RIGHTS AND OBLIGATIONS OF MANAGEMENT. 4.01 It is recognized that the Bonneville Power Administration is an agency of the Government of the United States; that it is dedicated to the accomplishment of the public purposes for which it has been created and to the discharge of the public duties and responsibilities vested in the Administrator.
4.02 In the administration of all matters covered by this Agreement, management officials and employees are governed by existing or future applicable laws and regulations of appropriate authorities including, but not restricted to, rules and regulations of the Office of Personnel Management; by published Department of Energy regulations that apply to BPA and are in existence at the time this Agreement was approved; and by subsequently published Department of Energy policies and regulations that apply to BPA and are required by law or by the regulations of other appropriate authorities required by law.
4.03 In accordance with 5 USC 7106 management officials must retain certain rights. It states:
(a) Subject to subsection (b) of this section, nothing in this chapter shall affect the authority of any management official of any agency:
(1) to determine the mission, budget, organization, number of employees, and internal security practices of the agency; and
(2) in accordance with applicable laws-
(A) to hire, assign, direct, layoff, and retain employees in the agency, or to suspend, remove, reduce in grade or pay, or take other disciplinary action against such employees;
(B) to assign work, to make determinations with respect to contracting out, and to determine the personnel by which agency operations shall be conducted;
(C) with respect to filling positions, to make selections for appointments from-
(i) among properly ranked and certified candidates for promotion, or
(ii) any other appropriate source; and
(D) to take whatever actions may be necessary to carry out the agency mission during emergencies.
(b) Nothing in this section shall preclude any agency and any labor organization from negotiating-
(1) at the election of the agency, on the numbers, types, and grades of employees or positions assigned to any organizational subdivision, work project, or tour of duty, or on the technology, methods, and means of performing work;
(2) procedures which management officials of the agency will observe in exercising any authority under this section; or
(3) appropriate arrangements for employees adversely affected by the exercise of any authority under this section by su...
RIGHTS AND OBLIGATIONS OF MANAGEMENT. 5.01 The Union recognizes that the Employer has the obligation of serving the public with the highest quality of medical care, efficiently and economically, and of meeting medical emergencies. The Union further recognizes the right of the Employer to operate and manage the health care cooperative, including but not limited to, the right to require standards of performance and the maintenance of order and efficiency; to direct employees and determine job assignments; to schedule work; to determine the materials and equipment to be used; to implement improved operational methods and procedures; to determine staffing requirements; to determine the kind and location of facilities, to determine whether the whole or any part of the operation shall
RIGHTS AND OBLIGATIONS OF MANAGEMENT.
5.01 The Union recognizes that the Employer has the obligation of serving the public with the highest quality of medical care, efficiently and economically, and of meeting medical emergencies. The Union further recognizes the right of the Employer to operate and manage the health care organization, including but not limited to, the right to require standards of performance and the maintenance of order and efficiency; to direct employees and determine job
RIGHTS AND OBLIGATIONS OF MANAGEMENT. Section 1
A. To determine the mission, budget, organization, number of employees, and the internal security practices of the agency;
B. To hire, assign, direct, layoff and retain employees, or to suspend, remove, reduce in grade or pay, or take other disciplinary action against employees;
C. To assign work, to make determinations with respect to contracting out, and to determine the personnel by which operations shall be conducted;
D. With respect to filling positions, to make selections for appointments from:
(1) Among properly ranked and certified candidates for promotions; or
(2) Any other appropriate source;
E. To take whatever actions may be necessary to carry out the mission during emergencies;
RIGHTS AND OBLIGATIONS OF MANAGEMENT. Union 3
Section 1. Status of Organization and Officers Section 2. Membership Article 6. Consultation and Negotiations 4
RIGHTS AND OBLIGATIONS OF MANAGEMENT. SECTION 1. In the administration of all matters covered by the CBA, existing and future laws, government-wide regulations, and other binding outside authorities govern the Parties. This includes published Agency and Employer policies and regulations in existence at the time this CBA was approved that are not in conflict with this CBA.
SECTION 2. Nothing in this CBA shall affect the authority of the Employer:
a. To determine the mission, budget, organization, number of Employees, and internal security practices of the organization.
b. In accordance with applicable laws:
(1) To hire, assign, direct, lay off, and retain Employees in the organization.
(2) To suspend, remove, reduce in pay schedule/system, pay, or take other disciplinary action against such Employees.
(3) To assign work, to make determinations with respect to contracting out, and to determine the personnel by which the organization's operations shall be conducted.
(4) With respect to filling positions, to make selections for appointments from among properly ranked and certified candidates for promotion or any other appropriate source.
(5) To determine the numbers, types, and grades of employees or positions assigned to any organizational subdivision, work project, or tour of duty, or the technology, methods, and means of performing work.
(6) To take whatever actions may be necessary to carry out the organization's mission during emergencies.
SECTION 3. The Employer’s Representatives will be treated with dignity and respect by the Union and Employees. Sensitive discussions initiated by Union Representatives with the employer will be conducted in private to the extent possible.
SECTION 4. Employees will be treated with dignity and respect. Sensitive discussions with individuals will be conducted in private to the extent possible.
SECTION 5. The Employer will provide all Bargaining Unit Employees with the telephone number of the Union officials who are designated to represent the Bargaining Unit. The Employer will also list the number of the local President and Union Hall.
RIGHTS AND OBLIGATIONS OF MANAGEMENT. 5.01 The Union recognizes that the Employer has the obligation of serving the public with the highest quality of medical care, efficiently and economically, and of meeting medical emergencies. The Union further recognizes the right of the Employer to operate and manage the health care cooperative, including but not limited to, the right to require standards of performance and the maintenance of order and efficiency; to direct employees and determine job assignments; to schedule work; to determine the materials and equipment to be used; to implement improved operational methods and procedures; to determine staffing requirements; to determine the kind and location of facilities, to determine whether the whole or any part of the operation shall continue to operate; to select and hire employees; to promote, demote and transfer employees; to discipline or discharge employees for just cause; to lay off employees for lack of work or other legitimate reasons; to recall employees; to require reasonable overtime work of employees; to promulgate work rules, regulations and personnel policies, provided that such rights shall not be exercised so as to violate any of the specific provisions of this Agreement.
