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Major Collective Bargaining Agreements:
Employer Pay and Leave for
Union Business
U.S. Department of Labor
Bureau of Labor Statistics
October 1980
Bulletin 1425-19

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P ub«c Library y C°

Major Collective Bargaining Agreements:
Employer Pay and Leave for
Union Business
U.S. Department of Labor
Ray Marshall
Bureau of Labor Statistics
Janet L. Norwood
October 1980
Bulletin 1425-19

F or sa le by th e S u p erin ten d en t of D ocum ents, U .S. G overnm ent P r in tin g Office
W ash in gton , D.C. 20402 - P rice $4.

Preface

A c t o f 1947.
T h e in terp reta tio n and cla ssific a tio n o f th e a g re em en t
c la u se s in th is b u lletin rep resen t th e B u rea u ’s u n d er
stan d in g, and n o t n ece ssa r ily that o f th e parties w h o
n e g o tia te d th em . C la u ses id en tified in th e ap p en d ix are
fo r illu stra tiv e p u rp o ses o n ly and are n o t in ten d ed as
m o d els.
T h e b u lletin w a s p rep ared in th e D iv is io n o f In d u s
trial R ela tio n s, O ffic e o f W a g e s and Indu strial R e la
tio n s, b y L arry T . A d a m s, M ary A n n e A n d r e w s, J o e
S. H o w a r d , H o m e r R . K em p Jr., D a v id S ch lein , and
W in sto n L . T ille r y , u nd er th e g en era l d ire ctio n o f
M ic h a e l H . C im ini, P r o je c t D ir e c to r . T h e se c tio n o f
th e stu d y c o v e r in g th e p u b lic se c to r w a s carried ou t
w ith fu n d s from th e L a b o r-M a n a g em e n t S e r v ic e s A d
m in istration o f th e D ep a r tm e n t o f L ab or.
U n le ss sp e c ific a lly id en tified as c o p y r ig h t, m aterial
in this p u b lic a tio n is in th e p u b lic d o m a in and m ay, w ith
ap p rop riate cred it, b e r e p r o d u ce d w ith o u t p erm ission.

T h is b u lletin is th e 19th in a series o f stu d ies p rep ared
by th e B ureau o f L a b o r S ta tistics to su r v e y in d ep th
th e en tire sc o p e o f c o lle c tiv e b argain in g a g re em en t p r o
vision s. O th er p u b lic a tio n s in th e series are listed near
th e back o f this bulletin .
T h e in tent o f this b u lletin is to p r o v id e in fo rm a tio n
rega rd in g co m p en sa tio n from th e e m p lo y e r to u n ion
rep r esen ta tiv es e n g a g e d in n e g o tia tin g and a d m in ister
in g th e agreem en t, and in fo rm a tio n reg a rd in g th e u su
a lly unpaid le a v e o f a b sen ce g ra n ted to u n io n
represen tatives.
F o r th e stu d y, n ea rly all c o lle c tiv e b a rgain in g a g r e e
m en ts in th e U n ite d S ta tes c o v e r in g 1,000 w o rk er s or
m ore in p rivate in d u stry w e r e ex a m in ed , e x c e p t fo r
th o se in railroads and airlines. In a d ep artu re from past
p ra ctice, a sam p le o f c o lle c tiv e b arg a in in g a g re em en ts
c o v e r in g p u b lic e m p lo y e e s a lso w a s exam in ed . A ll
ag re em en ts stu d ied are part o f a cu rren t file m ain tain ed
b y th e B ureau for p u b lic and g o v e r n m e n t u se as d ir e c t
ed b y S e c tio n 211 o f th e L a b o r-M a n a g em e n t R ela tio n s

ill

Contents

Page
Introduction ..............................................................................................................................................................................
Scope o f s t u d y ............................................................................................................................................................
R elated stu d ie s ............................................................................................................................................................

1
1
2

Part I. Pay and leave for union business in private industry a g reem en ts...........................................................

Chapter 1. Summary and prevalence...............................................................................................................................

Chapter 2. Pay for union b u s in e s s ..................................................................................................................................
Pay for tim e spent on grievances............................................................................................................................
Grievance arb itra tio n ................................................................................................................................................
Pay for n eg o tia tio n s...................................................................................................................................................
Safety and health a c tiv itie s .....................................................................................................................................
Training...........................................................................................................................................................................
Unspecified union b u s in e s s ....................................................................................................................................

11
12
13
17
18

Chapter 3. Leave o f absence for union b u s in e s s .......................................................................................................
Administrative procedures and leave lim it a t io n s ...........................................................................................
Seniority, job rights, and em ployee b enefits during leave o f a b s e n c e .....................................................
Leave to accept union em p lo y m en t......................................................................................................................
Leave for union c o n v e n tio n s..................................................................................................................................
Leave for tr a in in g ......................................................................................................................................................
Leave to attend m e e t in g s ........................................................................................................................................
U nspecified union b u s in e s s .....................................................................................................................................

20
20
23
v
27
29
30
30
30

T ext tables:
Major collective bargaining agreements, 1979-80:
1. Percent o f agreements referring to union b u s in e s s ....................................................................
2. Percent o f agreements referring to p a y...........................................................................................
3. Percent o f m anufacturing and nonm anufacturing agreements referring to p a y ...............
4. Percent o f single-firm and m ultiem ployer agreements referring to p a y ..............................
5. Percent o f manufacturing and nonm anufacturing agreements referring to union le a v e .
6 . Percent o f single-firm and m ultiem ployer agreements referring to union le a v e ...............
7. Percent o f grievance provisions referring to com pany pay, for selected u n io n s...............
8 . Safety com m ittee provisions in agreements for selected u n io n s............................................

9. Safety inspection provisions in agreements for selected u n io n s............................................

Reference tables:
Major collective bargaining agreements, 1979-80:
1. Pay for tim e spent on grievances by in d u s t r y .............................................................................
2. Types o f grievance activity paid for in sa m p le.............................................................................
3. Personnel eligible for pay, and lim its on pay for grievance tim e in sam p le........................
4. Pay for tim e spent on grievance arbitration b y in d u s t r y ........................................................
5. Personnel eligible for pay, and lim its on pay for arbitration tim e in sam ple.....................

6 . Pay for tim e spent in negotiations by in d u s t r y ..........................................................................

7. Pay for tim e spent on safety com m ittee activities b y in d u s t r y ................................

4
4
4
5

5
5
6

32
33
34
35

Contents—Continued
Page
8 . Personnel eligible for pay, and lim its on pay for safety com m ittee activities in sample

9.
10.
11.
12.
13.
14.

Pay for tim e spent on safety inspections b y in d u s t r y ..............................................................
Personnel eligible for pay, and lim its on pay for safety inspections in s a m p l e ...............
Pay for tim e spent caring for sick or injured em ployees by in d u s t r y ...............................
Pay for union representative training tim e b y in d u s tr y ...........................................................
Selected administrative procedures and lim itations on union leave in sam p le..................
Leave o f absence for union activities b y in d u stry.......................................................................

38
39
40
41
42

Part II. Pay and leave for union business in State and local government agreem en ts....................................

Chapter 4 . Summary and prevalence..............................................................................................................................
Scope o f s t u d y ............................................................................................................................................................
P re v a len ce.....................................................................................................................................................................
Comparison w ith the private sector stu d y ..........................................................................................................

Chapter 5. Pay for union b u s in e s s .................................................................................................................................
G rievan ces.....................................................................................................................................................................
Grievance arb itra tio n ................................................................................................................................................
Agreement n e g o tia tio n s ..........................................................................................................................................
Safety activities............................................................................................................................................................
Training..........................................................................................................................................................................
Union-management m ee tin g s.................................................................................................................................
U nspecified union b u sin e s s....................................................................................................................................

44
44
45

46
46
48
49

50
51
51
52

Chapter 6 . Leave o f absence for union b u s in e s s .......................................................................................................
Seniority, job rights, and b e n e fits.........................................................................................................................
Leave to accept union em p loym en t......................................................................................................................
Leave for union c o n v e n tio n s.................................................................................................................................
Leave for tr a in in g ......................................................................................................................................................
Leave for m eetings......................................................................................................................................................
Leave for attendance at public hearings and other public se ssio n s...........................................................
Leave for unspecified union b usin ess...................................................................................................................

61
61
62
62

Text tables:
State and
10.
11.
12.
13.

44
44
45
45

local agreements, 1978-79:
Pay for union business in State and local governm ent a g reem en ts.......................................
Leave for union business in State and local government agreem ents..................................
Pay for union business in private and public sector agreem ents............................................
Leave for union business in private and public sector a g r e e m e n ts.......................................

Reference tables:
State and local agreements, 1978-79:
15. Pay for tim e spent on grievances by government f u n c tio n .....................................................

16. Types o f paid grievance a c tiv ity .......................................................................................................
17. Personnel eligible for pay, and lim its on paid grievance tim e by government fu n c tio n .
18. Pay for tim e spent on grievance arbitration b y governm ent f u n c tio n ...............................
19. U nion personnel eligible for pay and lim its on paid grievance arbitration tim e by

54
55

58
59

64
64
65
66

governm ent f u n c t io n ......................................................................................................................
2 0 . Pay for tim e spent in agreement negotiations by governm ent fu n c tio n ..............................
21. Personnel eligible for pay and lim its on paid agreement negotiation tim e by
governm ent f u n c t io n ......................................................................................................................

2 2 . Pay for tim e spent on safety com m ittee activities by government fu n c tio n .....................

70
71

23. Pay for tim e attending labor-management m eetings by government fu n ctio n ..................

Contents—Continued
Page

24. Personnel eligible for pay and limits on pay for union-management meetings
by government fu n c tio n ...................................................................................................
25. Seniority rights during leave for union business by government fu n c tio n .....................
26. Job rights in leave for union business by government fu n c tio n .......................................
27. Employee benefits during leave of absence for union b u sin ess.......................................
28. Leave o f absence for union activities by government fu n c tio n .......................................
29. Limitations on leave of absence for union business by government fu n c tio n ................
30. Provisions for extension of leave for union business by government fu n c tio n .............

72
73
74
74
75
76
77

Appendix: Identification of clauses................................................................................................................

Introduction

T h e bulletin studies b oth private and public sector
agreem ents. Previous bulletins in the 1425 series have

sector in the future. These plans, how ever, depend upon
reader interest and available funds.
F o r the private sector, the Bureau examined 1,765
agreem ents, each covering 1,000 w orkers or m ore, or
nearly all private agreem ents o f this size, excluding rail
road and airline contracts. T he agreem ents covered al
most 8 million w orkers, or about half the total under
collective bargaining agreem ents outside the excluded
industries. O f these, 874 agreem ents, covering about 3.6
million w orkers, w ere negotiated in m anufacturing in
dustries; and 891, covering nearly 4.4 million w orkers,
w ere in nonm anufacturing. M ost agreem ents w ere to
rem ain in effect during 1979 or later.
F o r the public sector study, the Bureau examined 497
agreem ents covering 640,000 w orkers, including all
State agreem ents on file, and all county and m unicipal
agreem ents on file from jurisdictions having populations
o f 100,000 or more. T he vast m ajority o f the agree
ments, representing a broad range of governm ental func
tions, geographical areas, occupations, and unions, w ere
in effect in 1978 or later.
A ll private and public agreem ents w ere examined for
various types o f union business and pay related to ne
gotiating or adm inistering the agreem ent, and for leaves
o f absence for union business. Based on the descending
order o f w orker coverage w ithin the industry group, a
sample o f 430 private sector agreem ents, or one-fourth
o f the total covering about 2.6 million w orkers, was
selected for detailed analysis. A ll the public agreem ents
in the study w ere examined for both basic and m ore
detailed inform ation.
T o the extent possible, the Bureau com pared data for
the present study w ith a Bureau study o f agreem ents in
effect during 1958-59—C ollective B arg a in in g C la u ses :
C o m p a n y P a y f o r T im e S p en t on Union B u siness (Bulle
tin 1266, O ctober 1959). Significant changes are dis
cussed. D ata from the older bulletin did not cover un
ion business in the public sector or union leave o f ab
sence in either sector. A com parison also was m ade be
tw een the data for the private sector and those for the
public sector in the present studies.2

not included a section on public sector provisions and
present plans do not contem plate an analysis on this

Provisions for union business w ere classified into one
o f tw o groups—tim e for union business and leave for

1Sometimes State or local laws, rather than collective bargaining,
resolve issues of pay and leave for union representatives of public
employees.

d ifferen ces in concepts between the current study and the 1959
study must be considered, in examining comparative figures. See part
II for a discussion of limitations in comparing public and private
agreement data.

M aintaining the union as an effective organization,
conducting internal union affairs, and carrying out un
ion responsibilities under the collective bargaining
agreem ent require a great deal o f tim e and effort. T he
time, in m ost instances, m ust com e from the em ployer,
because m ost union activities are conducted by tens o f
thousands o f union representatives w ho are either ac
tive em ployees o f a com pany o r public agency, or on
leave o f absence from these em ployers.
A lthough some short-term union activities may be
carried out before o r after w orking hours, o th er activ
ities can only be perform ed during regular hours, or
w hile em ployees are on leave. R eflecting this need,
m any collective bargaining agreem ents contain p ro v i
sions giving em ployees paid tim e aw ay from regular
duties to process grievances, and to participate in arbi
tration, negotiation, safety, and o th er activities that re
late to agreem ent adm inistration. A greem ents also may
grant em ployees leave o f absence, usually unpaid, to
attend conventions and o th er m eetings that prim arily
concern the union, or to serve as full-time union offi
cials. T hese union business provisions usually contain
various requirem ents and lim itations on tim e and p er
sonnel. T h e provisions granting leave m ay also refer to
the status o f an em ployee’s seniority, jo b rights, and
benefits during the leave.
T h e question may arise as to w hy the com pany or
governm ent agency w ould grant paid time, or leave, to
an em ployee w ho is engaged in these activities. T here
are a num ber o f reasons. T he em ployer participates in
and derives a benefit from some activities, such as
pro m p t settlem ent o f grievances. T he em ployer also
m ay g ran t pay or leave to evidence goodw ill, and to
m aintain a good w orking relationship w ith the union.
T h e union, o f course, m ay use its bargaining p ow er or
concede on some issue im portant to m anagem ent to se
cure the desired union business provisions.1

Scope of Study

union business-according to (1) the nature o f the activ
ity; (2) the general duration o f the activity; (3) the de
gree, if any, to w hich m anagem ent participates in or
benefits from the activity; and (4) the frequency o f re
ference to pay, to seniority, to jo b and benefit rights,
and to form al leave o f absence.
In general, tim e for union business is often paid, in
volves negotiation o r adm inistration o f the agreem ent,
m anagem ent participation o r benefit, is o f relatively
short o r interm ittent duration, is spent at least partially
on the em ployer’s premises, and does not affect the un
ion representative’s seniority o r benefits. T h e frequen
cy w ith w hich the em ployer pays varies w ith the
activity.
L eave o f absence, generally unpaid, is spent partial
ly at least on internal union affairs o f no direct concern
to m anagem ent; is o f relatively long and continuous
duration; usually is o ff the em ployer’s premises; and
often affects the em ployee’s seniority, jo b rights, or
benefits.
Som e activities are classifed w ith little difficulty. A
full-time jo b w ith an international union, for example,
fits all o f the criteria for leave o f absence, w hile safety
inspections fit all o f the criteria for tim e off. L eave of
absence to hold a full-time jo b w ith the local union also
is simple to classify, even though a portion o f the un
ion official’s tim e m ay be spent on the em ployer’s prem
ises to negotiate o r adm inister the agreem ent. O th er ac
tivities, h ow ever, present m ore difficulty. T raining time,
for example, m ay fall into either category, as m ay time
for unspecified union business. In this study, such ac
tivities are classified according to the analyst’s inter
pretation o f the language o f the agreem ent.
A greem ents, o v er the years, have tended to becom e
m ore detailed and m ore com plex. Y et no agreem ent,
how ever extensive, can co v er all o f the situations that
may arise. Because m any provisions rem ain vague to
the outsider and at tim es even to those w ho operate
under them , the B ureau’s interpretation in a small p ro

portion o f clauses m ay differ from the intent o f the
negotiators.
Clauses illustrate either typical procedures or a vari
ety o f ways in w hich negotiators dealt w ith a given
situation. Clauses are num bered, and agreem ents from
w hich they are selected are identified in an appendix.
M inor editorial changes w ere m ade to im prove clarity
o r to elim inate irrelevant w ording.

Related Studies
T h e 1959 study C ollective B a rg a in in g C la u se s ; C o m
p a n y P a y on Union B u sin ess , m ay be com pared w ith the
present study regarding time and pay for grievance
processing, arbitration, negotiation, and safety com m it
tees. V arious procedures involved in jo in t union-m an
agem ent activities that often entail com pany pay to un
ion representatives are also described in M a jo r C o llec
tive B a rg a in in g A g reem en ts: G rievan ce P rocedures (Bul
letin 1425-1, 1964); A rb itra tio n P rocedu res (Bulletin 14256, 1966); and S a fe ty a n d H e a lth Provisions (Bulletin
1425-16, 1976). Seniority status during leave o f absence
for em ploym ent w ith the union is discussed in M a jo r
C ollective B a rg a in in g A g reem en ts: A d m in istra tio n o f S en
io rity (Bulletin 1425-14, 1972). Inform ation on various
types o f union-m anagem ent cooperation appears in M a
jo r C ollective B a rg a in in g A g reem en ts: M a n a g e m e n t R ig h ts
a n d U n io n -M a n a g em en t C ooperation (Bulletin 1425-5,
1966). C h a ra cteristics o f M a jo r C o llective B a rg a in in g
A g reem en ts, J a n u a ry l, 1 9 7 8 (Bulletin 2065, 1980), and

earlier bulletins in this series, contain tabulations for a
w ide variety o f agreem ent provisions, including those
on union business and union leave. Similar data for pub
lic sector agreem ents are tabulated in C h a ra cteristics o f
A g reem en ts in S ta te a n d L o c a l G o vern m en ts , J u ly 1, 1975
(Bulletin 1947, 1977). T he B ureau’s m ost recent analyt
ical bulletin on union security provisions is Union S e
cu rity a n d C h e c k o ff Provisions in M a jo r Union C ontracts,
1 9 5 8 -5 9 (Bulletin 1282, 1960). A n update o f union se

curity and checkoff provisions is planned.

Part I. Pay and Leave for Union
Business in Private Industry
Agreements

Chapter 1. Summary and
Prevalence

Paid tim e and leave o f absence to attend to union
business have probably at one tim e o r another been
burning issues during m any negotiating sessions, as re
flected in the num erous paid tim e and leave provisions
in collective bargaining agreem ents. H ow ever, provi
sions applying to any specific union activity appear in
few er than half o f the 1,765 contracts, and for some
activities, in only a small propo rtio n o f the contracts.
O lder data on paid tim e off indicate relatively slow
g ro w th in the provisions over the past 20 years.
Pay and leave provisions m ay not becom e w idespread
in agreem ents because (1) some issues have been re
solved inform ally, (2) some activities are not perform ed,
and (3) union-paid representatives have carried out o th
er tasks. In rem aining situations, the com pany m ay have
refused to agree to such clauses o r the union prefers to
com pensate representatives to avoid any possible co n
flict o f interest.

Text table 2. Percent of agreements referring to pay, 1979-80
C o m p a n y pay
A c tiv ity

W o rkers

A gree
m ents

W o rkers

60
46
45
8
3

70
51
58
7
3

7
5
6
4
3

8
6
9
5
2

T h e frequency o f com pany pay for activities w as sig
nificantly higher in m anufacturing than nonm anufac
turing agreem ents largely due to the greater proportion
o f m ultiem ployer agreem ents in nonm anufacturing, p ar
ticularly construction. M ost activities under m ulti
em ployer agreem ents are likely to be carried on by bus
iness agents o f the union, or o th er full-time union offi
cials. H ow ever, percentage differences betw een m anu
facturing and nonm anufacturing w ere less m arked for
w orker coverage than for num ber o f agreem ents. (See
text table 3.)

T h e frequency w ith w hich activities se
lected for study appeared in agreem ents varied. G riev
ance and arbitration provisions appeared in virtually all
agreem ents, w hile training appeared in very few. (P rob
able reasons for these and o th er variations are discussed
in later sections.) N egotiation activity was m entioned
or im plied in all agreem ents. A ll o th er types o f activi
ties appeared m ore frequently in m anufacturing than in
nonm anufacturing agreem ents. (See text table 1.)

Text table 3. Percent of manufacturing and nonmanufactur
ing agreements referring to pay, 1979-80
T o ta l

M anu
fa c tu rin g

Non
m a n u fa c tu rin g

A c tiv ity
A gree W o rk
m ents
ers
S a fety inspection . .
G rievance
p r o c e d u r e ..............
S a fe ty c o m m itte e . .
N e g o t ia t io n ..............
A rb itr a tio n ..................

Text table 1. Percent of agreements referring to union
business, 1979-80
M anu
fa ctu rin g

A gree
m ents

S a fe ty in s p e c tio n ......................
G rievance p r o c e d u r e ...............
S a fe ty c o m m it t e e ......................
N e g o t ia t io n ................................
A r b itr a tio n ....................................

Prevalence.

T o ta l

N o pay

A gree W o rk A gree
m ents
ers m ents

W o rk
ers

46
45
8
3

51
58
7
3

61
49
11
5

63
54
7
3

31
37
5
2

41
57
7
2

N on
m a n u fa ctu rin g

A c tiv ity
A gree W o rk
m ents
ers
N e g o t ia t io n ..............
G rievance
p r o c e d u r e ..............
A r b itr a tio n ..................
S a fe ty c o m m itte e . .
S a fety inspection . .

A gree W o rk A gree
m ents
ers m ents

W o rk
ers

100

99
95
35
18

98
96
34
20

100
98
51
29

1 00
99
46
33

98
93
19
7

C om pany pay provisions varied m ore by type o f em
ployer unit than by industry. T he p ro portion o f m ulti
em ployer agreem ents3 granting pay for any activities,
except the grievance procedures, was negligible. A l
though a substantial proportion o f m ultiem ployer agree
ments referred to pay for grievance processing, these
included num erous contracts under w hich the com pa-

96
95
24
9

T h e proportion o f provisions specifying com pany pay
varied w idely w ith type o f activity, from 60 percent
for union participation in safety inspections to 3 p er
cent for arbitration. A greem ents specifically disallow
ing pay varied m uch less. (See text table 2.)

3There are two types of multiemployer agreements: An association
agreement is negotiated between the union and an association repre
senting a number of employers; an industry/area agreement is nego
tiated directly by the union with a number of individual employers
in the industry and area.

ny paid union representatives only for grievance activ
ity at low er steps, and the union’s business agents han
dled the grievances at higher steps. (See text table 4.)

Text table 5. Percent of manufacturing and nonmanufactur
ing agreements referring to union leave, 1979-80
M anu
fa ctu rin g

T o ta l

Non
m an u fa ctu rin g

T y p e o f leave
A gree W o rk
m ents
ers

Text table 4. Percent of single-firm and multiemployer
agreements referring to pay, 1979-80
Single firm
A c tiv ity

A gree W o rk
m ents
ers

Grievance
p r o c e d u r e ..............
S a fe ty c o m m itte e . .
S a fe ty
in s p e c tio n ..............
N e g o t ia t io n ..............
A r b itr a tio n ..................

Association

U n io n
e m p lo y m e n t. . . .
U nspecified un ion
b u s in e s s ..................
C o n v e n tio n s ..............
M e e tin g s ......................
T r a i n i n g ......................

in d u s try /a re a

A gree W o rk A gree
m ents
ers m ents

67
26

72
31

14
2

19
8

27
2

17
13
5

19
14
3

2
0
1

11
0
2

W o rk
ers

—

43
2

A gree W o rk A gree
m ents
ers m ents

W o rk
ers

31
22
9
3

41
25
7
2

38
27
11
4

46
27
8
3

24
18
6
1

37
24
6
1

2
—

dustry than to an individual em ployer. N egotiated leaves
o f absence m ay be relatively unneeded, since union of
ficials m ay attend to business during slow periods, or
“betw een jo b s.” (See text table 6.)
A lthough em ployer-paid leave o f absence for union
business is fairly com m on in public sector agreem ents,
only a relative handful o f agreem ents in private indus
try allow s such paid leave. A bout 2 percent o f the con
tracts w ith leave for union em ploym ent, conventions,
and unspecified union business grant pay, and about 8
percent o f contracts w ith leave to attend m eetings in
volve pay. T h irty percent o f the provisions for leave
for union training involve pay, perhaps because this
training often benefits the em ployer. O f the 1,765 agree
ments studied, paid leave am ounts to less than 1 p er
cent for each leave category.

T h e frequency w ith w hich the principal types o f leave
for union business w ere cited varied. Provisions for
leave o f absence to accept union em ploym ent appeared
in 43 p ercent o f the agreem ents, w hile leave for union
representatives to take training appeared in only 3 p er
cent. (See text table 5.)
C oncentration o f leave provisions in m anufacturing
m ay be attributed to the greater p roportion o f m anu
facturing agreem ents negotiated w ith single em ployers.
By contrast, construction and some o th er industries in
nonm anufacturing are characterized by m ultiem ployer
agreem ents, by relatively high turnover, and by season
ality. Em ployees tend to be attached m ore to the in-

Text table 6. Percent of single-firm and multiemployer agreements referring to union leave, 1979-80
A ll em p loyers

Single firm

In d u s try/are a

Association

T y p e o f leave
A greem ents
U n io n e m p lo y m e n t...........................................
C o n v e n tio n s .........................................................
U nspecified union b u s in e s s .........................
M e e tin g s ................................................................
T r a i n i n g ................................................................

W orkers

A greem ents

W o rkers

A greem ents

W o rkers

A greem ents

W o rkers

43
22
31
9
3

47
25
41
7
2

68
30
44
13
4

76
29
57
12
3

7
6
9
2
1

14
12
15
1

21
29
32
5
1

15
45
47
2

Chapter 2. Pay for Union
Business

for the R ubber W orkers, agreem ents covered a similar
proportion o f w orkers. T he small num ber o f agreem ents
w ith the A llied Industrial W orkers and U tility W ork
ers all contained pay clauses. O n the o th er hand, very
few pay clauses appeared in agreem ents w ith the L a
dies’ G arm ent W orkers, H otel and R estaurant E m ploy
ees, G raphic A rts union, and International L ongshore
m en’s A ssociation, and agreem ents w ith unions p redom
inantly in the building trades. T h e prevalence o f pay
clauses am ong unions represented in the study by 50 or
m ore agreem ents varied widely. (See text table 7.)

T h e m ost w idespread and significant union activities
under the collective bargaining agreem ent are partici
pation in the periodic renegotiation o f agreem ent terms,
and in the grievance-arbitration p rocedure th at serves
as the channel to resolve em ployee com plaints during
the period o f the agreem ent. O th er activities include
union participation on safety com m ittees and in safety
inspections, on o th er specialized com m ittees, and in
training sessions.
U nder m any contracts, the com pany grants em ploy
ees time off, w ithout loss o f pay, to engage in one or
m ore o f these various activities. T h e p roportion of
agreem ents offering paid tim e alm ost certainly under
states the prevalence o f paid time in actual practice in
asm uch as pay m ay be allow ed w ithout the form ality
o f w ritten agreem ent. In fact, some provisions m ay be
negotiated to define o r limit an inform al practice. Also,
m any agreem ents need no pay provisions because full
time union-paid representatives handle negotiation, a r
bitration, and o th er union affairs.
T o analyze provisions dealing w ith tim e o ff and pay
for union business, the Bureau exam ined all 1,765 agree
m ents for clauses granting or denying pay to union rep
resentatives participating in grievance, arbitration, ne
gotiation, and safety and training activities. In addition,
a sample o f 430 agreem ents, based on industry and
w ork er coverage, w as exam ined for various pay re
quirem ents, lim itations, and o th er details.

Text table 7. Percent of grievance provisions referring to
company pay, for selected unions, 1979-80
U n io n
A u to W o rkers . . . .
M a c h in is ts ..................
E lectrical W o rkers
( I B E W ) ......................
S te e lw o rk e rs ..............

U n io n

A gree
m ents

W o rk
ers

93
81

97
87

T e a m s te rs . . .
Fo od W o rkers

41
25

73
23

69
48

69
29

C arpenters . .
Laborers . . .

18
8

10
12

O f 430
sample agreem ents examined in detail, 206 established
pay for at least some grievance w ork. Included w ere
108 contracts th at specified pay for certain types o f
grievance activity. (See table 2.) M any clauses limited
pay to regularly scheduled jo in t grievance m eetings or
to other m eetings called by m anagem ent. O th er activ
ities not involving m anagem ent, such as discussions be
tw een union representatives and grievants, or prepara
tion o f form al grievances, w ere not m entioned:

L im ita tio n s on type o f p a id g rievan ce activity.

Pay for time spent on grievances
O f 1,765 agreem ents examined, 803, o r 45 percent,
granted pay for grievance time, som etim es restricted to
certain representatives o r certain circum stances. T he
agreem ents covered slightly m ore than 50 p ercent of
the w orkers. (See table 1.) T h e prevalence o f pay clauses
in m anufacturing agreem ents w as tw ice th at in nonm an
ufacturing. Pay provisions applied to m ore than 80 per
cent o f both agreem ents and w orkers in transportation
equipm ent, electrical m achinery, nonelectrical m achin
ery, chem icals, ordnance, furniture and fixtures, com
m unications, and utilities. Single-firm rath er than m ulti
em ployer agreem ents are typical in these industries.

(1)

The company will pay for lost time of any shop
steward or of members of the general union commit
tee, when such persons are required to attend a con
ference called by the company during working hours.

(2)

If the union grievance committeeman is required to
meet at the company’s request, during his regular work
ing hours, time lost from w ork by him will be allowed
at his regular rate of pay.

O ther clauses limited pay to some, but not all, steps
in the grievance procedure. A lthough seldom m en
tioned, paid time sometimes m ay be cited for only these
steps because union representatives w ho are not em
ployed by the com pany handle grievances at higher
steps.

A m ong unions, pay provisions applied in m ore than
80 percent o f agreem ents negotiated by the A uto W ork
ers, C om m unications W orkers, E lectrical W orkers
(IU E ), M achinists, and R ubber W orkers; and, except

A gree W o rk
m ents
ers

(3)

(4)

...the employer agrees that stewards shall not lose
pay for time lost in investigating and discussing com
plaints or grievances at steps 1 and 2 of the grievance
procedure. The employer will not pay for time lost by
stewards at steps 3 and 4 of the grievance procedure.

to any area or work group....

In addition to union representatives, aggrieved em
ployees m ay be involved in processing grievances w ith
out loss o f pay. This practice m ay be supported on the
grounds that an em ployee should not be financially pe
nalized for registering a legitim ate com plaint. Pay for
em ployees involved in grievances was cited in 60 o f
the 206 sample pay clauses (See table 3):

The company will pay a designated local union rep
resentative his hourly rate for necessary and reason
able time lost from his regular scheduled shift for the
purpose of investigating and reducing a grievance to
writing which has been presented in accordance with
the grievance procedure, and which is within his des
ignated area of representation.

(8)

The company will pay a designated local represent
ative his hourly rate for time lost from his regular
scheduled shift for the purpose of attending scheduled
grievance meetings with the company in steps one,
two, and three of the grievance procedure....

U nder 98 contracts, no specific types o f grievance
activity w ere m entioned as subject to com pensation.

D uring grievance proceedings, aggrieved o r o th er
em ployees m ight be called as witnesses w ithout loss o f
pay. U nder some provisions, how ever, the com pany
w ould not pay witnesses called at the union’s request:

O f 206 sample clauses, 188
lim ited pay either to specified union representatives or
to a fixed num ber o f representatives. (See table 3.) Such
lim itation is one type o f con tro l over union activity
during w orking hours. T o be eligible for time off w ith
out loss o f pay, union representatives norm ally w ere to
be properly authorized and identified to m anagem ent:
P ersonn el eligible f o r p a y.

(5)

The union may designate not more than tw o author
ized representatives of the union in addition to the ag
grieved employee in steps 1, 2, 3, 4, or 5, who shall be
given reasonable time off from their regularly sched
uled w ork to attend meetings under the grievance pro
cedure.... The company agrees to pay at the applica
ble classified straight-time rates for scheduled time lost
by not more than tw o such authorized representatives
of the union and the aggrieved employee through at
tendance at such meetings.

(9)

(10)

...The local union president, or his designated rep
resentatives, may be excused for reasonable periods
from w ork w ithout loss of pay when handling griev
ances in the second and third steps of this grievance
procedure....

Either party to this agreement shall be permitted to
call employee witnesses at advance steps o f the griev
ance procedure. If either party calls witnesses they will
be responsible for pay for the lost time of their
witness....
...Persons attending a hearing at the union’s request
will receive no pay from the company for the time
involved....

A substantial num ber o f the
206 sample pay clauses limited the am ount o f paid time
available for grievance activity. M any clauses granted
a maximum am ount o f paid time, per week, m onth, or
o ther period, w hich the union apparently could allo
cate am ong its representatives as it chose. O ther clauses
allow ed the union less flexibility, by establishing a max
imum both on total paid time and on the time perm it
ted each representative:
L im ita tio n s on p a id tim e.

(6)

...The number of employees w ho are authorized un
ion representatives and w ho attend grievance meetings
without loss of pay, shall be limited to those required
for the particular meeting and shall not exceed 3 in
number at any one step of this grievance procedure.
In addition to the above, one union officer or his des
ignated representative and up to but not more than
tw o additional union representatives will be paid at
straight time for a reasonable period of time necessar
ily spent in traveling during their scheduled hours of
w ork for the purpose of meeting with management to
process grievances at the second step. Such meetings
shall be held at a mutually agreed upon location w ith
in the State in which the grievance occurred.

(11)

The total amount of time w hich may be used by un
ion representatives for the purpose of adjusting griev
ances and meetings with management shall not exceed
an average of 36 hours for each day the plant runs in
the regularly established w ork week, Monday through
Friday, of which the division will pay for not more
than 32 hours, and in addition, tw o hours will accu
mulate and be credited against regular shift time lost
by union representatives in new contract negotiations.
In addition, when 100 or more employees are working
on any Saturday shift, time will be allowed for the
above purposes on the following basis: One hour for
each day shift hour the plant runs and 1/2 hour for
each night shift hour the plant runs up to a maximum
of 7 hours for any Saturday shift....

(12)

G rievance discussions and investigations shall take
place in a manner w hich shall not interfere with op
erations, which means that such activity may be dur-

C ollective bargaining agreem ents com m only estab
lish a ratio o f union representatives to em ployees. T o
p reven t excessive absence for grievance activity in a
specific w ork area, some clauses lim ited the num ber of
union representatives from each unit:
(7)

There shall be a maximum ratio of 1 steward for
each 75 employees actively working within the bar
gaining group. The chief steward and shop steward
will be included in computing this ratio.
The union agrees that while they will determine the
area of jurisdiction of each steward they will not des
ignate a disproportionately large number of stewards

ing normal working time or outside such time, as su
pervision may in good faith determine....If on working
time, not more than a total of 16 hours of time per
week shall be paid for all such activity to or for all
stewards (including all alternates) and not more than
2 hours shall be paid for (out of the weekly total of 16
hours) to any one steward (including his alternate) for
all his grievance activity. N ot more than 2 hours per
week shall be paid each shop committeeman for all his
grievance activity....

company will compensate the above union officers will
be determined as follows: Starting from a base of 5,000
hours for 1,500 employees, for each additional employ
ee over 1,500 on January 1, one additional hour over
5,000 will be included in the total for the 12 month
period following such January 1.

Som e provisions strictly lim ited the tim e a union rep
resentative could be continuously aw ay from regular
w ork, o r lim ited the tim e allow ed for a single griev
ance. Such clauses m ay encourage efficiency in griev
ance processing, but m ay not allow for highly com plex
situations:

T he degree o f involvem ent in grievance activity, and
consequently the am ount o f time needed, is likely to
vary w ith the union official’s position. F o r instance,
shop stew ards w ho handle prelim inary processing o f
grievances w ithin a small w orking unit usually require
less tim e than higher ranking officials w ho handle griev
ances th ro u g h o u t the bargaining unit. A small num ber
o f contracts vary the am ount o f paid time w ith the un
ion position:

(13)

The chief of job stewards or his alternate shall in
form his department foreman how long he anticipates
being away from his job, which period shall not ex
ceed 30 minutes; however, if he does require more than
30 minutes, he shall contact his department foreman
and notify him that he will be away for additional time.
However, the total time shall not exceed 60 minutes.
Time spent discussing or investigating grievances by
the chief job steward or his alternate during the reg
ular working hours shall be on company time.

(18)

(14)

The company will pay stewards for lost working
time not to exceed 30 minutes per grievance in the ad
justment of grievances during working hours...but not
to exceed three hours per week....

Reflecting the likelihood that the num ber o f griev
ances will tend to increase w ith the size o f the bargain
ing unit, m any provisions established a ratio betw een
paid tim e allow ed and the num ber o f em ployees in the
unit:
(15)

(16)

As w ith o ther union business provisions, a consider
able num ber o f clauses placed no specific lim itations on
paid grievance time, but required that the tim e be held
to reasonable amounts. O ther clauses sim ilarly set no
limits, but indicated that such time m ust not interfere
w ith the com pany’s norm al operations:

An employee who is a designated union represent
ative shall be compensated for time lost during his reg
ular shift because of attending scheduled grievance
meetings with the employer.... The rate of pay shall
be straight-time average hourly earnings. The total li
ability of the company for payment of union repre
sentatives shall be the maximum of 9.5 hours per week
per 100 employees, rounded out to the next 100....

(19)

Committeemen, chief stewards, and stewards shall
be paid by the company for time reasonably spent dur
ing their ordinary workday as provided in the griev
ance procedure, at their regular earned rate of pay.

(21)

...For the 12 month period beginning w ith each Jan
uary 1, the maximum number of hours for w hich the

Stewards of the union may be allowed reasonable
time away from their jobs during their regular w ork
ing hours, for the purpose of discussing grievances of
employees w orking in their departments...such time
shall be considered as time worked in the normally
scheduled w ork day.

(20)

The maximum number of hours that will be paid to
union stewards will not exceed 30 hours per month for
each 500 employees in the bargaining unit who are ac
tively working. All hours spent by union stewards in
step 2 and step 3 meetings of the grievance procedure
shall be paid hours and shall not be charged as paid
grievance time....
Reasonable time shall be allowed union time study
stewards during scheduled working hours at straighttime hourly rates for purposes of adjusting grievances
or complaints arising under the “Protest Proce
dure”...provided however, that these paid hours do not
exceed 45 hours per month....

(17)

The company will pay each the president, the vice
president, and the chairman of the grievance com mit
tee for time spent by him during his regular shift-hours,
not to exceed 20 hours per week in the case of the
president, 7 hours per week in the case of the vice
president, and 12 hours per week in the case of the
chairman, in the investigation, presentation and adjust
ment of grievances. The company will pay each of 5
members of the grievance committee (not including
the president, vice president, or committee chairman)
for time spent during their regular shift-hours, not to
exceed 5 hours per week, in the investigation, presen
tation adjustment of grievances....The company will
also pay each of 20 stewards for time spent during
their regular shift-hours, not to exceed 2 hours per
week, in the investigation, presentation and adjustment
of grievances....

Grievances may be handled in steps 1 and 2 during
working hours to the extent that such action is prac
ticable and does not interfere w ith operations. W hen
ever it is necessary for a steward or a member of the
general grievance committee to investigate a grievance
during working hours he shall request permission to
do so from his foreman, w ho may consent thereto upon
reasonable conditions as to time, place and other cir
cumstances. The time so spent in such investigation
shall be w ithout pay if a cessation of production re
sults or if a replacement is required for the investiga-

meeting beyond his normal quitting time he will be
compensated for each additional hour he attends the
meeting by multiplying his regular classified hourly
wage rate by one and said additional hour or hours
shall not count tow ard daily or weekly overtime.

ting employee or if in the com pany’s judgm ent pro
duction or w ork is materially affected....

T h e am ount o f tim e actually used to process griev
ances m ay not coincide w ith the m aximum paid time
specified in the agreem ents. Obviously, if no grievances
are introduced o r in progress during the given period,
union representatives usually will pursue their regular
duties. If, on the o th er hand, tim e spent on grievances
exceeds the allow ed time, the com pany m ay pay for
the tim e and require reim bursem ent from the union.
O nly a handful o f clauses refers to such situations:
(22)

W hen a meeting is scheduled at which a represent
ative of the international union and a corporate em
ployee relations representatives attends any member of
the committee w ho is scheduled to w ork the third shift
immediately preceding the meeting will be excused
from working the third shift and will be compensated
by multiplying eight hours at his regular classified
hourly wage rate plus shift differential if the employ
ee has attended the meeting.

...the company will pay a total maximum sum equal
to 1 hour per week per steward for lost time in proc
essing grievances. However, all properly accredited
stewards shall be allowed to take off such additional
time in step one or step tw o as the legitimate process
ing of grievances might require, without pay from the
company. The company will on the basis of the au
thorization passes described in the immediately pre
ceding section com pute the number of lost time hours
and will bill the union for stewards’ lost time hours
which exceed the sum total of 1 hour per steward.

A ny member of the committee who is scheduled to
w ork the second shift immediately following the meet
ing will be excused from working the second shift if
the employee has attended the meeting for six hours.
In the event the employee is excused from working
the second shift, he will be compensated by multiply
ing eight hours at his regular classified hourly wage
rate plus shift differential. Any member o f the com
mittee who is not scheduled to w ork during the hours
the meeting is held, who is not scheduled to w ork the
third shift immediately preceding the meeting, or who
is not scheduled to w ork the second shift immediately
following the meeting, and who attends the meeting,
will be compensated by multiplying his regular straighttime hourly wage rate by all hours he attends the meet
ing.... Any hours paid under this paragraph shall not
count tow ard the calculation of any penalty or premi
um pay section of this agreement, including but not
limited to daily or weekly overtime. Any employee
who is receiving SUB benefits, sickness and accident
benefits, or W orkmen’s Compensation Benefits for the
day of the meeting, or who is absent due to discipli
nary layoff shall not receive any compensation under
this paragraph.

Because
grievance processing typically m ay be taken care of
during regularly scheduled hours, m ost agreem ents
m ade no d irect reference to such activity outside n o r
mal hours. A m ong the 206 sam ple agreem ents that es
tablished pay for grievance w ork, only 18 extended pay
to representatives engaged in off-hour activity, w hile
61 denied pay. (See table 3.) T he pay provisions som e
times applied to jo in t grievance m eetings that last long
er than anticipated, o r to m eetings scheduled outside
w orking hours, including m eetings held outside the n o r
mal hours o f shift employees:

P rocessing grievances o u tsid e w orkin g hours.

(23)

...Under step 1 of [the grievance procedure] of this
agreement the company will compensate the grievant
and the local representative for hours spent in discus
sion meetings with company representatives. If such
meetings take place outside the grievant’s regular w ork
ing hours or extend beyond the grievant’s regular w ork
ing hours, then such time shall be compensated at the
straight-time rate. Local representatives are limited to
five hours per week of compensation for time spent
outside of regular hours....

(24)

...Union representatives, grievants and witnesses
from the second and third shifts meeting with manage
ment in the handling of grievances under the griev
ance procedure of this article, shall be compensated at
“average efficiency” or “day rate”, including shift pre
mium, for actual time their presence is necessary at
such meeting. If this payment is for time outside the
employee’s regular working hours, it will be consid
ered as hours worked for the computation of overtime...

A variation o f these arrangem ents m ade em ployees
m eeting outside their regular shift eligible for a low er
than norm al rate. In another variation, em ployees en
gaged in off-hours grievance activity w ere granted com
pensatory tim e off in lieu o f extra pay. M anagem ent
could defer time off to a slow period w hen em ployees’
services w ould not be needed:
(26)

(25)

(27)

...Any employee who is scheduled to w ork during
the hours the meeting is held and w ho attends the
meeting will be compensated by multiplying his regu
lar classified hourly wage rate by the hours he attends
the meeting. In addition, if this employee attends the

...Members of the grievance committee who regu
larly w ork on the night shift will be paid three hours
at two-thirds of their regular rate for attendance at
grievance meetings outside their regular working
hours.
...any member of the union who transacts union bus
iness with the company, or settles grievances with the
company, during the regular schedule of office hours
shall be excused from w ork for a sufficient time to dis
charge such union duties without loss of pay....If the
member works on the second or third shift, and such
business cannot therefore feasibly be conducted during
his regular shift, he shall be entitled to compensatory
time off for the time spent on such business, to be tak
en at the convenience of the company.

hour above the straight-time hourly rate for his clas
sification during the period he serves as such grievance
steward....

M ost o f the 61 provisions th at granted no pay for
off-hours grievance activity allow ed pay during reg u
lar hours. Som e provisions, how ever, required th at m ost
grievance activity be conducted during these off hours,
on the union m em ber’s ow n time:
(28)

(29)

(30)

O f 1,765 agreem ents ex
amined, 94 specifically banned pay to union represent
atives for time spent handling grievances. (See table 1.)
O f these, m ore than tw o-thirds w ere in m anufacturing
agreem ents, m ostly in prim ary metals:

N o p a y f o r grievan ce activities.

The fctnployer in no case will pay for any lost time
nor will it reimburse any union representative for the
time spent on grievances outside of such representa
tive’s regular working hours, or for any time spent
during agreement negotiations.

(34)

(35)

A steward...shall not be paid by the company with
respect to any time spent on grievances outside of his
regularly scheduled working hours....Exceptions for
payment for chief steward and other officers for han
dling grievances outside normal working hours may
be approved by the personnel manager.
The investigation of grievances by the union shall
be on its ow n time and at its own expense to the full
est extent possible. However, cases may arise w here
investigation can be made conveniently only on the
job or on company property during working hours, in
which case the following rules shall apply: A prom pt
effort by a union representative to settle grievances at
their point of origin is deemed a service to the com
pany, and any union representative who is also a com
pany employee will be paid for time spent in such in
vestigation, up to one hour for any one grievance,
w here the time spent is during his regularly scheduled
hours.... In cases where investigation requires consul
tation with employees at work, such consultation shall
not exceed one hour and shall be made only by ar
rangement with the supervisor of the employee
involved.

R eferences to special rates, or to shift or
overtim e prem ium pay w ere rare, appearing m ost often
in clauses establishing pay for grievance w ork outside
regularly scheduled hours. M ost pay provisions co v er
ing grievance o r o th er union activity indicated that rep
resentatives w ould suffer no loss o f pay, o r w ould re
ceive their regular h ourly rate. A t least one agreem ent
did, how ever, establish a special prem ium for all hours
w orked:

A bout 90 percent o f sample pay clauses in both the
old and new studies lim ited the num ber or categories
o f union officials eligible for com pany pay. T he p ro
portion o f clauses th at lim ited the types o f paid activ
ity dropped from 64 to 52 percent:
P ercen t o f sam ple
agreem ents
1958-59

The rate of pay for such lost time by the...author
ized union representative shall be the employee’s reg
ular hourly rate.

(31)

The privilege of stewards to leave their w ork dur
ing working hours w ithout loss of pay is extended with
the understanding that the time will be devoted to the
proper handling of grievances and will not be abused,
and such union representatives will continue to w ork
at their assigned jobs except when permitted to leave
their w ork to handle grievances as provided herein....

(33)

Lim itation on num ber of
p a rtic ip a n ts .........................
Lim itation on type o f grievance
a c tiv ity .................................
Paid tim e outside norm al hours . . .
Unpaid tim e outside norm al hours

Chief stewards shall be permitted...to discuss griev
ances with the general committeeman...who has juris
diction in the area in which the chief steward works.
Such discussion may be held during working hours
without loss in pay.

(32)

...The grievance steward shall be paid 25 cents per

The grievance committee...members will be afforded
such time off w ithout pay as may be required to: A t
tend regularly scheduled committee meetings. A ttend
meetings pertaining to suspension or discharge or oth
er matters w hich cannot reasonably be delayed until
the time of the next regular meeting; and visit depart
ments or units within their zone at all reasonable times
for the purpose of transacting the legitimate business
of the grievance committee....

C om parison with previo u s stu dy. In com parison w ith
the study based on 1,631 agreem ents in effect in 1958—
59,4 the proportion o f agreem ents having pay for griev
ance processing rose m oderately, from 42 to 45 percent,
w hereas the proportion o f w orkers covered rose from
42 to 50 percent. In both studies, the prevalence in
m anufacturing was double th at in nonm anufacturing.
Industries having a high prevalence o f pay clauses in
the present study tended also to have the highest p rev
alence in the old study.

R a te o f pa y.

(28)

Time spent by employees in handling griev
ances... will not be paid for by the company. All griev
ance discussions by employees and stewards in the first
and second steps of the grievance procedure will be
held before or after their regular working hours.

90
64
.
. .

1979-80

1
9

52
9
30

A n increase took place in the proportion o f clauses
referring to grievance activity outside w orking hours,
both paid and unpaid. Clauses allow ing pay increased
from less than 1 to 9 percent, and those denying pay
from 9 to 30 percent.
4 See Collective Bargaining Clauses-. Company Pay for Time Spent on
Union Business, Bulletin 1266, (Bureau of Labor Statistics, 1959).
10

Grievance arbitration
A rbitration is the generally accepted practice for set
tling those grievances rem aining after all steps in the
grievance p rocedure have been exhausted. O ne or m ore
union officials m ay be involved in preparing the union’s
case for arbitration and m ay be called to testify at an
arbitration hearing. O f the 1,765 agreem ents in the study,
arbitration provisions appeared in 95 percent, but pay
to union representatives for tim e so spent appeared in
only 3 percent. (See table 4.) T he low prevalence re
sults partly because, as a rule, union officials and not
em ployees o f the com pany becom e involved in arbitra
tion. Paid time was referred to in 20 percent o f the ar
bitration clauses in A u to W orker agreem ents, and in
nearly as high a p roportion in those o f the Oil, C hem
ical, and A tom ic W orkers.

ment of any question o f violations of this contract, shall
not suffer any loss in wages by reasons thereof.
(41)

...the company will pay for scheduled work time
necessarily lost by not more than four employees the
association calls for arbitration cases; except that when
a case is lost by the association it will reimburse the
company for such amount paid to employees called by
the association....

T im e lim itations. Tim e constraints did not appear to
be frequent, except that pay generally was limited to
regular or straight-tim e hours. O ne provision, applying
to shift w orkers, allow ed for a daily overtim e paym ent
on the com bined num ber of hours w orked and spent in
arbitration:

(42)

Union representatives shall be paid their straighttime average hourly earnings for loss of time devoted
to the adjustment of grievances and complaints and
bargaining for the union during their normal working
hours. In addition, the union arbitrator an d /o r the di
vision representative involved shall, if present, be paid
for loss during normal working hours for the day of
an arbitration hearing.
Any employee or union official assigned to the night
shift who shall attend an arbitration...shall be compen
sated at their straight time hourly rate plus the appli
cable night shift premium for all hours spent in such
arbitration....Daily overtime premium of one and onehalf times their earned hourly rate shall be paid for all
hours in excess of eight but in no event shall the hours
spent in arbitration...and worked on his shift exceed 12
hours for that w ork day.

O f 430 agreem ents sampled,
17 agreem ents established com pany pay to em ployees
serving as union representatives in arbitration cases.
T hirteen o f these lim ited com pensation to specified of
ficials (See table 5):

P ersonn el eligible f o r pay.

(36)

...arbitration cases shall be held during working hours
and the company will pay for all regular hours lost at
the committeeman’s regular rate of pay in such meet
ings, up to a maximum of six committeemen. The com
pany will not pay for lost time of any employees, in
cluding committeemen, in excess of six at any one
meeting. The union will designate to the company those
employees who are to receive pay for regular hours
lost in such meetings.

(43)

(37)

The company shall pay the president of the local
union or the vice president in the absence of the pres
ident for time spent in attendance at...arbitration pro
ceedings. Such payment shall be at the regular hourly
rate if on an hourly rate basis or at the group bonus
rate or the classification bonus rate, as the case may
be, if on an incentive basis.

In 57 o f 1,684 grievance
arbitration provisions, the com pany did not pay union
representatives engaged in arbitration. (See table 4.) A
few o f the contracts also applied this practice to other
em ployees and witnesses. T he 57 clauses w ere scattered
am ong a num ber o f industries:
N o p a y f o r a rb itra tio n activity.

T w elve o f the 17 pay clauses granted com pany pay
to aggrieved em ployees, or to witnesses. (See table 5.)
Such provisions often stated that an em ployee o r w it
ness called by the arbitrators w ould be paid. A t least
one contract required paym ent by the union if it lost
the case:
(38)

(39)

(40)

(44)

(45)

...Time spent by employees in attending the arbitra
tion hearings shall not be compensated by the company.

T he denial o f com pany pay to union officials and
other em ployees may discourage processing frivolous
cases to arbitration.

Any employee who is required to appear or testify
in any... arbitration proceeding held under this agree
ment shall receive his regular pay for each day the
employee is required to so appear or testify....

C om parison with p revio u s stu dy.
In com parison w ith
the 1958-9 study,5 the proportion o f agreem ents allow
ing paid arbitration time increased from 1 percent to 3

Any member of the bargaining unit who shall, at the
discretion of the arbitrator be required to testify at, or
attend any hearings or arbitration, mediation or settle

...Union officers and stewards will not receive wages
for time spent in arbitration hearings, nor will any un
ion witnesses or the grievant(s).

(46)

Union representatives in the employ of the compa
ny shall be paid their regular rate for necessary time
spent away from their w ork adjusting grievances and
conferring or negotiating with management, including
arbitration. Employees needed as witnesses in arbitra
tion shall be similarly paid.

...Employees, including union representatives, will
receive no pay from the employer for time lost while
preparing for, participating in, or attending such
arbitration.

C ollective Bargaining Clauses, Bulletin 1266.
11

...Union representatives shall be paid their straighttime average hourly earnings for loss of time devoted
to...bargaining for the union during their normal w ork
ing hours....

percent. O nly 16 agreem ents in the previous study stip
ulated pay and all w ere in m anufacturing. Possibly the
m ost interesting changes are the appearance o f 15 pay
provisions in nonm anufacturing agreem ents, w hen none
existed earlier, and an increase from 1 to 6 clauses in
the chem ical industry. B oth studies, how ever, indicate
that pay for arbitration activity rem ains uncom m on.
T h e p roportion o f agreem ents denying pay also in
creased from less than 2 percent to about 3 percent.
L ittle change occu rred in the m an u factu rin g / nonm an
ufacturing distribution.

(47)

T im e lim itations. M ost o f the 37 clauses lim ited the
am ount o f time subject to pay. Such provisions m ight
encourage early settlem ent since expenses shift to the
union once com pany paym ents are exhausted. Some
contracts required the com pany to pay union negotia
tors at their regular rate during early bargaining ses
sions. If the parties failed to agree during these sessions,
the com pany reduced its paym ents. O ne provision al
low ed a reduction in stages, over time, from full pay
to no pay:

Pay for negotiations
N egotiation o f the agreem ent is the cornerstone o f
the union-m anagem ent relationship. N egotiation is time
consum ing, because m any factors m ust be carefully
w eighed, priorities established, offers and counter of
fers developed and considered, and decisions m ade as
to w hat to accept o r reject.
C om pany pay to union representatives during nego
tiations is not com m on. Com panies and unions gener
ally view such activities as very intensive, to be co n
ducted outside o f regular w orking hours so as to re
ceive full attention. T h e arm s-length relationship also
m ay help p revent charges o f conflict o f interest. Some
com panies feel th at the financial drain on the union
treasury pressures unions to settle and minimizes hag
gling o ver m inor points.
H ow ever, com pany pay for negotiating in a small
num ber o f co n tracts appears not only to reflect strong
union bargaining p o w er but also com pany policy to
generate goodw ill and a good w orking relationship w ith
the union. O f 1,765 agreem ents, 139 established tim e off
w ith pay for union negotiators. (See table 6.) Provisions
appeared tw ice as frequently in m anufacturing as in
nonm anufacturing agreem ents. Pay clauses w ere found
in o v er 20 p ercen t o f m achinery, electrical m achinery,
and utilities agreem ents and alm ost 40 percen t o f com
m unications agreem ents. O f those industries represent
ed by a significant num ber o f agreem ents, no clauses
w ere found in construction, transportation, apparel, and
hotel and restaurant contracts. T hese industries are ch ar
acterized by m ultiem ployer con tracts w hich union-paid
officials are likely to negotiate. O v er 20 p ercent o f pay
clauses w ere found in agreem ents w ith the A uto W ork
ers, C om m unications W orkers, and several sm aller un
ions, including the A llied Industrial W orkers and C hem
ical W orkers.

(48)

The company will pay for all time lost from sched
uled w ork for attendance at the first ten regularly called
negotiating meetings at average straight-time hourly
earnings by active...employees w ho are members of
the union negotiating committee and who are certified
to the company in writing by the union. Such certifi
cations to be limited to 18. For all other meetings of
the company-union negotiating committee, the com
pany will pay 1/2 of time lost at average straight-time
hourly earnings, subject to the same limitations. Reg
ularly scheduled 2nd and 3rd shift employees on the
committee will be paid as though they w ere on the
first shift.

(49)

For time spent in the negotiation, renegotiation or
amendment of collective bargaining agreements or gen
eral wage rates [members o f the union’s bargaining
committee] shall be paid their full pay for the first
forty hours spent in meetings, three-fourths of their
full pay for the next forty hours, one-half full pay for
the next forty, one-fourth for the next forty and noth
ing thereafter unless the meetings w ere requested by
the company in which case they shall receive full pay
for the whole time....

In 72 o f 1,765 agreem ents,
m em bers o f the union’s bargaining team w ere not paid
by the em ployer. (See table 6.) As w ith pay provisions,
no-pay provisions appeared infrequently in m ulti
em ployer agreem ents:
N o p a y f o r negotiations.

(50)

None of the provisions of this agreement will be
construed so as to require payment by the company
for any time spent by a union representative in any
negotiations for the amendment, extension of, renew
al, or of additions to an existing collective bargaining
agreement, nor for the negotiations of new agreements.

(51)

The members of the committee will not receive pay
from the company for time spent in negotiating a new
or amended agreement.

T h e 430 sam ple agreem ents
included 37 that referred to paid negotiation time, and
o f these, 33 lim ited the num ber o f union negotiators or
nam ed specific union officials:

P ersonn el eligible f o r p a y.

(42)

The union negotiating committee will consist of di
vision officers, the president and vice president of the
local union and the international representative, plus
one additional member to be appointed by the presi
dent of the local union whenever he deems necessary.

Union representatives will not be paid for the time
spent off their jobs for the purpose of arbitration or
negotiations except that the company agrees to pay for
four union representatives for time spent in negotia
tions during their regular shift hours.

C om parison

with previo u s stu dy.

T he proportio n o f

ag re em e n ts h av in g n e g o tia tio n p ay p ro v isio n s in creased
fro m 3 p e rc e n t in 1958 to n ea rly 8 p e rc e n t in th e c u r
re n t study, w h ile w o rk e r c o v e ra g e ro se fro m less th a n
3 to m o re th a n 7 p e rc e n t.6 T h e m o st n o tic ea b le increases
to o k p la ce in th e m a ch in e ry , e le c tric a l m a ch in e ry , c o m
m u n ications, and u tility c o n tra c ts. P ro v isio n s d en y in g
p ay in c re ase d from 2 to 4 p e rc e n t, w ith a rela tiv e ly
sh a rp rise in elec trica l m a c h in e ry c o n tra c ts b u t a d e
clin e in tra n sp o rta tio n agreem en ts. C h a n g es d o n o t a p
p e a r o f sufficient m a g n itu d e to in d ic ate a definite tre n d
in e ith e r direction.

T e x t ta b le 8. S a fe ty c o m m itte e p rovisio ns in a g re e m e n ts fo r
s e le c te d un ion s, 1979-80
R eference to
safety co m m ittee s
U nio n

S te e lw o rk e rs .............................
E lectrical W o rkers
( IB E W ) ....................................
A u to W o r k e r s .........................
M a c h in is ts ................................
O il, C hem ical, and
A to m ic W o rk e rs ..................
R ubb er W o rk e rs . . . . . . .

Safety and health activities
A n effectiv e safety p ro g ra m d e te c ts and elim inates
h az ard s and o ften en c o u rag es an d stim ulates em p lo y ee
an d union p a rticip a tio n to h elp re d u c e th e a c c id e n t rate.
M an y c o lle c tiv e b arg ain in g c o n tra c ts p ro v id e fo r v a r
ious safety m easures, inclu d in g jo in t o r em p lo y ee safe
ty and h e a lth com m ittees and safety in sp e ctio n s.7 I f safe
ty co m m ittee s and in spections effec tiv e ly re d u c e th e
in c id en c e o f accidents, it m ay be to th e c o m p a n y ’s a d
v a n ta g e to co m p en sa te union officials o r o th e r m em
b ers o f th e b arg a in in g u nit fo r tim e sp en t on safety
activities.

Pay N o pay

No
reference
to pay

137

125

139
98
72

80
58
35

42
36
23

1
—
—

37
22
12

29
22

24
20

12
17

—

12
3

tiv itie s-m ee tin g s, in sp ectio n s, in v estig atio n s, rev iew ,
an d train in g em p lo y ees in safe w o rk in g p ra c tic e s-a n d
m ake no ex c ep tio n s to pay:
(52)

. . . The company will compensate for participation
in authorized safety activities:
(a) Union members of the joint safety committee
for time spent in regular monthly and quarterly
meetings of the joint safety committee.
(b) Safety captains for time spent in attending quar
terly meetings with the joint safety committee.

S a fe ty com m ittees. O f 1,765 a g re em e n ts exam ined, 618
(35 p e rc e n t) re fe rre d to safety com m ittees. P ro v isio n s
a p p e a re d in m o re th a n 51 p e rc e n t o f th e m a n u fa ctu rin g
ag reem en ts, co v e rin g 46 p e rc e n t o f th e w o rk e rs, b u t in
o n ly 19 p e rc e n t o f n o n m a n u fa c tu rin g ag reem en ts, c o v
erin g ab o u t 24 p e rc e n t o f th e w o rk e rs. (See tab le 7.)
T h e differen ce is la rg e ly explained b y th e g re a te r p r o
p o rtio n o f single-firm c o n tra c ts in m a n u fa ctu rin g . A b o u t
53 p e rc e n t o f single-firm c o n tra c ts established safety
co m m ittees, c o m p ared to 11 p e rc e n t o f m u ltico m p an y
ag reem ents. B ecause m any sm all com p an ies are p a rty
to m u ltico m p an y c o n tra cts, co m m ittee s m ay be im p ra c
tical. H o w e v e r, m any m u ltico m p an y c o n tra c ts did nam e
th e shop ste w ard o r a n o th e r em p lo y ee as respon sib le
fo r safety activities.
O f 618 safety co m m ittee p rovisions, 281 re fe rre d to
p aid tim e fo r the ac tiv ity , and 37 sp ecifically allo w ed
n o pay. A lth o u g h clauses re fe rrin g to co m m ittees an d
to p ay ap p e ared in ag re em e n ts w ith m any unions, p a r
tic u la rly high c o n c e n tra tio n s w e re associated w ith a
few . (See text table 8.)
O n c e paid union p a rtic ip a tio n on a safety co m m ittee

(c) Employees authorized to participate in other
safety program activities for time necessarily lost
from
scheduled
work because of such
participation...
T im e lim itatio n s som etim es exist. T h e fre q u en c y and
co m p lex ity o f safety p ro b lem s, and th e tim e req u ired
m ay v a ry w ith th e size o f th e b arg a in in g unit an d th e
in d u strial settin g . C o n seq u en tly , som e ag re em e n ts es
tab lish a ratio b e tw e e n paid co m m ittee tim e an d th e
n u m b e r o f em ployees:
(53)

A local joint committee on health and safety, herein
after referred to as the local committee, will be estab
lished in the plant, consisting of one representative ap
pointed by the plant management and one representa
tive appointed by the international union.
The maximum number of hours per week in which
the union member of the local committee will be al
lowed to perform his functions shall be determined on
the basis of the number of hourly employees in the
plant in accordance with the following schedule:

an d th e co m m ittee s’ functions are established, th e p a r
ties often n eg o tiate lim iting fac to rs and o th e r details
sim ilar to those n o te d fo r o th e r activities.
M an y p rovisions call fo r m a n ag e m en t to co m p en sa te
co m m ittee m em bers fo r a v a rie ty o f a u th o riz e d safety
and h ea lth activities. T h e ag re em e n ts o ften list th e ac-

Number o f Employees
1501 or m o r e ..................
1201 to 1500 ..................
601 to 1200 ..................
251 to 600 . . . . . . . .
Less than 2 5 1 ....................

Hours Per Week
40
24
16
8
4

In 66 o f 71 sam ple ag re em e n ts refe rrin g to paid safe
ty co m m ittee ac tiv ity , co m p an y p ay fo r tim e o ff is lim
ited to a specified n u m b e r o f em p lo y ees o r to c e rta in

6 Collective Bargaining Clauses,Bulletin 1266.
7See Major Collective Bargaining Agreements: Safety and Health Pro
visions, Bulletin 1425-16.

T otal
agree
m ents T otal

designated union officials. (See table 8.) Lim itations
vary w idely, but the m ost com m on practice limits the
com m ittee to no m ore than three union o r em ployee
representatives:
(54)

(59)

(60)

...For the purpose of revision and maintenance of
the safety rules, a committee of three people appoint
ed by the union and three people appointed by the
company, with permanent co-chairmen, shall be estab
lished, and shall meet not less than once each month,
provided items for the agenda are submitted in w rit
ing by the union or the company ten days prior to the
meeting date...

The union co-chairman or his designee will be af
forded time off w ithout pay as may be required to visit
departments at all reasonable times for the purpose of
transacting the legitimate business of the safety com
mittee, after notice to the head of the department to
be visited or his designated representative and, if the
committee member is then at work, permission (which
shall not be unreasonably withheld) from his own de
partm ent head or his designated representative.
The union shall designate a safety committee, which
may review the safety practices in the elevator indus
try and make recommendations to the individual em
ployers. Quarterly meetings of such safety committee
will be held with representatives of the association. It
is further understood between the employer and the
union that the employer assumes no financial support
or liability for such safety committee.

...The committee shall consist of not more than three
representatives each from the company and the union
(to be appointed by the company and the union
respectively)...

(55)

ed Steelw orkers negotiated alm ost all agreem ents dis
allow ing com pensation.

M ost com m ittee activities are conducted during reg
ular hours. H ow ever, com m ittee m eetings occasionally
carry o ver into off-duty hours, o r m ay be held outside
the regular hours o f shift w orkers. In a few instances,
the agreem ent specifies th at m eetings be preferably held
outside regular hours, apparently to minimize disrup
tions to w ork.
O f 71 sam ple agreem ents referring to pay during n o r
mal hours, 18 also m ention safety com m ittee activity
outside norm al hours. O nly three provisions perm it pay,
how ever. A t least one provision indicates the extra time
will not count to w ard overtim e premiums:
(56)

(57)

A com parison of the
prevalence o f agreem ents granting pay to safety com
m ittee mem bers w ith similar data in the study m ade in
the late 1950’s,8 indicates a significant increase. O f 1,765
agreem ents in the new study, 15.6 percent, covering
19.7 percent o f the w orkers, provided for com pensa
tion com pared w ith 4 percent o f both agreem ents and
w orkers in the older, 1,631-agreem ent study. The p ro
portion o f current agreem ents th at specifically denied
com pensation also increased from 1.5 percent to 2.1
percent, although w orker coverage dropped from 6.8
percent to 3.1 percent.9

C om parison with previo u s stu dy.

... The safety and health committee shall hold m onth
ly meetings at times determined by the committee pref
erably outside of working hours. Time consumed on
committee w ork by committee members designated by
the union shall be considered hours worked to be com
pensated by the company...

T he num ber o f both pay and no-pay provisions has
grow n, as the proportion o f agreem ents th at provide
for safety com m ittees have increased as a result o f pub
lic and labor-m anagem ent concern ov er safety in the
w orkplace.1
0
In the 20-year-old study, pay for safety com m ittee
participation had a low prevalence in every industry.
O nly in fabricated m etal products did the proportion
o f agreem ents granting pay exceed 10 percent, although
nonelectrical m achinery and transportation equipm ent
approached that figure. W orker coverage exceeded 10

...In the event that a monthly meeting of the first
shift members of the committee shall continue beyond
3:30 p.m., the first shift union members will be paid
for the time devoted thereto at their regular straighttime hourly rate of earnings, it being understood that
no such time spent in attendance after 3:30 p.m., shall
be considered to be hours worked for the purpose of
computing overtime ...

In the sample o f agreem ents examined, clauses are
m ore likely to state that com pensation for com m ittee
m em bers will be paid only if the com m ittee activity
occurs during scheduled w orking hours:
(58)

Bulletin 1266.
9As nearly as can be determined, this drop occurred because safety
committees under the bituminous coal agreement with the mine work
ers shifted from no-pay to pay status.

It is understood that the union member of each lo
cal safety committee will be paid only for such time
spent in performing his functions as occurs during the
time when he is otherwise scheduled to work.

1 About 35 percent of the agreements in the current study, cover
0
ing about 34 percent of the workers, refer to safety committees. No
comparable figures are available from the older study of pay for un
ion business. However, a study based on 1,594 agreements in effect
during 1954-55, found 356 safety committee provisions, or 22 percent.
The agreements having provisions covered about 2.1 million work
ers, or 29 percent of the 7.2 million total coverage. See Collective
Bargaining Clauses: Labor-Management Safety, Production, and Indus
try Stabilization Committees, Bulletin 1201, (Bureau of Labor Statis
tics, 1957).

N early half o f the 618 com m ittee provisions m ake no
reference to pay, and no definite conclusion regarding
com pensation m ay be draw n. (See table 7.) A bout 6
percent o f the safety com m ittee provisions, how ever,
state that em ployee m em bers o f the com m ittee will not
be paid for tim e lost from their regular w ork. T h e U nit

percent in the latter tw o industries and in food. By
com parison, in the cu rren t study, petroleum refining
and rubber industry agreem ents show 50 p ercent or
m ore, and m achinery (electrical and nonelectrical)
transportation equipm ent, prim ary m etals, com m unica
tions, utilities, mining, lum ber and ordnance all have
betw een 25 and 50 percent.
In both the old and new studies, specific statem ents
th at no pay w ould be m ade for safety com m ittee w ork
w ere concentrated in the prim ary m etals industry,
largely in Steelw orker agreem ents. H ow ever, pay
provisions also appear in 27 percent o f the new er pri
m ary metals agreem ents, contrasted w ith less than 6
percent o f those in the old study. C onsiderably m ore
cu rren t Steelw orker contracts grant pay than deny it,
although m ost w orkers are under no-pay clauses.

Text table 9. Safety inspection provisions in agreements for
selected unions, 1979-80

U nio n

S te e lw o rk e rs ...........................................
A u to W o r k e r s .......................................
E lectrical W o rkers ( I B E W ) ..............
M a c h in is ts ..............................................
R u b b er W o rk e rs ....................................
O il, C hem ical, and A to m ic
W o r k e r s ..............................................

(50)

It m ay be in m anage
m ent’s interest to enlist the help o f the union and m em
bers o f the bargaining unit in conducting inspections.
Joint inspection teams often include union m em bers
w ho are m ore familiar than m anagem ent w ith p articu
lar operations and w ho can spot safety hazards o v er
looked by others less familiar w ith w orkplace condi

S a fe ty a n d h ealth inspections.

R eference to
Inspec
Pay
tions

N o pay

137
98
139
72
22

73
40
28
24
17

36
31
13
16
16

—

2
—
—

It shall be the responsibility of the safety committee
to discuss health, safety and sanitation in the plant and
to make recommendations on safety and sanitation
problems considered by the committee...
In carrying out its responsibilities the safety com
mittee may, by mutual agreement of the committee,
have specific areas of the plant under discussion by the
committee inspected jointly by one company member
and one union member of the committee. Time lost
from w ork by union members of the committee in mak
ing such inspections shall be paid for by the company'
at the rate of the employee’s average straight-time
hourly earnings...

tions.1 O n the o th er hand, an inspector unfam iliar w ith
1
the operation occasionally m ay see a danger long
overlooked.
O f all 1,765 agreem ents studied, 313 refer to safety
inspections conducted by union representatives or o th
er m em bers o f the bargaining unit, usually join tly w ith
m anagem ent or governm ent inspectors.1 (See table 9.)
2
T he relatively low prevalence (18 percent) m ay be
explained partly by the fact th at m any com panies m ain
tain full-time safety units staffed by professionals w ho
routinely conduct inspections. In addition, some com
panies feel that plant inspection is a m anagem ent
prerogative.
O f 313 inspection clauses, 187 refer to pay. T he high
est proportion o f pay provisions is found in rubber in
dustry agreem ents, but high concentrations also appear
in nonelectrical m achinery and m ining contracts.
In part because inspection often is a safety com m it
tee function, the unions negotiating large num bers o f
com m ittee provisions also accounted for a large p ro
portion o f the inspection clauses (See text table 9).
U nder agreem ents requiring com pany pay, inspection
situations vary considerably. T he safety com m ittees dis
cussed in the previous section often conduct inspec
tions. M any clauses refer to jo in t union-m anagem ent
inspection teams, w hile a few perm it the union to con
duct independent tours:

(61)

A union safety committee is hereby established to
consist o f tw o persons appointed by the union. The
function of this committee shall be to inspect the plants
at regular intervals and to report to the labor relations
department in writing on any condition which might
affect the safety of employees.

The company agrees to excuse from work employ
ees who are members of the union safety committee
in those instances w here it is necessary for the period
ic safety inspection of the plants to be made during the
regular working hours of the union safety committee.
The company shall be liable for payment for time lost
from w ork as a result of an inspection of the plants
made by the union safety committee. Time off and
payment, for each member of the union safety com
mittee, will not exceed 8 hours per month...
When an employee is requested by a safety inspect
or from the Office of the Occupational Safety and
Health Administration, U.S. D epartment of Labor, to
accompany the inspector on an inspection tour, and
this request is approved by Local No. 154, the com
pany will pay such employee for the time lost from
w ork on his regularly scheduled shift as a result of
such inspection. No more than one employee shall be
involved at any one time.

Some contracts grant paid time only for routine or
internal inspections, and others for accom panying g o v
ernm ent inspectors on “w alk-around” tours. Yet other
agreem ents allow union o r em ployee representatives to
participate in both types o f inspections w ithout loss o f

1 Some agreements call for one member of the inspection team to
1
be employed in the unit or department to be inspected.
1 Inspections conducted solely by management and outside consul
2
tants are not included in this study.

T o ta l
agree
m ents

p ay.1 A few clauses did not indicate the type of
3
inspection:
(62)

All time spent in connection with the w ork of the
committee by a union representative including walkaround time spent in relation to Federal and State in
spections and investigations as provided for above,
shall be compensated at the employee’s regular straighttime hourly wage rate...

... The local committee shall...make health and safe
ty inspections of the plant once each 2 weeks to detect
potential or existing health or safety conditions and to
make the necessary recommendations to get them
corrected.

(65)

The union representative(s) of the local committee
at w ork shall accompany government, company and
international union health and safety inspectors or rep
resentatives on plant inspection tours...
Union members of the local committee shall be paid
at their regular rate for lost time when performing or
functioning in these capacities.
(63)

... A safety representative shall be designated by joint
council in each shop to review with the employer the
safety situation in the shop. The safety representative
shall be fully compensated by the employer for lost
time during occupational safety and health act
inspections.

(64)

Time spent in connection with the work of the joint
committee by union representatives, including walkaround time spent in relations to inspections and in
vestigations shall be considered and compensated for
as their regularly assigned work.

Paid time is limited in 40 o f the 48 sample agreem ents
referring to inspections. Some limit time for some em
ployees and not for others, or limit all individuals or
groups concerned but for different lengths o f time.
Paid time allow ances often must cover safety and
health activities as well as safety inspection activities:

V irtually all 48 inspection pay clauses exam ined in
the 430 agreem ent sample designate certain em ployees,
or certain num bers o f em ployees, for inspection activ
ities. (See table 10.) Clauses establishing the size o f safe
ty com m ittees, o f course, often apply to any inspections
conducted by these com m ittees. Sometimes, how ever,
not all com m ittee m em bers participate in inspections.
Some m ultiplant provisions allow personnel lim itations
to be determ ined locally:
(25)

(66)

The company agrees to compensate for time spent
for general OSHA “walk-around inspections” subject
to the following restrictions:
1. The unions will notify the company in writing
of their designated representative.
2. The employee representative shall be com pen
sated for actual working time lost at his regular
straight time rate of pay for his scheduled hours
of work. Payment shall be limited to one repre
sentative per affected union not to exceed a com
bined total of 8 hours per day 40 hours per week.
Hours compensated for shall count as hours
worked.

A joint safety and health committee shall be estab
lished consisting of four members, tw o appointed by
the company and tw o appointed by the local union...
The plant manager or his designee will be the fifth
member and act as chairman of the committee.
(67)
The joint committee shall meet as often as necessary,
but not less than once each month, at a regularly sched
uled time and place, for the purpose of jointly consid
ering, inspecting, investigating, and reviewing health
and safety conditions and practices and investigating
accidents, and for the purpose of jointly and effective
ly making constructive recommendations with respect
thereto...
One union representative to the committee will ac
company a Federal or State investigator on a walkaround inspection or investigation if the inspector so
requests.

1 Since 1978, the Occupational Safety and Health Act allows union
3
or employee representatives to accompany Federal inspectors with
out loss of pay. Safety laws at the State and local level may also
grant this privilege. Since the requirement is a matter of law, rela
tively few negotiators may have included it in their agreements.

There shall be a joint com pany/union safety inspec
tion committee at each plant, composed of one em
ployee representative appointed by the union and one
representative appointed by the company. The num
ber of such safety inspection committees shall be agreed
upon locally at each plant between the local superin
tendent and the local union. Company and union rep
resentatives shall be appointed to serve on such com
mittees for a term of three months. Meetings of such
committees and safety inspections shall be scheduled
at least monthly on company time at such times and
in such manner as not to interfere with orderly oper
ation of the plant... Such committees may recommend
to the management improvements in safety conditions
in the plant and shall be informed w hat disposition is
made of their recommendations designed to prevent
recurrences of accidents.

There shall be a joint union-management health and
safety committee in each plant w hich shall be com
posed of three representatives of management and three
representatives of the union. The committee shall...
make personal inspections of the plant at least once
each month, and make recommendations for the cor
rection of unsafe or harmful conditions and the elimi
nation of both unsafe practices and unsafe conditions •
Union representatives of the health and safety com
mittee may be allowed to leave their w ork during
working hours for the purpose of performing their du
ties without loss of time or pay. The Departmental
Safety Representative will be allowed one hour off his
or her job on the third Tuesday of each month to in
spect the department and make observations...

A substantial num ber o f agreem ents do not impose
specific time lim itations but indicate th at safety inspec

tions should not exceed a “reasonable” am ount o f time.
This standard o f reasonableness m ay apply not only to
time but to oth er factors in the inspection procedure:

Union com m ittee o r bargaining unit m em bers w ere
rarely com pensated for safety inspection tours outside
o f the regular w orkday. O nly 3 o f 1 sam ple clauses re
1
ferring to the subject provided pay:

becom es injured or ill on the job, other w orkers m ay
take time off from w ork to see that the injured w orker
obtains proper m edical attention, and that tools and
personal belongings are put away.
T he m ajority o f 1,765 agreem ents do not discuss com
pensation for time lost from w ork in caring for disabled
w orkers. H ow ever, in 74 o f 83 contracts m entioning
the activity, pay is allow ed. (See table 11). N early all o f
these clauses apply in the construction industry, partic
ularly in C arpenters’ and Iron W orkers’ agreem ents.
This concentration probably stems from the nature o f
the industry, w hich is characterized by a high accident
rate, and by jo b sites that are often rem ote and lack
m edical facilities. M ost clauses assign the responsibility
to a specific individual, quite often the union shop stew
ard. T he person responsible either adm inisters first aid
or delegates the task. H e must know the location o f the
nearest m edical facility, and if the illness or injury is
severe, be able to take the victim there or summon as
sistance. Caring for injured w orkers may be considered
a jo b assignment. Some clauses even indicate that a
stew ard w ho fails to carry out the task will be subject
to censure and penalties:

(69)

(71)

The steward shall be allowed to see that proper care
and attention has been given to any carpenter employ
ee taken sick or being injured on the job and to prop
erly take care of his tools without loss of pay.

(72)

...The steward shall promptly take care of injured
workers and accompany them to their homes or to a
hospital as the case may require, w ithout any loss of
time and report the injury to the proper officers of the
union. A steward failing to fulfill his duties shall be
subject to censure by the union and subject to a pen
alty upon conviction on charges provided for in the
International Constitution...

(68)

The union shall certify its co-chairman from the lo
cal bargaining unit. The union co-chairman and the
management co-chairman will jointly inspect work ar
eas they deem appropriate on a day immediately prior
to each monthly committee meeting. It is understood
that the purpose of the plant inspections is to assist the
company in satisfying its responsibility for w ork-con
nected injuries, disabilities, or diseases which may be
incurred by employees. The union co-chairman will be
accorded access to the plant w ork areas in the conduct
of his committee responsibilities but a standard of rea
sonableness must be met by him in the obtaining of
permission to leave his regular job, in the amount of
time involved if it is during his regular working hours,
in the amount of disruption involved if other employ
ees are to be contacted by him, and in the arranging
for advance clearance to be in w ork areas other than
his own...

All time spent in connection with the w ork of the
committee by a union representative, including walkaround time spent in relation to Federal and State in
spections and investigations, as provided for above,
shall be compensated at the employee’s regular straight
time hourly wage rate...No time spent outside of the
hours the employee is scheduled to w ork shall be com
pensated at a rate greater than 1 times the employee’s
straight time hourly wage rate...

Clauses denying com pany pay for tim e off for safety
and health inspections during regular hours are found
in 22 o f the 1,765 agreem ents. A gain nearly all are in
Steelw orker agreem ents in the prim ary m etal industry.
O ccasionally, a provision m ay specify no pay, and in
addition, indicate that inspection tours preferably be
condu cted outside o f regular w orking hours:
(70)

A safety committee consisting of three employees
designated by the union and three management mem
bers designated by the company shall be established in
each plant. By mutual agreement the committee may
be increased to not more than eight representatives for
each party. The safety committee shall hold monthly
meetings at times determined by the committee, pref
erably outside of regular working hours. The commit
tee may engage in periodic safety tours as part of its
regular safety meeting. A t the conclusion of the in
spection, a w ritten report shall be prepared by the
company setting forth the findings of the committee,
one copy of which shall be furnished to the union cochairman. Time consumed on committee w ork by com
mittee members designated by the union shall not be
considered hours worked to be compensated by the
company...

C arin g f o r sick or in ju red em ployees.

If an em ployee

O f course, a w orker may becom e ill or be injured
near quitting time, or im m ediately before or after w ork.
V irtually none o f the 430 sample agreem ents examined,
how ever, refer to com pensation for care o f injured or
sick em ployees outside o f regular w orking hours.

Training
M anagem ent sometimes pays for training union rep
resentatives in grievance, safety, and other procedures
previously discussed, or in other activities o f m utual
concern. F o r example, training may be in the funda
mentals o f tim e-study procedures or in adm inistering
jo b evaluation or incentive systems. Schools or other
organizations, rather than m anagem ent, sometimes con
duct the training.
O f 1,765 agreem ents, 93 refer to training related to
union business. (See table 12.)1 H alf o f these provide
4
com pany pay during the training periods. N early all

1 Excluded are leaves of absence for training, which are discussed
4
in a later section.

clauses are in m anufacturing agreem ents covering sin
gle em ployers. M ore than one-quarter o f the petroleum
refining and prim ary m etals refer to training. A ll pe
troleum refining clauses cite pay, w hile m ost prim ary
m etals clauses make no m ention o f pay. A substantial
num ber o f em ployees in the transportation equipm ent
and m ining industries also are covered by agreem ents
referring to union representative training tim e and
com pensation.
A ll paid training provisions in the 430-agreem ent sam
ple limit training to specified num bers o r categories of
w orkers. Som e clauses base eligibility on m em bership
in a com m ittee. Tests o r o th er requirem ents also may
be used to determ ine eligibility:
(73)

In lieu of training a union time study engineer, the
union may elect for 6 months periods, beginning on
the first Monday of January and the first Monday of
July, to use these hours for the purpose of compensa
ting the union study engineer for time lost during his
regular shift because of making time studies...
The union shall have the services of one union safe
ty representative, trained by the company for a period
not to exceed 3 months. When the employee is so
trained, he shall return to his regular job in the plant.
Should the company transfer the union safety rep
resentative to a position outside the bargaining unit, a
replacement will be trained by the company at its ex
pense on the basis of the employee’s average straight
time hourly earnings if an incentive employee, or at
his regular hourly rate if an hourly paid employee.

The company agrees to provide sessions in the fun
damentals of time study procedure and methods of es
tablishing production standards to the present mem
bers of the bargaining committee. Such sessions may
be held at the com pany’s convenience and all members
will be paid their applicable rate of pay while attend
ing such sessions.

(74)

imum of 30 hours of wages lost per week during the
period required for him to become adequately trained.
Such period of time shall be of the 60 day duration
established in this agreement.

...The company will, at its expense, provide for the
training of the union members of the joint health and
safety committee, one time during the term of this
agreement, when such training is requested by the un
ion members of the committee. Such training will be
limited to 5 days per committee member and will be
conducted by qualified individuals, institutions or o r
ganizations recognized in the field.

(62)

(76)

T he com pany occasionally may provide paid train
ing in various aspects o f agreem ent adm inistration, even
though the agreem ent does not require it, since the
training usually benefits the com pany.
H ow ever, a few contracts specifically exclude union
representatives from pay w hile in training sessions:

...A n appropriate annual training program of 40 hours
shall be established for the union members of the local
joint committees on health and safety. The national
health and safety committee will be provided the oppor
tunity to review and participate in such training or in
struction programs and make necessary and desirable
recommendations.

(77)

The expense for the training is the responsibility of
the company and no expense for training shall be borne
by the local union or representatives...
(47)

...When, on the basis of the tests, seven stewards
have been found to be suited for job evaluation work,
and when trained and fully qualified, they shall review
the descriptions and ratings of any new or changed
jobs which are questioned...

A lthough clauses referring to pay for union business
usually specify the type o f activity, such as grievance
or safety, a considerable num ber either do not desig
nate paid activities, or stipulate that paid time may ap
ply to unspecified union activities in addition to those
nam ed in the agreem ent. In practice, under some agree
ments, the nonspecific activity provision m ay perm it
the union to allocate part o f its paid time to internal
business not norm ally paid for by the com pany. Since
union personnel and paid time usually are limited, ex

M ost sam ple agreem ents lim ited the training time o f
union representatives. T h e tim e allow ed varied w ith
the type o f training, from 1 day a year for first aid to
several m onths for a union time study engineer:
...The company will...pay an employee designated
as a time study trainee for the local union up to a max- *

...The company and union may mutually agree pri
or to a third step meeting that another employee may
attend a third step meeting when the em ployee’s pres
ence is pertinent to the discussion of a grievance, or
when the union desires an employee serving as a local
union official to attend for training purposes. The em
ployee will not be compensated for the time spent away
from the job as a result of attending a grievance
meeting...

Unspecified union business

Each such steward, while engaged in job evaluation
training shall be paid at a rate comparable to such
stew ard’s average straight time hourly earnings (in
cluding straight time incentive earnings) over a maxi
mum of the prior 10 weeks but such average is not to
include any such weeks in which a holiday was ob
served or the employee was on vacation or absent...

(75)

Members of the mine health and safety committee
shall receive special training in first aid and related
emergency medical services and instruction in safety
matters related to the anthracite industry in accordance
with the section above. The employer shall be respon
sible for paying each committeeman not less than one
shift at his regular rate of pay once in every 12-month
period for such special training and instruction.

cessive time and personnel for one activity may lead to
inadequate time for another one. In addition, some p ro
visions require m anagem ent approval for tim e taken

fro m w o rk to p u rsu e th e ac tiv ity . U n d e r such clauses,
m a n ag em en t likely a p p ro v e s o n ly th e co m m o n ly a c
c e p te d ty p e s o f u nion business, su ch as p ro cessin g
griev an ces.
O f 430 sam ple ag re em e n ts exam ined, 102 re fe r to u n
io n business o f unspecified n a tu re (o th e r th a n business
req u irin g leave o f absence). S om e also re fe r to
co m pensation:
(78)

(79)

...The President and Vice-President of the union, and
5 Chief Stewards, to be designated by the union, shall
be entitled to leave their w ork during regular, straight
time working hours for the purpose of handling griev
ances and other related union matters, w ithout any loss
of pay. It is understood that such pay hours shall not
exceed 40 hours a week and that the Chief Stewards
will only be paid for time actually spent in the plant.
The union President and Vice-President, however, will
also be entitled to such payment for regular, straight
time hours spent at the union hall on union business.
The union will notify the company in writing of the 7
employees covered by this provision.
The company will allow the President and Chair
man of the Shop Committee while on the premises of

the company, to engage full time at company expense
up to eight hours per day on the business of the union,
and will pay them as provided in the contract.
In ad d itio n , o th e r ag re em e n ts d o n o t m e n tio n pay,
an d som e sp ecifically d e n y c o m p a n y p ay fo r u n d esig
n a te d u n io n activities:
(80)

The officers of the local union shall be allowed to
report off from scheduled w ork at reasonable time for
the purpose of transacting legitimate union business.
Requests to report off shall be made by the President
o f the local union to the Superintendent of Labor R e
lations who shall transmit such requests to the respec
tive department superintendents. Such permission to
report off shall not be unreasonably requested and shall
not be unreasonably withheld.

(81)

Officials of the union, including grievance commit
teemen, shall be allowed time off, w ithout pay, to at
tend the legitimate business of the union.
O ther union members shall be allowed time off, w ith
out pay, to attend the legitimate business of the union
if it does not seriously interfere with the operations of
the plant.

Chapter 3. Leave of Absence
for Union Business

U nder various provisions discussed in the previous
sections, union representatives engaged in w o rk relat
ed to the agreem ent, usually on com pany premises, w ere
not counted absent and often w ere paid by the com pa
ny. E xcept for b rief o r interm ittent periods w hen they
w ere negotiating o r adm inistering the agreem ent, union
representatives w ere required to perform their regular
jobs.
This section discusses those activities for which
the union representative m ust o btain a form al, and gen
erally unpaid, leave o f absence.1 L eaves are com m on
5
ly granted for a w eek o r tw o to attend union conven
tions, conferences, or m eetings on internal union affairs,
or for varying periods to attend training sessions ap
plying to agreem ent negotiations, to adm inistration, or
to internal union affairs. G enerally, em ployees w ho are
elected o r appointed to full-time union positions receive
leaves o f a year or m ore w hich m ay be extended.

Because leaves for union jobs are m ost prevalent and
last the longest, provisions delineating the lim itations
and rights attached to leaves apply m ost often to this
situation. This m ay be particularly true o f provisions
dealing w ith em ployee rights and benefits during leave
and upon the em ployee’s return to w ork.

Administrative procedures and leave limitations
In negotiating leave provisions for union business or
for other purposes, consideration m ust be given both to
the em ployee’s need for leave and the com pany’s need
fo r u n in te rru p te d o p eratio n s. T h erefo re, m any
agreements allow leave, but establish various procedural
requirem ents and lim itations th at allow the employer to
plan for the absence and to minimize w ork force ad
justm ents. C onstraints vary som ew hat with the type of
leave. For example, advance notice o f return is usually
unnecessary to attend a union convention, but might be
required to hold a full-tim e union jo b .

D uring the leave period, the union-paid official may
w ork on both internal union affairs and collective b ar
gaining agreem ents. Particularly if elected or appoint
ed to a local union position, the representative m ight
participate in labor-m anagem ent relations w ith the same
com pany th at granted the leave. Unions norm ally pay
these officials w hich partially explains the relatively
low prevalence o f com pany pay for negotiation and a r
bitration in the previous sections. Since union disburse
ments are outside the scope o f collective bargaining,
agreem ents seldom m entioned pay or oth er benefits for
full-time union em ployees on leave.
Before turning to specific types o f leave provisions,
some m ajor procedural requirem ents, lim itations on
leave, and clauses pertaining to seniority, job, and ben
efit rights will be discussed. A sam ple o f 430 agree
m ents, covering about 2.6 million, was selected for close
exam ination o f these rules governing leave. T he sam
ple included 251 agreem ents, applying to 1.7 million
w orkers, th at referred to one or m ore types o f union
leave.

Provisions com m only cited em
ployees or union officials eligible for union leave, and
such eligibility requirem ents appeared in m any o f the
clause illustrations that follow. R estrictions on eligibil
ity for some types o f leave are obvious, even if not
m entioned; leaves, for example, to assume full-time un
ion positions can apply only to w orkers w ho w ere elect
ed or appointed to these positions.
A small proportion o f provisions restricted leave el
igibility to em ployees having at least a specified am ount
o f seniority, or length o f service. Similar restrictions
m ight, o f course, be im posed by tfre union, outside the
scope o f the agreem ent. Provisions m ight screen out
casual w orkers w ho go on leave w ith no intention of
returning:

E lig ib ility f o r leave.

(82)

Any employee with one year’s service, elected or
appointed to office in the union w hich requires full
time in the discharge of its duties, shall be given a leave
of absence not to exceed 2 years, unless otherwise mu
tually agreed upon....

Provisions in 189 agreem ents
required that the leave applicant com ply w ith various
adm inistrative procedures before leave w ould be g ran t
ed. (See table 13.) These clauses com m only required
the applicant to state in w riting the reasons and p ro b
able duration of the leave. Clauses m ight also require
w ritten approval by the authorizing union and m anage

P ro ced u ra l requirem ents.

1 A leave of absence may briefly be defined as a company approved
5
employee absence of a day or more, for any of various reasons. A
few provisions may require formal leave of absence for negotiations
or grievance processing, etc. These do not fit the norm, however,
and for study purposes have been classified with the more common
provisions to obtain a complete prevalence for the activity and for
pay status.

m ent officials, should an allegation later be m ade that
the leave was obtained under false pretenses, or that
the absentee deviated from the purposes for w hich the
leave was granted:
(83)

(69)

(1)

(84)

...All leaves of absence must be approved and signed
by the Shop Committee, the M anager of Industrial R e
lations and the employee’s Superintendent or General
Foreman.

N ot more than 6 employees of the company within
a bargaining unit and no more than 2 employees of
any one department, unless more are mutually agreed
upon between company and the union, selected by the
union to do w ork for the union which takes them away
from their regular employment, shall be granted leave
of absence without pay of not more than 60 working
days each calendar year....

Leaves of absence shall be w ritten in quadruplet
form, one copy shall be retained by the employee, three
copies for the company, and one copy for the union.

(85)

If an employee is elected a delegate to a bona fide
union meeting or convention, such employee shall be
granted a leave of absence.... No more than tw o em
ployees from any one local union representing the em
ployee in a plant employing up to 400 employees shall
be granted leaves or be absent at the same time on
such account. One additional employee for each 200
employees (or major fraction thereof) in excess of 400
employees, up to a total of 4 employees shall be grant
ed such leaves....

(90)

All leaves of absence...must be applied for in w rit
ing, and such requests must state the reason for the
leave... and the anticipated duration. The employer will
notify the union when a leave of absence is granted....

A leave of absence for the purpose of accepting po
sition with the United Cement, Lime and Gypsum
W orkers Union, at the local, district, or international
level, or the A FL-CIO , or any of its subordinate bodies,
shall be available to not more than three employees
from each plant at any one time....

M any provisions required notification w ell in advance
o f the proposed absence to allow m anagem ent time to
secure a replacem ent. T he am ount o f notice required
occasionally varied w ith the nature o f the leave:
(86)

...Adequate notice of intent to apply for leave shall
be afforded local plant management to enable proper
provision to be made to fill the job to be vacated....

(87)

The employer agrees to grant the necessary and rea
sonable time off...to any employee designated by the
union to attend a labor convention or serve in any ca
pacity on other official union business provided 48
hours written notice is given to the employer by the
union, specifying length of time off....

(88)

As w ith o th er limitations, some provisions established
no specific num erical restrictions, but instead required
that leaves be limited to a “reasonable” num ber o f un
ion representatives. T he reasonableness standard m ight
provide some flexibility in dealing w ith actual situa
tions, although it m ight also lead to occasional disputes.
Some provisions also perm itted the num ber o f leaves
to be negotiated, or established specific limits, but al
low ed the limits to be exceeded by mutual consent:

In the event the employe is elected or appointed to
any Newspaper Guild office, or in the event the em
ploye is elected to represent the Guild or any organi
zation with which The Newspaper Guild is affiliated
as a convention delegate in connection with the busi
ness of his or her union, such employe shall be given
a leave of absence.... Employes applying for such leaves
will, except in emergencies, give the employer at least
two weeks’ advance notice of such intention.

(91)

...Not more than eleven employees shall be granted
such leaves concurrently; provided the company and
the union may mutually agree to grant additional such
leaves....

(92)

Leave w ithout pay shall be granted an employee
designated as the representative of the union at a con
vention of the New York State Federation of Labor
or of the American Federation of State, County and
Municipal Employees. Such leave shall be limited to
not more than one employee from any agency and not
more than a total of five employees from all agencies
in any year. An agency with more than one leading
union officer in its employ will discuss with the union
and will give consideration to a request that two of
them be given leave as herein provided, but its deci
sion will be final.

(73)

...Employees who are officers of the union or Inter
national Representatives of the union will be granted
a leave of absence without pay for the term of office,
the total number of such employees to be agreed
upon....

Of
251 sample agreem ents referring to union leave, about
half (128) limited the num ber o f em ployees perm itted
on leave at a given time. (See table 13.) Such lim ita
tions, in conjunction w ith advance notice and other re
quirem ents, allow ed m anagem ent to adjust its w ork
force to accom m odate the absences.
L im ita tio n s on the n u m b er o f em ployees on leave.

Sometimes clauses were designed to avoid excessive
absences within one plant, departm ent, or other unit. A
lim ited num ber o f employees might be granted leave
from each unit:
(89)

The period of...leave of absence for union activities
may also be used for the purpose of enabling not more
than tw o authorized representatives of the union at any
one time to carry on activities of the union concern
ing employees of the company represented by the un
ion within the states or portion of states served by the
company.

T im e lim ita tio n s a n d extensions. Leaves o f absence
w ere usually granted for specific lengths o f time, ap
propriate to the type o f union leave, i.e., short periods
for attending conventions, relatively long periods for
leave to accept union em ploym ent. As w ith other lim
21

itations, setting the em ployees’ expected tim e o f return
allow ed m anagem ent to plan w ork force adjustm ents.
T h e 251 sam ple agreem ents included 182 th at referred
to tim e limits (See table 13.):
(93)

Employees who are officials of the union or officers
of... a local...and who represent the union in its rela
tions with the company, shall be granted one year’s
leave of absence by the company....

(94)

A ccredited officers shall be given leaves of absence
without pay, not exceeding tw enty working days to
attend conventions or other pertinent business of the
union....

(95)

...employees...shall...be granted a leave of absence...
not to exceed tw o weeks in any one calendar year to
attend to business of the union....

(96)

(100)

...the employer will give to an employee a leave of
absence not to exceed 12 months, to engage in union
business....

Employees who may be elected as full-time repre
sentatives of the Bi-County Joint Board, Textile W ork
ers Union of America, A FL-CIO -CLC, not exceeding
3 in number, shall be granted a leave of absence w ith
out loss of seniority for a period not to exceed 3 years.
If such employee should continue as such representa
tive beyond 3 years, the question of leave an d /o r sen
iority rights shall be a m atter for negotiation between
the parties....

O th er requirem ents. A n em ployee usually must return
to w ork prom ptly at the end of the leave. Failure to
do so, w ithout reasonable excuse, m ay result in term i
nation. M anagem ent can determ ine the em ployee’s date
o f expected arrival from leave records, but uncertainty
exists as to w hether the em ployee will actually appear.
Some agreem ents attem pted to rem ove the uncertainly
by requiring advance notice o f intent to return:

(101)

A few provisions did not set a specific tim e limit. .
U nder such “open-ended” arrangem ents, the union rep
resentative probably had to give advance notice o f in
tention to retu rn to w ork:

G ranting of such a leave will be contingent upon
reasonable notice of the request and the availability of
a qualified replacement as determined by the compa
ny. The maximum number of employees granted leave
will also be determined by the company.

An employee delegated to represent the union shall
be granted an indefinite leave of absence if mutually
agreeable to the Shop Committee and the company....

A request to return to active employment must be
made within thirty calendar days prior to the termina
tion of the leave. Employm ent will be terminated
promptly at the end of the leave if the employee does
not return to active employment.

Provisions lim iting leave to a specific period frequent
ly perm itted the leave to be extended for additional pe
riods. U nder some clauses, m anagem ent apparently
granted extensions upon request, provided o th er re
quirem ents w ere met. O th er clauses, how ever, indica
ted that additional leave periods w ould be granted only
at com pany discretion o r by m utual consent. Such
clauses allow ed m anagem ent to deny an extension if
this best served the needs o f the com pany:

A n em ployee on leave o f absence for union business,
usually for a full-time union position, m ight com plete
the assignment, decide to give it up, o r be term inated
from the union jo b before the end o f the leave period.
Some clauses allow ed the official to retu rn to com pa
ny w ork, although they m ight require advance notice.
A few o th er provisions, how ever, indicated the com
pany m ight not have to accept the w o rk er back until
the end o f the leave period:

(97)

(102)

If a furloughed employee desires to return to work
before the end of the prescribed duration o f his fur
lough, he shall be permitted to do so provided his sen
iority entitles him to available w ork and provided he
has notified the appropriate office at least a week be
fore the date o f his intended return to work.

(103)

Once the union has made the proper request and the
leave of absence for union business has been granted
to an employee for 6 months, the company will be un
der no obligation to allow that employee to return to
w ork prior to the expiration o f the particular 6 months’
leave of absence.

(85)

(98)

(99)

An em ployee’s appointment or election to conduct
union business shall be deemed good and sufficient rea
son for obtaining a leave of absence. Such employee
shall be given, upon w ritten notice to the company
and to the Shippers Labor Committee in the district
as to those packing houses listed in Appendix “A ”, a
leave of absence not to exceed one year, which shall
be extended yearly thereafter on request, provided the
employee shall be continuously conducting union
business....
Employees who are elected to office in the union,
necessitating a leave of absence from their jobs, shall
be granted a leave of absence w ithout pay, not to ex
ceed a period of one year. Such leave of absence, how
ever, shall be extended from year to year by the
management....

O ne provision did not specifically limit the duration
o f leave but reserved m anagem ent’s right to recall the
em ployee for a lim ited period at stated intervals:

Any member of the union shall, on w ritten request
of the union and approval by the company, be grant
ed a leave of absence for union business for a one year
period. Extensions of one year shall be requested and
granted on written request of the union and approval
by the company prior to the termination of such leave.

(104)

Upon request from an accredited officer of the un
ion the company will grant a furlough to an employ
ee required to devote his full time to union activities.
Employees thus furloughed will continue to accrue
company service and class of w ork seniority during
the life of the furlough. Should the employee return

eration due to lack of available employees.

to duty he may resume w ork by exercising his senior
ity rights in returning to the position he occupied at
the time he took the furlough or if that position no
longer exists, to the nearest comparable position to
which his company service and ability entitle him. The
company reserves the right to recall any such employ
ee for a thirty day period, such right to be exercised
not more often than once every tw o years.

A few clauses req u ire th a t b o th th e need s o f th e em
p lo y e e fo r leav e an d o f th e e m p lo y e r fo r w o rk e rs m ust
be co n sid ered :
(110)

D u rin g a p ro lo n g e d p e rio d o f absence, th e un io n re p
re se n ta tiv e ’s m ental o r p h y sical co n d itio n m ay ch an g e.
In rec o g n itio n , a few p ro v isio n s re q u ire d th e re tu rn in g
em p lo y ee to u n d erg o a m ed ical exam ination. O th e r p r o
visions req u ired th e exam in atio n o n ly if th e c o m p an y
stro n g ly su sp ected a h e a lth p roblem :
(105)

(106)

Seniority, job rights, and employee benefits
during leave of absence
D u rin g th e ir y ears o f a c tiv e serv ice, em p lo y ees
ty p ic a lly a c c ru e in c reasin g ly v alu ab le rig h ts b ased on
le n g th o f serv ice. O n e o f th ese rig h ts, sen io rity , o r c o m
p e titiv e statu s re la tiv e to o th e r em p lo y ees, is fre q u e n t
ly a fa c to r in p ro te c tio n fro m layoff, in p ro m o tio n , shift

The company shall require each employee taking a
leave of absence w ithout pay to submit to a medical
examination at the beginning of his leave of absence
and before reinstatement the employee must, by an
other medical examination, establish the fact that his
physical condition has not changed for the worse dur
ing his leave of absence, and that he is qualified men
tally and physically to resume his duties....

p referen c e, an d o th e r situations. A g iv en p erio d o f se rv
ice, o r sen io rity , o n a p a rtic u la r jo b , o r in a p a rtic u la r
unit, m ay en title th e in c u m b en t to p ro te c tio n fro m tra n s
fer, o r d isp lac em e n t b y o th e r em p lo y e e s.1 A lso, le n g th
6
o f se rv ic e u su ally d eterm in e s th e le n g th o f paid v a c a
tion, level o f re tire m e n t benefits, an d o th e r benefits. In
ad d itio n , a c tiv e statu s en titles m ost w o rk e rs to p a rtic i
p ate in g ro u p life an d m ed ical in su ran ce p ro g ram s.

...No physical or other examination shall be required
as a requisite of reinstatement except where the com
pany finds that an obvious physical or mental condi
tion exists which requires medical advice regarding job
placement or fitness for work.

A n o rm al c o n c e rn o f an em p lo y ee o n leav e o f ab
sence fo r u n io n b u sin e ss- p a rtic u la rly o n a lo n g le a v e is th e effect o f th e absence, if any, on th ese v ario u s
rig h ts an d benefits. R e flec tin g th is c o n c ern , a signifi
c a n t p ro p o rtio n o f leav e p ro v isio n s m en tio n ed th e su b
je c t. A leav e o f ab sen ce n o rm ally p ro te c te d th e em
p lo y e e fro m to ta l loss o f v ario u s benefits an d o ften c o n
tin u e d th e m as th o u g h th e em p lo y ee rem ain ed o n a c
tiv e d u ty . S om e p ro v isio n s, h o w e v e r, lim ited o r d en ied
c e rta in a c cru als an d benefits d u rin g th e absence, p a r
tic u la rly if th e leav e w as long.

M a n a g em en t right to deny leave. In 58 o f th e 251 sam
p le ag reem en ts co n tain in g leav e p rovisions, m a n ag e
m e n t rese rv e d th e rig h t to d en y un io n leav e o f absen ce
ev e n th o u g h th e u nion re p re se n ta tiv e co m p lie d w ith all
p ro c e d u ra l req u irem en ts an d lim itations. (See tab le 13.)
T h e p rovisions usually allo w ed th e le av e if it d id n o t
in te rfe re w ith th e e m p lo y e r’s op eratio n s:
(107)

Upon request of the President of the International
or the President’s authorized delegate, a reasonable
number of employees who have been selected by the
union to perform union duties which will take them
from their assigned company duties for a continuous
period of more than 1 month shall be granted a leave
of absence. However, the company may refuse the ex
cuse of an employee at a time when the employee’s
absence from assigned company duties will seriously
interfere with the operation of the business.

(108)

...an employee certified by the union to be a full-time
union official may be granted a leave of absence w ith
out pay.... Each such leave of absence shall...be grant
ed only at such time as will not interfere with
operations.

(109)

Seniority. In th e stu d y , 218 o f th e 251 sam ple a g re e
m en ts h av in g leav e p ro v isio n s re fe rre d to sen io rity . (See
tab le 13.) A se p arate p re v a le n c e w as n o t o b ta in ed fo r
ea ch ty p e o f leave, b u t lik ely m o st clauses ap p lied to
a c c e p ta n c e o f a full-tim e p o sitio n w ith th e union. B e
cau se su ch leaves, p a rtic u la rly if extensions are g ra n t
ed, m ay co n tin u e fo r sev eral years, th e tre a tm e n t o f
sen io rity in su ch cases is m o re c ritic a l an d o f m o re c o n
c e rn to th e w o rk e r in v o lv e d th a n fo r o th e r kinds o f
un io n leave:

A leave of absence for a period not to exceed one
year shall be granted to employees with one or more
years of bargaining unit seniority in order to accept a
full time position with the union, provided such leaves
will not interfere with the operation of the employer.

(5)

...In scheduling the leave both the needs of the em
ployee and the com pany’s need for production will be
given consideration. The compelling nature of the em
ployee’s request will be taken into account.

...The union agrees that, in making its request for
time off for union activities, due consideration shall be
given to the number of employees affected in order
that there shall be no disruption of the em ployer’s op

1
6
The administration and principal applications of competitive sen
iority are discussed in Major Collective Bargaining Agreements: Sen
iority in Promotion and Transfer Provisions (Bull. 1425-11), 1970; Layoff
Recall, and Worksharing Provisions (Bull. 1425-13), 1972; and Administration
of Seniority Procedures (Bull. 1425-14), 1972.

Seniority treatment

Agreements

Workers
(thousands)

Total referring to leave . .
Total referring to seniorityall le a v e s ..................................
Seniority does not
ac cru e............................
Seniority accrues..............
Varies, or partly
a c c r u e s .........................

251

1.753.4

218

1,612.6

21
177

167.1
1.384.5

121.1

T he rem aining 20 contracts allow ed limited accrual.
U nder some clauses, the am ount of additional seniority
allow ed depended on the seniority status o f the em
ployee at the time leave began:
(79)

An employee with seniority who is granted leave of
absence will accrue seniority during such leave in ac
cordance with the following schedule determined as
of the last day worked:
a. If he has less than one year’s seniority, to a max
imum of ninety days.

T he m ajority o f provisions (177) afforded the most
favorable procedure; during the entire approved ab
sence, seniority continued to accrue:
(111)

b. If he has one to five years’ seniority, to a max
imum of one hundred and eighty days.
c. If he has five to ten years’ seniority, to a max
imum of three-hundred and sixty-five days.

An employee(s) shall accumulate seniority while on
leave of absence under any leave of absence provisions
outlined in this article.

(7)

Seniority will accumulate during periods of author
ized leaves.

(112)

Employees returning to work after such leaves of ab
sence shall receive an adjusted starting date if their leave
exceeds the above limitations.

Any employee covered by this agreement, w ho be
comes elected or appointed to an office in the Inter
national Brotherhood of Electrical Workers, or Busi
ness A gent for System Council U-9, requiring his/her
absence from duty with the company shall be granted
leave of absence and shall continue to accumulate sen
iority with the company throughout such term of
office...

(113)

Employees with 10 years’ or more seniority shall not
lose seniority during a leave of absence.
(80)

An employee appointed subsequent to January 1,
1961 as an International Staff Representative of the
union and who serves full time in such capacity will
continue to accrue continuous service 2 years after the
date of such appointment and, if reinstated at any time
thereafter in active employment with the company,
will have his continuous service accrued at the end of
2 years following the date of such appointment
reestablished.

Full seniority status shall be retained and accum u
lated by employees while acting as full-time officers
or employees of the local union or as full-time officers
or employees of the International Union, or as full-time
national officers or employees of the American
Federation of Labor-Congress of Industrial Organiza
tions...

Provisions indicating th at the em ployee w ould suffer
“no loss” o f seniority w ere som ew hat ambiguous, since
they did not specify that seniority w ould accrue. T hey
have been interpreted in the study as im plying th at sen
iority w ould continue to accrue:
(114)

U nder a few contracts, seniority accrual depended
on the nature o f the leave:
(117)

Employees timely returning from authorized leaves
of absence shall not suffer a loss of seniority.

(115)

Any employee who now holds office or shall be
elected to office in the union which requires absence
from the employer’s service shall, upon retirement from
such office, be re-employed by the company without
the loss of seniority.

A n other concern o f the em ployee request
ing a leave for union activity is placem ent upon return
to w ork. M any em ployees prefer to go back to their
form er positions, and alm ost always are allow ed to, fol
low ing short absences, such as for attending union con
ventions. Em ployees returning from long leaves, h o w
ever, may face difficulty because their form er positions
w ere elim inated or filled by em ployees w ith greater
seniority or jo b rights. Some returning w orkers m ay no
longer be able to perform their form er jo b duties.
O f 251 union leave provisions, 144 referred to the

... Union officials shall not accumulate seniority while
on leave of absence....

An employee who is elected or selected as a full
time business representative for D istrict 105 of the In
ternational Association of Machinists and Aerospace
W orkers shall continue to accrue seniority. An em
ployee elected or selected to a full-time union position
such as G rand Lodge Representative shall continue to
accrue seniority for a period of 4 years after such elec
tion or selection and thereafter all seniority in the bar
gaining unit shall be totally forfeited.

Job rights.

Seniority did not accrue in 21 o f the 41 agreem ents
studied. This usually m eant that upon the em ployee’s
return, the seniority date w ould be adjusted to reflect
the period on leave, and th at the em ployee’s nam e w ould
be m oved to a low er position on the seniority list. N o r
mally, the longer the leave, the g reater the loss o f com
petitive status:
(116)

The company will continue to allow employees
leaves to take up full-time employment with the local
or international union, during w hich time they shall
retain their continuous length-of-service standing....

exercise seniority to “bum p” a less senior em ployee un
der specified circum stances:

placem ent o f em ployees returning from leave. (See ta
ble 13.) A num ber o f these allow ed em ployees to re
turn to their previous jobs. This right, how ever, usual
ly was contingent on the w o rk e r’s ability to perform
the w ork and the availability o f such w ork:
(118)

(119)

(124)

(125)

An employee elected to office in the union or an
employee appointed for duties in the union with the
consent of the company, who is required to spend a
part or all of his time in the employ of the union, shall
not lose his seniority with the company on account of
time off for union duties. On his return to w ork with
the company, such employee, if qualified, shall be re
turned to his original duties at the then prevailing wage
scale for such position if such position then exists;
otherwise he shall be given such position as he may
be qualified to fill....
An employee elected to a union office or as a dele
gate to a union activity or appointed as a union rep
resentative necessitating a leave of absence for an ex
tended period of time, shall be granted a leave of ab
sence not to exceed five years, w ithout loss of senior
ity, unless an extension is granted, such extension to
be negotiated between the union and the company.
Upon completion of such leave of absence, such em
ployee shall on the basis of his accumulation of sen
iority be returned to his former or similar position at
the going rate at the time of his return and without
loss or prejudice to any of his rights or privileges....

(120)

A fter the termination of any leave of absence the
employee shall be permitted to return to his former
position, seniority permitting. In the event his position
has been abolished, or is filled by an employee with
greater seniority, then he shall be permitted to exer
cise his seniority for a job most comparable in pay
which he is capable of performing.

Placem ent procedures sometimes w ere conditioned
by the type o f assignm ent or the period of absence of
the returning union representative. As a rule, em ploy
ees w ho returned from leave w ithin the designated pe
riod had placem ent rights superior to those w ho re
turned after longer absences:
(126)

(127)

An employee who leaves the employ of company
to accept a full-time office in union and who makes
application for reemployment within thirty days of the
expiration of his term of office in the union to which
he has been elected or appointed shall be entitled to
reinstatement to his former w ork with accrued senior
ity at the rate of pay for such w ork prevailing at the
time of reinstatement, provided that he is still able to
perform such work.

An employe granted ...a leave of absence...for union
activity...whose seniority is not broken prior to reem
ployment will be entitled to return to the classification,
departm ent and shift he left provided (a) he has not
become incapable because of disability of performing
the w ork required, and (b) he would not have been
removed from his position during his period of absence
under the provisions of...this article, except that an em
ploye absent over one year will not be entitled to dis
place an employe with greater seniority.
Employees who have an official request for a leave
of absence shall be granted leave to accept a tempo
rary union assignment, not to exceed 4 consecutive
months, and upon the expiration of such leave shall be
entitled to return to their former jobs and shifts.... Per
manent union appointees and those employees who are
elected to district or international office shall be enti
tled to return to a job, provided that employees with
greater seniority at the mine are not on layoff status,
and may bid on such vacancies as are posted. Where,
by prior practice or custom, a permanent union officer
or appointee is entitled to return to his job, that prac
tice shall be continued....

Any member of the union who is elected to a per
manent office or who must take a temporary leave of
absence because of being appointed a delegate of any
union activity, shall be granted a leave of absence and
shall accumulate and retain his seniority on the job for
which he was employed at such time of leave.

(121)

...At the completion of such term of office, the em
ployee shall, upon application to the company, be re
instated to such employee’s former classification with
all seniority rights; in such event, other employees will
consent to such changes in assignment and classifica
tion as may be necessary to reinstate such a returning
employee....

R ath er than referring to the em ployees’ qualified right
to return to their old jobs, some provisions established
a right to placem ent on similar or equivalent jobs:
(122)

Upon return from...a leave of absence an employee
shall... be reinstated at w ork generally similar to that
in which last engaged prior to the leave of absence
and for which the employee is qualified.

(123)

...When their terms of office expire, such members
of the union shall be reinstated by the company in
jobs...at least equivalent to those held by them at the
times such leaves of absence were first granted.

B en efits d u rin g union leave .

D uring a union leave o f
absence, the em ployer generally has no responsibility
to continue the em ployee’s wages. W ages, how ever, are
only part o f the com pensation package, w hich may in
clude various non-w age benefits, such as pensions, sep
aration pay, and group life and m edical insurance. A c
tive em ployees accrue increasing potential benefits
based on service w ith the com pany. A n em ployee ap
plying for union leave, particularly long-term leave,
m ight be concerned about retention and accrual of v ar
ious benefits, since loss or restriction of some benefits
affect the em ployee during the leave, and not just upon
return to work.

Unless assigned perm anently to a vacant position, the
returning em ployees m ight displace other em ployees.
T o minimize disruptions to operations and personnel,
m anagem ent usually lim ited the num ber o f w orkers af
fected. Some provisions perm it the returning w orker to

pany and union. Only the seniority and no other ben
efits of an employee on international union leave of
absence shall accumulate during the entire period of
such leave.

As w ith w age paym ents, the union som etim es ab
sorbed non-w age costs, by paying prem ium s and fund
contributions for the em ployee on leave. E m ployees on
long-term leave w ith the union also m ight com e under
a union-sponsored benefit program .
T h e 251 sam ple agreem ents having union leave p ro
visions included 66 referring to the status o f benefits
during absences. N o effort has been m ade to categorize
the clauses by type o f benefits, since provisions usually
m ention “benefits” w ith no fu rther definition, o r refer
only to some benefits:

(130)

D uring the period of a leave of absence for union
activities:
a. The employee may continue the employee’s Bas
ic Medical Expense insurance coverage and the
employee’s Dental Expense Plan insurance cover
age by paying 100% of the premiums for those
coverages.

Agreem ents
Total referring to leave . .
T otal referring to b e n e fits. . . .
Benefits retained
and a c c r u e d .................
Benefits not retained
and a c c ru e d .................
R etention of benefits
v a r ie s ............................

Workers
(thousands)

b. The company will continue the employee’s Bas
ic G roup Life Insurance coverage in effect.

251
66

1,753.4
356.0

93.9

37.6

c. The company will continue the employee’s Ex
traordinary Medical Expense insurance in effect
for the first year of the leave of absence, and the
employee may continue that insurance coverage
in effect for the remainder of the leave of absence
by paying 100% of the premium for the employ
ee’s coverage.

224.4

A greem ents sometimes refer not to benefits, but to
the accrual o f the credited service applicable to bene
fits. A pparently clauses do not cover insurance prem i
ums, w hich are seldom related to credited service:

In 20 agreem ents, provisions allow ed full retention
or accrual o f benefits, o r at least those m entioned. P ro
visions som etim es applied only to short-term leave
situations:
(128)

...The em ployer will pay the cost of group insurance
for the President and Treasurer of Local 724 during
the period of time they are in office and on full time
leave of absence in accordance with the provisions of
this paragraph....

(129)

Time off given to representatives of the local union
to attend council meetings or conventions...shall be
w ithout loss of pension or hospital-medical benefits.

(69)

(131)

A leave of absence will be granted to employees to
attend union conventions, or other like union activi
ties, without impairment of...benefits....

Some provisions allow ed em ployees on leave to con
tinue their participation in benefit program s by paying
the costs or premiums. Possibly the union w ould reim
burse the w orkers or make the actual paym ents:
(132)

U nder 33 agreem ents, some benefits w ere continued,
w hile others w ere not, o r w ere lim ited to a specified
period. In a few agreem ents, benefit treatm ent depended
on the type o f leave:
(57)

Upon w ritten request of the union, the company will
grant a special leave of absence equal in duration to
one full term of office for each of 2 members who are
elected or appointed to a full time office in the local
union, subject to renewal in each case by the w ritten
request of the local union president. Employee and de
pendent group insurance coverage will be continued
during the entire period of such local union leave of
absence, and each such employee shall continue to re
ceive credited service for pension purposes in accor
dance with the agreement covering pensions.

Employees on such a leave of absence shall be able
to continue their membership in employee benefit plans,
such as Retirement, Mutual Aid, D ependent Medical
Coverage, G roup Life Insurance and the Long Term
Disability Plan, subject, however, to the limitations
and provisions of such plans. It is understood and
agreed that employees covered by this provision will
be required to pay appropriate fees for coverage un
der these programs, including the full cost of cover
age under the Long Term Disability Plan.

O ne provision granted union officials benefit co v er
age superior to th at allow ed other em ployees on leave.
T he reason for the differential treatm ent is not given:
(133)

In addition, upon w ritten request of the union, the
company will grant a special leave of absence for a
period of 1 year, to 1 member who is elected or ap
pointed to a full time office in the international union,
subject to renewal by mutual agreement of the com

A t the request of the union a member of Local 737,
IUE; A FL-CIO , elected or assigned to an office in the
international union will be granted a leave of absence
for one year, renewable annually upon w ritten request
of the company.... If the member on leave returns w ith
in 10 years from the initial start of the leave, he shall
suffer no loss of benefit seniority....

Upon written notification to the company by the
union, tw o local union officers and the local union
president as designated by the union shall be entitled
to the following described benefits during the period
they are on approved leave of absence:
1. Continuation of group insurance coverage on
the same basis and duration as other employees
on leave of absence except that no payment of
premium for such continued coverage shall be re-

quired to be made by employees so designated.
2.

Pension service credits will be credited to such
designated employees on the same basis and to the
same extent as if they were not on approved leave
of absence and were available for w ork with the
company to which they might otherwise be
scheduled.

ion officials, in particular, m ay be unsure o f their future
effectiveness and popularity, and reluctant to cut all ties
w ith their em ployer. Unions are, o f course, political o r
ganizations, and political positions in a dem ocratically
run organization are not noted for jo b security. E ven
effective, appointed officials m ay be dismissed follow
ing a change in leadership. L eave o f absence enables
the ex-union official to return to his old em ployer, often
w ith unim paired seniority and benefit rights.
Leave o f absence to hold jobs in o ther organizations
is not restricted to unions, but often applies to jobs w ith
governm ent agencies. M ost em ployers probably prefer
to grant leave for such posts to w orkers w ho are famil
iar w ith the com pany and its problem s, rather than to
deny the leave, and perhaps discourage the w orker from
accepting the job. G ranting o f such leave also serves
notice to the public that the com pany encourages its
em ployees to participate in activities for the general
welfare.
L eave o f absence clauses pertaining to union em ploy
m ent appeared in 761 o f the 1,765 agreements^ cover
ing 3.8 m illion o f the nearly 8 million workers.
(See table 14.) Clauses were found in 62 percent of
the m anufacturing agreem ents, and 25 percent o f those
in nonm anufacturing. Clauses w ere found in m ore than
75 percent o f the contracts for transportation equip
ment, nonelectrical m achinery, utilities, fabricated m et
al products, ordnance, tobacco, and mining.
Provisions w ere relatively rare in apparel and con
struction-industries in w hich em ployees’ attachm ent is
m ore to the industry than to an individual em ployer.
Provisions w ere found in 75 percent or m ore o f the
agreem ents held by the A uto W orkers, R ubber W ork
ers, Steel W orkers, and M achinists agreem ents, as w ell
as a num ber o f sm aller unions such as the T obacco
W orkers, Chem ical W orkers, and U tility W orkers.
Some provisions granted leave only for local union
positions. Possibly under such limitations, em ployees
w ho accepted higher level union posts m ight be denied
leave and dismissed. O ther provisions granted leave
only for international positions. Some clauses m ight ap
ply to local positions as well, except local part-tim e po
sitions w hich required no leave. M any provisions al
low ed leave for both local and international posts:

Such designated employees except the Local
Union President will be entitled to random days
on the same basis and to the same extent as if they
were actively at work, provided however, the cal
culation and payment of such random days shall
be limited to actual earnings paid to such employ
ees during each month for the preceding calendar
year.

T hirteen agreem ents denied benefits during the leave
period. A gain, the union possibly assumed at least part
o f the benefit “package” . O nly rarely, how ever, did an
agreem ent refer to such union contributions:
(134)

Time spent on leave of absence will not be counted
as time worked for the purpose of wage computation
or other benefits....

(135)

An employee granted a leave for union activities
will be ineligible for wages or benefits from the com
pany during the period of the leave.

(136)

Full-time salaried employees of the union and em
ployees who receive a leave of absence from their em
ployer to w ork for the union shall be eligible for and
continue to receive all benefits of the Welfare Fund
provided that the union makes the required contribu
tions for such employees in accordance with amounts
established by the Welfare Fund Trustees....Only em
ployees who were formerly taxicab drivers or inside
men with past service credits shall be eligible to re
ceive benefits hereunder.

Leave to accept union employment
U nion m em bers m ay be appointed o r selected to full
time union jobs at various levels-local, state, regional,
o r national. M ost union officials, particularly at the lo
cal level, likely retain their ties w ith previous em ploy
ers through leaves o f absence. T h e question occasion
ally arises as to w hy em ployers grant leave to accept
union em ploym ent: (1) M ost em ployers wish to rem ain
on reasonably good term s w ith the union. T he new ly
elected union official usually assumes a post w ith the
local union, and is likely to participate in negotiating
and adm inistering the agreem ent w ith the em ployer. (2)
T h e union has bargaining pow er, and can assign a high
priority to the issue o f union leave. (3) R ecip ro city -th e
em ployer w ho adopts a liberal leave policy for union
officials expects liberal union policy to w ard forem en or
other m em bers o f m anagem ent w ho return to the bar
gaining unit. (4) T he num ber o f em ployees on union
leave from a given em ployer usually is quite small and
creates little disruption.
F rom the view point o f the new ly elected or appoint
ed union official, the issue o f leave is critical. N ew un

(137)

(138)

Leaves of absence for the purpose of accepting po
sitions with the international or local union shall be
available to a reasonable number of employees.

(139)

D uring the life of this agreement, the company agrees
to grant a leave of absence to not more than six em
ployees (three for the local union and three for the in
ternational union) who are engaged in official union
activities....

Upon official request of the union, any employee
duly designated by the union or any of its affiliates to
perform duties on its behalf for an extended period of
time to conduct local union business shall be granted

(79)

(140)

Election or appointment to a full-time office of the
local union shall be considered good and sufficient rea
son for obtaining a leave of absence. Such employee
or employees shall be given, upon w ritten request from
the Secretary of the union to the company labor rela
tions office, leave of absence for the period of time the
employee occupies such office. Such leave will not
cause any adjustment in the employee’s anniversary
date.

(142)

(145)

(144)

Any employee who is elected or appointed to a full
time position with the union shall be granted a leave
of absence w ithout loss of seniority and w ithout pay
for a period not to exceed one year....

A n em ployee w ho returned to the bargaining unit
after a very long period as an union official m ight have
obsolete skills, require retraining, and m ight create re
sentm ent in an em ployee w ho m ight be displaced. F o r
these reasons, and perhaps because the likelihood o f re
turn diminishes w ith the passage o f time, a num ber of
provisions lim ited total leave time, including extensions:

The companies agree that they shall upon request
of the union grant special leaves of absence without
pay for participation in union activities to a maximum
of three employees for a period up to tw o years in
each case, provided request is made 30 days prior to
the beginning of each leave....

(135)

...If made at the end of such leave of absence, such
leave of absence may be extended yearly for seven ad
ditional years for union officers or national office rep
resentatives, and for seven additional years for busi
ness agents, assistant business agents or local officers;
provided, however, that no union officer or national
office representative or any business agent, assistant
business agent or local officers shall be entitled to such
leaves of absence which, during his employment with
the company, aggregate in excess of eight years.

(147)

...Leaves of absence w ithout loss of seniority and
w ithout pay will be granted to any employee elected
to act as a representative of the union upon request of
the union’s regional director....

Employees elected or selected to full time positions
in the local union or the international, w hich takes
them from their employment with the company,
shall...receive a maximum of tw o leaves of absence per
employee within 12 months for periods of up to six
months, the sum total of which shall not exceed eight
years in any ten years of active employment.

(146)

An employee elected or selected to full-time posi
tion in the United Automobile, Aerospace and A gri
cultural Implement W orkers of America, UAW, but
excluding all national and international unions other
than the UAW, which takes him from his employment
with the company, shall upon w ritten request to the
company, receive a leave of absence for 1 year. The
employee will receive annual renewals upon written
application to the D irector of Industrial Relations.

Any employee of the company w ho shall become
an officer or agent of Local 31 or of the Industrial
Union of Marine and Shipbuilding Workers of A m er
ica and whose duties shall require his full time shall,
at the w ritten request of the union, be granted a leave
of absence by the company for the period of such em
ployment, but not beyond the termination of this
agreement....

(95)

Members of the union elected to union positions or
selected by the union to do w ork for the union which
takes them from their employment with the corpora
tion shall, at the written request of the union, receive
tem porary leaves of absence for periods not to exceed
one year, and upon their return shall be reemployed
on the shift on which they last worked, provided they
have sufficient seniority, at w ork generally similar to
that w hich they did last prior to the leave of absence,
and with seniority accumulated throughout their leave
of absence.

Provisions often distinguished betw een elected and
appointed union officials, although leave term s applied
to both. A few agreem ents, how ever, referred only to
one o f the tw o possibilities. U sed broadly, the term “ap
pointed” m ight apply to b oth situations, although the
reverse w as not true. T h e rationale for excluding one
category w as n ot entirely clear. U nion officials are m ore
likely to be appointed to staff positions in larger or
higher level union organizations:
(143)

Employees who are elected to office in the union,
necessitating a leave of absence from their job, shall
be granted a leave of absence without pay, not to ex
ceed a period of 1 year....

O ften the term “full-tim e” appeared in clauses, p er
haps because any em ployees having only part-tim e un
ion duties generally rem ained on active duty w ith the
em ployer:

Som e clauses did not specify the level o f union o r
ganization, but referred m ore generally to “the union.”
In some situations the term m ight have been intended
to apply to any union position. R eference only to “the
union” was, o f course, all th at w as necessary under
agreem ents w ith m ost independent single firm o r intra
state unions:
(141)

An employee appointed to a full-time position with
the union shall be granted leave of absence without
pay for the period of his union employment without
affecting his seniority.

(98)

a leave of absence, w ithout pay, for such purpose, pro
vided that such leave of absence shall not substantial
ly interfere with company operations.

Upon written request of the union giving 2 weeks’
advance notice, the company will grant an employ
ee^) elected or assigned to a full-time union office a
leave(s) of absence w ithout pay for 1 term of office,
not to exceed 3 years. Such leave of absence will be
renewable for 4 additional terms of office, not to ex
ceed 12 years. N ot more than 3 employees shall be
granted such leave(s) at the same time from the com
pany, and no employee shall be granted more than 1
such leave of absence during the period of his employ
ment by the company.

million o f the nearly 8 million w orkers, contained p ro
visions for leave to attend union conventions. (See ta
ble 14.) Such leave provisions w ere considerably m ore
com m on in m anufacturing than in nonm anufacturing
agreem ents (26 versus 17 percent respectively) although
w orker coverage (27 versus 24 percent respectively)
show ed relatively little difference. O nly in lum ber and
w ood products contracts did convention provisions ap
ply in m ore than 50 percent o f the agreem ents, and in
transportation agreem ents to m ore than half the w o rk
ers. Clauses appeared in over 40 percent o f agreem ents
in m achinery, fabricated metals, chem icals, and trans
portation. A m ong larger unions, clauses appeared in 70
percent o f E lectrical W orkers’ (IU E ) agreem ents, and
in m ore than 30 percent o f the A uto W orkers’, T eam
sters’, C lothing W orkers’, Food and Com m ercial W ork
ers’, P aperw orkers', and O il Chem ical and A tom ic
W orkers’ agreem ents.
Some agreem ents identified the particular conven
tions for w hich leave w as provided, and others did not.
Clauses also varied som ew hat in designating those eli
gible for leave. Som e provisions limited the leave to
elected delegates, w hile others w ere less restrictive:

T o a great extent, the disruptive effect o f returning
from long absences m ay be dim inished by the small
num ber o f em ployees w ho return. F o r this reason, p er
haps, a few agreem ents place no limit on leave:
(36)

...There shall be no limitation on the length of the
leave of absence of an employee who is serving on the
staff of the union....

C o m p a n y p a y f o r f u ll-tim e union a ctivities . C om pany
pay for em ployees on leave to h old full-time union po
sitions w as rare. A small prop o rtio n o f th e clauses re
ferring to such leave (under 1 percent) required the
com pany to retain the union official on th e payroll, o r
at least to assume a p art o f the payroll costs. Provisions
granted pay only to local union officials, w h o spent at
least p art tim e in activities discussed in the pay for un
ion business section:

(148)

(149)

The President of the Society, who shall be chosen
by the Society from among the employes covered by
the agreement, shall be called the Chairman and be
entitled to devote full time only to his duties of oper
ating under this agreement. He shall continue to be
paid at the salary he was receiving at the time of as
suming his duties, except that his salary shall be ad
justed in accordance with any general salary increases.
He shall be deemed to be an active employe of the
company for the purpose of benefits applicable to em
ployes. He shall be entitled to be on company time for
overtime hours when more than 15% of the bargain
ing unit employes are scheduled to work. He shall be
entitled to leave the company’s premises only in the
course of his function of operating under this agree
ment, but he shall notify the designated company rep
resentative when leaving and returning to the compa
ny’s premises during working hours.

(151)

(152)

(153)

The President of the local union will serve as such
on a full time basis. He will be paid 8 hours straight
time pay at the classified hourly rate of the last clas
sification in which he last worked (on other than a
temporary basis) for each day of the work week. The
company will pay for 3 such days per week and the
union will pay for 2 such days per week.

Where it will not substantially interfere with pro
duction, elected or appointed representatives of the
union shall be granted leaves of absence of not more
than 14 days except as extended by mutual agreement
for the purpose of attending union conventions....

Provisions allow ing com pany pay w hile attending
conventions w ere com m on in public sector agreem ents,
but only a handful appeared in private industry, pre
dom inantly negotiated by the Insurance W orkers. Be
cause insurance agents’ earnings w ere derived largely
from commissions, and because agents m ight earn no
new commissions during the leave, the provisions m ight

Leave for union conventions
O f 1765 agreem ents examined, 391, covering o v er 2

Accredited officers shall be given leaves of absence,
without pay, not exceeding 20 working days to attend
conventions....

A lthough leave extension provisions applied m ost
often to leaves for em ploym ent w ith the union, a few
contracts recognized that conventions occasionally ran
beyond the norm al limits, and provided for extending
the leave time:

Som e o f th e clauses required the com pany to pay
only a fixed p roportion o f an officials’ w age. T h e un
ion paid the rem ainder:
(150)

Temporary leaves of absence to attend State or Na
tional conventions shall be granted to all Executive
Board members and elected delegates of the union....
Such leave of absence shall be without pay or loss o f
seniority.

(94)

The union may designate one Chief Steward who is
an employee of the company within the bargaining unit
to represent the employees covered by this collective
bargaining agreement. The duties of the Chief Stew
ard shall be those described in Article entitled “Griev
ance Procedure”, investigate safety, and disciplinary
cases. His rate of pay will be a maximum of eight hours
per day at straight time and regular overtime rates on
Saturdays, Sundays, and Holidays when 25% of the
workforce are working. The Chief Steward shall be
granted leave of absence from his regular job section
and shift during the term of his office. Vacancy shall
be filled by the accepted procedure.

The company agrees to grant excused absences, with
out pay, to official delegates for the purpose of attend
ing the United Paperworkers International Union’s
AFL-CIO Convention or the Virginia State Council
AFL-CIO Convention. The union shall notify the com
pany as far in advance as possible as to the employees’
names, dates of absence, and expected date of their
return

represent a special case and apply only to their

(158)

b
guarantee:

(154)

The company agrees to give time off to any agent,
without deduction from compensation, for the purpose
of attending any convention or conference of the
union....

(155)

The company agrees to permit agents who are un
ion delegates to take time off from their duties, with
out any deduction from compensation for the purpose
of attending official conventions of the National AFLCIO, the State AFL-CIO and the union, and official
ly called conferences of the union....

Leave to attend meetings
Provisions granting leave of absence to attend union
business meetings appeared in 155 agreements. (See ta
ble 14). The nature of such meetings was generally not
specified perhaps because the subject matter varied.
They might be construed to include pre-negotiations
caucuses, meetings to draft resolutions for presentation
at conventions, or to coordinate regional union activi
ties, to discuss constitutional changes, etc. Provisions
appeared most often in manufacturing agreements, but
showed no significant concentrations. Twenty percent
of agreements in the chemical, stone, clay and glass,
and utilities industries, however, contained such provi
sions. Clauses also appeared in at least that proportion
of Electrical Workers (IUE), Glass Bottle Blowers, and
Chemical Workers Agreements.
Provisions generally included the same limitations as
for other leaves:

Leave for training
Leave of absence for union representatives to attend
training sessions appeared in a small proportion of the
agreements. The national union often conducts such
training for local union officials in negotiating or
administering the agreement, or in conducting internal
union affairs, such as keeping local union financial
reports.
Leave of absence for training was cited in only 47 of
the 1,765 agreements, covering only 162,000 of the 8
million workers. (See table 14.) About 72 percent of
the agreements were found in manufacturing industries,
nearly half of them in transportation equipment. Among
unions, training leave was negotiated in over 10 per
cent of the Auto Workers, Machinists, and Rubber
Workers agreements.
Because the nature of training might vary, provisions
often were not specific. Some, however, specified the
purpose, or the union officials eligible for training:
(156)

(78)

...Shop stewards shall be entitled to a leave of one
day each calendar year with pay for shop steward
training and education. The union must notify the em
ployer at least 2 weeks in advance thereof. The shop
steward must, upon returning from the leave, present
the store manager with written evidence from the un
ion that the steward has used the leave for the purpose
for which the leave was intended. For purposes of the
above only, one shop steward per store will be eligi
ble for pay for said leave.
(159)

There shall be a plant safety committee composed
of equal representatives from the union and the com
pany. The company will send the Union Safety Rep
resentative to the annual State Safety Conference, or
if there is no State Safety Conference that year, to the
National Safety Conference. Arrangements for attend
ing the conference, including lost wages and travel ex
penses, shall be made by the company Safety Director.

Duly elected local union officials who are designated
to attend official union business meetings away from
the works for extended periods of more than 1 day
will be excused without pay on presentation of proof
of such official union business for a period of up to 2
weeks (fourteen calendar days)....

A few provisions granted paid leave, which tended
to be for short periods:
(160)

Under at least one provision, pay and other costs for
workers who completed the training successfully were
borne by the company, and for workers who failed to
qualify by the union:

The employer shall grant leaves of absence to any
employe selected...to attend any union convention,
school or meeting, for the duration thereof. The sen
iority of employes granted such leaves of absence shall
accumulate during such leaves.... Not more than 30
employes at one time, not counting employes occupy
ing...full time positions, shall be on leaves to attend
any union convention, school or meeting.
Leaves to attend union meetings are conditioned
upon verbal notice to the employer. The granting of all
other leaves of absence referred to herein is condition
ed upon written notice to the employer. Any notice
shall be made sufficiently in advance to enable the
company to make whatever adjustments are necessary
to meet the needs of the business.

Training usually was sponsored by the union. How
ever, in a small proportion of the clauses, the company
sponsored the training and bore the expense:
(157)

All costs associated with the training of individuals
who at the completion of their training qualify as un
ion standards technicians will be borne by the compa
ny. All costs associated with the training of individu
als who at any time during their training or fail to
qualify will be borne by the union. The rates of pay
and expenses allowed during training are the subject
of a separate letter of understanding....

One shop steward per store is to receive 1 personal
day with pay a year to be used for attending a Local
1262 Shop Steward Seminar.

Unspecified union business
Provisions referring to union leave included many
30

that either did not specify the activity, o r th at allow ed
leave for nonspecific activities in addition to those that
w ere defined. O f 1,765 agreem ents in the study, 551 re
ferred to leave for undefined union business. (See table
14.) As w ith o th er union leave provisions, m ost agree
ments (335) w ere in m anufacturing, although w orker
coverage was not significantly greater than for non
m anufacturing. O v er h alf the agreem ents in chemicals,
petroleum refining, electrical m achinery, mining, trans
portation, and com m unications referred to leave for un
specified union business. T hese clauses appeared in half
or m ore o f the agreem ents negotiated by the C om m un
ications W orkers, Oil, C hem ical and A tom ic W orkers,
A uto W orkers and P aper w orkers, and in nearly as large
a proportion o f Team sters and E lectrical W orkers
(IB E W ) agreem ents.
Clauses granting undefined leave means that the m ore
specific prevalences discussed previously m ight be
som ew hat understated. N onspecific clauses m ight give
some clue as to the actual activities covered. F o r ex
ample, provisions lim iting the duration o f leave to a
few w eeks probably did not contem plate leave for un
ion em ploym ent w hile provisions establishing a maxi
m um o f a year or m ore in all likelihood, did:
(161)

Clauses that appended leave for unspecified activities
to leave for specific ones also narrow ed the range of
activities. As an example, a clause that granted leave
for conventions, or for “o th e r” union business, limited
the rem aining possibilities:

(162)

(163)

The employer agrees to grant the necessary time off,
w ithout discrimination and w ithout pay, to any em
ployee designated by the union to attend a labor con
vention or serve in any capacity on other official un
ion business, provided 72 hours w ritten notice is giv
en to the employer by the union specifying length of
time off....

Superficially, a provision that granted leave for un
defined activities gave the union great flexibility in de
term ining the activities eligible for leave. H ow ever, a
large proportion o f the clauses required the com pany
to approve the leaves w hich, in effect, m eant that the
com pany lim ited activities eligible for leave although
the agreem ent m ight not specifically limit them.

Upon request of any union officer, a reasonable num
ber of employees who have been selected by the un
ion to perform union duties which will take them from
their assigned company duty for a continuous period
of more than one month shall be granted leaves of
absence....

The employer agrees to grant the necessary and rea
sonable time off, w ithout discrimination or loss of any
employees’ rights and w ithout pay, to any employee
designated by the union to attend a labor convention
or meeting or to serve in any capacity, or other offi
cial union business, provided 48 hours written notice
is given to the employer by the union specifying length
o f time off....

Table 1. Pay for time spent on grievances in major collective bargaining agreements by Industry, 1979-801
(Workers in thousands)

Industry

Total
Agree
ments

No reference to
grievance
procedure

Reference to grievance procedure

All agreements

Pay1
2

No reference to
pay

No pay3

Workers
Agree
ments

Workers

Agree
ments

Workers

Agree
ments

Workers

Agree
ments

Workers

166.5

Workers

All industries..............................

1,765

7,980.6

1,743

7,814.0

803

3,996.2

478.1

846

3,339.6

Manufacturing ...............................

874

3,601.3

873

3,600.3

533

2,269.9

393.4

275

936.9

1.0

16.1

1
2
-

1.2
3.4
-

3
1
1

325.3
5.9
17.4
1.5
6.2
1.6
2.6

48
5
6
36
12
3
30
22
7
6
8
9
18
17
9
7
9
16
2
5

105.6
14.5
15.5
334.1
19.2
4.4
60.8
44.2
10.6
12.8
50.5
15.7
56.7
36.5
14.7
12.2
35.4
74.2
7.3
11.5

Ordnance, accessories .................. .
Food, kindred products ............. .
Tobacco manufacturing.............. .
Textile mill products........................
Apparel......................................... .
Lumber, wood products .......... .......
Furniture, fixtures ...........................
Paper, allied products.......... .........
Printing and publishing ............ ......
Chemicals...........................................
Petroleum refining.........................
Rubber and plastics..........................
Leather products.............................
Stone, clay, and glass................. .
Primary metals............... ........... .
Fabricated metals ........................
Machinery.........................................
Electrical machinery.....................
Transportation equipment.............
Instruments .....................................
Miscellaneous manufacturing .........

36.4
14
97
273.2
22.2
8
14
34.3
348.7
44
24.7
15
25.7
16
96.3
54
53.3
24
84.7
45 *
30.1
16
101.7
22
31.6
14
34
96.2
93
477.9
83.3
36
94
271.8
380.9
94
114
1,072.0
12
29.5
14
26.1

14
96
8
14
44
15
16
54
24
45
16
22
14
34
93
36
94
94
114
12
14

36.4
272.2
22.2
34.3
348.7
24.7
25.7
96.3
53.3
84.7
30.1
101.7
31.6
96.2
477.9
83.3
271.8
380.9
1,072.0
29.5
26.1

14
43
3
7
6
3
13
23
2
38
10
14
3
16
39
23
80
84
95
9
8

36.4
150.5
7.7
17.6
11.1
5.5
21.3
34.3
9.1
74.1
17.3
51.2
4.9
39.5
116.1
62.7
242.1
344.0
991.5
20.6
12.0

Nonmanufacturing .................... .

891

4,379.3

870

4,213.7

270

1,726.3

84.7

571

2,402.7

Mining, crude petroleum, and
natural g a s ...................................
Transportation4 ................................
Communications..............................
Utilities, electric, and g a s ..............
Wholesale tra d e .............................
Retail trade ................................ .
Hotels and restaurants ...................
Services............................... .......... .
Construction....................................
Miscellaneous nonmanufacturing ...

20
77
72
83
21
146
45
73
353

211.2
677.2
805.2
212.3
35.2
487.8
194.1
386.1
1,367.9
2.0

20
76
68
83
21
146
45
67
343

211.2
676.2
723.3
212.3
35.2
487.8
194.1 I
347.7 I
1,323.6 |
2.0 i

12
38
58
70
4
27
3

23.4
464.9
604.7
190.0
7.3
102.1
33.6
88.9
211.2

5
5
1
2

24.7
8.3
10.0
3.3
1.4
23.9
1.0
9.5
2.5

3
33
9
11
16
110
41
47
300

163.0
203.0
108.6
19.0
26.4
361.8
159.5
249.2
1,109.9
2.0

1.0
81.8

16
42

i_______

1 The vast majority of agreements were scheduled to expire during

1
2

1.2
11.0

37
4
7

1
9

1
4

1.0
-

~
_

165.5

38.4

6
10

44.3

the activity.
4 Excludes railroads and airlines.
NOTE: Because of rounding, sums of individual items may not equal
totals.

1979-80.

2 Includes full or partial pay to some or all union representatives.
3 Includes only specific statements that the company will not pay for

Table 2. Types of grievance activity paid for in sample of major collective bargaining
agreements, 1979-801
(Workers in thousands)
Agree
ments

Grievance activity

Workers

Total studied ..................................................................................................................

430

2,628.6

Total referring to grievance procedure...................................................................................

425

2,554.5

Total referring to p a y...........................................................................................................
Any type of grievance activity.......................................................................................
All formal steps in the grievance procedure...............................................................
Certain steps in the grievance procedure...................................................................
Regularly scheduled grievance meetings....................................................................
Grievance meetings or investigations called by the company..................................
No reference to p a y ............................................................................................................

206
98
17
30
42
19
219

1,361.7
782.5
93.0
200.4
228.5
57.3
1,192.7

No reference to grievance procedure.....................................................................................

74.1

1 The vast majority of agreements
scheduled to expire during 1979-80.

were

NOTE: Because of rounding, sums of individual
items may not equal totals.1

Table 3. Personnel eligible for pay, and limits on pay for grievance time in sample of
major collective bargaining agreements, 1979-801
(Workers in thousands)
Agree
ments

Workers

Total studied ..................................................................................................................

430

2,628.6

Total referring to grievance procedure...................................................................................

425

2,554.5

Total referring to p a y..........................................................................................................
Limitations on union representatives eligible
for pay, or certain officials specified......................................................................
Pay for time off of aggrieved employee......................................................................
Pay for time outside regularly scheduled hours.........................................................
No pay for time outside regularly scheduled hours...................................................
No reference to pay ...........................................................................................................

206

1,361.7

188
60
18
61
219

1,239.5
290.7
104.5
657.1
1,192.7

No reference to grievance procedure.....................................................................................

74.1

Type of provision

1 The vast majority of agreements
scheduled to expire during 1979-80.

were

NOTE: Nonadditive,

Table 4. Pay for time spent on grievance arbitration in major collective bargaining agreements by industry, 1979-801
(Workers in thousands)

Industry

Total
Agree
ments

No reference to
grievance
arbitration

Reference to grievance arbitration

All agreements

No reference to
pay

No pay3

Pay1
2

Workers
Agree
ments

Workers

Agree
ments

Workers

Agree
ments

Workers

Agree
ments

Workers

All industries..............................

1,765

7,980.6

1,684

7,696.8

193.2

152.8

1,569

7,350.8

283.7

Manufacturing...............................

874

3,601.3

853

3,556.5

105.3

90.4

777

3,360.7

44.8

Ordnance, accessories...................
Food, kindred products..................
Tobacco manufacturing..................
Textile mill products........................
Apparel............................................
Lumber, wood products .................
Furniture, fixtures ............................
Paper, allied products.....................
Printing and publishing...................
Chemicals........................................
Petroleum refining...........................
Rubber and plastics........................
Leather products.............................
Stone, clay, and glass....................
Primary metals.................................
Fabricated m etals...........................
Machinery........................................
Electrical machinery........................
Transportation equipment..............
Instruments.....................................
Miscellaneous manufacturing........

14
97
8
14
44
15
16
54
24
45
16
22
14
34
93
36
94
94
114
12
14

36.4
273.2
22.2
34.3
348.7
24.7
25.7
96.3
53.3
84.7
30.1
101.7
31.6
96.2
477.9
83.3
271.8
380.9
1,072.0
29.5
26.1

14
95
7
14
44
10
16
53
22
45
16
22
14
34
90
36
91
92
112
12
14

36.4
268.8
19.8
34.3
348.7
17.5
25.7
95.2
49.8
84.7
30.1
101.7
31.6
96.2
470.2
83.3
267.5
378.0
1,060.7
29.5
26.1

2
4
1
1
6
1
3
4
7
3
10
1

7.8
7.9
2.3
1.8
9.6
1.2
8.5
13.9
15.4
4.0
31.2
1.5

1
4
2
2
1
4
1
2
7
5
3
1

Nonmanufacturing........................

891

4,379.3

831

4,140.3

87.9

Mining, crude petroleum, and
natural g a s ....................................
Transportation4 ................................
Communications..............................
Utilities, electric, and g a s ...............
Wholesale tra d e ..............................
Retail tra d e ......................................
Hotels and restaurants...................
Services...........................................
Construction.....................................
Miscellaneous nonmanufacturing ...

20
77
72
83
21
146
45
73
353
1

211.2
677.2
805.2
212.3
35.2
487.8
194.1
386.1
1,367.9
2.0

20
70
70
82
21
145
43
66
313
1

211.2
632.1
785.1
210.9
35.2
485.3
182.6
338.7
1,257.0
2.0

4.9

2
8
2
9
1
2
-

3
1
4
4
-

The vast majority of agreements were scheduled to expire during

1979-80.
* 2 Includes full or partial pay to some or all union representatives.
3 Includes only specific statements that the company will not pay for

5.9
3.1
15.5
58.4
-

2.3
6.1
2.9
2.8
1.6
6.7
-

1.3
2.6
46.3
11.4
4.4
1.8

11
87
6
14
42
8
16
51
22
35
15
19
14
34
85
34
77
84
99
12
12

26.2
254.8
17.5
34.3
345.8
14.6
25.7
91.8
49.8
68.4
28.9
93.1
31.6
96.2
455.0
80.7
205.7
362.6
1,025.1
29.5
22.8

2
1
5
1
2
3
3
2
2
-

4.4
2.4
7.2
1.1
3.4
7.7
4.3
2.9
11.3
-

62.3

792

3,990.1

238.9

17
70
68
71
18
132
43
61
311
1

206.2
632.1
774.5
186.5
29.3
444.9
182.6
278.8
1,252.8
2.0

10.5
18.4
2.7
24.9
1.5
4.2
-

7
2
1

45.1
20.1
1.4
2.5
11.5
47.4
110.9
-

1
2
7
40
-

the activity.
4 Excludes railroads and airlines.
NOTE: Because of rounding, sums of individual items may not equal
totals.

Table 5. Personnel eligible for pay, and limits on pay for arbitration time in sample of
major collective bargaining agreements, 1979-801
(Workers in thousands)
Agree
ments

Type of provision

Workers

Total studied ....................................................... ;..........................................................

430

2,628.6

Total referring to arbitration procedure ..................................................................................

413

2,558.7

45.7

13
12
396

30.7
30.0
2,513.0

No reference to arbitration procedure....................................................................................

69.8

1 The vast majority of agreements
scheduled to expire during 1979-80.

were

NOTE: Nonadditive,

Table 6. Pay for time spent in negotiations in major collective bargaining agreements by industry, 1979-801
(Workers in thousands)

Industry

Total
Agree
ments

Workers

All industries.......................................

1,765

Manufacturing .......................................
Ordnance, accessories............................
Food, kindred products ..........................
Tobacco manufacturing...........................
Textile mill products.................................
Apparel .....................................................
Lumber, wood products...........................
Furniture, fixtures......................................
Paper, allied products..............................
Printing and publishing ............................
Chemicals.................................................
Petroleum refining ....................................
Rubber and plastics.................................
Leather products......................................
Stone, clay, and glass.............................
Primary m etals.........................................
Fabricated metals....................................
Machinery.................................................
Electrical machinery................................
Transportation equipment.......................
Instruments ..............................................
Miscellaneous manufacturing .................

No reference to
pay

Reference to pay

All agreements

No pay3

Pay1
2

Agree
ments

Workers

362.7

1,555

7,034.9

189.9

735

3,142.8

2
2
2
1
-

4.5
10.4
3.5
1.2
2.6
5.6
4.1
67.2
61.8
27.1
1.8

11
89
8
14
44
12
16
48
24
41
14
18
14
28
84
30
65

30.5
252.2
22.2
34.3
348.7
18.6
25.7
89.0
53.3
76.7
26.9
91.5
31.6
87.9
461.9
73.0
168.7

Agree
ments

Workers

Agree
ments

Workers

Agree
ments

Workers

7,980.6

210

945.6

138

582.9

874

3,601.3

139

458.4

268.5

14
97
8
14
44
15
16
54
24
45
16

3
8

1.3
10.6
2.6
6.1
8.0
3.2
10.1
5.7
10.4
6.2
35.8

5.8
21.0
6.1
7.3
8.0
3.2
10.1
8.3
16.0
10.3
103.0
193.7
62.2
1.3
1.8

1
6

14
34
93
36
94
94
114
12
14

36.4
273.2
22.2
34.3
348.7
24.7
25.7
96.3
53.3
84.7
30.1
101.7
31.6
96.2
477.9
83.3
271.8
380.9
1,072.0
29.5
26.1

Nonmanufacturing ................................

891

4,379.3

487.2

Mining, crude petroleum, and natural
gas .........................................................
Transportation4 ........................................
Communications......................................
Utilities, electric, and g a s ........................
Wholesale trade .......................................
Retail trade...............................................
Hotels and restaurants............................
Services....................................................
Construction.............................................
Miscellaneous nonmanufacturing...........

20
77
72
83
21
146
45
73
353
1

211.2
677.2
805.2
212.3
35.2
487.8
194.1
386.1
1,367.9
2.0

5.1
3.0
367.4
65.4
2.7
40.4

3
6
4
2

4
6
9
6
29
39

18
1

28
22
2
12
-

1
5
4
2

4
4
7
4
20
21

2
2
2

1 3 1 .8

35.1
1.3
-

6
-

314.4

2
21
17
1

2.6
252.2
40.4
1.3
14.7

12
1

7
5
1
9

1 8 7 .2

96
13

1,009.8
28.2
24.3

172.8’

820

3,892.1

2.4
3.0
115.2
25.0
1.4
25.7

16
76
44
61
19
134
45
71
353
1

206.1
674.2
437.7
146.9
32.4
447.4
194.1
383.1
1,367.9
2.0

3.0

_
-

2
_

1 The vast majority of agreements were scheduled to expire
during 1979-80.
2 Includes full or partial pay to some or all union
representatives.
3 Includes only specific statements that the company will not

pay for the activity.
4 Excludes railroads and airlines.
NOTE: Because of rounding, sums of individual items may
not equal totals.

Table 7. Pay for time spent on safety committee activities in major collective bargaining agreements
by industry, 1979-801
(Workers in thousands)

Industry

Pay1
2

Total
Agree
ments

No reference to
safety committees

Reference to safety committees

All agreements

No reference to
pay

No pay3

Workers
Agree
ments

Workers

Agree
ments

Workers

Agree
ments

Workers

Agree
ments

Workers

All industries...............................

1,765

7,980.6

618

2,701.6

281

1,574.1

249.7

300

877.8

1,147

5,278.9

Manufacturing ...............................

874

3,601.3

449

1,654.9

218

888.5

242.2

197

524.2

425

1,946.3

Ordnance, accessories...................
Food, kindred products..................
Tobacco manufacturing..................
Textile mill products........................
Apparel............................................
Lumber, wood products .................
Furniture, fixtures ............................
Paper, allied products.....................
Printing and publishing...................
Chemicals.........................................
Petroleum refining...........................
Rubber and plastics........................
Leather products.............................
Stone, clay, and glass....................
Primary metals.................................
Fabricated metals ...........................
Machinery........................................
Electrical machinery........................
Transportation equipment..............
Instruments .....................................
Miscellaneous manufacturing........

14
97
8
14
44
15
16
54
24
45
16
22
14
34
93
36
94
94
114
12
14

36.4
273.2
22.2
34.3
348.7
24.7
25.7
96.3
53.3
84.7
30.1
101.7
31.6
96.2
477.9
83.3
271.8
380.9
1,072.0
29.5
26.1

9
37
3
1
8

27.1
93.3
8.8
1.7

1
27
2
2
2
-

1.3
230.1
3.5
3.6
3.6
-

14
2
4
2
17
25
11
19
14
32
3

14.7
71.5
8.8
4.9
1.2
33.8
11.7
19.4
2.2
4.8
3.2
54.9
80.1
25.4
26.7
28.9
128.4
3.4

5
60
8
11
43
7
13
31
21
21
6

25
77
26
64
41
64
3
6

3.6
47.1
11.7
40.0
16.9
91.2
4.9
67.5
441.8
64.7
169.6
122.2
404.7
15.5
8.4

12.4
21.8
1.7
9.1
1.1
13.2
20.6
14.6
86.4
1.7
12.6
131.6
35.8
139.3
93.3
272.6
15.5
5.0

4
26
3
-

5
11
1
5
1
9
10
8
15
1
8
25
13
43
27
30
3
3

11
9
16
10
30
53
50
9
8

9.3
179.9
22.2
25.5
347.0
10.7
22.1
49.2
41.6
44.7
13.2
10.5
26.7
28.7
36.1
18.6
102.2
258.7
667.3
14.0
17.7

Nonmanufacturing........................

891

4,379.3

169

1,046.7

685.6

7.4

103

353.6

722

3,332.6

Mining, crude petroleum, and
natural g a s ....................................
Transportation4 ................................
Communications..............................
Utilities, electric, and g a s ...............
Wholesale tra d e ..............................
Retail trade ......................................
Hotels and restaurants...................
Services............................................
Construction.....................................
Miscellaneous nonmanufacturing ...

20
77
72
83
21
146
45
73
353
1

211.2
677.2
805.2
212.3
35.2
487.8
194.1
386.1
1,367.9
2.0

16
13
29

8
24
24
2
2
3

185.5
375.9
76.8
13.9
4.6
28.9

1
1
-

3.0
1.9
-

8
12

1
12
1
6
36

201.7
58.7
399.9
165.4
1.3
35.4
10.0
14.6
159.5

16.2
55.7
24.0
86.7
1.3
21.5
10.0
10.0
128.1

4
64
43
28
20
134
44
67
317
1

9.4
618.5
405.3
46.9
33.8
452.4
184.1
371.5
1,208.4
2.0

3
24
10
19

14-0

1 The vast majority of agreements were scheduled to expire during

3
1
14

2.5

30
1
10
1
4
32

the activity.
4 Excludes railroads and airlines.
NOTE: Because of rounding, sums of individual items may not equal
totals.

1979-80.

2 Includes full or partial pay to some or all safety committee
representatives.
3 Includes only specific statements that the company will not pay for

Table 8. Personnel eligible for pay, and limits on pay for safety committee activities in
sample of major collective bargaining agreements, 1979-801
(Workers in thousands)
Agree
ments

Workers

Total studied ............................................................. ..... ...............................................

430

2,628.6

Type of provision

................. referring to safety committees
Total ............................................................ ....... .

156

850.0

Total referring to p a y.......................... ............... ...................... ................ ....... ................
Limitations on union representatives eligible
for pay, or certain officials specified ................................................................. .
Limitations on paid time for safety committee activities............................................
Limitations on type of safety committee activity........................................................
Pay for time outside regularly scheduled hours................................ ................... .
No pay for time outside regularly scheduled hours...................................................
No reference to p a y ............................. ................. .......................................... .................

499.5

66
14
43
3
15
85

322.3
38.0
396.9
16.5
82.7
350.5

No reference to safety committees .................... ................ ........................... .......................

274

1,778.5

1 The vast majority of agreements
scheduled to expire during 1979-80.

were

NOTE: Nonadditive,

Table 9. Pay for time spent on safety inspections in major collective bargaining agreements by industry, 1979-801
(Workers in thousands)

Total

Industry
Agree
ments

No reference to
inspections

Reference to safety inspections

All agreements

No reference to
.pay

No pay3

Pay1
2

Workers
Agree
ments

Workers

Agree
ments

Workers

Agree
ments

Workers

Agree
ments

Workers

All industries...............................

1,765

7,980.6

313

1,600.4

187

1,115.0

133.3

104

352.0

1,452

6,380.2

Manufacturing ...............................

874

3,601.3

252

1,204.8

153

811.6

129.7

263.4

622

2,396.5

Ordnance, accessories...................
Food, kindred products..................
Tobacco manufacturing.................
Textile mill products........................
Apparel............................................
Lumber, wood products .................
Furniture, fixtures ............................
Paper, allied products.....................
Printing and publishing...................
Chemicals........................................
Petroleum refining...........................
Rubber and plastics........................
Leather products.............................
Stone, clay, and glass....................
Primary metals.................................
Fabricated m etals...........................
Machinery.........................................
Electrical machinery........................
Transportation equipment..............
Instruments......................................
Miscellaneous manufacturing........

14
97
8
14
44
15
16
54
24
45
16
22
14
34
93
36
94
94
114
12
14

36.4
273.2
22.2
34.3
348.7
24.7
25.7
96.3
53.3
84.7
30.1
101.7
31.6
96.2
477.9
83.3
271.8
380.9
1,072.0
29.5
26.1

4
12
7
5
1
9
10
9
16
2
10
39
16
43
26
36
2
5

6.3
29.6
134.2
7.7
1.3
14.6
18.5
15.8
87.9
2.8
29.6
245.3
48.1
137.3
83.7
320.3
14.0
7.3

2
6

_
17
1
1
1
-

_
120.2
2.3
1.2
6.0
-

2
6

7
7
14
1
4
13
10
33
16
22
1
3

2.7
11.6
103.7
5.5
1.3
9.5
15.2
12.9
85.2
1.7
5.5
94.5
37.5
122.9
57.4
231.1
8.0
5.0

3
2
2
1
6
9
5
9
10
13
1
2

3.6
18.0
30.5
2.2
5.1
3.3
2.8
2.7
1.1
24.1
30.5
8.3
13.1
26.3
83.2
6.0
2.3

10
85
8
14
37
10
15
45
24
35
7
6
12
24
54
20
51
68
78
10
9

30.0
243.6
22.2
34.3
214.5
17.0
24.4
81.7
53.3
66.2
14.3
13.7
28.8
66.6
232.6
35.2
134.5
297.2
751.7
15.5
18.8

Nonmanufacturing........................

891

4,379.3

395.6

303.4

3.6

88.6

830

3,983.7

Mining, crude petroleum, and
natural g a s ....................................
Transportation4 ................................
Communications..............................
Utilities, electric, and g a s ...............
Wholesale tra d e ..............................
Retail tra d e ......................................
Hotels and restaurants...................
Services............................................
Construction.....................................
Miscellaneous nonmanufacturing ...

20
77
72
83
21
146
45
73
353
1

211.2
677.2
805.2
212.3
35.2
487.8
194.1
386.1
1,367.9
2.0

200.3

8.0
17.7

10
1

2
-

3.6
-

4
2
1
7
1

10.7
3.0
1.4
13.4
1.3
5.0
53.7

6
74
68
62
20
145
45
71
338
1

10.9
669.2
787.4
149.3
33.8
484.0
194.1
381.1
1,271.6
2.0

4
3
1
6
-

4
21
1
1
2
15

63.0
1.3
3.8
5.0
96.3

12
1
7

189.6
5.0
16.3
46.0
3.8
42.6

3
2
3
-

2
8

the activity.
4 Excludes railroads and airlines.
NOTE: Because of rounding, sums of individual items may not equal
totals.

1 The vast majority of agreements were scheduled to expire during
1979-80.

2 Includes full or partial pay to some or all union or employee
representatives.
3 Includes only specific statements that the company will not pay for

Table 10. Personnel eligible for pay, and limits on pay for safety inspections in sample of
major collective bargaining agreements, 1979-801
(Workers in thousands)
Agree
ments

Type of provision

Workers

Total studied ..................................................................................................................

430

2,628.6

Total referring to safety inspections.......................................................................................

464.8

Total referring to pay...........................................................................................................
Limitations on union representatives eligible for pay,
or certain officials specified ....................................................................................
Limitations on paid time for safety inspections..........................................................
Limitations on type of safety inspections....................................................................
Pay for time outside regularly scheduled hours.........................................................
No pay for time outside regularly scheduled hours...................................................
No reference to p a y ...........................................................................................................

333.9

45
40
17
3
8
35

171.2
299.7
51.9
10.4
17.2
130.8

No reference to safety inspections.........................................................................................

347

2,163.8

1 The vast majority of agreements
scheduled to expire during 1979-80.

were

NOTE: Nonadditive.

Table 11. Pay for time spent caring for sick or injured employees in major collective bargaining agreements
by industry, 1979-80'
(Workers in thousands)

All agreements

Reference to caring for sick or injured employee

Industry

Total
Agree
ments

No reference to
pay

Pay1
2

Workers
Agree
ments

Workers

Agree
ments

Workers

Agree
ments

No reference to
caring for sick or
injured employee

Agreements

Workers

All industries .............. .......... ...... .......

1,765

7,980.6

273.7

244.3

29.3

1,682

7,706.9

Manufacturing ....... ................................

874

3,601.3

23.4

9.0

14.4

867

3,577.8

Ordnance, accessories ................ ...........
Food, kindred products ..... ........... .........
Tobacco manufacturing......... ............ .
Textile mill products ................. ...... ......
Apparel ................. .......
... ..............
Lumber, wood products..... ..... ..... .
Furniture, fixtures............. .............. ........
Paper, allied products .... .............. ......... .
Printing and publishing .......... ............. .
Chemicals................................. .
Petroleum refining
................ ......... .
Rubber and plastics ......... ......... ............ .
....................
Leather products........
Stone, clay, and glass.................... .......
Primary metals............. ....... ........... .......
Fabricated metais ..... ........ ........... ..........
Machinery ................................................ .
Electrical machinery .......... .............. .
Transportation equipment......... ............
Instruments .......................................... .
Miscellaneous manufacturing ..........

14
97
8
14
44
15
16
54
24
45
16
22
14
34
93
36
94
94
114
12
14

36.4
273.2
22.2
34.3
348.7
24.7
25.7
96.3
53.3
84.7
30.1
101.7
31.6
96.2
477.9
83.3
271.8
380.9
1,072.0
29.5
26.1

_
1
-

_
2
1
-

_
7.0
2.0
-

_
1
3
-

_
1.5
12.9
-

14
96
8
14
44
15
16
54
24
45
16
22
14
29
93
36
94
94
113
12
14

36.4
271.7
22.2
34.3
348.7
24.7
25.7
96.3
53.3
84.7
30.1
101.7

1
-

_
1.5
19.9
2.0
-

76.3
477.9
83.3
271.8
380.9
1,070.0
29.5
26.1

Nonmanufacturing ............. ............ .

891

4,379.3

250.2

235.3

14.9

815

4,129.0

211.2
677.2
805.2
212.3
35.2
487.8
194.1
386.1
1,367.9
2.0

4.1
246.1

3
68

4.1
231.2

14.9

207.0
677.2
805.2
212.3
35.2
487.8
194.1
386.1
1,121.8
2.0

Mining, crude petroleum, and natural
gas ............. .
.................... ...... .
Transportation3 ................... ......... .........
Communications........................... ...... .
Utilities, electric, and g a s .................... .
Wholesale trade ............... ........ .
. .
Retail trade ......... .................. ................ .
Hotels and restaurants...........................
Services ................ ....................... ............
Construction ...................... .
...............
Miscellaneous nonmanufacturing ...........

77
72
83
21
146
45
73
353

1 The vast majority of agreements were scheduled to expire
during 1979-80.
2 Includes full or partial pay to some or all union
representatives.

5
-

77
72
83
21
146
45
73
280

31.6

3 Excludes railroads and airlines.
NOTE: Because of rounding, sums of individual items may
not equal totals.

Table 12. Pay for union representative training time in major collective bargaining agreements by industry, 1979-801
(Workers in thousands)

Industry
Pay1
2

Total
Agree
ments

No reference to
union
representative
training time

Reference to union representative training time

All agreements

No reference to
pay

No pay3

Workers
Agree
ments

Workers

Agree
ments

Workers

Agree
ments

Workers

Agree
ments

Agreements

Workers

All industries..............................

1,765

7,980.6

749.7

500.9

3.2

245.6

1,672

7,230.8

Manufacturing ..............................

874

3,601.3

529.5

312.9

3.2

213.3

793

3,071.8

Ordnance, accessories...................
Food, kindred products..................
Tobacco manufacturing..................
Textile mill products........................
Apparel ............................................
Lumber, wood products .................
Furniture, fixtures ............................
Paper, allied products.....................
Printing and publishing ...................
Chemicals........................................
Petroleum refining...........................
Rubber and plastics........................
Leather products.............................
Stone, clay, and glass....................
Primary metals................................
Fabricated metals ...........................
Machinery........................................
Electrical machinery........................
Transportation equipment..............
Instruments .....................................
Miscellaneous manufacturing ........

14
97
8
14
44
15
16
54
24
45
16
22
14
34
93
36
94
94
114
12
14

36.4
273.2
22.2
34.3
348.7
24.7
25.7
96.3
53.3
84.7
30.1
101.7
31.6
96.2
477.9
83.3
271.8
380.9
1,072.0
29.5
26.1

5.2
3.8
3.9
13.5
4.1
23.0
146.1
18.7
45.9
44.6
207.0
10.2

_
3.8
2.7
13.5
4.1
2.0
16.9
4.2
40.0
32.4
187.7
2.2

3.3

_
2
2
7
2
1
4
2
7
3
8
1
2

3.3

_
1
1
-

2
2
3
7
2
7
24
5
10
5
10
2
2

1.2
2.0
-

_
2
5
20
3
3
2
2
1
-

5.2
19.0
129.2
14.5
5.9
12.2
19.3
8.0
-

14
95
8
14
44
13
16
54
24
42
9
20
14
27
69
31
84
89
104
10
12

36.4
268.0
22.2
34.3
348.7
20.9
25.7
96.3
53.3
80.8
16.6
97.5
31.6
73.2
331.8
64.6
225.8
336.3
865.0
19.3
22.9

Nonm&nufacturing ........................

891

4,379.3

220.2

187.9

32.3

879

4,159.0

211.2
677.2
805.2
212.3
35.2
487.8
194.1
386.1
1,367.9
2.0

166.9
25.7
27.6
-

_
-

_
1
2
_

_
_
4.7
27.6
_

166.9
21.0

44.2
677.2
805.2
212.3
35.2
462.1
166.5
386.1
1,367.9
2.0

Mining, crude petroleum, and
natural g a s ...................................
Transportation4 ...............................
Communications..............................
Utilities, electric, and g a s ...............
Wholesale trad e..............................
Retail trade .....................................
Hotels and restaurants...................
Services...........................................
Construction....................................
Miscellaneous nonmanufacturing ...

77
72
83
21
146
45
73
353
1

6
2
-

1 The vast majority of agreements were scheduled to expire during

77
72
83
21
140
43
73
353
1

the activity.
4 Excludes railroads and airlines.
NOTE: Because of rounding, sums of individual items may not equal
totals.

1 9 7 9 -8 0 .

2 Includes full or partial pay to some or all union representatives.
3 Includes only specific statements that the company will not pay for

Table 13. Selected administrative procedures and limitations on union leave in sample of
major collective bargaining agreements, 1979-801
(Workers in thousands)
Agree
ments

Type of provision

Workers

Total studied ..................................................................................................................

430

2,628.6

Total referring to le a v e .............................................................................................................
Procedural requirements.....................................................................................................
Right of management to deny leave.................................................................................
Limitations on number of personnel on leave .................................................................
Limitations on leave period.................................................................................................
Extension of leave period...................................................................................................
Seniority rights upon return ................................................................................................
Job riqhts upon return........................................................................................................

251
189
58
128
182
117
218
144

1,753.4
1,523.9
382.6
823.7
1,431.2
1,071.4
1,612.6
1,234.7

No reference to leave...............................................................................................................

179

875.2

1 The vast majority of agreements
scheduled to expire during 1979-80.

were

NOTE: Nonadditive,

Table 14. Leave of absence for union activities in major collective bargaining agreements by industry, 1979-801
(Workers in thousands)
All agreements
Industry

Convention

Union position1
2

Training

Meeting

Unspecified

Agree
ments

Workers

Agree
ments

Workers

Agree
ments

Workers

Agree
ments

Workers

Agree
ments

Workers

Agree
ments

Workers

All industries...............................

1,765

7,980.6

391

2,017.5

761

3,780.1

162.4

155

544.9

551

3,289.7

Manufacturing ...............................

874

3,601.3

232

969.0

540

2,489.5

119.3

299.7

335

1,660.6

Ordnance, accessories...................
Food, kindred products..................
Tobacco manufacturing..................
Textile mill products........................
Apparel.............................................
Lumber, wood products .................
Furniture, fixtures ............................
Paper, allied products.....................
Printing and publishing...................
Chemicals.........................................
Petroleum refining...........................
Rubber and plastics........................
Leather products.............................
Stone, clay, and glass....................
Primary metals.................................
Fabricated metals ...........................
Machinery........................................
Electrical machinery........................
Transportation equipment..............
Instruments .....................................
Miscellaneous manufacturing........

14
97
8
14
44
15
16
54
24
45
16
22
14
34
93
36
94
94
114
12
14

36.4
273.2
22.2
34.3
348.7
24.7
25.7
96.3
53.3
84.7
30.1
101.7
31.6
96.2
477.9
83.3
271.8
380.9
1,072.0
29.5
26.1

4
21
4
5
8
3
18
5
19
2
3
2
11
7
16
40
31
26
4
3

11.2
45.9
7.1
9.3
13.8
5.4
29.8
7.5
37.3
2.8
7.5
3.9
32.9
9.8
38.5
109.3
104.1
477.2
11.7
3.6

11
48
7
8
2
9
9
27
8
32
3
16
5
18
67
28
78
62
89
7
6

26.7
128.9
21.0
20.4
3.4
15.0
12.3
51.2
11.0
60.3
5.4
91.9
16.0
61.3
406.7
68.5
203.7
283.3
974.7
18.3
9.2

1
1

2
1
5
16
1
-

2.3
1.2
1.7
5.6
29.0
4.2
2.0
11.1
61.1
1.1
-

1
4
2
2
2
1
6
3
10
3
1
2
7
3
7
15
14
14
1
-

1.3
17.9
3.7
2.6
3.6
1.3
9.5
5.1
21.0
6.8
1.0
4.7
25.8
5.5
12.9
84.5
38.0
46.3
8.0
-

4
36
1
8
7
5
5
24
4
25
15
9
3
14
25
10
31
53
43
4
9

14.6
95.8
2.3
16.7
36.1
8.8
6.4
35.8
11.7
42.3
27.7
31.6
3.3
39.5
151.8
24.4
120.3
181.2
779.9
11.7
18.3

Nonmanufacturing ........................

891

4,379.3

159

1,048.5

221

1,290.6

43.0

245.2

216

1,629.1

Mining, crude petroleum, and
natural g a s ...................................
Transportation3 ...............................
Communications..............................
Utilities, electric, and g a s ...............
Wholesale tra d e ..............................
Retail trade .....................................
Hotels and restaurants...................
Services...........................................
Construction....................................
Miscellaneous nonmanufacturing ...

20
77
72
83
21
146
45
73
353
1

211.2
677.2
805.2
212.3
35.2
487.8
194.1
386.1
1,367.9
2.0

7
32
8
26
4
52
12
13
5
-

184.8
458.8
90.7
57.4
5.1
153.1
33.5
52.7
12.3
-

17
18
41
64
1
59
4
14
2
1

202.7
179.3
414.6
164.2
1.3
215.5
20.8
87.5
2.6
2.0

1
2
1
7
1
1
-

10.4
108.5
40.0
30.9
7.5
42.6
5.2
-

11
47
59
31
6
42
6
6
8
-

190.3
544.3
636.1
84.6
7.1
118.6
17.8
13.4
16.7
-

1 The vast majority of agreements were scheduled to expire during
1979-80.
2 Includes either elective or appointive office, or both.

1
3
3
-

2.7
7.0
1.3
28.3
1.5
2.2
-

3 Excludes railroads and airlines.
NOTE: Nonadditive.

7
17
15
3
7
3
-

Part II. Pay and Leave for Union Business in
State and Local Government Agreements

Chapter 4. Summary and
Prevalence

One of the most significant labor force developments
in recent years has been the growth of public services
and employment in government at the State, county,
and municipal level. About 1 in 6 workers now is em
ployed in the public sector.1 Public sector collective
7
bargaining also has grown significantly, and is now an
important consideration in government operations. Un
til recent years, nearly all studies of collective bargain
ing agreements focused on the private sector, and even
today relatively little is known about public agreement
terms, including the provisions that are the subject of
the present study, pay and leave for union business.

Text table 10. Pay for union business in State and local
government agreements, 1978-79
Total referring
to activity

Total referring
to pay

A ctivity
Agree
ments
Grievance procedure . .
Grievance arb itra tio n . .
N e g o tia tio n ....................
Safety c o m m itte e . . . .
Safety inspection . . . .
Meetings —
adm inistration.............
Unspecified union
b u s in e s s .......................

Scope of study
The study was based on 497 agreements, covering
640,772 workers, selected from the BLS file of public
sector agreements. Nearly all contracts were in effect
on or after January 1, 1978. All current agreements ne
gotiated at the State level were included, as were all
those negotiated at the county and municipal level in
jurisdictions having populations of 100,000 or more.
The agreements represented a broad range of govern
ment functions, geographical areas, occupations, and
unions.
All agreements were examined for the same types of
provisions included in the private sector study. No sam
ple was selected, and all data consequently are for all
497 agreements examined.

Workers

Agree
ments

Workers

474
398
497
123
15

63 1,14 7
56 3,01 7
64 0,77 2
24 4 ,4 3 5
4 7 ,7 0 0

273
67
132
40
12

3 3 8 ,5 8 6
116,721
185,983
9 8 ,1 4 0
3 6 ,9 0 0

202

309,851

176,775

78,641

65 ,3 6 6

The prevalence of leave of absence for union busi
ness also varied. Leave to assume a union position or
office appeared in 38 percent of the agreements, but
only 16 percent of the provisions mentioned pay. Con
versely, training leave appeared in only 10 percent of
the agreements, but 71 percent of these clauses men
tioned pay. Other types of leave fell in between. (See
text table 11.)

Text table 11. Leave for union business in State and local
government agreements, 1978-79
Total referring
to leave

To tal referring
to pay

Type o f leave
Agree
ments

Prevalence
The prevalence of union activity provisions ranged
from 15 or 3 percent for safety inspections to 497 or
100 percent for negotiation activities.1 Provisions re
8
quiring the employer to compensate some or all union
representatives for the activity ranged from 17 percent
(arbitration clauses) to 80 percent (safety inspection
clauses). (See text table 10.)

Union office or position . . .
C o n v e n tio n ..............................
T r a in in g ....................................
M e etin g s....................................
Unspecified business.............

Agree
ments

Workers

187
111
48
112
126

36 5 ,9 7 5
190,117
8 3 ,957
30 3,43 5
23 6 ,4 3 6

29
48
34
63
50

54 ,265
9 5 ,8 1 0
52 ,3 4 0
11 9,270
100,900

As with private sector agreements, the prevalence
given in the tables is likely to understate actual prac
tice. Having instituted informal arrangements, the par
ties may have perceived no need to incorporate the ar
rangements into the formal agreement. In addition, nu
merous provisions that do not specify the kind of un
ion business involved often apply in practice to at least
one of the specified situations.

1 The figure includes Federal Government employment. Increased
7
taxpayer resistance recently has slowed or reversed the growth of
government in many jurisdictions, but government employment re
mains a significant proportion o f all employment.
1 Negotiation is assigned a 100-percent prevalence, on the assump
8
tion that all agreements must be negotiated, even though some agree
ments do not mention negotiation.

Workers

Comparison with the private sector study
A comparison of the public sector with the private
section discloses significant differences. However, it
should be noted that the two sets of agreements are
dissimilar. Private contracts cover bargaining units of
at least 1,000 workers, while many public contracts
studied are quite small. Private contracts often involve
a number of employers and geographical areas, while
the public contracts generally cover a single employer
and are highly localized. Private agreements apply
largely to blue-collar workers and to unions that are
primarily concerned with economic needs and working
conditions, while public agreements cover a broader
occupational range and often involve employee associ
ations concerned not only with traditional union issues
but with furthering the professional standing of
employees.
In addition, the terms of public agreements, far more
than those in private industry, are circumscribed by
legislation and budgetary and political considerations.
The imposed limitations may result in bargaining de
mands that sharply deviate from those in private nego
tiations. For example, if traditional top-priority items,
such as public employees’ salaries and other economic
benefits, are established by law and thus are excluded
from bargaining, the public union may instead set a top
priority on provisions over which it can legally bar
gain, such as strengthening the grievance procedure,
and on gaining adequate paid time for handling griev
ances. Such priorities may be reflected in the relative
prevalence of the clauses covered in the present study.
Private sector agreements mentioned specific activi
ties more frequently than did public sector agreements.
(See text table 12.)

Not only were public agreements somewhat more lib
eral on pay, but they tended to place fewer specific re
strictions on eligibility and on time allowed.
A comparison of public with private agreements for
types of union leave disclosed that the prevalence of
clauses referring to the various leaves differed, but not
to a remarkable extent. However, public sector agree
ments granted paid leave far more frequently than pri
vate ones. Surprisingly, 40 percent of the public con
tracts allowing leave to attend union conventions and
over 16 percent of those allowing leave for public of
fice granted compensation contrasted with only 2 per
cent for both types of paid leave in the private sector.
(See text table 13.)
Text table 13. Leave for union business in private and public
sector agreements, 1978-79

Union office or position . . . .
C o n v e n tio n .................................
T r a in in g .......................................
M e etin g s.......................................
Unspecified business.................

Activity

Percent o f
clauses referring
to pay

Private
Grievance p ro c e d u re ................
Grievance arb itra tio n .................
N e g o tia tio n .................................
Safety co m m ittee.......................
Safety in spectio n.......................
Meetings-administration . . . .
Unspecified business................

Public

Private

Public

99
95
100
35
18
N/ A
24

95
80
100
25
3
41
14

46
3
8
45
58
N/ A
35

58
17
27
33
80
48
48

(164)

For the most part, however, clauses requiring pay
for union activity were more common in public sector
agreements than in private sector ones. Significantly
higher proportions of public agreements accorded pay
for grievance, arbitration, and negotiation activities,
which may be considered the “heart” of labor relations.

Public

Private

Public

43
22
3
9
31

38
22
10
26
25

2
2
30
8
2

40
40
71
56
40

Differences between the two sets of data may be par
tially explained by differences discussed earlier. Public
unions often focus on pay for union business because
other benefits, such as holidays and pensions, already
have been set by law. Public employers may be willing
to grant the pay because many public employee asso
ciations function in part as professional organizations.
A major objective of these associations is to improve
the status and skills of their members, and such im
provements generally benefit management.
Another reason for a paid leave policy is that the
rules and regulations governing leave and pay in the
public sector sometimes are set by State or local law.
The law in one jurisdiction, for example, may allow or
require paid leave, while the law in another jurisdiction
may prohibit it. Reference to the law, however, seldom
appeared in the contracts:

Text table 12. Pay for union business in private and public
sector agreements, 1978-79
Percent of
contracts having
provisions

Percent of
clauses referring
to pay

Private

Type of leave

Percent of
contracts having
clauses

The Meyers-Milias-Brown Act provides, among oth
er things in the area of employee representation, that
representatives of the recognized bargaining unit for
public employees be granted reasonable time for rep
resentation without loss of compensation.

Differences between the public and private pay and
leave clauses, and possible reasons for such differences,
will be discussed further under specific types of clauses
in the following chapters.

Chapter 5. Pay for Union
Business

excessive amount of time in processing grievances, or
in other union activities, many agreements contain cer
tain procedural requirements, such as obtaining approv
al to leave the job, and recording time:

The employer is most likely to pay union officials or
employee representatives paid time off during working
hours for union or joint activities in which the employ
er has an interest, or derives a benefit. Paid time is most
commonly granted for processing grievances, but may
also be granted for participation in arbitration proce
dures, agreement negotiation, or safety inspections,
serving on safety or other committees, or meeting with
management to administer the agreement.
Where time off with pay is allowed, the agreement
may limit the number of representatives or amount of
time or exclude certain phases of activity. Generally,
these restrictions keep down the employer’s expenses
and help to ensure that activities are performed
efficiently.
Most agreements providing pay for union business at
least suggest that, within time limits specified, the em
ployer will pay the union representative the amount or
rate normally earned on the job. Clauses that establish
a special rate are almost nonexistent. Since most union
business is conducted during regular hours, almost all
payments are at straight-time hourly rates, or included
in regular salaries:
(165)

(167)

Grievances
The grievance procedure acts as a “safety valve,” or
legitimate outlet for employee complaints, and reduces
or eliminates employees’ hostility, low morale, and feel
ings of unfair treatment. Both management and the un
ion are interested in investigating and settling griev
ances as quickly and fairly as possible.
Of 497 public sector contracts, 474 or more than 95
percent mentioned a grievance procedure. (See table
15.) The proportion referring to pay is significantly
higher than for the private sector, 58 percent as com
pared with 46 percent, which could reflect a tendency
to substitute other demands for those prohibited by law.
The prevalence of pay provisions varied widely with
the type of agency and the union. Of government func
tions represented in the study by 15 or more agree
ments, social welfare and health agencies provided pay
in 75 percent of the grievance provisions, while public
transit agencies provided pay in only 29 percent. Al
most 79 percent of the 130 agreements with the State,
County and Municipal Employees established pay, but
less than 20 percent of the 22 with the Amalgamated
Transit Union did so.
The great majority of provisions did not limit pay to
certain steps or types of activities, apparently because
members of the bargaining unit tend to process griev
ances through all steps in the public sector procedures.
(See table 16.) By comparison, pay under private agree
ments often is restricted to the lower steps.
In private industry, union-paid business agents or oth
er officials from outside the bargaining unit often enter
the procedure at higher steps under many multicom
pany or multiplant contracts. A few public contracts
did refer to grievance processing to be handled by out
side union representatives:

A union steward, upon request to his/her immedi
ate supervisor or other designated employer represent
ative, shall be permitted without unnecessary delay to
devote time during his/her normal working hours,
without loss of pay for reasonable periods....

Some paid union business does take place either out
side of working hours or during hours subject to over
time or other premium payments. Although contracts
that allow pay during off-schedule hours often do not
specify the rate, a few indicated the union representa
tive may be eligible for the overtime premium rate:
(166)

There shall be a committee of 6 members, 3 mem
bers selected by the union and 3 members selected by
the employer. The committee shall meet as frequently
as is necessary but at least quarterly. It shall consider
all matters of safety, hazardous or other unusual work
ing conditions that come to its attention. It shall make
such recommendations concerning such matters as
seem appropriate to the County Personnel Committee
and the Teamsters Union Local 695. Employees* serv
ice on this committee shall be compensated at their
regular or overtime rate of pay, whichever is
applicable.

To ensure that union representatives do not spend an

The President of the local and the stewards shall
report to their immediate supervisor when leaving and
returning to their regular work assignment for the pur
pose of investigating and processing grievances. The
supervisor will authorize such time by signing a time
record sheet which will include the time spent and the
work area of the grievance.

(168)

Non-employee business representatives of the union,
previously certified to the employer as provided here
in, may, with approval of the employer, come on the
premises of the employer for the purpose of investiga
ting and presenting grievances.

About 83 percent of the pay provisions either limit
ed the number of union representatives eligible for pay
or named specific officers. (See table 17.) Some provi
sions established a ratio of union representatives to em
ployees in the bargaining unit:

(169)

(170)

The ratio of employee representatives shall not ex
ceed 1 employee representative for each 25 bargaining
unit members in the entire bargaining unit. These em
ployee representatives shall be allowed time during
working hours not to exceed 2 hours per week for the
purposes outlined above.
The stewards, Chief Steward and President, during .
their working hours, without loss of time or pay, may
investigate and present grievances to the employer.
The immediate supervisor will grant permission as soon
as possible, but in any event, within the steward’s shift,
to leave his work for that purpose.

Specific time limitations on handling grievances ap
peared in fewer than 10 percent jof the 273 clauses cit
ing pay. However, an additional 52 percent required
that the time be held to “reasonable” limits. (See table
17.)
The “reasonableness” standard may create occasion
al disputes over what is reasonable, but allows flexibil
ity in dealing with actual situations. A few clauses placed
specific time limits on some activities, and allowed “rea
sonable” time for others. Some agreements provide time
by reducing the union representatives’ overall
workload:
(171)

(172)

(173)

The processing of a grievance shall be considered
as county business, and the employee and the employ
ee’s representative shall have reasonable time and fa
cilities allocated. The use of county time for this pur
pose shall not be excessive, nor shall this privilege be
abused.
(174)
The Association President and the Grievance Com
mittee Chairman’s regular load shall be reduced by 6
semester hours for the Fall and Winter semesters to
enable the Chairman to administer the terms and con
ditions of this agreement. A corresponding adjustment
shall be made should the Association Chairman or
Grievance Committee Chairman be a nonteaching
member of the association.

Sometimes union representatives have to participate
in the grievance procedure (and other activities) out
side normal working hours. For example, representa
tives from the second and third shifts may have to meet
with management on the first shift, or a meeting itself
may extend beyond normal hours. In addition, some
employers require that the union handle grievances as
far as possible outside regular hours to minimize dis
ruptions to production or services.
About 1 in 7 (40) public agreements mentioning pay
for grievances referred to handling grievances outside
normal hours. (See table 17.) In only 5 was this subject
to pay, while 31 prohibited it. A few provisions made
no mention of pay. The prevalence was somewhat low
er than in the private sector, possibly because of bud
getary limitations, or fewer shift-work situations in the
public sector:
(175)

Job representatives shall be granted reasonable timeoff during regularly scheduled working hours without
loss of pay or other benefits to investigate and process
grievances, upon notice to their immediate supervi
sor.... Each job representative shall maintain and fur
nish to his immediate supervisor, upon request on a
monthly basis, a record of dates and times spent on the
functions described herein. In addition,...a committee
of 3 representatives appointed by the Association shall
act as a Grievance Committee.... The job representa
tives appointed to this committee shall be allowed 1

If there is a second shift of 3 or more employees at
one of such work locations, the association may des
ignate an additional grievance representative for all
second and third shift employees at that location. The
grievance representatives’ names shall be furnished to
the board by the association. Association business, in
cluding the investigation or processing of grievances,
shall not be conducted by such representatives on
school board time, nor shall it, in fact, interfere with
the work assignment of any other employee.

(176)

Stewards who lose time during their regular shift
hours for investigating or attending grievance meet
ings will be paid their regular hourly rate for such time
lost, up to a maximum of 30 minutes per grievance,
but not to exceed a total of 3 hours per week, provid
ed however, that whenever the steward for a depart
ment is required in handling departmental grievances
to be present at a location of the department other than
that in which he is assigned, the time for handling the
grievance shall commence upon his arrival at that lo
cation and end upon his departure therefrom, so long
as such steward has traveled to and from such location
by the most direct means possible.

hour on duty time per month for committee meetings,
without loss of pay or benefits. The employer shall not
suffer overtime obligation as a result of this article.

Although grievances may be processed during nor
mally scheduled working hours, the union agrees that
the time spent by its designated representative shall be
kept to a minimum and that no union representative
shall be entitled to any additional compensation or pre
mium pay for any time spent in processing grievances
outside such representative’s regularly scheduled
hours. The union also agrees that it will not process
grievances during periods of overtime.

Thirty-seven percent of the 273 provisions that al
lowed paid grievance time to union representatives also
extended paid time to aggrieved employees and wit
nesses, compared with 28 percent in the private sector.
More than half the public sector clauses appeared in
education and multiple-agency agreements:

(177)

(178)

er, the public employer agreed to pay for at least part
of the time lost from work in processing arbitration
cases in 67 agreements, or nearly 17 percent of the 398.
The proportion was much higher for corrections, san
itation, and health service agencies, and significantly
lower for education and public transportation. Pay pro
visions were rare in National Educational Association
and Amalgamated Transit Agreements. The compara
ble private sector figure is less than 4 percent. The dif
ference, which is not readily explained, may result from
local members of the bargaining unit processing a great
er proportion of public sector than of private sector
arbitration cases. The frequent involvement of paid un
ion officials and sharing of arbitration and other costs
may explain the relatively low incidence of pay in both
the private and public agreements, i.e., each party may
compensate its own representatives and witnesses.
Of provisions granting pay for union officials prepar
ing for or appearing at arbitration hearings, 48 restrict
ed eligibility to certain numbers of employees or to
named officials. (See table 19.) Time limitations, men
tioned in 27 contracts, almost without exception re
quired only that time spent on arbitration be “reason
able.” Both time and personnel restrictions appeared
most often in health services agreements:

Hearings and conferences held under this grievance
procedure shall be conducted at a time and place which
will afford a fair and reasonable opportunity for all in
terested parties to attend. When such hearings and con
ferences are held during class or working hours, all
employees whose presence is required shall be excused
for that purpose without loss of payment...
All grievance proceedings and reasonable investiga
tion time, where practicable, shall be held during the
regular hours when the courthouse is open, on coun
ty premises and without loss of pay or recrimination
to the aggrieved party and/or a designated represent
ative. It is understood that the county shall not incur
overtime liability as a result of such proceedings or
investigations.

A substantial number of public sector agreements
placed no specific restrictions on pay for either employ
ee or representative:
(179)

Should circumstances necessitate hearings or discus
sion of a grievance during school hours, there shall be
no loss of pay suffered by reason thereof by the ag
grieved or his representatives, if they should be em
ployees of the Board of Education.

(180)

Should the investigation or processing of a griev
ance require that a member or an association repre
sentative be released from his regular assignment, he
shall be released without loss of pay or benefits.

(181)

Whenever any representative of the union or any
employee is mutually scheduled by the parties during
working hours to participate in grievance procedures,
such employees shall suffer no loss in pay or benefits.

(184)

(185)

Only 9, or less than 2 percent, of public agreements
establishing grievance procedures actually indicated
that union officials or aggrieved employees would re
ceive no pay for grievance activity during normal hours.
(See table 15.) This is lower than the proportion (5 per
cent) found in private sector agreements:
(182)

(183)

All employees attending conferences, meetings
and/or hearings involving this grievance procedure
will do so on their own time. The union and the col
lege will each bear its own costs incurred in the griev
ance procedure, except that both parties will share the
cost of the arbitrator equally.

The county agrees to pay for all reasonable time lost
by an employee, including union officers and stewards,
during regular scheduled working hours while proc
essing a grievance or in attendance at an arbitration
hearing, provided, however, this benefit may be re
voked if it is being abused. Revocation shall not oc
cur, however, until after the county has notified the
association of the abuse and after discussion between
the association and the county, the abuse has not been
corrected within a designated period of time.

Slightly more than half the arbitration pay clauses
extended pay to the aggrieved employees and witnesses
involved in arbitration. Some provisions granted pay
for time outside the employee’s regularly scheduled
hours, while others did not:

All employees attending conferences, meetings,
and/or hearings involving this grievance procedure
will do so on their own time.

Grievance arbitration
The final step in the grievance procedure usually re
quires unsettled grievances to be submitted to a neutral
third party. Some agreements, however, do not permit
arbitration, or exclude certain issues from this step. Of
the 497 public sector agreements examined, 398 (80 per
cent) referred to a grievance arbitration procedure. (See
table 18.) This proportion is lower than in the private
sector study, perhaps because the procedure may be
prohibited by law in some public jurisdictions. Howev

Union stewards and members of the union bargain
ing committee may conduct the following business on
city time: The receiving and filing of grievances. Mem
bers of the bargaining committee and those stewards
directly involved may participate in hearings before a
hearing examiner, or arbitrator or mediator or before
the Public Employment Relations Board....

(186)

(187)

The arbitration hearing will be held, if possible, on
the employer’s premises during the regular day shift
hours of the basic work week. All participants in the
hearing shall be considered on duty status.
If an employee has to come in when he is not sched
uled to work in order to attend the grievance meeting,
or arbitration hearing, he shall be paid for such times
or be given compensatory time off. The city will make
every effort to comply with the employee’s request
regarding pay or time off....

large majority of contracts, both public and private, did
not specify pay for union negotiations. One possible
reason for this is that pay is sometimes prohibited by
law. Another, and possibly the major explanation, is
that many negotiators are elected or appointed officials
paid by the union. In other situations, an employer may
perceive negotiation as an adversary relationship (as it
often is) and therefore may be opposed to providing
financial support to the adversary. A union with simi
lar views may be opposed to accepting such support.
The employer may also desire a speedy settlement, and
feel that paying union negotiators may result in more
complex and drawn-out negotiations. At least a few
employers feel that providing pay could benefit man
agement, i.e., lessen animosity, cause less haggling over
minor points, and possibly bring a quicker settlement.
Various restrictions in most of the 132 pay clauses
might help to control management’s payroll expenses,
which can be substantial in prolonged negotiations.
About 72 percent of the clauses (95) limited the num
bers or categories of negotiators, and 30 percent (39)
restricted paid time, including 18 that established the
standard of “reasonableness.” (See table 21.) Some
clauses, particularly those applying to teachers, allowed
union or association negotiators to have a reduced work
load:

(188)

Divisional employees whose attendance is required
at grievance proceedings may attend hearings or con
ferences during their regularly scheduled working
hours without loss of compensation. Attendance of
such employees at third and fourth step grievance lev
els, arbitration, meetings and conferences outside of
the Division, shall be made to the Personnel Officer
of the Division or his designee after notification of the
employee’s immediate supervisor. Any Division em
ployee attending such hearings or conferences outside
of regularly scheduled working hours shall not be el
igible for pay for attendance at such hearings or
conferences.
(189)
...The aggrieved employee, his Steward, the Chap
ter Chairperson, and any necessary witnesses shall not
lose any regular straight time pay for time off the job
while attending any arbitrations proceedings. Further
more, the aggrieved employee, his Steward and the
Chapter Chairperson shall be permitted maximum of
two hours of time off with pay for the purpose of
preparation for arbitration.

Many provisions that did not specify employer com
pensation required the parties to share arbitration ex
penses. Some indicated each party would pay the ex
pense of its own witnesses and representatives, which
suggested that management paid only those members
of the bargaining unit whose testimony supported man
agement’s position:
(190)

The parties shall divide equally the administrative
costs and expenses of the neutral arbitrator. Other ex
penses shall be borne by the party incurring them.

(191)

The parties shall bear equally the expenses and fees
of the court reporter, the arbitrator, and all other ex
penses connected with a hearing. Each party shall bear
the expense of its own witnesses, representatives, at
torneys and all other individual expenses. Employees
required to testify will be available; however, when
ever possible, they shall be placed on call to minimize
time lost from work.

(192)

(193)

The Board, recognizing the union’s vital contribu
tion to the welfare and successful functioning of the
colleges, agrees to release the members of the Union
Negotiating Committee, not to exceed 6, from fifty
percent of their regular teaching load or other assigned
duties, without loss of pay during the semester in which
negotiations for a new agreement are actively proceed
ing. In no case shall such faculty member’s teaching
load be reduced below 6 class contact hours (8 class
contact hours for physical education). The programs
of the six union negotiators shall be arranged so that
their programs shall fall on the same 2, or at the most
3 days a week. Special consultants to the Union Ne
gotiating Committee not to exceed 3, shall be released
from all teaching or other assigned duties without loss
of pay on the day they attend negotiating meetings
with the Board representatives.

(195)

During any semester in which there are negotiations
for a new contract, each member of the negotiating
team of 5 members shall have a maximum teaching as
signment of 9 hours (teaching faculty) or a maximum
of 21 work hours (non-teaching professionals).

(196)

Five employees will be permitted time off with pay,
in accordance with the leave manual, to participate in
negotiations.

(194)

Agreement negotiations
The employer agreed to pay for all or part of the
time spent by union or association representatives in
contract negotiations under 132 or more than a fourth
of the agreements. (See table 20.) Pay provisions were
slightly more prevalent in larger agreements-those cov
ering 1,000 workers or more, possibly because larger
unions had greater bargaining leverage or larger agen
cies had more flexible budgets to accommodate the
added expense. Pay clauses were widely distributed by
government function, and few significant patterns
emerged. Fewer than half the agreements for each agen
cy category granted pay, although education and health
services agreements citing pay covered over half the
workers in these services. Among unions, the Fire Fight
ers negotiated the highest proportion of pay clauses,
found in half of its 26 agreements.
The overall prevalence of 27 percent of government
agreements specifying pay was more than 3 times that
in private industry. The fact remains, however, that a

Upon prior notification to their work supervisors,
four union officers shall be allowed to participate in
negotiations with the County negotiating team during
working hours without loss of compensation.

Up to 5 fire fighters will be released from normal
duties for such negotiations sessions as are mutually
scheduled and will suffer no loss of regular pay thereby.

Sometimes eligibility for pay was limited to time for
negotiations during regularly scheduled hours:
(197)

Police Guild members selected to negotiate with the
city shall be paid for their time during negotiations if
those meetings are held during the regular scheduled
duty hours.

(198)

appeared most often in large agreements. Safety com
mittee clauses were present in 85 percent of the agree
ments with the Electrical Workers (IBEW), and in more
than 40 percent of the more numerous Fire Fighters
and State, County and Municipal union agreements.
Clauses were absent from agreements with the Teach
ers (AFT), and rare in those with the police associa
tions, Teamsters, Transit Union, Operating Engineers,
and several other unions.
Provisions for pay were present in 40 of the 123 con
tracts. Almost all clauses (37) limited the number of
committee members. Specific time limitations were rare,
although agreements often restricted time through es
tablishing the frequency of meetings. The remaining 83
provisions did not mention pay:

Negotiation and other activities necessary to the pur
pose and functions of this agreement are recognized as
a proper part of the conduct of the county’s business
and shall normally take place during duty hours at a
time agreeable to the county. Employees representing
either the county or the association in these joint ac
tivities shall be given sufficient time during duty hours
without loss of pay or other benefits to perform their
functions.

Although only a minority of provisions specified pay
for union negotiators, agreements denying pay were al
most nonexistent. Most negotiation provisions made no
mention of pay.
Negotiations, as well as other types of union business,
may be conducted at locations relatively distant from
the negotiators’ homes or normal workplaces. This may
require significant travel time and travel expense. Al
though most contracts did not deal with this issue, a
few either established or denied compensation related
to travel:
(199)

(201)

Committee members will receive their regular rates
of pay for time spent in meetings during their regular
ly scheduled hours of work.
(202)

The city shall continue to provide for the safety of
employees during the hours of their employment... To
facilitate this process, a Safety Advisory Committee
consisting of representatives of the city and the union
shall meet every 3 months to consult on such safety
matters. Up to 3 union representatives may attend such
meetings without loss of pay or benefits.

(203)

A Safety Committee shall be established and com
posed of 7 members; 3 members to be designated by
the City Manager and 3 members to be designated by
the union. The 7th member shall be the City of San
Jose Safety Officer who shall be the Chairman of the
Safety Committee. The Safety Committee shall meet
regularly on city time no less than once a month.

(204)

The county will provide safe and sanitary working
conditions and equipment in compliance with State and
Federal Health and Safety Regulations. The county
will maintain a Safety Committee to include represen
tation from SEIU Local 700..

A reasonable number of employees serving on CSEA
statewide negotiating teams shall be granted employee
organization leave, including reasonable time for prep
aration and travel time, for the purpose of negotiating
with representatives of the State.
A reasonable number of employees shall be granted
a reasonable amount of employee organization leave,
including travel time, for the purpose of participating
in mutually scheduled departmental negotiations pur
suant to the Departmental Negotiations Article of this
agreement....

(200)

It is recognized that employes representing the as
sociation during the process of negotiating are acting
on behalf of the association and as members and not
in their capacity as employees of the employer. Em
ployes representing the association, during negotiating
sessions, shall be given time off without loss of pay or
other benefits. These benefits shall not include over
time payment or reimbursement of travel expenses.

Committee provisions denying pay were completely
absent in public agreements, contrasted with more than
5 percent in the private sector. The lower overall prev
alence may be accounted for partly by a greater pro
portion of public agreements covering less hazardous
occupations. On the other hand, some government agen
cies may have developed their own safety arrangements
outside the scope of the collective bargaining agree
ment, often mandated by statutes or regulations.
Union or employee representatives participated in
safety inspections in only 12 of the 497 public sector
contracts, although 8 of these stipulated compensation.
All clauses limited the number of personnel, and half
limited paid time:

Safety activities
A safe working environment is an objective general
ly shared by unions and management. To help achieve
this goal, the parties often agreed to establish joint la
bor-management safety committees and safety inspec
tion procedures. Many safety experts believe that get
ting employees involved in safety activities will increase
safety consciousness and help curb unsafe practices.
The 497 public sector agreements included 123, or
about 25 percent, that established joint or employee
safety committees. (See table 22.) Provisions were wide
ly distributed among various government functions, and

The Department of Revenue Health and Safety Com
mittee will be formulated in the Department in con
formity with applicable state rules and regulations. The
Committee shall be composed of 3 representatives se
lected by the Association and three representatives se
lected by the employer...

(205)

The employer and representative shall each desig
nate a safety committee member. It shall be their joint
responsibility to investigate and correct unsafe and unhealthful conditions.... The safety committee members
representing the representative shall be permitted a
reasonable opportunity to visit work locations through
out the employer’s facilities where employees covered
by this agreement perform their duties for the purpose
of investigating safety and health conditions during
working hours with no loss in pay for periods not to
exceed one hour per day, unless additional time is au
thorized by the Superintendent or the employer.

(206)

(211)

When DILHR inspects state facilities, one union of
ficial, upon request, will be released without loss of
pay to accompany the inspector for a maximum of 2
inspections per year.

(207)

At least one provision allowed the union a brief pe
riod to orient or inform new employees about the un
ion. The employer reserved the right to control the
activity:

The employer will make every reasonable effort to
assure compliance with laws affecting the health and
safety of employes. The employer also agrees to per
mit a designated union steward located on the prem
ises to accompany representatives from the Bureau of
Occupational and Industrial Safety of the Department
of Labor and Industry on tours of the work site to
point out deficiencies.

(208)

The prevalence of training provisions in both public
and private agreements was very low. Little difference
was noted in the proportions requiring pay.
Union-management meetings
As part of the ongoing union-management relation
ship, regular or occasional meetings may be needed to
discuss and clarify administrative procedures, agree
ment terms, existing or anticipated problems, and pos
sible solutions. Unlike meetings of various committees
that deal with limited issues, such as grievances, safety,
or productivity, these meetings generally deal with a
wide variety of issues.
Of 497 public contracts examined, 202 referred to
joint union-management meetings. (See table 23.) Pro
visions were most common in education, law enforce
ment, health services, and multidepartment agreements.
Employers agreed to pay union participants under 97
contracts, including a majority of those that covered
more than one department or the entire jurisdiction.
As with most other union activity provisions, most
of the clauses (76) specified the number of representa
tives eligible for pay, and 34 limited the paid time at
meetings. (See table 24.) Half the time limitations al
lowed “reasonable” periods:

A union representative of the Joint Union/Management Safety Committee shall investigate and inspect,
on a periodic basis, employee safety and health com
plaints which have not been corrected by the respon
sible supervisor. Such investigation and inspection shall
be made in conjunction with the Safety Engineer ap
pointed as management’s representative to the Joint
Union/Management Safety Committee.

Training
To help carry out duties under the agreement, union
officials may be trained in grievance procedures, timestudy methods, job evaluation, safety procedures, and
other administrative techniques. Such training is often
conducted by other union officials, while the trainee is
off the job (sometimes on leave). However, the employ
er sometimes permitted such training during working
hours, and conducted training in procedures such as
safety.
Training for union representatives (other than train
ing requiring leave) was mentioned in 14 public con
tracts. Six clauses allowed for pay and two prohibited
pay. Four agreements limited both time and personnel:
(209)

(212)

Special Conferences for important matters will be
arranged between the Chapter Chairman and the Per
sonnel Director, and the Court Administrator, if ap
plicable, upon the request of either party. Such meet
ings shall have no more than 3 representatives of the
union and no more than 3 representatives of the em
ployer. When the Special Conference involves a court
employee, 1 representative of the employer shall be
the Court Administrator. Additional members may be
in attendance at these conferences by mutual consent....
Special conferences shall be held at a mutually agreed
upon time and shall be limited to 1 hour duration un
less extended by the parties. The members of the un
ion will not lose pay for time spent during regular
working hours in the special conference.... The union
representatives may meet at a place designated on the
employer’s property for 1/2 hour preceding the
conference.

(213)

In order to expediate implementation of this memo

A special in-service course shall be offered for un
ion building chairpersons. A program of instruction
and information shall be prepared by the union in ac
cordance with established in-service policies.
Building Chairpersons shall be released to attend
four afternoon workshops per school year.

(210)

Union officers and stewards shall be allowed time
off without loss of pay, for up to 4 hours to attend a
meeting to Become familiar with the terms of this agree
ment. Two Separate meetings may be held for this pur
pose and the union negotiating committee shall be
scheduled off, with out loss of pay to attend both
meetings.

New employees in the Department shall be given
adequate time and supervised orientation to the jobs
they are expected to do. This shall also apply to em
ployees reassigned to positions with which they are
not already familiar. During the course or orientation
of new employees in the Department, the union shall
be granted the privilege of time prior to completion
of probationary period, not to exceed 2 working hours
time of a member of the Membership Committee, to
orient the new employee in the history, aims and pol
icies of the union.

randum of agreement, labor-management meetings will
be held once a month. There shall be no more than 5
representatives of the union nor no more than 5 rep
resentatives of management in attendance. Joint com
mittees to study and recommend policy on specific
problems may be established at these labor-manage
ment meetings.
(214)

(218)

(219)

The association shall designate one employee cov
ered by this agreement as its local representative who
shall be granted, after prior approval of the sheriff or
his authorized designee, a reasonable amount of time
to confer with county representatives regarding the
terms and conditions of employment....

A maximum of 5 employee representatives of the
association may attend such quarterly meetings and, if
during duty hours, shall be granted time to attend with
out loss of pay. If any employee representative attends
the statewide quarterly meeting and is scheduled to
work and works on another shift on the date of said
meeting or attends the meeting on his/her normal day
off, he/she shall be granted compensatory time for the
actual time spent at the meeting. Such compensatory
time granted shall not be considered time worked for
the computation of overtime.
Special Conferences shall be arranged between the
Local President and the employer upon the request of
either party.... Such conferences shall be held during
regular work hours. Members of the union shall not
lose compensation for time spent in special conferences
and no additional compensation will be paid to such
employees for time spent in such conferences beyond
regular work hours....

Pay provisions for meetings and other activities some
times established no specific time restraints, but indica
ted that joint activity would be scheduled so as to cause
the least disruption to work:
(215)

When the Chancellor or his designee or the College
Head or his designee meet with union representatives
at mutually agreed upon conferences, union represent
atives shall suffer no loss in pay. However, meetings
shall be scheduled in such a manner as to minimize the
loss of scheduled work time of all officials and em
ployees concerned....

Unspecified union business
A minority of both public and private agreements al
lowed time, and sometimes pay, for union business of
an undisclosed nature. The union must still budget its
time, because excessive time spent on one activity might
not leave enough time for another. Such clauses might
permit the union to perform activities usually prohibited,
such as meetings during working hours to discuss in
ternal union affairs, sometimes with pay. Clauses of this
type, however, might require management’s approval.
The rather vague and flexible clauses that allowed
time off to attend to unspecified union matters appeared
in 69 public agreements, or about 14 percent. Almost
half (33) allowed pay for union or employee represent
atives. Management approval of the activity might be
required, and some activities clearly were not allowed:

Because either party may bring up new issues, many
provisions required that the parties provide each other
with an agenda before the meeting. Union or employ
ee representatives might also.be allowed free time to
prepare for the meeting:
(216)

(217)

Regular meetings for the discussion of important
matters will be held once in a calendar month at a mu
tually agreed upon date.... At least 24 hours notice of
the agenda will be given by each party and the discus
sion in these meetings will be limited to those items
included in the agenda, except by mutual agreement.
These meetings will be held between the hours of 9:00
a.m. and 4:00 p.m.... Special conferences for important
matters that may arise between such regular meetings
may be arranged between the Bargaining Chairman,
or his designated representative, and the Director of
the Medical Center, or his designated representative.....
The employer agrees that the above union represent
atives shall be allowed to meet 1/2 hour preceding the
start of the regular or special conference.

(220)

(221)

Representatives of Temple and representatives of the
AAUP shall confer at least once each semester to con
sider problems concerning this agreement and other
matters of mutual concern. The parties shall agree upon ,
a date for such conference which shall be mutually
convenient and each party shall, within at least ten
days of such date, submit to the other party a list of
topics to be included on the agenda of the conference.
Memoranda of agreement may be signed at these con
ferences to interpret, implement, or make minor mod
ifications in this agreement.

Seventeen clauses referred to the possibility of meet
ing beyond normal working hours but only 2 allowed
pay (or compensatory time off), and 13 specifically dis
allowed it:

The Union President shall be granted reasonable time
off during working hours, without loss of pay, for the
purpose of appropriate union activities requiring
his/her presence, upon notifying and securing the ap
proval of his/her immediate supervisor.
Except as provided in Section IIIC-7 hereof (Organ
izational Leave), no employee shall conduct associa
tion business, or attend to the business of any other
organization which has as one of its purposes a matter
concerning wages, hours, or other terms and condi
tions of employment, during his/her normal working
hours; provided, however, that the Chief of Police may
authorize employees specifically designated by a re
sponsible officer of association to conduct such busi
ness. By this provision, the parties intend that essen
tially employee-oriented activities be conducted on offduty time.

(222)

The designated union executive board officers in
each building shall be able to use their planning peri
ods daily to conduct faculty business relating to this
contract. Office space, a file cabinet and a telephone
shall be made available to them for these purposes in
a location determined by the superintendent. If plan
ning periods are not utilized to conduct union business,

they shall be used as otherwise provided in this con
tract. One union officer in each building shall have one
regularly scheduled period of released time daily.

co n tract sample had a greater proportion o f clauses (24
percent), but only 35 percent o f them allow ed com pen
sation. A bout 36 percent o f the private and 46 percent
o f the public clauses specifically prohibited pay.

C om pared w ith public agreem ents, the 430 private

Chapter 6. Leave of Absence
for Union Business

Pay during leave for union affairs was seldom per
mitted in private sector contracts, but was allowed un
der substantial numbers of public agreements. Some
possible reasons are discussed in the following sections.
Overall, government functions that had relatively
high proportions of leave provisions, such as education,
fire protection, and functions crossing jurdisdictional
lines also tended to have relatively high proportions of
pay clauses within leave provisions.
A small proportion of agreements required the union
or employee association to compensate the employer
for at least part of the cost of a union representative.
Clauses appeared most frequently in education agree
ments, and could apply either to time off for union ac
tivities of mutual concern, such as grievance process
ing, or to formal leaves to conduct internal union bus
iness. Some provisions require unions to reimburse the
employer for the union representative’s salary and oth
er benefits. Because the union, in effect, pays the em
ployee, these clauses were not counted under employ
er-paid union business:

As previously mentioned, union business that does
not involve negotiation and administration of the agree
ment, and concerns only the union, is generally con
ducted outside of working hours, and often takes place
off the premises of the employer. Union representatives
can do some of this work-such as presiding at mem
bership meetings, keeping the union’s accounts, or hold
ing elections-before or after working hours.1
9
Other activity, however, requires absence from work,
sometimes for considerable periods, to serve as full-time
union officials, to attend conventions and conferences,
or to take union-sponsored training. For these periods
of absence, union representatives must secure a formal
leave of absence from the employer to protect their
seniority and other benefits. This is important even to
the union member who is elected or appointed to a
full-time union job, because job security is by no means
ensured in the union movement. Leave of absence is
seldom unreasonably denied, because most employers
recognize the need for the union to conduct its internal
affairs, and wish also to maintain a good working rela
tionship. Inasmuch as leave can be denied, however,
many unions negotiate provisions that make the right
to leave a matter of contract. Both parties usually rec
ognize the need for limitations on time and personnelto allow employer planning and to prevent disruptions
to agency operations-and for specific language regard
ing advance notice and other procedures, including the
placement and seniority of an employee returning from
leave.
%Certain provisions common to all types of leave will
not be discussed in the following sections. One of these
provisions generally stated that the employee must not
obtain a leave under false pretenses, and must continue
the activity for which leave was initially granted. Usu
ally, a detected violation resulted in immediate termi
nation of the leave or discharge. Another type of pro
vision required the employee to report to work prompt
ly after the leave expired. Failure to report back, with
in a short grace period, without excuse, might result in
dismissal.

(223)

(224)

The president and executive vice-president of the
association shall be provided leave for the school year
for which he or she is elected, without loss of salary,
stipend, or fringe benefits, subject to full monthly re
imbursement to the District.
At a mutually agreed-upon date following election
to office, the incoming president-elect for the ensuing
school year shall be provided leave for the remainder
of the school year, without loss of salary, stipend, or
fringe benefits, subject to full monthly reimbursement
to the District.

(225)

19 In large bargaining units, the President, Secretary-Treasurer, and
other union leaders often carry out such activities as full-time union
officials paid by the union. Small bargaining units may lack the fi
nances to support full-time officials.

The president of the union, or his designated agent
if the president is no longer in a position to fulfill his
obligations as president, will be provided released time
during his presidency, with no cost thereto accruing
to the Board of Education and with no penalty to the
individual.... The union will reimburse the district for
the actual salary paid to the president along with the
actual cost of his insurance benefits.

The [association’s] president or his/her designee
shall be allowed 2 days per month leave with pay for
administration of this agreement and for other related
activities. The association shall reimburse the District
for the salary.

The employer sometimes required reimbursement
only if a substitute filled in for the absent employee. A

substitute was most likely to be needed if the absence
was prolonged or occurred at a critical time. Usually,
the union would pay the substitute’s salary, which often
was less than that of the absentee:
(226)

....Should the participation of any of the above-men
tioned personnel in the grievance procedure necessi
tate the employment of a substitute, the association
shall assume the responsibility for payment of the sub
stitute’s salary. Any teacher whose appearance is re
quired as a witness in such investigations, meetings or
hearings, shall be accorded the same right. The asso
ciation guarantees that these rights shall not be abused.

Occasionally, the employer and the union agreed to
share payroll costs of the absent employee or a substi
tute. Rarely, a clause permitted a union representative
leave of absence at half-pay, without reference to a un
ion contribution. The union likely made up the differ
ence. Although largely applying to grievance work
rather than leave of absence, the following are
illustrative:
(227)

Any employee elected to fill office in the union, ei
ther local or international, which requires his absence
from duty with the Authority, shall be granted a leave
of absence upon the union making a written applica
tion therefor and, upon his return from such office,
shall be reinstated to his former or a substantially equiv
alent position with the Authority, including all of his
seniority and other rights then common to other em
ployees, provided he is physically qualified to return
to work. During such leave of absence the union offi
cers shall be credited with the full time thereof, with
out break because of such leave, in computing the con
tinuous service records required of employees to qual
ify for disability allowances or pensions....
Employees elected to any union office or selected
by the union to do work which takes them from their
employment with the employer, shall at the written
request of the union be granted a leave of absence....
In addition to accruing seniority while on any leave
of absence granted under the provisions of this agree
ment, employees shall be returned to the classification
they held at the time the leave of absence was re
quested. For leaves of less than 30 days, the employee
will return to his original position.

The President of the association will be granted leave
with 50% of his/her salary and related permissible ben
efits during his/her term of office.

Seniority, job rights, and benefits
Most employees who apply for leave of absence to
accept a union job or to transact union business have
worked for the agency or company long enough to
build up valuable seniority, job rights, and pension and
other benefits. These employees naturally are concerned
with the effect of the absence-particularly if it is longon these perquisites and benefits.2 Reflecting this con
0
cern, many contracts stipulate ways in which these is
sues were to be treated.

Remaining provisions did not allow full accrual of
seniority. Most of them credited the employee with the
seniority previously accumulated, but permitted no ad
ditional accumulation during the leave period. The rest
allowed accrual for part of the leave period, or accru
al for some purposes but not others:
2
1 Although not always classified in the agreement, “seniority” often
applies only to competitive situations, e.g., promotions and layoffs,
while length o f service often applies only to benefits. In many situ
ations, one type o f “seniority” may be “frozen”, while the other may
continue to accrue. See Bulletins 1425-11, 1425-13, and 1425-14 (Bu
reau o f Labor Statistics) for a fuller discussion.

20This stipulation is not limited to employees on leave for union
business, but concerns most employees on other types o f leave and
on layoff.

An employee serving as a full-time officer or em
ployee of the union, or of any of the local unions, shall
upon written application be granted a leave of absence
without pay for the period of such service. The sen
iority rights of such employee shall be protected and
they shall accumulate during such employee’s period
of service with the union.

(231)

When it is necessary for a party in interest to attend
a grievance hearing during the school day, the associ
ation will assume one-half the cost of a substitute if
one is employed.

(229)

(230)

A teacher participating during the school day in any
grievance procedures which are scheduled by the
Board and a recognized representative group shall be
released from regular duties without loss of salary, with
the cost of the substitute to be shared equally between
the Board and the Group....
When it is necessary at Level Two or Level Three
for a representative designated by the representative
group to attend a meeting or hearing called by the Su
perintendent (or his designee) during the school day,
the Superintendent’s (or designee’s) office shall so no
tify the Principal or such group representatives, and
they shall be released without loss of pay for such
times as their attendance is required at such meeting
or hearing. The cost of substitutes shall be shared equal
ly by the Board and the representative group.

(228)

Seniority is perhaps the most important issue, since
seniority, sometimes defined as length of service with
the agency, company, or subsidiary unit, often is con
sidered in promotions, layoffs, and other situations. Re
tirement, vacation, severance pay, and other benefits
are usually based on length of service.
Of 297 public sector contracts studied, 119 referring
to leave also referred to seniority. (See table 25.) Most
of the clauses applied to leave to assume a full-time un
ion position, because the treatment accorded seniority
during long absences is more critical than during short
absences, such as to attend conventions.
Under 3 out of 4 of the provisions, seniority contin
ued to accrue, as though the employee had remained
at work:2
1

(232)

(233)

Employees who are elected or appointed as union
officials or representatives shall at the written request
of the employee be granted leaves without pay for the
maximum term of office, not to exceed three years.
Such leaves may be renewed or extended by written
mutual consent of the union and the employer.... Serv
ice credit shall continue to accrue during paid leaves
of absence provided under this agreement, but shall
not accrue during unpaid leaves of absence except for
military leave. However, the employee shall be enti
tled upon his/her return from leave of absence with
out pay to all service credits earned up to the date his
leave commenced.

ing from union leave. (See table 26.) About 46 percent
of the clauses were in public education, and nearly 20
percent in transportation agreements. Many provisions
indicated the worker would resume his former position,
and made no reference to other possibilities:
(235)

(236)

Members of the union elected to the local union of
fice, or selected by the union to do full-time union
work shall at the written request of the union given
not less than 10 working days in advance, receive a
leave of absence without pay and without accumula
tion of seniority for a period not to exceed 2 years or
the term of office whichever may be shorter. Such
leave shall be renewed on request of the union. On
conclusion of the leave, the employee shall return to
the bargaining unit in the same classification with the
seniority held at the time of commencement of the
leave

Any employee elected to fill office in union which
requires his absence from duty with company shall be
granted a leave of absence and upon his retirement
from such office shall be reinstated to his former po
sition with the company with full seniority rank, pro
vided that, in no case, shall the number assigned ex
ceed seven. During such leave of absence union offi
cers shall be entitled to the full rights of an employee.

Although the right of the worker to return to an old
or a comparable job was normally granted, sometimes
the parties recognized that the employee might no long
er qualify or vacancies might not exist, and provided
for further placement:

Under some provisions, the effect on seniority was
rather ambiguous. Provisions that referred to leave
“without loss of seniority” have been interpreted as
permitting accrual. However, seniority also could be
“frozen”, with no actual loss of seniority or credited
service:
(234)

The Authority agrees that the officers of the divi
sions shall be granted leave of absence on organization
business, when so requested. It further agrees that any
member of Division 241 or 308 who now holds office
or is employed there, or shall be elected to any office
or employed in said divisions, which requires his ab
sence from the Authority’s employ, shall, upon his re
tirement from said office, be placed in his former
position.

(237)

At the expiration of leave of absence without pay,
the licensed practical nurse reporting for duty shall be
returned to the position filled by her when such leave
was granted. In the event the position has been abol
ished, she shall, upon return from leave, be given em
ployment in a comparable position or, if that is not
possible, in a lower position at the same salary, pro
vided such salary shall not exceed the maximum of the
pay range of the lower rated positon and then her name
shall be placed on an availability list for vacancies
which occur in the class previously occupied.

(238)

Upon termination of the necessity for further ab
sence for the purposes aforesaid, such employee shall
apply for reinstatement within 30 days and shall be re
stored to full seniority rights and placed in his former
position if physically fit and able to qualify. Should
such employee fail to qualify to perform his former
MTA duties, every effort will be made by MTA to
assign him work of a lesser nature for which he might
qualify.

A nurse elected to association positions or selected
by the association to do work which takes them from
their employment with the County for a period of more
than 30 days, may with the consent of the employer
receive a leave of absence, without pay and without
loss of seniority for the duration of the assignment....

Placement was another important consideration for
an employee returning from a leave of absence. Often,
of course, the continued accrual of seniority during the
absence would enable the worker to return to his or
her former position, or even to a better one. This was
not a lw a y s certain, however; the worker’s job might
have been abolished, or occupied by an employee with
great::; seniority or other job rights.2 If so, the employ
2
ee returning from leave might be assigned to a similar
position in the same unit, or to a dissimilar one in a dif
ferent unit. If the work force had been reduced during
the absence, the employee might even be laid off.
Of 297 agreements mentioning union leave, 88 re
ferred tc job rights or placement of employees return

By establishing that placement would be according
to ability and experience, some agreements indicated
that the employee would be assigned to the same or
comparable work or that the level of pay (including
increments) would be the same as for the previous
position:

22 Under many agreements, length o f service, or seniority, may ap
ply only for benefits, and not for promotions, transfers, layoffs, or
other competitive situations, including placement following a long
absence. However, an absentee might be returned to his former po
sition because o f the terms o f leave, or because o f his skill and expe
rience in the position.

(239)

An employee selected by the union to do union work
which takes him from regular employment with the
employer, shall, at written request of the union, receive
a temporary leave of absence for a period not to ex
ceed 2 years, or the term of office, whichever may be
shorter, and upon return shall be re-employed to avail

various benefits that are part of total compensation. De
pending on leave terms, for example, credited service
or funds for retirement benefits may or may not accrue,
or the employer may or may not continue to pay pre
miums for health and life insurance. Because leave for
union employment generally lasts longer than other
types of leave, the issue may be most critical for this
type of leave.
Of 297 union leave provisions examined, 127 referred
to benefits. (See table 27.) Of these, 74 appeared to fully
protect or permit accrual of benefits. This number might
not apply to benefits of all types, since some agreements
referred only to specific benefits, while others indica
ted all benefit rights and accruals would continue as
though the employee remained employed:

able job assignment according to his ability and expe
rience and with accumulated seniority, but in no event
shall he be assigned to a higher category than that held
prior to the leave of absence.
(240)

Upon return from leave, a teacher will be consid
ered as if actively employed by the Board during the
leave and will be placed on the salary schedule at the
level the teacher would have achieved if the teacher
had not been absent.
When teachers indicate in writing, at the time of ap
plication for leave, that it is their desire, every
reasonable effort will be made to return them to their
vacated assignment. This provision applies only when
leave is for 1 full school year or for second semester.

Occasionally, the returning employee was permitted
to exercise seniority. To minimize disruptions caused
by bumping, some clauses limited seniority application:
(241)

(244)

An employee who receives a leave of absence un
der this section shall continue to accumulate seniority
during the period of such leave. Upon returning to
work with the employer, such returning employee may
exercise his seniority to fill a then existing vacancy,
or, if there is no then existing vacancy to replace the
employee with the least work center seniority in the
work center from which he took such leave, seniority
permitting, provided, in either event, he has the then
present ability to satisfactorily perform the work
involved.

An additional 31 agreements provided partial protec
tion, allowed accrual for some benefits but not others,
or full protection and accrual for only a limited period.
Some clauses allowed the employee to continue to pay
for specified benefits or premiums normally paid by the
employer:

Because conditions are likely to change as time passes,
a few agreements allowed the employee the right of
return to the old job or unit for a limited period. If the
worker returned after this time, the employer had great
er flexibility in making the assignment:
(242)

(243)

(245)

Teachers who are officers of the Hawaii State Teachers Association or are appointed to its staff or elected
officers of the National Education Association may be
granted a leave of absence for the entire school year,
and such leave may be extended for 1 additional school
year. This leave guarantees the teacher return to the
former school at the beginning of the school year fol
lowing the leave. If the leave is extended beyond one
year, guarantee shall be to the district only.

BART employees selected by the union and recog
nized by the District as full-time union officials shall
have recall rights to their former positions at BART
with seniority accruing during such leave. An employ
ee on leave of absence under this section shall have
the option to pay into and continue in Health and Wel
fare programs. PERS contributions shall continue to
the extent provided by law.

Most remaining provisions allowed no protection or
accrual of benefits. Agreements often were not specif
ic, but benefit rights accrued at the beginning of leave
possibly were “frozen” and not lost altogether, and em
ployee payment of insurance premiums may have been
allowed:

Applications for reinstatement from a leave of ab
sence must be made to the Employee Relations Office
before the leave expires. The employer, at its option
and without cost to the employee, may require that a
physician or physicians of its choosing examine the
employee to determine his/her fitness to return to work.

(246)

An employee who has requested and received an
approved leave of absence of 30 calendar days or less
shall, upon return from such leave, be given his/her
former job or a job of like status and pay. An employ
ee returning to work from an approved leave of ab
sence of more than 30 calendar days shall be given
his/her former job or a job of like status and pay, un
less the employer’s circumstances have so changed as
to make it unreasonable to do so. In such event he/she
shall be placed at the top of the layoff list.

The employee on leave normally is concerned about

Employees who are elected or appointed to full time
positions with the Federation or any organization with
which it is affiliated will, upon proper application, be
granted leaves of absence for the purpose of accepting
those positions. Employees granted such leaves of ab
sence shall retain all insurance and other benefits and
shall continue to accrue seniority for salary increments
and all other purposes as though they were in regular
service. Upon return to service they shall be placed
on the assignment which they left with all accrued
benefits and increments that they would have earned
had they been on regular service.

Members of the union elected to local union posi
tions or selected by the union to do work which takes
them from their employment with the employer shall,
at the written request of the union, receive temporary
leaves of absence for periods not to exceed 2 years or
the term of office, whichever is shorter, and, upon their
return, shall be re-employed at work with accumulated
seniority. During such leave of absence, said employ
ee shall not be entitled to any wages or fringe benefits
not yet earned or accrued as provided under this agree
ment except that his seniority will accrue during the
period of the approved absence.

(247)

(248)

Members of the bargaining unit elected to local un
ion positions or selected by the union to do work which
takes them from their employment with the employer,
shall, upon written request of the union, receive tem
porary leave-of-absence for periods not to exceed 2
years or the term of office, whichever is shorter. Upon
return such member shall be reemployed with accum
ulated seniority. Such member shall not accrue em
ployee benefits while on leave other than seniority.

to deny any request for leave under this section which
would be detrimental to the good of the University.

Some provisions granted the original leave automat
ically but required employer approval for subsequent
leaves. The restriction, occasionally applying only to
appointed union officials, might reduce disruptions
caused by intermittent union employment:
(251)

Subject to Civil Service Rule 17 and subject to staff
ing requirements of the department, leaves of absence
shall be granted to accept Joint Council employment....
The leave shall be without County pay or benefits of
any kind....

Leave to accept union employment
A union member might be appointed or elected to a
full-time position with the local union, an intermediate
body such as a regional council, or with a national un
ion. An officer could be elected for 2 or more years,
but the term for an appointee might be indefinite.
For the newly elected or appointed union official,
regulations pertaining to leave are critical. Of course,
unions are political organizations which are not noted
for job security. Even appointed union officials who
are efficient may be dismissed after a change of lead
ership. Leave of absence allows a union official to re
turn to his or her old employer, often with seniority
and benefits unimpaired.
Leave was granted to union members to assume a
union post in 187 public contracts, or nearly 38 percent.
(See table 28.) Provisions appeared in 56 percent of the
133 agreements covering 1,000 workers or more, per
haps because the larger bargaining units could better
afford full-time officials. The greatest prevalence among
agencies was in public transportation, with 72 percent,
and by far the greatest prevalence among unions was
for the Transit Union with 91 percent. High propor
tions also occurred in education agreements with both
the Teachers (AFT) and the National Education Asso
ciation (NEA), and in agreements with the State, Coun
ty and Municipal Employees.
Most union leave provisions indicated that the re
quested leave would be granted if proper procedures,
such as advance notice, were followed. Many provi
sions, however, apparently left the final decision on all
leave requests to the employer. (See table 29.):
(249)

Many leave provisions did not specify the union po
sitions for which leave would be granted, and some
specified both local and national offices. Other provi
sions, however, indicated the leave was available only
for positions with the local union. These would seem
to allow the employer to terminate union members who
accept posts with national organizations:
(252)

A leave of absence of up to 1 year shall be granted
to any teacher, upon application, for the purpose of
serving as an officer or staff member of the association
(local, state, and/or national)....

(254)

The County shall allow not more than two employ
ees to take a leave of absence for a period not to ex
ceed one year for the purpose of working as a regular
business agent for the local union in connection with
the bargaining units. The application for such leave of
absence is to be in writing and request for a renewal
for one year shall also be in writing....

(255)

Members of the union elected to local union posi
tions or selected by the union to do work which takes
them from their employment with the University shall
at the written request of the union receive temporary
leave of absence without pay for periods not to exceed
2 years or the term of office, whichever may be short
er, subject to renewal at discretion of University; pro
vided, however, that the University reserves the right

The appointing authority shall request approval from
the Department of Civil Service for a leave of absence
without pay up to a maximum period of 1 year for an
employee elected or appointed to a full-time position
with the international union, the local union, or the
AFL-CIO. Such leave may be renewed on an annual
basis as the term of office of such position requires to
a total period not exceeding 4 years. Each such renew
al is subject to approval by the Department of Civil
Service.

(253)

Employes of the Board who are hired by MTEA as
full-time staff may upon application, in the discretion
of the Board be given a leave of absence without pay
each year consistent with Board rules....

(250)

Any employee appointed or elected to office in the
union which requires a part or all of his time shall not
lose his establishment seniority with the utility and
shall be granted a leave of absence without pay upon
application not to exceed 3 years. In the event an em
ployee appointed to the union staff returns to work
after a leave of absence he may be granted another
leave of absence by mutual consent only.

...The President of the local union shall be allowed
to be absent from duty without pay for the period of
his term of office to devote full time to his union du
ties upon application approved by the Department
Head and the Personnel Director or his designated
representative....

Many agreements required the union or employees
desiring leave to notify the employer well in advance
so the employer could fill the vacancy and avoid dis
ruptions to operations. Of 497 agreements examined,
155 established advance notice or other procedures to
request leave for union business. Some provisions re
quired only that the union give “reasonable” notice.
Absence of advance notice might not be a serious omis
58

sion, however, since employers usually learned infor
mally of employees elected or named to union positions.
Iii addition, changes in local union leadership usually
meant that defeated officials would return to the bar
gaining unit to help alleviate any personnel shortages:
(256)

(257)

It is agreed that the officers of the union shall be
granted leave of absence on union business when so
requested, provided reasonable notice shall be given
of request for such leave of absence....

Not more than two employees at any one time, elect
ed to any union office or selected by the union to do
work which takes them from their employment with
the county may, at the written request of the union,
be recommended by the Board of County Commis
sioners to the Civil Service Commission for a leave of
absence exceeding 30 days....
A teacher in the system who is an officer of the
Federation or who is appointed to the Federation staff
shall upon written application filed with the Superin
tendent prior to July 1 of any year, be granted a leave
of absence......to commence the following September
and to terminate on September 1 of the succeeding
year. Such leave shall be without pay and may be re
newed for one additional year, upon notice to the Su
perintendent by March 31 of the year of the leave....
Not more than 2 teachers in the system shall be on
such leave at any one time.

(260)

A leave of absence shall be given to any employee
who is elected or appointed as a full time officer in
the local union or the international union for the du
ration of his tenure in such office without loss of sen
iority rights with the Authority....

(263)

Employees elected or selected by the union to do
full time work for the union or its affiliates which takes
them from their employment, shall at the written re
quest of the union be granted leave for a period of up
to 1 year which may be extended upon request of the
union; provided, however, that the employer shall not
be required to grant leave pursuant to this provision
to more than 4 employees at any given time.

(264)

Any employee elected or appointed as an employee
of the [union] shall be granted a leave of absence with
out pay for a period not to exceed 2 years which may
be extended by agreement of the parties. Such leave
shall not be granted in excess of 1 employee for the
[local union]....

Occasionally, the agreement provided for extensions,
but based the maximum leave time on the employee’s
length of service or seniority at the beginning of the
leave. This type of limitation, which was frequent in
layoff provisions, might discourage short service em
ployees from accepting union employment:

The Board agrees that one teacher designated by the
association will, upon written request at least 30 days
in advance, be granted a leave of absence for up to 2
years without pay for the purpose of engaging in as
sociation (local, state, national) activities....

(265)

Perhaps as critical for the employer as personnel lim
its was a need to limit the length of leave. If the em
ployer failed to specify any time limit, management
might have to hold the job open indefinitely, and might
be unable to permanently hire or transfer another em
ployee to the absentee’s position, even if the union of
ficial had no intention of returning. Of 497 agreements
in the study, 194 limited leave time for union employ
ment or for other union business. (See table 29.) Occa
sionally, no maximum duration was specified in the

The Board agrees that one teacher designated by the
Federation will upon request, be granted a leave of
absence for up to two years without pay for the pur
pose of engaging in Federation (local, state, national)
activities....

From the standpoint of the newly elected or appoint
ed union official, a leave of indefinite duration might
be ideal, but the employer seldom granted such leave.
However, a compromise which could benefit both par
ties was available through extension provisions. The
union official could express continued interest in return
ing to the agency by filing a request for an extension.
If the employee did not file such a request, the employ
er was free to permanently fill the vacancy. Renewals
of leave might require management approval. Provi
sions to extend union leave (see table 30), usually asso
ciated with leave for a union job, appeared in 78 of the
497 agreements:

In addition to advance notice, agreements often lim
ited the number of employees who may be absent to
hold union positions at any one time. (See table 29.)
Such limits, present in 116 agreements, help manage
ment prevent emergencies or disruptions from person
nel shortages, and may apply more to other union bus
iness than to holding union posts, since significant num
bers of employees from one employer are unlikely to
request leave to take union jobs:

(259)

(261)

(262)

Faculty members who are elected or appointed full
time officials or representatives of APSCUL shall, at
the written request of the faculty member, submitted
not less than 60 days prior to the start of a term, be
granted leaves without pay for the maximum term of
office, not to exceed 3 years....

(258)

agreement, but leave was limited to the union officer’s
term of office:

...The leave shall not exceed 2 years, but it shall be
renewed or extended upon written notice by the un
ion. The maximum leave time available to any partic
ular employee shall in no event exceed a period equal
to his/her years of seniority, at the time of granting of
the first leave....

Leave for union conventions
Many local unions or associations that were affilia
ted with parent organizations sent delegates to conven
tions to determine union policy and elect officers. Re
ference to leave of absence for conventions appeared
59

in 111 public employee agreements, or over 22 percent.
(See table 28.) Over half of the Fire Fighters’ 26 agree
ments and over 38 percent of the 130 State, County
and Municipal Employees agreements established con
vention leave. The proportion of leave provisions in
creased to some extent as the size of the bargaining unit
increased, perhaps because larger union organizations
are more capable of financing delegates’ travel and have
greater influence at the sessions.
Convention leave provisions, like other leaves, often
required advance notice, and limited the number of em
ployees and the time allowed. Rather than specific lim
its, some clauses set standards of “reasonableness,” or
stipulated that the absences cause no unnecessary
disruptions:
(266)

also professional skills and status of members, with con
sequent benefits for the employer:
(269)

(270)

(268)

(271)

Duly-elected union delegates or alternates to annu
al conventions of District Council No. 78, and District
Council No. 8, and the Biennial Convention of the
AFSCME, AFL-CIO, shall be granted time off with
out pay for the purpose of participating in such con
ventions. But not to exceed 7 work days for each con
vention. The union shall give to the employer at least
1 week’s advance written notice of the employees who
will be attending such conventions as herein provided,
and shall be limited to 2 employees and no more than
1 from any department, except when unusual circum
stances exist and approval has been obtained from the
County Administrator. The employees, so affected,
shall notify their immediate supervisor immediately
upon their notification.

The county agrees that 2 members of the union be
permitted a maximum of 5 days per person per year
for attendance at the following meetings: 1) National
American Federation of State, County and Municipal
Employees Convention. 2) State AFL-CIO Conven
tion. 3) American Federation of State, County and Mu
nicipal Employees State Convention. Those persons
elected shall be entitled to use vacation time, if they
have any accrued, if not, they shall be granted said
leave without pay....

(272)

The employer agrees to grant the necessary and rea
sonable time off, without discrimination or loss of sen
iority rights and without pay, to any employee desig
nated by the union to attend a labor convention or
serve in any capacity in other official union business,
provided 48 hours’ written notice is given to the em
ployer by the union, specifying length of time off. The
union agrees that, in making its request for time off for
union activities, due consideration shall be given to the
number of men affected in order that there shall be no
disruption of the employer’s operations due to lack of
available employees.

The president of the lodge shall be allowed to use
his accumulated days, annual leave, or holidays to at
tend conventions, meetings, and seminars. The duly
elected delegates to conventions shall be allowed to
use their accumulated days, annual leave or holidays
in order to attend FOP functions; provided however,
that the lodge works with the Chief of Police in order
to ensure that efficient police operations will be main
tained in all sections.

Application of seniority and job rights for employees
who were attending conventions was sometimes men
tioned. Provisions often covered other leaves as well:
(273)

Persons familiar only with private agreements might
be surprised to learn that 40 percent of the public con
tracts granted paid leave for attending conventions,
compared to slightly over 2 percent in the private sec
tor. This difference might result because public sector
agreements included a greater proportion of salaried
employees, or some public sector unions and associa
tions were considered professional organizations dedi
cated to improving wages and working conditions and

The county shall provide to the CSEA Unit a total
of 10 days for union business, at no charge to employ
ee’s leave credits, in order to attend CSEA workshops,
conventions, etc.

Provisions which permitted delegates to use paid
leave or vacation time for maintaining continuity of in
come, have been classified as leave not paid by the
agency since leave entailed no added expense to the
employer:

The Association President or the officially desig
nated association delegate shall upon proper request
be granted association leave to attend special meetings
and/or conventions of the state or national affiliates of
the local association.
Such leave shall be limited to no more than 3 days
per academic year. The request for such leave shall be
forwarded to the office of the President.

(267)

Leaves of absence with pay to attend and serve as
delegate to conventions of the union and organization
and training conferences relating to the union shall be
granted to not more than 5 employees in Union Local
1607 in a calendar year, with the extent of leave lim
ited to an accumulation of 2 work weeks per delegate
and with the purpose of these leaves to be training and
education in grievance handling, labor-management re
lations, personnel administration, etc.

Employees elected as delegates to the National Con
vention of the International Union and conventions of
affiliates of the International Union shall be granted
leaves of absence without pay provided that the num
ber of employees granted leave at one time shall not
exceed 2 from any one location nor a total of ten....
With respect to authorized leaves of absence under
this article not exceeding 12 months...at the expiration
of the leave the employee reporting for duty shall be
returned to the position filled by him when such leave
was granted, unless the job was abolished or consoli
dated, in which event he will be given employment in
a comparable position to which he is entitled by sen
iority by displacing the employee with the least amount
of seniority within his classification and term of
employment.

(274)

The employer agrees to grant necessary and reason
able time off, without discrimination or loss of senior
ity rights and without pay, to employees (not to ex
ceed 2) designated by the union to attend a labor con
vention or serve in any capacity on other official un
ion business, provided 48 hours’ written notice is giv
en to the Sheriff or Undersheriff....

Southern Colony local - 5;
Mendota local - 5;
Winnebago local - 5;
University of Wisconsin - Milwaukee local - 5;
University of Wisconsin - Madison local - 7;
Wisconsin State Prison local - 4;
Statewide locals - 7 (each);
All other locals - 2 (each).

Leave for training
In addition to provisions discussed in a preceding
section giving union representatives timeoff to attend
short training sessions, 48 of the public agreements
granted formal leave for training. (See table 28.) Some
contracts specified the nature or purpose of the train
ing, but many did not. Training sessions, usually con
ducted by the union, might include courses in directing
internal union affairs, such as maintaining financial
records, as well as in negotiating and administering
agreements:
(275)

(276)

The number of work days off for such purposes shall
not exceed 7 for each employe in any one calendar
year. This time off may be charged to vacation cred
its, holiday credits, compensatory time credits or to
leave without pay as the employe may designate. The
employe shall give his/her immediate supervisor at
least 14 calendar days advance notice of the employe’s
intention to attend such functions....

In 71 percent of the contracts, the employer granted
leave without loss of pay inasmuch as the employer
might derive benefit when union officials responsible
for negotiating and administering the agreement were
well trained:

Leaves of absence with pay to attend and serve as
delegate to conventions of the union and organization
and training conferences relating to the union shall be
granted to not more than 5 employees in union Local
459 in a calendar year, with the extent of leave limit
ed to an accumulation of 2 work weeks per delegate
and with the purpose of these leaves to be training and
education in grievance handling labor-management re
lations, personnel administration, etc....

(278)

(279)

The employer agrees to grant time off without pay
in an amount not to exceed 30 days in any one calen
dar year to enable employees with at least one year’s
seniority to attend union conventions and education
clauses. Not more than 3 employees will be allowed
such leave at any time and the number of workdays
for any one employee shall not exceed 10 in any one
calendar year....

Of government agencies negotiating 10 or more
agreements, only social welfare and fire protection units
had training leave in at least 20 percent of their con
tracts, although school and multidepartment contracts
accounted for most of the clauses in the total. Clauses
appeared in 23 percent of Fire Fighters agreements, and
in 17 percent of State, County and Municipal Employ
ees agreements.
As with other leave provisions, agreements common
ly limited the number of employees and leave time. To
maintain income continuity, some unpaid leave provi
sions allowed the absence to be charged against paid
time normally allowed for other purposes:
(277)

Leaves of absence (with pay) will be granted to those
bargaining unit members who are elected or selected
by the Executive Board of the Association to attend
educational classes conducted by the association, La
bor Institute, or Educational Institution. Fifteen work
ing days per year shall be allocated to the bargaining
unit for association educational leave purposes. Any
one employee in the bargaining unit shall take no more
than 5 working days of the leave per year....

Although less prevalent than in public agreements,
clauses granting paid leave for union training also ap
peared in 30 percent of the private agreements exam
ined. Many businesses might feel that the training was
useful in developing responsible union leadership.

Leave for meetings
In addition to conventions and training sessions, un
ion officials might need to attend various conferences
and meetings to coordinate union policies, draft reso
lutions, and discuss union problems and solutions.
Among 497 public agreements examined, 112 or 23
percent, established policy and procedures for leave to
attend meetings and conferences. (See table 28.) The
distinction between conferences and conventions was
not always clear. Provisions occurred significantly more
often in larger agreements. Relatively high numbers of

Employees who are elected or selected by the un
ion to attend educational classes conducted by or for
the union shall be granted time off without pay for the
purpose of participating in such classes. The number
of employes for all three bargaining units shall not ex
ceed the following:
Wisconsin Home for Veterans local - 5;
Northern Colony local - 5;
Central Colony local - 5;

Leave of absence (with pay provided they are in
pay status) will be granted (upon receiving one week’s
written notice) to those employees who are elected or
selected by the union to attend educational classes con
ducted by the union. The number will not exceed 2
employees from any one department at any one time,
provided other employees are available to perform
their work. The number of working days will not ex
ceed 5 for each employeee for a combined total of 15
working days per contract year during the term of this
Agreement.

clauses were negotiated by the Fire Fighters union and
the New York Civil Service Employees:
(280)

lative committee and his or her professional organiza
tion, and request through the Personnel Department,
and approval of the request by the appropriate execu
tive level administrator, an employee may be absent
for one day only to give information at a committee
meeting at the Legislature. In the event such a hear
ing is postponed or extended, upon request an addi
tional day or days may be approved. When such leave
is approved, the employee will receive full pay and
he/she or the organization he/she represents pays for
the substitute’s salary.

The County agrees that it will pay and will allow a
maximum of 4 delegates per year time off with pay at
their regular straight-time hourly rate to attend 2 con
ferences each year, and any special delegates’ meetings
upon approval of the County Executive. For purposes
of this section the association agrees to correspond
with the department head involved 30 days in advance
whenever practicable and inform him of the exercise
of these rights and agrees to forward the names of per
sonnel and the dates that the employees require the
time off....

The remaining clauses did not allow pay, or did not
mention pay. Both paid and unpaid leave provisions
often applied limitations common to other kinds of leave:

The County agrees that any employees appointed
by the State CSEA President to a State-wide CSEA
Committee, will be granted time off with pay to attend
obligated meetings not, exceeding three days total time
off per year for this purpose.
(281)

(284)

(285)

In approximately 56 percent of the provisions, leave
was paid by the employer. By comparison, only 9 per
cent of private sector agreements mentioned this type
of leave, and only 8 percent of these established pay.

Because public employees and their unions and asso
ciations are much more subject to public laws and reg
ulations than their counterparts in private industry, un
ions often wished to send representatives to meetings
of various legislative bodies, councils, commissions, or
boards, particularly for matters that affected unions or
their constituencies. Union representatives also might
wish to observe or to testify at these hearings.
Leave of absence to attend such sessions was the sub
ject of 23 of the government workers’ contracts. Em
ployees were entitled to paid leave in 14 of the provi
sions. Under some education contracts, the employer
was entitled to reimbursement should a substitute be
required:

(287)

When a Wisconsin Employment Relations Commis
sion hearing specifically related to the bargaining unit
is held, officers of the union and necessary witnesses
shall be released without loss of pay if the number of
people to be released is reasonable.

(283)

Upon specific request of a Washington State Legis

One member of the union shall be granted time off
to attend State meetings and State Legislative Sessions
where there are items on the agenda affecting public
employees.

Leave for unspecified union business
The nature of the union business for which leave was
granted was not always defined. In 126 contracts (25
percent), clauses either did not specify the activities at
all, or granted leave for both specific and nonspecific
activities. (See table 28.) The prevalence was somewhat
higher for multidepartmental agreements, possibly be
cause union activities varied from agency to agency.
About 50 percent of the Transit Union agreements and
31 percent of State, County and Municipal Employees
agreements had the clauses.
Maximum leave time sometimes applied to each in
dividual leave, and sometimes was stated as a yearly
limit per employee. The periods usually were relative
ly short-30 or 60 days. These might not have been in
tended to apply to leave for union employment, and
would offer little job protection. Occasionally, howev
er, a longer period was specified:

Leave for attendance at public hearings and
other public sessions

(282)

An employee holding the position of Secretary-Treasurer in the union’s State Association shall be granted
leaves of absence without pay during sessions of the
Iowa General Assembly when there is debate or dis
cussion, in committee or on the floor, on legislation
specifically affecting Fire Fighters....

(286)

Leave will be granted to any CSEA member to at
tend regional and state-wide meetings of the Civil Serv
ice Employees Association without loss of pay. The
leave granted herein shall not exceed a total of 32 em
ployee days per year for all employees covered by this
Agreement to attend such regional and state-wide meet
ings. Written notice for such leave, certified to by the
President of CSEA, must be presented to the depart
ment head, with a copy to the Personnel Officer, at
least 5 working days prior to the requested leave time.
The 32 days herein provided to attend CSEA confer
ences or meetings shall include travel time.

The County agrees to release two representatives of
the Council to attend meetings of County Board stand
ing committees, Board of Public Welfare, or Civil Serv
ice Commission when the subject matter to be dis
cussed is of specific interest to the Council. Such re
leased time is subject to the approval of the nurse’s
department head and shall not be unreasonably
withheld.

Members of the bargaining unit may use up to a to
tal of 24 aggregate days for union business leave each
year. Employees must request utilization of the leave
at least 48 hours before it is to commence and the tak
ing of such leave shall not impede the operation of any
county department when it is taken. All use of such
leave shall be reported to the union to insure that the
employees are actually utilizing the leave for union
business.

(288)

(289)

Authorized union representatives upon written re
quests from the union shall be given short term leaves
of absence (less than 30 days) without pay to transact
business for the union. The union will cooperate with
the employer by controlling requests for such short
term leaves to a maximum of 5 employees per union
off at any given time and in a manner which will min
imize interference with the employer’s operations.

An employee on paid leave occasionally results in an
expense to the union. At least one agreement stipulates
that the union must bear the expense of the absentee’s
replacement:
(291)

A reasonable request for leave of absence shall be
granted at the employer’s discretion, without loss of
seniority rights and without pay, to any employee to
serve in any capacity on official union business. Such
employee shall maintain and accrue seniority during
his entire leave of absence and shall have the right to
return to the bargaining unit with full seniority.... A
leave of absence shall not exceed 6 months unless a
written request is submitted to the employer 30 days
prior to the end of the original leave. In no event shall
a leave of absence extend for more than 12 months.

A few clauses established pay limits in dollars rather
than in time, but under this arrangement higher paid
employees might exhaust the allotted amount more
quickly than lower paid ones. Unused amounts could
be carried over to the succeeding year:
(292)

The employer allowed paid leave in 40 percent of
the provisions. The less specific the clause, the more
the union could allocate time to various union activi
ties. However, employer approval of all leaves might
be required, and this might reduce flexibility to some
extent:
(290)

An amount equal to $3600 shall be available for each
year of the Memorandum of Understanding for pay
ment of the salaries of employees on employee rela
tions leave outside the city. The employee organiza
tion shall pay any costs above this amount. Any of this
amount not used the first year shall be added on to the
amount available for the second year.

The proportion of agreements having leave for un
specified business (25 percent) was somewhat less than
the 31 percent in the private sector. However, employ
ees paid for the leave time in 40 percent of the public
contracts, contrasted with less than 2 percent of the
private ones. Since the leave time might well be allo
cated among such activities as attending conventions,
meetings, and training sessions, the same reasons dis
cussed earlier might account for the difference.

...With the approval of the Division, officers and/or
members of the Executive Board of the association or
other members of the association designated by the as
sociation, shall be granted a total of 60 days per year
leave, not to be deducted from their duty leave or va
cation, to pursue the affairs of the association. The al
location of such leave among the officers and members
of the Executive Board or other members of the asso
ciation shall be determined solely by the association.
Such leave not used during any calendar year shall not
be accumulated.

An annual allotment of 25 person days shall be es
tablished for the exclusive allocation of the union. In
dividuals certified by the union to use this time off
shall be released without loss of pay. The cost of res
erve teacher service for these individuals shall be borne
by the union and shall be paid as used and billed by
the Finance Department.

Table 15. Pay for time spent on grievances by government function
(In State and local government agreements, 1978-79)1

Government function

Pay1
2

Total
Agree
ments

No reference to
grievance
procedure

Reference to grievance procedure

All agreements

No reference to
pay

No pay3

Workers
Agree
ments

Workers

Agree
ments

Workers

Agree
ments

Workers

Agree
ments

Workers

Total.......................................

497

640,772

474

631,147

273

338,586

41,575

192

250,986

9,625

Law enforcement........................
Central administration................
Regulatory agencies...................
Social welfare..............................
Fire protection.............................
Employment security services ...
Education.....................................
Courts..........................................
Corrections..................................
Central services..........................
Public works................................
Public utilities ..............................
Sanitation services.....................
Urban development....................
Agricultural services...................
Animal welfare services.............
Public transportation ..................
Parks and recreation..................
Health services...........................
Library services...........................
Jurisdiction-wide..........................
Except fire or police .............
Other exclusion .....................

50
12
1
16
25
1
129
8
9

23,400
69,600
3,300
17,850
9,167
2,500
155,124
2,100
7,550
2,975
7,200
5,600
3,015
1,350
350
3,350
42,675
750
55,591
1,150
216,325
250
9,600

45
10
1
16
23
1
123
7
9

22,150
68,150
3,300
17,850
8,617
2,500
153,749
2,000
7,550
2,975
7,200
5,600
2,915
1,350
350
3,350
42,575
750
54,841
1,150
212,825
250
9,150

28
6
1
12
11
57
3
7

12,700
11,100
3,300
15,950
3,400
74,330
1,000
4,500
2,975
3,900
5,300
2,265
850
350
2,250
3,950
100
52,441
450
131,175
250
6,050

3
2
1

2,275
36,950
350

14
2
4
12
1
65

5
2
2

1
3

7,175
20,100
1,900
5,217
2,500
79,069
1,000
3,050
2,900
300
250
500

1,250
1,450
550
1,375
100
100
-

1
25
1
10
5
28

1,100
38,625
650
2,400
700
80,450

450

4
25
8
9
8

2
4
36

2
44
7
87
1
9

4
25
8
8
8

2
4
35

2
42
7
85
1
8

4
14
6
6

5
2
3
10
1
32

2
56
1
6

1 The vast majority of agreements were scheduled to expire during
1978-79.
2 Includes full or partial pay to some or all union representatives.

4
2

1
1
-

400
400
-

1,200

3,100

6
1
-

1
-

100

750

3,500

3 Includes only specific statements that the employer will not pay
for the activity.

T a b le 16. T y p e s o f paid g rie v a n c e a c tiv ity
(In State and local government agreements, 1978-79)1
Agree
ments

Workers

All agreements ..........................................................................................

497

640,772

Total referring to grievance procedure..............................................................

474

631,147

Total referring to pay .....................................................................................
Any type of grievance activity .................................................................
All formal steps in grievance procedure................................................
Certain steps in the grievance procedure .............................................
Regularly scheduled grievance meetings ..............................................
Grievance meetings or investigations called
by the company................................................................................
Other2 .......................................................................................................
No reference to pay3 ......................................................................................

273
237
13
8
2

338,586
269,595
25,750
13,650
866

6
7
201

17,475
11,250
292,561

No reference to grievance procedure...............................................................

9,625

Type of provision

grievance activity.
3
Includes 9 agreements that specifically
deny pay.

1 The vast majority of agreements were
scheduled to expire during 1978-79.
2 Includes more than one type of

Table 17. Personnel eligible for pay, and limits on paid grievance time by government function
(In State and local government agreements, 1978-79)1
Total with
grievance
procedure

All agreements

Reference to—

Paid grievance
time

Government function
Agree
ments

To tal................................................
Law enforcement.................................
Central administration .........................
Regulatory agencies............................
Social welfare......................................
Fire protection.....................................
Employment security services ...........
Education.............................................
Courts...................................................
Corrections ..........................................
Central services...................................
Public works.........................................
Public utilities........................................
Sanitation services ..............................
Urban development.............................
Agricultural services ............................
Animal welfare services......................
Public transportation............................
Parks and recreation...........................
Health services ....................................
Library services....................................
Jurisdiction-wide...................................
Except fire or police ......................
Other exclusion ..............................

Workers

Agree
ments

Workers
Agree
ments

Workers

Agree
ments

Workers

497

640,772

474

631,147

273

338,586

226

274,361

170

238,786

50
12
1
16
25
1
129
8
9
4
25
8
9
8
2
4
36
2
44
7
87
1
9

23,400
69,600
3,300
17,850
9,167
2,500
155,124
2,100
7,550
2,975
7,200
5,600
3,015
1,350
350
3,350
42,675
750
55,591
1,150
216,325
250
9,600

45
10
1
16
23
1
123
7
9
4
25
8
8
8
2
4
35
2
42
7
85
1
8

22,150
68,150
3,300
17,850
8,617
2,500
153,749
2,000
7,550
2,975
7,200
5,600
2,915
1,350
350
3,350
42,575
750
54,841
1,150
212,825
250
9,150

28
6
1
12
11

12,700
11,100
3,300
15,950
3,400

25
6
1
12
7

12,050
11,100
3,300
15,950
2,350

14
6
1
7
7

5,750
11,100
3,300
14,000
2,100

57
3
7
4
14
6
6
5
2
3
10
1
32
2
56
1
6

74,330
1,000
4,500
2,975
3,900
5,300
2,265
850
350
2,250
3,950
100
52,441
450
131,175
250
6,050

38
3
5
3
13
6
5
2
2
1
10
1
29
2
49
1
5

Paid time for
aggrieved employee

Workers

102

189,376

8
3

7,050
9,950

1
1
1
-

Agree
ments

6
3
25
1
3
2
6
1
1
3

13,000
950
45,535
200
4,000
575
1,300
2,300
100
450
-

2
9
1
25
1
2

1
7
1
22
2
38
1
4

600
3,500
100
47,616
450
97,925
250
5,100

1,550
18,716
100
82,050
250
1,300

Workers

Agree
ments

Workers

5,400

52,230

9,625

200
200
900
-

3
1
1
6
1
-

3,150
3,300
10,000
4,230
200
1,500
2,200
100
100
600
4,300
22,550

5
2
2
6
1
_
1

1,250
1,450
-

Workers

1
1
-

Agree
ments

Not paid

1 The vast majority of agreements were scheduled to expire
during 1978-79.

31,730
700
4,200
2,400
3,200
2,550
1,665
550

No reference to
grievance procedure

Paid

32
2
5
2
8
3
4
3

Time outside regular hours2

Agree
ments

T o tal................................................

36,230
1,000
1,850
2,900
3,800
5,300
2,165
350
350
600
3,950
100
51,691
450
112,925
250
5,700

Reference to—Continued

Law enforcement................................
Central administration .........................
Regulatory agencies............................
Social welfare......................................
Fire protection......................................
Employment security services ...........
Education.............................................
Courts...................................................
Corrections ..........................................
Central services..................................
Public works ........................................
Public utilities.......................................
Sanitation services .............................
Urban development............................
Agricultural services...........................
Animal welfare services......................
Public transportation............................
Parks and recreation...........................
Health services....................................
Library services....................................
Jurisdiction-wide...................................
Except fire or police ......................
Other exclusion ..............................

Paid grievance
time

Eligible union
personnel

Workers
Agree
ments

Limitations on—

300
3,800
-

2
1
1
1
3

1
2
2

100
750
3,500

450

2 Excludes 4 agreements that did not mention pay.
NOTE: Nonadditive.

550
1,375
100
_
_
100

Table 18. Pay for time spent on grievance arbitration by government function
(In State and local government agreements, 1978-79)1

All agreements

Government function

Total
Agree
ments

No reference to
grievance
arbitration

Reference to grievance arbitration

Pay2

No pay3

No reference to
pay

Workers
Agree
ments

Workers

Agree
ments

Workers

Agree
ments

Workers

Agree
ments

Agreements

Workers

Total........................................

497

640,772

398

563,017

116,721

4,175

325

442,121

77,755

50
12
1
16
25
1
129
8
9

23,400
69,600
3,300
17,850
9,167
2,500
155,124
2,100
7,550
2,975
7,200
5,600
3,015
1,350
350
3,350
42,675
750
55,591
1,150
216,325
250
9,600

37
8
1
13
17
1
106
6
8

19,300
67,450
3,300
17,150
6,417
2,500
143,769
1,900
7,450
2,975
7,200
5,500
1,665
850
300
3,350
39,525
650
49,441
1,050
174,275
7,000

7
1
2
3
14
-

3,400
9,250
1,600
1,150
21,615
4,300
850
2,400
365
300
950
50
17,341
350
50,350
2,450

3
1
1
1
-

1,825
950
1,000
400
-

27
6
1
11
13
1
92
6
3

14,075
57,250
3,300
15,550
4,267
2,500
122,154
1,900
3,150
2,975
5,950
3,100
1,300
850
2,400
39,475
650
32,100
700
123,925
4,550

13
4
3
8
23

4,100
2,150
700
2,750
11,355
200
100
100
1,350
500
50
3,150
100
6,150
100
42,050
250
2,600

4
25
8
9
8

2
4
36

2
44
7
87
1
9

4
25

7
6
6
1

4
30
1
38
6
68
5

5
3

2
3
1
1
1
11
1
10
2

1 The vast majority of agreements were scheduled to expire during
1978-79.
2 Includes full or partial pay to some or all union representatives.

4
21

5
3
6
3
29
1
27
5
58
3

2
1
1
3

2
1
6
1
6
1
19
1
4

3 Includes only specific statements that the employer will not pay
for the activity.

Table 19. Union personnel eligible for pay and limits on paid grievance arbitration time by government function
(In State and local government agreements, 1978-79)1

All agreements

Grievance
arbitration

Government function
Agree
ments

No reference to
grievance
arbitration

Reference to—

Pay

Eligible union
personnel

Workers
Agree
ments

Workers

Agree
ments

Limitations on—

Agree
ments

Workers

Agree
ments
27

75,180

640,772

398

563,017

116,721

75,971

Law enforcement........................
Central administration ................
Regulatory agencies...................
Social welfare..............................
Fire protection............................
Employment security services ...
Education....................................
Courts..........................................
Corrections.................................
Central services..........................
Public works...............................
Public utilities ..............................
Sanitation services.....................
Urban development....................
Agricultural services...................
Animal welfare services.............
Public transportation ..................
Parks and recreation..................
Health services..........................
Library services..........................
Jurisdiction-wide..........................
Except fire or police .............
Other exclusion .....................

50
12
1
16
25
1
129
8

23,400
69,600
3,300
17,850
9,167
2,500
155,124
2,100
7,550
2,975
7,200
5,600
3,015
1,350
350
3,350
42,675
750
55,591
1,150
216,325
250
9,600

37
8
1
13
17
1
106
6
8
4
25

19,300
67,450
3,300
17,150
6,417
2,500
143,769
1,900
7,450
2,975
7,200
5,500
1,665
850
300
3,350
39,525
650
49,441
1,050
174,275
7,000

7
1
2
3
14
-

3,400
9,250
1,600
1,150
21,615
4,300
850
2,400
365
300
950
50
17,341
350
50,350
2,450

6
2
1
-

3,200
1,600
500
7,090
300
750
2,400
265
300
50
17,266
350
39,450
2,450

4
25
8

9
8

2
4
36

2
44
7
87
1

7
6
6
1

4
30
1
38
6
68
-

2
3
1
1
1
11
1
10
-

1 The vast majority of agreements were scheduled to expire during
1978-79.

7
-

2
-

2
2
2
1
1
10
1

,9
-

NOTE: Nonadditive.

Workers

77,755

13
4
3
8
23

4,100
2,150
700
2,750
11,355
200
100
_
100
1,350
500
50
3,150
100
6,150
100
42,050
250
2,600

Workers

497

Agree
ments

Workers

Total.......................................

Paid time

1
2
3
-

9,250
650
9,740
2,650
650
265
16,925
350
32,250
2,450

2
1
-

2
8
1
5
-

2
1
1
3

2
1
6
1
6
1
19
1

Table 20. Pay for time spent in agreement negotiations by government function
(In State and local government agreements, 1978-79)1
All agreements
Total

Government function
Agree
ments

Workers

T o tal................................................

497

Law enforcement.................................
Central administration .........................
Regulatory agencies............................
Social welfare.......................................
Fire protection.....................................
Employment security services ...........
Education.............................................
Courts...................................................
Corrections ..........................................
Central services...................................
Public w orks.........................................
Public utilities........................................
Sanitation services..............................
Urban development.............................
Agricultural services............................
Animal welfare services......................
Public transportation............................
Parks and recreation...........................
Health services....................................
Library services....................................
Jurisdiction-wide...................................
Except fire or police ......................
Other exclusion ..............................

50
12
1
16
25
1
129
8
9
4
25
8
9
8

2
4
36

2
44
7
87
1
9

No pay3

Pay2

Agree
ments

Workers

Agree
ments

Workers

Agree
ments

Workers

640,772

138

233,383

132

185,983

47,400

23,400
69,600
3,300
17,850
9,167
2,500
155,124
2,100
7,550
2,975
7,200
5,600
3,015
1,350
350
3,350
42,675
750
55,591
1,150
216,325
250
9,600

15
3
6
12
40
1
4
1

11,150
45,850
1,450
3,717
89,466
300
1,750
75
1,300
2,300
1,850
250
1,650
1,900

15
2
6
11
38
1
4
1

11,150
9,850
1,450
3,267
88,366
300
1,750
75
1,300
2,300
850
250
1,650
1,900
33,900
200
26,075
1,350

_
1
1
2
1
1
-

36,000
450
1,100
1,000
8,850
-

5
1
4

2
-

2
4
12
1
23
-

33,900
200
34,925
1,350

1 The vast majority of agreements were scheduled to expire
during 1978-79.
2 Includes full or partial pay to some or all union

No reference to
pay

Reference to pay

5
1

3
2
-

2
4
12
1

22
-

Agree
ments

Workers

359

407,389

35
9
1
10
13
1
89

12,250
23,750
3,300
16,400
5,450
2,500
65,658
1,800
5,800
2,900
5,900
3,300
1,165
1,100
350
1,700
40,775
750
21,691
950
181,400
250
8,250

7
5
3
20

7
5
6

2
2
32

2
32
6
64
1

representatives.
3
Includes only specific statements that the employer will
not pay for the activity.

Table 21. Personnel eligible for pay and limits on paid agreement negotiation time by government function
(In State and local government agreements, 1978-79)1
No reference to
negotiation pay

Reference to negotiation pay

All agreements
Total

Limitations on—

Government function
Agree
ments

Workers

Eligible personnel
Agree
ments

Workers

Agree
ments

Paid time

Workers

Agree
ments

Agreements

Workers

Total................................................

497

640,772

132

185,983

117,577

75,625

365

454,789

Law enforcement.................................
Central administration .........................
Regulatory agencies...........................
Social welfare......................................
Fire protection.....................................
Employment security services ...........
Education.............................................
Courts...................................................
Corrections ..........................................
Central services..................................
Public works ........................................
Public utilities.......................................
Sanitation services ..............................
Urban development.............................
Agricultural services............................
Animal welfare services......................
Public transportation...........................
Parks and recreation..........................
Health services...................................
Library services...................................
Jurisdiction-wide..................................
Except fire or police ......................
Other exclusion ..............................

50
12
1
16
25
1
129
8
9
4
25
8
9
8
2
4
36
2

23,400
69,600
3,300
17,850
9,167
2,500
155,124
2,100
7,550
2,975
7,200
5,600
3,015
1,350
350
3,350
42,675
750
55,591
1,150
216,325
250
9,600

15
2
6
11
38
1
4
1
5
1
3
2
2
4
12

11,150
9,850
1,450
3,267
88,366
300
1,750
75
1,300
2,300
850
250
1,650
1,900
33,900
200
26,075
1,350

11
1
6
9
17
1
4
1
5
1
3
1

8,450
9,250
1,450
2,817
30,310
300
1,750
75
1,300
2,300
850
150

6
1

6,200
9,250
350
550
30,950
150
75
250
150

35
10
1
10
14
1
91
7
5
3
20
7
6
6
2
2
32
2
32

12,250
59,750
3,300
16,400
5,900
2,500
66,758
1,800
5,800
2,900
5,900
3,300
2,165
1,100
350
1,700
40,775
750
21,691
950
190,250
250
8,250

44
7
87

1
9

1
22
2

1 The vast majority of agreements were scheduled to expire
during 1978-79.

2
4
-

9
19
-

1,650
1,900
32,450
21,575

1,000

NOTE: Nonadditive.

2
2
11
1
1
2
1

4
-

8
-

23,650
4,050
-

6
65

1
7

Table 22. Pay for time spent on safety committee activities by government function
(In State and local government agreements, 1978-79)1

Total

Government function
Agree
ments

No reference to
safety committees

Reference to safety committees

All agreements

No reference to
pay

Pay2

Workers
Agree
ments

Workers

Agree
ments

Workers

Agree
ments

Agreements

Workers

T o tal................................................

497

640,772

123

244,435

98,140

146,295

374

396,337

Law enforcement.................................
Central administration .........................
Regulatory agencies............................
Social welfare......................................
Fire protection.....................................
Employment security services ...........
Education.............................................
Courts...................................................
Corrections ..........................................
Central services...................................
Public works.........................................
Public utilities........................................
Sanitation services ..............................
Urban development.............................
Agricultural services ...........................
Animal welfare services......................
Public transportation............................
Parks and recreation...........................
Health services ....................................
Library services....................................
Jurisdiction-wide...................................
Except fire or police .....................
Other exclusion ..............................

50
12
1
16
25
1
129
8
9
4
25
8
9
8

23,400
69,600
3,300
17,850
9,167
2,500
155,124
2,100
7,550
2,975
7,200
5,600
3,015
1,350
350
3,350
42,675
750
55,591
1,150
216,325
250
9,600

6
5

3,950
65,950
1,050
4,600
15,985
300
4,100
2,200
2,900
3,300
600
300
2,250
3,450
23,400
550
106,600
2,950

3
2
1
4
8
-

3,100
9,850
100
2,250
4,190
1,450
100
100
100
600
2,700
9,750
62,350
1,500

3
3

850
56,100
950
2,350
11,795
300
2,650
2,200
2,800
3,200
500
300
1,650
750
13,650
550
44,250
1,450

44
7
1
13
15
1
110

19,450
3,650
3,300
16,800
4,567
2,500
139,139
1,800
3,450
775
4,300
2,300
2,415
1,050
350
1,100
39,225
750
32,191
600
109,725
250
6,650

2
4
36

2
44
7
87
1

3
10
19
1
4
1
10

5
3
2
-

3
6
12

2
29
-

1 The vast majority of agreements were scheduled to expire
during 1978-79.

2
1
1
1
1

3
-

4
8
1

2 Includes full
representatives.

2
6
11
1

2
1
9
4

2
2
-

2
3
-

2
21
1

partial

pay

some

7
5
3
15

3
6
6

2
1
30

2
32

5
58
1

7
or

all

union

Table 23. Pay for time attending labor-management meetings by government function
(In State and local government agreements, 1978-79)1
All agreements

Government function

Total
Agree
ments

No reference to
meetings

Reference to labor-management meetings
No reference to
pay

Pay2

Workers
Agree
ments

Workers

Agree
ments

Workers

Agree
ments

Agreements

Workers

To tal................................................

497

640,772

202

309,851

176,765

105

133,086

295

330,921

Law enforcement................................
Central administration .........................
Regulatory agencies............................
Social welfare......................................
Fire protection.....................................
Employment security services ...........
Education.............................................
Courts...................................................
Corrections ..........................................
Central services...................................
Public w orks........................................
Public utilities.......................................
Sanitation services ..............................
Urban development.............................
Agricultural services ........................
Animal welfare services......................
Public transportation............................
Parks and recreation...........................
Health services ....................................
Library services...................................
Jurisdiction-wide..................................
Except fire or police ......................
Other exclusion .............................

50
12
1
16
25
1
129
8
9
4
25
8
9
8
2
4
36
2
44
7
87
1

23,400
69,600
3,300
17,850
9,167
2,500
155,124
2,100
7,550
2,975
7,200
5,600
3,015
1,350
350
3,350
42,675
750
55,591
1,150
216,325
250
9,600

22
4
7
5
1
64
2
4
1
9
1
2
2
1
1
12
2
22

9,600
10,400

11
3
2
4
1
29
1
2

5,400
9,450
550
1,150
2,500
34,949
200
3,850

11
1

4,200
950

28
8
1
9
20

4
1
2
1
1
4
1
8
2
18
2

600
100
600
200
700
2,300
100
13,516
300
98,950
1,350

13,800
59,200
3,300
16,050
7,717
62,080
1,800
3,400
2,775
4,850
5,500
2,415
850
50
2,650
35,200
18,809
700
81,525
8,250

3
34
1
2

1,800
1,450
2,500
93,044
300
4,150
200
2,350
100
600
500
300
700
7,475
750
36,782
450
134,800
250
1,350

1 The vast majority of agreements were scheduled to expire
during 1978-79.

2 Includes full
representatives.

5
1

1,250
300

35
1
2
1
5
1
1
8
1
14
1
16
1

58,095
100
300
200
1,750
300
300
5,175
650
23,266
150
35,850
250

partial

pay

some

65
6
5
3
16
7
7
6
1
3
24
22
4
53
7
or

all

union

Table 24. Personnel eligible for pay, and limits on pay for union-management meetings by government function
(In State and local government agreements, 1978-79)1
No reference to
meetings

Reference to labor-management meetings

All agreements
Total

Limitations on—

Pay

Government function
Agree
ments

Workers

Eligible personnel
Agree
ments

Workers

Agree
ments

Workers

Agree
ments

Paid time

Workers

Agree
ments

Agreements

Workers

To tal.......................................

497

640,772

202

309,851

176,765

132,565

91,859

295

330,921

Law enforcement........................
Central administration................
Regulatory agencies...................
Social welfare.............................
Fire protection.............................
Employment security services ...
Education....................................
Courts..........................................
Corrections..................................
Central services..........................
Public works................................
Public utilities ..............................
Sanitation services .....................
Urban development....................
Agricultural services.................
Animal welfare services.............
Public transportation ..................
Parks and recreation..................
Health services ..........................
Library services...........................
Jurisdiction-wide........................
Except fire or police .............
Other exclusion .....................

50
12
1
16
25
1
129
8

23,400
69,600
3,300
17,850
9,167
2,500
155,124
2,100
7,550
2,975
7,200
5,600
3,015
1,350
350
3,350
42,675
750
55,591
1,150
216,325
250
9,600

22
4
7
5
1
64
2

9,600
10,400
1,800
1,450
2,500
93,044
300
4,150
200
2,350
. 100
600
500
300
700
7,475
750
36,782
450
134,800
250
1,350

11
3
2
4
1
29

5,400
9,450
550
1,150
2,500
34,949
200
3,850
600
100
600
200
700
2,300
100
13,516
300
98,950
1,350

9
2
1
3
1
25

5,000
9,350
250
700
2,500
16,149
200
1,350
350
100
600
1,850
100
13,216
200
79,650
1,000

1
2
3
12
-

450
9,350
700
7,009
2,500
1,950
100
4,650
65,150
-

28
8
1
9
20
65

13,800
59,200
3,300
16,050
7,717
62,080
1,800
3,400
2,775
4,850
5,500
2,415
850
50
2,650
35,200
18,809
700
81,525
8,250

4
25
8
9

8
2
4
36
2
44
7
87
1
9

4
1
9
1

2
2
1
1

12
2
22
3
34
1

1 The vast majority of agreements were scheduled to expire during
1978-79.

2
-

4
1

2
1

4
1

8
2
18
2

1
1

3
1

2
3
1

7
1

14
1

NOTE: Nonadditive.

3
1

2
9
-

5
3
16
7
7
6
1

3
24
22
4
53
7

Table 25. Seniority rights during leave for union business by government function
(In State and local government agreements, 1978-79)1
Total referring to
union leave
Government function

Total
Agree
ments

Total.......................................
Law enforcement.......................
Central administration................
Regulatory agencies...................
Social welfare.............................
Fire protection............................
Employment security services ...
Education....................................
Courts..........................................
Corrections.................................
Central services.........................
Public works...............................
Public utilities ..............................
Sanitation services .....................
Urban development....................
Agricultural services...................
Animal welfare services.............
Public transportation ..................
Parks and recreation..................
Health services..........................
Library services..........................
Jurisdiction-wide.........................
Except fire or police .............
Other exclusion .....................

297
25
6
1
11
18
81
1
5
3
11
5
6
4

1
2
29
24
3
57
-

Accrue

Accrue for limited
period

Maintained, do
not accrue

Workers
Agree
ments
528,443
15,025
66,200
3,300
15,400
5,467
123,260
300
4,250
2,775
3,500
5,200
2,350
650
50
1,650
40,375
41,241
550
192,000
4,900

119
3
1
3
2
35
1
2
1
6
5
3
20
18

1
15
-

Workers

Agree
ments

182,941

575
3,300
11,600
550
44,625
300
2,650
75
1,100
5,200
550
21,475
16,191
100
71,250
3,400

3
3
1
30
2
6
3
-

2
14
12
-

11
-

1 The vast majority of agreements were scheduled to expire during 1978-79.

No reference to
seniority rights

Seniority rights

Workers

Agree
ments

131,616

575
11,600
250
38,875
2,650
1,100
4,500
400
13,525
8,891
45,850
3,400

Workers

Agree
ments
18

19,525

1
1
1
1
1

3,300
300
100
300
150

3
-

3,250
24,400
-

Workers

178

345,502

22
6
8
16
46
3
2
5
_
6
1

14,450
66,200
3,800
4,917

Workers

31,800

Agreements

_
- ■
4
1
_
1
1
6
3

5,650
75
_
550
_
150
7,950
4,050
100
1,000
-

1
1

1
2
9
6

2
42
-

78,635
1,600
2,700
2,400
2,350
100
50
1,650
18,900
25,050
450
120,750
1,500

Table 26. Job rights in leave for union business by government function
(In State and local government agreements, 1978-79)1

No reference to
job rights

Job rights
provision

Total

Government function
Agree
ments

No reference to
union leave

Reference to union leave

All agreements

Workers
Agree
ments

Workers

Agree
ments

Workers

Agree
ments

Agreements

Workers

T o tal................................................

497

640,772

297

528,443

144,140

209

384,303

200

112,329

Law enforcement................................
Central administration .........................
Regulatory agencies............................
Social welfare......................................
Fire protection.....................................
Employment security services ...........
Education.............................................
Courts...................................................
Corrections..........................................
Central services..................................
Public works........................................
Public utilities.......................................
Sanitation services..............................
Urban development.............................
Agricultural services............................
Animal welfare services......................
Public transportation............................
Parks and recreation...........................
Health services...................................
Library services....................................
Jurisdiction-wide...................................
Except fire or police ......................
Other exclusion ..............................

50
12
1
16
25
1
129
8
9
4
25
8
9
8

23,400
69,600
3,300
17,850
9,167
2,500
155,124
2,100
7,550
2,975
7,200
5,600
3,015
1,350
350
3,350
42,675
750
55,591
1,150
216,325
250
9,600

25
6
1
11
18
81
1

15,025
66,200
3,300
15,400
5,467
123,260
300
4,250
2,775
3,500
5,200
2,350
650
50
1,650
40,375
41,241
550
192,000
4,900

1
2
40
1
1
1
4
3
1
17
9
6
1

200
3,300
1,600
64,065
300
2,500
75
450
4,500
200
32,200
8,450
25,300
1,000

24
6
9
18
41
4

14,825
66,200
13,800
5,467
59,195
1,750
2,700
3,050
700
2,350
450
50
1,650
8,175
32,791
550
166,700
3,900

25
6
5
7
1
48

8,375
3,400
2,450
3,700
2,500
31,864
1,800
3,300
200
3,700
400
665
700
300
1,700
2,300
750
14,350
600
24,325
250
4,700

2
4
36

2
44
7
87
1
9

5
3
11

5
6
4
1

2
29
24

3
57
4

2
7
2
6
3
1

2
12
15

3
51
-

1 The vast majority of agreements were scheduled to expire during 1978-79.

Table 27. Employee benefits during leave of absence for union business
(In State and local government agreements, 1978-79)1
Agree
ments

Workers

All agreements ..........................................................................................

497

640,772

Total referring to union lea ve.............................................................................

297

528,443

Total referring to employee benefits............................................................
Protected and accrued.............................................................................
Partially protected and accrued .......................................... ...................
Not protected and accrued......................................................................
Benefit status not clear............................................................................
No reference to employee benefits .............................................................

127
74
31
20
2
170

280,967
180,267
52,100
8,400
40,200
247,476

No reference to union leave...............................................................................

200

112,329

Type of provision

1 The vast majority of agreements were scheduled to expire during 1978-79.

7
4
1
14
3
3
4
1

2
7
2
20
4
30
1

Table 28. Leave of absence for union activities by government function
(In State and local government agreements, 1978-79)1
All agreements
Government function

Agree
ments

Total.......................................
Law enforcement........................
Central administration................
Regulatory agencies...................
Social welfare..............................
Fire protection.............................
Employment security services ...
Education....................................
Courts..........................................
Corrections.................................
Central services.........................
Public works...............................
Public utilities .............................
Sanitation services.....................
Urban development....................
Agricultural services...................
Animal welfare services.............
Public transportation .................
Parks and recreation..................
Health services...........................
Library services...........................
Jurisdiction-wide.........................
Except fire or police .............
Other exclusion .....................

Convention

Workers

Agree
ments

497

640,772

50
12
1
16
25
1
129
8

23,400
69,600
3,300
17,850
9,167
2,500
155,124
2,100
7,550
2,975
7,200
5,600
3,015
1,350
350
3,350
42,675
750
55,591
1,150
216,325
250
9,600

9
4
25
8

9
8

2
4
36

2
44
7
87

1
9

Union position2

Workers

Agree
ments

111

190,117

9
2
1
4
12
23

2,550
9,500
3,300
10,900
4,067
21,400
300
4,250
1,050
2,300
1,350
500
1,650
550
33,800
350
92,300
-

1
5
4

1
3
3
-

2
3
-

11
1
26
-

Workers

83,957

3
2
4
5
19
-

550
9,500
10,750
1,617
20,740
100
250
950
450
39,050
-

Workers

187

365,975

16
1
1
7
6
53

9,775

1
4

2
10
4

3
2
1
26
15
32
3

eoo
3,300
14,400
2,300
95,625
300
4,100
2,275
3,400
3,100
1,500
350
50
39,825
25,325
155,800
3,950

Meeting
Agree
ments

Agree
ments

1 The vast majority of agreements were scheduled to expire during
1978-79.

Training

1
-

11
-

Unspecified

Workers

Agree
ments

Workers

112

303,435

126

236,436

13
5
1
4
11
34
-

10,975
65,600
3,300
10,650
3,750
48,060
2,750
850
2,300
1,250
100
950
50
30,400
100
121,400
950

12
3
1
4
4
-

11,100
45,500
3,300
12,100
900
65,945
2,500
2,775
650
4,550
600
150
950
22,700
5,716
100
53,450
3,450

3
-

2
1
2
1
-

1
1
9

1
22
1

33
-

1
3
5
3
2
1
-

1
13
10

1
26
3

2 Includes either elective or appointive position, or both.
NOTE: Nonadditive.

Table 29. Limitations on leave of absence fqr union business by government function
(In State and local government agreements, 1978-79)1
All agreements
Total

Limitations on—

Government function
Agree
ments

Workers

No reference to
leave of absence

Reference to leave of absence

Eligible personnel
Agree
ments

Length of leave

Employer right to
deny leave

Workers
Agree
ments

Workers

Agree
ments

Workers

Agree
ments

Workers

Total.......................................

497

640,772

297

528,443

116

215,825

194

395,727

101

265,495

200

112,329

Law enforcement........................
Central administration................
Regulatory agencies...................
Social welfare..............................
Fire protection.............................
Employment security services ...
Education.....................................
Courts..........................................
Corrections..................................
Central services..........................
Public works................................
Public utilities ..............................
Sanitation services.....................
Urban development....................
Agricultural services...................
Animal welfare services.............
Public transportation ..................
Parks and recreation..................
Health services...........................
Library services...........................
Jurisdiction-wide..........................
Except fire or police.............
Other exclusion .....................

50
12
1
16
25
1
129
8

23,400
69,600
3,300
17,850
9,167
2,500
155,124
2,100
7,550
2,975
7,200
5,600
3,015
1,350
350
3,350
42,675
750
55,591
1,150
216,325
250
9,600

25
6
1
11
18
81

15,025
66,200
3,300
15,400
5,467
123,260
300
4,250
2,775
3,500
5,200
2,350
650
50
1,650
40,375
41,241
550
192,000
4,900

10
2
4
8
-

4,800
20,250
12,100
2,650
38,425
300
2,500
2,700
1,200
2,300
250
350
1,650
11,250
22,300
91,800
1,000

16
4
1
9
8
61

9,625
65,500
3,300
13,600
2,467
88,535
300
2,500
2,775
1,500
5,050
750
300
50
1,650
5,000
36,375
153,000
3,450

10
4
6
5
25
-

9,550
65,850
12,500
2,250
25,595
4,000
1,150
2,300
450
50
950
5,050
28,100
450
105,300
1,950

25
6
5
7
1
48

8,375
3,400
2,450
3,700
2,500
31,864
1,800
3,300
200
3,700
400
665
700
300
1,700
2,300
750
14,350
600
24,325
250
4,700

9
4
25
8

9
8

2
4
36

2
44
7
87

1
9

1
5
3
11
5
6
4

1
2
29
24

3
57
-

33
1
1
2
3
1
1
2
-

2
7
12
26
-

1 The vast majority of agreements were scheduled to expire during
1978-79.

1
1
3
7
4

2
2
1
2
6
18
45
-

NOTE: Nonadditive.

3
-

2
1
3
-

1
1
7
7

2
22
2

7
4

1
14

3
3
4

1
2
7

2
20
4
30

1
5

Table 30. Provisions for extension of leave for union business by government function
(In State and local government agreements, 1978-79)1
All agreements

Total referring to union
leave

Extension provision
Present

Government function
Agree
ments

Workers

640,772

297

23,400
69,600
3,300
17,850
9,167
2,500
155,124
2,100
7,550
2,975
7,200
5,600
3,015
1,350
350
3,350
42,675
750
55,591
1,150
216,325
250
9,600

25
6
1
11
18
81
1
5
3
11
5
6
4
1
2
29

Agree
ments

Workers

To tal................................................

497

Law enforcement................................
Central administration.........................
Regulatory agencies............................
Social welfare......................................
Fire protection.....................................
Employment security services ...........
Education.............................................
Courts...................................................
Corrections..........................................
Central services...................................
Public w orks........................................
Public utilities.......................................
Sanitation services ..............................
Urban development.............................
Agricultural services............................
Animal welfare services......................
Public transportation............................
Parks and recreation...........................
Health services ...................................
Library services....................................
Jurisdiction-wide..................................
Except fire or police ......................
Other exclusion ..............................

50
12
1
16
25
1
129
8
9
4
25
8
9
8
2
4
36
2
44
7
87
1

Agree
ments

Workers

Agree
ments

Workers

528,443

165,900

219

362,543

15,025
66,200
3,300
15,400
5,467
123,260
300
4,250
2,775
3,500
5,200
2,350
650
50
1,650
40,375

5
1
3
1
29
1
1
1
2
2
1
1
1

6,100

20
6

8,925
66,200

24
3
57

41,241
550
192,000

4,900

1 The vast majority of agreements were scheduled to expire during 1978-79.

Not present

2
-

12
-

14
-

3,300
10,750
250
60,400
300
100
2,200
600
2,450
400
150
50

8
17
52

4,650
5,217
62,860
-

4
2
9
3
5
3

4,150
575
2,900
2,750
1,950
500

1,350

2
27

1,650
39,025

26,100
-

49,950
-

1,450

12
3
43
-

15,141
550
142,050
-

3,450

Appendix. Identification of
Clauses

11 . . .

All unions are affiliated with the
AFL-CIO except those
designated as (Ind.).
Clause
num ber

12 . . . Monroe A uto Equipm ent Co.,
Hartwell, Ga. p l a n t .............. December 1980
A uto Workers (UAW) (Ind.)

E xpiration d ate

1 . . . K roehler M anufacturing Co.,
11 plants, In tersta te.............. April 1980
U pholsterers (UIU)

13 . . .

2 . . . Mesta Machine Co.,
West Homestead, Pa.............. March 1981
Steelworkers (USA)

Tropicana Products, Inc.,
Ft. Pierce, F la.......................... November 1980
Teamsters (IBT) (Ind.)

14 . . . Borg-Warner Corp.,
York Division, D ecatur
Works, 111................................... April 1980
Allied Industrial Workers
(AIW)

3 . . . Dan River, Inc.,
Danville Division,
Danville, V a............................. May 1978
U nited Textile Workers
(UTWA)

15 . . .

4 . . . Firestone Tire and Rubber Co.,
Electric Wheel Co. Division,
Quincy, 111................................ March 1981
A uto Workers (UAW) (Ind.)

16 . . .

5 . . . Union Carbide Corp.,
Nuclear Division,
Oak Ridge Diffusion plant,
Oak Ridge, T enn.................... O ctober 1981
Oil, Chemical and Atomic
Workers (OCAW)

17 . . .

General Tire and Rubber Co.,
Ohio and T ex..........................
Rubber Workers (URW)

May 1979

Z enith Radio Corp.,
Springfield, Mo.......................
Electrical Workers (IBEW)

Septem ber 1980

Sundstrand Corp.,
R ockford and Belvidere,
111..................................... May 1980

A uto Workers (UAW) (Ind.)
18 . . .

6 . . . M ountain States Telephone and
Telegraph Co., Interstate. . . August 1980
Com m unications Workers
(CWA)

19 . . .

7 . . . Magnavox Co. of Tennessee,
Jefferson City, T enn..............June 1981
Electrical Workers (IUE)

Diamond Chain Co.,
Indianapolis, Ind....................
Steelworkers (USA)

Septem ber 1977

Marshall Field and Co.,
Chicago, 111................................ June 1977
Service Employees (SEIU)

20 . . . Dow Chemical Co.,
Midland Division,
Midland, Mich......................... February 1980
Steelworkers (USA)

8 . . . Toledo Edison Co.,
Toledo, O h i o ......................... May 1981
Electrical Workers (IBEW)

21 . . .

9 . . . O utboard Marine Corp.,
Galesburg, 111........................... May 1980
Independent Marine and
Machinists Association (Ind.)

New Jersey Zinc Co.,
Palm erton and Bethlehem,
Pa................................................ August 1978
Steelworkers (USA)

22 . . . W oodworkers Association of
Chicago, Mill Division,

10 . . . Jones and Laughlin Steel Corp.,
In tersta te..................................August 1980
Steelworkers (USA)

Revere Copper and Brass, Inc.,
Rome Division,
Rome, N.Y............................... O ctober 1980
Mechanics Educational
Society (MESA)

111..................................... May 1979
Carpenters (CJA)

T enn..........................................
Steelworkers (USA)

23 . . . Potom ac Electric Power Co.,
Washington, D.C.....................May 1979
Electric U tility Employees
Union (Ind.)

37 . . . Mack Trucks Inc.,
Master Shop Agreement,
Interstate ............................... O ctober 1979
A uto Workers (UAW) (Ind.)

24 . . . Colt Industries Operating Corp.,
Chandler Evans, Inc., and
Pratt and W hitney Machine
Tool Division, West H artford,
C onn.......................................... February 1980
Auto Workers (UAW) (Ind.)
25 . . .

38 . . . General Mills Fun Group; Inc.,
Kenner Products Division,
Cincinnati, O h io .................... January 1980
Allied Industrial Workers
(AIW)

General Portland, Inc.,
Interstate ...............................April 1981
Cement Workers (CLGW)

39 . . .

26 . . . Whirlpool Corp.,
St. Joseph Division plants,
St. Joseph, Mich..................... May 1979
Machinists (IAM)
27 . . . N orthw estern Mutual Life
Insurance Co., Wis..................April 1978
Office and Professional
Employees (OPEIU)
28 . . .

Whirlpool Corp., Ft. Smith
Division, Ft. Smith,
A rk.............................................September 1980
Allied Industrial Workers
(AIW)

Cleveland Electric Illuminating
Co., 3 divisions, Ohio . . . .
U tility Workers (UWU)

41 . . . Mobil Oil Corp.,
La., Okla. and T ex................. March 1979
Associated Petroleum
Employees (Ind.)
42 . . . Dayco Corp.,
Southern Division,
Waynesville, N.C..................... April 1980
Rubber Workers (URW)

April 1980

31 . . .

Rockwell International Corp.,
Collins Radio Group,
Dallas, T ex............................... April 1979
Electrical Workers (IUE)

33 . . .

43 . . .

Caterpillar T ractor Co.,
Joliet, 111................................... January 1980
Machinists (IAM)

32 . . .

Building Materials Dealers
of G reater Cleveland,
Ohio ....................................... April 1980
Teamsters (IBT) (Ind.)

45 . . . GTE Sylvania Inc.,
Smithfield, N.C....................... December 1979
Com m unications Workers
(CWA)
46 . . . Carolina Telephone and
Telegraph Co., N.C................
Com m unications Workers
(CWA)

Wheeling-Pittsburgh Steel Corp.,
Mon-Valley plants,
Monessen and A llenport,
Pa................................................August 1980
Steelworkers (USA)

Septem ber 1979

47 . . . Koppers Co., Inc.,
Metal Productions D ivision,

Baltim ore, M d. P ro d u c ts . O ctober 1980

36 . . . N orth American Royalties, Inc.,
Wheland Foundry Division,

Borg-Warner Corp.,
York Division, Pa................... O ctober 1978
A uto Workers (UAW)
(Ind.)

44 . . . Procter and Gamble
M anufacturing Co.,
Port Ivory, N.Y. and
Woodbridge, N .J..................... November 1979
Independent Oil and
Chemical Workers,
Inc. (Ind.)

34 . . . Campbell Soup Co.,
Napoleon, O h i o ....................January 1980
Food and Commercial
Workers (UFCW)
35 . . .

Confectioners Industrial
Relations Board, Inc.,
G reater New York and
vicinity, N.Y............................ September 1981
Bakery and Confectionery
Workers (BCW)

40 . . . Great Atlantic and Pacific
Tea Co., Inc.,
N.Y. and N .J............................ August 1980
Food and Commercial
Workers (UFCW)

29 . . . Dennison M anufacturing Co.,
National Blank Book Co.
Division, Holyoke, Mass. . . February 1981
Graphic Arts (GAIU)
30 . . .

April 1979

Machinists (IAM)

48 . . . C entury Brass Products, Inc.,
W aterbury Divisions and
New Milford plant, Conn. . . August 1981
A uto Workers (UAW) (Ind.)

62 . . .

49 . . . A.E. Staley M anufacturing Co.,
Decatur, 111...............................O ctober 1980
Allied Industrial Workers
(AIW)

63 . . . Popular Price Dress Contractors
Association Inc., and
United B etter Dress
M anufacturers’ Association,
Inc., I n te r s ta te ...................... May 1979
Ladies’ Garm ent Workers
(ILGWU)

50 . . . Deere and Co.,
Iowa and 111..............................O ctober 1979
Auto Workers (UAW) (Ind.)

Rockwell International Corp.,
N ational Agreement,
Interstate ...............................February 1980
A uto Workers (UAW) (Ind.)

51 . . . ICI U nited States, Inc.,
Indiana Army A m m unition
Plant, Charlestown, Ind. . . . November 1980
Chemical Workers (ICW)

64 . . . Texaco, Inc., Port A rthur
Plant and Terminal,
T ex............................................. January 1981
Oil, Chemical, and
Atom ic Workers (OCAW)

52 . . . Fiberboard Corp.,
Calif., Ore., and Wash............March 1978
Western Pulp and
Paper Workers (WPPW)
(Ind.)

65 . . . Hygrade Food Products Corp.,
I n t e r s t a t e ............................... September 1979
Food and Commercial
Workers (UFCW)
66 . . . W eyerhaeuser Co.,
Plym outh, N.C........................ August 1980
Paperworkers (UPIU)
Electrical Workers (IUE)

53 . . . Chrysler Corp.,
D ayton plants,
Ohio ....................................... O ctober 1979
Electrical Workers (IUE)

67 . . .

Lever Brothers Co.,
Master Agreement,
I n t e r s t a t e ............................... March 1979
Chemical Workers (ICW)

68 . . .

Aluminum Co. of America,
Interstate ...............................May 1980
Steelworkers (USA)

54 . . . Southw estern Bell Telephone
Co., I n t e r s t a t e ...................... August 1980
Com m unications Workers
(CWA)
55 . . . Arizona Public Service Co.,
Phoenix, Ariz...........................March 1978
Electrical Workers (IBEW)

69 . . . Ideal Basic Industries, Inc.,
I n t e r s t a t e ............................... April 1978
Cement Workers (CLG)

56 . . . Laclede Steel Co., A lton
Works, 111.................................. September 1980
Steelworkers (USA)

70 . . . N orthw estern Steel and Wire Co.,
Sterling, 111............................... August 1980
Steelworkers (USA)

57 . , . Paul Revere Corp.,
Farm E quipm ent Division,
Coldwater, O h io ....................April 1981
Steelworkers (USA)

71 . . .

72 . . .

58 . , . Allis-Chalmers Corp.,
West Allis plant,
Wis..............................................November 1979
Auto Workers (UAW) (Ind.)
59 . . . Wheeling-Pittsburgh Steel Corp.,
Ohio Valley plants,
Wheeling, W. V a......................August 1980
Steelworkers (USA)

Associated General C ontractors
of Massachusetts, Inc.,
and tw o o th e r s ...................... June 1979
Ironw orkers (BSOIW)

73 . . . Warner Lam bert and Co.,
Pharm aceutical Division,
D etroit, Rochester
and Allen Park plants,
Mich...........................................April 1981
Oil, Chemical, and Atomic
Workers (OCAW)

60 . . . Elevator M anufacturers’
Association of New Y ork,
Inc., N .Y ................................... June 1978
Elevator Constructors (IUEC)
61 . . . Gates Rubber Co.,
Denver, Colo............................August 1982
Rubber Workers (URW)

Associated General Contractors
of Massachusetts, Inc., and
three o th e r s ....................\ . . June 1981
Carpenters (CJA)

74 . . . G ulf Oil Co.
Port A rthur, T ex .................... January 1981
Oil, Chemical, and A tom ic
Workers (OCAW)

75 . . . D ayton Tire and R ubber Co.,
D ayton, Ohio p l a n t .............. August 1980
Rubber Workers (URW)

89 . . . Pacific Telephone and
Telegraph Co.,
Bell Telephone Co. of
Nevada, Calif, and
Nev.............................................August 1980
Electrical Workers (IBEW)

76 . . . A nthracite Coal O perators,
Pa................................................May 1981
Mine Workers (UMW) (Ind.)

90 . . . N ational Steel and Ship
building Co.,
San Diego, Calif...................... Septem ber 1978
Machinists (IAM)
Carpenters (CJA)
Painters (PAT)

77 . . . Union Carbide Corp.,
Chemicals and Plastics
Operations Division,
South Charleston, W. Va. . . O ctober 1979
Machinists (IAM)
78 . . . Ford Aerospace and
Com m unications Corp.,
Refrigeration Products
Division,
Connersville, Ind.................. June 1981
Electrical Workers (IUE)

91 . . .

Honeywell Inc., Minneapolis
and St. Paul, Minn..................July 1980
Teamsters (IBT) (Ind.)

92 . . .

Private Com m unity and
Social Service Agencies,
New York, N.Y.......................January 1977
State, County, and
Municipal Employees
(AFSCME)

79 . . . Stanadyne Inc., Chicago
Division,
Bellwood, 111............................ April 1980
Auto Workers (UAW) (Ind.)

93 . . . General Electric Co.,
I n t e r s t a t e ...............................June 1979
Electrical Workers (IUE)

80 . . . Inland Steel Corp.,
Indiana H arbor Works,
East Chicago, Ind..................August 1980
Steelworkers (USA)

94 . . . M onsanto Co.,
John F. Queeny plant,
St. Louis, Mo...........................April 1981
Chemical Workers (ICW)

81 . . . Lynchburg Foundry Co.,
Radford Plant,
Radford, V a.............................April 1979
Steelworkers (USA)

95 . . . Del M onte Corp.,
Midwest D iv is io n .................January 1981
Retail, Wholesale and
D epartm ent Store (RWDSU)

82 . . . Council of Hawaii Hotels,
Hi................................................May 1982
Hotel and R estaurant
Employees (HREU)

96 . . . Tanners Association of F ulton
County, Inc., New York . . . December 1980
Clothing and Textile Workers
(ACTWU)

83 . . . Cleveland Food Industry
Com mittee,
N ortheastern Ohio,
Erie County, Pa...................... August 1980
Food and Commercial
Workers (UFCW)

97 . . . Packinghouse Agreement,
Calif., and Ariz........................March 1980
Food and Commercial
Workers (UFCW)

84 . . . American Motors Corp.,
Wis..............................................September 1978
A uto Workers (UAW) (Ind.)
85 . . . Com bustion Engine, Inc.,
Chattanooga, T enn................ June 1980
Boilermakers (BBF)
86

. .

98 . . . American Home Foods, Inc.,
Chef-Boy-Ar-Dee
Division, Milton, Pa............... January 1981
Food and Commercial Workers
(UFCW)
99 . . . RCA Corp., RCA Service Co.
Division, I n te r s ta te ..............November 1980
Electrical Workers (IBEW)

. Interlake, Inc., Newport and
Wilder, K y................................ August 1980
Steelworkers (USA)

100 . . . Fieldcrest Mills Inc.,
Interstate ...............................February 1981
Clothing and Textile
Workers (ACTWU)

87 . . . National Master Freight
Agreement, Western States
Area, Office Employees
Supplem ent, Interstate . . . March 1979
Teamsters (IBT) (Ind.)

101 . . .

88 ... . Associated Press,
I n t e r s t a t e ...............................December 1978
Newspaper Guild (TNG)

General Telephone Co. of
W isc o n s in ...............................January 1979
Com m unications Workers
(CWA)

102

. . . Phelps Dodge Corp., Morenci
Branch, A riz.............................June 1980
Steelworkers (USA)

116 . . . Harley-Davidson M otor Co.,
Milwaukee, Wis.......................
Allied Industrial Workers
(AIW)

1 0 3 . . . General Telephone of the
Southw est, Tex., Okla.,
N. Mex., A rk............................May 1980
Com m unications Workers
(CWA)

117 . . . R aytheon Co., Refrigeration
Division, Amana, Iowa . . . .
Machinists (IAM)

106 . . .

Southern California Edison Co.,
Calif, and Nev..........................December 1977
Electrical Workers (IBEW)

120 . . . The Kroger Co.,
Pittsburgh, Pa.......................... Septem ber 1980
Food and Commercial
Workers (UFCW)

New Y ork Telephone
Co..August 1980
T elecom m unications
International Union (TIU)
(Ind.)

121 . . . Ore-Ida Inc., Burley, Ida............ June 1980
Food and Commercial
Workers (UFCW)
122 . . . Western Electric Co., Inc.,
Phoenix Works, Ariz.............. August 1980
Com m unications Workers
(CWA)

108 . . . League of V oluntary Hospitals
and Homes of New York,
N.Y.............................................June 1980
Retail, Wholesale and
D epartm ent Store (RWDSU)

123 . . . Consolidated Edison of New
Y ork, Inc., ............................ June 1980
U tility Workers (UWU)
124 . . . Kellogg Co., I n te r s ta te .............. Septem ber 1981
Grain Millers (AFGM)

109 . . . United Parcel Service, New York
N.Y.............................................April 1979
Teamsters (IBT) (Ind.)

125 . . . National Union Electric Corp.,
Eureka Co. Division,
Bloom ington and Normal,
111................................................ January 1979
Machinists (IAM)

110 . . . Stewart-W amer Corp.,
Chicago, 111............................... December 1979
Electrical Workers (IBEW)
Olin Corp., New Haven and
Branford, C onn....................... July 1979
Machinists (IAM)

126 . . . International Harvester Co.,
Interstate ............................... November 1979
A uto Workers (UAW) (Ind.)

1 1 2 . . . General Public Utilities Corp.,
M etropolitan Edison Co.,
Pa................................................April 1980
Electrical Workers (IBEW)

127 . . . Bitum inous Coal O perators
Association, Interstate . . . .
Mine Workers (UMW) (Ind.)

March 1981

128 . . . Samsonite Corp., Denver,
Colo........................................... March 1981
Rubber Workers (URW)

113 . . . Libbey-Owens-Ford Co.,
Interstate ............................... O ctober 1980
Glass and Ceramic Workers
(UGCW)

129 . . . Independent Association of
Sugar Beet Companies,
Interstate ............................... August 1980
Grain Millers (AFGM)

1 1 4 . . . Farah M anufacturing Co., Inc.,
El Paso, T ex............................. February 1980
Clothing and Textile
Workers (ACTWU)

130 . . . N orthw estern Bell Telephone
Co., I n t e r s t a t e ......................
Com m unications Workers
(CWA)

115 . . . California Metal Trades
Association,
Fresno and Madera,
Calif........................................... March 1979
Teamsters (IBT) (Ind.)

January 1979

119 . . . Robertshaw Controls Co.,
Grayson Controls Division,
Long Beach, Calif................... May 1980
A uto Workers (UAW) (Ind.)

107 . . . Western Electric Co., Inc.,
Installation D epartm ent,
Interstate ...............................August 1980
Com m unications Workers
(CWA)

111 . . .

Septem ber 1980

118 . . . U tah Power and Light Co.,
U tah, Wyo., Id a......................
Electrical Workers (IBEW)

104 . . . Western Union Telegraph Co.,
Interstate ............................... July 1979
Com m unications Workers
(CWA)
105 . . .

July 1980

August 1980

145 . . .

131 . . . Reliance Electric Co., 4 plants,
Ohio ....................................... June 1980
Electrical Workers (IUE)
132 . . . Public Service Co. of Colorado,
Denver, Colo............................November 1979
Electrical Workers (IBEW)

146 . . . General Electric Co., N ational
Agreem ent, Interstate . . . . June 1979
Electrical Workers (UE) (Ind.)

133 . . . White M otor Corp.,
White Farm Equipm ent Co.
Shop, Charles City,
Iowa ....................................... April 1980
Auto Workers (UAW) (Ind.)
134 . .

135 . .

147 . . . Scott Paper Co., Packaged
Products Division, Everett,
Wash.......................................... May 1981
Western Pulp and Paper
Workers (WPPW) (Ind.)

. The Kroger Co., T ex.................. March 1981
Food and Commercial
Workers (UFCW)

148 . . . Ford M otor Co., Body
Engineering Division,
D earborn, Mich....................... Septem ber
Engineering Office Workers
(Ind.)

. General Telephone Co.
of O h io .................................... July 1981
Com m unications Workers
(CWA)

150 . . . Clark Equipm ent Co., Lima
Division, O h i o ...................... Septem ber 1980
Auto Workers (UAW) (Ind.)

137 . . . Carter County Fibers Inc.,
Viscose Plant, E lizabethton,
T enn.....................................March 1980
Textile Workers (UTWA)

151 . . .

. . . Babcock and Wilcox Co.,
Tubular Products Division,
Beaver Falls, Pa.......................August 1980
Teamsters (IBT) (Ind.)

152

139 . . . Union Carbide Corp., Nuclear
Division, Oak Ridge,
T enn.......................................... June 1981
Directly affiliated union of
the AFL-CIO (DALU)

Hercules, Inc., Covington,
V a...............................................July 1980
Paperworkers (UPIU)

. . . Food Market Agreement of
Minneapolis, Minn................. March 1980
Food and Commercial
Workers (UFCW)

153 . . . Cleveland-Cliffs Iron Co.,
Mich, and M inn.......................August 1980
Steelworkers (USA)
154 . . . American N ational Insurance Co.,
Interstate ...............................January 1981
Insurance Workers (IWIU)

140 . . . Hughes Aircraft Co., Tucson
Manufacturing Division,
Ariz............................................O ctober 1981
Machinists (IAM)

155 . . . M etropolitan Life Insurance Co.,
Interstate ...............................March 1981
Insurance Workers (IWIU)

141 . . . Chrysler Corp. plant guards,
Interstate ...............................Septem ber 1979
Guard Workers (PGW) (Ind.)

156 . . . Washington, D.C. Food
Employers Labor Relations
Association, D.C.....................September 1980
Food and Commercial
Workers (UFCW)

142 . . . Exxon Corp., Baytow n,
T ex............................................. April 1980
Gulf Coast Industrial
Workers (Ind.)

157 . . . G oodyear Aerospace Corp.,
A kron, O h i o ......................... August 1979
A uto Workers (UAW) (Ind.)

143 . . . LTV Corp., Vought Systems
Division, Dallas, T ex..............March 1981
A uto Workers (UAW) (Ind.)

158 . . . Borg-Warner Corp., Warner
Gear Division, Muncie, Ind. . March 1980
Auto Workers (UAW) (Ind.)

144 . . . Allied Chemical Corp., Auto
Products Division,
Knoxville, T enn...................... November 1978
Clothing and Textile
Workers (ACTWU)

1979

149 . . . Jeffboat Inc., Jeffersonville,
In d ..............................................April 1981
Teamsters (IBT) (Ind.)

136 . . . M etropolitan Taxicab Board
of Trade, Inc.,
New York, N.Y....................... November 1979
Directly affiliated union of
the AFL-CIO (DALU)

138

F ruehauf Corp., Maryland
Shipbuilding and Drydock
Co., Baltimore, Md................ April 1979
Marine and Shipbuilding
Workers (IUMSW)

159 . . . Allied Chemical Corp., Chemical
Division, Syracuse, N.Y. . . . June 1979
Steelworkers (USA)

160 . .

. F oodtow n Supermarkets,
N.Y. and N.J............................. April 1981
F ood and Commercial
Workers (UFCW)

174 . . . Essex C ounty, N.J.,
Essex County College . . . . August 1978
N ational Education
A ssociation (N E A ) (Ind.)

161 . . . Western Electric Co., Inc.,
Shreveport, La..........................August 1980
Electrical Workers (IBEW)

175 . . . Columbus, Ohio, Board o f
Education, non-instructional
e m p lo y e e s .................................June 1980
Ohio A ssociation o f Public
Em ployees (Ind.)

162 . . . Independent Hotels Contract,
St. Louis, M o............................ Novem ber 1979
H otel and Restaurant
Em ployees (H REU)

176 . . . San Jose, Calif., public works and
m aintenance em ployees . . . July 1978
Operating Engineers (IUOE)

163 . . . National A utom atic Sprinkler
and Fire Control A ssociation,
Interstate ................................ March 1979
Plumbers (PPF)

177 . . . New York, N .Y . Fashion
Institute o f T echnology . . . January 1979
Teachers (A FT )

164 . . . San Diego C ounty, Calif.,
Sheriff’s D ep a r tm e n t............June 1978
San Diego C ounty D eputy
Sheriffs’ A ssociation (Ind.)

178 . . . Lane C ounty, Ore.,
m ultidepartment ..................June 1980
State, County and Municipal
Em ployees (AFSCME)

165 . . . Minnesota; Department o f
Transportation,
m aintenance t r a d e s ............... June 1979
Operating Engineers (IUOE)

179 . . . Jersey City, N.J., Board of,
Education, tea c h e rs...............August 1978
National Education
A ssociation (N E A ) (Ind.)

166 . . . Dane C ounty, Wis.,
non-supervisory law
enforcem ent u n i t ..................Decem ber 1979
Teamsters (IBT) (Ind.)

180 . . . Harford C ounty, Md., Board o f
Education, Administrators
and Supervisors U n i t ............ June 1979
A ssociation o f Public School
Administrators and Supervisors
o f Harford County (Ind.)

167 . . . Delaware; Department o f Health
and Social Services, Division o f
Mental Health Center . . . . Novem ber 1979
State, C ounty and Municipal
E m ployees (AFSCM E)

181 . . . N ew Jersey; State Colleges . . . June 1978
Teachers (A FT )
182 . . . A llegheny C ounty, Pa.,
C om m unity College, clerical,
technical, m aintenance and
custodial e m p lo y e e s ............ August 1979
Service Em ployees (SEIU)

168 . . . Hennepin C ounty, Minn.,
social service u n i t ..................Decem ber 1980
State, County and Municipal
Em ployees (AFSCM E)

183 . . . Allegheny C ounty, Pa.,
building trades em ployees
Building Trades Council

169 . . . Alaska; supervisory unit
e m p lo y e e s .................................D ecem ber 1978
Alaska Public Em ployees
Association (Ind.)

184 . . . Des Moines, Iowa,
w hite collar u n i t .....................June 1979
Municipal Em ployees
A ssociation (Ind.)

170 . . . Waterford School District Board
o f Education, Oakland
C ounty, Mich............................Decem ber 1978
State, County and Municipal
Em ployees (AFSCME)

185 . . . Kent C ounty, Mich.,
m ultidepartm ent ..................Decem ber 1980
Kent C ounty Municipal
E m ployees A ssociation (Ind.)

171 . . . Worcester, Mass.,
m ultidepartment ..................June 1978
Service Em ployees (SEIU)

186 . . . District o f Columbia, Department
o f C o r r e c tio n s ........................September 1977
Government Em ployees (AFG E)

172 . . . Oregon; Eastern Oregon
State C o lle g e ...........................February 1979
Oregon State Em ployees
A ssociation (Ind.)

187 . . . Memphis, Tenn.,
m u ltid iv is io n .......................... June 1978
State, County and Municipal
Em ployees (AFSCME)

173 . . . Fresno C ounty, Calif.,
Investigators U n i t ..................July 1977
Teamsters (IBT) (Ind.)

. June 1979

202 . . . Sacramento, Calif.
m ultidepartm ent .................. June 1979
Operating Engineers (IUOE)

188 . . . Delaware; Department o f Social
Services, Division o f
Social S e r v ic e s ........................July 1977
State, County and Municipal
Em ployees (AFSCME)

203 . . . San Jose, Calif.,
Fire D ep a rtm en t..................... July 1978
Fire Fighters (IA F F )

189 . . . Cuyahoga C ounty, Ohio,
Welfare D e p a r t m e n t ............ February 1980
State, County and Municipal
Em ployees (AFSCME)

204 . . . Kern C ounty, Calif.,
m ultidepartm ent .................. June 1979
Service Em ployees (SEIU)

190 . . . Chicago Transit A uthority, 111.,
Maintenance and Engineering
D e p a r tm e n ts ........................... Novem ber 1977
Carpenters (CJA)

205 . . . Burlington C ounty, N.J.,
Library Commission and
M osquito Exterm ination
C o m m issio n .............................. Decem ber 1979
New Jersey Civil Service
A ssociation (Ind.)

191 . . . Dade C ounty, Fla., Aviation
D ep a rtm e n t.............................. September 1979
State, C ounty and Municipal
E m ployees (AFSCME)

206 . . . Wisconsin; m ultidepartm ent . . June 1979
State, County and Municipal
Em ployees (AFSCME)

192 . . . Ventura C ounty, Calif., Public
School Services A gency and
Health Services A gency . . . July 1979
Service Em ployees (SEIU)

207 . . . Pennsylvania; Social and
Rehabilitative Em ployees . . June 1977
Service Em ployees (SEIU)

193 . . . Dade C ounty, Fla., Solid Waste
C ollection and Public Works
D ep a rtm e n t.............................. September 1980
State, County and Municipal
Em ployees (AFSCME)

208 . . . Bay Area Rapid Transit District,
Calif., Clerical and
Maintenance Subunits . . . . June 1979
Service Em ployees (SEIU)
209 . . . Cleveland City School District,
Ohio .........................................
Teachers (AFT )

194 . . . Cook County, 111., Com m unity
College, District 508 ............ August 1977
Teachers (A FT )

2 10

. . . Pueblo C ounty, C olo., Board o f
Social S e r v ic e s ........................ December 1977
State, County and Municipal
Em ployees (AFSCME)

212

196 . . . Jersey City, N.J.,
Fire D ep a rtm en t.....................Decem ber 1979
Fire Fighters (IA F F )

. . . Delaware; Department o f Health
and Social Services, Division of
Mental Retardation, Hospital for
The Mentally Retarded . . . April 1978
Laborers (LIU N A)

211

195 . . . Erie C ounty, N .Y ., Erie
Com m unity College ............ August 1977
Faculty Federation o f Erie
Com m unity College (Ind.)

. . . Genessee C ounty, Mich.,
m ultidepartm ent .................. Decem ber 1978
State, County and Municipal
Em ployees (AFSCME)

197 . . . Spokane, Wash.,

Police D ep a rtm e n t.............. December 1978
Spokane Police Guild (Ind.)
198 . . . Stark C ounty, Ohio, Nist
Geriatric Nursing Hom e . . . Open-end
Ohio Civil Service Em ployees
A ssociation (Ind.)

213 . . . Lucas C ounty, Ohio,
Welfare D e p a r t m e n t ............ February 1979
State, County and
Municipal Em ployees
(AFSCME)

199 . . . N ew York; Professional, Scientific
and Technical Services
U n i t ............................................ March 1978
Civil Service Em ployees
A ssociation, Inc. (Ind.)

214 . ., . Onondaga C ounty, N .Y .,
S h eriffs D ep a rtm e n t............ Decem ber 1978
D eputy S h eriffs Benevolent
Association o f Onondaga
County (Ind.)

200 . . . Oregon; Portland State
U n iv e r s ity .................................August 1978
Oregon State Em ployees
A ssociation (Ind.)

215 . . . Cook C ounty, 111. Comm unity
College District 508 (City
Colleges o f C h ic a g o ) ............ June 1978
Teachers (A FT )

201 . . . Washington; Department o f
R e v e n u e ................................... July 1978
Washington Public Em ployees
A ssociation (Ind.)

August 1977

216 .

. Flint, Mich., Hurley Medical Center
licensed practical nurses . . . June 1979
State, County and Municipal
Em ployees (AFSCM E)

229

217 . . . Pennsylvania; Tem ple University
faculty and librarians............June 1980
University Professors
(A A U P) (Ind.)

2 3 0 . . . Kansas City, Area Transportation
A uthority, Mo., Kan.............. Novem ber 1977
Transit Union (A T U )
231 . . .

218 . . . New Jersey; State Law
Enforcem ent U n it ..................June 1979
N ew Jersey State Policem en’s
Benevolent A ssociation (Ind.)

. .

233 . . . M ichigan; Eastern Michigan
University, non-faculty
e m p lo y e e s .................................June 1980
State, C ounty and Municipal
Em ployees (AFSCME)

. Jacksonville, Fla., nonprofessional
and professional units . . . . September 1978
State, County and Municipal
Em ployees (AFSCME)

221

Ramsey C ounty, Minn.,
St. Paul-Ramsey Hospital . . Decem ber 1979
State, C ounty and Municipal
Em ployees (AFSCME)

232 . . . Pennsylvania; Master Agreem ent,
m ultidepartm ent ..................June 1978
State, County and Municipal
E m ployees (AFSCME)

219 . . . Wayne C ounty, Mich.,
Board o f County Road
C om m issio n ers........................June 1978
State, County and Municipal
Em ployees (AFSCME)

220

. . . Philadelphia, Pa.,
m ultidepartm ent ..................June 1980
State, County and Municipal
Em ployees (AFSCME)

. Oakland, Calif.,
Police D e p a r t m e n t ............... June 1979
Oakland Police Officers
A ssociation (Ind.)

2 34 . . .

St. Clair C ounty, Mich., Social
Service and Health
D e p a r tm e n t..............................Decem ber 1977
Nurses (A N A ) (Ind.)

235 . . . Chicago Transit A uthority,
111...................................................Novem ber 1977
Transit U nion (A T U )

222 . . . Cook C ounty, 111., Proviso
Township High Schools . . . June 1980
Teachers (A FT )

236 . . . Bi-State D evelopm ent A gency,
Missouri-Illinois M etropolitan
District (Transit
D e p a r tm e n t)...........................February 1978
Transit Union (AT U )

223 . . . Dearborn, Mich., Board o f
Education, teachers and
n u r ses......................................... June 1978
Teachers (A FT )
224 . . . Seattle, Wash., School District No. 1,
non-supervisory educational
e m p lo y e e s ................................ June 1979
National Education
A ssociation (N E A ) (Ind.)

237

. . . Delaware; Department o f Mental
Health, Delaware State
H o s p it a l................................... November 1977
Delaware Licensed Practical
Nurses A ssociation, Inc. (Ind.)

225 . . . Tacoma, Wash., School District
No. 10, paraprofessionals . . June 1978
Teachers (A FT )

238

. . . Baltim ore, Md., Mass Transit
A d m in istra tio n ........................Decem ber 1977
Transit U nion (ATU )

226 . . . Multnomah C ounty, Ore.,
School District N o. 1, certified
teaching p e r s o n n e l...............June 1979
National Education
A ssociation (N E A ) (Ind.)

239

. . . Saginaw C ounty, Mich.,
Board o f C ounty Road
C o m m issio n ers........................Decem ber 1979
State, County and Municipal
Em ployees (AFSCME)

227 . . . Phoenix, Ariz., Phoenix U nion
High School System ,
t e a c h e r s ....................................June 1979
National Education
A ssociation (N E A ) (Ind.)

2 4 0 . . . Denver, C olo., School District
No. 1, te a c h e r s........................Decem ber 1979
National Education
A ssociation (N E A ) (Ind.)
241 . . .

228 . . . Montgomery C ounty, Md., Board
o f Education, certified
professional personnel . . . . June 1980
N ational Education
A ssociation (N E A ) (Ind.)

Michigan; Western Michigan
University, nonfaculty
e m p lo y e e s ................................ August 1979
State, County and Municipal
Em ployees (AFSCME)

242 . . . Hawaii; Board o f Education,
t e a c h e r s ....................................February 1978
National Education
A ssociation (N E A ) (Ind.)

255 . . . Omaha, Nebr.,
m ultidepartm ent ..................Decem ber 1977
State, County and Municipal
Em ployees (AFSCME)

243 . . . Michigan Technological
University, nonfaculty . . . . September 1977
State, C ounty and Municipal
Em ployees (AFSCME)

256 . .

244 . . . Philadelphia, Pa., Board o f
Education, faculty members
arid other e m p lo y e e s ............August 1980
Teachers (A FT )

257 . . . Transit A uthority o f River City,
Ky., (Louisville a r e a )............August 1977
Transit U nion (AT U )

245 . . . Bay Area Rapid Transit
District, C a lif .,........................June 1979
Transit U nion (A T U )

258 . . . Clackamas C ounty, Ore.,
m ultidepartm ent ..................June 1981
State, C ounty and Municipal
Em ployees (AFSCME)

246 . . . Bay C ounty, Mich., Bay County
Road C o m m issio n ..................Decem ber 1977
State, County and Municipal
Em ployees (AFSCME)

259 . . . N ew Haven, Conn., Board o f
Education, tea c h e rs...............June 1980
Teachers (A FT )

247 . . . Macomb C ounty, Mich., clerical
technical, and supervisory
e m p lo y e e s .................................Decem ber 1979
State, County and Municipal
Em ployees (AFSCME)
248 . . . Los Angeles C ounty, Calif.,
child welfare workers . . . .
Service Em ployees (SEIU)

260

. . . Rochester, N .Y ., City School
District, teachers ..................June 1978
Teachers (AFT )

261 . . .

June 1977

Denver area, School District N o. 1,
C olo., Emily Griffith
Opportunity S c h o o l ............June 1979
Teachers (A FT )

2 62 . . . Central Ohio Transit A uthority,
Columbus, Ohio a r e a ............November 1978
Transport Workers (TWU)

249 . . . Milwaukee, Wis., Board o f School
Directors, school aides . . . . Decem ber 1979
National Education
A ssociation (N E A ) (Ind.)

263 . . . Douglas C ounty, Nebr.,
courthouse em ployees . . . . June 1978
State, County and Municipal
Em ployees (AFSCME)

250 . . . University o f M assachusetts,
nonprofessional
e m p lo y e e s ................................ Open-end
State, County and Municipal
Em ployees (AFSCME)

264 . . . New Castle C ounty, Del.,
police o f f i c e r s ........................July 1979
Police (FO P) (Ind.)

251 . . . Anchorage, Alas., Telephone

265 . . . Pittsburgh, Pa., Board o f
Education, non-professional
school e m p lo y e e s ..................November 1979
State, County and Municipal
Em ployees (AFSCME)

Utility ..................................... May 1977
Electrical Workers (IBEW)
252 . . . N ew Jersey; Inspection and
Security U n i t ........................... June 1978
Professional and Technical
Engineers (PTE), and Service
Em ployees (SEIU)

266 . . . Lehigh C ounty, Pa., Com m unity
College f a c u lt y ........................May 1978
National Education
A ssociation (N E A ) (Ind.)

253 . . . Indianapolis, Ind., Board o f School
Commissioners, licensed
contractual em ployees . . . . August 1977
National Education
A ssociation (N E A ) (Ind.)

267 . . . ATE Management o f Duluth, Inc.,
for Transit A uthority, Duluth,
Minn, and Superior,
Wis. a r e a ................................... Novem ber 1979
Teamsters (IBT) (Ind.)

254 . . . St. Louis C ounty, Mo.,
Civil Service Com m ission,
m ultidepartm ent ..................Decem ber 1977
State, C ounty and Municipal
Em ployees (AFSCM E)

Pennsylvania; State college and
university f a c u l t i e s ...............September 1977
A ssociation o f Pennsylvania
State College and University
Faculties (Ind.)

268 . . . Summit C ounty, Ohio,
County Commissioners,
m ultidepartm ent ..................March 1978
State, County and Municipal
Em ployees (AFSCME)

26 9

281

. . . N ew Castle C ounty, Del.,
m ultidepartm ent ..................June 1979
State, C ounty and Municipal
Em ployees (AFSCM E)

282 . . . Milwaukee, Wis., Board o f School
Directors, clerical
e m p lo y e e s .................................June 1980
State, C ounty and Municipal
Em ployees (AFSCME)

270 . . . Albany C ounty, N .Y ., Department
o f Social S e r v ic e s ..................Decem ber 1978
Civil Service Em ployees
A ssociation, Inc., (CSEA) (Ind.)
271 . . .

York C ounty, Pa.,
hospital and hom e ............... Decem ber 1978
State, County and Municipal
E m ployees (AFSCME)

283 . . . Seattle, Wash., School District
N o. 1, educational office
p e r s o n n e l................................ June 1979
National Education
A ssociation (N E A ) (Ind.)

272 . . . Jefferson C ounty, K y., Fiscal
Court, police o ffic e r s ............ June 1978
Police (FO P) (Ind.)

284 . . . Milwaukee C ounty, Wis.,
n u r se s......................................... Decem ber 1978
Staff Nurses Council o f
Milwaukee (Ind.)

273 . . . Memphis, Tenn., City Schools,
blue collar em ployees . . . . October 1977
State, C ounty and Municipal
Em ployees (AFSCM E)

285 . . . Des Moines, Iowa,
Fire D ep a rtm e n t.....................July 1979
Fire Fighters (IA FF )

274 . . . Washtenaw C ounty, Mich., S h eriffs
Departm ent, deputies . . . . Decem ber 1977
Teamsters (IBT) (Ind.)

286 . . . Jersey City, N.J.
m ultidepartm ent, blue and
w hite collar em ployees . . . Decem ber 1979
State, County and Municipal
Em ployees (AFSCME)

275 . . . N ew Castle C ounty, Del.,
hourly rated em ployees . . . June 1977
State, County and Municipal
Em ployees (AFSCME)

287 . . . Ocean C ounty, N.J., Board o f
Chosen Freeholders,
blue collar w o r k e r s ...............March 1979
Com m unications Workers (CWA)

276 . . . Genessee C ounty, Mich. S h eriffs
Department D iv is io n ............Decem ber 1979
Police (FO P) (Ind.)
277 . . . W isconsin; security and public
safety, blue-collar and
non-building trades, and
technical e m p l o y e e s ............June 1979
State, County and Municipal
Em ployees (AFSCME)

288 . . . Portland, Ore.,
m ultidepartm ent ..................June 1978
District Council o f
Trade Unions
289 . . . Butler C ounty, Pa., Sunnyview
Nursing H o m e ........................Decem ber 1980
Service Em ployees (SEIU)

278 . . . Lake Superior State College, Mich.,
non-teaching em ployees . . . June 1978
State, County and Municipal
Em ployees (AFSCME)

2 9 0 . . . N ew Jersey; Division o f
State P o l i c e ..............................June 1978
State Troopers Fraternal
A ssociation o f N ew Jersey,
Inc. (Ind.)

279 . . . M ichigan; Central Michigan
University, Board o f Trustees,
clerical e m p lo y e e s ,............... June 1979
Clerical Service Staff
A ssociation (Ind.)

291

...

2 92

280 . . . Oneida C ounty, N .Y .,
m ultidepartm ent ..................Decem ber 1978
Civil Service Em ployees
A ssociation, Inc. (CSEA) (Ind.)

. . . _Broom e C ounty, N .Y .,
m ultidepartm ent ..................Decem ber 1979
Civil Service Em ployees
A ssociation, Inc. (CSEA) (Ind.)

Minneapolis, Minn. Board o f
Education, Special School
District N o. 1, teachers . . . June 1977
Teachers (A FT )

. . . Torrance, Calif.,
Fire D ep a rtm en t.....................July 1979
Fire Fighters (IA F F )

The Bulletin 1425 series on major collective bargaining
agreements is available from the Superintendent of Docu
ments, U.S. Government Printing Office, Washington, D.C.

20402, or from the BLS regional offices listed on the inside
back cover.

B ulletin
num ber

T itle

Major Collective Bargaining Agreements:

1425-10. . . . Plant Movement, Transfer, and Relocation
Allowances
1425-11. . . . Seniority in Promotion and Transfer Pro
visions
1425-12. . . . Administration of Negotiated Pension,
Health, and Insurance Plans
1425-13. . . . Layoff, Recall, and Worksharing Procedures
1425-14. . . . Administration of Seniority
1425-15. . . . Hours, Overtime, and Weekend Work
1425-16. . . . Safety and Health Provisions
1425-17. . . . Wage Administration Provisions
1425-18. . . . Wage-Incentive, Production-Standard, and
Time-Study Provisions

1425-1 . . . . Grievance Procedures
1425-2 . . . . Severance Pay and Layoff Benefit Plans
1425-3 . . . . Supplemental Unemployment Benefit Plans
and Wage-Employment Guarantees
1425-4 . . . . Deferred Wage Increase and Escalator
Clauses
1425-5 . . . . Management Rights and Union-Management
Cooperation
1425-6 . . . . Arbitration Procedures
1425-7 . . . . Training and Retraining Provisions
1425-8 . . . . Subcontracting
1425-9 . . . . Paid Vacation and Holiday Provisions

T itle

*U S GOVERNMENT PRINTING OFFICE: 1980 341 - 27 0/4048

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Full text of Major Collective Bargaining Agreements : Major Collective Bargaining Agreements: Employer Pay and Leave for Union Business : Bulletin of the United States Bureau of Labor Statistics, No. 1425-19

FRASER