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<br />3.3 Provide or designate a bulletin board, or a portion thereof, for posting of notices of <br />UNION affairs. <br /> <br />3.4 The UNION may designate one employee from the bargaining unit to act as Steward, and <br />shall inform the EMPLOYER in writing of such choice. <br /> <br />3.5 The UNION agrees to indemnify and hold the EMPLOYER harmless against any and all <br />claims, suits, orders, or judgments brought or issued against the City as a result of any <br />action taken or not taken by the City under the provisions of this Article. <br />ARTICLE IV - EMPLOYER AUTHORITY <br /> <br />4.1 The UNION recognizes the prerogative of the EMPLOYER to operate and manage its <br />affairs in all respects in accordance with existing and future laws and regulations of <br />appropriate authorities including municipality personnel policies and work rules. <br /> <br />4.2 The prerogatives and authority which the EMPLOYER has not officially abridged, <br />delegated or modified by the AGREEMENT are retained by the EMPLOYER. <br /> <br />ARTICLE V- EMPLOYEE RIGHTS/ GRIEVANCE PROCEDURE <br /> <br />5.1 Definition of a Grievance <br /> <br />A grievance is defined as a dispute or disagreement as to the interpretation or <br />application of the specific terms and conditions of this AGREEMENT. <br /> <br />5.2 Union Representatives <br /> <br />The EMPLOYER will recognize representatives designated by the UNION as the grievance <br />representatives of the bargaining unit having the duties and responsibilities established by this <br />Article. The UNION shall notify the EMPLOYER in writing of the names of such UNION <br />representatives and of their successors when so designated. <br /> <br />5.3 Processing of a Grievance <br /> <br />It is recognized and accepted by the UNION and the EMPLOYER that the processing of <br />grievances as hereinafter provided is limited by the job duties and responsibilities of the employees <br />and shall therefore be accomplished during normal working hours only when consistent with such <br />employee duties and responsibilities. The aggrieved employee and the UNION representative shall <br />be allowed a reasonable amount of time without loss in pay when a grievance is investigated and <br />presented to the EMPLOYER during normal working hours, provided the employee and the <br />UNION representative have notified and received approval of the designated supervisor who has <br />determined that such absence is reasonable and would not be detrimental to the work programs of <br />the EMPLOYER. <br />