Common use of CITY MANAGEMENT RIGHTS Clause in Contracts

CITY MANAGEMENT RIGHTS. ‌ Pursuant to Section 3.17.030 of the City’s Personnel Rules, the following shall constitute City’s management rights: A. To ensure that City is able to carry out its statutory functions and responsibilities, nothing contained in this Article shall be construed to require City to negotiate on matters which are solely a function of management, including the following: 1. To manage City generally and to determine the issues of policy. 2. To determine the existence of facts which are the basis of management decisions. 3. To determine the necessity for and organization of any service or activity conducted by City, and to expand or diminish services. 4. To determine the nature, manner, means, technology, and extent of services to be provided to the public. 5. To determine methods of financing. 6. To determine types of equipment or technology to be used. 7. To determine and/or change the facilities, methods, technology, means, organizational structure, and size and composition of the work force, and to allocate and assign the work by which City operations are to be conducted. 8. To determine and change the number of locations, relocations, and types of operations, processes, and materials to be used in carrying out all City functions, including, but not limited to, the right to contract for or subcontract any work or operation of City, except where such contracts for service would be for the purpose of workforce reductions. 9. To assign work to and schedule employees in accordance with requirements as determined by City, and to establish and change work schedules and assignments upon reasonable notice and good faith consultation. 10. To lay off employees from duties because of lack or work or funds, or under conditions where continued work would be ineffective or non-productive. 11. To establish and modify productivity and performance programs and standards. 12. To dismiss, suspend without pay, demote, reprimand, withhold salary step increases, or otherwise discipline employees for cause. 13. To determine minimum qualifications, skills, abilities, knowledge, selection procedures and standards, and job classifications, and to reclassify employees. 14. To hire, transfer, promote, and demote employees for non-disciplinary reasons. 15. To determine policies, procedures, and standards for selection, training, and promotion of employees. 16. To establish reasonable employee performance standards including, but not limited to, quality and quantity standards; and to require compliance therewith. 17. To maintain order and efficiency in City facilities and operations. 18. To establish, publish, and/or modify rules and regulations to maintain order and safety health in City, which are not in contravention with this Agreement or the Personnel Rules and Regulations. 19. To restrict the activity of an employee organization on the municipal property and on municipal time except as set forth in this Agreement or the Personnel Rules and Regulations. 20. To take any and all necessary action to carry out the mission of City in emergencies. B. No neutral third party, including the Personnel Board, shall have the authority to add, delete or otherwise modify any provision of these employer rights, authorities, or functions, but shall be limited to matters of interpretation only. C. The management rights shall not remove or limit the right of any classified employee to exercise grievance procedures.

CITY MANAGEMENT RIGHTS. ‌ Pursuant to Section 3.17.030 of the City’s 's Personnel Rules, the following shall constitute the City’s 's management rights: A. To ensure that the City is able to carry out its statutory functions and responsibilities, nothing contained in this Article shall be construed to require the City to negotiate on matters matters, which are solely a function of management, including the following: 1. To manage the City generally and to determine the issues of policy. 2. To determine the existence of facts facts, which are the basis of management decisions. 3. To determine the necessity for and organization of any service or activity conducted by the City, and to expand or diminish services. 4. To determine the nature, manner, means, technology, and extent of services to be provided to the public. 5. To determine methods of financing. 6. To determine types of equipment or technology to be used. 7. To determine and/or change the facilities, methods, technology, means, organizational structure, and size and composition of the work force, and to allocate and assign the work by which City operations are to be conducted. 8. To determine and change the number of locations, relocations, and types of operations, processes, and materials to be used in carrying out all City functions, including, but not limited to, the right to contract for or subcontract any work or operation of the City, except where such contracts for service would be for the purpose of workforce reductions. 9. To assign work to and schedule employees in accordance with requirements as determined by the City, and to establish and change work schedules and assignments upon reasonable notice and good faith consultation. 10. To lay off employees from duties because of lack or of work or funds, or under conditions where continued work would be ineffective or non-productive. 11. To establish and modify productivity and performance programs and standards. 12. To dismiss, suspend without pay, demote, reprimand, withhold salary step increases, or otherwise discipline employees for cause. 13. To determine minimum qualifications, skills, abilities, knowledge, selection procedures and standards, and job classifications, and to reclassify employees. 14. To hire, transfer, promote, and demote employees for non-disciplinary nondisciplinary reasons. 15. To determine policies, procedures, and standards for selection, training, and promotion of employees. 16. To establish reasonable employee performance standards including, but not limited to, quality and quantity standards; and to require compliance therewith. 17. To maintain order and efficiency in City facilities and operations. 18. To establish, publish, and/or modify rules and regulations to maintain order and safety and health in the City, which are not in contravention with this Agreement these Regulations or the Personnel Rules and RegulationsRules. 19. To restrict the activity of an employee organization on the municipal property and on municipal time except as set forth in this Agreement or the Personnel Rules and Regulationsthese regulations. 20. To take any and all necessary action to carry out the mission of the City in emergencies. B. No neutral third party, including the Personnel Board, shall have the authority to add, delete or otherwise modify any provision of these employer rights, authorities, or functions, but shall be limited to matters of interpretation only. C. The management employer rights shall not remove or limit the right of any classified employee to exercise grievance procedures.