2018-058 Resolution - Laserfiche WebLink

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The steward shall represent employees on all three (3) shifts. The alternate steward shall be recognized when the regular steward is absent or otherwise not available. 6.02 Employees who participate in meetings under Step I of the Grievance Procedure, during their scheduled work time, or other meetings scheduled by the Employer under the Grievance Procedure, during the scheduled working time, will be paid for time actually lost from their scheduled work time for the purpose of participating in such meetings. The investigation and processing of grievances by union representative during working time shall be limited to the last fifteen minutes of a shift. 6.03 The Local Union Grievance Committee shall consist of the President, Chapter Chairperson and the Steward from the department involved, but not more than three (3) persons. When there is a reduction in force, the Union President and up to two (2) other Union officers or stewards shall be retained in preference to all other employees, provided they can perform the available work. The President shall designate the other Union officers or stewards in writing, annually, to the Employer. 6.04 In case of a suspension or discharge or a formalized disciplinary meeting, the employee shall have the right to have his/her steward present and, upon request, will be permitted to discuss his/her suspension or discharge with the steward in the area made available by the Employer before he/she is required to leave the premises. Within twenty-four (24) hours of the date of a suspension or discharge, the Employer shall deposit with the regular U.S. Mail, a certified letter to the involved employee stating the reasons for disciplinary action taken, and shall hand deliver a copy of the same to the Union Officer or Steward. Disciplinary action may be appealed by the Union through the Grievance Procedure commencing at Step 2 of the Grievance Procedure. An employee who desires to protest the disciplinary action must make an election within five (5) calendar days following receipt of written notice as to whether he/she wishes to pursue the grievance procedure. (a) When an employee is given a disciplinary action including a reprimand, the employee will receive a copy of the disciplinary notice placed in their official personnel file maintained by the Director of Human Resources. (b) In imposing discipline on a current charge, the Employer will not base progressive discipline on prior disciplinary action which is more than two (2) years old, except for prior disciplinary action involving cases of violence or theft. (c) The Employer shall maintain an individual official personnel file for each employee. The official personnel file shall be located in the Department of Human Resources. No notice will be required to inspect the file by the Union Officer or employees, except that the Union is limited to the last fifteen (15) minutes out of the work shift. The employee may inspect his/her file during his/her non -working hours, but in any event should the department Director or his/her secretary not be available for a file inspection visit his/her inability to inspect the file at the time shall not be the basis of a grievance.