Section 7 REPRESENTATION

1. The number and composition of Steward representation districts shall be as mutually agreed by the Employer and the Union. The Employer and the Union may redistrict the bargaining unit from time to time by mutual agreement.

2. In each representation district, employees in the district shall be represented by one Steward who shall be a regular employee working in the district.

3. The Stewards, during their working hours, without loss of time or pay, in their own district and in accordance with the terms of this Section, if an aggrieved employee requests the assistance of a Steward for an orderly grievance hearing for a written Second Step grievance, upon request will be permitted reasonable time to leave their work station and to discuss the grievance with the aggrieved employee at the aggrieved employee's place of work. The Supervisor shall grant permission as the Steward's job duties permit, and such permission shall not be unreasonably withheld. The privilege of Stewards leaving their work during working hours without loss of time or pay is subject to the understanding that the time will be devoted to the proper handling of grievances only and will not be abused. Stewards will perform their assigned work at all times, except when given permission to leave their work to handle grievances as provided herein. All other union business will be handled outside of scheduled working hours. In the absence of the Steward, the Chief Steward may function as the Steward. In the absence of both the Steward and Chief Steward, the Union President may function as the Steward. Any alleged abuse by either party will be a proper subject for a special conference.

4. There shall be two Chief Stewards, one with representation authority within Facilities Management, Academic and Research Departments, and the other with representation authority in all other districts. The Chief Stewards, during their working hours without loss of time or pay and in accordance with the terms of this Section, if an aggrieved employee requests the assistance of the Chief Steward for an orderly grievance hearing for a written Third Step grievance, will be permitted reasonable time to leave his/her work station and to discuss the grievance at the aggrieved employee's place of work and to assist in the presentation of the Third Step grievance. The Chief Steward shall also function in the absence of a Steward. Furthermore, should situations arise which may not necessarily be subject to the grievance procedure and which cannot be handled outside of scheduled working hours, the Chief Steward shall be released to discuss such situations with employees, District Stewards, and management representatives. Upon being notified of a grievance hearing or investigation, the Supervisor shall grant permission and provide necessary time to the Chief Steward to leave his/her work for these purposes as the Chief Steward's job duties permit, and such permission shall not be unreasonably withheld. The privilege of the Chief Steward leaving his/her work during working hours without loss of pay is subject to the understanding that the time will be limited to the purposes herein, and will not be abused. The Chief Steward will perform his/her work at all times unless released for the purposes provided herein. Any alleged abuse by either party will be a proper subject for a special conference.

5. A Steward or Chief Steward, upon entering the area of a Supervisor other than his/her own, will notify that Supervisor of his/her presence and the purpose for being in that area, and he/she will notify his/her own Supervisor upon returning to his/her job as soon as practicable.

6. The Union will furnish the Human Resources Department with the names of its Officers, Chief Stewards, Stewards and Members of its grievance committees, and such changes as may occur from time to time in such personnel, so that the Employer may at all times be advised as to the authority of the individual representatives of the Union with whom it may be dealing. The Employer will, in return, through the Human Resources Department, keep the Union advised as to its immediate Supervisors and Department Heads or their respective designated representatives for the purpose of processing grievances.

7. Employees and Stewards required by the Employer to remain after their working hours to meet with representatives of the Employer to adjudicate grievances or disputes will be paid for such time.

8. There may be a Steward and alternate for each of the following districts:
   1. SDC/Daniell Heights, KRC, Ski Hill & Golf Course

   2. McNair Hall

   3. DHH

   4. Wads Hall Kitchen

   5. Wads Hall Maintenance/Custodial

   6. Administration Building, ROTC, Academic Office Building, Library, Chemical Sciences and Engineering, ME-EM, EERC

   7. Dow, Walker, M & M, Civil, Fisher, Forestry

   8. Memorial Union Building
      

   9. Facilities Management
      
      • Trades
        
      • Central Stores
        
      • Mail Room
        
      • Grounds
        
      • Central Heating Plant