Reasonable Rule or Order. Was the Employer's rule or managerial order reasonably related to (a) the orderly, efficient, and safe operation of the Employer's business, and
Reasonable Rule or Order. Was the District's rules or managerial order reasonably related to (a) the orderly, efficient and safe operation of the District's business, and (b) the performance that the District might properly expect of the employee?"
Reasonable Rule or Order. The College’s rules or managerial orders, as identified in 11.1, are reasonably related to (a) the orderly, efficient, and safe operation of the College’s business, and (b) the performance that the College might properly expect of the faculty member.
Reasonable Rule or Order. “Was the Employer’s rules or managerial order reasonably related to
Reasonable Rule or Order. Is the District’s rule, or the supervisor’s order reasonable for the orderly, efficient or safe operation of the District?
Reasonable Rule or Order. Was the employer's rule or order reasonably related to efficient and safe operations? The employer’s rule must not be arbitrary, capricious or discriminatory and must be related to the employer’s stated goals and objectives.
Reasonable Rule or Order. The Department’s rules are reasonably related to the orderly, efficient and safe operation of the Department and how the Department expects the employee to perform.
Reasonable Rule or Order. Was the Employer’s rule reasonably related to: A. the efficient and safe operation of the business, and
Reasonable Rule or Order. The alleged misconduct or rule violated reasonably related to the effective, efficient and safe operation of the District.
Reasonable Rule or Order. Was the employer’s rule or managerial order reasonable 9 related to (a) the orderly, efficient, and safe operation of the employer’s business, and (b) the 10 performance that the employer might properly expect of the employee? 11
