What if I receive payments under a union leave or no-docking policy that is simply a longstanding practice and not in the collective bargaining agreement?
A41. If the union-leave or no-docking policy does not appear in the collective bargaining agreement, the 250-hour threshold does not apply. In that situation, employer payments for all time spent performing union business during company time must be reported. Q42. Our labor organization has multiple bargaining units with a number of different employers. However, each unit does not have their own steward. Rather, one steward will perform services on behalf of several units. Our labor organization has negotiated no-docking provisions with all signatory employers. How would a steward report payments under either provision from multiple employers? Does the 250-hour threshold apply to each separate employer, or does time from each employer accumulate together? A42. If union leave or no-docking payments are received from multiple employers, each such employer is to be considered separately to determine if the 250-hour threshold has been met. For example, if Steward Allen receives no-docking
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