EMPLOYER RIGHTS AND RESPONSIBILITIES. 1. Due Process: When the Employer receives a complaint against a faculty member that may result in disciplinary action, the appropriate administrator will notify the faculty member and the AHE President.
2. Informal Resolution: In some cases, a resolution can be reached without administering formal discipline. When necessary, as determined by the appropriate administrator, the administrator will work with the faculty member to reach a resolution through corrective measures such as training or other forms of corrective action. The issue, corrective measures (if applicable) and resolution will be documented, noted as informal and placed in the administrator’s working file. Any informal resolution reached that was not documented and filed cannot be used as part of a future disciplinary action.
EMPLOYER RIGHTS AND RESPONSIBILITIES. 2.1 The District, on its own behalf and on behalf of the electors of the District, hereby retains and reserves unto itself, without limitation, all powers, rights, authority, duties, and responsibilities conferred upon and vested in it by the laws and constitution of the State of Washington and of the United States, including, but without limiting, the generality of the foregoing rights.
2.2 The District will post an electronic copy of the Agreement on the District website.
2.3 There shall be a job description for every regular position. These job descriptions shall be posted on the District’s website. All personnel shall be given adequate written job descriptions with clearly defined duties and responsibilities at the commencement of their employment, and copies for all positions within the unit subject to this Agreement shall be maintained and available in the Human Resources Office of the District.
2.4 The District shall endeavor to provide written notification of employment to less than twelve (12) month employees by June 1. Such notification will include anticipated assignment and anticipated reporting and ending date of service for the following school year. Employees will be notified of changes necessitated by declining enrollment or financial concerns by the last day of school.
2.5 The District shall provide the Association with a list of employees in the bargaining unit, including names, addresses, landline and cell numbers (excludes unlisted telephone numbers), school email,
2.6 There shall be at least four meetings per year within each secondary and non-school building, and three within each elementary building, for building office professionals and the principal or designee to discuss topics related to building business. Documentation of these meetings shall be kept by the building.
2.7 It is agreed that the District will not list the name of any employee as the "incumbent" on the job postings.
2.8 The District shall provide liability insurance for employees engaged in District activities or on District assignments.
2.9 SECTION 125 PLAN - The District will implement and maintain an IRS Section 125 Plan.
EMPLOYER RIGHTS AND RESPONSIBILITIES. The Climax-Scotts Community Schools District has the powers, rights, authority, duties and responsibilities conferred upon it by state and federal laws to manage and direct its operation.
EMPLOYER RIGHTS AND RESPONSIBILITIES a. The Employer shall have the right to create a sleeper operation and to determine the domicile of and number of sleeper units to be utilized, including the right to change the domicile and number of sleeper units utilized.
b. The Employer shall identify the terminals where the sleeper equipment will be domiciled.
c. The Employer shall provide the Western Area of Teamsters and each involved Local Union with the number of sleeper units to be domiciled at the sleeper domicile terminals.
1. This number can change from time to time.
2. The Employer shall provide reasonable advance notice of the movement, addition and elimination of sleeper units at affected terminals.
EMPLOYER RIGHTS AND RESPONSIBILITIES. 29.4.1. The employer will provide sick leave to employees in accordance with the “Employee Rights and Responsibilities” outlined above.
29.4.2. Wherever the employer considers that the employee has not met the requirements of the NCND system in accordance with the ‘Employee Rights and Responsibilities’ requirements outlined above, an investigation shall be conducted. If, at the conclusion of the investigation process, the employer considers the employee to have breached or to otherwise have not met the NCND system requirements, the employer may take disciplinary action against the employee. Disciplinary action may include rejection of an employee’s sick leave claim, a formal warning, suspension from the NCND system, deduction of pay or termination of employment in the case of repeated unauthorised absences or breaches of the NCND system requirements.
EMPLOYER RIGHTS AND RESPONSIBILITIES. It is agreed that in the administration of all matters covered by this AGREEMENT, both parties and BU employees are governed by all applicable laws, regulations and rules.
EMPLOYER RIGHTS AND RESPONSIBILITIES. Section 1: In order to effectively administer the affairs of the Employer and to properly serve the public, the Employer hereby reserves and retains unto itself, as public employer, all the powers, rights, authority, duties and responsibilities conferred upon and vested in it by law including, but not limited to the rights enumerated below:
1. To manage and administer the affairs and operations of the Employer.
2. To direct its working forces and operations.
3. To hire, promote and assign employees in accordance with law.
4. To demote, suspend, discharge or otherwise take disciplinary action in accordance with law.
5. To promulgate reasonable rules and regulations from time to time, which may affect the orderly and efficient administration of the Employer.
Section 2: The Employer's use and enjoyment of its powers, rights, authority, duties and responsibilities, the adoption of its policies and practices or the promulgation of rules and regulations in furtherance thereof, and the exercise of discretion pursuant thereto, shall be limited only by the terms of this Agreement and to the extent same conform to law of New Jersey and of the United States.
Section 3: Nothing contained in this Agreement shall operate to deny or restrict the Employer in the exercise of its rights, responsibilities and authority pursuant to the laws of this state or of the United States.
EMPLOYER RIGHTS AND RESPONSIBILITIES. Except as otherwise expressly provided in this Agreement, the Employer hereby retains and reserves unto itself, without limitation, all powers, rights, authority, duties and responsibilities conferred upon it or vested in it by the laws and Constitution of the State of Michigan and of the United States, and all rights and powers to manage and conduct the activities of the Employer and to utilize and direct its employees which the Employer had prior to the certification of the Association.
EMPLOYER RIGHTS AND RESPONSIBILITIES. Subject to the provision of this Agreement and any other Agreement between the City and the Guild, the Guild recognizes (1) the prerogatives of the City to operate and manage its affairs in all respects in accordance with its responsibilities and powers, and
EMPLOYER RIGHTS AND RESPONSIBILITIES. SECTION 1. In accordance with 5 USC 7106(a), nothing in this AGREEMENT shall affect the authority of the EMPLOYER to determine the mission, budget, organization, number of employees, and internal security practices of the EMPLOYER to:
a. Hire, assign, direct, layoff, and retain employees of the EMPLOYER, or suspend, remove, reduce in grade or pay, or take other disciplinary action against such employees;
b. assign work, make determinations with respect to contracting out, and determine the personnel by which the EMPLOYER'S operations shall be conducted;
c. fill positions and to make selections for appointment from;
(1) among properly ranked and certified candidates for promotion; or
(2) any other appropriate source as specified by law or regulations; and
d. take whatever actions necessary to carry out the EMPLOYER'S mission during emergencies.
SECTION 2. Nothing in this AGREEMENT shall preclude any agency and any labor organization from negotiating at the election of the agency on:
a. the numbers, types, and grades of EMPLOYEES or positions assigned to any organizational subdivision, work project, or tour of duty, or on the technology, methods, and means of performing work;
b. procedures which management officials of the EMPLOYER will observe in exercising any authority under this Article; or
c. appropriate arrangements for EMPLOYEES adversely affected by the exercise of any authority under this Article by such management officials.
a. Upon notification of changes by higher authority in DOD/DON personnel policies, practices, procedures, and conditions of employment, the respective forums will take those issues for action.
b. Throughout this AGREEMENT where matters are referred to the respective forums, such referral automatically satisfies the EMPLOYERS obligation to consult the UNION.
c. All other issues not covered in this AGREEMENT, will be referred to the respective forums.
