EMPLOYER’S RIGHTS AND RESPONSIBILITIES. It is understood and agreed that with the exception of the expressed provisions of the Collective Bargaining Agreement, the Board retains all rights and responsibilities that have been granted or imposed on it by law, rules and regulations of federal, state, county, and all other regulatory agencies.
EMPLOYER’S RIGHTS AND RESPONSIBILITIES. The Employer retains its statutory rights to manage the College. Implementation of those rights will not be inconsistent with this Agreement or with the Illinois Educational Labor Relations Act. The Employer agrees not to exercise these rights in any arbitrary or capricious manner.
EMPLOYER’S RIGHTS AND RESPONSIBILITIES. A. It is mutually understood and agreed that the Employer retains the prerogative of management, including but not limited to the rights of hiring, suspending, disciplining or discharging for proper cause, promoting, transferring and scheduling employees; to determine the standards of service to be offered by its agencies; to take necessary actions in emergencies; to determine the standards of selection for employment; to maintain the efficiency of its operations and the technology of performing its works; to determine the methods, means and personnel by which its operations are to be conducted; to introduce new or different methods of operations; to contract or subcontract for work for services; and to determine the content of job classifications, subject however, in the entirety to Civil Service regulations and rules promulgated thereunder, and any other applicable law or provisions of this Agreement
EMPLOYER’S RIGHTS AND RESPONSIBILITIES. The City, through its City Manager and Department Heads, retains, solely and exclusively, all the rights, powers and authority to operate and manage its operations. The rights received to the sole discretion of the City shall include, but not be limited to the following: To manage and direct its business and personnel; to manage, control and determine the mission of its departments, building facilities and operations; to create, change, combine or abolish jobs, departments and facilities in whole or in part, to subcontract or discontinue work for economic or operational reasons, to direct the work force; to increase or decrease the work force and determine the number of employees needed; to hire, transfer, promote and maintain work standards, schedules of operation and reasonable workload; to specify or assign work requirements and require overtime, to schedule working hours and shifts; to adopt rules of conduct and penalties for violation thereof, to determine the type and scope of work to be performed and the services to be provided; to establish salaries of new classifications; to determine the methods, processes, means, and places of providing services and to take whatever action necessary to prepare for and operate in an emergency. Nothing in this section shall be construed to limit, amend, decrease, revoke or otherwise modify the rights vested in the City by any law regulating, authorizing or empowering the City to act or refrain from acting. Those managerial functions, prerogatives and policymaking rights, whether listed above or not, which the City has not expressly modified or restricted by a specific provision of this Agreement are not in any way, directly or indirectly, subject to a grievance procedure.
EMPLOYER’S RIGHTS AND RESPONSIBILITIES. It is recognized and agreed that the Employer=s Board of Trustees (the ABoard@) possesses the sole right and responsibility to operate the facilities and departments covered by this agreement and that all management rights repose in it, except as may be expressly qualified by the provisions of this Agreement, consistent with applicable New Jersey Civil Service law. These rights include but are not limited to: to select and direct its employees; to hire, promote, transfer, assign, and retain employees in positions within the unit, and to suspend, demote, discharge or take other disciplinary action against employees for just cause; to relieve employees from duties because of lack of work or for other legitimate reasons; to determine the amount of overtime to be worked; to maintain the efficiency of the government operations entrusted to it; to make reasonable and binding rules which shall not be inconsistent with this Agreement; to determine the methods, means and personnel by which such operations are to be conducted; to introduce new or improved methods or facilities; and to contract out for goods or services. It is agreed that the Board may take whatever actions may be necessary to carry out the mission of the facility or its departments in situations of emergency. Library management, in its sole discretion, agrees to give reasonable consideration regarding Library openings and closings where unusual conditions of weather, temperature or other circumstances prevail. Should the Board or one of its designated representatives determine that an unusual condition exists, employees shall be released from duty with pay in accordance with the established Emergency Closing Policy. Management shall make available to the Union a policy concerning the availability of management during the hours the Library is open.
