Common use of ▇▇▇▇▇▇▇ Program Clause in Contracts

▇▇▇▇▇▇▇ Program. Union stewards shall mean regular employees of the Court within the same bargaining unit who are members of and are designated by the Union to assist employees for the purposes of processing grievances. The Court General Employee Unit shall select up to four (4) stewards. The Union agrees to notify the Court Executive Officer (CEO) or designee in writing of the names and titles of the ▇▇▇▇▇▇▇(s) representing employees in the Court and shall send a copy of such notice to the Human Resources Manager or designee. Changes to the listing of stewards will be provided by the Union as they occur. Only employees named on the current list will be recognized by the Court as stewards of the Union. Stewards shall be subject to the following: ▇. ▇▇▇▇▇▇▇▇ shall be authorized a reasonable amount of time off without loss of pay to investigate and prepare grievances and disciplinary appeal of employees in the Court subject to the restrictions in I below. ▇. ▇▇▇▇▇▇▇▇ shall have the right to serve as a representative for employees in grievance matters in accordance with the grievance and disciplinary appeals provisions of the MOU. No more than one (1) primary ▇▇▇▇▇▇▇ may be assigned to assist in the investigation or processing of a grievance. One (1) additional ▇▇▇▇▇▇▇ may assist the assigned ▇▇▇▇▇▇▇ with the approval of the Court Executive Officer or designee. Approval or denial for the second ▇▇▇▇▇▇▇ will be based upon the operational needs of the Courts and is not grievable. C. Before performing grievance and disciplinary appeal work, the ▇▇▇▇▇▇▇ will obtain the verbal permission of his/her supervisor and shall report back to his/her supervisor when the grievance or disciplinary work is completed. D. After receiving approval of his/her immediate supervisor, a ▇▇▇▇▇▇▇ shall be allowed reasonable time off during working hours, without loss of time or pay, to investigate, prepare and present such grievances and appeals. The immediate supervisor will authorize the ▇▇▇▇▇▇▇ to leave his/her work whenever the supervisor determines that the ▇▇▇▇▇▇▇'▇ absence will not interfere with the work of the unit. Where immediate approval is not granted, the supervisor shall inform the ▇▇▇▇▇▇▇ of the reasons for the denial and establish an alternate time when the ▇▇▇▇▇▇▇ can reasonably be expected to be released from his/her work assignment. E. When a ▇▇▇▇▇▇▇ desires to contact an employee, the ▇▇▇▇▇▇▇ shall first contact the immediate supervisor of that employee, advise him/her that the contact with the employee relates to union business, and obtain release by the supervisor to meet with the employee. When, in the best judgment of the supervisor, the investigation would interfere with the work of the unit, the supervisor will notify the ▇▇▇▇▇▇▇ when he/she can reasonably expect to contact the employee. ▇. ▇▇▇▇▇▇▇▇ shall receive no overtime for time spent performing a function of a ▇▇▇▇▇▇▇.

▇▇▇▇▇▇▇ Program. Union stewards shall mean regular permanent employees of the Court a department within the same bargaining unit units, who are members of of, and are designated by by, the Union to assist employees in this unit for the purposes of processing grievances. The Court General Supervisory Employee Unit shall may select up to four fourteen (414) stewards. The Union agrees to notify the Court Executive Officer (CEO) or designee each department head in writing of the names and titles of the ▇▇▇▇▇▇▇(s) representing employees in the Court his/her department and shall send a copy of such notice to the Deputy CAO - Human Resources Manager or his/her designee. Changes to the listing of stewards will be provided by the Union as they occur. Only The County will recognize only employees named on the current list will be recognized by the Court as stewards of the Union. Stewards shall be subject to the following: ▇. ▇▇▇▇▇▇▇▇ shall be authorized a reasonable amount of time off without loss of pay to investigate and prepare grievances and disciplinary appeal appeals of supervisory unit employees in the Court department to which the ▇▇▇▇▇▇▇(s) are assigned subject to the restrictions in I below. ▇. ▇▇▇▇▇▇▇▇ shall have the right to serve as a representative for employees in grievance matters in accordance with the grievance and disciplinary appeals provisions of the MOU. Agreement No more than one (1) primary ▇▇▇▇▇▇▇ may be assigned to assist in the investigation or processing of a grievance. One (1) additional ▇▇▇▇▇▇▇ may assist the assigned ▇▇▇▇▇▇▇ with the approval of the Court Executive Officer or designee. Approval or denial for the second ▇▇▇▇▇▇▇ will be based upon the operational needs of the Courts and is not grievable. C. Before performing grievance and disciplinary appeal work, the ▇▇▇▇▇▇▇ will obtain the verbal permission of his/her supervisor and shall report back to his/her supervisor when the grievance or disciplinary work is completed. D. After receiving approval of his/her immediate supervisor, a ▇▇▇▇▇▇▇ shall be allowed reasonable time off during working hours, without loss of time or pay, to investigate, prepare and present such grievances and appeals. The immediate supervisor will authorize the ▇▇▇▇▇▇▇ to leave his/her work whenever the supervisor determines that the ▇▇▇▇▇▇▇'▇ absence will not interfere with the work of the unit. Where immediate approval is not granted, the supervisor shall inform the ▇▇▇▇▇▇▇ of the reasons for the denial and establish an alternate time when the ▇▇▇▇▇▇▇ can reasonably be expected to be released from his/her work assignment. E. When a ▇▇▇▇▇▇▇ desires to contact an employee, the ▇▇▇▇▇▇▇ shall first contact the immediate supervisor of that employee, advise him/her that of the contact with nature of the employee relates to union business, and obtain release by the supervisor to meet with the employee. When, in the best judgment of the supervisor, the investigation would interfere with the work of the unit, the supervisor will notify the ▇▇▇▇▇▇▇ when he/she can reasonably expect to contact the employee. ▇. ▇▇▇▇▇▇▇▇ shall receive no overtime for time spent performing a function of a ▇▇▇▇▇▇▇. ▇. ▇▇▇▇▇▇▇▇ shall not conduct Union business on county time, except as specifically authorized by this Memorandum of Understanding. ▇. ▇▇▇▇▇▇▇▇ shall be responsible for the full and prompt performance of their workload. ▇ . ▇▇▇▇▇▇▇▇ may represent employees against whom disciplinary action is pending subject to the following restrictions: 1. The ▇▇▇▇▇▇▇ agrees that the issues which gave rise to the proposed disciplinary action are confidential in nature and will not be discussed with other employees, representatives or the news media, or others who do not have a direct need to know the details of the proposed discipline. The County may refuse to recognize or to deal with a ▇▇▇▇▇▇▇ who violates this confidentiality. 2. County management may require that disciplinary representation in a particular disciplinary appeal be accorded only through stewards who are also employees of the same department or by a Union staff representative.

▇▇▇▇▇▇▇ Program. Union stewards shall mean regular permanent employees of the Court a department within the same bargaining unit unit, who are members of and are designated by the Union to assist employees for the purposes of processing grievances. The Court General Employee Employees Unit shall select up to four fifty (450) stewards. The Union agrees to notify the Court Executive Officer (CEO) or designee department head in writing of the names and titles of the departmental ▇▇▇▇▇▇▇(s) representing employees in the Court his/her department and shall send a copy of such notice to the Assistant CAO - Human Resources Manager or his/her designee. Changes to the listing of stewards will be provided by the Union as they occur. Only employees named on the current list will be recognized by the Court County as stewards of the Union. Stewards shall be subject to the following: ▇. ▇▇▇▇▇▇▇▇ shall be authorized a reasonable amount of time off without loss of pay to investigate and prepare grievances and disciplinary appeal appeals of employees in the Court department to which the ▇▇▇▇▇▇▇(s) are assigned subject to the restrictions in "I " below. ▇. ▇▇▇▇▇▇▇▇ shall have the right to serve as a representative for employees in grievance matters in accordance with the grievance and disciplinary appeals provisions of the MOUAgreement. No more than one (1) primary ▇▇▇▇▇▇▇ may be assigned to assist in the investigation or processing of a grievance. One (1) additional ▇▇▇▇▇▇▇ may assist the assigned ▇▇▇▇▇▇▇ with the approval of the Court Executive Officer or designee. Approval or denial for the second ▇▇▇▇▇▇▇ will be based upon the operational needs of the Courts and is not grievable. C. Before performing grievance and disciplinary appeal work, the ▇▇▇▇▇▇▇ will obtain the verbal permission of his/her supervisor and shall report back to his/her supervisor when the grievance or disciplinary work is completed. D. After receiving approval of his/her immediate supervisor, a ▇▇▇▇▇▇▇ shall be allowed reasonable time off during working hours, without loss of time or pay, to investigate, prepare and present such grievances and appeals. The immediate supervisor will authorize the ▇▇▇▇▇▇▇ to leave his/her work whenever the supervisor determines that the ▇▇▇▇▇▇▇'▇ absence will not interfere with the work of the unit. Where immediate approval is not granted, the supervisor shall inform the ▇▇▇▇▇▇▇ of the reasons for the denial and establish an alternate time when the ▇▇▇▇▇▇▇ can reasonably be expected to be released from his/her work assignment. E. When a ▇▇▇▇▇▇▇ desires to contact an employee, the ▇▇▇▇▇▇▇ shall first contact the immediate supervisor of that employee, advise him/her that of the contact with nature of the employee relates to union business, and obtain release by the supervisor to meet with the employee. When, in the best judgment of the supervisor, the investigation would interfere with the work of the unit, the me supervisor will notify the ▇▇▇▇▇▇▇ when he/she can reasonably expect to contact the employee. ▇. ▇▇▇▇▇▇▇▇ shall receive no overtime for time spent performing a function of a ▇▇▇▇▇▇▇. ▇. ▇▇▇▇▇▇▇▇ shall not conduct Union business on County time, except as specifically authorized by this Memorandum of Understanding. ▇. ▇▇▇▇▇▇▇▇ shall be responsible for the full and prompt performance of their workload. ▇ . ▇▇▇▇▇▇▇▇ may represent employees against whom disciplinary action is pending subject to the following restrictions: 1. The ▇▇▇▇▇▇▇ agrees that the issues which gave rise to the proposed disciplinary action are confidential in nature and will not be discussed with other employees, representatives or the news media, or others who do not have a direct need to know the details of the proposed discipline. The County may refuse to recognize or to deal with a ▇▇▇▇▇▇▇ who violates this confidentiality. 2. Department management may require that disciplinary representation in a particular disciplinary appeal only be accorded through stewards who are also employees of the same department or by a Union staff representative.

▇▇▇▇▇▇▇ Program. Union stewards shall mean regular permanent employees of the Court a department within the same bargaining unit unit, who are members of and are designated by the Union to assist employees for the purposes of processing grievances. The Court General Employee Employees Unit shall select up to four fifty (450) stewards. The Union agrees to notify the Court Executive Officer (CEO) or designee department head in writing of the names and titles of the departmental ▇▇▇▇▇▇▇(s) representing employees in the Court his/her department and shall send a copy of such notice to the Assistant CAO – Human Resources Manager or his/her designee. Changes to the listing of stewards will be provided by the Union as they occur. Only employees named on the current list will be recognized by the Court County as stewards of the Union. Stewards shall be subject to the following: ▇. ▇▇▇▇▇▇▇▇ shall be authorized a reasonable amount of time off without loss of pay to investigate and prepare grievances and disciplinary appeal appeals of employees in the Court department to which the ▇▇▇▇▇▇▇(s) are assigned subject to the restrictions in I “I” below. ▇. ▇▇▇▇▇▇▇▇ shall have the right to serve as a representative for employees in grievance matters in accordance with the grievance and disciplinary appeals provisions of the MOUAgreement. No more than one (1) primary ▇▇▇▇▇▇▇ may be assigned to assist in the investigation or processing of a grievance. One (1) additional ▇▇▇▇▇▇▇ may assist the assigned ▇▇▇▇▇▇▇ with the approval of the Court Executive Officer or designee. Approval or denial for the second ▇▇▇▇▇▇▇ will be based upon the operational needs of the Courts and is not grievable. C. Before performing grievance and disciplinary appeal work, the ▇▇▇▇▇▇▇ will obtain the verbal permission of his/her supervisor and shall report back to his/her supervisor when the grievance or disciplinary work is completed. D. After receiving approval of his/her immediate supervisor, a ▇▇▇▇▇▇▇ shall be allowed reasonable time off during working hours, without loss of time or pay, to investigate, prepare and present such grievances and appeals. The immediate supervisor will authorize the ▇▇▇▇▇▇▇ to leave his/her work whenever the supervisor determines that the ▇▇▇▇▇▇▇'’▇ absence will not interfere with the work of the unit. Where immediate approval is not granted, the supervisor shall inform the ▇▇▇▇▇▇▇ of the reasons for the denial and establish an alternate time when the ▇▇▇▇▇▇▇ can reasonably be expected to be released from his/her work assignment. E. When a ▇▇▇▇▇▇▇ desires to contact an employee, the ▇▇▇▇▇▇▇ shall first contact the immediate supervisor of that employee, advise him/her that of the contact with nature of the employee relates to union business, and obtain release by the supervisor to meet with the employee. When, in the best judgment of the supervisor, the investigation would interfere with the work of the unit, the supervisor will notify the ▇▇▇▇▇▇▇ when he/she can reasonably expect to contact the employee. ▇. ▇▇▇▇▇▇▇▇ shall receive no overtime for time spent performing a function of a ▇▇▇▇▇▇▇. ▇. ▇▇▇▇▇▇▇▇ shall not conduct Union business on County time, except as specifically authorized by this Memorandum of Understanding. ▇. ▇▇▇▇▇▇▇▇ shall be responsible for the full and prompt performance of their workload. ▇. ▇▇▇▇▇▇▇▇ may represent employees against whom disciplinary action is pending subject to the following restrictions: 1. The ▇▇▇▇▇▇▇ agrees that the issues which gave rise to the proposed disciplinary action are confidential in nature and will not be discussed with other employees, representatives or the news media, or others who do not have a direct need to know the details of the proposed discipline. The County may refuse to recognize or to deal with a ▇▇▇▇▇▇▇ who violates this confidentiality. 2. Department management may require that disciplinary representation in a particular disciplinary appeal only be accorded through stewards who are also employees of the same department or by a Union staff representative.

▇▇▇▇▇▇▇ Program. Union stewards shall mean regular permanent employees of the Court within the same bargaining unit unit, who are members of and are designated by the Union to assist employees for the purposes of processing grievances. The Court General Employee Unit shall select up to four (4) stewards. The Union ▇▇▇▇▇ agrees to notify the Court Executive Officer (CEO) or designee Company in writing of the names and titles of the ▇▇▇▇▇▇▇(s) representing employees in the Court and shall send a copy of such notice to the Human Resources Manager Labor Relations Director and or designee. Changes to the listing of stewards will be provided by the Union as they occur. Only employees named on the current list will be recognized by the Court Company as stewards of the Union. Stewards shall be subject to the following: ▇. ▇▇▇▇▇▇▇▇ shall be authorized a reasonable amount of time off up to thirty (30) minutes without loss of pay to investigate and prepare present grievances and disciplinary appeal of employees in the Court area to which the ▇▇▇▇▇▇▇(s) are assigned subject to the restrictions restriction in I below. ▇. ▇▇▇▇▇▇▇▇ shall have the right to serve as a representative for employees in grievance matters in accordance with the grievance and disciplinary appeals provisions of the MOUAgreement. No more than one (1) primary ▇▇▇▇▇▇▇ may be assigned to assist in the investigation or processing of a grievance. One (1) additional ▇▇▇▇▇▇▇ may assist the assigned ▇▇▇▇▇▇▇ with the approval of the Court Executive Officer or designee. Approval or denial for the second ▇▇▇▇▇▇▇ will be based upon the operational needs of the Courts and is not grievable. C. ▇. Before performing grievance and disciplinary appeal work, the ▇▇▇▇▇▇▇ will obtain the verbal permission of his/her supervisor and shall report back to his/her supervisor when the grievance or disciplinary work is completed. D. After receiving approval of his/her immediate supervisor, a ▇▇▇▇▇▇▇ shall be allowed reasonable time off during working hours, without loss of time or pay, to investigate, prepare and present such grievances and appeals. The immediate supervisor will authorize the ▇▇▇▇▇▇▇ to leave his/her work whenever the supervisor determines that the ▇▇▇▇▇▇▇'▇ absence will not interfere with the work of the unit. Where immediate approval is not granted, the supervisor shall inform the ▇▇▇▇▇▇▇ of the reasons for the denial and establish an alternate time when the ▇▇▇▇▇▇▇ can reasonably be expected to be released from his/her work assignment. D. After receiving approval of his/her immediate supervisor, a ▇▇▇▇▇▇▇ shall be allowed reasonable time off up to thirty (30) minutes during working hours, without loss of time or pay, to investigate and present such grievances and appeals. The immediate supervisor will authorize the ▇▇▇▇▇▇▇ to leave his/her work whenever the supervisor determines that the ▇▇▇▇▇▇▇'▇ absence will not interfere with the work of the unit. E. When a ▇▇▇▇▇▇▇ desires to contact an employee, the ▇▇▇▇▇▇▇ shall first contact the immediate supervisor of that employee, advise him/her that of the contact with nature of the employee relates to union business, and obtain release by the supervisor to meet with the employee. When, in the best judgment of the supervisor, the investigation would interfere with the work of the unit, the supervisor will notify the ▇▇▇▇▇▇▇ when he/she can reasonably expect to contact the employee. ▇. ▇▇▇▇▇▇▇▇ shall receive no overtime for time spent performing a function of a ▇▇▇▇▇▇▇. ▇. ▇▇▇▇▇▇▇▇ shall not conduct Union business on Company time, except as specifically authorized by this Labor Agreement. ▇. ▇▇▇▇▇▇▇▇ shall be responsible for the full and prompt performance of their workload. ▇. ▇▇▇▇▇▇▇▇ may represent employees against whom disciplinary action is pending subject to the following restrictions: 1. The ▇▇▇▇▇▇▇ agrees that the issues which gave rise to the proposed disciplinary action are confidential in nature and will not be discussed with other employees, representatives or the news media, or others who do not have a direct need to know the details of the proposed discipline. The Company may refuse to recognize or to deal with a ▇▇▇▇▇▇▇ who violates this confidentiality. 2. Management may require that disciplinary representation in a particular disciplinary appeal only be accorded through stewards who are also employees of the same area or by a Union staff representative.

▇▇▇▇▇▇▇ Program. Union stewards shall mean regular full-time ▇▇▇▇▇▇▇▇▇▇▇'▇ employees of the Court within the same bargaining unit unit, who are members of and are designated by the Union to assist employees for the purposes of processing grievancesgrievances and meet and confer issues. The Court General Employee Unit bargaining unit shall select up to four (4) stewards and the two (2) alternate stewards. The Union agrees to notify the Court Executive Officer (CEO) or designee ▇▇▇▇▇▇▇▇▇▇▇'▇ in writing of the names and titles of the ▇▇▇▇▇▇▇(s) representing employees in the Court and shall send a copy of such notice to the Human Resources Manager or Resource Director and/or designee. Changes to the listing of stewards will be provided by the Union as they occur. Only employees named on the current list will be recognized by the Court ▇▇▇▇▇▇▇▇▇▇▇'▇ as stewards of the Union. Stewards shall be allowed to perform Union business during work hours subject to the following: ▇. ▇▇▇▇▇▇▇▇ A. Stewards shall be authorized a reasonable amount of time off without loss of pay where operationally feasible to investigate and prepare present grievances and disciplinary appeal of employees in the Court subject area to which the restrictions in I below. ▇. ▇▇▇▇▇▇▇▇ (s) are assigned subject to the restriction below. B. Stewards shall have the right to serve as a representative for employees in grievance matters in accordance with the grievance and disciplinary appeals provisions of the MOUAgreement. No more than one (1) primary ▇▇▇▇▇▇▇ may be assigned to assist in the investigation or processing of a grievance. One (1) additional ▇▇▇▇▇▇▇ may assist the assigned ▇▇▇▇▇▇▇ with the approval of the Court Executive Officer or designee. Approval or denial for the second ▇▇▇▇▇▇▇ will be based upon the operational needs of the Courts and is not grievable. C. Before performing grievance and disciplinary appeal work, the ▇▇▇▇▇▇▇ will obtain the verbal permission of his/her ▇▇▇▇▇▇▇▇▇▇▇'▇-designated supervisor and shall report back to his/her ▇▇▇▇▇▇▇▇▇▇▇'▇-designated supervisor when the grievance or disciplinary work is completed. D. After receiving approval of his/her immediate supervisor, a ▇▇▇▇▇▇▇ shall be allowed reasonable time off during working hours, without loss of time or pay, to investigate, prepare and present such grievances and appeals. The immediate supervisor will authorize the ▇▇▇▇▇▇▇ to leave his/her work whenever the supervisor determines that the ▇▇▇▇▇▇▇'▇ absence will not interfere with the work of the unit. Where immediate approval is not granted, the said supervisor shall inform the ▇▇▇▇▇▇▇ of the reasons for the denial in writing and establish an alternate time when the ▇▇▇▇▇▇▇ can reasonably be expected to be released from his/her work assignment: D. After receiving approval of his/her ▇▇▇▇▇▇▇▇▇▇▇'▇-designated supervisor a ▇▇▇▇▇▇▇ shall be allowed reasonable time off where operationally feasible to investigate and present such grievances and appeals. E. When a ▇▇▇▇▇▇▇ desires to contact an employee, the ▇▇▇▇▇▇▇ shall first contact the immediate me ▇▇▇▇▇▇▇▇▇▇▇'▇-designated supervisor of that employee, advise him/her that of the contact with nature of the employee relates to union business, and obtain release by the supervisor to meet with the employee. When, in the best judgment of the supervisor, the investigation would interfere with the work of the unit, the supervisor will notify the ▇▇▇▇▇▇▇ when he/she can reasonably expect to contact the employee. ▇employee as soon as operationally feasible. ▇A ▇▇▇▇▇▇▇ may conduct business with an employee(s) in privacy. F. Stewards shall receive no overtime up to one (1) hour of release time for time spent performing a function of a ▇▇▇▇▇▇▇. G. Stewards shall not conduct Union business on Company time, except as specifically authorized by this Agreement. H. Stewards shall be responsible for the full and prompt performance of their ▇▇▇▇▇▇▇▇▇▇▇'▇ assigned workload. Union Access Within one (1) business day of hiring a new employee into the bargaining unit, ▇▇▇▇▇▇▇▇▇▇▇'▇ shall provide the Union designated contact with the employee's name and home telephone number for the purpose of arranging a meeting to occur at ▇▇▇▇▇▇▇▇▇▇▇'▇ during non-work time in order for a copy of this Agreement and information regarding the benefits and obligations of Union membership to be provided to the new employee. To schedule the new employee meeting, the Union must submit a request to the Program Coordinator, who shall coordinate the time and location of the meeting. Authorized Union staff representatives shall have reasonable access to work locations in which employees covered hereby are employed for the purpose of transmitting information or representation purposes. Cottage access will not be accessible to Union Representatives. Authorized Union staff representatives desiring such access shall first check in with the appropriate management representative, at which time the authorized representative shall inform said management representative of the purpose of the visit. The visit shall not interfere with the operations of the facility. The Union agrees to be in compliance with any government regulation, i.e. any licensing or other state mandates that may require a criminal record clearance and child abuse index on file with ▇▇▇▇▇▇▇▇▇▇▇'▇ in order for an authorized Union Staff representative to have access to ▇▇▇▇▇▇▇▇▇▇▇'▇ facilities. For Purposes of this provision authorized Union Staff person is a designated employee from SEIU Local 521. The Union shall give to Management, and the Human Resource Director/and or designee, a written list of the names of all authorized Union staff representatives, which list shall be kept current by the Union. Access to work locations shall only be granted to Union staff representatives on the current list. The Union is authorized to distribute Union materials to union members through ▇▇▇▇▇▇▇▇▇▇▇'▇ internal distribution system. Bulletin Board Where such space is available, ▇▇▇▇▇▇▇▇▇▇▇'▇ will furnish for the use of the Union, reasonable bulletin board space at reasonable locations If space is not available on Company bulletin boards, the Union may install, at its own expense, bulletin boards at locations approved by the Management, which will not include children's residences or classrooms Union installed boards shall be of reasonable size and construction as approved by the Management Such bulletin board space shall be used only for the following subjects: • Union recreational, social, and related news bulletins; • Scheduled Union meetings; • Information concerning Union elections or the results thereof; • Reports of official business, of Union including reports of committees or the Board of Directors; and • All material shall clearly state that it is prepared and authorized by the Union. • Union agrees that-notices posted on Company bulletin boards shall not contain anything that may reasonably be construed by ▇▇▇▇▇▇▇▇▇▇▇'▇ management as maligning or derogatory to ▇▇▇▇▇▇▇▇▇▇▇'▇ or its representatives.

▇▇▇▇▇▇▇ Program. Union stewards shall mean regular employees of the Court within the same bargaining unit who are members of and are designated by the Union to assist employees for the purposes of processing grievances. The Court General Employee Unit shall select up to four (4) stewards. The Union agrees to notify the Court Executive Officer (CEO) or designee in writing of the names and titles of the ▇▇▇▇▇▇▇(s) representing employees in the Court and shall send a copy of such Court General Unit MOU notice to the Human Resources Manager or designee. Changes to the listing of stewards will be provided by the Union as they occur. Only employees named on the current list will be recognized by the Court as stewards of the Union. Stewards shall be subject to the following: ▇. ▇▇▇▇▇▇▇▇ shall be authorized a reasonable amount of time off without loss of pay to investigate and prepare grievances and disciplinary appeal of employees in the Court subject to the restrictions in I below. ▇. ▇▇▇▇▇▇▇▇ shall have the right to serve as a representative for employees in grievance matters in accordance with the grievance and disciplinary appeals provisions of the MOU. No more than one (1) primary ▇▇▇▇▇▇▇ may be assigned to assist in the investigation or processing of a grievance. One (1) additional ▇▇▇▇▇▇▇ may assist the assigned ▇▇▇▇▇▇▇ with the approval of the Court Executive Officer or designee. Approval or denial for the second ▇▇▇▇▇▇▇ will be based upon the operational needs of the Courts and is not grievable. C. Before performing grievance and disciplinary appeal work, the ▇▇▇▇▇▇▇ will obtain the verbal permission of his/her supervisor and shall report back to his/her supervisor when the grievance or disciplinary work is completed. D. After receiving approval of his/her immediate supervisor, a ▇▇▇▇▇▇▇ shall be allowed reasonable time off during working hours, without loss of time or pay, to investigate, prepare and present such grievances and appeals. The immediate supervisor will authorize the ▇▇▇▇▇▇▇ to leave his/her work whenever the supervisor determines that the ▇▇▇▇▇▇▇'▇ absence will not interfere with the work of the unit. Where immediate approval is not granted, the supervisor shall inform the ▇▇▇▇▇▇▇ of the reasons for the denial and establish an alternate time when the ▇▇▇▇▇▇▇ can reasonably be expected to be released from his/her work assignment. E. When a ▇▇▇▇▇▇▇ desires to contact an employee, the ▇▇▇▇▇▇▇ shall first contact the immediate supervisor of that employee, advise him/her that of the contact with nature of the employee relates to union business, and obtain release by the supervisor to meet with the employee. When, in the best judgment of the supervisor, the investigation would interfere with the work of the unit, the supervisor will notify the ▇▇▇▇▇▇▇ when he/she can reasonably expect to contact the employee. ▇. ▇▇▇▇▇▇▇▇ shall receive no overtime for time spent performing a function of a ▇▇▇▇▇▇▇. ▇. ▇▇▇▇▇▇▇▇ shall not conduct Union business on Court time, except as specifically authorized by this MOU. ▇. ▇▇▇▇▇▇▇▇ shall be responsible for the full and prompt performance of their workload. ▇. ▇▇▇▇▇▇▇▇ may represent employees against whom disciplinary action is pending subject to the following restrictions: 1. The ▇▇▇▇▇▇▇ agrees that the issues which gave rise to the proposed disciplinary 2. Court management may require that disciplinary representation in a particular disciplinary appeal only be provided by stewards or by a Union staff representa¬ tive.

▇▇▇▇▇▇▇ Program. Union stewards shall mean regular permanent employees of the Court a department within the same bargaining unit unit, who are members of and are designated by the Union to assist employees for the purposes of processing grievances. The Court General Employee Health Care Unit Employees Unit shall select up to four ten (410) stewards. The Union agrees to notify the Court Executive Officer (CEO) or designee department head in writing of the names and titles of the departmental ▇▇▇▇▇▇▇(s) representing employees in the Court his/her department and shall send a copy of such notice to the Assistant CAO – Human Resources Manager or his/her designee. Changes to the listing of stewards will be provided by the Union as they occur. Only The County will only recognize employees named on the current list will be recognized by the Court as stewards of the Union. Stewards shall be subject to the following: ▇. ▇▇▇▇▇▇▇▇ A. After obtaining approval from their supervisors, stewards shall be authorized a reasonable amount of time off without loss of pay to investigate and prepare grievances and disciplinary appeal appeals of employees in the Court department to which the ▇▇▇▇▇▇▇(s) are assigned subject to the restrictions in I “I” below. ▇. ▇▇▇▇▇▇▇▇ shall have the right to serve as a representative for employees in grievance matters in accordance with the grievance and disciplinary appeals provisions of the MOUthis Agreement. No more than one (1) primary ▇▇▇▇▇▇▇ may be assigned to assist in the investigation or processing of a grievance. One (1) additional ▇▇▇▇▇▇▇ may assist the assigned ▇▇▇▇▇▇▇ with the approval of the Court Executive Officer or designee. Approval or denial for the second ▇▇▇▇▇▇▇ will be based upon the operational needs of the Courts and is not grievable. C. ▇. Before performing grievance and disciplinary appeal work, the ▇▇▇▇▇▇▇ will obtain the verbal permission of his/her supervisor and shall report back to his/her supervisor when the grievance or disciplinary work is completed. D. After receiving approval of his/her immediate supervisor, a ▇▇▇▇▇▇▇ shall be allowed reasonable time off during working hours, without loss of time or pay, to investigate, prepare and present such grievances and appeals. The immediate supervisor will authorize the ▇▇▇▇▇▇▇ to leave his/her work whenever the supervisor determines that the ▇▇▇▇▇▇▇'’▇ absence will not interfere with the work of the unit. Where immediate approval is not granted, the supervisor shall inform the ▇▇▇▇▇▇▇ of the reasons for the denial and establish an alternate time when the ▇▇▇▇▇▇▇ can reasonably be expected to be released from his/her work assignment. E. When a ▇▇▇▇▇▇▇ desires to contact an employee, the ▇▇▇▇▇▇▇ shall first contact the immediate supervisor of that employee, advise him/her that of the contact with nature of the employee relates to union business, and obtain release by the supervisor to meet with the employee. When, in the best judgment of the supervisor, the investigation would interfere with the work of the unit, the supervisor will notify the ▇▇▇▇▇▇▇ when he/she can reasonably expect to contact the employee. ▇. ▇▇▇▇▇▇▇▇ shall receive no overtime for time spent performing a function of a ▇▇▇▇▇▇▇. ▇. ▇▇▇▇▇▇▇▇ shall not conduct Union business on County time, except as specifically authorized by this Memorandum of Understanding. ▇. ▇▇▇▇▇▇▇▇ shall be responsible for the full and prompt performance of their workload. ▇. ▇▇▇▇▇▇▇▇ may represent employees against whom disciplinary action is pending subject to the following restrictions: 1. The ▇▇▇▇▇▇▇ agrees that the issues which gave rise to the proposed disciplinary action are confidential in nature and will not be discussed with other employees, representatives or the news media, or others who do not have a direct need to know the details of the proposed discipline. The County may refuse to recognize or to deal with a ▇▇▇▇▇▇▇ who violates this confidentiality. 2. Department management may require that disciplinary representation in a particular disciplinary appeal only be accorded through stewards who are also employees of the same department or by a Union staff representative.

▇▇▇▇▇▇▇ Program. Union stewards shall mean regular permanent employees of the Court a department within the same bargaining unit unit, who are members of and are designated by the Union to assist employees for the purposes of processing grievances. The Court General Employee Health Care Unit Employees Unit shall select up to four twenty (420) stewards. The Union agrees to notify the Court Executive Officer (CEO) or designee department head in writing of the names and titles of the departmental ▇▇▇▇▇▇▇(s) representing employees in the Court his/her department and shall send a copy of such notice to the Assistant CAO – Human Resources Manager or his/her designee. Changes to the listing of stewards will be provided by the Union as they occur. Only The County will only recognize employees named on the current list will be recognized by the Court as stewards of the Union. Stewards shall be subject to the following: ▇. ▇▇▇▇▇▇▇▇ A. After obtaining approval from their supervisors, stewards shall be authorized a reasonable amount of time off without loss of pay to investigate and prepare grievances and disciplinary appeal appeals of employees in the Court department to which the ▇▇▇▇▇▇▇(s) are assigned subject to the restrictions in I “I” below. ▇. ▇▇▇▇▇▇▇▇ shall have the right to serve as a representative for employees in grievance matters in accordance with the grievance and disciplinary appeals provisions of the MOUthis Agreement. No more than one (1) primary ▇▇▇▇▇▇▇ may be assigned to assist in the investigation or processing of a grievance. One (1) additional ▇▇▇▇▇▇▇ may assist the assigned ▇▇▇▇▇▇▇ with the approval of the Court Executive Officer or designee. Approval or denial for the second ▇▇▇▇▇▇▇ will be based upon the operational needs of the Courts and is not grievable. C. ▇. Before performing grievance and disciplinary appeal work, the ▇▇▇▇▇▇▇ will obtain the verbal permission of his/her supervisor and shall report back to his/her supervisor when the grievance or disciplinary work is completed. D. After receiving approval of his/her immediate supervisor, a ▇▇▇▇▇▇▇ shall be allowed reasonable time off during working hours, without loss of time or pay, to investigate, prepare and present such grievances and appeals. The immediate supervisor will authorize the ▇▇▇▇▇▇▇ to leave his/her work whenever the supervisor determines that the ▇▇▇▇▇▇▇'’▇ absence will not interfere with the work of the unit. Where immediate approval is not granted, the supervisor shall inform the ▇▇▇▇▇▇▇ of the reasons for the denial and establish an alternate time when the ▇▇▇▇▇▇▇ can reasonably be expected to be released from his/her work assignment. E. When a ▇▇▇▇▇▇▇ desires to contact an employee, the ▇▇▇▇▇▇▇ shall first contact the immediate supervisor of that employee, advise him/her that of the contact with nature of the employee relates to union business, and obtain release by the supervisor to meet with the employee. When, in the best judgment of the supervisor, the investigation would interfere with the work of the unit, the supervisor will notify the ▇▇▇▇▇▇▇ when he/she can reasonably expect to contact the employee. ▇. ▇▇▇▇▇▇▇▇ shall receive no overtime for time spent performing a function of a ▇▇▇▇▇▇▇. ▇. ▇▇▇▇▇▇▇▇ shall not conduct Union business on County time, except as specifically authorized by this Memorandum of Understanding. ▇. ▇▇▇▇▇▇▇▇ shall be responsible for the full and prompt performance of their workload. ▇. ▇▇▇▇▇▇▇▇ may represent employees against whom disciplinary action is pending subject to the following restrictions: 1. The ▇▇▇▇▇▇▇ agrees that the issues which gave rise to the proposed disciplinary action are confidential in nature and will not be discussed with other employees, representatives or the news media, or others who do not have a direct need to know the details of the proposed discipline. The County may refuse to recognize or to deal with a ▇▇▇▇▇▇▇ who violates this confidentiality. 2. Department management may require that disciplinary representation in a particular disciplinary appeal only be accorded through stewards who are also employees of the same department or by a Union staff representative.