Common use of Management Responsibility Clause in Contracts

Management Responsibility. It is the responsibility of the Company to manage the business and direct the work force consistent with the terms and conditions contained in the Collective Bargaining Agreement, but those matters not covered by this Agreement are the responsibility of management. This shall include, but not be limited to, determining the size of the work force and the number of employees needed at any particular time or place; using improved methods, material or equipment; determining work assignments and tours; developing and administering work standards and performance requirements; and being the sole judge of the quality and acceptability of communications services rendered to the public. All other customary management rights shall be reserved solely by the Company. 3.4.1 The Company acknowledges a policy that management employees will not perform substantial productive work of the same type or nature as normally assigned bargaining unit employees as covered in Exhibit I, of this Agreement. It is understood, however, that it is a normal function of management to perform productive work under conditions of emergencies, enforcement of safety practices, inspection of work completed by bargaining unit employees, work incidental to the training of employees, work as may be required to meet the demands of service and when a qualified employee is not available or cannot be assigned with reasonable dispatch. 3.4.2 Company may from time to time establish, change and/or withdraw such work and safety policies and rules as it deems necessary or appropriate including, but not limited to, policies and rules governing attendance, family and medical leave, unlawful harassment and discrimination, personal appearance and dress, conflicts of interest, visitors, outside employment, smoking, performance evalua- tions, personnel files and records, confidentiality and confidential information, alcohol and drugs, use of vehicles on Company business, and reimbursement for business-related expenses. Company will provide the local Union President with copies of such policies and rules (or any changes) at least ten (10) calendar days prior to implementation unless earlier implementation is mandated by federal, state or local legislation or regulations. Union may file a grievance at Step 2 of the Grievance Procedure if it believes any such policies, rules or changes are inconsistent with any specific provision of this Agreement, but any such grievance must be filed no later than ten (10) days after its effective date. 3.4.3 The Company shall notify the Union immediately of employees hired or separated from the Company for any reason, their report center, job title, status, and rate of pay.

Management Responsibility. It is the responsibility of the Company to manage the business and direct the work force consistent with the terms and conditions contained in the Collective Bargaining Agreement, but those matters not covered by this Agreement are the responsibility of management. This shall include, but not be limited to, determining the size of the work force and the number of employees needed at any particular time or place; using improved methods, material or equipment; determining work assignments and tours; developing and administering work standards and performance requirements; and being the sole judge of the quality and acceptability of communications services rendered to the public. All other customary management rights shall be reserved solely by the Company. 3.4.1 The Company acknowledges a policy that management employees will not perform substantial productive work of the same type or nature as normally assigned bargaining unit employees as covered in Exhibit I, of this Agreement. It is understood, however, that it is a normal function of management to perform productive work under conditions of emergencies, enforcement of safety practices, inspection of work completed by bargaining unit employees, work incidental to the training of employees, work as may be required to meet the demands of service and when a qualified employee is not available or cannot be assigned with reasonable dispatch. 3.4.2 Company may from time to time establish, change and/or withdraw such work and safety policies and rules as it deems necessary or appropriate including, but not limited to, policies and rules governing attendance, family and medical leave, unlawful harassment and discrimination, personal appearance and dress, conflicts of interest, visitors, outside employment, smoking, performance evalua- tions, personnel files and records, confidentiality and confidential information, alcohol and drugs, use of vehicles on Company business, and reimbursement for business-related expenses. Company will provide the local Union President with copies of such policies and rules (or any changes) at least ten (10) calendar days prior to implementation unless earlier implementation is mandated by federal, state or local legislation or regulations. Union may file a grievance at Step 2 of the Grievance Procedure if it believes any such policies, rules or changes are inconsistent with any specific provision of this Agreement, but any such grievance must be filed no later than ten (10) days after its effective date. 3.4.3 The Company shall will notify the Union immediately once a month of employees hired or separated from the Company for any reasonhired, their report center, job titleclassification, status, and rate of pay.

Management Responsibility. It is the responsibility of the Company to manage the business and direct the work force consistent with the terms and conditions contained in the Collective Bargaining Agreement, but those matters not covered by this Agreement are the responsibility of management. This shall include, but not be limited to, determining the size of the work force and the number of employees needed at any particular time or place; using improved methods, material or equipment; determining work assignments and tours; developing and administering work standards and performance requirements; and being the sole judge of the quality and acceptability of communications services rendered to the public. All other customary management rights shall be reserved solely by the Company. 3.4.1 The Company acknowledges a policy that management employees will not perform substantial productive work of the same type or nature as normally assigned bargaining unit employees as covered in Exhibit I, of this Agreement. It is understood, however, that it is a normal function of management to perform productive work under conditions of emergencies, enforcement of safety practices, inspection of work completed by bargaining unit employees, work incidental to the training of employees, work as may be required to meet the demands of service and when a qualified employee is not available or cannot be assigned with reasonable dispatch. 3.4.2 Company may from time to time establish, change and/or withdraw such work and safety policies and rules as it deems necessary or appropriate including, but not limited to, policies and rules governing attendance, family and medical leave, unlawful harassment and discrimination, personal appearance and dress, conflicts of interest, visitors, outside employment, smoking, performance evalua- tionsevalua­tions, personnel files and records, confidentiality and confidential information, alcohol and drugs, use of vehicles on Company business, and reimbursement for business-related expenses. Company will provide the local Union President with copies of such policies and rules (or any changes) at least ten (10) calendar days prior to implementation unless earlier implementation is mandated by federal, state or local legislation or regulations. Union may file a grievance at Step 2 of the Grievance Procedure if it believes any such policies, rules or changes are inconsistent with any specific provision of this Agreement, but any such grievance must be filed no later than ten (10) days after its effective date. 3.4.3 The Company shall will notify the Union immediately once a month of employees hired or separated from the Company for any reasonhired, their report center, job titleclassification, status, and rate of pay.

Management Responsibility. It is the responsibility of the Company to manage the business and direct the work force consistent with the terms and conditions contained in the Collective Bargaining Agreement, but those matters not covered by this Agreement are the responsibility of management. This shall include, but not be limited to, determining the size of the work force and the number of employees needed at any particular time or place; using improved methods, material or equipment; determining work assignments and tours; developing and administering work standards and performance requirements; and being the sole judge of the quality and acceptability of communications services rendered to the public. All other customary management rights shall be reserved solely by the Company. 3.4.1 The Company acknowledges a policy that management employees will not perform substantial productive work of the same type or nature as normally assigned bargaining unit employees as covered in Exhibit I, of this Agreement. It is understood, however, that it is a normal function of management to perform productive work under conditions of emergencies, enforcement of safety practices, inspection of work completed by bargaining unit employees, work incidental to the training of employees, work as may be required to meet the demands of service and when a qualified employee is not available or cannot be assigned with reasonable dispatch. 3.4.2 Company may from time to time establish, change and/or withdraw such work and safety policies and rules as it deems necessary or appropriate including, but not limited to, policies and rules governing attendance, family and medical leave, unlawful harassment and discrimination, personal appearance and dress, conflicts of interest, visitors, outside employment, smoking, performance evalua- tionsevaluations, personnel files and records, confidentiality and confidential information, alcohol and drugs, use of vehicles on Company business, and reimbursement for business-related expenses. Company will provide the local Union President with copies of such policies and rules (or any changes) at least ten (10) calendar days prior to implementation unless earlier implementation is mandated by federal, state or local legislation or regulations. Union may file a grievance at Step 2 of the Grievance Procedure if it believes any such policies, rules or changes are inconsistent with any specific provision of this Agreement, but any such grievance must be filed no later than ten (10) days after its effective date. 3.4.3 The Company shall will notify the Union immediately once a month of employees hired or separated from the Company for any reasonhired, their report center, job titleclassification, status, and rate of pay.

Management Responsibility. It is the responsibility 16.01 The management of the Company to manage the business and direct the work direction of the working force consistent shall remain with the terms Company, including the right to hire, promote, discharge for just cause, to use improved methods or equipment, to determine work assignments and conditions contained tours in the Collective Bargaining Agreementaccordance with past practice in each unit, but those matters not covered by this Agreement are the responsibility of management. This shall include, but not be limited to, determining the size of the work force and to decide the number of employees needed at any particular time or place; using improved methods, material or equipment; determining work assignments and tours; developing and administering work standards and performance requirements; and being to be the sole judge of the quality communications service rendered the public, to establish, determine and acceptability maintain standards of communications services rendered telephone service to the public; provided, however, that this section will not be used for the purpose of discriminating against members of the Union nor shall it alter the meaning of any provisions of this Agreement. 16.02 Except as limited by the specific language of this contract, nothing else shall limit the Company in any way in the exercise of the regular and generally recognized customary functions and responsibilities of management. Moreover, such functions of management as may be included herein shall not be deemed to exclude other functions of management not specifically included herein. 16.02.1 The Company agrees to inform the Union of significant technological change, however, this shall not be construed to limit the Company’s right to make technological change which it deems necessary. If and when such technological change may adversely affect Bargaining Unit employees, the Union will be notified prior to the Company’s making formal presentations to those employees. 16.03 Except as limited by specific language of this contract, nothing else shall limit the Company in the employment of such contract labor as in the discretion of the Company may become necessary for the proper construction, installation, removal and maintaining of communication facilities owned, serviced and/or operated by the Company for the renditions of proper and adequate communication service to the public. All other customary management rights However, the Company shall be reserved solely by not enter into any contractual arrangement for the Company. 3.4.1 The Company acknowledges a policy that management construction, installation, removal and/or current maintaining of plant facilities which may result in the layoff or part-timing of its employees will not perform substantial productive customarily performing work of the same type or nature as normally assigned bargaining unit employees as covered that to be provided under the contractual arrangement, with the exception that the sale of plant in Exhibit I, of this Agreementplace may include removal by purchase. It is understoodSuch contractors may, however, that it is be used without regard for this elimination for work performed in the classification of Storekeeper and Utility Custodian. 16.03.1 Employees on layoff, where there has been a reduction in a classification, who reject a Company offer of temporary employment within thirty (30) miles from the employee’s normal function of management to perform productive work under conditions of emergenciesreporting center, enforcement of safety practices, inspection of work completed by bargaining unit employees, work incidental will no longer represent a bar to the use of contractors. Rejection of any offer of temporary employment more than thirty (30) miles will not eliminate the bar on the use of contractors within thirty (30) miles of the employees reporting center. 16.03.2 Employees who have been displaced, where there has been a reduction in a classification, will receive a temporary differential (equal to the amount they would have earned had they not been displaced) for the period a contractor is performing work in that classification in that area. Displaced employees shall be eligible to receive this differential during the twenty-four (24) month period following the date they were displaced. 16.04 Non-Performance of Craft Work by Non-union employees - Non union employees shall not perform work regularly performed by employees in the Bargaining Unit, except in the case of emergencies or in the instruction and training of employees, work as may be required to meet the demands of service and when a qualified employee is not available or cannot be assigned with reasonable dispatch. 3.4.2 Company may from time to time establish, change and/or withdraw such work and safety policies and rules as it deems necessary or appropriate including, but not limited to, policies and rules governing attendance, family and medical leave, unlawful harassment and discrimination, personal appearance and dress, conflicts of interest, visitors, outside employment, smoking, performance evalua- tions, personnel files and records, confidentiality and confidential information, alcohol and drugs, use of vehicles on Company business, and reimbursement for business-related expenses. Company will provide the local Union President with copies of such policies and rules (or any changes) at least ten (10) calendar days prior to implementation unless earlier implementation is mandated by federal, state or local legislation or regulations. Union may file a grievance at Step 2 of the Grievance Procedure if it believes any such policies, rules or changes are inconsistent with any specific provision of this Agreement, but any such grievance must be filed no later than ten (10) days after its effective date. 3.4.3 The Company shall notify the Union immediately of employees hired or separated from the Company for any reason, their report center, job title, status, and rate of pay.

Management Responsibility. It is the responsibility 16.01 The management of the Company to manage the business and direct the work direction of the working force consistent shall remain with the terms Company, including the right to hire, promote, discharge for just cause, to use improved methods or equipment, to determine work assignments and conditions contained tours in the Collective Bargaining Agreementaccordance with past practice in each unit, but those matters not covered by this Agreement are the responsibility of management. This shall include, but not be limited to, determining the size of the work force and to decide the number of employees needed at any particular time or place; using improved methods, material or equipment; determining work assignments and tours; developing and administering work standards and performance requirements; and being to be the sole judge of the quality communications service rendered the public, to establish, determine and acceptability maintain standards of communications services rendered telephone service to the public; provided, however, that this section will not be used for the purpose of discriminating against members of the Union nor shall it alter the meaning of any provisions of this Agreement. 16.02 Except as limited by the specific language of this contract, nothing else shall limit the Company in any way in the exercise of the regular and generally recognized customary functions and responsibilities of management. Moreover, such functions of management as may be included herein shall not be deemed to exclude other functions of management not specifically included herein. 16.02.1 The Company agrees to inform the Union of significant technological change, however, this shall not be construed to limit the Company's right to make technological change which it deems necessary. If and when such technological change may adversely affect Bargaining Unit employees, the Union will be notified prior to the Company's making formal presentations to those employees. 16.03 Except as limited by specific language of this contract, nothing else shall limit the Company in the employment of such contract labor as in the discretion of the Company may become necessary for the proper construction, installation, removal and maintaining of communication facilities owned, serviced and/ or operated by the Company for the renditions of proper and adequate communication service to the public. All other customary management rights However, the Company shall be reserved solely by not enter into any contractual arrangement for the Company. 3.4.1 The Company acknowledges a policy that management construction, installation, removal and/or current maintaining of plant facilities which may result in the layoff or part‑timing of its employees will not perform substantial productive customarily performing work of the same type or nature as normally assigned bargaining unit employees as covered that to be provided under the contractual arrangement, with the exception that the sale of plant in Exhibit I, of this Agreementplace may include removal by purchase. It is understoodSuch contractors may, however, that it is a normal function be used without regard for this elimination for work performed in the classification of management to perform productive work under conditions of emergencies, enforcement of safety practices, inspection of work completed by bargaining unit employees, work incidental to the training of employees, work as may be required to meet the demands of service Storekeeper and when a qualified employee is not available or cannot be assigned with reasonable dispatchUtility Custodian. 3.4.2 Company may from time to time establish, change and/or withdraw such work and safety policies and rules as it deems necessary or appropriate including, but not limited to, policies and rules governing attendance, family and medical leave, unlawful harassment and discrimination, personal appearance and dress, conflicts of interest, visitors, outside employment, smoking, performance evalua- tions, personnel files and records, confidentiality and confidential information, alcohol and drugs, use of vehicles on Company business, and reimbursement for business-related expenses. Company will provide the local Union President with copies of such policies and rules (or any changes) at least ten (10) calendar days prior to implementation unless earlier implementation is mandated by federal, state or local legislation or regulations. Union may file a grievance at Step 2 of the Grievance Procedure if it believes any such policies, rules or changes are inconsistent with any specific provision of this Agreement, but any such grievance must be filed no later than ten (10) days after its effective date. 3.4.3 The Company shall notify the Union immediately of employees hired or separated from the Company for any reason, their report center, job title, status, and rate of pay.

Management Responsibility. It is the responsibility 16.01 The management of the Company to manage the business and direct the work direction of the working force consistent shall remain with the terms Company, including the right to hire, promote, discharge for proper cause; use improved methods or equipment; determine work assignments and conditions contained tours in the Collective Bargaining Agreement, but those matters not covered by this Agreement are the responsibility of management. This shall include, but not be limited to, determining the size of the work force and accordance with past practice; decide the number of employees needed at any particular time or place; using improved methods, material or equipment; determining work assignments and tours; developing and administering work standards and performance requirements; and being be the sole judge of the quality communications service rendered the public; establish, determine and acceptability maintain standards of communications services rendered telephone service to the public. All other customary management rights This section will not however, be used for the purpose of discriminating against members of the Union nor shall it alter the meaning of any provisions of this Agreement. 16.02 Nothing contained in this Agreement shall be reserved solely deemed to limit the Company in any way in the exercise of the regular and generally recognized customary functions and responsibilities of management. Moreover, such functions of management as may be included herein shall not be deemed to exclude other functions of management not specifically included herein. 16.02.1 The Company agrees to inform the Union of significant technological change; however, this shall not be construed to limit the Company's right to make technological change that it deems necessary. If and when such technological change may adversely affect Bargaining Unit employees, the Union will be notified prior to the Company's formal presentations to those employees. 16.03 Nothing in this Agreement shall be construed to limit the Company in the employment of such contract labor as, at the discretion of the Company may become necessary for the proper construction, installation, removal and maintenance of communication facilities owned, serviced, and/or operated by the Company. 3.4.1 The Company acknowledges a policy for the renditions of proper and adequate communication service to the public. However, the Company shall not enter into any contractual arrangement for the construction, installation, removal, and/or current maintenance of plant facilities that management may result in the layoff or part-timing of its employees will not perform substantial productive customarily performing work of the same type or nature as normally assigned bargaining unit employees as covered that to be provided under the contractual arrangement, with the exception that the sale of plant in Exhibit I, of this Agreementplace may include removal by purchaser. It is understoodSuch contractors may, however, that it is be used without regard to this limitation for work performed in the classifications of Storekeeper, Warehouse Clerk, Cashier, Utility Custodian, Building Technicians and Building Mechanic. 16.03.1 All employees on layoff, where there has been a reduction in a classification, who reject a Company offer of temporary employment within thirty (30) miles of an individual employee's normal function of management to perform productive work under conditions of emergenciesreporting center, enforcement of safety practices, inspection of work completed by bargaining unit employees, work incidental will no longer represent a bar to the training of employees, work as may be required to meet the demands of service and when a qualified employee is not available or cannot be assigned with reasonable dispatch. 3.4.2 Company may from time to time establish, change and/or withdraw such work and safety policies and rules as it deems necessary or appropriate including, but not limited to, policies and rules governing attendance, family and medical leave, unlawful harassment and discrimination, personal appearance and dress, conflicts of interest, visitors, outside employment, smoking, performance evalua- tions, personnel files and records, confidentiality and confidential information, alcohol and drugs, use of vehicles on Company business, and reimbursement for business-related expensescontractors. Company will provide the local Union President with copies Rejection of such policies and rules (or any changes) at least ten (10) calendar days prior to implementation unless earlier implementation is mandated by federal, state or local legislation or regulations. Union may file a grievance at Step 2 offer of the Grievance Procedure if it believes any such policies, rules or changes are inconsistent with any specific provision of this Agreement, but any such grievance must be filed no later temporary employment more than ten (10) days after its effective date. 3.4.3 The Company shall notify the Union immediately of employees hired or separated from the Company for any reason, their report center, job title, status, and rate of pay.thirty