Common use of Right of Management Clause in Contracts

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 1, Sec. 1 of this Agreement without loss of seniority or reduction in pay or benefits, or termi- nate the employee and pay termination pay, in the amount of three months wages and benefit fund contributions, provided that the employee exe- cutes a general release in a form satisfactory to the Employer. Actions taken under this provision are subject to the grievance and arbitration proce- dure (Articles V and VI). The Union has the right to subpoena the customer to testify at the arbitra- tion, and unless extraordinary circumstances are present, it is expected that the customer will appear at the hearing. The Arbitrator may order the employee to be reinstated to the building.

Right of Management. 1. The Union recognizes the right of manage- ment management to direct and control the policies of manage- ment management subject to the obligations of this agreement. 2. It is agreed that the employees will coop- erate 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 his/her former posi- tion 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 hard- ship 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 (30) days prior to the imposition of disci- xxxxx discipline 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 discipline 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 discharge the employee, the Employer will place the employee in a job at another facility covered by Article 1I, Sec. 1 of this Agreement without loss of seniority or reduction in pay or benefits, or termi- nate terminate the employee and pay termination pay, in the amount of three months wages and benefit fund contributions, provided that the employee exe- cutes executes a general release in a form satisfactory to the Employer. Actions taken under this provision are subject to the grievance and arbitration proce- dure procedure (Articles V and VI). The Union has the right to subpoena the customer to testify at the arbitra- tion, and unless extraordinary circumstances are present, it is expected that the customer will appear at the hearing. The Arbitrator may order the employee to be reinstated to the building.

Right of Management. 1. The Union recognizes the right of manage- ment management to direct and control the policies of manage- ment management subject to the obligations of this agreement. 2. It is agreed that the employees will coop- erate 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 posi- tion 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 hard- ship 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 fifteen (3015) days prior to the imposition of disci- xxxxx discipline 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 fifteen (3015) days. This provision shall not be construed to preclude an Arbitrator from receiving evidence of past disci- xxxxx discipline 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 1, Sec. 1 of this Agreement without loss of seniority or reduction in pay or benefits, or termi- nate the employee and pay termination pay, in the amount of three months wages and benefit fund contributions, provided that the employee exe- cutes a general release in a form satisfactory to the Employer. Actions taken under this provision are subject to the grievance and arbitration proce- dure (Articles V and VI). The Union has the right to subpoena the customer to testify at the arbitra- tion, and unless extraordinary circumstances are present, it is expected that the customer will appear at the hearing. The Arbitrator may order the employee to be reinstated to the building.