RECOGNITION AND MANAGEMENT RIGHTS. 1.01 The Employer recognizes the Union as the exclusive bargaining agent for a bargaining unit consisting of all of the employees of the Employer in its editorial department in the Regional Municipality of Waterloo and the County of Wellington save and except news Editor Guelph Tribune, Waterloo Chronicle, Cambridge Times, Kitchener Post, Publisher/Editor New Hamburg Independent, Publishers Cambridge Times, Guelph Tribune, Waterloo Chronicle, and Group Publisher Fairway Group, persons exercising managerial functions or employed in a confidential capacity relating to labour relations within the meaning of section 1(3)(b) of the Labour Relations Act, persons regularly employed for not more than twenty-four (24) hours per week and interns while enrolled in a journalism course at a post secondary institution.
1.02 The Employer may continue with the present practice of using free-lancers, but the use shall not be increased so as to result in the loss of employment of a regular employee.
1.03 The right to hire, assign duties, retire, promote, classify, layoff, recall, demote, transfer, discharge,or discipline for just cause employees who have completed their probationary period, to maintain order, discipline and efficiency, and to establish and enforce rules and regulations governing the conduct of the employees, is the exclusive function and responsibility of the Employer, subject to the terms and conditions of this Agreement. All matters concerning the operations of the Employer not specifically dealt with herein shall be reserved to the Employer and be its exclusive responsibility. Management acknowledges that it shall exercise its rights in a manner that is fair and reasonable and consistent with the terms of this Agreement.
RECOGNITION AND MANAGEMENT RIGHTS. 1.01 The Employer recognizes the Union as the exclusive bargaining agent for a bargaining unit consisting of all of the employees of the Employer in its production department in the Regional Municipality of Waterloo and County of Wellington save and except typesetting foreperson, pressroom forepersons, persons above the rank of typesetting and pressroom forepersons, and employees deemed to be part-time employees as defined in the Addendum to this Agreement.
1.02 The right to hire, assign duties, retire, promote, classify, layoff, recall, demote, transfer, discharge, or discipline for just cause employees who have completed their probationary period, to maintain order, discipline and efficiency, and to establish and enforce rules and regulations governing the conduct of the employees, is the exclusive function and responsibility of the Employer, subject to the terms and conditions of this Agreement. All matters concerning the operations of the Employer not specifically dealt with herein shall be reserved to the Employer and be its exclusive responsibility. Management acknowledges that it shall exercise its rights in a manner that is fair and reasonable and consistent with the terms of this Agreement.
RECOGNITION AND MANAGEMENT RIGHTS. 2.1 The Company recognizes the Union as the sole bargaining agent for all CCMs in accordance with the Board Order No 10239-U date March 27, 2012.
2.2 The Company retains the exclusive control over all matters concerning the operation, management and administration of its business, and CCMs, except as may be restricted or altered by the terms and provisions of this Agreement.
RECOGNITION AND MANAGEMENT RIGHTS. 2.1. The Company recognizes The Sunwing Pilots Association of Canada (SUNPAC) as the sole bargaining agent for all Flight Crew Members in accordance with the Board Order No. 26658-C dated January 31, 2008.
2.2. The Company retains the exclusive control over all matters concerning the operation, management and administration of its business, and Flight Crew Members, except as may be restricted or altered by the terms and provisions of this Agreement.
2.3. Examples of the Companyʼs rights shall include, but not be limited to, the following:
a) Select, hire, transfer, furlough and promote Flight Crew Members, and demote, discipline, or discharge Flight Crew Members with just and reasonable cause (other than probationary Flight Crew Members, that can be discharged in accordance with section 18), and to require Flight Crew Members to observe reasonable rules and regulations which may be promulgated by the Company, provided such rules are not inconsistent with the terms and provisions of this Agreement;
b) Maintain order, discipline, and efficiency;
c) Determine and change the service and business of the Company, and the schedules with respect to same;
d) Determine and change the location where the Companyʼs business is carried on;
e) Determine and change the methods of carrying out the Companysʼ business and service; and
f) Determine reasonable standards for the performance of work.
RECOGNITION AND MANAGEMENT RIGHTS. (a) The Company recognizes the Union as the sole and exclusive representative for the purpose of collective bargaining for the unlicensed personnel employed on the Company's ships, which unlicensed personnel are hereinafter referred to as "employees" which word shall include the singular as well as the masculine and feminine.
(b) The Union agrees that the Master, Chief Engineer, or designated Management representative have the exclusive right to hire, suspend, or discharge employees for cause, direct the crew, determine qualifications, promote or lay-off employees
(c) Probationary Employees
1. An Employee (other than a relief employee, job sharer or temporary employee as defined below) shall be considered to be a probationary employee until they have been employed by the Company in the bargaining unit for a period of ninety (90) days working on a vessel. During the period of probation, the employee's knowledge, skill and ability for employment will be assessed by the Company.
2. At any time during the period of probation, an employee may be released by the Company if the Company judges the employee unsuitable for employment. In the event a probationary employee grieves their release, the Company shall be required to show that it acted reasonably in judging the employee unsuitable for employment with the Company.
3. Relief employees, job sharers and temporary employees are not considered employees on probation and may be released at any time.
RECOGNITION AND MANAGEMENT RIGHTS. The City, and where appropriate, the Police Commission recognizes the Association as the exclusive representative of all permanent full-time and part time Department Heads and Management employees as listed in Section I in the following position classifications: Assessor City Engineer Principal Planner Welfare Director City Auditor Community Development Director Controller Communications Supervisor IT Manager Building Inspector Deputy Assessor I Chief Building Inspector Deputy Library Director Office Manager Assistant Library Director Housing Specialist Economic Development Director Deputy Finance Director Finance Director Environmental Health Officer Library Director Assistant Building Inspector Planner 1 Associate Planner Planning Director Accountant I Plumbing/Mechanical Inspector Accountant II Recreation Director Welfare Case Technician Special Projects Manager Housing Code Inspector Webmaster Purchasing Coordinator Deputy Public Works Director Environmental Planner/Sustainability Division Director (Parking & Trans) Coordinator Revenue Administrator Appraiser II Appraiser I Traffic Engineer Health Inspector Parking Manager Facilities Project Manager Assistant Community Development Director Deputy Tax Collector II Zoning Enforcement Officer Adminstrative Assistant GIS Coordinator Enterprise Accountant Community Development Manager Deputy Assessor II Electrical Inspector Communications Manager Should any position previously mentioned in this section be modified or eliminated, Section 4 B of the City of Portsmouth Policy Memorandum No. 31 effective November 15, 1993 will be followed and the Association will be notified and the City will offer to negotiate concerning the effects of the exercise of its management prerogative. The City, and where appropriate the Police Commission, retains all the right and authority to manage and direct their respective employees, except as otherwise specified in this Agreement. The Association acknowledges the right of the City and the Police Commission to make any rules and regulations governing the conduct of its employees, provided they are not inconsistent with the provisions of this Agreement. In any case where this Agreement is silent on practices, terms or conditions of employment, the Merit System, as amended, shall prevail, unless its provisions are found contrary to the Law. Management will follow the language in the Merit System for disciplinary action excluding #8 (which is contrary to the Law).
RECOGNITION AND MANAGEMENT RIGHTS. A. Recognition The Employer recognizes Fraternal Order of Police New Jersey Labor Council/ Westampton Superior Officers FOP Lodge #147 (“Lodge 147” or “FOP”) as the bargaining agent for the purpose of establishing salaries, wages, hours and other conditions of employment for the employees in this unit. This recognition however shall not be interpreted as having the effect of or in any way abrogating the rights of the Township and Lodge #147 as established pursuant to any Federal or State Statute or Law or the original Resolution or Recognition as adopted by the Township Committee. By executing this Agreement, Lodge #147 and its members and the Township agree to be bound by the terms and conditions and provisions of the Police Manual, provided that if the terms and conditions and provisions of this contract are in conflict with the terms and conditions and provisions of the Police Manual, then the terms and conditions and provisions of this contract shall govern.
RECOGNITION AND MANAGEMENT RIGHTS. The Company recognizes the Union as the sole and exclusive representative for the purpose of collective bargaining for the unlicensed personnel employed on the and Norseman, which unlicensed personnel are hereinafter referred to as “employees”, which word shall include the singular as well as the masculine and feminine. The Union agrees that the Captain, Chief Engineer, or designated Management representative have the exclusive right to hire, suspend, discharge employees for cause, direct the crew, determine qualifications, promote or lay off employees. Probationary Employees An employee shall be considered to be a probationary employee until he or she has been employed by the Company in the bargaining unit for the period of six (6) months. At any time during the period of probation, an employee may be released by the Company if the Company judges the employee unsuitable for per- employment. Any days previously worked for the Company by an employee on a relief basis in the previous twelve (12) months will be counted towards the six (6)month probationary period. Discipline shall be governed by the principles and procedures laid out in the Disciplinary Code as agreed to by the Company and the Union.
RECOGNITION AND MANAGEMENT RIGHTS. The Company recognizes the Union as the sole and exclusive representative for the purpose of collective bargaining for the unlicensed personnel employed on the Company's ships, which unlicensed personnel are hereinafter to as which word shall include the singular as well as the masculine and feminine. The Union agrees Captain, Chief Engineer, or designated Management representative have the exclusive right to hire, suspend, or discharge employees for cause. Whereas only the Captain or Chief Engineer have the exclusive right to direct the crew, determine promote or lay-off employees. Discipline shall be governed by the principles and procedures laid out in the Disciplinary Code as agreed to by the Labour Management The Company agrees that unlicensed personnel engaged by it in Canada will be hired through the office of the Union and the actual selection and hiring of the employee will be through an interview by the Company personnel office prior to being dispatched to the vessel or by the officer responsible aboard the vessel. Unlicensed personnel must be holders of a Canadian passport when appearing for an interview and must comply with all government requirements as set out or amended from time to time.
RECOGNITION AND MANAGEMENT RIGHTS. The Board recognizes the Union as the sole and exclusive bargaining agent for the purposes of collective bargaining on matters of wages, hours and other conditions of employment for all of its cafeteria employees, excluding the Food Service Director,
