Right of Management. 1. The Union recognizes the right of manage- ment to direct and control the policies of manage- ment subject to the obligations of this agreement.
2. It is agreed that the employees will coop- erate with management within the obligations of this agreement to facilitate the efficient operation of the building.
3. If, through the grievance procedure or by decision of the Arbitrator, it shall be found that an employee has been unjustly discharged, such employee shall be reinstated to his former posi- tion without loss of seniority or rank and shall suffer no reduction in salary, and in such event the Grievance Committee or the Arbitrator shall be empowered to determine whether, and to what extent, the employee shall be compensated by the Employer for time lost.
4. It is agreed that in the case of substantial or unreasonable reduction of force, the Union may invoke the grievance procedure on a claim that such reduction has created an unreasonable hard- ship on the remaining employees. In the event of failure of the Grievance Committee to resolve the issue, it may be submitted to arbitration.
5. The Employer shall not impose discipline on employees for events occurring more than thirty (30) days prior to the imposition of disci- xxxxx unless the Grievance Committee or the Arbitrator find that the Employer did not and could not reasonably have known of the existence of said occurrence within thirty (30) days. This provision shall not be construed to preclude an Arbitrator from receiving evidence of past disci- xxxxx at any proceeding under this agreement.
6. All written disciplinary warnings for absenteeism, tardiness or any other attendance issue shall be null and void two (2) years after the date on which they were issued, provided that the employee has not received any other discipline during that two (2) year period.
7. The Union will continue to cooperate with the employer on issues involving security and qualifications of employees. Any disputes under this provision shall be subject to grievance and arbitration.
8. The Union recognizes that many Em- ployers covered by this Agreement provide a service of critical importance to a customer or customers. If a customer demands that an Employer remove an employee from further employment at a location, the Employer shall have the right to comply with such demand. However, unless the Employer has cause to dis- charge the employee, the Employer will place the employee in a job at another facility covered by Article...
Right of Management. Section A. The management of the Company and the directions of the working force, including the right to plan direct and control retail operations to hire, layoff or relieve employees from duties, to maintain the discipline and efficiency of the employees and to require employees to observe company rules and regulations, demote or dis charge employees for cause, are to be the sole right of, and function of the Employer.
Section B. The parties agree that the foregoing enumer ation of management’s rights shall not be deemed to ex clude other functions not specifically set forth. The Employer therefore, retaining all rights not otherwise specifically covered in this Agreement.
Section C. The exercise of the foregoing rights shall not alter any of the specific provisions of this Agreement, nor shall they be used to discriminate against any member of the Union.
Right of Management. 1. The Association recognizes the right of management to direct and control management policies subject to the obligations of this agreement. Employees will cooperate with management within the obligations of this agreement in order to facilitate efficient operation.
2. The Association recognizes the right of management to exercise flexibility in the interest of efficient operations. Flexibility is construed to mean the right to transfer Public Safety Officers from shifts and locations with reasonable notice to the effected employee and recognition of seniority. The right of management to transfer Public Safety Officers from shifts and locations will also not be abused or cause undue hardship.
3. Management will not allow an employee to bump another employee from their current position, shift, or schedule except as noted in Article 27.
Right of Management. Xxxxxx Lakeside at Reeds Landing reserves the absolute right of management. Xxxxxx Lakeside at Reeds Landing reserves the right to accept or reject any person for residency. Residents do not have the right to manage or to determine admissions, terms of admission, or transfer of any other Resident.
Right of Management. NEWBURY COURT reserves the absolute right of management. NEWBURY COURT reserves the right to accept or reject any person for residency. RESIDENTS do not have the right to manage or set policy or to determine admissions, terms of admission, or transfer of other RESIDENTS. NEWBURY COURT reserves the right to pursue the expansion, demolition, or renovation of any of its buildings on the Concord property.
Right of Management. The right to hire, discharge, or suspend, and all other rights of plant management, including the right to relieve employees from duty because of lack of work, or for other legitimate reasons, is at all times vested in the Company and its representatives, provided that no such action will be taken for the purpose of discrimination against any employees, and nothing on this section will supersede the specific provisions of any other section of this Agreement.
Right of Management. Xxxxxx House reserves the absolute right of management. Xxxxxx House reserves the right to accept or reject any person for residency. Residents do not have the right to manage or to determine admissions, terms of admission, or transfer of any other Resident.
Right of Management. 1. The Union recognizes the right of management to direct and control the policies of management subject to the obligations of this agreement.
2. It is agreed that the employees will cooperate with management within the obligations of this agreement to facilitate the efficient operation of the building.
3. If, through the grievance procedure or by decision of the Arbitrator, it shall be found that an employee has been unjustly discharged, such employee shall be reinstated to his former position without loss of seniority or rank and shall suffer no reduction in salary, and in such event the Grievance Committee or the Arbitrator shall be empowered to determine whether, and to what extent, the employee shall be compensated by the Employer for time lost.
4. It is agreed that in the case of substantial or unreasonable reduction of force, the Union may invoke the grievance procedure on a claim that such reduction has created an unreasonable hardship on the remaining employees. In the event of failure of the Grievance Committee to resolve the issue, it may be submitted to arbitration.
5. The Employer shall not impose discipline on employees for events occurring more than thirty
Right of Management. The Board retains all rights of management and authority as conferred by law and decisions and directives of the Commissioner of Education. In cases where the provisions of this Agreement conflict with the rights of management so conferred, the conferred rights of management and authority shall prevail.
Right of Management. 1. The Union recognizes the right of manage- ment to direct and control the policies of management subject to the obligations of this agreement.
2. It is agreed that the employees xxxx xxxxxx- ate with management within the obligations of this agreement to facilitate the efficient operation of the building.
3. If, through the grievance procedure or by decision of the Arbitrator, it shall be found that an employee has been unjustly discharged, such em- ployee shall be reinstated to his former position without loss of seniority or rank and shall suffer no reduction in salary, and in such event the Grievance Committee or the Arbitrator shall be empowered to determine whether, and to what extent, the employee shall be compensated by the Employer for time lost.
4. It is agreed that in the case of substantial or unreasonable reduction of force, the Union may invoke the grievance procedure on a claim that such reduction has created an unreasonable hardship on the remaining employees. In the event of failure of the Grievance Committee to resolve the issue, it may be submitted to arbitration.
5. The Employer shall not impose discipline on employees for events occurring more than thirty
