Specific Management Rights Sample Clauses

Specific Management Rights. Subject to the provisions of this Agreement, the Union recognizes: A. The prerogatives of the District to operate and manage its affairs in all respects and in accordance with its responsibilities and powers. B. The reservation by the District of those rights concerned with the management and operation of the District, including but not limited to the following: (1) Recruit, assign, transfer and promote employees to positions within the District. (2) Assign and schedule work and determine job content. (3) Establish reasonable performance and productivity standards. (4) Introduce and use new, improved, or automated methods or equipment. (5) Suspend, demote, discharge, or take other disciplinary action against employees for just cause. (6) Adopt reasonable rules for the operation of the District and the conduct of its employees. Whenever and wherever practicable, the District and its management shall confer with the Union and consider its recommendations and comments prior to adoption of such rules. (7) Lay off employees due to financial reasons. (8) Establish and control the District budget. (9) Take emergency action as necessary to perform the proper functions of the District. (10) Eliminate wasteful work. (11) The District may make and implement decisions in the above areas.

Specific Management Rights. Unless otherwise restricted by a specific provision of this Agreement, such management prerogatives shall include, but not be limited to: a. Determine the missions, budget, organizational structure, services to be provided to the public, and scope and method of providing those services; b. Determine the methods and means by which such District operations are to be conducted, including locations of premises and work sites and the establishment of bus routes and scheduling; c. Meet municipal budgeting requirements established by Oregon law; d. Select, assign, direct, evaluate, promote, transfer, train and lay off employees; e. Establish, revise, and implement standards for hiring, classification, promotion, and quality of work; f. Establish a drug and alcohol policy, as required by federal law; g. Select and determine classifications and duties of such classifications, including determination of skills, qualifications and abilities necessary for an employee to maintain a position or to promote to a higher ranking position; h. Select and determine the size and composition of the workforce, including determining the need for a reduction or an increase in the work force. This specifically includes the decision to not fill a position, to introduce new jobs covered by this Agreement, and new and improved methods of operation which may result in the abolishment and/or combination of existing jobs; i. Discipline, suspend, place on probationary status, demote or discharge employees; j. Maintain the efficiency of the District operations; k. Direct all aspects of the work and work force, determine job functions, assign duties, and determine workloads; l. Assign employees to particular types of work, set shifts (including starting and quitting times), and hours (including overtime hours); m. Conduct performance evaluations, establish job descriptions and qualifications, establish work standards, and supervise employees; n. Acquire, use, control and dispose of the District’s property; and o. Take any necessary action to carry out the responsibilities of the District in case of emergency.

Specific Management Rights. Except as specifically modified by other articles of this Agreement, the Chapter recognizes the Village’s exclusive right to make and implement decisions with respect to the operation and management of its operations in all respects. Such rights include but are not limited to the following: to plan, direct, control and determine all the operations and services of the Village; to supervise and direct the working forces; to establish the qualifications for employment and to employ employees; to establish specialty positions and to select personnel to fill them; to establish physical and mental fitness standards; to schedule and assign work; to transfer employees; to determine work hours, including shift hours; to establish work and productivity standards and, from time to time, to change those standards; to assign overtime; to determine the methods, means, organization and number of personnel by which operations are conducted; to subcontract or contract out goods and/or services; to determine whether work and/or services are to be provided by employees covered by this Agreement (including which employees) or by other employees or persons not covered by this Agreement; to make, alter and enforce rules, regulations, orders and policies; to evaluate employees; to determine, change or eliminate existing methods, facilities, equipment (including weapons and ammunition) or facilities; and to carry out the mission of the Village.

Specific Management Rights. The Employer retains and reserves to itself all rights, powers, 35 authority, duties and responsibilities conferred upon or vested in it by law, including but not 36 limited to the right to: 38 A. Determine and revise the purpose, mission, objectives and policies and procedures 39 of the College. 41 B. Determine the management and administrative organization of the College and the 42 selection of faculty members for administrative and supervisory positions. 43 44 C. Determine the type and location of facilities and equipment, including the 45 establishment of new facilities and the closure or relocation of existing facilities. 46 1 D. Manage the affairs of the College to maintain order and efficiency and to determine 2 the methods, means, procedures and personnel required to conduct College 5 E. Establish and revise the College calendar. 6 7 F. Administer the personnel system of the College, including but not limited to the 8 recruitment, screening, selection, appointment, evaluation, training, retention, 9 promotion, assignment, transfer, discipline, supervision, demotion and discharge of 10 faculty members. 11 12 G. Direct, supervise, schedule and assign the work force, including but not limited to 13 determining the place of work, the number of faculty members, the allocation and 14 assignment of work to faculty members, review of course materials and creating 15 and revising position descriptions. Clarification of course materials will be made in a 16 collaborative manner. 17 18 H. Establish standards and criteria for job performance. 19 20 I. Create, combine, modify or eliminate any faculty member’s job. 21

Specific Management Rights. Subject to any limitations expressly set forth in this Agreement, the Managing Venturer shall invest the capital of the Joint Venture in pursuit of the purposes of the Joint Venture as set forth in Section IV hereof. Without limiting the generality of the foregoing, the Managing Venturer is expressly authorized on behalf of the Joint Venture to: (a) enter into a Joint Venture Management Agreement with WebOne in the form attached hereto as Exhibit "A"; (b) procure and maintain with responsible companies such insurance as may be available in such amounts and with respect to such risks as are deemed appropriate by the Managing Venturer; (c) execute and deliver on behalf of and in the name of the Joint Venture, or in the name of an agent of the Joint Venture, notes, financing statements, any and all documents, agreements and undertakings relating to institutional financing, leases, subleases, bills of sale and any and all other instruments necessary or incidental to the conduct of the Joint Venture's business; (d) coordinate all accounting and clerical functions of the Joint Venture and employ such accountants, lawyers, managers, agents or other personnel as may be required from time to time to carry on the business of the Joint Venture; and (e) control and perform, or cause to be performed, all other activities incident to managing the operations and affairs of the Joint Venture unless otherwise specifically stated in Section 9.3 hereinbelow.

Specific Management Rights. Unless otherwise restricted by a specific provision of this Agreement, such management prerogatives include, but are not limited to, the Employer’s sole and exclusive rights, at its own discretion, to: 1. Determine the mission, budget, organizational structure, services to provide to the public, the scope and method of providing those services, and location of operations; 2. Determine all services/product rates, marketing, and financial policies; 3. Curtail or discontinue temporarily or permanently, in whole or in part, operations whenever in the sole discretion of the Employer; 4. Contract and subcontract work or functions, excluding programs with students, individuals with special needs and other community-based partnerships, and to the extent the Employer uses temporary employees including employees of subcontractors, such employee will not be used for longer than 90 days and, at 90 days, the Employer will give the employee an offer of employment; 5. Make temporary and limited assignments of non-bargaining unit employees, including but not limited to managers and supervisors, to perform work normally performed by bargaining unit employees; 6. Hire, assign, direct, transfer employees from one job to another; evaluate, promote, leave a position unfilled or vacant, lay off; and take disciplinary action; 7. Establish, revise, and implement standards for hiring, classification, promotion, and quality of work; 8. Introduce new jobs, new and improved methods of operation, abolish and/or combine existing jobs; 9. Direct all aspects of the work, determine job content; and assign duties, and determine work schedules of its employees; 10. Assign specific employees to particular types of work, shifts, including starting and quitting time, hours, overtime hours, days, equipment or places of work; 11. Establish work schedules, shifts, hours of work and workweeks; 12. Conduct performance appraisals, quality or work standards, and otherwise supervise and evaluate its employees; 13. Adopt, enforce, revise and modify rules and regulations concerning employee conduct and employment policies; 14. Select and determine the size and composition of the workforce, including determining the need for a reduction or an increase in the workforce; 15. Select and determine the classifications and duties of such classifications, and competency of employees required for such classifications, including determination of skills, qualifications and abilities necessary for an employee to pr...