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ARTICLE V EMPLOYER AUTHORITY The Union recognizes the prerogative of the Employer to operate and manage its affairs in all respects in accordance with existing and future laws and . regulations of appropriate authorities including municipality personnel policies and work rules. The prerogatives and authority which the Employer has not officially abridged, delegated or modified by this Agreement are retained by the Employer. ARTICLE VI EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 6.1 DEFINITION OF A GRIEVANCE A grievance is defined as a dispute or disagreement as to the interpretation or application of the specific terms and conditions of this Agreement. 6.2 UNION REPRESENTATIVES The Employer will recognize representatives designated by the Union as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The ' Union shall notify the Employer in writing of the names of such Union representatives and of their successors when so designated. 6.3 PROCESSING OF A GRIEVANCE It is recognized and accepted by the Union and the Employer that the processing of grievances as hereinafter provided is subsidiary to the job duties and responsibilities of the employees and shall therefore be accomplished during normal working hours only when it shall not interfere with such employee duties and responsibilities. The aggrieved employee and the U~ion representative shall be ~llowed a reasonable amount of time without loss in pay when a grievance is investigated and presented to the Employer during normal working hours provided the employee and the Union representative have notified and received the approval of the designated supervisor who has determined that such absence is reasonable and would not be detrimental to the work programs of the Employer. 6.4 PROCEDURE Grievances, as defined by Section 6.1, shall be resolved in con- formance with the following procedure: Step 1. An employee claiming a violation concerning the interpre- tation or application of this Agreement shall, within ten (10) calendar days after such alleged violation has occurred, present such grievance to the employee's supervisor as designated by the Employer. The Employer designated super- visor will discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 and appealed to Step 2 shall be placed in writing by the employee setting forth the nature of the grievance, the facts on which it is based, the provision(s) of the Agreement allegedly violated, and the remedy requested. It shall be appealed to Step 2 within ten (10) calendar days after the Employer designated supervisor's final answer in Step 1. Any grievance not appealed in writing to Step 2 by the Union within such ten (10) calendar days shall be considered waived. Step 2. If appealed, the written grievance shall be presented by the Union and discussed with the Employer designated Step 2 representative. The Employer aesignated representative shall give the Union the Employer's Step 2 answer in writing within ten (10) calendar days after receipt of such Step 2 grievance. A grievance not resolved in Step 2 may be appealed to Step 3 within ten (10) calendar days following the Employer designated representative's final Step 2 answer. Any grievance not appealed in writing to Step 3 by the Union within ten (10) calendar days shall be considered waived. -2- .. . . I