards from representing part-time employees and vice versa. The number of stewards and the areas which they repre- sent are to be determined locally. The will recognize two Chief Stewards and from the following departments of the Hospital: ▇▇▇▇▇▇▇ for the night shift ▇▇▇▇▇▇▇ for the RNAs ▇▇▇▇▇▇▇ for the Nursing Attendants and all other nursing and attendant staff stewards from Food Service stewards from Environmental Services stewards from Maintenance stewards from The Union shall designate a reasonable period ▇▇▇▇▇▇▇ as Senior ▇▇▇▇▇▇▇ in departments having more than one ▇▇▇▇▇▇▇. The will make every effort to assist the stewards in carrying out his or her functions as defined in the Collective Agreement. The Union shall keep the Hospital notified, in writing, of time after requestedthe names of its currently authorized members of the Grievance Committee. In the matter of stewards' badges, the gives its that, during the course of this Collec- tive Agreement, no disciplinary action will be taken against any Union ▇▇▇▇▇▇▇ as a result of his wearing of a ▇▇▇▇▇▇▇'▇ badge as provided by the Union and of the form, style and type approved by the Board of Arbitration.

Union Stewards. SECTION 1Hospital agrees to recognize Union stewards to be elected or appointed from amongst employees in the bargaining unit who have completed their probationary period for the purpose of dealing with Union business as provided under this Collective Agreement. A Chief ▇▇▇▇▇▇▇ or designate may, in the absence of any ▇▇▇▇▇▇▇, assist in the presentation of any grievance, or with any ▇▇▇▇▇▇▇ function. The Union shall keep the Hospital notified in writing of the names of Union stewards appointed or selected under this Article as well as the effective date of their respective appointments. It is agreed that Union stewards have their regular duties and responsibilities to perform for the Hospital and shall not leave their regular duties without first obtaining permission from their immediate supervisor. If, in the performance of his duties, a Union ▇▇▇▇▇▇▇ is required to enter an area within the Hospital in which he is not originally employed, he shall report his presence to the supervisor in the area immediately upon entering it. Such permission shall not be unreasonably withheld. When resuming his regular duties and responsibilities, such ▇▇▇▇▇▇▇ shall again report to his immediate supervisor. A Union ▇▇▇▇▇▇▇ shall suffer no loss of earnings for time spent in performing the above duties during his regular scheduled working hours. Nothing in this Article shall preclude full-time stewards from representing part- time employees shall and vice-versa. The number of stewards and the areas which they represent, are to be represented by determined locally." "The Hospital will recognize a Police Officers Labor Council Representative, Grievance Committee composed of the chief Chief ▇▇▇▇▇▇▇ and two not more than (2as set out in Local Provisions Appendix) alternate stewardsemployees selected by the Union who have completed their period. A general representative of the Union may be present at any meeting of the Committee. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member purpose of the union committee will be permitted Committee is to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of deal with complaints or grievances as set out in this Collective Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply keep the Employer with a list Hospital notified in writing of names, addresses and telephone numbers the names of the members of the union committeeGrievance Committee appointed or selected under this Article as well as the effective date of their respective appointments. A Committee member shall suffer no loss of earnings for time spent during their regular scheduled working hours in attending grievance meetings with the Hospital up to, together with all changes as they occurbut not including arbitration. The Employer number of employees on the Grievance Committee shall recognize only those employees so listedbe determined locally. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇. SECTION 8. The Township will provide information necessary to evaluate grievances and for collective bargaining purpose to the Union within a reasonable period of time after requested."

Union Stewards. SECTION 6.1 The Employer recognizes the right of the Union to elect or appoint one (1. The employees shall be represented by a Police Officers Labor Council Representative, the chief ) Chief ▇▇▇▇▇▇▇ and two (2) alternate stewards. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) additional ▇▇▇▇▇▇▇ representing the authorized areas of the working establishment. The Union will notify the Employer from time to time as to the names of the Stewards and the areas of their responsibility and all Stewards shall be regular employees of the Employer who have acquired seniority. The Union shall have the right to designate the working areas and shifts from which the Stewards are appointed. A ▇▇▇▇▇▇▇ attending a Step 1, 2 or 3 discussion shall suffer no loss of pay provided the time at such meeting falls within his regularly scheduled hours. 6.2 The Union acknowledges that Stewards have their regular duties to perform on behalf of the Employer and that such persons shall not leave their regular duties to attend to the complaints and grievances of employees without having first secured permission from their immediate Supervisor, which permission shall not unreasonably be withheld. Stewards shall state their destination to their immediate Supervisor and shall report again to him at the time of their return to work, Stewards shall not suffer a loss of basic pay. 6.3 The Company acknowledges the right of the Union to appoint or elect one (1) employee to serve as a member of the union negotiating committee and the employees will be permitted to leave his/her paid by the Company for all time off work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation participating in mutually agreed negotiating meetings up to conciliation to a maximum of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerationstwenty-four (24) hours. SECTION 3. Members of the union committee shall 6.4 Where an employee is required to attend a meeting in which discipline is to be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rulegiven, the Union may Supervisor or his designate another will inform the employee who had been assigned prior to such work to represent the employees for that period. SECTION 6. Members meeting of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the his right to representation by have a union ▇▇▇▇▇▇▇ present at the meeting. 6.5 The employee may request the presence of the Union ▇▇▇▇▇▇▇ during the meeting. Where the employee requests such representation, the Supervisor will send for the ▇▇▇▇▇▇▇ without further discussion of the matter with the employee. If a ▇▇▇▇▇▇▇ is not available, the Employer shall schedule the disciplinary meeting within the next twenty-four (24) hours and it shall then become the sole responsibility of the employee concerned to arrange for a Union ▇▇▇▇▇▇▇ or a member of the bargaining unit to be in attendance when the meeting occurs. 6.6 The Union must be notified, in writing, of a dismissal or of the suspension of a Union ▇▇▇▇▇▇▇. SECTION 8. The Township will provide information necessary to evaluate grievances and for collective bargaining purpose to the Union within a reasonable period of time after requested.

Union Stewards. SECTION 1The Hospital agrees to Union stewards to be elected or appointed from amongst employees in the bargaining unit who have completed their probationary period for the purpose of dealing with Union business as provided under this Collective Agreement. A Chief ▇▇▇▇▇▇▇ may be appointed or elected. The Chief ▇▇▇▇▇▇▇ may, in the absence of any ▇▇▇▇▇▇▇, assist in the presentation of any grievance, or with any ▇▇▇▇▇▇▇ function. The Union shall keep the Hospital notified in writing of the names of Union Stewards appointed or selected under this Article as well as the effective date of their respective appointments. It is agreed that Union stewards have their regular duties and responsibilities to perform for the Hospital and shall not leave their regular duties without first obtaining permission from their immedi- ate supervisor. If, in the performance of his duties, a Union ▇▇▇▇▇▇▇ is required to enter an area within the Hospital in which he is not originally employed, he shall report his presence to the supervisor in the area immediately upon entering it. Such permission shall not be unreasonably withheld. When resuming his regular duties and responsibilities, such ▇▇▇▇▇▇▇ shall again report to his immediate supervisor. A Union ▇▇▇▇▇▇▇ shall suffer no loss of earnings for time spent in performing the above duties during his regular scheduled working hours. Nothing in this Article shall preclude full-time stewards from representing part-time employees shall and vice versa. The number of stewards and the areas which they repre- sent, are to be represented by determined locally. The employer will a Police Officers Labor Council Representative, the chief ▇▇▇▇▇▇▇ and two (2) alternate stewards. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇ from each of the following areas of the hospital: Dietary Registered Nursing Assistants Maintenance Housekeeping Any other area not mentioned above Laundry Each ▇. SECTION 8▇▇▇▇▇▇ shall be a regular employee of the employer who has acquired seniority. The Township will provide information necessary employer undertakes to evaluate grievances instruct all members of its supervisory staff to co-operate with the stewards in the carrying out of the terms and for collective bargaining purpose requirements of this agreement. employer in any supervisory capacity. It is understood that only three of the six stewards referred to the Union within a reasonable period of time after requestedin above, shall meet with management at any one time.

Union Stewards. SECTION 1A. The Union may designate a reasonable number of union stewards who must be members of the Union. The Union shall provide all departments, offices or bureaus with a written list of employees shall be represented by a Police Officers Labor Council Representativewho have been so designated, the chief and revised lists within thirty (30) calendar days of any changes in said designations. A ▇▇▇▇▇▇▇ may represent a grievant in the presenting of grievances at all levels of the grievance procedure or in pre-disciplinary meetings (▇▇▇▇▇▇), or pre- disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and two (2) alternate stewardshis/her ▇▇▇▇▇▇▇ may have a reasonable amount of paid time off for presentation of grievances or participation in pre-disciplinary meetings or interviews. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) However, a ▇▇▇▇▇▇▇ will receive paid time off only if he/she is the representative of record, a member of the union committee will be permitted to same Union as the employee; is employed by the same department, office, or bureau, and, is employed within a reasonable distance from the work location of the employee. If a ▇▇▇▇▇▇▇ must leave his/her work assignment when location to represent an employee, he/she has obtained the shall first obtain permission of from his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreementsupervisor. Any employee so leaving his/her work shall record his/her time of leaving and returning Permission to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for granted unless such absence would cause an undue interruption of work. If no committeeperson qualifies under the above rulesuch permission cannot be granted promptly, the Union may designate another employee who had been assigned to such work to represent ▇▇▇▇▇▇▇ will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the employees for that period. SECTION 6. Members time of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇’▇ request, excluding scheduled days off and/or legal holidays, unless otherwise mutually agreed to. Denial of permission to leave at the time requested for representation of a grievance will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the ▇▇▇▇▇▇▇ shall call the employee’s supervisor to determine when the employee can be made available. Upon arrival, the ▇▇▇▇▇▇▇ will report to the employee’s supervisor, who will make arrangements for the meeting requested. Time spent on grievances or ▇▇▇▇▇▇ meetings outside of regular working hours of the employee and/or his/her ▇▇▇▇▇▇▇ shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the grievant and/or his/her ▇▇▇▇▇▇▇, only that amount of time necessary to bring about a prompt disposition of the issue will be allowed. City time as herein provided is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity. SECTION 8B. In order to facilitate the expeditious resolution of workplace disputes at the lowest possible level, the parties agree to establish a joint Labor-Management training program for stewards and front-line supervisors. The Township No later than March 18, 2016, the Union and City representatives will have established a curriculum and training program that will provide information necessary to evaluate skills for both stewards and front-line supervisors in the processing and resolution of grievances and for collective bargaining purpose other workplace issues in a cooperative, problem-solving manner. Upon completion of the program, both union stewards and front-line supervisors will be certified. Stewards certified through this training shall be authorized to spend up to two (2) hours of City time to investigate each dispute raised under the Union within a reasonable period Grievance Procedure of time after requestedthis MOU. As is practicable, grievances will be heard by certified supervisors.

Union Stewards. SECTION 1(a) The Employer agrees to recognize Union Committee members to be elected or appointed from amongst employees in the bargaining unit who have completed their probationary period for the purpose of dealing with Union business as provided under this Collective Agreement. (b) A Unit Chairperson may be appointed or elected. The employees shall be represented by a Police Officers Labor Council RepresentativeUnit Chairperson may, in the chief absence of any Committee member, assist in the presentation of any grievance, or with any ▇▇▇▇▇▇▇ function. (c) The Union shall keep the Employer notified in writing of the names of Union stewards appointed or selected under this Article as well as the effective date of their respective appointments. (d) It is agreed that Union Committee members have their regular duties and two (2) alternate stewards. The responsibilities to perform for the Employer and shall not be leave their regular duties without first obtaining permission from their immediate supervisor. If, in the performance of his duties, a Union Committee member is required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2enter an area within the Employer in which he is not originally employed, he shall report his presence to the supervisor in the area immediately upon entering it. Any one (1) member of the union committee will be permitted to leave his/her work assignment when he/she has obtained the Such permission of his/her supervisor which shall not be unreasonably withheld. When resuming his regular duties and responsibilities, such Union Committee member shall again report to his immediate supervisor. A Union Committee member shall suffer no loss of earnings for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances performing the above duties during his regular department scheduled working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union (e) Nothing in this Article shall supply the Employer with a list of names, addresses preclude full-time stewards from representing part-time employees and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listedvice versa. SECTION 5(f) The number of stewards and the areas which they represent are to be determined locally. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period.(See Local Provisions Appendix L9) SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union (g) Official Unifor ▇▇▇▇▇▇▇. SECTION 8. The Township will provide information necessary to evaluate grievances and for collective bargaining purpose ▇ lapel pins may be worn by stewards that have been confirmed in writing to the Union within a reasonable period of time after requestedcorporation by the Union.

Union Stewards. SECTION 1. The employees shall be represented by a Police Officers Labor Council Representative, the chief ▇▇▇▇▇▇▇ and two (2) alternate stewards. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift It is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, mutually agreed that the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation elect or otherwise select a negotiating consisting of six representatives; all members of the committee shall be regular employees of the Employer who have completed their probationary period. The Nursing Home members of the committee will be paid by the Employer for time used during normally scheduled working hours in negotiations of this Agreement or its successor including conciliation. The Employer will recognize a union Union Administrative Committee for each Home which shall consist of three (3) stewards selected by the Union one of whom shall be the Chief ▇▇▇▇▇▇▇. SECTION 8, not more than two of which members shall meet with Management at any one time. The Township Employer shall be advised of the names of members of this committee and shall be notified of any changes from time to time. All members of the Committee shall be regular employees of the Employer who have completed their probationary period. duties, and that so far as possible all activities of the Com- mittee will provide information necessary be carried on outside the regular working hours of the members thereof, unless otherwise mutually arranged. The Employer shall pay representatives and committee members their respective wages for all time lost from regularly scheduled hours investigating and/or processing grievances, up to evaluate grievances but not including the arbitration stage, negotiation of the collective agreement renewals thereof, up to and including conciliation and while attending meetings with the employer. Employees on the evening and night shift shall receive paid time off for collective bargaining purpose the actual day of the negotiating meeting. Where there are matters of mutual concern and interest that would be beneficial if discussed at a Labour-Management Committee meeting during the term of this Agreement, the following shall An equal number of representatives of each party as mutually agreed shall meet at a time and place mutually satisfactory. A request for such meeting will be made in writing at least one week prior to the date proposed and accompanied by an agenda of matters proposed to be discussed, which shall not include matters that are properly the subject of grievance or matters that are properly the subject of negotiations for the amendment or renewal of this Agreement. Suitable subjects for discussion will include orientation, aggressive residents and workload issues. A representative attending such meetings shall be paid for wages lost from regularly scheduled hours. A Union within staff member may attend as a reasonable period representative of the Union. Meetings will be held quarterly unless otherwise agreed. It is understood that where full and part-time after requestedagreements are separate, there shall be one (1) committee only.

Union Stewards. SECTION 1. 5.01 The Company acknowledges the right of the Union to appoint or otherwise select up to five (5) employees shall be represented by a Police Officers Labor Council Representative, the chief as Union Stewards. 5.02 A ▇▇▇▇▇▇▇ and two (2) alternate stewardsshall not leave his or her regular duties during working hours without first obtaining the permission of his or her immediate supervisor, or in his absence, the General Manager. The Employer Employees shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member disturbed in the performance of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, their assigned duties for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation being interviewed by a union ▇▇▇▇▇▇▇. SECTION 85.03 In accordance with this understanding, the Company will compensate the ▇▇▇▇▇▇▇ for time spent attending scheduled meetings with the Company at his or her regular rate of pay including negotiations up to and including Ratification Vote. Payment will not be made for time spent outside the ▇▇▇▇▇▇▇’▇ regular working hours. 5.04 The privileges of Stewards to leave their work without loss of pay to attend to union business is granted on the following conditions: a) Such business must be between the Union and the management, b) The time shall be devoted to the prompt handling of Union business, c) Such business must be on the premises of the company and relate to the collective agreement, except as noted in 5.03 and 5.05. 5.05 On one occasion a calendar year up to a maximum of two Stewards will be granted up to three days absence with pay to attend a Union Educational Seminar. The Township following conditions will provide information necessary prevail: a) The Company will require a minimum of two weeks notice of the seminar. This notice will include the actual dates the seminar will take place. b) The ▇▇▇▇▇▇▇ will be paid at straight time only for time lost from his/her regular scheduled shift. c) Travel time will not be considered as time attending the seminar. d) Payment made for attending the seminar will not be considered in the computation for overtime pay or any other benefit. 5.06 The Union will notify the Company in writing of the names of all Stewards before they are required to evaluate grievances and be recognized by the Company. 5.07 Union Stewards shall not be laid-off for collective lack of work so long as there is work available in the bargaining purpose unit, which, in the opinion of the Company, they are able to perform. However, a part-time ▇▇▇▇▇▇▇ shall not displace a full-time employee. 5.08 It is agreed the Union within may elect or otherwise appoint a reasonable period Chief ▇▇▇▇▇▇▇ from among the Stewards referred to in 5.01 above. The Chief ▇▇▇▇▇▇▇ will not have special status when dealing with the Company or the Employees. 5.09 The Company undertakes to instruct all members of time after requestedits supervisory staff to cooperate with the Stewards in the carrying out of the terms and requirements of this Agreement.

Union Stewards. SECTION 1. (a) The Hospital agrees to recognize Union stewards to be elected or appointed from amongst employees shall be represented by a Police Officers Labor Council Representative, in the chief bargaining unit who have completed their probationary period for the purpose of dealing with Union business as provided under this Collective Agreement. (b) A Chief ▇▇▇▇▇▇▇ and two (2) alternate stewardsmay be appointed or elected. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member Chief ▇▇▇▇▇▇▇ may, in the absence of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union any ▇▇▇▇▇▇▇, assist in the presentation of any grievance, or with any ▇▇▇▇▇▇▇ function. SECTION 8(c) The Union shall keep the Hospital notified in writing of the names of Union Stewards appointed or selected under this Article as well as the effective date of their respective appointments. (d) It is agreed that Union stewards have their regular duties and responsibilities to perform for the Hospital and shall not leave their regular duties without first obtaining permission from their immediate supervisor. If, in the performance of his duties, a Union ▇▇▇▇▇▇▇ is required to enter an area within the Hospital in which he is not originally employed, he shall report his presence to the supervisor in the area immediately upon entering it. Such permission shall not be unreasonably withheld. When resuming his regular duties and responsibilities, such ▇▇▇▇▇▇▇ shall again report to his immediate supervisor. A Union ▇▇▇▇▇▇▇ shall suffer no loss of earnings for time spent in performing the above duties during his regular scheduled working hours. (e) Nothing in this Article shall preclude full-time stewards from representing part-time employees and vice versa. (f) The number of stewards and the areas which they represent, are to be determined locally. The Township will provide information necessary to evaluate grievances and for collective bargaining purpose to Hospital acknowledges the right of the Union within to elected or otherwise select Union Stewards. ▇▇▇▇▇▇▇ representation will be as follows: - one representing Health Records, Switchboard, Maintenance, Purchasing, Community Mental Health Centre, Food Service, Central Supply, Pharmacy, Physiotherapy - one representing patient Accounts, Accounts Payable, Payroll, Radiology, Laboratory, Perioperative Services, - one representing Clerical Associates - one representing Registration and Emergency any two of who may form a reasonable period committee to act at any specified time or on any specified issue. A representative of time after requestedLocal 1 Canada may attend any meeting of the committee with management if his/her presence is requested by either party. Each ▇▇▇▇▇▇▇ shall be a permanent employee of the Hospital with seniority and regularly employed by the Hospital during his/her term of office. The Hospital agrees to permit Stewards to wear identification badges.

Union Stewards. SECTION Section 1. The employees number of Union Stewards is set forth in Appendix C. The Union shall be represented by a Police Officers Labor Council Representative, advise the chief Employer in writing of the names of Union Stewards. One (1) Union ▇▇▇▇▇▇▇ shall participate in each grievance procedure, unless the ▇▇▇▇▇▇▇ is a Grievant, in which case they shall also be entitled to representation. Union Stewards, unless the ▇▇▇▇▇▇▇ is the grievant, shall be recognized by the Employer as representatives of the employees for the purposes of enforcing this Agreement, and two (2) alternate stewards. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiationsgenerally act as representatives of the Union on the job. SECTION Section 2. Any one (1) member of the union committee will A ▇▇▇▇▇▇▇ may request to be permitted released from his/ her regular duties to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which investigate grievances on Employer time. Requests to conduct such investigations shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work The ▇▇▇▇▇▇▇ shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until contact his/her supervisor has had reasonable in advance to determine a time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of when such investigation will not interfere with the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇’▇ work and the work of the person with whom the ▇▇▇▇▇▇▇ wants to meet. SECTION 8Section 3. No ▇▇▇▇▇▇▇ shall have any authority to order or cause any strike, slowdown, or cessation of work, and the ▇▇▇▇▇▇▇ shall not interfere with the Manager in the Manager’s running of the Unit. Section 4. The Township Chief ▇▇▇▇▇▇▇ will be considered the most senior employee for the purpose of layoff and recall only. Section 5. If the overall number of bargaining unit employees—either in the total unit, on a specific shifi, or in a specific work area—changes significantly, the Parties will meet to discuss the number of Stewards. Section 6. Upon the Union’s request and subject to the Employer’s business requirements, union members serving as stewards or alternate stewards under this contract shall be granted special training leaves to attend group trainings provided by the union. The size of the group attending such training will be subject to business needs of the Employer but shall not be less than half (1/2) the number of stewards provided for in this contract, and the time period for such group training leave shall not exceed two (2) days in any month or four days in any year. Such leaves will be unpaid and will not adversely affect an employee’s seniority or benefits. The Union will work with the Employer to schedule such training in a manner that minimizes the impact of the attendees’ absence on the Employer’s business and will provide information necessary the Employer with as much notice as is practicable, which in any event shall not be less than five (5) working days. Section 7. Union Chief ▇▇▇▇▇▇▇▇ shall be released from duties with no loss of pay for no more than two (2) hours each month in order to evaluate grievances speak with or meet with a Union Representative for purposes of training and for collective bargaining purpose contract administration. Scheduling of such release time will be subject to the Union within a reasonable period of time after requestedmanagement approval.

Union Stewards. SECTION 1. The employees Upon execution of this Agreement, the Union shall be represented by a Police Officers Labor Council promptly furnish the Company's Human Resources Representative, in writing, the chief names of the Stewards. Thereafter, the Union shall promptly advise the Company's Human Resources Representative, in writing, of any change in Stewards. No Stewardwill be recognized as such by the Companyprior to receipt of written notice of appointment. Provided it does not interfere with job duties or mission requirements, the Company will allow a reasonable amount of time for ▇▇▇▇▇▇▇ and two (2) alternate stewards. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiationselections on Company time. SECTION 2. Any one (1) member 1.1 A Union ▇▇▇▇▇▇▇ may take reasonable and necessary time off during work hours to carry out his responsibilities as set forth in 1.02 below, and this time off may not unreasonably interfere with assigned duties. 1.2 The scope of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇'▇ activities on Company time shall be limited tothe following: 1.2.1 To consult with an employee regarding the presentation of a request concerning this Agreement, complaint, or grievance, which the employee desires him to present. SECTION 81.2.2 To investigate a complaint or grievance before presentation to the appropriate supervisor. 1.2.3 To present a request concerning this Agreement, complaint, or grievance to an employee's immediate supervisor in an attempt to settle the matter for the employee or group of employees who may be similarly affected. 1.2.4 To meet by appointment with an appropriate supervisor or other designated representative of the Company, when necessary, to adjust grievances in accordance with the grievanceprocedure of this Agreement.Theseactivitieswill be carried out with minimum disruption to the operations. The Township ▇▇▇▇▇▇▇ shall not solicit complaints or grievances. 2. Two Stewards and one Chief ▇▇▇▇▇▇▇ from the MAFR will provide information be elected. Should the Company add sites and/or shifts under the MAFR contract, the Chief ▇▇▇▇▇▇▇ may appoint additional stewards as needed until the regular election cycle occurs. 3. A ▇▇▇▇▇▇▇ shall secure permission from his supervisor before leaving his workstation and will report back to his supervisor upon return to his workstation. Permission will be granted unless operational activities are affected. Before entering the work area of another supervisor, the ▇▇▇▇▇▇▇ shall contact and secure permission from that supervisor, who shall grant permission unless operational activities are affected. Upon entering the work area of another supervisor's responsibility, the ▇▇▇▇▇▇▇ will contact the supervisor and explain the nature of his visit before attempting to contact any employee. Upon his departure, the ▇▇▇▇▇▇▇ will inform the supervisor in the area in which he is visiting that he has concluded his business and is leaving the work area. 4. It is agreed that the Company will pay Stewards and grievant for reasonable and necessary time for grievance consultations and/or grievance meetings during their regular work shifts. Such pay will be at the employee's regular straight time rate, including all Premiums and Benefits. The Company shall not pay for any other time a ▇▇▇▇▇▇▇ or employee is removed from his work to evaluate grievances and for collective bargaining purpose to serve the Union within in any official capacity or to serve on any Union committee, except as provided in this Agreement. 5. The Chief ▇▇▇▇▇▇▇, ▇▇▇▇▇▇▇ or alternate, as designated by the Union, will be given reasonable time to introduce the Union and the Collective Bargaining Agreement to a reasonable period new employee during the employee's Company orientation period. A ▇▇▇▇▇▇▇ will be part of time after requestedthe in-processing and out- processing of all employees. 6. The new employee's supervisor will confirm that the employee and the ▇▇▇▇▇▇▇ for the area have been or areintroduced. 7. Should a second or third shift employee be subject to suspension or discharge for disciplinary reasons and a ▇▇▇▇▇▇▇ is not present for consultation on that shift, the Company may relieve the employee of further duty for the balance of the shift, with pay, to allow for subsequent discussion with his ▇▇▇▇▇▇▇ before the disciplinary action is finalized.

Union Stewards. SECTION 1A. The Union may designate a reasonable number of Union Stewards who must be members of the Unit, and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated. The employees shall be represented by Management will accept on a Police Officers Labor Council Representative, quarterly basis any changes to the chief list. A ▇▇▇▇▇▇▇ may represent a grievant in the presentation of a grievance at all levels of the grievance procedure. A ▇▇▇▇▇▇▇ may represent an employee in pre-disciplinary hearings (▇▇▇▇▇▇) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and two (2) alternate stewardshis/her ▇▇▇▇▇▇▇ may have a reasonable amount of paid time off for the above-listed activities. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) However, a ▇▇▇▇▇▇▇ will receive paid time off only if he/she is the representative of record; is a member of the union committee will be permitted to same Unit and the same Union as the employee is employed by the same department, office or bureau; and, is employed within a reasonable distance from the work location of the employee. If a ▇▇▇▇▇▇▇ must leave his/her work assignment when location to represent an employee, he/she has obtained the shall first obtain permission of from his/her supervisor which shall not be unreasonably withheld, on a form provided for the purpose of handling an alleged violation of this Agreementsuch purpose. Any employee so leaving his/her work shall record his/her time of leaving and returning Permission to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for granted unless such absence would cause an undue interruption of work. If no committeeperson qualifies under the above rulesuch permission cannot be granted promptly, the Union may designate another employee who had been assigned to such work to represent ▇▇▇▇▇▇▇ will be informed when time can be made available. Such time will not be more than forty-eight (48) hours, excluding scheduled days off and/or legal holidays, after the employees for that period. SECTION 6. Members time of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇’▇ request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the ▇▇▇▇▇▇▇ shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the ▇▇▇▇▇▇▇ will report to the employee’s supervisor who will make arrangements for the meeting requested. Time spent on grievances, or the pre-disciplinary representation activities described above, outside of regular working hours of the employee or his/her ▇▇▇▇▇▇▇ shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the ▇▇▇▇▇▇▇, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity. SECTION 8B. In order to facilitate the expeditious resolution of workplace disputes at the lowest possible level, the parties agree to establish a joint Labor-Management training program for Stewards and Front-Line supervisors. The Township No later than March 1,2008, the Union and City representative will have established a curriculum and training program that will provide information necessary to evaluate skills for both stewards and front- line supervisors in the processing and resolution of grievances and for collective bargaining purpose other workplace issues in a cooperative, problem-solving manner. Upon completion of the program, both Union Stewards and Front-Line Supervisors will be certified. As is practicable, grievances will be heard by Certified Supervisors. Effective March 1, 2008, Certified Stewards shall be authorized to the Union within a reasonable period spend up to one (1) hour of City time after requestedto investigate each dispute raised under Article 3.1 of this MOU.

Union Stewards. SECTION 1Union may designate a reasonable number of union stewards who must be members of the Unit. The Union shall provide all departments, offices or bureaus with a written list of employees shall be represented who have been so designated. Management will quarterly accept changes to the list presented by a Police Officers Labor Council Representative, the chief Union. A union ▇▇▇▇▇▇▇ and two may represent an employee in the presenting of grievances at all levels of the grievance procedure, or in pre-disciplinary meetings (2▇▇▇▇▇▇) alternate stewardsor pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. The Employer shall not be required to meet with more than four (4) persons at grievance employee and his/her ▇▇▇▇▇▇▇ may have a reasonable amount of paid time off for presentation of grievances or participation in pre-disciplinary meetings and during contract negotiations. SECTION 2or interviews. Any one (1) However, said ▇▇▇▇▇▇▇ will receive paid time off only if he/she is the representative of record, a member of the union committee will be permitted to Union and the same Unit as the employee; is employed by the same department, office or bureau as the employee; and is employed within a reasonable distance from the work location of the employee. If a ▇▇▇▇▇▇▇ must leave his/her work assignment when location to represent an employee, he/she has obtained the shall first obtain permission of from his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreementsupervisor. Any employee so leaving his/her work shall record his/her time of leaving and returning Permission to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for granted unless such absence would cause an undue interruption of work. If no committeeperson qualifies under the above rulesuch permission cannot be granted promptly, the Union may designate another employee who had been assigned to such work to represent ▇▇▇▇▇▇▇ will be informed when time can be made available. Such time will not be more than forty-eight (48) hours, excluding scheduled days off and/or legal holidays, after the employees for that period. SECTION 6. Members time of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇. SECTION 8’▇ request unless otherwise mutually agreed to. The Township Denial of permission to leave at the time requested for representation of a grievance will provide information automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. No time limit extensions will be provided for presentation of ▇▇▇▇▇▇ packages when a delay would affect the department’s ability to preserve a statute of limitations. Before leaving his/her work location, the ▇▇▇▇▇▇▇ shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the ▇▇▇▇▇▇▇ will report to the employee’s supervisor who will make arrangements for the meeting requested. Time spent on grievances or ▇▇▇▇▇▇ meetings outside of regular working hours of the employee and/or his/her ▇▇▇▇▇▇▇ shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or his/her ▇▇▇▇▇▇▇, only that amount of time necessary to evaluate grievances and for collective bargaining purpose bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the Union within a reasonable period actual representation of employees and does not include time after requestedfor investigation, preparation or any other preliminary activity.

Union Stewards. SECTION 1a. The Union shall notify the SOCP Human Resources Manager or designee of the selection of Stewards and their alternates. The employees Union shall be represented by a Police Officers Labor Council Representative, the chief allowed one (1) ▇▇▇▇▇▇▇ and alternate per work site. Eliot (and other multiple house sites as they are developed) shall be allowed two (2) alternate stewardsstewards and their alternates. The Employer Staff shall utilize the assistance of an in-house ▇▇▇▇▇▇▇ where appropriate. When this is not appropriate a ▇▇▇▇▇▇▇ from a nearby house may be used by the employee. b. Stewards may receive but not solicit grievances from the bargaining unit, and may discuss complaints and grievances of employees in the bargaining unit on the premises and time of the SOCP where that time coincides with the employees regularly scheduled hours, but only to such extent that it does not neglect, retard or interfere with the work and duties of the Stewards or with the work or duties of employees. Stewards shall be granted reasonable time off during regularly scheduled working hours without loss of pay or other benefits to investigate bargaining unit grievances upon notice to their immediate supervisor. Release in such instances may not be required to meet immediate. If the permitted activities would interfere with either the ▇▇▇▇▇▇▇'▇ or the grievant's duties, the direct supervisor(s) shall, within the next working day, arrange a mutually satisfactory time for the requested activities. No more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member ▇▇▇▇▇▇▇ shall be involved in the same grievance. No overtime costs shall accrue to the Employer as a result of such activities outside regularly scheduled hours. Officers of the union committee local who are members of this bargaining unit may process grievances but will be permitted held to the same restrictions set forth for Stewards as specified above in this section. Willful disregard for these procedures may result in loss of pay for unauthorized leave his/her work assignment when he/she has obtained the permission of his/her supervisor which or disciplinary action. c. The Division agrees there shall not be unreasonably withheldno reprisal, coercion, intimidation or discrimination against any ▇▇▇▇▇▇▇ for the purpose conduct of handling an alleged violation of the functions described in this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerationsArticle. SECTION 3. Members of d. At the union committee Union's request, with thirty (30) days notices, Stewards for the Union shall be compensated for necessary granted personal leave, accrued vacation leave, accrued compensatory time spent in adjusting grievances during regular department working hoursor leave of absence without pay to attend the Union's ▇▇▇▇▇▇▇ training session. When a ▇▇▇▇▇▇▇ cannot attend due to a work emergency, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson local president will be retained as long as a shift is in operation; provided notified by the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇. SECTION 8e. Executive Board Officers of Local 1246 shall provide their immediate supervisor and personnel office with a list of prescheduled regular monthly Board meetings. The Township will provide information necessary Board officers from this bargaining unit shall then be allowed to evaluate grievances and for collective bargaining purpose to the Union within a reasonable period of time after requested.attend at least two

Union Stewards. SECTION 1A. The Union may designate a reasonable number of grievance representatives who must be members of the Unit, and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated. Management will quarterly accept any changes to the list desired by the Union. A grievance representative, if so requested, may represent a grievant at all levels of the grievance procedure. The employees shall be represented by grievant and his/her representative may have a Police Officers Labor Council Representativereasonable amount of paid time off for this purpose. However, the chief ▇▇▇▇▇▇▇ and two (2) alternate stewards. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) said representative will receive paid time off only if he/she is a member of the union committee will be permitted to same Unit and the same Union as the grievant; is employed by the same department, office, or bureau as the grievant; and, is employed within a reasonable distance from the work location of the grievant. If a grievance representative must leave his/her work assignment when location to represent a grievant he/she has obtained the shall first obtain permission of from his/her supervisor which shall on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an undue interruption of work. If such permission cannot be unreasonably withheldgranted promptly, for the purpose grievance representative will be informed when time can be made available. Such time will not be more than forty-eight (48) hours, excluding scheduled days off and/or legal holidays, after the time of handling the grievance representative's request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically result in an alleged violation extension of this Agreementtime limits provided in the grievance procedure herein, equal to the amount of the delay. Any employee so Before leaving his/her work location, said representative shall record call the grievant's supervisor to determine when the grievant can be made available. Upon arrival, said representative will report to the grievant's supervisor who will make arrangements for the meeting requested. Time spent on grievances outside of regular working hours of the employee or his/her time of leaving and returning to work on appropriate time cards and representative shall not leave be counted as work time for any purpose. Whenever a grievance is to be presented during the working hours of the grievant and/or his/her work until his/her supervisor has had reasonable represented, only that amount of time necessary to provide bring about a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members prompt disposition of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson grievance will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that periodallowed. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇. SECTION 8. The Township will provide information necessary to evaluate grievances and for collective bargaining purpose to the Union within a reasonable period of time after requested.

Union Stewards. SECTION 1A. The Union may designate a reasonable number of Union Stewards who must be members of the Union, and shall provide all departments, offices or bureaus with a written list of employees who have been so designated, and revised lists within 30 calendar days of any changes in said designations. The employees shall be represented by a Police Officers Labor Council Representative, the chief A ▇▇▇▇▇▇▇ may represent said grievant in the presenting of grievances at all levels of the grievance procedure. A ▇▇▇▇▇▇▇ may represent an employee in pre-disciplinary hearings (▇▇▇▇▇▇) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and two (2) alternate stewardshis/her ▇▇▇▇▇▇▇ may have a reasonable amount of paid time off for the above-listed activities. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) However, the ▇▇▇▇▇▇▇ will receive paid time off only if he/she is the representative of record; is a member of the union committee will be permitted to Association; and is employed within a reasonable distance from the work location of the employee. If a ▇▇▇▇▇▇▇ must leave his/her work assignment when location to represent an employee, he/she has obtained the shall first obtain permission of from his/her supervisor which shall not be unreasonably withheld, on a form provided for the purpose of handling an alleged violation of this Agreementsuch purpose. Any employee so leaving his/her work shall record his/her time of leaving and returning Permission to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for granted unless such absence would cause an undue interruption of work. If no committeeperson qualifies under the above rulesuch permission cannot be granted promptly, the Union may designate another employee who had been assigned to such work to represent grievance ▇▇▇▇▇▇▇ will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the employees for that period. SECTION 6. Members time of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇’▇ request, excluding scheduled days off and/or legal holidays, unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the ▇▇▇▇▇▇▇ shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the ▇▇▇▇▇▇▇ will report to the employee’s supervisor who will make arrangements for the meeting requested. Time spent on grievances, or the pre-disciplinary representation activities described above, outside of regular working hours of the employee and/or his/her representative shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the ▇▇▇▇▇▇▇, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity. SECTION 8B. In order to facilitate the expeditious resolution of workplace disputes at the lowest possible level, the parties agree to establish a joint Labor-Management training program for stewards and front-line supervisors. The Township No later than March 18, 2016, the Union and City representatives will have established a curriculum and training program that will provide information necessary to evaluate skills for both stewards and front-line supervisors in the processing and resolution of grievances and for collective bargaining purpose other workplace issues in a cooperative, problem-solving manner. Upon completion of the program, both union stewards and front-line supervisors will be certified. Stewards certified through this training shall be authorized to spend up to two (2) hours of City time to investigate each dispute raised under the Union within a reasonable period Grievance Procedure of time after requestedthis MOU. As is practicable, grievances will be heard by certified supervisors.

Union Stewards. SECTION 1The Centre agrees to recognize Union stewards to be elected or appointed from amongst employees in the bargaining unit who have completed their probationary period for the purpose of dealing with Union business as provided under this Collective Agreement. The employees shall be represented by a Police Officers Labor Council Representative, the chief A Chief ▇▇▇▇▇▇▇ and two (2) alternate stewardsmay be appointed or elected. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member Chief ▇▇▇▇▇▇▇ may, in the absence of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union any ▇▇▇▇▇▇▇. SECTION 8, assist in the presentation of any grievance, or with any ▇▇▇▇▇▇▇ function. The Township will provide information necessary Union shall keep the Centre notified in writing of the names of Union stewards appointed or selected under this Article as well as the effective date of their respective appointments. It is agreed that Union stewards have their regular duties and responsibilities to evaluate grievances perform for the Centre and for collective bargaining purpose shall not leave their regular duties without first obtaining permissionfrom their immediate supervisor. If, inthe performance of his duties, a Union ▇▇▇▇▇▇▇ is required to enter an area within the Centre in which he is not originally employed, he shall report his presence to the supervisor in the area immediately upon entering it. Such permission shall not be unreasonably withheld. When resuming his regular duties and responsibilities,such ▇▇▇▇▇▇▇ shall again report to his immediatesupervisor. A Union within ▇▇▇▇▇▇▇ shall suffer no loss of for time spent in performing the above duties during his regular scheduled working hours. Nothing in this Article shall preclude full-time stewards from representing part-time employees and vice versa. The number of stewards and the areas which they represent, are to be determined locally. Infuture central bargaining between Service Employees InternationalUnion and the participating hospitals, an employee serving on the Union's Central Negotiating Committee shall be paid for time lost from his normal straight time working hours at his regular rate of pay and without loss of leave credits for attending central negotiating meetings with the Hospitals' Central Negotiating Committee in direct negotiations up to the point of arbitration. In addition, an employee serving on the Union's Central negotiating Committee shall be paid for time lost from his normal straight time working hours at his regular rate of pay and without loss of leave credits for two (2) days of preparation time for such central negotiating meetings with the Hospitals' Central NegotiatingCommittee. Upon referenceto arbitration, the Negotiating Committee members shall receive unpaid time off for the purpose of attending arbitration hearings. It is understood and agreed that the maximum number of Union Negotiating Committee members entitled to payment under this provision shall be eight, and in no case will more than one employee from a reasonable period hospital be entitled to such payment. The Union shall advise the Centre's Central Negotiating Committee, before negotiations commence, of time after requestedthose employees to be paid under this provision. The Centre's Central NegotiatingCommittee shall advise the eight hospitals accordingly. It is understood that this clause does not apply to a hospital that is not participating in Central Bargaining.

Union Stewards. SECTION 1Full-time and Part-time Insert the following standard language. The employees shall be represented by a Police Officers Labor Council RepresentativeWhere the collective agreement provides otherwise and the parties cannot agree to the standard language, the chief existing provision be maintained as non-standard language. Any non-standard provisions related to Union ▇▇▇▇▇▇▇ and two (2) alternate stewards. shall be continued under Article The Employer shall not Hospital agrees to recognize Union Stewards to be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member of elected or appointed from amongst employees in the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, bargaining unit who have completed their probationary period for the purpose of handling an alleged violation of dealing with Union business as provided under this Collective Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall A Chief ▇▇▇▇▇▇▇ may be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4appointed or elected. The Union shall supply Chief ▇▇▇▇▇▇▇ may, in the Employer with a list absence of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union any ▇▇▇▇▇▇▇. SECTION 8, assist in the presentation of any grievance, or with any ▇▇▇▇▇▇▇ function. The Township will provide information necessary Union shall keep the Hospital notified in writing of the names of Union stewards appointed or selected under this Article as well as the effective date of their respective appointments. It is agreed that Union Stewards have their regular duties and responsibilities to evaluate grievances perform for the Hospital and for collective bargaining purpose shall not leave their regular duties without first obtaining permission from their immediate supervisor. If, in the performance of his duties, a Union ▇▇▇▇▇▇▇ is required to enter an STANDARD Final Guide Document, November, area within the Hospital in which he is not originally employed, he shall report his presence to the supervisor in the area immediately upon entering it. Such permission shall not be unreasonably withheld. When resuming his regular duties and responsibilities, such ▇▇▇▇▇▇▇ shall again report to his immediate supervisor. A Union within ▇▇▇▇▇▇▇ shall suffer no loss of earnings for time spent in performing the above duties during his regular scheduled working hours. Nothing in this Article shall preclude full-time stewards from representing part-time employees and vice versa. The number of stewards and the areas which they represent, are to be determined locally. Any provisions related to number of Union Stewards, areas which they represent or the wearing of lapel pins are to be continued under the Local Provisions Appendix L In future central bargaining between Service Employees International Union and the Participating Hospitals, an employee serving on the Union’s Central Negotiating Committee shall be paid for time lost from his normal straight time working hours at his regular rate of pay and without loss of leave credits for attending central negotiating meetings with the Hospitals’ Central Negotiating Committee in direct negotiations up to the point of arbitration. In addition, an employee serving on the Union’s Central Negotiating Committee shall be paid for time lost from his normal straight time working hours at his regular rate of pay and without loss of leave credits for (two) days of preparation time for such central negotiating meetings with the Hospitals’ Central Negotiating Committee. Upon reference to arbitration, the Negotiating Committee members shall receive unpaid time off for the purpose of attending arbitration hearings. It is understood and agreed that the maximum number of Union Central Negotiating Committee members entitled to payment under this provision shall be eight and in no case will more than one employee from a reasonable period Hospital be entitled to such payment. STANDARD Final Guide Document, November, The Union shall advise the Hospitals’ Central Negotiating Committee, before negotiations commence, of time after requestedthose employees to be paid under this provision. The Hospitals’ Central Negotiating Committee shall advise the eight (8) hospitals accordingIy It is understood that this clause does not apply to a hospital that is not participating in Central Bargaining.

Union Stewards. SECTION 1The Company shall a reasonable number of Union Stewards who may present employees’ grievances to the representatives of the Company. The employees shall be represented by a Police Officers Labor Council Representative, number of such Stewards and the chief Department or zone within which each ▇▇▇▇▇▇▇ and two (2) alternate stewardsis to function, is determined as specified in of this Article It is mutually agreed that all regular employees shall be eligible to serve as Stewards or Members of the Grievance Committee providing such employee has not less than twelve months seniority. The Employer Grievance Committee shall not be required to meet with consist of no more than four (4) persons at grievance meetings employees: the Chairperson, Vice Chairperson, Vice Chairperson and during contract negotiations. SECTION 2. Any one (1) member of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union Chief ▇▇▇▇▇▇▇. SECTION 8, or any elected Union representative should any of the above officers be absent. The Township Union acknowledges that Stewards, Members of the Grievance Committee and the Union Officers have regular duties to perform for the Company, and that such persons will provide information necessary not leave their regular duties without obtaining the permission of their ▇▇▇▇▇▇▇, or immediate Supervisor. This permission shall not be unduly withheld. Any employee called to evaluate grievances and an office for collective bargaining purpose an interview with a ▇▇▇▇▇▇▇, Superintendent or Production Manager, shall be advised prior to the interview if it is for disciplinary purposes and if so, the employee must have his ▇▇▇▇▇▇▇ accompany him during such interview. It is clearly understood that Stewards, Members of the grievance Committee, and the Union within Officers will not absent themselves from their regular duties unreasonably in order to deal with the grievances of employees, or with other Union business provided for in this Agreement, and that in accordance with this understanding, the Company will compensate such employees at their basic rate of pay for time spent in handling grievances of employees and attending meetings of the Grievance Committee with Management, and that this does not apply to time spent on such matters outside of the employees regular working hours unless so requested by the Company, in which case such time shall not be considered in any computation of overtime. The Company will compensate, at their regular rate, members of the negotiating Committee for time spent out of their regular shift at Labour Contract Negotiations with Management, including hearings before a reasonable conciliation or mediation officer pertaining to said Negotiations. No such payment shall be made for time spent while a strike may be in progress. The Plant Superintendent will be advised in writing of the name of the ▇▇▇▇▇▇▇ or Stewards so appointed by the Union in the following areas of jurisdiction: Maintenance Department’ 1 ▇▇▇▇▇▇▇ (max. of 2 for continental shifts) Die Cut and Shipping Departments Stewards Printing Department Stewards Corrugator Department Stewards The Company agrees to the principle of one Department ▇▇▇▇▇▇▇ per shift, and preferential seniority to be given to the senior employee should two fall on the same shift. *In the event of continental shifts, the Company agrees to one ▇▇▇▇▇▇▇ for each continental shift. It is understood that where an employee is a ▇▇▇▇▇▇▇ for more than one department, he shall retain preferential seniority in that department only in which he is actually employed. It is understood and agreed that, where deemed necessary by Union and where no representation is conveniently ‘available for a regularly scheduled temporary Stewards may be appointed by the Union for periods not to exceed one month, on the understanding that: (a) The Superintendent must be notified in writing in advance. Preferential seniority outlined for permanent Union Stewards in Article 9 of this Agreement shall not apply. Not more than four temporary Stewards be allowed to function at any one time. A ▇▇▇▇▇▇▇ will not normally be moved from his department, so long as there is work in the department and he is qualified to perform such work. An employee on being hired will be considered temporary and placed on probation until he or she has worked continuously for the Company for a period of time after requestedsixty calendar days or has accumulated forty working days within one hundred and twenty During this probationary period, an employee may be discharged at the discretion of the Company. At the completion of the probationary period, the employee will then become a regular employee and placed on seniority lists with seniority back-dated to start date. A change of rate from starting rate will become effective at the beginning of the pay period following the completion of probationary period. Agreement: Holidays (except as provided for by Provincial legislation) Health and Welfare and Pension Plans When an anticipated general plant shortage of work occurs, the following procedure will apply: Students and probationary employees will be laid off.

Union Stewards. SECTION 1The Union may designate a reasonable number of Union Stewards who must be members of the Unit, and shall provide the Department of General Services with a written list of employees who have been so designated. The employees shall be represented by Management will accept on a Police Officers Labor Council Representative, quarterly basis any changes to the chief list. A ▇▇▇▇▇▇▇ may represent a grievant in the presentation of a grievance at all levels of the grievance procedure. A ▇▇▇▇▇▇▇ may represent an employee in pre-disciplinary hearings (▇▇▇▇▇▇) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and two (2) alternate stewardshis/her ▇▇▇▇▇▇▇ may have a reasonable amount of paid time off for the above-listed activities. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) However, a ▇▇▇▇▇▇▇ will receive paid time off only if he/she is the representative of record; is a member of the union committee will be permitted to same Unit and the same Union as the employee is employed by the same department, office or bureau; and, is employed within a reasonable distance from the work location of the employee. If a ▇▇▇▇▇▇▇ must leave his/her work assignment when location to represent an employee he/she has obtained the shall first obtain permission of from his/her supervisor which shall not be unreasonably withheld, on a form provided for the purpose of handling an alleged violation of this Agreementsuch purpose. Any employee so leaving his/her work shall record his/her time of leaving and returning Permission to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for granted unless such absence would cause an undue interruption of work. If no committeeperson qualifies under the above rulesuch permission cannot be granted promptly, the Union may designate another employee who had been assigned to such work to represent ▇▇▇▇▇▇▇ will be informed when time can be made available. Such time will not be more than forty-eight (48) hours, excluding scheduled days off and/or legal holidays, after the employees for that period. SECTION 6. Members time of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇. SECTION 8’▇ request unless otherwise mutually agreed to. The Township Denial of permission to leave at the time requested will provide information automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the ▇▇▇▇▇▇▇ shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the ▇▇▇▇▇▇▇ will report to the employee’s supervisor who will make arrangements for the meeting requested. Time spent on grievances, or the pre-disciplinary representation activities described above, outside of regular working hours of the employee or his/her ▇▇▇▇▇▇▇ shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the ▇▇▇▇▇▇▇ only that amount of time necessary to evaluate grievances and for collective bargaining purpose bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the Union within a reasonable period actual representation of employees and does not include time after requestedfor investigation, preparation or any other preliminary activity.

Union Stewards. SECTION 1(a) The Employer agrees to recognize Union Committee members to be elected or appointed from amongst employees in the bargaining unit who have completed their probationary period for the purpose of dealing with Union business as provided under this Collective Agreement. (b) A Unit Chairperson may be appointed or elected. The employees shall be represented by a Police Officers Labor Council RepresentativeUnit Chairperson may, in the chief absence of any Committee member, assist in the presentation of any grievance, or with any ▇▇▇▇▇▇▇ function. (c) The Union shall keep the Employer notified in writing of the names of Union stewards appointed or selected under this Article as well as the effective date of their respective appointments. (d) It is agreed that Union Committee members have their regular duties and two (2) alternate stewards. The responsibilities to perform for the Employer and shall not be leave their regular duties without first obtaining permission from their immediate supervisor. If, in the performance of his duties, a Union Committee member is required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2enter an area within the Employer in which he is not originally employed, he shall report his presence to the supervisor in the area immediately upon entering it. Any one (1) member of the union committee will be permitted to leave his/her work assignment when he/she has obtained the Such permission of his/her supervisor which shall not be unreasonably withheld. When resuming his regular duties and responsibilities, such Union Committee member shall again report to his immediate supervisor. A Union Committee member shall suffer no loss of earnings for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances performing the above duties during his regular department scheduled working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union (e) Nothing in this Article shall supply the Employer with a list of names, addresses preclude full-time stewards from representing part-time employees and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listedvice versa. SECTION 5(f) The number of stewards and the areas which they represent are to be determined locally. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period.(See Local Provisions Appendix L9) SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union (g) Official CAW ▇▇▇▇▇▇▇. SECTION 8. The Township will provide information necessary to evaluate grievances and for collective bargaining purpose ▇ lapel pins may be worn by stewards that have been confirmed in writing to the Union within a reasonable period of time after requestedcorporation by the Union.

Union Stewards. SECTION 17.01 The Employer acknowledges the important role of Union Stewards in the administration of the Collective Agreement between Employees and the Employer. The employees Union shall notify the Employer of the appointed Union Stewards. 7.02 With two (2) weeks’ notice and subject to the operational requirements of the Employer, Union Stewards shall be represented released from the workplace to attend Union courses, functions, or conventions. The Employer agrees to pay Employees for Union leave requested in writing by a Police Officers Labor Council Representativethe Union, and bill the chief Union the wage and benefit cost. These Union Stewards shall otherwise be treated as though they were working, and shall accrue and enjoy seniority, benefits, and all other rights, privileges, and entitlements provided for under the Collective Agreement. 7.03 With reasonable notice of the need to do so, Union Stewards shall be allowed to attend new member orientations and to investigate grievances and workplace issues without any loss of pay. 7.04 The Union ▇▇▇▇▇▇▇ must provide reasonable notice and two (2) alternate stewards. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member obtain the approval of the union committee will be permitted Employer or a Teacher prior to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall leaving their assigned work. Such approval may not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances.7.05 The Parties acknowledge that: SECTION 4. The (a) A Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇▇ is an Employee and has assigned work to do for the Employer. SECTION 8(b) A Union ▇▇▇▇▇▇▇ may investigate grievances and complaints as they arise. (c) A Union ▇▇▇▇▇▇▇ may meet with Employees confidentially during work hours with no loss of pay to investigate complaints related to the workplace. The Township will Such meetings may not exceed fifteen (15) minutes per work day. (d) A Union ▇▇▇▇▇▇▇ may meet with the Employer during work hours with no loss of pay to discuss matters pertaining to the Collective Agreement or Employee concerns. (e) A Union ▇▇▇▇▇▇▇ may request and the Employer may provide information necessary to evaluate grievances and for collective bargaining purpose from the Employer relating to the investigation or discipline of Employees as contemplated in Article 23, within reason. (f) A Union within a reasonable period of time after requested▇▇▇▇▇▇▇ has the right to counsel Employees who may be facing discipline as per Article 23. 7.06 Employees shall have the right to Union representation.

Union Stewards. SECTION 1. The employees Company shall be represented by a Police Officers Labor Council Representative, reasonable number of Union Stewards who may present employees’ grievances to the chief representatives and the Department or zone within which each ▇▇▇▇▇▇▇ and two (2) alternate stewardsis to function is determined as specified in of this Article It is mutually agreed that all regular employees shall be eligible to serve as or of the Grievance Committee providing such employee has not less than twelve months seniority. The Employer shall not be required to meet with more Committee consist of no mom than four (4) persons at grievance meetings and during contract negotiations. SECTION 2Local Vice-President. Any one (1) member The Union that Stewards, Members of the union committee Grievance Committee. and the Union Officers have regular duties to perform for the Company, and that such persons will be permitted to not leave his/her work assignment when he/she has obtained without obtaining the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇. SECTION 8, or immediate Supervisor. This permission shall not be unduly withheld. Any employee called to an office for an interview with a ▇▇▇▇▇▇▇, superintendent or production manager, shall be advised prior to the interview if it is for disciplinary purposes and if so, the employee must have his ▇▇▇▇▇▇▇ accompany him during such interview. Committee, and the Union will not absent themselves from theirregular duties unreasonably in order to deal with the for in this Agreement, and that in accordance with this at their basic rate of pay for time spent in handling grievances of employees and attending meetings of the Grievance Committee with Management, and that this does not apply to time spent on such matters outside of the employees regular working hours unless so requested by the Company, in which case such time shall not be considered in any computation of overtime. of the negotiating Committee for the time spent out of their regular shift at Labour Contract Negotiations with Management, including hearings before a conciliation or mediation officer pertaining to said Negotiations. No such payment shall be made for time spent while a strike may be in progress. The Township Plant Superintendent will provide information necessary to evaluate grievances and for collective bargaining purpose be advised in writing of the name of the ▇▇▇▇▇▇▇ or Stewards so appointed by the Union in the following areas of jurisdiction: The Company agrees to the principle of one department ▇▇▇▇▇▇▇ per shift and preferential seniority to be given to the senior employee should two fall on the same shift. It is understood that where an employee is a ▇▇▇▇▇▇▇ for more than one department, he shall retain preferential seniority in that department only in which he is actually employed. It is understood and agreed that, where deemed necessary by the Union within and where no representation is conveniently available for a reasonable period regularly scheduled shift, temporary Stewards may be appointed by the Union for periods not to exceed one month, on the understanding that: The Plant Superintendent must be notified in writing in advance. That preferential seniority outlined for permanent Union Stewards in Article 9 of time after requestedthis Agreement shall not apply. long as them is work in the department, and he is qualified to perform such work.

Union Stewards. SECTION 1The Union may designate a reasonable number Union Stewards, one from each area, who must be members of the Union, and shall provide to Department management and the CAO a written list of employees who have been so designated, and revised lists within thirty (30) calendar days of any changes in said designations. The employees shall be represented by a Police Officers Labor Council Representative, the chief A ▇▇▇▇▇▇▇ and two (2) alternate stewardsmay represent a grievant, who is assigned to the same area, in the presentation of a grievance at all levels of the grievance procedure. The Employer A ▇▇▇▇▇▇▇ may represent an employee in pre-disciplinary hearings or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. Time spent on grievances outside of regular working hours of the employee or his/her ▇▇▇▇▇▇▇ shall not be required to meet with more than four (4) persons at grievance meetings and counted as work time for any purpose. Whenever these activities occur during contract negotiations. SECTION 2. Any one (1) member the working hours of the union committee will be permitted to leave his/her work assignment when he/she has obtained employee and/or the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇. SECTION 8, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. The Township City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity. In order to facilitate the expeditious resolution of workplace disputes at the lowest possible level, the parties agree to establish a joint Labor-Management training program for stewards and front-line supervisors. No later than March 18, 2016, the Union and City representatives will have established a curriculum and training program that will provide information necessary to evaluate skills for both stewards and front-line supervisors in the processing and resolution of grievances and for collective bargaining purpose other workplace issues in a cooperative, problem-solving manner. Upon completion of the program, both union stewards and front-line supervisors will be certified. Stewards certified through this training shall be authorized to spend up to two (2) hours of City time to investigate each dispute raised under the Union within Grievance Procedure of this MOU. As is practicable, grievances will be heard by certified supervisors. Sections I and II of this Article shall not be construed as a reasonable period limitation on the power of time after requestedthe head of a department, office or bureau to restrict access to areas designated as security or confidential.

Union Stewards. SECTION 1The Centre agrees to recognize Union stewards to be elected or appointed from amongst employees in the bargaining unit who have completed their probationary period for the purpose of dealing with Union business as provided under this Collective Agreement. The employees shall be represented by a Police Officers Labor Council Representative, the chief A Chief ▇▇▇▇▇▇▇ and two (2) alternate stewardsmay be appointed or elected. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member Chief ▇▇▇▇▇▇▇ may, in the absence of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union any ▇▇▇▇▇▇▇. SECTION 8, assist in the presentation of any grievance, or with any ▇▇▇▇▇▇▇ function. The Township will provide information necessary Union shall keep the Centre notified in writing of the names of Union Stewards appointed or selected under this Article as well as the effective date of their respective appointments. It is agreed that Union stewards have their regular duties and responsibilities to evaluate grievances perform for the Centre and for collective bargaining purpose shall not leave their regular duties without first obtaining permission from their immediate supervisor. If, in the performance of his duties, a Union ▇▇▇▇▇▇▇ is required to enter an area within the Centre in which he is not originally employed, he shall report his presence to the supervisor in the area immediately upon entering it. Such permission shall not be unrea- sonably withheld. When resuming his regular duties and responsibilities, such ▇▇▇▇▇▇▇ shall again report to his immediate supervisor. A Union within ▇▇▇▇▇▇▇ shall suffer no loss of earnings for time spent in perform- ing the above duties during his regular scheduled working hours Nothing in this Article shall preclude full-time stewards from representing part-time employees and vice versa. The number of stewards and the areas which they repre- sent, are to be determined locally. The Centre will recognize the following number of stewards from the following areas of the Centre: Night Staff Afternoon Staff Orderlies, ▇▇▇▇ Aides, Maintenance, Purchasing, Linen, Stores The Centre will also recognize a reasonable period Chief ▇▇▇▇▇▇▇. Each ▇▇▇▇▇▇▇ will be a regular employee of the Centre, who has acquired seniority. Should the Centre agree to negotiate jointly with other hospitals in the Metropolitan Toronto area, it is agreed that one member identifed in shall have the right to attend the joint negotiating sessions. In future central bargaining between the Service Employees International Union and the participating hospitals, an employee serving on the Union's Central Negotiating Committee shall be paid for time after requestedlost from his normal straight time working hours at his regular rate of pay and without loss of leave credits for attending central negotiating meetings with the Hospitals' Central Negotiating Committee in the direct negotiations up to the point of arbitration. Upon reference to arbitration, the Negotiating Committee members shall receive unpaid time off for the purpose of attending arbitration hearings. It is understood and agreed that the maximum number of Union Central Negotiating Committee members entitled to payment under this provision shall be seven, and in no case will more than one employee from a hospital be entitled to such payment. The Union shall advise the Hospitals' Central Negotia- ting Committee, before negotiations commence, of those employees to be paid under this provision. The Hospitals' Central Negotiating Committee shall advise the seven Hospitals accordingly. Leave for attendance at the central union caucuses shall be subject to the same terms and conditions for leave for attendance at negotiations under the pro- visions of the Collective Agreement.

Union Stewards. SECTION 1The Union may designate forty-five (45) Union members as stewards and shall notify the Labor Relations Administrator of such designations. There shall be no obligation on the City to change or adjust normal departmental scheduling or assignments of personnel as a result of such designations. Such designations shall be made from amongst Union members regularly working at the job sites within the proximate geographic area where they are intended to provide representation. The employees Union shall endeavor to be represented equitable in the distribution of its stewards. 1) One such representative from the Grievant’s home department may, after the Grievant and the supervisor were unable to resolve the matter informally (Article 2, Section 2-1- A), when the Union is designated by a Police Officers Labor Council RepresentativeGrievant as his representative, the chief ▇▇▇▇▇▇▇ and two (2) alternate stewards. The Employer shall not be required to meet with more than four (4) persons at attend mutually scheduled grievance meetings and during contract negotiationshearings with department representatives. No City Business time will be available for this purpose. SECTION 2. Any one ) City employees who are on duty and are, either witnesses, charging parties, appellants or grievants may attend grievance, Civil Service, Phoenix Employment Relations Board (P.E.R.B.) and Public Works Accident Review Board meetings on city time provided 1) member it is for their particular case which is either scheduled or on the public meeting agenda for that date and time and 2) Once a witness testimony has been concluded, or if a grievant, charging party or appellant once that agenda item has been completed of if the grievance meeting concluded, unless they have made other arrangements in advance with their immediate supervisor’s approval, they will promptly return to work. Management reserves the right to restrict the number of witnesses who can be off of the union committee job at any one time but will cooperate in rotating witnesses from the workplace so as to minimize the impact to operations and service to the public. For group grievances, the group will be permitted allowed to leave his/her work assignment when he/she has obtained select no more than two non-witness members of the permission group to attend the proceeding. These do not have to be the same group members for each step or meeting of his/her supervisor which the entire proceeding. As a matter of courtesy, employees will give management as much notice as possible. 3) Union designated representatives shall not be unreasonably withheld, admitted to the buildings and grounds of the City for the purpose of handling an alleged violation assisting in the adjustment of this Agreementgrievances and other official Union business so long as such will not, in any manner, interfere with any work operation or the safety and security of any work site. Any employee so leaving his/her work shall record his/her time of leaving Such representative will check in with the supervisor involved and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained required to conform with the operational and safety regulations and procedures as long as a shift is in operation; provided directed by the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is supervisor. No City Business time will be available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that periodthis purpose. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇. SECTION 8. The Township will provide information necessary to evaluate grievances and for collective bargaining purpose to the Union within a reasonable period of time after requested.

Union Stewards. SECTION 1The Hospital agrees to Union stewards to be elected or appointed from amongst employees in the bargaining unit who have completed their probationary period for the purpose of dealing with Union business as provided under this Collective Agreement. The employees shall be represented by a Police Officers Labor Council Representative, the chief A Chief ▇▇▇▇▇▇▇ and two (2) alternate stewardsmay be appointed or elected. The Employer Chief ▇▇▇▇▇▇▇ may, in the absence of any ▇▇▇▇▇▇▇, assist in the presentation of any grievance, or with any ▇▇▇▇▇▇▇ function. The Union shall keep the Hospital notified in writing of the names of Union Stewards appointed or selected under this Article as well as the effective date of their respective appointments. It is agreed that Union stewards have their regular duties and responsibilities to perform for the Hospital and shall not be leave their regular duties without first obtaining permission from their immedi- ate supervisor. If, in the performance of his duties, a Union ▇▇▇▇▇▇▇ is required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2enter an area within the Hospital in which he is not originally employed, he shall report his presence to the supervisor in the area immediately upon entering it. Any one (1) member of the union committee will be permitted to leave his/her work assignment when he/she has obtained the Such permission of his/her supervisor which shall not be unreasonably withheld. When resuming his regular duties and responsibilities, such ▇▇▇▇▇▇▇ shall again report to his immediate supervisor. A Union ▇▇▇▇▇▇▇ shall suffer no loss of earnings for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances performing the above duties during his regular department scheduled working hours, including arbitration; provided, however, such committeepersons . Nothing in this Article shall give the Employer an accurate account of preclude full-time lost in adjusting grievances. SECTION 4stewards from representing part-time employees and vice versa. The Union shall supply number of stewards and the Employer with a list of namesareas which they repre- sent, addresses and telephone numbers are to be determined locally. The will eleven stewards as follows: Housekeeping Dietary Nursing Orderlies Clerk Plus 1 Chief ▇▇▇▇▇▇▇ The name of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇. SECTION 8▇ will be posted in each respective Department. The Township will provide information necessary C-entral- Committee Notwithstanding the foregoing provisions, in the event the parties to evaluate grievances and this agreement agree to negotiate for collective bargaining purpose its renewal through the process of central bargaining, either party to this agreement may give notice to the Union other party of its desire to bargain for amendments on local matters proposed for incorpora- tion in the renewal of this agreement not earlier than six calendar months nor later than three calendar months prior to the normal termination date of this agreement. Upon receipt of such notice by one party from the other, both parties will meet within a reasonable period fifteen days thereafter for the purpose of time after requestedbar- gaining on local matters. It is understood and agreed that 'local matters' means those matters which have been determined by mutual agreement between the Central Negotiating Committees respectively repre- senting each of the parties to this agreement as being subjects for local bargaining directly between the parties to this agree- ment. It is also agreed that local bargaining shall be subject to such procedures as may be determined by mutual agreement between the Central Negotiating referred to above.

Union Stewards. SECTION 1(a) The Hospital agrees to recognize Union Committee members to be elected or appointed from amongst employees in the bargaining unit who have completed their probationary period for the purpose of dealing with Union business as provided under this Collective Agreement. (b) A Unit Chairperson may be appointed or elected. The employees shall be represented by a Police Officers Labor Council RepresentativeUnit Chairperson may, in the chief absence of any Committee member, assist in the presentation of any grievance, or with any ▇▇▇▇▇▇▇ function. (c) The Union shall keep the Hospital notified in writing of the names of Union stewards appointed or selected under this Article as well as the effective date of their respective appointments. (d) It is agreed that Union Committee members have their regular duties and two (2) alternate stewards. The Employer responsibilities to perform for the Hospital and shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2leave their regular duties without first obtaining permission from their immediate supervisor. Any one (1) member of If, in the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission performance of his/her duties, a Union Committee member is required to enter an area within the Hospital in which he/she is not originally employed, he/she shall report his/her presence to the supervisor which in the area immediately upon entering it. Such permission shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving When resuming his/her work regular duties and responsibilities, such Union Committee member shall record again report to his/her immediate supervisor. A Union Committee member shall suffer no loss of earnings for time of leaving and returning to work on appropriate time cards and shall not leave spent in performing the above duties during his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerationsregular scheduled working hours. SECTION 3. Members of the union committee (e) Nothing in this Article shall be compensated for necessary preclude full-time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of stewards from representing part-time lost in adjusting grievancesemployees and vice versa. SECTION 4. (f) The Union shall supply number of stewards and the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as areas which they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will represent are to be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union one (1) ▇▇▇▇▇▇▇▇ from the Oaks Centre and three (3) from the Hospital. SECTION 8. The Township will provide information necessary to evaluate grievances and for collective bargaining purpose (g) Official CAW ▇▇▇▇▇▇▇ lapel pins may be worn by stewards that have been confirmed in writing to the Union within a reasonable period of time after requestedHospital by the Union.

Union Stewards. SECTION 7.01 The Employer recognizes the right of the Union to elect or appoint one (1. The employees shall be represented by a Police Officers Labor Council Representative, the chief ) Chief ▇▇▇▇▇▇▇ and two (2) alternate stewardsrepresenting the authorized areas of each working establishment. The Employer shall not Should the Chief ▇▇▇▇▇▇▇ be required to meet with absent from work, or should there be more than four ten (410) persons at grievance meetings and during contract negotiations. SECTION 2. Any employees in the working establishment, or should there be more than one (1) member shift worked by the employees in the working establishment, the Employer recognizes the right of the union committee will be permitted Union to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling appoint an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4additional Union Stewards. The Union shall supply will notify the Employer with a list of names, addresses and telephone numbers from time to time as to the names of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇(s) and the areas of their responsibility and all stewards shall be regular employees of the Employer who have acquired seniority. SECTION 87.02 The Union acknowledges that Stewards have their regular duties to perform on behalf of the Employer and that such persons shall not leave their regular duties to attend to the complaints and grievances of employees without having first secured permission from their immediate supervisor, which permission shall not unreasonably be withheld. Stewards shall state their destination to their immediate Supervisor and shall report again to him at the time of their return to work, provided these steps are followed, Stewards shall not suffer a loss of basic pay. The Township Employer reserves the right to limit the duration of such meetings. These limits shall not be unreasonable. 7.03 The Employer acknowledges the right of the Union to appoint or elect an employee to serve as a member of the negotiating committee. The employee will provide information necessary be paid by the Employer for time off work for the purpose of participating in mutually agreed negotiations up to evaluate grievances and for collective bargaining purpose including conciliation. 7.04 Where an employee is required to attend a meeting in which a written warning, suspension, or discharge is to be given, the Supervisor or designate will inform the employee prior to the meeting of his right to have a Union ▇▇▇▇▇▇▇ present at the meeting. The employee may request the presence of the Union ▇▇▇▇▇▇▇ during the meeting. Where the employee requests such representation, the Supervisor will send for the ▇▇▇▇▇▇▇ without further discussion of the matter with the employee. If a ▇▇▇▇▇▇▇ is not available, the Employer shall schedule the disciplinary meeting within the next twenty‐four (24) hours and it shall then become the sole responsibility of the employee concerned to arrange for a reasonable period Union ▇▇▇▇▇▇▇ to be in attendance when the meeting occurs. 7.05 Copies of all disciplinary notices issued to bargaining unit members shall be forwarded to the Union's Business Agent. 7.06 The Union may request up to three (3) days off per calendar year, without pay, for Stewards of the bargaining unit. The Employer shall reasonably grant such requests. This leave is over and above the time after requestedrequired to negotiate this Collective Agreement. The maximum number of Stewards absent at any given time is not to exceed one (1).

Union Stewards. SECTION 1a. The Union shall notify the SOCP Human Resources Manager or designee of the selection of Stewards and their alternates. The employees Union shall be represented by a Police Officers Labor Council Representative, the chief allowed one (1) ▇▇▇▇▇▇▇ and alternate per work site. Eliot (and other multiple house sites as they are developed) shall be allowed two (2) alternate stewardsstewards and their alternatesis considered three (3) separate worksites for the purposes of this section. The Employer Staff shall utilize the assistance of an in-house ▇▇▇▇▇▇▇ where appropriate. When this is not appropriate a ▇▇▇▇▇▇▇ from a nearby house may be used by the employee. b. Stewards may receive but not solicit grievances from the bargaining unit, and may discuss complaints and grievances of employees in the bargaining unit on the premises and time of the SOCP where that time coincides with the employees regularly scheduled hours, but only to such extent that it does not neglect, retard or interfere with the work and duties of the Stewards or with the work or duties of employees. Stewards shall be granted reasonable time off during regularly scheduled working hours without loss of pay or other benefits to investigate bargaining unit grievances upon notice to their immediate supervisor. Release in such instances may not be required to meet immediate. If the permitted activities would interfere with either the ▇▇▇▇▇▇▇'▇ or the grievant's duties, the direct supervisor(s) shall, within the next working day, arrange a mutually satisfactory time for the requested activities. No more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member ▇▇▇▇▇▇▇ shall be involved in the same grievance. No overtime costs shall accrue to the Employer as a result of such activities outside regularly scheduled hours. Officers of the union committee local who are members of this bargaining unit may process grievances but will be permitted held to the same restrictions set forth for Stewards as specified above in this section. Willful disregard for these procedures may result in loss of pay for unauthorized leave his/her work assignment when he/she has obtained the permission of his/her supervisor which or disciplinary action. c. The Division agrees there shall not be unreasonably withheldno reprisal, coercion, intimidation or discrimination against any ▇▇▇▇▇▇▇ for the purpose conduct of handling an alleged violation of the functions described in this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerationsArticle. SECTION 3. Members of d. At the union committee Union's request, with thirty (30) days notices, Stewards for the Union shall be compensated for necessary granted personal leave, accrued vacation leave, accrued compensatory time spent in adjusting grievances during regular department working hoursor leave of absence without pay to attend the Union's ▇▇▇▇▇▇▇ training session. When a ▇▇▇▇▇▇▇ cannot attend due to a work emergency, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson local president will be retained as long as a shift is in operation; provided notified by the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇. SECTION 8e. Executive Board Officers of Local 1246 shall provide their immediate supervisor and personnel office with a list of prescheduled regular monthly Board meetings. The Township Board officers from this bargaining unit shall then be allowed to attend at least two (2) regularly scheduled Board meetings per month. Attendance will provide information necessary be either on the basis of leave without pay or use of comp time, vacation, or personal leave. f. Meetings of the Executive Board specifically requested by the SOCP, and mutually agreed to evaluate grievances by the Union, which are held at locations, times and dates requested by the SOCP shall be on the basis of no loss of pay for collective attending Board members from this bargaining purpose to unit, but SOCP will incur no overtime liability nor will a Board member receive compensation for attending such meetings scheduled during a time that the Union within a reasonable period of time after requestedemployee would not normally be scheduled for work.

Union Stewards. SECTION 1The Hospitalagrees to recognize Union Stewards to be elected or appointed from amongst employees in the bargaining unit who have completed their probationary period for the purpose of dealing with Union business as provided under this Collective Agreement. The employees shall Chief Stewards may be represented by a Police Officers Labor Council Representativeappointed or elected. The Chief Stewards may, in the chief absence of any ▇▇▇▇▇▇▇, assist in the presentation of any grievance, or with any ▇▇▇▇▇▇▇ and two (2) alternate stewardsfunction. The Employer Union shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member keep the Hospital notified in writing of the union committee will be permitted names of Union Stewards appointed or selected under this Article as well as the effective date of their respective appointments. It is agreed that Union Stewards have their regular duties and responsibilities to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, perform for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards Hospital and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignmentsduties without first obtaining permissionfrom their immediate supervisor. in the performance of his duties, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union Union ▇▇▇▇▇▇▇ is required to enter an area within the Hospitalin which he is not originally employed he shall report his presence to the supervisor in the area immediately upon entering it. Such permission shall not be unreasonably withheld. When resuming his regular duties and responsibilities, such ▇. SECTION 8▇▇▇▇▇▇ shall again report to his immediate supervisor. A Union ▇▇▇▇▇▇▇ shall suffer no loss of earnings for time spent in performing the above duties during his regular scheduled working hours. Nothing in this Article shall preclude full-time stewards from representing part-time employees and vice versa. The Township will provide information necessary to evaluate grievances and for collective bargaining purpose to Hospital acknowledges the right of the Union within to appoint or select twenty (20)stewards, two of whom shall be Chief Stewards. Chief Stewards or designates will be granted a reasonable period total of twenty four (24) paid days per year to perform Union business. Such paid time after requestedfor union matters be in addition to such other time devoted to union matters as provided elsewhere in this agreement. The Hospital will provide-a (lockable) private room for Stewards and Chief Stewards to perform Union business.

Union Stewards. SECTION Section 1. The employees number of Union Stewards is set forth in Appendix C. The Union shall be represented by a Police Officers Labor Council Representative, advise the chief Employer in writing of the names of Union Stewards. One (1) Union ▇▇▇▇▇▇▇ shall participate in each grievance procedure, unless the ▇▇▇▇▇▇▇ is a Grievant, in which case they shall also be entitled to representation. Union Stewards, unless the ▇▇▇▇▇▇▇ is the grievant, shall be recognized by the Employer as representatives of the employees for the purposes of enforcing this Agreement, and two (2) alternate stewards. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiationsgenerally act as representatives of the Union on the job. SECTION Section 2. Any one (1) member of the union committee will A ▇▇▇▇▇▇▇ may request to be permitted to leave released from his/her work assignment when he/she has obtained the permission of his/her supervisor which regular duties to investigate grievances on Employer time. Requests to conduct such investigations shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work The ▇▇▇▇▇▇▇ shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until contact his/her supervisor has had reasonable in advance to determine a time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of when such investigation will not interfere with the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇’▇ work and the work of the person with whom the ▇▇▇▇▇▇▇ wants to meet. SECTION 8Section 3. No ▇▇▇▇▇▇▇ shall have any authority to order or cause any strike, slowdown, or cessation of work, and the ▇▇▇▇▇▇▇ shall not interfere with the Manager in the Manager’s running of the Unit. Section 4. The Township Chief ▇▇▇▇▇▇▇ will be considered the most senior employee for the purpose of layoff and recall only. Section 5. If the overall number of bargaining unit employees—either in the total unit, on a specific shift, or in a specific work area—changes significantly, the Parties will meet to discuss the number of Stewards. Section 6. Upon the Union’s request and subject to the Employer's business requirements, union members serving as stewards or alternate stewards under this contract shall be granted special training leaves to attend group trainings provided by the union. The size of the group attending such training will be subject to business needs of the Employer but shall not be less than half (1/2) the number of stewards provided for in this contract, and the time period for such group training leave shall not exceed two (2) days in any month or four days in any year. Such leaves will be unpaid and will not adversely affect an employee’s seniority or benefits. The Union will work with the Employer to schedule such training in a manner that minimizes the impact of the attendees' absence on the Employer's business, and will provide information necessary the Employer with as much notice as is practicable, which in any event shall not be less than five (5) working days. Section 7. Union Chief Stewards shall be released from duties with no loss of pay for no more than two (2) hours each month in order to evaluate grievances speak with or meet with a Union Representative for purposes of training and for collective bargaining purpose contract administration. Scheduling of such release time will be subject to the Union within a reasonable period of time after requestedmanagement approval.

Union Stewards. SECTION 1A. The Union will provide Management with a written list of the names of up to sixteen (16) union stewards, who must be members of the Union, and shall provide all departments, offices or bureaus with a written list of employees who have been so designated, and revised lists within thirty (30) calendar days of any changes in said designations. The employees shall Management recognizes the right of each employee represented herein to represent himself/herself, or be represented by a Police Officers Labor Council Representativerepresentative of his/her choice, in the chief presenting of grievances in the informal discussion with his/her immediate supervisor and in all formal review levels. A ▇▇▇▇▇▇▇ and two may represent said grievant in the presentation of a grievance at all levels of the grievance procedure. A ▇▇▇▇▇▇▇ may represent an employee in pre-disciplinary hearings (2▇▇▇▇▇▇) alternate stewardsor pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. The Employer shall not be required to meet with more than four (4) persons at grievance meetings employee and during contract negotiations.his/her ▇▇▇▇▇▇▇ may have a reasonable amount of paid time off for the above-listed activities. The ▇▇▇▇▇▇▇ will receive paid time off only if he/she: SECTION 21. Any one (1) Is a member of the union committee will be permitted to leave his/her work assignment when he/she has obtained same Union; and 2. Is employed by the permission same department, office, or bureau; and 3. Is employed within a reasonable distance of his/her supervisor which shall not be unreasonably withheld, for the purpose employee being represented; and 4. Will serve as the employee’s representative of handling an alleged violation of this Agreementrecord. Any employee so Before leaving his/her work shall record location, the ▇▇▇▇▇▇▇ must obtain approval from his/her time of leaving and returning supervisor, on a form provided for such purpose. Permission to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for granted unless such absence would cause an undue interruption of work. If no committeeperson qualifies under such permission cannot be granted promptly, said ▇▇▇▇▇▇▇ will be informed when time will be made available. For grievances, such time will not be more than forty-eight (48) hours after the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members time of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇’▇ request, excluding scheduled days off and/or legal holidays, unless otherwise mutually agreed to. The denial of permission for the ▇▇▇▇▇▇▇ to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein equal to the amount of the delay. Before leaving his/her work location, said ▇▇▇▇▇▇▇ shall call the employee’s supervisor to determine when the employee can be made available. Upon arrival, the ▇▇▇▇▇▇▇ will report to the employee’s supervisor, who will make arrangements for the meeting requested. Time spent on grievances or pre-disciplinary representation activities described above, outside of regular working hours of the employee or his/her ▇▇▇▇▇▇▇ shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the ▇▇▇▇▇▇▇, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity. SECTION 8B. In order to facilitate the expeditious resolution of workplace disputes at the lowest possible level, the parties agree to establish a joint Labor-Management training program for stewards and front-line supervisors. The Township No later than March 18, 2016, the Union and City representatives will have established a curriculum and training program that will provide information necessary to evaluate skills for both stewards and front-line supervisors in the processing and resolution of grievances and for collective bargaining purpose other workplace issues in a cooperative, problem-solving manner. Upon completion of the program, both union stewards and front-line supervisors will be certified. Stewards certified through this training shall be authorized to the Union within a reasonable period spend up to two (2) hours of City time after requestedto investigate each dispute raised under Article 17, Grievance Procedure. As is practicable, grievances will be heard by certified supervisors.

Union Stewards. SECTION 1The Hospital agrees to recognize Union stewards to be elected or appointed from amongst employees in the bargaining unit who have completed their probationary period for the purpose of dealing with Union business as provided under this Collective Agreement. A Chief ▇▇▇▇▇▇▇ or designate may, in the absence of any ▇▇▇▇▇▇▇, assist in the presentation of any grievance, or with any ▇▇▇▇▇▇▇ function. The Union shall keep the Hospital notified in writing of the names of Union stewards appointed or selected under this Article as well as the effective date of their respective appointments. It is agreed that Union stewards have their regular duties and responsibilities to perform for the Hospital and shall not leave their regular duties without first obtaining permission from their immediate supervisor. If, in the performance of his duties, a Union ▇▇▇▇▇▇▇ is required to enter an area within the Hospital in which he is not originally employed, he shall report his presence to the supervisor in the area immediately upon entering it. Such permission shall not be unreasonably withheld. When resuming his regular duties and responsibilities, such ▇▇▇▇▇▇▇ shall again report to his immediate supervisor. A Union ▇▇▇▇▇▇▇ shall suffer no loss of earnings for time spent in performing the above duties during his regular scheduled working hours. Nothing in this Article shall preclude full-time stewards from representing part- time employees shall and vice-versa. The number of stewards and the areas which they represent, are to be represented by determined locally." "The Hospital will recognize a Police Officers Labor Council Representative, Grievance Committee composed of the chief Chief ▇▇▇▇▇▇▇ and two not more than (2as set out in Local Provisions Appendix) alternate stewardsemployees selected by the Union who have completed their probationary period. A general representative of the Union may be present at any meeting of the Committee. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member purpose of the union committee will be permitted Committee is to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of deal with complaints or grievances as set out in this Collective Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply keep the Employer with a list Hospital notified in writing of names, addresses and telephone numbers the names of the members of the union committeeGrievance Committee appointed or selected under this Article as well as the effective date of their respective appointments. A Committee member shall suffer no loss of earnings for time spent during their regular scheduled working hours in attending grievance meetings with the Hospital up to, together with all changes as they occurbut not including arbitration. The Employer number of employees on the Grievance Committee shall recognize only those employees so listedbe determined locally. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇. SECTION 8. The Township will provide information necessary to evaluate grievances and for collective bargaining purpose to the Union within a reasonable period of time after requested."

Union Stewards. SECTION 1. The Employer recognizes the right of the Union to designate "Union stewards" to represent it with respect to the enforcement of this Agreement and to perform other Union responsibilities. The Employer is required to recognize and deal with as representatives of the Union only those stewards who are employees shall be represented by a Police Officers Labor Council Representative, of the chief Employer with seniority rights and whom the Union has identified in writing as Union stewards. 2. It is understood that any ▇▇▇▇▇▇▇ and two (2) alternate stewards. The Employer shall who represents an employee working on a shift other than the shift the ▇▇▇▇▇▇▇ works will not be required paid by the Employer for either their off shift representation time or travel time to meet with more than four (4) persons at grievance meetings and during contract negotiationsor from the facility for such representation. SECTION 23. Any one (1) member When an employee is called into an investigative meeting where the Employer suspects that the results of the union committee investigation may lead to discipline for that employee, the employee will be permitted to leave his/her work assignment when he/she has obtained so advised at the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members beginning of the union committee shall be compensated for necessary time spent meeting and they may ask to have a Union ▇▇▇▇▇▇▇ present during their interview. If, during an investigative meeting in adjusting grievances during regular department working hourswhich an employee has no Union ▇▇▇▇▇▇▇ present, including arbitration; providedthe employee acquires a reasonable belief that the investigation will result in discipline, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson employee will be retained as long as offered the opportunity to have union representation and recommence the meeting in a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇'▇ presence. SECTION 84. Union stewards may not cease or fail to perform assigned tasks in order to investigate complaints or grievances on working time, unless expressly authorized by the Administrator or designee to do so. 5. The Township Employer and Union will provide information necessary cooperate in scheduling unpaid time off work for ▇▇▇▇▇▇▇(s) to evaluate grievances attend Union functions, provided the Local Union President or designee notifies the Administrator or designee two (2) weeks in advance of the function and for collective bargaining purpose the names of no more than two (2) stewards requested to be released from work at one time. 6. Unpaid Union business leaves of absence will be granted by the Employer, provided that no more than two (2) employees shall be on Union within business leave at any one time, and provided that Union business leave must be requested at least thirty (30) days in advance of the effective date of the leave and that the leave of absence will not exceed a reasonable period two (2) week period, unless mutually agreed. Employees on unpaid Union business leave of time after requestedabsence shall continue to accrue seniority, PTO time, and insurance benefits during the leave.

Union Stewards. ‌ SECTION 1. The employees shall be represented by a Police Officers Labor Council Representative, the chief ▇▇▇▇▇▇▇ and two one (21) alternate stewards▇▇▇▇▇▇▇. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer Township shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇. SECTION 8. The Township will provide information necessary to evaluate grievances and for collective bargaining purpose to the Union within a reasonable period of time after requested.

Union Stewards. SECTION 1. The Union may designate a reasonable number of Union Stewards or other Union representative, who must be members of the Union, and shall provide all departments, offices, or bureaus with a written list of employees shall be represented by a Police Officers Labor Council Representative, the chief who have been so designated and revised lists within 30 calendar days of any changes in said designations. A ▇▇▇▇▇▇▇ and two may represent a grievant in the presentation of a grievance at all levels of the grievance procedure. A ▇▇▇▇▇▇▇ may represent an employee in pre-disciplinary hearings (▇▇▇▇▇▇) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. 2) alternate stewards. The Employer grievant and his/her representative shall not be required allowed to meet present grievances during scheduled hours of work. However, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowed. The grievant shall arrange any necessary time off with more than four (4) persons at the immediate supervisor for presenting the grievance meetings and during contract negotiations. SECTION 2beyond the informal level. Any one (1) The ▇▇▇▇▇▇▇ will receive paid time off only if he/she is a member of the union committee will be permitted to leave his/her Union; is in the same Unit as the grievant; is employed by the same department as the grievant; is employed within a reasonable distance from the work assignment when he/she has obtained location of the permission grievant (within the same recreation district in the Department of his/her supervisor which shall not be unreasonably withheld, for Recreation and Parks); and the purpose grievance is presented during the representative’s scheduled hours of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerationswork. SECTION 3. Members of If a ▇▇▇▇▇▇▇ must leave the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇’▇ work location to represent an employee, the ▇▇▇▇▇▇▇ shall first obtain permission from the ▇▇▇▇▇▇▇’▇ supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an unreasonable interruption of work. If such permission cannot be granted promptly, the ▇▇▇▇▇▇▇ will be informed when time can be made available. Such time will not be more than 48 hours after the time of the ▇▇▇▇▇▇▇’▇ request, excluding scheduled days off and/or legal holidays, unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure in this MOU, equal to the amount of the delay. SECTION 84. The Township Before leaving the ▇▇▇▇▇▇▇’▇ work location, the ▇▇▇▇▇▇▇ shall contact the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the ▇▇▇▇▇▇▇ will report to the employee’s supervisor who will make arrangements for the requested meeting. 5. Time spent on grievances, or the pre-disciplinary representation activities described in this Article, outside of regular working hours of the employee or the ▇▇▇▇▇▇▇ shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the ▇▇▇▇▇▇▇, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as provided in this Article, is limited to the actual representation of employees and does not include time for investigation, preparation, or any other preliminary activity. 1. In order to facilitate the expeditious resolution of workplace disputes at the lowest possible level, the parties agree to establish a joint Labor-Management training program for stewards and front-line supervisors. 2. No later than September 30, 2019, or another date mutually agreed upon by the parties, the Union and City representatives will have established a curriculum and training program that will provide information necessary to evaluate skills for both stewards and front-line supervisors in the processing and resolution of grievances and for collective bargaining purpose other workplace issues in a cooperative, problem-solving manner. Upon completion of the program, both union stewards and front-line supervisors will be certified. 3. Stewards certified through this training shall be authorized to the Union within a reasonable period spend up to two (2) hours of City time after requestedto investigate each dispute raised under Grievance Procedure of this MOU. 4. As is practicable, grievances will be heard by certified supervisors. MOU07-21

Union Stewards. SECTION 1A. The Union may designate a reasonable number of Union Stewards or other Union representative, who must be members of the Union, and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated and revised lists within 30 calendar days of any changes in said designations. The employees shall be represented by a Police Officers Labor Council Representative, the chief A ▇▇▇▇▇▇▇ may represent a grievant in the presentation of a grievance at all levels of the grievance procedure. A ▇▇▇▇▇▇▇ may represent an employee in pre-disciplinary hearings (▇▇▇▇▇▇) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. B. The grievant and two (2) alternate stewardshis/her representative shall be allowed to present grievances during scheduled hours of work. However, only that amount of time necessary to bring about a prompt disposition of the grievance will be allowed. The Employer grievant shall not be required to meet arrange any necessary time off with more than four (4) persons at the immediate supervisor for presenting the grievance meetings and during contract negotiations. SECTION 2beyond the informal level. Any one (1) The ▇▇▇▇▇▇▇ will receive paid time off only if he/she is a member of the union committee will be permitted to leave his/her Union; is in the same Unit as the grievant; is employed by the same department as the grievant; is employed within a reasonable distance from the work assignment when he/she has obtained location of the permission grievant (within the same recreation district in the Department of his/her supervisor which shall not be unreasonably withheld, for Recreation and Parks); and the purpose grievance is presented during the representative’s scheduled hours of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerationswork. SECTION 3. Members of C. If a ▇▇▇▇▇▇▇ must leave the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇’▇ work location to represent an employee, the ▇▇▇▇▇▇▇ shall first obtain permission from the ▇▇▇▇▇▇▇’▇ supervisor on a form provided for such purpose. Permission to leave will be granted unless such absence would cause an unreasonable interruption of work. If such permission cannot be granted promptly, the ▇▇▇▇▇▇▇ will be informed when time can be made available. Such time will not be more than 48 hours after the time of the ▇▇▇▇▇▇▇’▇ request, excluding scheduled days off and/or legal holidays, unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure in this MOU, equal to the amount of the delay. SECTION 8D. Before leaving the ▇▇▇▇▇▇▇’▇ work location, the ▇▇▇▇▇▇▇ shall contact the requesting employee’s supervisor to determine when the employee can be made available. The Township Upon arrival, the ▇▇▇▇▇▇▇ will report to the employee’s supervisor who will make arrangements for the requested meeting. E. Time spent on grievances, or the pre-disciplinary representation activities described in this Article, outside of regular working hours of the employee or the ▇▇▇▇▇▇▇ shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the ▇▇▇▇▇▇▇, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as provided in this Article, is limited to the actual representation of employees and does not include time for investigation, preparation, or any other preliminary activity. A. In order to facilitate the expeditious resolution of workplace disputes at the lowest possible level, the parties agree to establish a joint Labor-Management training program for stewards and front-line supervisors. B. No later than September 30, 2019, or another date mutually agreed upon by the parties, the Union and City representatives will have established a curriculum and training program that will provide information necessary to evaluate skills for both stewards and front-line supervisors in the processing and resolution of grievances and for collective bargaining purpose other workplace issues in a cooperative, problem-solving manner. Upon completion of the program, both union stewards and front-line supervisors will be certified. ▇. ▇▇▇▇▇▇▇▇ certified through this training shall be authorized to the Union within a reasonable period spend up to two (2) hours of City time after requestedto investigate each dispute raised under Grievance Procedure of this MOU. D. As is practicable, grievances will be heard by certified supervisors.

Union Stewards. SECTION 1. The employees Company shall be represented by a Police Officers Labor Council Representative, reasonable number of Union Stewards who may present employees’ grievances to the chief representatives of The number of such Stewards and the Department or zone within which each ▇▇▇▇▇▇▇ and two (2) alternate stewardsis to function is determined as specified in of this Article It is mutually agreed that all regular employees shall be eligible to serve as Stewards or Members of the Grievance Committee providing such employee has not less than twelve months seniority. The Employer Grievance Committee shall not be required to meet with consist of no more than four (4) persons at grievance meetings employees; the Chairperson, Vice Chairperson, Vice Chairperson and during contract negotiations. SECTION 2. Any one (1) member Chief ▇▇▇▇▇▇▇ or any elected Union representative should any of the union committee above officers be absent. The Union acknowledges that Stewards, Members of the Grievance Committee, and the Union Officers have regular duties to perform for the Company, and that such persons will be permitted to not leave his/her work assignment when he/she has obtained theirregular duties without obtaining the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇. SECTION 8, or immediate Supervisor. This permission shall not be unduly withheld. Any employee called to an office for an interview with a ▇▇▇▇▇▇▇, superintendent or production manager, shall be advised prior to the interview if it is for disciplinary purposes and if so, the employee must have his ▇▇▇▇▇▇▇ accompany him during such interview. Committee, and the Union Officers will not absent themselves from their regular duties unreasonably in order to deal with the grievances of employees, or with other Union business provided for in this Agreement, and that in accordance with this understanding, the Company will compensate such employees at their basic rate of pay for time spent in handling grievances of employees and attending meetings of the Grievance Committee with Management, and that this does not apply to time spent on such matters outside of the employees regular working hours unless so requested by the Company, in which case such time shall not be considered in any computation of overtime. The Township Company will provide information necessary compensate, at their regular rate, members of the negotiating Committee for time spent out of theirregular shift at Labour Contract Negotiations with Management, including hearings before a conciliation or mediation officer pertaining to evaluate grievances said Negotiations. No such payment shall be made for time spent while a strike may be in progress. The Plant Superintendent will be advised in writing of the name of the ▇▇▇▇▇▇▇ or Stewards so appointed by the Union in the following areas of jurisdiction: Maintenance Department ▇▇▇▇▇▇▇ Die Cut and for collective bargaining purpose Shipping Departments 3 Stewards Printing Department 3 Stewards Corrugator and Slitter Departments 3 Stewards The Company agrees to the principle of one Department ▇▇▇▇▇▇▇ per shift, and preferential seniority to be given to the senior employee should two fall on the same shift. It is understood that where an employee is a ▇▇▇▇▇▇▇ for more than one department, he shall retain preferential seniority in that department only in which he is employed. It is understood and agreed that, where deemed necessary by the Union within and is conveniently available for a reasonable period regularly scheduled shift, temporary Stewards may be appointed by the Union for periods not to exceed one month, on the understanding that: The Plant Superintendent must be notified in writing in advance. Preferential seniority outlined for permanent Union Stewards in Article 9 of time after requestedthis Agreement shall not apply. Not more than four temporary Stewards be allowed to function at any one time. A ▇▇▇▇▇▇▇ will be moved from his department so long as there is work in the department, and he is qualified to perform such work.

Union Stewards. SECTION 1. The employees Union shall be represented by a Police Officers Labor Council Representative, notify the chief ▇▇▇▇▇▇▇ and two (2) alternate stewardsAuthority in writing of the names of its appointed Union Stewards. The Employer shall not be required to meet Authority agrees that during the term of this Agreement, it will deal only with more than four (4) persons at grievance meetings and during contract negotiationsthe authorized representatives of the Union in matters requiring mutual consent or other official action called for by this Agreement. SECTION 2. Any one (1) member of the union committee will be permitted to Neither Union Stewards nor unit employees shall leave his/her their posts or work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, stations for the purpose of investigating, handling an alleged violation or settling grievances without the express permission of this Agreementtheir Division Supervisor. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and Union Stewards shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members contact any employee or other person concerning grievance matters or Union business during either the working hours of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇, or the working hours of any employee sought to be contacted, without the expressed permission of the Division Supervisor of the employee involved. SECTION 83. Employees shall have the right to have a representative present at any investigatory meeting which may result in discipline. SECTION 4. Union Stewards shall have the right to request time off solely for the purpose of processing grievances or engaging in collective bargaining on behalf of employees in this collective bargaining unit, provided, however, that not more than three (3) such stewards shall have the right to receive such permission at any one time and provided, further, that the Union give the Authority reasonable notice of the time off desired. Such requests shall be submitted in writing by the Union to the Authority's designated representative and shall not be unreasonably denied. Upon recommendation from a department director the Director of Human Resources may approve time off for other purposes as appropriate. The Township will provide information necessary maximum aggregate number of paid hours available under this section shall be two hundred and fifty (250) hours during one fiscal year. Up to evaluate grievances and for collective bargaining purpose seventy-five (75) hours of unused time may be carried over to the succeeding fiscal year, for a maximum of three hundred twenty-five (325) accumulated hours. The Employer shall provide a form to the Local Union within a reasonable period accounting the number of time after requestedhours used and balance of hours at the end of each fiscal year.

Union Stewards. SECTION 1. 4.01 The employees Accredited Union Representatives shall inform the appropriate Employer Representative of the ▇▇▇▇▇▇▇, in writing, of the names of all stewards, one of whom shall be represented designated Chief ▇▇▇▇▇▇▇, as they are appointed and when they cease to act as stewards, except as noted below. Such Stewards/Chief Stewards shall be allowed sufficient time to ensure that the provisions of the collective agreements are observed. A ▇▇▇▇▇▇▇, other than a Chief ▇▇▇▇▇▇▇, shall exercise his duties only in respect to employees of his Employer. A Chief ▇▇▇▇▇▇▇, in order to carry out his duties in respect to employees of other than his Employer, shall first involve the appropriate Employer Labour Relations Representative. A ▇▇▇▇▇▇▇ shall obtain permission from his immediate supervisor before leaving his work area for union business. Such permission shall not be unreasonably denied. 4.02 The Union shall receive written notice before the employment of a ▇▇▇▇▇▇▇ is terminated by his Employer, and provided the ▇▇▇▇▇▇▇ is able to perform the work required, he will be the last employee to be retained by his Employer in a Police Officers Labor Council Representative, the layoff/standoff situation. 4.03 The chief ▇▇▇▇▇▇▇ and two will be informed of all scheduled overtime. Where practical, provided he/she is qualified to perform the work, a ▇▇▇▇▇▇▇ who is working at a location where overtime is being worked shall be given the first opportunity to work on that overtime work. Where practical, provided he/she is qualified to perform the work, a Chief ▇▇▇▇▇▇▇ with responsibility for a work site(s) where scheduled overtime is being worked on a non-scheduled day (2Saturday, Sunday, Recognized Holiday or Friday if working 4x10) alternate stewardsshall be given the first opportunity to work on that overtime. The Employer shall not be required If the Chief ▇▇▇▇▇▇▇ is unable to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any perform the overtime, he/she may designate one (1) member of ▇▇▇▇▇▇▇ to work the union committee will entire overtime opportunity. 4.04 No ▇▇▇▇▇▇▇ or subforeman shall be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long act as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇. SECTION 84.05 No ▇▇▇▇▇▇▇ shall be discriminated against for the performance of their duties as a ▇▇▇▇▇▇▇. The Township Where practical and where requested by an employee, a Union ▇▇▇▇▇▇▇ and/or Union Representative will provide information necessary be present at a meeting where there will be discipline or discharge meted out to evaluate grievances an employee. There may be instances where this is not practicable or where a Union ▇▇▇▇▇▇▇ and/or Union Representative is not available. 4.06 Certified Health and Safety Representative Any worker acting as the designated Certified Health and Safety Representative or certified alternate as defined by the occupational health and safety act shall be treated the same as chief stewards for collective bargaining purpose purposes of layoff. Providing he/she is qualified to perform the remaining work the designated certified health and safety representative or certified alternate shall be the last to be laid off prior to the Union within a reasonable period of time after requestedchief ▇▇▇▇▇▇▇. This article only applies to the Hydro One direct hire workforce and there will only be one (1) Certified Health and Safety Representative per zone (i.e. 4 for Hydro One in total).

Union Stewards. SECTION 1The Employer agrees to Employees who are elected or appointed as Union Stewards. The employees shall be represented by a Police Officers Labor Council Representative, the chief A Union ▇▇▇▇▇▇▇ and two (2) alternate stewardsmay, at the request of an Employee, accompany or represent that Employee in processing a grievance with management. The Employer When it becomes necessary for a Union ▇▇▇▇▇▇▇ to leave his job for this purpose, the ▇▇▇▇▇▇▇ request time off from his immediate Supervisor who is not within the scope of this Collective Agreement providing the Supervisor with as much advance notice as possible. Arrangements will be made by the Supervisor to permit the Union ▇▇▇▇▇▇▇ to leave his job for this purpose with no loss of regular earnings, as soon as reasonably possible. Such time off shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member granted only upon the approval of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor Supervisor or alternate, which approval shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving The Local agrees that Union Stewards and returning to work on appropriate time cards and Employees alike shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances enter into discussions concerning Union business during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4time. The Union reserves the right to appoint a Union ▇▇▇▇▇▇▇ to represent a work area that has no Union Stewards. A list of Union Stewards shall supply be supplied by the Union to the Human Resources Department which shall be advised in writing of any change in this list. The Local shall have the right at any time to the assistance of Union staff members when dealing or negotiating with the Employer with and when processing a list of names, addresses grievance. Such representatives shall approach members at work only when engaged in such activities and telephone numbers provided they and the Employee have received the approval of the members Vice-President, Human Resources and Educational Services or his designate. Such shall not be unreasonably denied. When the Employer takes disciplinary action against an Employee apart from discipline of a minor nature which does not become part of the union committeeEmployee’s Central Human Resources Department file, together with all changes that Employee shall be informed in writing as they occursoon as reasonably possible as to the reason(s) for such action. An Employee who has been subject to after two years of continuous service from the date the measure was invoked, request in writing that his official Human Resources Department file be cleared of any record of the disciplinary action. Such request be granted providing the Employee’s file does not contain any further of disciplinary action, during that two year period, of which the Employee is aware. The Employer shall recognize only those employees so listedwill confirm in writing to an Employee eligible to have his record cleared, that such action has been effected. SECTION 5(a) The Employer agrees that access to an Employee’s Central Human Resources Department file shall be provided to the Employee, upon written request, once in every year. A committeeperson will Upon written request, a shall be retained as long as permitted to review his Central Human Resources Department file in the event of a shift is difference or grievance. An shall be given a copy of any documents in operation; provided such file pertinent to the difference or grievance. The may request a representative of the Union to be present at such time. Employees requesting a copy of a document pertaining to a difference or a grievance in his Human Resources file shall be given such copy that he pays to the Employer has work assigned a fee to cover the cost of providing such copy. The amount of such fee shall be determined by the Employer. Any Employee who is to be disciplined, apart from discipline of a minor nature which does not become a committeeperson is qualified part of the Employee’s Central Human Resources Department file, shall be entitled to perform and have a committeeperson is available for Union ▇▇▇▇▇▇▇ present at the interview. During such work. If no committeeperson qualifies under the above rulean interview, the Union may designate another employee who had been assigned ▇▇▇▇▇▇▇ shall not become involved in discussions other than to such work advise the Employee of his rights or recommend a course of action to represent the employees for that period. SECTION 6him. Members The right of the union committee Employer to: interview third parties; or take action required to maintain order and protection of property; shall perform their regular assignments, except when it It is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7not be restricted. Upon request the sole responsibility of the aggrieved, grievant has Employee and the right Union to representation by a union arrange the attendance of such Union ▇▇▇▇▇▇▇. SECTION 8. The Township If an Employee requests, he will provide information necessary to evaluate grievances and for collective bargaining purpose to the Union within be allowed a reasonable period of time after requestedto arrange the attendance of a Union ▇▇▇▇▇▇▇. When it becomes necessary for a Union ▇▇▇▇▇▇▇ to job for this purpose, the ▇▇▇▇▇▇▇ give his Supervisor as much advance notice as possible. Arrangements will be made by the Supervisor to permit the Union ▇▇▇▇▇▇▇ to leave his job for this purpose with no loss of regular earnings, as soon as reasonably possible. Such time off shall be granted only upon approval of the Department Head or alternate, which approval shall not be unreasonably withheld. Except for the dismissal of a probationary Employee, there shall be no dismissal or discipline except for just cause.

Union Stewards. SECTION ‌ 7.01 The Employer recognizes the right of the Union to elect or appoint one (1. The employees shall be represented by a Police Officers Labor Council Representative, the chief ) Chief ▇▇▇▇▇▇▇ and two (2) alternate stewardsrepresenting the authorized areas of each working establishment. The Employer shall not Should the Chief ▇▇▇▇▇▇▇ be required to meet with absent from work, or should there be more than four ten (410) persons at grievance meetings and during contract negotiations. SECTION 2. Any employees in working establishment, or should there be more than one (1) member shift worked by the employees in the working establishment, the Employer recognizes the right of the union committee will be permitted Union to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling appoint an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4additional Union Stewards. The Union shall supply will notify the Employer with a list of namesEmployer, addresses and telephone numbers from time to time, as to the names of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇(s) and the areas of their responsibility and all Stewards shall be regular employees of the Employer who have acquired seniority. SECTION 87.02 The Union acknowledges that Stewards have their regular duties to perform on behalf of the Employer and that such persons shall not leave their regular duties to attend to the complaints and grievances of employees without having first secured permission from their immediate Supervisor, which permission shall not unreasonably be withheld. Stewards shall state their destination to their immediate Supervisor and shall report again to him at the time of their return to work, provided these steps are followed; Stewards shall not suffer a loss of basic pay. The Township Employer reserves the right to limit the duration of such meetings. These limits shall not be unreasonable. 7.03 The Company acknowledges the right of the Union to appoint or elect up to six (6) employees to serve as members of the negotiating committee and only one (1) person from any given work location. Employees will provide information necessary be paid by the Company for time off work for the purpose of participating in mutually agreed negotiations up to evaluate grievances and for collective bargaining purpose including conciliation. 7.04 Where an employee is required to attend a meeting in which a written warning, suspension, or discharge is to be given, the Supervisor or designate will inform the employee prior to the meeting of his right to have a Union ▇▇▇▇▇▇▇ present at the meeting. The employee may request the presence of the Union ▇▇▇▇▇▇▇ during the meeting. Where the employee requests such representation, the Supervisor will send for the ▇▇▇▇▇▇▇ without further discussion of the matter with the employee. If a ▇▇▇▇▇▇▇ is not available, the Employer shall schedule the disciplinary meeting within the next twenty-four (24) hours and it shall then become the sole responsibility of the employee concerned to arrange for a reasonable period Union ▇▇▇▇▇▇▇ to be in attendance when the meeting occurs. Where an employee is required to attend an investigative meeting with the Employer that could lead to disciplinary action for that employee he will be informed prior to the meeting of his right to have a Union ▇▇▇▇▇▇▇ present at the meeting. If a ▇▇▇▇▇▇▇ is not available or no ▇▇▇▇▇▇▇ is designated for that site, the meeting will take place. 7.05 Copies of all suspension and termination notices issued to bargaining unit members shall be forwarded to the Union's Business Agent. 7.06 The Union may request up to three (3) days off per calendar year, without pay, for Stewards of the bargaining unit. The Employer shall reasonably grant such requests. This leave is over and above the time after requestedrequired to negotiate this Collective Agreement. The maximum number of Stewards absent at any given time is not to exceed six (6) and not more than one (1) from any given location.

Union Stewards. SECTION 1The Hospital agrees to Union stewards to be elected or appointed from amongst employees in the bargaining unit who have completed their probationary period for the purpose of dealing with Union business as provided under this Collective Agreement. A Chief ▇▇▇▇▇▇▇ may be appointed or elected. The Chief ▇▇▇▇▇▇▇ may, in the absence of any ▇▇▇▇▇▇▇, assist in the presentation of any grievance, or with any ▇▇▇▇▇▇▇ function. The Union shall keep the Hospital notified in writing of the names of Union stewards appointed or selected under this Article as well as the effective date of their respective appointments. It is agreed that Union stewards have their regular duties and responsibilities to perform for the Hospital and shall not leave their regular duties without first obtaining permission from their immedi- ate supervisor. If, in the performance of his duties, a Union ▇▇▇▇▇▇▇ is required to enter an area within the Hospital in which he is not originally employed, he shall report his presence to the supervisor in the area immediately upon entering it. Such permission shall not be unreasonably withheld. When resuming his regular duties and responsibilities, such ▇▇▇▇▇▇▇ shall again report to his immediate supervisor. A Union ▇▇▇▇▇▇▇ shall suffer no loss of earnings for time spent in performing the above duties during his regular scheduled working hours. Nothing in this Article shall preclude full-time stewards from representing part-time employees shall be represented by and vice versa. The Hospital will a Police Officers Labor Council Representative, the chief Chief ▇▇▇▇▇▇▇ and two (2) alternate stewards. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇. SECTION 8▇ from each of the following departments of the Hospital: Nursing Nursing Assistant Nursing Orderly Maintenance, Linen Service, and Central Bargaining Committee In future central bargaining between the Service International Union and the participating hospitals, an employee serving on the Union's Central Negotiating Committee shall be paid for time lost from his normal straight time working hours at his regular rate of pay and without loss of leave credits for attending central negotiating meetings with the Hospitals' Central Negotiating Committee in direct negotiations up to the point of arbitration. Upon reference to arbitration, the Nego- tiating Committee members shall receive unpaid time off for the purpose of attending arbitration hearings. It is understood and agreed that the maximum number of Union Central Negotiating Committee members entitled to payment under this provision shall be seven, and in no case will more than one employee from a hospital be entitled to such payment. The Township will provide information necessary Union shall advise the Hospitals' Central Negotiating Committee, before negotiations commence, of those employees to evaluate grievances and be paid under this provision. The Hospital's Central Negotia- ting Committee shall advise the seven Hospitals accordingly. Local Negotiating Committee The Hospital agrees to a Negotiating Commit- tee comprising of three members to be elected, or appointed from amongst employees in the bargaining unit, who have completed their probationary period. Where the Hospital participates in central bargaining, the purpose of the negotiating Committee shall be to negotiate a renewal of this Collective Agreement. Where the Hospital does not participate in central bargaining, the purpose of the Negotiating Committee shall be to negotiate a renewal of this Collective Agreement. The Hospital agrees that the members of the Negotia- ting Committee shall suffer no loss of earnings for collective bargaining purpose time spent during their regular scheduled working hours in attending such negotiating meetings with the Hospital up to, but not including, arbitration. Nothing in this provision is intended to preclude the Union within a reasonable period Negotiating from having the assistance of time after requestedany representatives of the Union when negotiating with the Hospital.

Union Stewards. SECTION 1‌ The Union may designate a reasonable number of Union Stewards who must be members of the Union and shall provide all departments, offices, or bureaus with a written list of employees who have been so designated. The employees Union shall be represented by a Police Officers Labor Council Representative, ensure that the chief list of Union Stewards is kept current and shall transmit changes to Management as soon as practicable. A Union ▇▇▇▇▇▇▇ may represent a grievant in the presenting of grievances at all levels of the grievance procedure. A Union ▇▇▇▇▇▇▇ may represent an employee in pre-disciplinary hearings (▇▇▇▇▇▇) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and two (2) alternate stewardshis/her Union ▇▇▇▇▇▇▇ may have a reasonable amount of paid time off for the above-listed activities. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) However, the Union ▇▇▇▇▇▇▇ will receive paid time off only if he/she is the representative of record, is a member of the union committee will be permitted to Association, and is employed within a reasonable distance from the work location of the employee. If a Union ▇▇▇▇▇▇▇ must leave his/her work assignment when location to represent an employee, he/she has obtained the shall first obtain permission of from his/her supervisor which shall not be unreasonably withheld, on a form provided for the purpose of handling an alleged violation of this Agreementsuch purpose. Any employee so leaving his/her Permission to leave a work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson location will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for granted unless such absence would cause an undue interruption of work. If no committeeperson qualifies under the above rulesuch permission cannot be granted promptly, the Union may designate another employee who had been assigned to such work to represent ▇▇▇▇▇▇▇ will be informed when time can be made available. Such time will not be more than forty-eight (48) hours after the employees for that period. SECTION 6. Members time of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union Union ▇▇▇▇▇▇▇. SECTION 8’▇ request, excluding scheduled days off and/or legal holidays, unless the parties mutually agree otherwise. The Township Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the time delay. Before leaving his/her work location, the Union ▇▇▇▇▇▇▇ shall call the employee’s supervisor to determine when the employee can be made available. Upon arrival, the Union ▇▇▇▇▇▇▇ will report to the employee’s supervisor who will make arrangements for the meeting requested. Time spent on grievances or the pre-disciplinary representation activities described above outside of regular working hours of the employee and/or his/her Union ▇▇▇▇▇▇▇ shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or the Union ▇▇▇▇▇▇▇, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation, or any other preliminary activity. In order to facilitate the expeditious resolution of workplace disputes at the lowest possible level, the parties agree to establish a joint Labor-Management training program for Union Stewards and front-line supervisors. Upon the parties’ mutual agreement, the Union and City representatives will have established a curriculum and training program that will provide information necessary to evaluate skills for both Union Stewards and front-line supervisors in the processing and resolution of grievances and for collective bargaining purpose other workplace issues in a cooperative, problem-solving manner. Upon completion of the program, both Union Stewards and front-line supervisors will be certified. Union Stewards certified through this training shall be authorized to spend up to two (2) hours of City time to investigate each dispute raised under the Union within a reasonable period Grievance Procedure of time after requestedthis MOU. As is practicable, grievances will be heard by certified supervisors.

Union Stewards. SECTION 7.01 The Union has the right to appoint one (1. ) Unit Chairperson and two (2) Shop Stewards. 7.02 The employees shall be represented by a Police Officers Labor Council Representative, Unit Chairperson may assist in the chief presentation of any grievance or with any ▇▇▇▇▇▇▇ and two (2) alternate function. 7.03 The Union will notify the Clinic, in writing, in January of each year of the names of the stewards. The Employer shall Clinic will not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union any ▇▇▇▇▇▇▇▇ until it has been notified, in writing, of the names of the duly elected or appointed stewards. SECTION 87.04 It is agreed that Union Stewards have their regular duties and responsibilities to perform for the Clinic and shall not leave their regular duties without first obtaining permission from their immediate supervisor. A Union ▇▇▇▇▇▇▇ shall suffer no loss of earnings for the time spent in performing the above duties during his/her regular scheduled working hours. In recognition of the fact the Union Stewards have regular duties and responsibilities to perform for the Clinic, any such time the employee spends, as a ▇▇▇▇▇▇▇ during regular hours will be kept to a minimum. A) The number of union representatives the company shall recognize will be negotiated and include representation on all shifts where employees work. B) The allocation, jurisdictions, zones, shifts of union representatives will be the responsibility of the Union. C) The company shall recognize a full-time Chairperson who will be assigned to the day shift. D) Union representatives other than the Chairperson, shall be permitted paid time off the job to handle grievances and other related Union business. E) The company shall recognize a committee in addition to the chairperson who shall constitute the plant committee and negotiating committee. This committee will meet with the company on a regular basis that is mutually agreed upon. The Township will provide information necessary purpose of these meetings is to evaluate discuss and resolve grievances and other matters that either party may raise. The company shall supply the meeting room during regular working hours. F) The company agrees to retain union representatives at work during any lay-off or cutbacks in employment provided they are willing and able to perform during their respective terms of office. G) The company shall allow paid time off the job in the preparation for collective bargaining purpose negotiations, grievances, agenda meetings, arbitration hearings and negotiations. H) The Union shall furnish the company from time to time an update on the Union within a reasonable period current union representatives. I) The company upon proper notification shall grant the President of time after requestedthe local and national representative’s entry into the company plants or offices.

Union Stewards. SECTION 1The Hospital agrees to recognize Union Stewards to be elected or appointed from amongst employees in the Bargaining Unit who have completed their probationaryperiod for the purpose of dealing with Union business as provided under this Collective Agreement. The employees shall be represented by a Police Officers Labor Council Representative, the chief A Chief ▇▇▇▇▇▇▇ and two (2) alternate stewardsmay be appointed or elected. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member Chief ▇▇▇▇▇▇▇ may, in the absence of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union any ▇▇▇▇▇▇▇. SECTION 8, assist in the presentation of any grievance, or with any ▇▇▇▇▇▇▇ function. The Township will provide information necessary Union shall keep the Hospital notified, in writing, of the names of Union Stewards appointed or selected under this Article as well as the effective date of their respective appointments. It is agreed that Union Stewards have their regular duties and responsibilities to evaluate grievances perform for the Hospital and for collective bargaining purpose shall not leave their regular duties without first obtaining permissionfrom their immediate Supervisor. If, in the performance of his duties, a Union ▇▇▇▇▇▇▇ is required to enter an area within the Hospital in which he is not originally employed, he shall report his presence to the in the area immediately upon entering it. Such permission shall not be unreasonablywithheld. When resuming his regular duties and responsibilities, such ▇▇▇▇▇▇▇ shall again report to his immediate Supervisor. A Union ▇▇▇▇▇▇▇ shall suffer no loss of earnings for time spent in performing the above duties during his regular scheduled working hours. Nothing in this Article shall preclude full time Stewards from representingpart time employees and vice versa. The number of stewards and the areas which they represent are to be determined locally. The Hospital acknowledges the right of the Union to appoint or otherwise select four (4) Stewards, one from each of the following Departments: Nursing, Dietary, Housekeeping and Maintenance, plus a Chief ▇▇▇▇▇▇▇, to assist employees in presenting their grievances to the Representatives of the Hospital. The zone within which each ▇▇▇▇▇▇▇ is to function shall be limited to the Department in which he is employed with the exception of the Chief ▇▇▇▇▇▇▇. Should a reasonable period ▇▇▇▇▇▇▇ be obliged to enter another Department on Union business, he will not enter until he has obtained the permission of time after requestedthe Department Head.

Union Stewards. SECTION (a) The Union shall have the right to appoint up to three (3) stewards, one (1. The employees shall be represented by a Police Officers Labor Council Representative, the ) of which will act as chief ▇▇▇▇▇▇▇ to represent the employees in matters pertaining to the administration and two (2) alternate stewards. The Employer shall not be required application to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation terms of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4agreement. The Union shall supply notify the Employer, in writing, of the names of such stewards and may also notify the Employer with a list of names, addresses and telephone numbers of the members names of not more than an equal number of additional employees who may serve as alternate stewards in the union committee, together with all changes as they occurevent that the regular ▇▇▇▇▇▇▇ for that department or shift is not available on site. The Employer will not recognize any individual as a ▇▇▇▇▇▇▇ or alternate ▇▇▇▇▇▇▇ until it has received such notification from the Union. The Employer agrees that whenever the employer wishes to interview an employee regarding the employee’s work or conduct and that such interview could become part of the employee’s record, the ▇▇▇▇▇▇▇ or the alternate ▇▇▇▇▇▇▇ shall recognize only those employees so listed. SECTION 5be present. A committeeperson In the absence of the latest, a designate of the employee's choice shall be present at such meeting. The meeting that becomes part of the employee's record will be retained as long as a shift is in operation; provided postponed until the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇, an alternate or a Union Representative is available. SECTION 8. (b) The Township will provide information Employer agrees to grant stewards time away from work with pay as may be reasonably necessary to evaluate grievances service a complaint, a grievance, potential grievance excluding grievance mediation and for collective bargaining purpose arbitration. (c) The parties recognize that stewards have regular duties to perform on behalf of the Employer. Stewards will discharge their responsibilities without interfering with the operation of the department and will not leave their work without obtaining the permission of their Supervisor which will not be unreasonably withheld. It is agreed, however, that upon notifying the Supervisor as to the complaint, grievance or potential grievance being processed, the ▇▇▇▇▇▇▇ shall have the right to go into departments other than their own for the purpose of consulting on complaints, grievances or potential grievances in the event that the regular ▇▇▇▇▇▇▇ or the alternate ▇▇▇▇▇▇▇ for that department is not available. When such business has been completed, the ▇▇▇▇▇▇▇ will notify the supervisor when resuming their normal duties. (d) The Employer agrees to recognize: Union within Stewards, a reasonable period Labour- Management Committee, a Negotiating Committee and a Grievance Committee. All Committee members and stewards must be full-time or part-time employees who have completed their probationary period. For the purpose of time after requestedthis Article, the name and position of each of the committee members and Stewards shall be given to the General Manager or designate in writing and the Employer shall not be required to recognize any such committee member or ▇▇▇▇▇▇▇ until it has been notified.

Union Stewards. SECTION 1The Union may designate up to thirty-four (34) stewards to represent employees in processing grievances and at ▇▇▇▇▇▇ conferences. The following conditions shall apply: The Union may designate up to 34 Union Stewards who must be members of the Unit, and shall provide all departments, offices, or bureaus with a written list of employees shall be represented by who have been so designated. Management will accept on a Police Officers Labor Council Representative, quarterly basis any changes to the chief list. A ▇▇▇▇▇▇▇ may represent a grievant in the presentation of a grievance at all levels of the grievance procedure. A ▇▇▇▇▇▇▇ may represent an employee in pre-disciplinary hearings (▇▇▇▇▇▇) or pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. An employee and two (2) alternate stewardshis/her ▇▇▇▇▇▇▇ may have a reasonable amount of paid time off for the above-listed activities. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) However, a ▇▇▇▇▇▇▇ will receive paid time off only if he/she is the representative of record; is a member of the union committee will be permitted to same Unit and the same Union as the employee. If a ▇▇▇▇▇▇▇ must leave his/her work assignment when location to represent an employee, he/she has obtained the shall first obtain permission of from his/her supervisor which shall not be unreasonably withheld, on a form provided by the City for the purpose of handling an alleged violation of this Agreementsuch purpose. Any employee so leaving his/her work shall record his/her time of leaving and returning Permission to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for granted unless such absence would cause an undue interruption of work. If no committeeperson qualifies under the above rulesuch permission cannot be granted promptly, the Union may designate another employee who had been assigned to such work to represent grievance ▇▇▇▇▇▇▇ will be informed when time can be made available. Such time will not be more than forty-eight (48) hours, excluding scheduled days off and/or legal holidays, after the employees for that period. SECTION 6. Members time of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇’▇ request unless otherwise mutually agreed to. Denial of permission to leave at the time requested will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. Before leaving his/her work location, the ▇▇▇▇▇▇▇ shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the ▇▇▇▇▇▇▇ will report to the employee’s supervisor who will make arrangements for the meeting requested. The City will make reasonable time available to Stewards to investigate grievances and disciplinary matters on behalf of the grievant. Time spent on grievances, or the pre-disciplinary representation activities described above, outside of regular working hours of the employee or his/her ▇▇▇▇▇▇▇, shall not be counted as work time for any purpose. The City established Union Education and Training Fund equal to 24 hours per ▇▇▇▇▇▇▇ per year be utilized by the Union for education and training purposes. The amount of the Fund shall not be accumulated year to year. No ▇▇▇▇▇▇▇ will utilize more than 80 hours per year from the Fund. The Fund may be used by the Union to train members and/or Stewards in the grievance procedure, administrative interview, ▇▇▇▇▇▇ hearings and other matters including investigations as determined by the Union. The City will make a reasonable effort to release those Stewards for education and training classes held by the Union. Stewards will be copied on the email confirmation sent by Human Resources to the director/supervisor approving the release. The Union will provide the City with a copy of a sign-in sheet. If a sign-in sheet is not available, then the Union shall submit other verification of attendance for release time. Leaves of absence or intermittent leaves without pay may be granted to Union Stewards or members for the purpose of Union business consistent with current City policies for granting leaves. The leaves are subject to Department Head and Human Resources Director approval and must be considered in light of department staffing and business needs. The City will make a genuine effort to consider these requests. SECTION 81. Within thirty (30) days of ratifying this agreement, the Union will provide the Department of Human Resources with a written list identifying by name and department and work area the regular and alternate stewards; the Union shall update the list as changes are made. 2. The Township Union will provide information necessary designate as ▇▇▇▇▇▇▇ only an employee who has passed his or her initial probationary period and acquired permanent status. 3. Alternate stewards shall stand in for the regular ▇▇▇▇▇▇▇ only when the regular ▇▇▇▇▇▇▇ is absent from work. The City has no obligation to evaluate grievances and delay unreasonably a meeting in order for collective a ▇▇▇▇▇▇▇ to attend. 4. If the size of the bargaining purpose to unit substantially increases, the Union within a reasonable period may bring up the subject of time after requestedadditional stewards at the Labor-Management Committee meeting.

Union Stewards. SECTION 1The Employer agrees that the Union may appoint four (4) designate up to six (6) stewards for each location. It is understood and agreed that such ▇▇▇▇▇▇▇ has full-time productive work to perform and that they will not leave their work during working hours except when necessary to perform their duties, and with prior permission of a Supervisor which shall not be arbitrarily denied. If requested by the an employee, a Shop ▇▇▇▇▇▇▇ shall be present at all disciplinary meetings provided a shop ▇▇▇▇▇▇▇ is available as set forth under ▇▇▇▇▇▇▇▇▇▇ when management meets with an employee. In such cases, the meeting shall not commence until the ▇▇▇▇▇▇▇ is present. Stewards shall be present in accordance with the ▇▇▇▇▇▇▇▇▇▇ process. Stewards shall be allowed to attend a Stewards’ meeting during working hours their shift once a month. Such meetings shall not occur on the sales floor. The employees Employer will compensate the employee for the meeting, which shall not exceed sixty (60) minutes. (T/A – 1/20/2025) Management will conduct a scheduled meeting once per month with Stewards to proactively address employee concerns. Stewards shall be represented compensated for such time spent in meetings. With advance notice, Union Stewards will be allowed two (2) days off per year for the purpose of ▇▇▇▇▇▇▇ training, with and prior manager approval which will not be arbitrarily denied, Union Stewards will be allowed up to five (5) days off per year for the purpose of attending Union training and union business. Stewards shall not be compensated by the Company for this time. In the event that a Police Officers Labor Council Representative▇▇▇▇▇▇▇ is on a leave of absence or otherwise away from work for an extended period of time, the chief Union may appoint a temporary ▇▇▇▇▇▇▇ and two (2) alternate will provide notice to management. Stewards, including temporary stewards, shall be allowed to wear an identifying ▇▇▇▇▇▇▇ pin, provided by the Union. The Employer A ▇▇▇▇▇▇▇ pin shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work worn on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇’▇ name badge. As currently provided, ▇▇▇▇▇▇▇▇ will be paid for time spent in meetings under this Article. Such time spent during the ▇▇▇▇▇▇▇’▇ regular working hours shall be considered working hours in computing daily and/or weekly overtime. SECTION 8. The Township will provide information necessary to evaluate grievances and for collective bargaining purpose to the Union within a reasonable period of time after requested.

Union Stewards. SECTION 1The Hospital agrees to recognize Union stewards to be elected or appointed from amongst employees in the bargaining unit who have completed their probationary period for the purposeof dealing with Union business as provided under this Collective Agreement. A Chief ▇▇▇▇▇▇▇ or designate may, in the absence of any ▇▇▇▇▇▇▇, the presentation of any grievance, or with any ▇▇▇▇▇▇▇ function. The Union shall keep the Hospital notified in writing of the names of Union stewards appointed or selected under Article as well as the effective date of their respective appointments. It is agreed that Union stewards have their regular duties and responsibilities to perform for the Hospital and shall not leave their regular duties without first obtaining permission from their immediate supervisor. If, in the performance of his duties, a Union ▇▇▇▇▇▇▇ is required to enter an area within the Hospital in which he is not originally employed, he shall report his presence to the supervisor in the area immediately upon entering It. Such. permission shall not be unreasonably withheld. When resuming his regular duties and responsibilities, such ▇▇▇▇▇▇▇ shall again report to his immediate supervisor, A Union ▇▇▇▇▇▇▇ shall suffer no loss of earnings for time spent in performing the above duties during his regular scheduled working hours. Nothing in this Article shall preclude full-time stewards from representing part- time employees shall and vice-versa. The number of stewards and the areas which they represent, are to be represented by determined locally. The Hospital will recognize a Police Officers Labor Council Representative, Grievance Committee composed of the chief Chief ▇▇▇▇▇▇▇ and two not more than (2as set out in Local ProvisionsAppendix) alternate stewardsemployees selected by the Unionwho have completedtheir probationaryperiod. A general representativeof the Union may be present at any meeting of the Committee. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member purpose of the union committee will be permitted Committee is to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of deal with complaints or grievances as set out In this Collective Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply keep the Employer with a list Hospital notified in writing of names, addresses and telephone numbers the names of the members of the union committeeGrievance Committee appointed or selected under this Article as well as the effective date of their respective appointments. A Committee member shall suffer no loss of earnings for time spent during their regular scheduled working hours in attending grievance meetings with the Hospital up to, together with all changes as they occurbut not Includingarbitration. The Employer number of employees on the Grievance Committee shall recognize only those employees so listedbe determined locally. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇. SECTION 8. The Township will provide information necessary to evaluate grievances and for collective bargaining purpose to the Union within a reasonable period of time after requested.

Union Stewards. SECTION 1The Centre agrees to recognize Union stewards to be elected or appointed from amongst employees in the bargaining unit who have completed their probationary period for the purpose of dealing with Union business as provided under this Collective Agreement. The employees shall be represented by a Police Officers Labor Council Representative, the chief A Chief ▇▇▇▇▇▇▇ and two (2) alternate stewardsmay be appointed or elected. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member Chief ▇▇▇▇▇▇▇ may, in the absence of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union any ▇▇▇▇▇▇▇. SECTION 8, assist in the presentation of any grievance, or with any ▇▇▇▇▇▇▇ f tion. The Township will provide information necessary Union shall keep the Centre notified the names of Union Stewards appointed this Article as well as the effective of respective appointments. It is agreed that Union stewards have their regular duties and responsibilities to evaluate grievances perform for the Centre and for collective bargaining purpose shall not leave their regular duties without first obtaining permission from their immediate supervisor. If, in the performance of his duties, a Union ▇▇▇▇▇▇▇ is required to enter an area within the Centre in which he is not originally employed, he shall report his presence to the supervisor in the area immediately upon entering it. Such permission shall not be unreasonably withheld. When resuming his regular duties and responsibilities, such ▇▇▇▇▇▇▇ shall again report to his immediate supervisor. A Union within ▇▇▇▇▇▇▇ shall suffer no loss of earnings for time spent in performing the above duties during his regular scheduled working hours. Nothing in this Article shall preclude full-time stewards from representing part-time employees and vice versa. The number of stewards and the areas which they repre- sent, are to be determined locally. The Centre will recognize the following number of stewards from the following areas of the Centre: Night Staff Afternoon Staff Food Services Housekeeping Health Care Aides Orderlies, ▇▇▇▇ Aides, Maintenance, Purchasing, Linen, Stores The Centre will also recognize a reasonable period Chief ▇▇▇▇▇▇▇. Each ▇▇▇▇▇▇▇ will be a regular employee of the Centre, who has acquired seniority. Should the Centre agree to negotiate jointly with other hospitals in the Metropolitan Toronto area, it is agreed that one (1) identified in (a) shall have the right to attend the joint negotiating sessions. In future central bargaining between the Service Employees International Union and the participating hospitals, an employee serving on the Union's Central Negotiating Committee shall be paid for time after requestedlost from his normal straight time working hours at his regular rate of pay and without loss of leave credits for attending central negotiating meetings with the Central Negotiating Committee in the direct negotiations up to the point of arbitration. Upon reference to arbitration, the Negotiating Committee members shall receive unpaid time off for the purpose of attending arbitration hearings. case will more than one employee from a hospital be entitled to such The Union shall advise the Hospitals' Central Negotiating Committee, before negotiations commence, of those employees to be paid under this provision. The Hospitals' Central Negotiating Committee shall advise the seven Hospitals accordingly. Leave for attendance at the central union caucuses shall be subject to the same terms and conditions for leave for attendance at negotiations under the provisions of the Collective Agreement.

Union Stewards. SECTION 1The Hospital agrees to recognize Union stewards to be elected or appointed from amongst employees in the bargaining unit who have completed their probationary period for the purpose of dealing with Union business as provided under this Collective Agreement. The employees shall be represented by a Police Officers Labor Council Representative, the chief A Chief ▇▇▇▇▇▇▇ and two (2) alternate stewards. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member or designate may, in the absence of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union any ▇▇▇▇▇▇▇. SECTION 8, assist in the presentation of any grievance, or with any ▇▇▇▇▇▇▇ function. The Township will provide information necessary Union shall keep the Hospital notified in writing of the names of Union stewards appointed or selected under this Article as well as the effective date of their respective appointments. understood that the Hospital Administrator or his designee may have such counsel and assistance as he may desire at such meeting. The decision of the Hospital shall be delivered in writing within nine (9) calendar days following the date of such meeting. A complaint or grievance arising directly between the Hospital and the Union concerning the interpretation, application or alleged violation of the Agreement shall be originated at Step No. within fourteen (14) calendar days following the circumstances giving rise to evaluate the complaint or grievance. It is expressly understood, however, that the provisions of this Article may not be used with respect to a grievance directly affecting an employee such employee could himself institute and the regular grievance procedure shall not be thereby bypassed. Where a number of employees have identical grievances and for collective bargaining purpose each employee would be entitled to grieve separately they may present a group grievance in writing identifying each employee who is grieving to the Union Department Head or his designee within fourteen (14) calendar days after the circumstances giving rise to the grievance have occurred or ought reasonably to have come to the attention of the The grievance shall then be treated as being initiated at Step No. and the applicable provisions of this Article shall then apply with respect to the processing of such grievance. The release or discharge of an employee during the probationary period shall not be the subject of a reasonable grievance or arbitration. A claim by an employee who has completed his probationary period that he has been unjustly discharged or suspended shall be treated as a grievance if a written statement of time such grievance is lodged by the employee with the Hospital at Step No. within seven (7) calendar days after requested.the date the discharge or suspension is effected. Such special grievance may be settled under the Grievance or Arbitration Procedure by:

Union Stewards. SECTION 1a. The Union shall notify the Division Personnel Director or designee of the selection of Stewards and their alternates. The employees Union shall be represented by a Police Officers Labor Council Representative, the chief allowed one ▇▇▇▇▇▇▇ and alternate per work site. ▇▇▇▇▇, 24th Place (and other multiple house sites as they are developed) shall be allowed two (2) alternate stewardsstewards and their alternates. b. Stewards may receive but not solicit grievances from the bargaining unit, and may discuss complaints and grievances of employees in the bargaining unit on the premises and time of the Division where that time coincides with the employees regularly scheduled hours, but only to such extent that it does not neglect, retard or interfere with the work and duties of the Stewards or with the work or duties of employees. The Employer Stewards shall be granted reasonable time off during regularly scheduled working hours without loss of pay or other benefits to investigate bargaining unit grievances upon notice to their immediate supervisor. Release in such instances may not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such workimmediate. If no committeeperson qualifies under the above rule, permitted activities would interfere with either the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇'▇ or the grievant's duties, the direct supervisor(s) shall, within the next working day, arrange a mutually satisfactory time for the requested activities. No more than one (1) ▇▇▇▇▇▇▇ shall be involved in the same grievance. No overtime costs shall accrue to the Employer as a result of such activities outside regularly scheduled hours. The President, Vice President, and Chief ▇▇▇▇▇▇▇ of the local who are members of this bargaining unit may process grievances but will be held to the same restrictions set forth for Stewards as specified above in this section. Willful disregard for these procedures may result in loss of pay for unauthorized leave or disciplinary action. SECTION 8. c. The Township will provide information necessary to evaluate grievances Division agrees there shall be no reprisal, coercion, intimidation or discrimination against any ▇▇▇▇▇▇▇ for the conduct of the functions described in this Article. d. At the Union's request and for collective bargaining purpose subject to the operating requirements of the Division, Stewards for the Union within shall be granted personal leave, accrued vacation leave, accrued compensatory time or leave of absence without pay to attend the Union's ▇▇▇▇▇▇▇ training session. e. Executive Board Officers of Local 1246 shall provide their immediate supervisor and personnel office with a reasonable period list of prescheduled regular monthly Board meetings. Board officers from this bargaining unit shall then be allowed to attend at least two (2) regularly scheduled Board meetings per month. Attendance will be either on the basis of leave without pay or use of comp time, vacation, or personal leave. Meetings of the Executive Board specifically requested by the Division, and mutually agreed to by the Union, which are held at locations, times and dates requested by the Division shall be on the basis of no loss of pay for attending Board members from this bargaining unit, but the Division will incur no overtime liability nor will a Board member receive compensation for attending such meetings scheduled during a time after requestedthat the employee would not normally be scheduled for work.

Union Stewards. SECTION 1A. Union may designate a reasonable number of union stewards who must be members of the Unit. The Union shall provide all departments, offices or bureaus with a written list of employees shall be represented who have been so designated. Management will quarterly accept changes to the list presented by a Police Officers Labor Council Representative, the chief Union. A union ▇▇▇▇▇▇▇ and two may represent an employee in the presenting of grievances at all levels of the grievance procedure, or in pre-disciplinary meetings (2▇▇▇▇▇▇) alternate stewardsor pre-disciplinary interviews where there is a reasonable expectation that disciplinary action will follow. The Employer shall not be required to meet with more than four (4) persons at grievance employee and his/her ▇▇▇▇▇▇▇ may have a reasonable amount of paid time off for presentation of grievances or participation in pre-disciplinary meetings and during contract negotiations. SECTION 2or interviews. Any one (1) However, said ▇▇▇▇▇▇▇ will receive paid time off only if he/she is the representative of record, a member of the union committee will be permitted to Union and the same Unit as the employee; is employed by the same department, office or bureau as the employee; and is employed within a reasonable distance from the work location of the employee. If a ▇▇▇▇▇▇▇ must leave his/her work assignment when location to represent an employee, he/she has obtained the shall first obtain permission of from his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreementsupervisor. Any employee so leaving his/her work shall record his/her time of leaving and returning Permission to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for granted unless such absence would cause an undue interruption of work. If no committeeperson qualifies under the above rulesuch permission cannot be granted promptly, the Union may designate another employee who had been assigned to such work to represent ▇▇▇▇▇▇▇ will be informed when time can be made available. Such time will not be more than forty-eight (48) hours, excluding scheduled days off and/or legal holidays, after the employees for that period. SECTION 6. Members time of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union ▇▇▇▇▇▇▇’▇ request unless otherwise mutually agreed to. Denial of permission to leave at the time requested for representation of a grievance will automatically constitute an extension of time limits provided in the grievance procedure herein, equal to the amount of the delay. No time limit extensions will be provided for presentation of ▇▇▇▇▇▇ packages when a delay would affect the department’s ability to preserve a statute of limitations. Before leaving his/her work location, the ▇▇▇▇▇▇▇ shall call the requesting employee’s supervisor to determine when the employee can be made available. Upon arrival, the ▇▇▇▇▇▇▇ will report to the employee’s supervisor who will make arrangements for the meeting requested. Time spent on grievances or ▇▇▇▇▇▇ meetings outside of regular working hours of the employee and/or his/her ▇▇▇▇▇▇▇ shall not be counted as work time for any purpose. Whenever these activities occur during the working hours of the employee and/or his/her ▇▇▇▇▇▇▇, only that amount of time necessary to bring about a prompt disposition of the matter will be allowed. City time, as herein provided, is limited to the actual representation of employees and does not include time for investigation, preparation or any other preliminary activity. SECTION 8B. In order to facilitate the expeditious resolution of workplace disputes at the lowest possible level, the parties agree to establish a joint Labor-Management training program for stewards and front-line supervisors. The Township No later than March 1, 2008, the Union and City representatives will have established a curriculum and training program that will provide information necessary to evaluate skills for both stewards and front-line supervisors in the processing and resolution of grievances and for collective bargaining purpose other workplace issues in a cooperative, problem-solving manner. Upon completion of the program, both union stewards and front-line supervisors will be certified. As is practicable, grievances will be heard by certified supervisors. Effective March 1, 2008, certified stewards shall be authorized to the Union within a reasonable period spend up to one (1) hour of City time after requested.working to investigate each dispute raised under Article 3.1,

Union Stewards. SECTION 1The Hospital agrees to recognize Union stewards to be elected or appointed from amongst employees in the bargaining unit who have completed their probationary period for the purpose of dealing with Union business as provided under this Collective Agreement. A Chief ▇▇▇▇▇▇▇ or designate may, in the absence of any ▇▇▇▇▇▇▇, assist in the presentation of any grievance, or with any ▇▇▇▇▇▇▇ function. The Union shall keep the Hospital notified writing of the names of Union stewards appointed or selected under this Article as well as the effective date of their respective appointments. agreed that Union stewards have their regular duties and responsibilities to perform for the Hospital and shall not leave their regular duties without first obtaining permission from their immediate supervisor. If, in the performance of his duties, a Union ▇▇▇▇▇▇▇ is required to enter an area within the Hospital which he is not originally employed, he shall report his presence to the supervisor the area immediately upon entering Such permission shall not be unreasonably withheld. When resuming his regular duties and responsibilities, such ▇▇▇▇▇▇▇ shall again report to his immediate supervisor. A Union ▇▇▇▇▇▇▇ shall suffer no loss of earnings for time spent in performing the above duties during his regular scheduled working hours. Nothing in this Article shall preclude full-time stewards from representing part-time employees shall and vice-versa. The number of stewards and the areas which they represent, are to be represented by determined locally. The Hospital will recognize a Police Officers Labor Council Representative, Grievance Committee composed of the chief Chief ▇▇▇▇▇▇▇ and two (2) alternate stewards. The Employer shall not be required to meet with more than four (4as set out Local Provisions Appendix) persons at grievance meetings and during contract negotiations. SECTION 2employees selected by the Union who have completed their probationary period. Any one (1) member A general representative of the union committee will Union may be permitted to leave his/her work assignment when he/she has obtained present at any meeting of the permission of his/her supervisor which shall not be unreasonably withheld, for the The purpose of handling an alleged violation of the Committee is to deal with complaints or grievances as set out in this Collective Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply keep the Employer with a list Hospital notified writing of names, addresses and telephone numbers the names of the members of the union committeeGrievance appointed or selected under this Article as well as the effective date of their respective appointments. A Committee member shall suffer no loss of earnings for time spent during their regular scheduled working hours in attending grievance meetings with the Hospital up to, together with all changes as they occurbut not including arbitration. The Employer number of employees on the grievance Committee shall recognize only those employees so listed. SECTION 5be determined locally. A committeeperson will be retained as long For purposes of this Agreement, a grievance is defined as a shift is in operation; provided difference arising between the Employer has work assigned which a committeeperson is qualified parties relating to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above ruleinterpretation, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members application, administration or alleged violation of the union committee shall perform their regular assignments, except when it agreement including any question as to whether a matter arbitrable. At the time formal discipline is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request imposed or at any stage of the aggrieved, grievant has grievance procedure an employee shall have the right upon request to representation by a union the presence of ▇▇▇▇▇▇▇. SECTION 8. In the case of suspension or discharge the Hospital shall notify the employee of this right in advance. It the mutual desire of the parties hereto that complaints of employees shall be adjusted as quickly as possible, and it understood that an employee has no grievance until he has first given his immediate supervisor the opportunity of adjusting his complaint. Such complaint shall be discussed with his immediate supervisor within nine (9) calendar days after the circumstances giving rise to it have occurred or ought reasonably to have come to the attention of the employee and failing settlement within nine (9) calendar days, it shall then be taken up as a grievance within nine ( 9 ) calendar days following advice of his immediate supervisor's decision in the following manner and sequence: The employee may submit a written grievance signed by the employee to his immediate supervisor. The Township grievance shall identify the nature grievance and the remedy sought and should identify the provisions of the Agreement which are alleged to be violated. The immediate supervisor will provide information necessary deliver his decision in writing within nine (9) calendar days following the day on which the grievance was presented to evaluate him. Failing settlement, then: Within nine (9)calendar days following the decision under Step No. the employee may submit the written grievance to his Department Head who will deliver his decision writing within nine (9) calendar days from the date on which the written grievance was presented to him. The parties may, they so desire, meet to discuss the grievance at a time and place suitable to both parties. This step may be omitted where the immediate supervisor and Department Head are the same person. Failing settlement then: Within nine (9)calendar days following the decision Step No. the grievance may be submitted writing to the Hospital Administrator or his designee. A meeting will then be held between the Hospital Administrator or his designee and the Grievance Committee within nine (9) calendar days of the submission of the grievance at Step No. unless extended by agreement of the parties. It understood and agreed that a representative of the Canadian Union of Public Employees and the may be present at the meeting. It is further understood that the Hospital Administrator or his designee may have such counsel and assistance as he may desire at such meeting. The decision of the Hospital shall be delivered writing within nine (9) calendar days following the date of such meeting. A complaint or grievance arising directly between the Hospital and the Union concerning the interpretation, application or alleged violation of the Agreement shall be originated at Step No. within fourteen (14) calendar days following the circumstances giving rise to the complaint or grievance. It expressly understood, however, that the provisions of this Article may not be used with respect to a grievance directly affecting an employee which such employee could himself institute and the regular grievance procedure shall not be thereby bypassed. Where a number of employees have identical grievances and for collective bargaining purpose each employee would be entitled to grieve may present a group grievance writing identifying each employee who is grieving to the Union Department Head or his designee within fourteen (14) calendar days after the circumstances giving rise to the grievance have occurred or ought reasonably to have come to the attention of the The grievance shall then be treated as being initiated at Step No. and the applicable provisions of this Article shall then apply with respect to the processing of such grievance. The release or discharge of an employee during the probationary period shall not be the subject of a reasonable grievance or arbitration. A claim by an employee who has completed his probationary period that he has been unjustly discharged or suspended shall be treated as a grievance if a written statement of time such grievance is lodged by the employee with the hospital at Step No. within seven (7) calendar days after requested.the date the discharge or suspension effected. Such special grievance may be settled under the Grievance or Arbitration Procedure by:

Union Stewards. SECTION 1The Hospital agrees to recognise Union stewards to be elected or appointed from amongst employees in the bargaining unit who have completed their probationary period for the purpose of dealing with Union business as provided this Collective Agreement. The employees shall be represented by a Police Officers Labor Council Representative, the chief A Chief ▇▇▇▇▇▇▇ and two (2) alternate stewards. The Employer shall not be required to meet with more than four (4) persons at grievance meetings and during contract negotiations. SECTION 2. Any one (1) member or designate may, absence of the union committee will be permitted to leave his/her work assignment when he/she has obtained the permission of his/her supervisor which shall not be unreasonably withheld, for the purpose of handling an alleged violation of this Agreement. Any employee so leaving his/her work shall record his/her time of leaving and returning to work on appropriate time cards and shall not leave his/her work until his/her supervisor has had reasonable time to provide a replacement, if necessary, subject to overriding work considerations. SECTION 3. Members of the union committee shall be compensated for necessary time spent in adjusting grievances during regular department working hours, including arbitration; provided, however, such committeepersons shall give the Employer an accurate account of time lost in adjusting grievances. SECTION 4. The Union shall supply the Employer with a list of names, addresses and telephone numbers of the members of the union committee, together with all changes as they occur. The Employer shall recognize only those employees so listed. SECTION 5. A committeeperson will be retained as long as a shift is in operation; provided the Employer has work assigned which a committeeperson is qualified to perform and a committeeperson is available for such work. If no committeeperson qualifies under the above rule, the Union may designate another employee who had been assigned to such work to represent the employees for that period. SECTION 6. Members of the union committee shall perform their regular assignments, except when it is necessary to leave their work for contract negotiations and/or to handle grievances as provided herein. SECTION 7. Upon request of the aggrieved, grievant has the right to representation by a union any ▇▇▇▇▇▇▇. SECTION 8, assist in the presentation of any grievance, or with any ▇▇▇▇▇▇▇ function. The Township will provide information necessary Union shall keep the Hospital notified in writing of the names of Union stewards appointed or selected under this Article as well as the effective date of their respective appointments. The Hospital agrees to evaluate grievances recognise up to forty (40) shop stewards within the Service bargaining unit across all work sites. It is agreed that Union stewards have their regular duties and responsibilities to perform for collective bargaining purpose the Hospital and not leave their duties without first obtaining permission from their immediate supervisor. If, in the performance of duties, a Union ▇▇▇▇▇▇▇ is required to enter an area within the Hospital in which he is not originally employed. he shall report his presence to the supervisor in the area immediately upon entering it. Such permission shall not be unreasonably withheld. When resuming his regular duties and responsibilities, such ▇▇▇▇▇▇▇ shall again report to his immediate supervisor. A Union ▇▇▇▇▇▇▇ shall suffer no loss of earnings for time spent in performing the above duties during his regular scheduled working hours. Nothing in this Article shall preclude full-time stewards from representing part- time employees and vice-versa. It is understood that the number of stewards to be absent from their workstations shall not exceed one (1) ▇▇▇▇▇▇▇ per department at each work site at any one time. The "departments" within a reasonable period in for purposes of time after requested.this Article shall be as set out in Article