2009-2013 Winnebago Agreement: AFSCME Circuit Clerk Local 473

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ployee offers testimony, providing such testimony is offered during the hours of the employee’s usual work day and not on a day of paid or unpaid leave (e.g. vacation, sick, personal, FMLA). 6. Nothing in this Article shall preclude the parties from mutually agreeing to the appointment of a permanent arbitrator(s) during the term of this Agreement or from mutually agreeing to using the expedited arbitration procedures of the American Arbitration Association. 7. The decision and award of the arbitrator shall be final and binding on the Employer, the Union and the employee or employees involved. Section 5.5 Limitations On Authority Of Binding Arbitrator The arbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract from the provisions of this Agreement. The arbitrator shall consider and decide only the question of fact as to whether there has been a violation, misinterpretation or misapplication of the specific provisions of this Agreement. The arbitrator shall be empowered to determine the issue raised by the grievance as originally submitted in writing to the Employer. The arbitrator shall have no authority to make a decision on any issue not so submitted or raised. The arbitrator shall be without power to make a decision contrary to or inconsistent with, in any way, applicable laws, or of rules and regulations of administrative bodies that have the force and effect of law. The arbitrator shall not in any way limit or interfere with the powers, duties, or responsibilities of the Employer under statutory law and applicable court decision. Section 5.6 Time Off and Stewards 1. Time Off An employee grieving shall be permitted reasonable time without loss of pay during working hours to attend grievance and arbitration hearings. One employee Union representative shall be permitted reasonable time without loss of pay during working hours to attend grievance hearings, and to attend arbitration hearings, unless serving as a witness, in which case such time shall be compensated at the employee's regular rate of pay. No employee or Union representative shall leave his/her work to investigate, file, or process a grievance without first notifying and making mutual arrangement with his/her supervisor as well as the supervisor of any unit to be visited, shall not be denied unreasonably. Time spent in such activities shall be limited to thirty (30) minutes per work day without loss of pay. Stewards shall report back to their supervisor immediately upon return from the activity. 2. Stewards The Union will advise the Employer in writing of the names of the stewards in each department or work location, or of any changes in such. The number of stewards at any time shall not exceed 3. The Union may designate up to 3 alternate stewards who shall have the privileges and duties of stewards when stewards are unavailable. Section 5.7 Advanced Grievance Step Filing Certain issues which by nature are not capable of being settled at a preliminary step of the grievance procedure or which would become moot due to the length of time nec- 7
essary to exhaust the grievance steps, may by mutual agreement be filed at the appropriate advance step where the action giving rise to the grievance was initiated. Section 5.8 Pertinent Witnesses and Information The Employer and the Union may request the production of specific documents, books, papers or witnesses reasonably available to the other party and substantially pertinent to the grievance under consideration. Such request shall not be unreasonably denied, and when granted shall be in conformance with applicable laws and rules, issued pursuant thereto, governing the dissemination of such materials. ARTICLE VI LABOR MANAGEMENT COMMITTEE MEETINGS Section 6.1 Labor Management Committee Meetings For the purpose of improving communications between the Employer and the Union, and in order to cooperatively discuss and attempt to resolve matters of mutual concern that do not involve negotiations, the parties hereby agree that private, quarterly labor management committee meetings shall be held with the Circuit Clerk if requested by either party. The President of the Union shall designate up to three (3) bargaining unit employees and one (1) other person to attend each such meeting, and the Employer shall designate up to four (4) persons to attend each such meeting. Such meetings shall be conducted at a time, place and date mutually agreed upon by the parties. The parties may by mutual agreement agree to more frequent labor management committee meetings or to a greater number of meeting attendees. Section 6.2 Labor Management Committee Meetings on Safety In order to cooperatively discuss and attempt to resolve matters of mutual concern regarding safety, the Employer collectively and the Union shall meet annually, provided that nothing in this Section shall prohibit the parties from meeting more often to discuss safety issues by mutual agreement. Such meetings shall be conducted at a time, place and date mutually agreed upon by the parties. Employees who attend shall participate in a non paid status unless the meetings begin and end between 8:30 a.m. and 4:00 p.m. Monday through Friday. The President of the Union shall designate up to four (4) bargaining unit employees and one (1) other person to attend such meetings and the Employer shall designate up to five (5) persons to attend such meetings. ARTICLE VII WORK RULES The Employer may adopt, change, or modify work rules. The Employer agrees to post or make available in the department, or where more appropriate, the work location, a copy of its applicable work rules where such rules exist. Whenever the Employer changes work rules, or issues new work rules applicable to bargaining unit employees, the Union shall be given at least six (6) days prior notice, absent emergency, before the 8
Page 1 and 2: AGREEMENT BETWEEN THE WINNEBAGO COU
Page 3 and 4: ARTICLE XVII RECORDS AND FORMS ....
Page 5 and 6: ARTICLE II MANAGEMENT RIGHTS Sectio
Page 7 and 8: with the name and the address of an
Page 9: Section 5.3 Miscellaneous 1. Time L
Page 13 and 14: Section 8.4 Disciplinary Meeting Pr
Page 15 and 16: Section 9.3 Disciplinary Measures V
Page 17 and 18: written notice to the Employer, the
Page 19 and 20: shall be at the discretion of the E
Page 21 and 22: or otherwise to change coverages as
Page 23 and 24: pays a minimum of 80% of the insura
Page 25 and 26: in effect at the time the work rela
Page 27 and 28: unit employees. The CCE will be pro
Page 29 and 30: ARTICLE XVIII PERSONNEL FILES Secti
Page 31 and 32: Section 20.2 Posting When an openin
Page 33 and 34: supervisor of illness within at lea
Page 35 and 36: estimated length of time that the e
Page 37 and 38: tion checks within a reasonable tim
Page 39 and 40: classification as he/she was incumb
Page 41 and 42: Such bulletins may provide informat
Page 43 and 44: Use of proscribed drugs as well as
Page 45 and 46: ARTICLE XXVII AUTHORITY OF THE CONT
Page 47 and 48: APPENDIX A WAGES Year 1 Year 2 Year
Page 49: NOTES 46

2009-2013 Winnebago Agreement: AFSCME Circuit Clerk Local 473

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