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

▇▇▇▇▇▇▇ Program. A. The Union may select up to one (1) ▇▇▇▇▇▇▇ plus an alternate for represented employees. Union will provide District a list of employees who have been selected as Stewards. Only employees named on the current list will be recognized by the District as Stewards. New employees serving their initial probationary period may not be Stewards. B. Stewards will be responsible for the full and prompt performance of their workload. C. Stewards shall receive no overtime for time spent performing a function of a ▇▇▇▇▇▇▇. D. Stewards shall be authorized a reasonable amount of time without loss of pay to address official union business, and /or investigate and prepare grievances for disciplinary appeals of employees. E. Stewards shall be authorized a reasonable amount of time without loss of pay to attend meet and confer sessions as scheduled. F. Stewards shall have the right to serve as a representative for employees in grievance and appeal matters in accordance with the grievance and disciplinary appeals provisions of the MOU. One ▇▇▇▇▇▇▇ and/or alternate or Union representative shall be permitted to attend formal meetings scheduled as part of the grievance procedure without loss of pay. G. Before performing grievance and disciplinary appeal work, the ▇▇▇▇▇▇▇ will obtain the permission of her/his supervisor1 and shall report back to her/his supervisor when the grievance or disciplinary work is completed. H. After receiving approval of her/his 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 her/his 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 ▇▇▇▇▇▇▇ when s/he can reasonably be expected to be released form her/his work assignment. However, in such cases the District will make every reasonable effort to grant access within the next working day. I. When a ▇▇▇▇▇▇▇ desires to contact an employee either the ▇▇▇▇▇▇▇ or the employee shall first contact the immediate supervisor of that employee, advise of the need for a grievance/disciplinary action meeting, 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 s/he can reasonably expect to contact the employee. However, in such cases the District will make every reasonable effort to grant access within the next working day. J. Stewards when representing employees against whom disciplinary action is pending are 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, 1 “Supervisor” for purposes of Article 6 shall include next level management, as appropriate. representatives of the news media or others who do not have a direct need to know the details of the proposed discipline. This restriction shall not preclude surveying or otherwise contacting other employees for the purpose of determining the existence of circumstances or issues similar to those in the proposed discipline among other unit members as long as the name of the individual involved and specific details of her/his proposed disciplinary action are not discussed.

▇▇▇▇▇▇▇ Program. A. Union stewards shall mean permanent employees 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 Union may Employee Unit shall select up to one four (14) stewards. Union agrees to notify the Company in writing of the names and titles of the ▇▇▇▇▇▇▇ plus an alternate for represented employees▇(s) representing employees and shall send a copy of such notice to the Labor Relations Director/and or designee. Changes to the listing of stewards will be provided by the Union will provide District a list of employees who have been selected as Stewardsthey occur. Only employees named on the current list will be recognized by the District Company as Stewardsstewards of the Union. New employees serving their initial probationary period may not be Stewards. B. Stewards will be responsible for the full and prompt performance of their workload. C. Stewards shall receive no overtime for time spent performing a function of a ▇▇▇▇▇▇▇.be subject to the following: D. A. Stewards shall be authorized a reasonable amount of time off up to thirty (30) minutes without loss of pay to address official union business, and /or investigate and prepare present grievances for and disciplinary appeals appeal of employeesemployees in the area to which the ▇▇▇▇▇▇▇(s) are assigned subject to the restriction in I below. E. Stewards shall be authorized a reasonable amount of time without loss of pay to attend meet and confer sessions as scheduled. F. B. Stewards shall have the right to serve as a representative for employees in grievance and appeal matters in accordance with the grievance and disciplinary appeals provisions of the MOUAgreement. One No more than one (1) ▇▇▇▇▇▇▇ and/or alternate may assist in the investigation or Union representative shall be permitted to attend formal meetings scheduled as part processing of the grievance procedure without loss of paya grievance. G. C. Before performing grievance and disciplinary appeal work, the ▇▇▇▇▇▇▇ will obtain the permission of herhis/his supervisor1 her supervisor and shall report back to herhis/his her supervisor when the grievance or disciplinary work is completed. 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. H. D. After receiving approval of herhis/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, prepare investigate and present such grievances and appeals. The immediate supervisor will authorize the ▇▇▇▇▇▇▇ to leave herhis/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 ▇▇▇▇▇▇▇ when s/he can reasonably be expected to be released form her/his work assignment. However, in such cases the District will make every reasonable effort to grant access within the next working day. I. E. When a ▇▇▇▇▇▇▇ desires to contact an employee either employee, the ▇▇▇▇▇▇▇ or the employee shall first contact the immediate supervisor of that employee, advise of the need for a grievance/disciplinary action meetingnature of the 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 she/he she can reasonably expect to contact the employee. However, in such cases the District will make every reasonable effort to grant access within the next working day. J. F. Stewards when representing shall receive no overtime for time spent performing a function of a ▇▇▇▇▇▇▇. G. Stewards shall not conduct Union business on Company time, except as specifically authorized by this Labor Agreement. H. Stewards shall be responsible for the full and prompt performance of-their workload. I. Stewards may represent employees against whom disciplinary action is pending are 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, 1 “Supervisor” for purposes of Article 6 shall include next level management, as appropriate. representatives of or the news media media, or others who do not have a direct need to know the details of the proposed discipline. This restriction shall not preclude surveying The Company may refuse to recognize or otherwise contacting other 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 for the purpose of determining the existence of circumstances or issues similar to those in the proposed discipline among other unit members as long as the name of the individual involved and specific details of her/his proposed disciplinary action are not discussedsame area or by a Union staff representative.

▇▇▇▇▇▇▇ Program. A. The Union may appoint regular employees at a work site to serve as official representatives (stewards) where they are employed. The functions of the stewards shall be to inform other bargaining unit employees of their rights and responsibilities under this Agreement, to ascertain that the terms and conditions of this Agreement are being observed and to investigate and assist in the processing of grievances. The union may select up to sixteen (16) stewards county-wide, however, the Union should select no more than four (4) stewards from any one (1) department. The Union agrees to notify the County in writing of the names and titles of the departmental ▇▇▇▇▇▇▇ plus an alternate ▇(s) representing employees and shall send a copy of such notice to the Personnel Director within 20 days of a request for represented employeessuch information. Changes to the listing of stewards will be provided by the Union will provide District a list of employees who have been selected as Stewardsthey occur. Only employees named on the current list will be recognized by the District County as Stewardsstewards of the Union. New employees serving their initial probationary period may not be Stewards. B. Stewards will be responsible for the full and prompt performance of their workload. C. Stewards shall receive no overtime for time spent performing a function of a ▇▇▇▇▇▇▇.be subject to the following: D. A. Stewards shall be authorized a reasonable amount of time off without loss of pay to address official union business, and /or investigate and prepare present grievances for and disciplinary appeals appeal of employeesemployees in the department to which the ▇▇▇▇▇▇▇(s) are assigned subject to the restriction in I below. E. Stewards shall be authorized a reasonable amount of time without loss of pay to attend meet and confer sessions as scheduled. F. Stewards ▇. ▇▇▇▇▇▇▇▇ shall have the right to serve as a representative for employees in grievance and appeal matters in accordance with the grievance and disciplinary appeals provisions of the MOUAgreement. One No more than one (1) ▇▇▇▇▇▇▇ and/or alternate may assist in the investigation or Union representative shall be permitted to attend formal meetings scheduled as part processing of the grievance procedure without loss of paya grievance. G. ▇. Before performing grievance and disciplinary appeal work, the ▇▇▇▇▇▇▇ will obtain the permission of herhis/his supervisor1 her supervisor and shall report back to herhis/his her supervisor when the grievance or disciplinary work is completed. 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. H. D. After receiving approval of herhis/his her immediate supervisor, a ▇▇▇▇▇▇▇ shall be allowed reasonable time off during working hours, without loss of time or pay, to investigate, prepare investigate and present such grievances and appeals. The immediate supervisor will authorize the ▇▇▇▇▇▇▇ to leave herhis/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 ▇▇▇▇▇▇▇ when s/he can reasonably be expected to be released form her/his work assignment. However, in such cases the District will make every reasonable effort to grant access within the next working day. I. E. When a ▇▇▇▇▇▇▇ desires to contact an employee either employee, the ▇▇▇▇▇▇▇ or the employee shall first contact the immediate supervisor of that employee, advise of the need for a grievance/disciplinary action meetingnature of the 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 she/he she can reasonably expect to contact the employee. However, in such cases the District will make every reasonable effort to grant access within the next working day. J. Stewards when representing ▇. ▇▇▇▇▇▇▇▇ 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 are 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, 1 “Supervisor” for purposes of Article 6 shall include next level management, as appropriate. representatives of or the news media media, or others who do not have a direct need to know the details of the proposed discipline. This restriction shall not preclude surveying The County may refuse to recognize or otherwise contacting other 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 for the purpose of determining the existence of circumstances or issues similar to those in the proposed discipline among other unit members as long as the name of the individual involved and specific details of her/his proposed disciplinary action are not discussedsame department or by a Union staff representative.

▇▇▇▇▇▇▇ Program. A. The Union may appoint regular employees at a work site to serve as official representatives (stewards) where they are employed. The functions of the stewards shall be to inform other bargaining unit employees of their rights and responsibilities under this Agreement, to ascertain that the terms and conditions of this Agreement are being observed and to investigate and assist in the processing of grievances. The union may select up to sixteen (16) stewards county-wide, however, the Union should select no more than four (4) stewards from any one (1) department. The Union agrees to notify the County in writing of the names and titles of the departmental ▇▇▇▇▇▇▇ plus an alternate ▇(s) representing employees and shall send a copy of such notice to the Personnel Director within 20 days of a request for represented employeessuch information. Changes to the listing of stewards will be provided by the Union will provide District a list of employees who have been selected as Stewardsthey occur. Only employees named on the current list will be recognized by the District County as Stewardsstewards of the Union. New employees serving their initial probationary period may not be Stewards. B. Stewards will be responsible for the full and prompt performance of their workload. C. Stewards shall receive no overtime for time spent performing a function of a ▇▇▇▇▇▇▇.be subject to the following: D. A. Stewards shall be authorized a reasonable amount of time off without loss of pay to address official union business, and /or investigate and prepare present grievances for and disciplinary appeals appeal of employeesemployees in the department to which the ▇▇▇▇▇▇▇(s) are assigned subject to the restriction in I below. E. Stewards shall be authorized a reasonable amount of time without loss of pay to attend meet and confer sessions as scheduled. F. B. Stewards shall have the right to serve as a representative for employees in grievance and appeal matters in accordance with the grievance and disciplinary appeals provisions of the MOUAgreement. One No more than one (1) ▇▇▇▇▇▇▇ and/or alternate may assist in the investigation or Union representative shall be permitted to attend formal meetings scheduled as part processing of the grievance procedure without loss of paya grievance. G. C. Before performing grievance and disciplinary appeal work, the ▇▇▇▇▇▇▇ will obtain the permission of herhis/his supervisor1 her supervisor and shall report back to herhis/his her supervisor when the grievance or disciplinary work is completed. 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. H. D. After receiving approval of herhis/his her immediate supervisor, a ▇▇▇▇▇▇▇ shall be allowed reasonable time off during working hours, without loss of time or pay, to investigate, prepare investigate and present such grievances and appeals. The immediate supervisor will authorize the ▇▇▇▇▇▇▇ to leave herhis/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 ▇▇▇▇▇▇▇ when s/he can reasonably be expected to be released form her/his work assignment. However, in such cases the District will make every reasonable effort to grant access within the next working day. I. E. When a ▇▇▇▇▇▇▇ desires to contact an employee either employee, the ▇▇▇▇▇▇▇ or the employee shall first contact the immediate supervisor of that employee, advise of the need for a grievance/disciplinary action meetingnature of the 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 she/he she can reasonably expect to contact the employee. However, in such cases the District will make every reasonable effort to grant access within the next working day. J. F. Stewards when representing shall receive no overtime for time spent performing a function of a ▇▇▇▇▇▇▇. G. Stewards shall not conduct Union business on County time, except as specifically authorized by this Memorandum of Understanding. H. Stewards shall be responsible for the full and prompt performance of their workload. I. Stewards may represent employees against whom disciplinary action is pending are 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, 1 “Supervisor” for purposes of Article 6 shall include next level management, as appropriate. representatives of or the news media media, or others who do not have a direct need to know the details of the proposed discipline. This restriction shall not preclude surveying The County may refuse to recognize or otherwise contacting other 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 for the purpose of determining the existence of circumstances or issues similar to those in the proposed discipline among other unit members as long as the name of the individual involved and specific details of her/his proposed disciplinary action are not discussedsame department or by a Union staff representative.

▇▇▇▇▇▇▇ Program. A. The Union may select up to one (1) ▇▇▇▇▇▇▇ plus an alternate for represented employees. Union will provide District a list of employees who have been selected as Stewards. Only employees named on the current list will be recognized by the District as Stewards. New employees serving their initial probationary period may not be Stewards. B. Stewards will be responsible for the full and prompt performance of their workload. C. Stewards shall receive no overtime for time spent performing a function of a ▇▇▇▇▇▇▇. D. Stewards shall be authorized a reasonable amount of time without loss of pay to address official union business, and /or investigate and prepare grievances for disciplinary appeals of employees. E. Stewards shall be authorized a reasonable amount of time without loss of pay to attend meet and confer sessions as scheduled. F. Stewards shall have the right to serve as a representative for employees in grievance and appeal matters in accordance with the grievance and disciplinary appeals provisions of the MOU. One ▇▇▇▇▇▇▇ and/or alternate or Union representative shall be permitted to attend formal meetings scheduled as part of the grievance procedure without loss of pay. G. Before performing grievance and disciplinary appeal work, the ▇▇▇▇▇▇▇ will ▇▇▇ l obtain the permission of her/his supervisor1 and shall report back to her/his supervisor when the grievance or disciplinary work is completed. H. After receiving approval of her/his 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 her/his 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 ▇▇▇▇▇▇▇ when s/he can reasonably be expected to be released form her/his work assignment. However, in such cases the District will make every reasonable effort to grant access within the next working day. I. I . When a ▇▇▇▇▇▇▇ desires to contact an employee either the ▇▇▇▇▇▇▇ or the employee shall first contact the immediate supervisor of that employee, advise of the need for a grievance/disciplinary action meeting, 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 s/he can reasonably expect to contact the employee. However, in such cases the District will wil l make every reasonable effort to grant access within the next working day. J. Stewards when representing employees against whom disciplinary action is pending are 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, 1 “Supervisor” for purposes of Article 6 shall include next level management, as appropriate. representatives of the news media or others who do not have a direct need to know the details of the proposed discipline. This restriction shall not preclude surveying or otherwise contacting other employees for the purpose of determining the existence of circumstances or issues similar to those in the proposed discipline among other unit members as long as the name of the individual involved and specific details of her/his proposed disciplinary action are not discussed.