MANAGEMENT RIGHTS & RESPONSIBILITIES. The City and Union agree that both have obligations and responsibilities to see that the objectives of the City and County of San Francisco are attained, and the public receives efficient delivery of service.
MANAGEMENT RIGHTS & RESPONSIBILITIES. 4.1. The Union recognizes that the Employer has an obligation to the public to provide the highest quality of service in an efficient and economical manner. The Union further recognizes the right of the Employer: to operate and manage its facilities, including the right to classify jobs, determine standards of performance, and maintain order and efficiency; to direct employees and determine job content, job assignments; to establish work locations, work hours, and work schedules; to determine the services to be provided to the Library's constituents, systems, methods, materials, and equipment to be used; to change operational systems, methods, procedures, and equipment; to determine staffing requirements; to determine the kind and location of facilities; to determine the locations to which employees report to work; to determine whether the whole or any part of the operation shall continue to operate; to assign work and contract or subcontract for goods and services; to recruit, select and hire employees; to promote, demote, transfer, lay off, or recall employees; to progressively discipline or discharge employees for cause; to assign overtime work to employees; and to promulgate rules, regulations, and personnel policies. The exercise of management rights shall not be subject to the grievance procedure, except as limited by an express provision of this Agreement as set forth in other Articles.
4.2. Prior to implementation of new policies or changes during the term of the Agreement affecting wages, hours, and working conditions, the Union shall have the right to review and comment on the proposed policies/changes. The Union may respond with its comments within two (2) calendar weeks of receipt of the proposed changes.
4.3. If a subcontracting decision involves the potential layoff of bargaining unit members, the Library shall provide the Union a description of the services to be performed and a statement of purpose supporting its consideration of subcontracting of such work. The Union will be given the opportunity to present alternatives to the subcontracting of such bargaining unit work, within thirty (30) calendar days of notification.
4.4. The Employer will notify the Union in the event a bargaining unit position is eliminated.
MANAGEMENT RIGHTS & RESPONSIBILITIES. The management of the Hospital and the direction of the workforce are vested exclusively with the Hospital subject to the terms of this Agreement. All matters not specifically and expressly covered by the language of this Agreement may be administered by the Hospital in accordance with such policies and procedures as it from time to time may determine. The Hospital has the right and responsibility, except as modified in this Agreement, to control, change, and supervise all operations, and to direct, assign, and re-assign as the Hospital deems necessary to provide quality patient care. Such rights and responsibilities shall include, by way of illustration, but not limited to, the selection and hiring of employees, discipline, supervision, layoff, promotion, demotion, or transfer of employees, establishment of work schedules, control and regulation of the use of all equipment and other property of the Hospital. Application of this Article shall not preclude use of the grievance procedure as established in this Agreement.
MANAGEMENT RIGHTS & RESPONSIBILITIES. The Hospital retains all rights related to the direction, management, and operation of the Hospital, including but not limited to: The right to develop and determine qualifications for all new and existing positions, establish work schedules, assign work and work times, create, eliminate or modify positions, and establish and/or modify locations and standards of work. The Hospital retains the right to assess qualifications of employees, hire, fire, promote, demote, discipline, and determine when layoffs should be utilized, as well as to determine the number and kind of employees required to properly perform the work. The Hospital retains the right to introduce new or improved treatment methods, implement new technologies, determine the number and location of facilities, and discontinue or merge departments, services, and sections of the Hospital as necessary and all of the other traditional rights of the Hospital to run its business are reserved by the Hospital except for those provisions delineated in this Agreement. Management shall have the right to prescribe and enforce reasonable work rules. No such rule shall supersede a nurse’s rights under the contract and no new work rule during the term of the agreement shall materially change a nurse’s terms and conditions of employment as established at the time this agreement is ratified. Further, the Hospital retains all of the rights, powers, authority, and functions of the Hospital, which the Hospital enjoyed prior to the negotiation of this Agreement.
MANAGEMENT RIGHTS & RESPONSIBILITIES. A. The Association recognizes the prerogatives of the Employer to operate and manage its affairs in all respects in accordance with its responsibilities and powers of authority.
B. The employer has the right to schedule overtime work as required in a manner most advantageous to the Employer and consistent with requirements of public employment, subject to the provisions of this Agreement.
C. It is understood by the parties that every incidental duty connected with operations enumerated in job descriptions is not always specifically described.
D. The Employer reserves the right to discipline and discharge for just cause. The Employer reserves the right to lay off personnel for lack of work or funds; or for the occurrence of conditions beyond the control of the Employer; or when such continuance of work would be wasteful and unproductive. The Employer shall have the right to determine reasonable schedules of work and to establish the methods and processes by which such work is performed.
E. The Employer reserves the right to limit each employee to a maximum of forty (40) hours of regularly scheduled work weekly. For purposes of this Article, regularly scheduled work is permanently appointed and awarded pursuant to a posted vacancy.
MANAGEMENT RIGHTS & RESPONSIBILITIES. The management of the Medical Center and the direction of the work force is vested exclusively with the Medical Center subject to the terms of this Agreement. All matters not specifically and expressly covered by the language of this Agreement may be administered by the Medical Center in accordance with such policies and procedures as it from time to time may determine. The Medical Center has the right and responsibility, except as modified in this Agreement, to control, change, and supervise all operations, and to direct, assign, and re-assign as the Medical Center deems necessary to provide quality patient care. Such rights and responsibilities shall include, by way of illustration, but not limited to, the selection and hiring of nurses, discipline, supervision, layoff, promotion, demotion, or transfer of nurses, establishment of work schedules, and control and regulation of the use of all equipment and other property of the Medical Center. Application of this Article shall not preclude use of the grievance procedure as established in this Agreement.
MANAGEMENT RIGHTS & RESPONSIBILITIES. GHC, acting on behalf of the State of Washington, retains and reserves all powers, rights, authority, duties and responsibilities conferred upon and vested in it by the State Board for Community and Technical Colleges and laws and the constitutions of the State of Washington and the United States. The management of the college and the direction of the work force is vested exclusively with GHC, subject to the terms of this agreement. All matters not specifically and expressly covered by the language of this agreement may be administered for its duration by GHC in accordance with such policies and procedures as it from time to time may determine. Both parties agree to collectively bargain as defined in RCW 28B.52.020 (8).
MANAGEMENT RIGHTS & RESPONSIBILITIES. The Board of Education has the final responsibility for the direction and control of all aspects of the affairs of the school district and this Agreement shall be so applied and interpreted unless restricted by specific terms of this Agreement.
MANAGEMENT RIGHTS & RESPONSIBILITIES. The management of the Employer’s hospital and the direction of the working force, including the right to hire, assign, classify, train, orient, evaluate, schedule, suspend, transfer, promote, discharge for just cause and to maintain discipline and efficiency of its employees and the right to relieve the employees from duty because of lack of work; the right to determine the nature and extent to which the hospital shall be operated, and to change methods or procedures, or to use new equipment; the right to establish schedules of service, to introduce new or improved services, methods or facilities, and to extend, limit, curtail or subcontract its operations, including the right to utilize the services of temporary personnel, is vested exclusively in the Employer. The above statement of management function shall not be deemed to exclude other functions not herein listed. In no case shall the exercise of the above prerogatives be in derogation of terms or conditions of this Agreement; however, nothing in this Agreement is intended to, or is to be construed in any way, to interfere with the prerogative of the Employer to manage and control the hospital.
MANAGEMENT RIGHTS & RESPONSIBILITIES. 4.1. The Union recognizes that the Employer has an obligation to the public to provide the highest quality of service in an efficient and economical manner. The Union further recognizes the right of the Employer: to operate and manage its facilities, including the right to classify jobs, determine standards of performance, and maintain order and efficiency; to direct employees and determine job content, job assignments; to establish work locations, work hours, and work schedules; to determine the services to be provided to the Library’s constituents, systems, methods, materials, and equipment to be used; to change operational systems, methods, procedures, and equipment; to determine staffing requirements; to determine the kind and location of facilities; to determine the locations to which employees report to work; to determine whether the whole or any part of the operation shall continue to operate; to assign work and contract or subcontract for goods and services; to recruit, select and hire employees; to promote, demote, transfer, lay off, or recall employees; to progressively discipline or discharge employees for cause; to assign overtime work to employees; and to promulgate rules, regulations, and personnel policies. The exercise of management rights shall not be subject to the grievance procedure, except as limited by an express provision of this Agreement as set forth in other Articles.
4.2. Prior to implementation of new policies or changes during the term of the Agreement affecting wages, hours, and working conditions, the Union shall have the right to review and comment on the proposed policies/changes. The Union may respond with its comments within two
