Agmt19 MOU Service Employes International Union Local 521

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is released by a supervisor to investigate a grievance or to meet with City officials shall return promptly to his/her regularly assigned duties. 6.2.3 One Steward shall be relieved from assigned work duties by the supervisor to attend meetings arranged with management and to investigate and process grievances initiated by other employees. In no event shall the Steward order any changes and no changes shall be made except with the consent of the appropriate Department Head. 6.2.4 The Union may designate a Chief Steward who may assist other Stewards in their duties, including being present at grievance meetings commencing with the procedures of Article 26.2.2. Such Chief Steward shall be subject to the foregoing conditions applying to other Stewards. The City recognizes that the Chief Steward may require more release time than Stewards. 6.2.5 Designated stewards assigned to day shift shall be allowed up to one (1) hour of release time per calendar year, to attend quarterly steward council meetings. Stewards shall be allowed to adjust their lunch period to coincide with quarterly meetings. 6.3 Leaves of Absence for Union Work Leaves of absence to take employment with the Union signatory to this MOU shall be granted for a minimum of two (2) full biweekly pay periods upon forty-five (45) days advanced written notice from the Union. Notice shall include the estimated length of time for the leave of absence. Employees are entitled to retain all pay, seniority and benefits while on a leave to work for the Union. While on such leave to work for the Union, on a weekly basis, the Union or employee shall submit accurate accountings of hours worked according to the City's payroll practices including any vacation, holiday or other paid time off used during that week. Employees will receive pay through the City process. The Union will be billed on a regular basis as determined by the City for all costs associated with the individual on leave including the employer's share of all pay, benefits and retirement contributions. The Union will reimburse the City in full within thirty (30) calendar days of receipt of each bill. City payments shall not cover the cost of overtime worked by the individual on leave, as overtime payments shall be the responsibility of the Union. The City shall provide the Union and the employee with a minimum of thirty (30) days' notice before ceasing payment. If the Union fails to make payment within that time, future payments, benefits and retirement contributions to the employee will cease. In the event the employee is in a business -critical position, or based on the number of employees currently released to work for the Union, a hardship is created for the City to conduct regular business, a discussion will occur between the Union and the Department Head(s) regarding the feasibility of the release (e.g.: if the request were to release the only evidence property room coordinator in a department, it may not be feasible to release that person with only forty-five (45) days -notice; or, if the request were for an individual for whom the City claims Federal funding and the City would suffer that loss of revenue in approving the request). Denials will be provided in writing including the reason for the denial. Denials may be appealed to the Personnel Officer whose decision shall be final. Every reasonable effort will be made to return the employee to their prior assignment, work location and shift upon return from this leave of absence; however, the City cannot guarantee the availability of that assignment, work location or shift.