2007-2009 Collective Bargaining Agreement
Table of Contents
Association Representation
12.1. Stewards: The Employer agrees to recognize the Steward(s) duly authorized by the Association in accordance with the following schedule.
| Adjutant General, Dept. of |
3 |
| Administrative Services, Dept. of |
2 |
| Agriculture, Dept. of |
1 |
| Banking Department |
1 |
| Corrections, Dept. of |
1 |
| State Prison for Men |
6 |
| State Prison for Women |
3 |
| Lakes Regional Facility |
3 |
| North Country Correctional Facility |
3 |
| Secure Psychiatric Unit |
3 |
| Field Services, Div. of |
5 |
| Cultural Resources, Dept. of |
1 |
| Education, Dept. of |
4 |
| Employment Security |
9 |
| Environmental Services, Dept. of |
|
| Air Resources Division |
1 |
| Water Division |
2 |
| Waste Management Division |
1 |
| Office of the Commissioner |
1 |
| Fish and Game, Dept. of |
2 |
| Health and Human Services, Dept. of |
24 |
| Glencliff Home for the Elderly |
2 |
| Juvenile Justice Services, Div. for |
4 |
| New Hampshire Hospital |
6 |
|
| Information Technology, Office of |
4 |
| Insurance Department |
1 |
| Labor Department |
1 |
| Liquor Commission |
7 |
| N.H. Community Technical College System |
8 |
| Pari-Mutuel Racing Commission |
1 |
| Resources & Economic Development, Dept. of |
3 |
| Revenue Administration, Dept. of |
1 |
| Safety, Dept. of |
4 |
| Emergency Communications, Bureau of
| 2 |
| Emergency Management
| 1 |
| State Planning, Off. Of |
1 |
| Supervisory Unit |
2 |
| Sweepstakes Commission |
1 |
| Transportation, Dept. of |
13 |
| Treasury |
1 |
| Veterans Home |
3 |
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12.2. Non-discrimination: The Employer agrees there shall be no discrimination against any Steward because of his or her duties as an Association official or member. The Association shall furnish the Employer a list of the Stewards representing the agency and keep the list current.
12.3. Use of Work Time: The Employer shall authorize a reasonable amount of time during the regular working hours without loss of time or pay, and make reasonable adjustments to the Steward’s workload, to permit the Steward to carry out their responsibilities in accordance with the provisions of this Agreement. The Association shall guard against the use of excessive time in handling such responsibilities. Each Steward, before carrying out his/her responsibilities in accordance with the provisions of this Agreement, shall first obtain the consent of his/her immediate supervisor which shall not be unreasonably withheld. Upon entering a work area, other than their own, the Steward shall first advise the appropriate supervisor of his/her presence and specify the name(s) of the employee(s) to be contacted.
12.4. Training: The Employer agrees to authorize three (3) days off in each contract year, without loss of time or pay for the Steward(s) to attend an Association training program. The Association shall notify the Employer not less than twenty (20) days in advance of such proposed training program.
12.5. Temporary Replacement: Whenever an employee who is a Steward finds that he/she also is the "supervisor" in a grievance procedure, it is agreed that another authorized Steward shall function in that particular grievance.
12.6. Incur No Expense: The Employer will not bear any expense, other than with respect to the Steward's time involved during regular duty hours, for the functions of any Steward. The Association shall reimburse the Employer for any other expense to the state incurred as a result of the Steward's function.
12.7. Steward/Agency Meetings: Agency heads shall meet with steward(s) upon written notice from the Association. Such meetings will be held within ten (10) working days from the request date, unless it is mutually agreed to extend the time frame.
12.8. Representation of Employees: An employee shall be entitled to Association representation at an investigative interview or meeting if requested by the employee when that employee reasonably believes that the interview or meeting may result in disciplinary action against him/her. The Association representative's role at an investigative interview or meeting is to consult with the employee. The Employer is free to insist upon hearing the employee's own account of the matter(s) under investigation. The Parties agree that in all cases the principles of "Weingarten" and "Garrity" and other applicable case law shall be observed. The provisions of this article shall apply to both full and part-time employees.
"Disciplinary action" means action resulting in a written warning, the withholding of an annual increment, a suspension, a demotion or a dismissal, as stated in the Administrative Rules of the Division of Personnel.
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