ARTICLE 2

Section 2.2 - Union Stewards

The Union will advise the Employer in writing promptly upon ratification of this Agreement of the names of the Stewards in each department or work location and shall notify the Employer promptly of any changes.

Stewards will be permitted to handle and process grievances referred by employees at the appropriate steps of the grievance procedure during normal hours, without the loss of pay, provided that such activity shall not exceed a reasonable period of time, or unreasonably interrupt the work of employees. Stewards shall notify their immediate supervisors in advance of their intention to handle and process grievances. Supervisors shall not unreasonably withhold permission to the Stewards to engage in such activities.

Union Stewards shall not be discriminated against because of their activities on behalf of the Union; nor shall they be transferred. Union Stewards shall not be detailed from their Bureaus other than in an emergency, unless the Steward agrees. The Union shall cooperate with the Employer to ensure the ability of Stewards to perform the job. In the event of a layoff, all employees acting as Union Stewards shall be the last laid off in the affected job classification.

Section 2.3 - Employees

Employees shall, after giving appropriate notice to their supervisors, be allowed reasonable time-off with pay during working hours to attend hearings and meetings if they are called by and agreed to by the Employer, if such employees are entitled or required to attend because they are Union representatives, stewards, witnesses, or grievants. A designated employee representative shall be permitted to attend grievance step discussions, and arbitrator hearings. An employee who is subject to a proper subpoena shall be granted a leave of absence with pay to attend the hearing provided the employee deposits his subpoena fee with the City Comptroller.

Section 2.4 - Union Business and Activities

Local Union representatives, officials appointed or elected by the Union not to exceed sixteen (16) shall be allowed time off without pay for legitimate Union business, such as Union meetings, Committee and/or board meetings, training sessions, or conferences. Nothing shall prevent an employee from using any accumulated time to cover such absences at the employee's option.

Requests for such time off shall be granted unless an employee's absence would interfere with the operating needs of the Employer, provided that, such requests shall not be unreasonably denied. The employee may, with the written consent of the supervisor, adjust the employee's schedule to permit such attendance.

Local Union representatives not to exceed 16 will be permitted to attend State or International Laborers' and/or Building Trades conventions without a loss in pay for the time spent in route to and from and attending the convention up to three days for one state convention and up to seven days for one national convention. Such time off shall not be detrimental to the employee's record in any way.

Section 2.5 - Union Leave of Absence

The Employer shall grant request for leaves of absence for up to 16 employees for the purpose of service as Laborer Representative or officer with the International, State, District Council or Local Organization of the Union for the duration of his/her appointment to the Union, provided reasonable advance notice in writing is given to the Employer. While on such leave the employee shall not incur a break in continuous service. An employee on said leave of absence shall not be eligible for any benefits as an employee. Such employees may maintain their participation in pension programs including retroactively, provided the employee and/or the Union makes the full contribution.

In the event the Employer hires at one time in excess of 200 additional employees in any one year under a Federal or State grant, an additional employee for each 200 hired, may be granted a temporary leave of absence for the term of such program. Such leave shall not be unreasonably denied. The Union shall, where possible, give the Department Head 30 days' written notice requesting said leave(s). During such Union leave said employees shall continue to accumulate seniority and shall be eligible for and shall receive all benefits as if they were fully on duty, including but not limited to, pension accruals, only if the Union reimburses the Employer for all such employment costs on or before December 31 of each year.

Employees who return from Union leaves of absence shall have the same rights as employees who return from medical leaves of absence.

Section 2.6 - Personnel Transactions

(a) Bargaining Unit Report

The Employer will provide to the Union between the 15th and the 20th of the month a bargaining unit report of current active employees sequenced by:

1. Bargaining Unit

2. Department

3. Payroll Number

4. Title

5. Name

and a separate bargaining unit report sequenced by:

1. Bargaining Unit

2. Department

3. Title

4. Name

Both lists will completely update such information from the previous report and include employee name, address, social security number, dues code, title, pay schedule, grade, current pay rate, status, continuous service date, career service or seasonal seniority, time in title, date of birth, race and sex. The report shall be current to within 20 days of the date provided.

(b) Activity Report

The Employer shall also provide to the Union on a monthly basis a bargaining unit activity report of current active employees that will show:

- Duty Disability

- Career Service Retirements

- Career Service Resignations

- Career Service Discharges

- Non-Career Service Terminations

- Leaves of Absence

- Suspensions

- Reinstatements

- Reappointments

- Transfers (Change of department)

- Transfers (Change of payroll)

- Appointments (which also includes promotions and demotions)

- Death

For new appointments, the report will list employee name, address, social security number, department, payroll number, title code, title description, pay schedule, grade, pay rate, status, date of birth, race and sex.

For transactions involving current employees the report will list name, social security number, department, payroll number, title code, dues code, title description and transaction. The report will also list any changes in the employee's name, address, social security number, department, status, date of birth, race or sex.

Each month the Employer will provide to the Union the current month's bargaining unit activity report and the updated report from the previous month.

The Employer will provide to the Union by the 20th of each month an overtime report for bargaining unit employees which will provide the following:

- Payroll Period

- Payroll Number

- Employee Number

- Name

- Social Security Number

- Title Code

- Amount of Overtime for Period

- Amount of Overtime Year to Date

(d) PER-14's

The Employer agrees that the Union may review bargaining unit Personnel Transaction Reports (PER-14's) for members of the bargaining unit once a week. The weekly review will be on a day and time agreed upon by the Union and each department. The Union may review bargaining unit Personnel Transaction Reports (PER-14's) and, if desired, make copies upon payment of a $.10 cents per page fee.

For Bargaining Unit (PER-I 4) showing appointments, promotions, discharges, resignations, or retirements, the Union may telephone a designated department representative to request information from such transaction reports. The Employer will make its best efforts to provide the requested information.

(e) Seniority List

The Employer shall submit to the Union annually, beginning 30 days from the execution of this Agreement and on March 15 of each year thereafter, a seniority list for the bargaining unit setting forth the following:

- Department

- Classification

- Name

- Time in Title Date

- Number of Days in Title

- Continuous Service Date

- Status

- Payroll Number

- Social Security Number

Such lists shall be updated to the effective date of any layoff for the classification involved and shall be provided to the Union on the same day as the list is given to the department head or within 2 days of the layoff notice whichever is sooner. Disputes as to the accuracy of such lists may be brought to the Employer's attention by the Union, in writing, and shall be resolved promptly by the Director of Labor Relations.

(f) Personnel Transactions

If the Employer develops any technical improvement in the collection and/or reporting of information provided to the Union under this Section (2.6), the Union shall have the advantage of any such improvement by receiving information and/or reports in the new or improved form.