Common use of RIGHTS OF MANAGEMENT Clause in Contracts

RIGHTS OF MANAGEMENT. ‌ 17.1 The right to hire, promote, discipline and discharge for just cause, improve efficiency, and determine the work schedules and location of the Employer’s headquarters are examples of management prerogatives. The Employer retains its right to manage and operate its departments except as may be limited by the express provisions of this Agreement. 17.2 Delivery of municipal services in the most efficient, effective and courteous manner is of paramount importance to the Employer, and as such, maximized performance is recognized to be an obligation of employees covered by this Agreement. In order to achieve this goal, the parties hereby recognize the Employer's right to determine the methods, processes and means of providing municipal services; the right to increase, diminish or change operations, in whole or in part; the right to determine municipal equipment, including the introduction of any and all new, improved or automated methods or equipment; and the assignment of employees to a specific job within the bargaining unit in accordance with their job classification or title. 17.3 The Union recognizes the Employer's right to establish and/or revise performance evaluation system(s). Such system(s) may be used to determine acceptable performance levels, prepare work schedules and measure the performance of employees. In establishing new and/or revising existing evaluation system(s), the Employer will meet prior to implementation with the Labor-Management Committee to jointly discuss such performance standards. 17.4 The Employer agrees that performance standards will be reasonable. 17.5 The City will make every effort to utilize its employees to perform all work, but the City reserves the right to contract out for work under the following guidelines: (1) required expertise is not available within the City work force, or (2) the contract will result in cost savings to the City, or (3) the occurrence of peak loads above the work force capability. Determination as to (1), (2), or (3) above will be made by the Presiding Judge, Prior to approval by the Presiding Judge to contract out work under this provision, the Union will be notified. The Presiding Judge will make available to the Union upon request (1) a description of the services to be so performed, and (2) the detailed factual basis supporting the reasons for such action. The Union may grieve contracting out for work as described herein, if such contract involves work normally performed by employees covered by this Agreement. No later than June 1, 2020, the parties agree to reopen the contracting provisions related to notice and types of information when the City is contracting out work, and provisions related to comparable wages and benefits when work is contracted out. Contracting out will be a part of the LMLC work plan for 2019-2020.

RIGHTS OF MANAGEMENT. ‌ 17.1 3.1 The right to hire, promote, discipline and discharge for just cause, improve efficiency, and determine the work schedules and the location of the Employer’s department headquarters are examples of management prerogatives. The Employer However, it is understood that the City retains its right to manage and operate its departments except as may be limited by the an express provisions provision of this Agreement. 17.2 Delivery of municipal services in the most efficient, effective and courteous manner is of paramount importance to the Employer, and as such, maximized performance is recognized to be an obligation of employees covered by this Agreement. In order to achieve this goal, the parties hereby recognize the Employer's right to determine the methods, processes and means of providing municipal services; the right to increase, diminish or change operations, in whole or in part; the right to determine municipal equipment, including the introduction of any and all new, improved or automated methods or equipment; and the assignment of employees to a specific job within the bargaining unit in accordance with their job classification or title. 17.3 The Union recognizes the Employer's right to establish and/or revise performance evaluation system(s). Such system(s) may be used to determine acceptable performance levels, prepare work schedules and measure the performance of employees. In establishing new and/or revising existing evaluation system(s), the Employer will meet prior to implementation with the Labor-Management Committee to jointly discuss such performance standards. 17.4 The Employer agrees that performance standards will be reasonable. 17.5 3.2 The City will make every effort to utilize its employees to perform all work, but the City reserves the right to contract out for work under the following guidelines: (1) required expertise is not available within the City work force, or (2) the contract will result in cost savings to the City, or (3) the occurrence of peak loads above the work force capability. Determination as to (1), (2), or (3) above will shall be made by the Presiding Judgedepartment head involved, Prior and their determination in such case shall be final, binding and not subject to the grievance procedure; provided, however, prior to approval by the Presiding Judge department head involved to contract out work under this provision, the Union will shall be notified. The Presiding Judge will department head involved shall make available to the Union Local 17 upon request request (1) a description of the services to be so performed, and (2) the detailed factual basis supporting the reasons for such action. . 3.3 The Union may grieve contracting out for work as described hereinin Section 3.2 of this Article, if such contract involves work normally performed by employees covered by this Agreement. 3.4 The City recognizes that in some cases it makes sense to convert contract work to regular positions. No later than June 1The City will, 2020during its budget process, review the use of contractors in the terms of nature of work, the duration, and the number of hours of contractor work being performed. Based on the review, if the City determines there is an ongoing need, the City will, in good faith, determine whether or not the circumstances warrant the proposal of additional regular positions. The City will be cognizant of its commitment not to use contractors which would cause the layoff of employees covered by this agreement. 3.5 Delivery of municipal services in the most efficient, effective, and courteous manner is of paramount importance to the City and as such, maximized productivity is recognized to be an obligation of the parties to this Agreement. In order to achieve this goal, the parties agree hereby recognize the City's right to reopen determine the contracting provisions related methods, processes, and means of providing municipal services; the right to notice increase or diminish operations, in whole or in part; the right to increase, diminish, or change municipal equipment, including the introduction of any and types all new, improved, or automated methods or equipment; the assignment of information when employees to specific jobs within the bargaining unit; the right to temporarily assign employees to a specific job or position outside the bargaining unit; and the right to determine appropriate work out-of-class assignments. 3.6 The Union recognizes the City's right to establish and/or revise its performance evaluation system(s). Such systems may be used to determine acceptable performance levels, prepare work schedules, and to measure the performance of each employee or groups of employees. In establishing new and/or revising existing performance evaluation system(s) the City is contracting out workshall, and provisions related prior to comparable wages and benefits when work is contracted out. Contracting out will be implementation, place said changes on an agenda of a part of the LMLC work plan Labor- Management meeting for 2019-2020discussion.

RIGHTS OF MANAGEMENT. ‌ 17.1 3.1 The right to hire, promotepromote (in accordance with the Personnel Ordinance), discipline and discipline, and/or discharge for just cause, improve efficiency, and determine the work schedules and location of the Employer’s department headquarters are examples of management prerogatives. The Employer It is also understood that the City retains its right to manage and operate its departments except as may be limited by the an express provisions provision of this Agreement. This Agreement shall not limit the right of the City to contract for services of any and all types. 17.2 3.2 Delivery of municipal services in the most efficient, effective effective, and courteous manner is of paramount importance to the Employer, City and as such, maximized performance productivity is recognized to be an obligation of employees covered by this Agreement. In order to achieve this goal, the parties hereby recognize the EmployerCity's right to determine the methods, processes processes, and means of providing municipal services; the right to increase, increase or diminish or change operations, in whole or in part; the right to determine municipal increase or diminish equipment, including the introduction of any and all new, improved improved, or automated methods or equipment; and the assignment of employees to specific jobs, including the right to temporarily assign employees to a specific job within or position outside the bargaining unit in accordance with their and the right to determine appropriate work-out-of-class assignments; the determination of job classification content and/or job duties and the combination or titleconsolidation of jobs; provided, however, the exercise of such rights contained herein shall not modify or change any provision of this Agreement without the written concurrence of the Union and the City. 17.3 3.3 The Union recognizes the EmployerCity's right to establish and/or revise performance evaluation system(s)standards. Such system(s) standards may be used to determine acceptable performance levels, prepare work schedules schedules, and to measure the performance of each employee or groups of employees. In establishing new and/or revising existing evaluation system(s), the Employer will meet prior to implementation with the Labor-Management Committee to jointly discuss such performance standards. 17.4 The Employer agrees that performance standards will be reasonable. 17.5 3.4 The City will make every effort to utilize its employees to perform all work, but the City reserves the right to contract out for work under the following guidelines: (1) required expertise is not available within the City work force, or (2) the contract will result in cost savings to the City, or (3) the occurrence of peak loads above the work force capability. Determination as to (1), (2), or (3) above will shall be made by the Presiding Judgedepartment head involved, Prior and their determination in such case shall be final, binding and not subject to the grievance procedure; provided, however, prior to approval by the Presiding Judge department head involved to contract out work under this provision, the Union will shall be notified. The Presiding Judge will department head involved shall make available to the Union upon request request (1) a description of the services to be so performed, and (2) the detailed factual basis supporting the reasons for such action. The Union may grieve contracting out for work as described herein, if such contract involves work normally performed by employees covered by this Agreement. No later than June 1, 2020, the parties agree to reopen the contracting provisions related to notice and types of information when the City is contracting out work, and provisions related to comparable wages and benefits when work if that contract is contracted out. Contracting out will be a part the cause of the LMLC work plan for 2019-2020layoff of employees covered by this Agreement.

RIGHTS OF MANAGEMENT. ‌ 17.1 3.1 The right to hire, promote, discipline and discharge for just cause, improve efficiency, and determine the work schedules and the location of the Employer’s department headquarters are examples of management prerogatives. The Employer However, it is understood that the City retains its right to manage and operate its departments except as may be limited by the an express provisions provision of this Agreement. 17.2 Delivery of municipal services in the most efficient, effective and courteous manner is of paramount importance to the Employer, and as such, maximized performance is recognized to be an obligation of employees covered by this Agreement. In order to achieve this goal, the parties hereby recognize the Employer's right to determine the methods, processes and means of providing municipal services; the right to increase, diminish or change operations, in whole or in part; the right to determine municipal equipment, including the introduction of any and all new, improved or automated methods or equipment; and the assignment of employees to a specific job within the bargaining unit in accordance with their job classification or title. 17.3 The Union recognizes the Employer's right to establish and/or revise performance evaluation system(s). Such system(s) may be used to determine acceptable performance levels, prepare work schedules and measure the performance of employees. In establishing new and/or revising existing evaluation system(s), the Employer will meet prior to implementation with the Labor-Management Committee to jointly discuss such performance standards. 17.4 The Employer agrees that performance standards will be reasonable. 17.5 3.2 The City will make every effort to utilize its employees to perform all work, but the City reserves the right to contract out for work under the following guidelines: (1) required expertise is not available within the City work force, or (2) the contract will result in cost savings to the City, or (3) the occurrence of peak loads above the work force capability. Determination as to (1), (2), or (3) above will shall be made by the Presiding Judge, Prior department head involved prior to approval by the Presiding Judge department head involved to contract out work under this provision, the Union will shall be notified. The Presiding Judge will City shall provide consistent and uniform contracting out notice from each City department to the Union. The department head involved shall make available to the Union Local 17 upon request request (1) a description of the services to be so performed, and (2) the detailed factual basis supporting the reasons for such action. . 3.3 The Union may grieve contracting out for work as described hereinin Section 3.2 of this Article, if such contract involves work normally performed by employees covered by this Agreement. 3.4 The City recognizes that in some cases it makes sense to convert contract work to regular positions. No later than June 1The City will, 2020during its budget process, review the use of contractors in the terms of nature of work, the duration, and the number of hours of contractor work being performed. Based on the review, if the City determines there is an ongoing need, the City will, in good faith, determine whether or not the circumstances warrant the proposal of additional regular positions. The City will be cognizant of its commitment not to use contractors which would cause the layoff of employees covered by this agreement. 3.5 Delivery of municipal services in the most efficient, effective, and courteous manner is of paramount importance to the City and as such, maximized productivity is recognized to be an obligation of the parties to this Agreement. In order to achieve this goal, the parties agree hereby recognize the City's right to reopen determine the contracting provisions related methods, processes, and means of providing municipal services; the right to notice increase or diminish operations, in whole or in part; the right to increase, diminish, or change municipal equipment, including the introduction of any and types all new, improved, or automated methods or equipment; the assignment of information when employees to specific jobs within the bargaining unit; the right to temporarily assign employees to a specific job or position outside the bargaining unit; and the right to determine appropriate work out-of-class assignments. 3.6 The Union recognizes the City's right to establish and/or revise its performance evaluation system(s). Such systems may be used to determine acceptable performance levels, prepare work schedules, and to measure the performance of each employee or groups of employees. In establishing new and/or revising existing performance evaluation system(s) the City is contracting out workshall, and provisions related prior to comparable wages and benefits when work is contracted out. Contracting out will be implementation, place said changes on an agenda of a part of the LMLC work plan Labor- Management meeting for 2019-2020discussion.

RIGHTS OF MANAGEMENT. ‌ 17.1 3.1 The right to hire, promote, discipline management of the Seattle Municipal Court and discharge for just cause, improve efficiency, and determine the direction of the work schedules and location of force are vested exclusively in the Employer’s headquarters are examples of management prerogatives. The Employer retains its right to manage and operate its departments , except as may be limited by the an express provisions provision of this Agreement. 17.2 Delivery 3.2 Except where limited by an express provision of municipal services in the most efficient, effective and courteous manner is of paramount importance to the Employer, and as such, maximized performance is recognized to be an obligation of employees covered by this Agreement. In order to achieve this goal, the parties hereby recognize Employer reserves the Employer's right to manage and operate the Municipal Court at its discretion. A nonexclusive listing or examples of such rights include the right: A. To recruit, hire, assign, transfer, promote, discipline, or discharge employees; B. To determine the methods, processes processes, means and means personnel necessary for providing services of providing municipal services; the right to increaseMunicipal Court, diminish including the increase or diminution or change of operations, in whole or in part; the right to determine municipal equipment, including the introduction of any and all new, improved or improved, automated methods or equipment; and , the assignment of employees to a specific jobs, the determination of job within content and/or job duties, and the bargaining unit in accordance with their job classification combination or title.consolidation of jobs; 17.3 C. The Union recognizes the Employer's right to establish and/or revise set standards of work performance evaluation system(s). Such system(s) may be used and to evaluate performance; D. To determine acceptable performance levelshours of work, prepare work schedules and measure the performance location of employees. In establishing new and/or revising existing evaluation system(s), the Employer will meet prior to implementation with the Labor-Management Committee to jointly discuss such performance standards.work assignments and offices; 17.4 The Employer agrees that performance standards will be reasonable. 17.5 E. The City will make every effort to utilize its employees to perform all work, but the City reserves the right to contract out for work under the following guidelines: (1) required expertise is not available within the City work force, or (2) the contract will result in cost savings to the City, or (3) the occurrence of peak loads above the work force capability. Determination as to (1), (2), or (3) above will be made by the Presiding JudgeMunicipal Court Administrator, Prior and the determination in such case, prior to approval by the Presiding Judge Municipal Court Administrator to contract out work under this provision, the Union Guild will be notified. The Presiding Judge Court will provide consistent and uniform contracting out notice from each Court department to the Guild. The Municipal Court Administrator will make available to the Union Guild upon request request (1) a description of the services to be so performed, and (2) the detailed factual basis supporting the reasons for such action. The Union Guild may grieve contracting out for work as described hereinabove, if such contract involves work normally performed by employees covered by this Agreement. No later than June 1, 2020, the parties agree to reopen the contracting provisions related to notice and types of information when the City Court is contracting out work, and provisions related to comparable wages and benefits when work is contracted out. Contracting out Out will be a part of the LMLC work plan for 2019-2020. F. To temporarily assign employees to a specific job or position outside the bargaining unit for such purposes as peak workload demands; training; to fill-in for the absence of the Chief Marshal; emergency situations; and to accommodate injuries. G. To maintain, administer, and modify, as deemed necessary, the Municipal Court Policies and Procedures; H. To control the Municipal Court budget; I. To determine rules relating to acceptable employee conduct; J. To change, at any time, any work schedule/pay practice in which an employee, by action of the City, receives eight (8) hours’ pay for less than eight (8) hours work, so as to require such an employee to work eight (8) hours per day for eight (8) hours’ pay, or to pay such employee for the actual hours worked; K. To determine the uniform required to be worn, as well as the vendors to be used for the purchase of uniforms; L. To conduct inspections to insure employees report for duty in a full and presentable uniform. 3.3 The employer reserves the right to take whatever actions are necessary in emergencies to assure the proper functioning of the Municipal Court.

RIGHTS OF MANAGEMENT. ‌ 17.1 The right to hire, promote, discipline and discharge for just cause, improve efficiency, and determine the work schedules and location of the Employer’s headquarters are examples of management prerogatives. The Employer retains its right to manage and operate its departments except as may be limited by the express provisions of this Agreement. 17.2 Delivery of municipal services in the most efficient, effective and courteous manner is of paramount importance to the Employer, and as such, maximized performance is recognized to be an obligation of employees covered by this Agreement. In order to achieve this goal, the parties hereby recognize the Employer's right to determine the methods, processes and means of providing municipal services; the right to increase, diminish or change operations, in whole or in part; the right to determine municipal equipment, including the introduction of any and all new, improved or automated methods or equipment; and the assignment of employees to a specific job within the bargaining unit in accordance with their job classification or title. 17.3 The Union recognizes the Employer's right to establish and/or revise performance evaluation system(s). Such system(s) may be used to determine acceptable performance levels, prepare work schedules and measure the performance of employees. In establishing new and/or revising existing evaluation system(s), the Employer will shall meet prior to implementation with the Labor-Management Committee to jointly discuss such performance standards. 17.4 The Employer agrees that performance standards will shall be reasonable. 17.5 The City will make every effort to utilize its employees to perform all work, but the City reserves the right to contract out for work under the following guidelines: (1) required expertise is not available within the City work force, or (2) the contract will result in cost savings to the City, or (3) the occurrence of peak loads above the work force capability. Determination as to (1), (2), or (3) above will shall be made by the Presiding Judge, Prior whose determination shall be final, binding and not subject to the grievance procedure; provided, however, prior to approval by the Presiding Judge to contract out work under this provision, the Union will shall be notified. The Presiding Judge will shall make available to the Union upon request request (1) a description of the services to be so performed, and (2) the detailed factual basis supporting the reasons for such action. The Union may grieve contracting out for work as described herein, if such contract involves work normally performed by employees covered by this Agreement. No later than June 1, 2020, the parties agree to reopen the contracting provisions related to notice and types of information when the City is contracting out work, and provisions related to comparable wages and benefits when work is contracted out. Contracting out will be a part of the LMLC work plan for 2019-2020.

RIGHTS OF MANAGEMENT. ‌ 17.1 3.1 The right to hire, promotepromote (in accordance with the Personnel Ordinance), discipline and discipline, and/or discharge for just cause, improve efficiency, and determine the work schedules and location of the Employer’s department headquarters are examples of management prerogatives. The Employer It is also understood that the City retains its right to manage and operate its departments except as may be limited by the an express provisions provision of this Agreement. This Agreement shall not limit the right of the City to contract for services of any and all types. 17.2 3.2 Delivery of municipal services in the most efficient, effective effective, and courteous manner is of paramount importance to the Employer, City and as such, maximized performance productivity is recognized to be an obligation of employees covered by this Agreement. In order to achieve this goal, the parties hereby recognize the EmployerCity's right to determine the methods, processes processes, and means of providing municipal services; the right to increase, increase or diminish or change operations, in whole or in part; the right to determine municipal increase or diminish equipment, including the introduction of any and all new, improved improved, or automated methods or equipment; and the assignment of employees to specific jobs, including the right to temporarily assign employees to a specific job within or position outside the bargaining unit in accordance with their and the right to determine appropriate work-out-of-class assignments; the determination of job classification content and/or job duties and the combination or titleconsolidation of jobs; provided, however, the exercise of such rights contained herein shall not modify or change any provision of this Agreement without the written concurrence of the Union and the City. 17.3 3.3 The Union recognizes the EmployerCity's right to establish and/or revise performance evaluation system(s)standards. Such system(s) standards may be used to determine acceptable performance levels, prepare work schedules schedules, and to measure the performance of each employee or groups of employees. In establishing new and/or revising existing evaluation system(s), the Employer will meet prior to implementation with the Labor-Management Committee to jointly discuss such performance standards. 17.4 The Employer agrees that performance standards will be reasonable. 17.5 3.4 The City will make every effort to utilize its employees to perform all work, but the City reserves the right to contract out for work under the following guidelines: (1) required expertise is not available within the City work force, or (2) the contract will result in cost savings to the City, or (3) the occurrence of peak loads above the work force capability. Determination as to (1), (2), or (3) above will shall be made by the Presiding Judgeappointing authority involved, Prior and their determination in such case shall be final, binding and not subject to the grievance procedure; provided, however, prior to approval by the Presiding Judge appointing authority involved to contract out work under this provision, the Union will shall be notified. The Presiding Judge will appointing authority involved shall make available to the Union upon request request (1) a description of the services to be so performed, and (2) the detailed factual basis supporting the reasons for such action. The Union may grieve contracting out for work as described herein, if such contract involves work normally performed by employees covered by this Agreement. No later than June 1, 2020, the parties agree to reopen the contracting provisions related to notice and types of information when the City is contracting out work, and provisions related to comparable wages and benefits when work is contracted out. Contracting out will be a part of the LMLC work plan for 2019-2020.

RIGHTS OF MANAGEMENT. ‌ 17.1 The right to hire, promote, discipline and discharge for just cause, improve efficiency, and determine the work schedules and location of the Employer’s headquarters are examples of management prerogatives. The Employer retains its right to manage and operate its departments except as may be limited by the express provisions of this Agreement. 17.2 Delivery of municipal services in the most efficient, effective and courteous manner is of paramount importance to the Employer, and as such, maximized performance is recognized to be an obligation of employees covered by this Agreement. In order to achieve this goal, the parties hereby recognize the Employer's right to determine the methods, processes and means of providing municipal services; the right to increase, diminish or change operations, in whole or in part; the right to determine municipal equipment, including the introduction of any and all new, improved or automated methods or equipment; and the assignment of employees to a specific job within the bargaining unit in accordance with their job classification or title. 17.3 The Union recognizes the Employer's right to establish and/or revise performance evaluation system(s). Such system(s) may be used to determine acceptable performance levels, prepare work schedules and measure the performance of employees. In establishing new and/or revising existing evaluation system(s), the Employer will meet prior to implementation with the Labor-Management Committee to jointly discuss such performance standards. 17.4 The Employer agrees that performance standards will be reasonable. 17.5 The City will make every effort to utilize its employees to perform all work, but the City reserves the right to contract out for work under the following guidelines: (1) required expertise is not available within the City work force, or (2) the contract will result in cost savings to the City, or (3) the occurrence of peak loads above the work force capability. Determination as to (1), (2), or (3) above will be made by the Presiding Judge, Prior to approval by the Presiding Judge to contract out work under this provision, the Union will be notified. The Presiding Judge will make available to the Union upon request (1) a description of the services to be so performed, and (2) the detailed factual basis supporting the reasons for such action. The Union may grieve contracting out for work as described herein, if such contract involves work normally performed by employees covered by this Agreement. No later than June 1, 2020, the parties agree to reopen the contracting provisions related to notice and types of information when the City is contracting out work, and provisions related to comparable wages and benefits when work is contracted out. Contracting out our will be a part of the LMLC work plan for 2019-2020.

RIGHTS OF MANAGEMENT. ‌ 17.1 3.1 The right to hire, promotepromote (in accordance with the Personnel Ordinance), discipline and discipline, and/or discharge for just cause, improve efficiency, and determine the work schedules and location of the Employer’s department headquarters are examples of management prerogatives. The Employer It is also understood that the City retains its right to manage and operate its departments except as may be limited by the an express provisions provision of this Agreement. This Agreement shall not limit the right of the City to contract for services of any and all types. 17.2 3.2 Delivery of municipal services in the most efficient, effective effective, and courteous manner is of paramount importance to the Employer, City and as such, maximized performance productivity is recognized to be an obligation of employees covered by this Agreement. In order to achieve this goal, the parties hereby recognize the EmployerCity's right to determine the methods, processes processes, and means of providing municipal services; the right to increase, increase or diminish or change operations, in whole or in part; the right to determine municipal increase or diminish equipment, including the introduction of any and all new, improved improved, or automated methods or equipment; and the assignment of employees to specific jobs, including the right to temporarily assign employees to a specific job within or position outside the bargaining unit in accordance with their and the right to determine appropriate work-out-of-class assignments; the determination of job classification content and/or job duties and the combination or titleconsolidation of jobs; provided, however, the exercise of such rights contained herein shall not modify or change any provision of this Agreement without the written concurrence of the Union and the City. 17.3 3.3 The Union recognizes the EmployerCity's right to establish and/or revise performance evaluation system(s)standards. Such system(s) standards may be used to determine acceptable performance levels, prepare work schedules schedules, and to measure the performance of each employee or groups of employees. In establishing new and/or revising existing evaluation system(s), the Employer will meet prior to implementation with the Labor-Management Committee to jointly discuss such performance standards. 17.4 The Employer agrees that performance standards will be reasonable. 17.5 3.4 The City will make every effort to utilize its employees to perform all work, but the City reserves the right to contract out for work under the following guidelines: (1) required expertise is not available within the City work force, or (2) the contract will result in cost savings to the City, or (3) the occurrence of peak loads above the work force capability. . 3.4.1 Determination as to (1), (2), or (3) above will shall be made by the Presiding Judge, appointing authority involved. Prior to approval by the Presiding Judge appointing authority involved to contract out work under this provision, the Union will shall be notified. The Presiding Judge will City shall provide consistent and uniform contracting out notice from each City department to the Union. The appointing authority involved shall make available to the Union upon request request (1) a description of the services to be so performed, and (2) the detailed factual basis supporting the reasons for such action. . 3.4.2 The Union may grieve contracting out for work as described herein, if such contract involves work normally performed by employees covered by this Agreement. . 3.4.3 No later than June 1, 2020, 2020 the parties agree to reopen the contracting provisions related to notice and types of information when the City is contracting out work, and provisions related to comparable wages and benefits when work is contracted out. . 3.4.4 Contracting out Out will be a part of the LMLC work plan for 2019-2020. 3.4.5 No later than June 1, 2020 the parties agree to reopen the contracting provisions related to notice and types information when the City is contracting out work, and provisions related to comparable wages and benefits when work is contracted out.

RIGHTS OF MANAGEMENT. ‌ 17.1 3.1 The right to hire, promotepromote (in accordance with the Personnel Ordinance), discipline and discipline, and/or discharge for just cause, improve efficiency, and determine the work schedules and location of the Employer’s department headquarters are examples of management prerogatives. The Employer It is also understood that the City retains its right to manage and operate its departments except as may be limited by the an express provisions provision of this Agreement. This Agreement shall not limit the right of the City to contract for services of any and all types. 17.2 3.2 Delivery of municipal services in the most efficient, effective effective, and courteous manner is of paramount importance to the Employer, City and as such, maximized performance productivity is recognized to be an obligation of employees covered by this Agreement. In order to achieve this goal, the parties hereby recognize the EmployerCity's right to determine the methods, processes processes, and means of providing municipal services; the right to increase, increase or diminish or change operations, in whole or in part; the right to determine municipal increase or diminish equipment, including the introduction of any and all new, improved improved, or automated methods or equipment; and the assignment of employees to specific jobs, including the right to temporarily assign employees to a specific job within or position outside the bargaining unit in accordance with their and the right to determine appropriate work-out-of-class assignments; the determination of job classification content and/or job duties and the combination or titleconsolidation of jobs; provided, however, the exercise of such rights contained herein shall not modify or change any provision of this Agreement without the written concurrence of the Union and the City. 17.3 3.3 The Union recognizes the EmployerCity's right to establish and/or revise performance evaluation system(s)standards. Such system(s) standards may be used to determine acceptable performance levels, prepare work schedules schedules, and to measure the performance of each employee or groups of employees. In establishing new and/or revising existing evaluation system(s), the Employer will meet prior to implementation with the Labor-Management Committee to jointly discuss such performance standards. 17.4 The Employer agrees that performance standards will be reasonable. 17.5 3.4 The City will make every effort to utilize its employees to perform all work, but the City reserves the right to contract out for work under the following guidelines: (1) required expertise is not available within the City work force, or (2) the contract will result in cost savings to the City, or (3) the occurrence of peak loads above the work force capability. . 3.4.1 Determination as to (1), (2), or (3) above will shall be made by the Presiding Judge, appointing authority involved. Prior to approval by the Presiding Judge appointing authority involved to contract out work under this provision, the Union will shall be notified. The Presiding Judge will City shall provide consistent and uniform contracting out notice from each city department to the Union. The appointing authority involved shall make available to the Union upon request request (1) a description of the services to be so performed, and (2) the detailed factual basis supporting the reasons for such action. . 3.4.2 The Union may grieve contracting out for work as described herein, if such contract involves work normally performed by employees covered by this Agreement. . 3.4.3 No later than June 1, 2020, 2020 the parties agree to reopen the contracting provisions related to notice and types of information when the City is contracting out work, and provisions related to comparable wages and benefits when work is contracted out. . 3.4.4 Contracting out Out will be a part of the LMLC work plan for 2019-2020. 3.4.5 No later than June 1, 2020 the parties agree to reopen the contracting provisions related to notice and types information when the City is contracting out work, and provisions related to comparable wages and benefits when work is contracted out.

RIGHTS OF MANAGEMENT. ‌ 17.1 3.1 The right to hire, promote, discipline and discipline/discharge for just cause, improve efficiency, and determine the work schedules and location locations of the Employer’s department headquarters are examples of management prerogatives. The Employer It is also understood that the City retains its right to manage and operate its departments except as may be limited by the an express provisions provision of this Agreement. 17.2 3.2 Delivery of municipal services in the most efficient, effective and courteous manner is of paramount importance to the EmployerCity and, and as such, maximized performance productivity is recognized to be an obligation of the employees covered by this Agreement. In order to achieve this goal, the parties hereby recognize the EmployerCity's right to determine the City's methods, processes processes, and means of providing municipal services; the right to increase, increase or diminish or change operations, in whole or in part; the right to determine increase, diminish or change municipal equipment, including the introduction of any and all new, improved or automated methods or equipment; and the assignment of employees to a specific job jobs within the bargaining unit in accordance with their job classification or titleunit. 17.3 The Union recognizes the Employer's right to establish and/or revise performance evaluation system(s). Such system(s) may be used to determine acceptable performance levels, prepare work schedules and measure the performance of employees. In establishing new and/or revising existing evaluation system(s), the Employer will meet prior to implementation with the Labor-Management Committee to jointly discuss such performance standards. 17.4 The Employer agrees that performance standards will be reasonable. 17.5 3.3 The City will make every effort to utilize its employees to perform all work, but the City reserves the right to contract out for work under the following guidelines: (1) required expertise is not available within the City work force, or (2) the contract will result in cost savings to the City, or (3) the occurrence of peak loads above the work force capability. Determination as to (1), (2), or (3) above will shall be made by the Presiding Judgedepartment head, Prior and their determination in such case shall be final, binding and not subject to the grievance procedure; provided, however, prior to approval by the Presiding Judge department to contract out work under this provision, the Union will shall be notified. The Presiding Judge will department head shall make available to the Union upon request request (1) a description of the services to be so performed, and (2) the detailed factual basis supporting the reasons for such action. The Union may grieve contracting out for work as described herein, if such contract involves work normally performed by employees covered by this Agreement. No later than June 1, 2020, the parties agree to reopen the contracting provisions related to notice and types of information when the City is contracting out work, and provisions related to comparable wages and benefits when work if that contract is contracted out. Contracting out will be a part the cause of the LMLC layoff of employees covered by this Agreement. 3.4 The Union recognizes the City's right to establish and/or revise its performance evaluation system(s). Such systems may be used to determine acceptable performance levels, prepare work plan for 2019-2020schedules, and to measure the performance of each employee or groups of employees. The City shall notify the Union prior to establishing new and/or revising existing performance evaluation system(s). 3.5 Any performance standards used to measure the performance of employees shall be reasonable.

RIGHTS OF MANAGEMENT. ‌ 17.1 3.1 The right to hire, promotepromote (in accordance with the Personnel Ordinance), discipline and discipline, and/or discharge for just cause, improve efficiency, and determine the work schedules and location of the Employer’s department headquarters are examples of management prerogatives. The Employer It is also understood that the City retains its right to manage and operate its departments except as may be limited by the an express provisions provision of this Agreement. This Agreement shall not limit the right of the City to contract for services of any and all types. 17.2 3.2 Delivery of municipal services in the most efficient, effective effective, and courteous manner is of paramount importance to the Employer, City and as such, maximized performance productivity is recognized to be an obligation of employees covered by this Agreement. In order to achieve this goal, the parties hereby recognize the EmployerCity's right to determine the methods, processes processes, and means of providing municipal services; the right to increase, increase or diminish or change operations, in whole or in part; the right to determine municipal increase or diminish equipment, including the introduction of any and all new, improved improved, or automated methods or equipment; and the assignment of employees to specific jobs, including the right to temporarily assign employees to a specific job within or position outside the bargaining unit in accordance with their and the right to determine appropriate work-out-of-class assignments; the determination of job classification content and/or job duties and the combination or titleconsolidation of jobs; provided, however, the exercise of such rights contained herein shall not modify or change any provision of this Agreement without the written concurrence of the Union and the City. 17.3 3.3 The Union recognizes the EmployerCity's right to establish and/or revise performance evaluation system(s)standards. Such system(s) standards may be used to determine acceptable performance levels, prepare work schedules schedules, and to measure the performance of each employee or groups of employees. In establishing new and/or revising existing evaluation system(s), the Employer will meet prior to implementation with the Labor-Management Committee to jointly discuss such performance standards. 17.4 The Employer agrees that performance standards will be reasonable. 17.5 3.4 The City will make every effort to utilize its employees to perform all work, but the City reserves the right to contract out for bargaining unit work on a short-term, temporary basis under the following guidelines: (1) required expertise is not available within the City work force, or (2) the contract will result in cost savings to the City, or (3) the occurrence of peak loads above the work force capability. Determination as to (1), ) or (2), or (3) above will shall be made by the Presiding Judgedepartment head involved; provided, Prior however, prior to approval by the Presiding Judge department head involved to contract out work under this provision, the Union will be notifiednotified thirty (30) days prior to the start of any new contract or as soon as the department is aware of the need to contract. This notification shall include: 1. A detailed justification for the proposed contracting; 2. A labor force analysis demonstrating why the current workforce cannot complete the work; 3. The Presiding Judge location where the work will make available to the Union upon requestbe performed; (1) a 4. A description of the services work to be so performed, and (2) the detailed factual basis supporting the reasons for such action. The Union may grieve contracting out for work as described herein, if such contract involves work normally performed by employees covered by this Agreement. No later than June 1, 2020, the parties agree to reopen the contracting provisions related to notice and types of information when the City is contracting out work, and provisions related to comparable wages and benefits when work is contracted out. Contracting out will be a part of the LMLC work plan for 2019-2020.contracted;

RIGHTS OF MANAGEMENT. ‌ 17.1 Section 1. The right rights to hire, promote, discipline and discharge for just causetransfer, improve efficiency, and determine the work schedules and location of the Employer’s headquarters work locations are examples of management prerogatives. The Employer It is also understood that the Board retains its right to manage and operate its departments the Library except as may be limited by the an express provisions provision of this Agreement. 17.2 Delivery Section 2. The Union recognizes the Board's right to establish and/or revise performance standards. Such standards may be used to determine acceptable performance levels, prepare work schedules, and to measure the performance of municipal services in each employee or group of employees. In establishing new and/or revising existing performance standards, the most efficient, effective and courteous manner is Library shall meet prior to implementation with the Joint Labor- Management Committee to jointly discuss such performance standards. The Library also agrees that performance standards shall be reasonable. Section 3. Rights of paramount importance management are not subject to the Employer, and as such, maximized performance is recognized to be an obligation of employees covered by this Agreementgrievance procedure. Section 4. In order to achieve this goal, the The parties hereby recognize the EmployerBoard's right to determine the methods, processes and means of providing municipal services; Library service, the right rights to increase, diminish or change operations, in whole or in part; the right to determine municipal Library equipment, including the introduction of any and all new, improved or automated methods or equipment; and , the assignment of employees to a specific jobs, the determination of job within content and/or job duties and the combination or consolidation of jobs; provided, however, in exercising such rights nothing contained herein shall modify or change any provision of this Agreement without the written concurrence of the Union and the Library; and provided, further, that in exercising such rights, the Library recognizes its duty to engage in effects bargaining unit in accordance with their job classification or titlepursuant to RCW 41.56. 17.3 Section 5. The Union recognizes the Employer's right of the Library to establish continue those contracts and/or revise performance evaluation system(s). Such system(s) may be used to determine acceptable performance levels, prepare work schedules and measure the performance of employees. In establishing new and/or revising existing evaluation system(s), the Employer will meet prior to implementation with the Labor-Management Committee to jointly discuss such performance standardspractices currently in effect. 17.4 The Employer agrees that performance standards will be reasonable. 17.5 The City will make every effort to utilize its employees to perform all work, but the City reserves the right to contract out for work under the following guidelines: (1) required expertise is not available within the City Library work force, or (2) the contract will result in cost savings to the CityLibrary, or (3) the occurrence of peak loads above the work force capability. Determination as to (1), (2), or (3) above will shall be made by the Presiding JudgeCity LibrarianExecutive Director and Chief Librarian, Prior and their determination in such case shall be final, binding and not subject to the grievance procedure; provided, however, prior to approval by the Presiding Judge City LibrarianExecutive Director and Chief Librarian to contract out work under this provision, the Union will shall be notifiednotified by placing the proposed contract as an informational item on the Union-Management Leadership meeting agenda. The Presiding Judge will City LibrarianExecutive Director and Chief Librarian shall make available to the Union upon request request (1) a description of the services to be so performed, and (2) the detailed factual basis supporting the reasons for such action. The Union may grieve contracting out for work as described herein, if such contract involves work normally performed by employees covered by this Agreement. Section 6. No later than June 1, 2020, the parties agree to reopen the contracting provisions related to notice and types of information when the City is contracting out work, and provisions related to comparable wages and benefits when work is contracted out. Contracting out will be a As part of the LMLC work plan for 2019-2020.its public responsibility and in support of public engagement programs, The Seattle Public Library may participate in or establish public employment or volunteer programs to provide

RIGHTS OF MANAGEMENT. ‌ 17.1 3.1 The right to hire, promotepromote (in accordance with the Personnel Ordinance), discipline and discipline, and/or discharge for just cause, improve efficiency, and determine the work schedules and location of the Employer’s department headquarters are examples of management prerogatives. The Employer It is also understood that the City retains its right to manage and operate its departments except as may be limited by the an express provisions provision of this Agreement. This Agreement shall not limit the right of the City to contract for services of any and all types. 17.2 3.2 Delivery of municipal services in the most efficient, effective effective, and courteous manner is of paramount importance to the Employer, City and as such, maximized performance productivity is recognized to be an obligation of employees covered by this Agreement. In order to achieve this goal, the parties hereby recognize the EmployerCity's right to determine the methods, processes processes, and means of providing municipal services; the right to increase, increase or diminish or change operations, in whole or in part; the right to determine municipal increase or diminish equipment, including the introduction of any and all new, improved improved, or automated methods or equipment; and the assignment of employees to specific jobs, including the right to temporarily assign employees to a specific job within or position outside the bargaining unit in accordance with their and the right to determine appropriate work-out-of-class assignments; the determination of job classification content and/or job duties and the combination or titleconsolidation of jobs; provided, however, the exercise of such rights contained herein shall not modify or change any provision of this Agreement without the written concurrence of the Union and the City. 17.3 3.3 The Union recognizes the EmployerCity's right to establish and/or revise performance evaluation system(s)standards. Such system(s) standards may be used to determine acceptable performance levels, prepare work schedules schedules, and to measure the performance of each employee or groups of employees. In establishing new and/or revising existing evaluation system(s), the Employer will meet prior to implementation with the Labor-Management Committee to jointly discuss such performance standards. 17.4 The Employer agrees that performance standards will be reasonable. 17.5 3.4 The City will make every effort to utilize its employees to perform all work, but the City reserves the right to contract out for bargaining unit work on a short-term, temporary basis under the following guidelines: (1) required expertise is not available within the City work force, or (2) the contract will result in cost savings to the City, or (3) the occurrence of peak loads above the work force capability. Determination as to (1), ) or (2), or (3) above will shall be made by the Presiding Judgedepartment head involved; provided, Prior however, prior to approval by the Presiding Judge department head involved to contract out work under this provision, the Union will be notifiednotified thirty (30) days prior to the start of any new contract or as soon as the department is aware of the need to contract. This notification shall include: 1. A detailed justification for the proposed contracting; 2. A labor force analysis demonstrating why the current workforce cannot complete the work; 3. The Presiding Judge location where the work will make available to the Union upon requestbe performed; (1) a 4. A description of the services work to be so performed, and (2) the detailed factual basis supporting the reasons for such action. The Union may grieve contracting out for work as described herein, if such contract involves work normally performed by employees covered by this Agreement. No later than June 1, 2020, the parties agree to reopen the contracting provisions related to notice and types of information when the City is contracting out work, and provisions related to comparable wages and benefits when work is contracted out. Contracting out will be a part of the LMLC work plan for 2019-2020.contracted;

RIGHTS OF MANAGEMENT. ‌ 17.1 3.1 The right to hire, promote, discipline and discipline/discharge for just cause, improve efficiency, and determine the work schedules and location locations of the Employer’s department headquarters are examples of management prerogatives, subject to any specific restrictions detailed herein. The Employer It is also understood that the City retains its right to manage and operate its departments except as may be limited by the an express provisions provision of this Agreement. 17.2 3.2 Delivery of municipal services in the most efficient, effective and courteous manner is of paramount importance to the EmployerCity and, and as such, maximized performance productivity is recognized to be an obligation of the employees covered by this Agreement. In order to achieve this goal, the parties hereby recognize the EmployerCity's right to determine the City's methods, processes processes, and means of providing municipal services; the right to increase, increase or diminish or change operations, in whole or in part; the right to determine increase, diminish or change municipal equipment, including the introduction of any and all new, improved or automated methods or equipment; and the assignment of employees to a specific job jobs within the bargaining unit in accordance with their job classification or titleunit. 17.3 The Union recognizes the Employer's right to establish and/or revise performance evaluation system(s). Such system(s) may be used to determine acceptable performance levels, prepare work schedules and measure the performance of employees. In establishing new and/or revising existing evaluation system(s), the Employer will meet prior to implementation with the Labor-Management Committee to jointly discuss such performance standards. 17.4 The Employer agrees that performance standards will be reasonable. 17.5 3.3 The City will make every effort to utilize its employees to perform all work, but the City reserves the right to contract out for work under the following guidelines: (1) required expertise is not available within the City work force, or (2) the contract will result in cost savings to the City, or (3) the occurrence of peak loads above the work force capability. Determination as . 3.4 The Employer agrees to (1)notify the UnionGuild in advance of anticipated departmental changes significantly affecting wages, (2)hours, or (3) above will be made by the Presiding Judge, Prior to approval by the Presiding Judge to contract out work under this provision, the Union will be notified. The Presiding Judge will make available to the Union upon request (1) a description working conditions of the services to be so performed, and (2) the detailed factual basis supporting the reasons for such action. The Union may grieve contracting out for work as described herein, if such contract involves work normally performed by employees covered by this AgreementAgreement and to provide a reasonable opportunity to bargain such changes. No later than June 1Conferences Negotiations may be held thereon upon request by either party prior to such changes being placed in effect. For illustrative purposes, 2020such changes would include, the parties agree to reopen the contracting provisions related to notice and types of information when the City is contracting out workbut are not limited to, changes in bargaining unit working hours, and provisions related the expansion or reduction of major services. Transfers, reassignments, and emergency situations shall be exempt from this provision. 3.5 The Union Guild recognizes the City's right to comparable wages establish and/or revise its performance evaluation system(s). Such systems may be used to determine acceptable performance levels, prepare work schedules, and benefits when work is contracted outto measure the performance of each employee or groups of employees. Contracting out will The City shall notify the Union Guild prior to establishing new and/or revising existing performance evaluation system(s). 3.6 Any performance standards used to measure the performance of employees shall be a part of the LMLC work plan for 2019-2020reasonable.

RIGHTS OF MANAGEMENT. ‌ 17.1 3.1 The right to hire, promotepromote (in accordance with the Personnel Ordinance), discipline and discipline, and/or discharge for just cause, improve efficiency, and determine the work schedules and location of the Employer’s department headquarters are examples of management prerogatives. The Employer It is also understood that the City retains its right to manage and operate its departments except as may be limited by the an express provisions provision of this Agreement. This Agreement shall not limit the right of the City to contract for services of any and all types. 17.2 3.2 Delivery of municipal services in the most efficient, effective effective, and courteous manner is of paramount importance to the Employer, City and as such, maximized performance productivity is recognized to be an obligation of employees covered by this Agreement. In order to achieve this goal, the parties hereby recognize the EmployerCity's right to determine the methods, processes processes, and means of providing municipal services; the right to increase, increase or diminish or change operations, in whole or in part; the right to determine municipal increase or diminish equipment, including the introduction of any and all new, improved improved, or automated methods or equipment; and the assignment of employees to specific jobs, including the right to temporarily assign employees to a specific job within or position outside the bargaining unit in accordance with their and the right to determine appropriate work-out-of-class assignments; the determination of job classification content and/or job duties and the combination or titleconsolidation of jobs; provided, however, the exercise of such rights contained herein shall not modify or change any provision of this Agreement without the written concurrence of the Union and the City. 17.3 3.3 The Union recognizes the EmployerCity's right to establish and/or revise performance evaluation system(s)standards. Such system(s) standards may be used to determine acceptable performance levels, prepare work schedules schedules, and to measure the performance of each employee or groups of employees. In establishing new and/or revising existing evaluation system(s), the Employer will meet prior to implementation with the Labor-Management Committee to jointly discuss such performance standards. 17.4 The Employer agrees that performance standards will be reasonable. 17.5 3.4 The City will make every effort to utilize its employees to perform all work, but the City reserves the right to contract out for bargaining unit work on a short-term, temporary basis under the following guidelines: (1) required expertise is not available within the City work force, or (2) the contract will result in cost savings to the City, or (3) the occurrence of peak loads above the work force capability. Determination as to (1), ) or (2), or (3) above will shall be made by the Presiding Judgedepartment head involved; provided, Prior however, prior to approval by the Presiding Judge department head involved to contract out work under this provision, the Union will be notified. The Presiding Judge will make available notified thirty (30) days prior to the Union upon request (1) a start of any new contract or as soon as the department is aware of the need to contract. This notification shall include: • A detailed justification for the proposed contracting; • A labor force analysis demonstrating why the current workforce cannot complete the work; • The location where the work will be performed; • A description of the services work to be so performedcontracted; • The estimated duration and amount of the contract; • The intended start date; and • The date the work must be completed, if applicable. The City will, during its budget process, review the use of contractors in the terms of nature of work, the duration, and (2the number of hours of contractor work being performed in conjunction with affected Union(s). Based on the review, if the City and Union(s) determine(s) there is an ongoing need, the detailed factual basis supporting parties will, in good faith, collaboratively determine whether the reasons for such action. circumstances warrant the proposal of additional regular positions. 3.4.1 The Union may grieve contracting out for work as described herein, if such contract involves work normally performed by employees covered by this Agreement. No later than June 1, 2020, the parties agree to reopen the contracting provisions related to notice and types of information when the City is contracting out work, and provisions related to comparable wages and benefits when work is contracted out. . 3.4.2 Contracting out Out will be a part of the LMLC work plan for 2019-20202024.

RIGHTS OF MANAGEMENT. ‌ 17.1 The right to hire, promote, discipline and discharge for just cause, improve efficiency, and determine the work schedules and location of the Employer’s department headquarters are examples of management prerogatives. The Employer retains its right to manage and operate its departments except as may be limited by the express provisions of this Agreement. 17.2 Delivery of municipal services in the most efficient, effective and courteous manner is of paramount importance to the Employer, and as such, maximized performance is recognized to be an obligation of employees covered by this Agreement. In order to achieve this goal, the parties hereby recognize the Employer's right to determine the methods, processes and means of providing municipal services; the right to increase, diminish or change operations, in whole or in part; the right to determine municipal equipment, including the introduction of any and all new, improved or automated methods or equipment; and the assignment of employees to a specific job within the bargaining unit in accordance with their job classification or title. 17.3 The Union recognizes the Employer's right to establish and/or revise performance evaluation system(s). Such system(s) may be used to determine acceptable performance levels, prepare work schedules and measure the performance of employees. In establishing new and/or revising existing evaluation system(s), the Employer will shall meet prior to implementation with the Labor-Management Committee to jointly discuss such performance standards. 17.4 The Employer agrees that performance standards will shall be reasonable. 17.5 The City will make every effort to utilize its employees to perform all work, but the City reserves the right to contract out for work under the following guidelines: (1) required expertise is not available within the City work force, or (2) the contract will result in cost savings to the City, or (3) the occurrence of peak loads above the work force capability. Determination as to (1), (2), or (3) above will shall be made by the Presiding Judgedepartment head involved, Prior and their determination in such case shall be final, binding and not subject to the grievance procedure; provided, however, prior to approval by the Presiding Judge department head involved to contract out work under this provision, the Union will shall be notified. The Presiding Judge will department head involved shall make available to the Union upon request request (1) a description of the services to be so performed, and (2) the detailed factual basis supporting the reasons for such action. The Union may grieve contracting out for work as described herein, if such contract involves work normally performed by employees covered by this Agreement. No later than June 1, 2020, the parties agree to reopen the contracting provisions related to notice and types of information when the City is contracting out work, and provisions related to comparable wages and benefits when work if that contract is contracted out. Contracting out will be a part the cause of the LMLC work plan for 2019-2020layoff of employees covered by this Agreement.