Common use of MANAGEMENT RIGHTS & RESPONSIBILITIES Clause in Contracts

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. 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 ’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 threetwo (232) calendar weeks of receipt of the proposed changes. If the Employer does not receive comment, implementation by the Employer may occur. Upon written request of the Union during the above period, a period of negotiations will start within seven (7) calendar days. Sixty (60) days after the start of negotiations, implementation by the Employer may occur. However, negotiations may continue if more time is needed to address the impact of the change upon wages, hours or working conditions. 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.to 4.4. The Employer will notify the Union in the event a bargaining unit position is eliminated. 4.5. The Employer is implementing a new staffing model. As additional changes to the Employer’s operation occur as the result of the model, it will negotiate the effects of the changes on the bargaining unit with the Union.

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 ’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.management 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 three (23) 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. 4.5. The Employer is engaged in a project to determine future services. If the Employer makes changes to its operation as the result of the project, it will negotiate the effects of the changes on the bargaining unit with the Union.

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 ’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 threetwo (232) calendar weeks of receipt of the proposed changes. If the Employer does not receive comment, implementation by the Employer may occur. Upon written request of the Union during the above period, a period of negotiations will start within seven (7) calendar days. Sixty (60) days after the start of negotiations, implementation by the Employer may occur. However, negotiations may continue if more time is needed to address the impact of the change upon wages, hours or working conditions. 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. 4.5. The Employer is implementing a new staffing model. As additional changes to the Employer’s operation occur as a result of the model, the Employer will negotiate the effects of the changes on the bargaining unit with the Union.