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ARTICLE 11 F.O.P. LEAVE Section 11.1. The Employer agrees to allow paid time off to F.O.P. Representatives to attend F.O.P. matters including but not limited to those activities described in Article 8 above and Section 12.4 below. Attendance at seminars and conferences relating to F.O.P. business shall be included in matters of the F.O.P. Such time shall not exceed sixty (60) hours per year for all representatives. Such time shall be taken at times mutually agreed to by the F.O.P. and the Employer. Thirty (30) days' notice shall be necessary for granting time off. Approval of such leave shall be granted provided sufficient notice has been given, and no emergency circumstances requiring their services is occurring at the time of their scheduled absence. The Mayor will be the final arbitrator of what constitutes an emergency circumstance which would negate approval for time off. The F.O.P. will be responsible for the costs of registration fees, travel and lodging and associated costs for F.O.P. business. Hours paid for F.O.P. leave shall not be used in the calculation of overtime. ARTICLE 12 F.O.P. BUSINESS Section 12.1. The Employer agrees to admit non -employees F.O.P. staff representatives to the Employer's facilities during the Employer's normal office business hours, Monday through Friday. (W The staff representative(s) shall be admitted to the Employer's facilities and sites, for the purpose of processing grievances or attending meetings as permitted herein, providing reasonable advance notice is given to the Employer. Upon arrival, the F.O.P. staff representative(s) shall identify himself to the Employer or the Employer's designated representative. Section 12.2. The F.O.P. shall provide to the Employer an official roster of the Mayfield Village Bargaining Representatives, which is to be kept current at all times and shall include the following: name; 2. address; 3. home telephone number; 4. immediate supervisor; and 5. F.O.P. office held. No employees shall be recognized by the Employer as a F.O.P. representative until the F.O.P. has presented the Employer with written notification of that person's selection. Section 12.3. The investigation and writing of grievances should be on non -duty time. If grievance hearings are scheduled during an employee's regular duty hours, the employee shall not suffer any loss of pay while attending the hearing.