Common use of Management and Employee Rights Clause in Contracts

Management and Employee Rights. 7.01 The Management and control of the employee’s operations and the direction of the work force, including, but not limited to, the right to hire, direct, schedule, supervise, promote, demote, lay-off, suspend, or otherwise discipline or discharge any employee for just and sufficient cause, shall remain the exclusive right of the Employer. 7.02 The parties agree that all the functions, rights, personnel pay practices, powers, and authority which the Employer has not specifically abridged, delegated, or modified by this Agreement are recognized by the Union as being retained by the Management of the Company. 7.03 Subject to its duty to act reasonably, fairly, in good faith, and in a manner consistent with the Agreement as a whole, the Baccarat Casino may exercise Management rights which are not expressly limited by this Collective Agreement. 7.04 The Company recognizes the vital role that employees play in the success of the business. Both the Union and the Company agree that all employees, both Management and bargaining unit, should treat each other with fairness, dignity, and respect. Without restricting the generality of the foregoing, the Company recognizes the following employee rights: (a) The right to a safer workplace. (b) The right to be free from discrimination, intimidation, retaliation, and harassment. (c) The right to be compensated for work performed. (d) The right to be informed of all workplace rights, obligations, policies, and rules. (e) The right to translation if necessary. (f) The right to safe and necessary equipment. (g) The right to necessary training for work performed. (h) The right to participate in lawful Union activity. (i) The right to statutory benefits, rights, and other privileges. 7.05 The Employer recognizes the need to take all reasonable precautions for the protection of employees from patrons who are abusive, threatening, or violent. The Employer understands the need to remove patrons from the Casino who behave in an unacceptable, abusive, threatening, or violent fashion. For its part, the Union understands that perceptions of patron behaviour can differ and that employees’ behaviour can contribute either directly or indirectly to the problem. 7.06 Security investigations shall be conducted with full deference to due and fair process, with Union Representation ensured at all critical stages. In addition, and because serious misconduct is at issue, employees whose behaviour is being investigated shall be advised of their right to counsel at the earliest stages of any investigation. Employees who accuse other bargaining unit members of serious misconduct shall provide written statements. These statements shall be provided to the Union and the accused early during the course of the investigation.

Management and Employee Rights. 7.01 The Management and control of the employee’s operations and the direction of the work force, including, but not limited to, the right to hire, direct, schedule, supervise, promote, demote, lay-off, suspend, suspend or otherwise discipline or discharge any employee for just and sufficient cause, shall remain the exclusive right of the Employer. 7.02 The parties agree that all the functions, rights, personnel pay practices, powers, powers and authority which the Employer has not specifically abridged, delegated, delegated or modified by this Agreement are recognized by the Union as being retained by the Management of the Company. 7.03 Subject to its duty to act reasonably, fairly, in good faith, faith and in a manner consistent with the Agreement as a whole, the Baccarat Casino may exercise Management rights which are not expressly limited by this Collective Agreement. 7.04 The Company recognizes the vital role that employees play in the success of the business. Both the Union and the Company agree that all employees, both Management and bargaining unit, should treat each other with fairness, dignity, and respect. Without restricting the generality of the foregoing, the Company recognizes the following employee rights: (ai) The right to a safer workplace. (bii) The right to be free from discrimination, intimidation, retaliation, retaliation and harassment. (ciii) The right to be compensated for work performed. (div) The right to be informed of all workplace rights, obligations, policies, policies and rules. (ev) The right to translation if necessary. (fvi) The right to safe and necessary equipment. (gvii) The right to necessary training for work performed. (hviii) The right to participate in lawful Union activity. (iix) The right to statutory benefits, rights, rights and other privileges. 7.05 The Employer recognizes the need to take all reasonable precautions for the protection of employees from patrons who are abusive, threatening, threatening or violent. The Employer understands the need to remove patrons from the Casino who behave in an unacceptable, abusive, threatening, threatening or violent fashion. For its part, the Union understands that perceptions of patron behaviour can differ and that employees’ behaviour can contribute either directly or indirectly to the problem. 7.06 Security investigations shall be conducted with full deference to due and fair process, with Union Representation ensured at all critical stages. In addition, and because serious misconduct is at issue, employees whose behaviour is being investigated shall be advised of their right to counsel at the earliest stages of any investigation. Employees who accuse other bargaining unit members of serious misconduct shall provide written statements. These statements shall be provided to the Union and the accused early during the course of the investigation.

Management and Employee Rights. 7.01 The Management and control of the employee’s operations and the direction of the work force, including, but not limited to, the right to hire, direct, schedule, supervise, promote, demote, lay-off, suspend, or otherwise discipline or discharge any employee for just and sufficient cause, shall remain the exclusive right of the Employer. 7.02 The parties agree that all the functions, rights, personnel pay practices, powers, and authority which the Employer has not specifically abridged, delegated, or modified by this Agreement are recognized by the Union as being retained by the Management of the CompanyEmployer. 7.03 Subject to its duty to act reasonably, fairly, in good faith, and in a manner consistent with the Agreement as a whole, the Baccarat Grand Villa Casino may exercise Management rights which are not expressly limited by this Collective Agreement. 7.04 The Company Employer recognizes the vital role that employees play in the success of the business. Both the Union and the Company Employer agree that all employees, both Management and bargaining unit, should treat each other with fairness, dignity, and respect. Without restricting the generality of the foregoing, the Company Employer recognizes the following employee rights: (a) The right to a safer workplace. (b) The right to be free from discrimination, intimidation, retaliation, and harassment. (c) The right to be compensated for work performed. (d) The right to be informed of all workplace rights, obligations, policies, and rules. (e) The right to translation if necessary. (f) The right to safe and necessary equipment. (g) The right to necessary training for work performed. (h) The right to participate in lawful Union activity. (i) The right to statutory benefits, benefits and rights, and other privileges. 7.05 The Employer recognizes the need to take all reasonable precautions for the protection of employees from patrons who are abusive, threatening, or violent. The Employer understands the need to remove patrons from the Casino who behave in an unacceptable, abusive, threatening, or violent fashion. For its part, the Union understands that perceptions of patron behaviour can differ and that employees’ behaviour can contribute either directly or indirectly to the problem. 7.06 Security investigations shall be conducted with full deference to due and fair process, with Union Representation ensured at all critical stages. In addition, and because serious misconduct is at issue, employees whose behaviour is being investigated or reviewed shall be advised of their right to counsel have a Shop Xxxxxxx present at the earliest stages of any investigation. Employees who accuse other bargaining unit members of serious misconduct shall provide written statements. These statements shall be provided to the Union and the accused early during the course of the investigation.