Management of Employees. 7.01 The Employer has the right to manage his operations, which right includes, but is not limited to, the hiring and direction of the working forces, the right to hire, discharge, promote, demote, transfer, discipline, layoff and terminate employees for cause, the determination of job content, the assignment of all work and the determination of the qualifications of each employee to perform such work, the methods and processes and means of production in the carrying of his obligations and services, providing the Employer, in exercising his rights observes the provisions of the Agreement. The Employer also has the right to the adoption, publication, and enforcement of all rules for the promotion of safety, health, efficiency and for the protection of the employees, and the Employer’s property, equipment, products, and services.
Management of Employees. Promote, demote, discipline, discharge, retain, and lay off employees;
Management of Employees. The exclusive management, direction and control of Plant Personnel, Support Personnel and any other employees of Operator shall always reside in Operator. Subject to compliance with the Requirements, Operator shall complete the Work according to Operator’s own means and methods, which shall be in the exclusive charge and control of Operator.
Management of Employees. While Ford will retain legal responsibility for administering the terms of the Ford-UAW CBA with respect to the Ford Assigned Employees, Visteon, as Ford's agent, will have full and complete authority to exercise day to day supervision over the Ford Assigned Employees, including assigning work and evaluating, supervising, disciplining and discharging such employees in accordance with the terms of the Ford-UAW CBA. If any of those decisions are challenged by a Ford Assigned Employee through a grievance procedure, in judicial proceedings, or in any other forum, Visteon will have the sole responsibility for determining how those challenges should be handled and resolved (including but not limited to the sole authority for making a decision whether to settle or defend the challenged matter), provided, however, that Visteon shall comply with any decision rendered by an umpire, arbitrator, officer of a state administrative agency or judge of any court of competent jurisdiction with respect to such matter, subject to Visteon's right of appeal. Notwithstanding the provision set forth above, Visteon will advise Ford of any major issues that arise under the Ford-UAW CBA, or other major employment related matters affecting or potentially affecting UAW hourly represented Ford employees, or matters that could materially impact the Ford-UAW relationship. If Visteon advises Ford of any such issue or matter, or if such issue or matter otherwise comes to the attention of Ford and Ford in its sole judgment considers the issue or matter to fit the criteria above, Ford will notify Visteon that Ford desires to participate in the resolution of such issue or matter. As soon as practical after such notice is given, Visteon and Ford will meet to discuss the issue or matter through the Joint Advisory Board described in Section 17 and determine the appropriate course of action for handling or resolving the issue or matter. If a common approach cannot be agreed and Ford decides to pursue its own resolution of the issue or matter, then Ford shall relieve Visteon of its role as agent of Ford with respect to such issue or matter and Ford shall pursue the issue or matter in Ford's sole discretion. Visteon shall provide Ford on a weekly basis a summary of the hours of service rendered by each of the Ford Assigned Employees during the preceding week. In addition, Visteon shall provide Ford with such information or documents as Ford may reasonably request with respect to Ford Assigned Emplo...
Management of Employees. 8.01 The Employer has the right to manage his operations, which right includes but is not limited to the hiring and direction of the working forces, the right to hire, discharge, promote, demote, transfer, discipline, lay-off and terminate Employees for cause, the determination of job content, the assignment of all work and the determination of the qualifications of each Employee to perform such work, the methods and processes and means of production in the carrying out his obligations and services, providing the Employer, in exercising his rights observes the provisions of the Agreement. The Employer also has the right to the adoption, publication and enforcement of all rules for the promotion of safety, health, efficiency and for the protection of the Employees and the Employer's property, equipment, products and services.
Management of Employees. 14.01 The Union acknowledges that, subject to the terms of this Agreement and as is permitted by law, it is the function of the Company to:
Management of Employees. 4.01 The entire management of the operation is vested exclusively in the Employer and the Union shall not in any way interfere with these rights and the management in exercising its rights will observe the provisions of this Agreement. The Employer shall allow the properly authorized representative of the Union to investigate the standing of all employees and to investigate conditions to see that the Agreement is being enforced, provided, however, that no interview shall be had without the permission of management being first had and obtained and such permission may not be unreasonably withheld.
Management of Employees. 5 ARTICLE 8 Working Conditions......................................... 5
Management of Employees. 5.01 The entire management of the operation is vested exclusively in the Employer, and the Union shall not in any way interfere with these rights; and the management in exercising its rights will observe the provisions of this Agreement
Management of Employees. The Providing Party’s employees shall at all times operate under the management control of the executive officers of the Providing Party. The executive officers of the Providing Party shall maintain the right to hire additional employees and to otherwise commence any and all necessary and appropriate management action with respect to the Providing Party’s employees performing services on behalf of the Receiving Party.
