Specific Management Rights Sample Clauses

Specific Management Rights. The Employer retains and reserves to itself all rights, powers, authority, duties and responsibilities conferred upon or vested in it by law, including but not limited to the right to: A. Determine and revise the purpose, mission, objectives and policies and procedures of the College. B. Determine the management and administrative organization of the College and the selection of faculty members for administrative and supervisory positions. C. Determine the type and location of facilities and equipment, including the establishment of new facilities and the closure or relocation of existing facilities. D. Manage the affairs of the College to maintain order and efficiency and to determine the methods, means, procedures and personnel required to conduct College programs. E. Establish and revise the College calendar. F. Administer the personnel system of the College, including but not limited to the recruitment, screening, selection, appointment, evaluation, training, retention, promotion, assignment, transfer, discipline, supervision, demotion and discharge of faculty members. G. Direct, supervise, schedule and assign the work force, including but not limited to determining the place of work, the number of faculty members, the allocation and assignment of work to faculty members, and creating and revising position descriptions. H. Establish standards and criteria for job performance. I. Create, combine, modify or eliminate any faculty member’s job.
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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.
Sample 1
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...
Sample 1
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.
Sample 1
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
Sample 1
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.
Sample 1
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.
Sample 1
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Related to Specific Management Rights

  • MANAGEMENT RIGHTS 3.01 The Union acknowledges that all management rights and prerogatives are vested exclusively with the Employer and without limiting the generality of the foregoing; it is the exclusive function of the Employer: (a) To determine and establish standards and procedures for the care, welfare, safety and comfort of the residents in the facility. (b) To maintain order, discipline and efficiency and in connection therewith to establish and enforce reasonable rules and regulations. (c) To hire, transfer, layoff, schedule, recall, promote, demote, classify, assign duties, discharge, suspend or otherwise discipline employees for just cause, provided that a claim of discriminatory transfer, promotion, demotion of classification or a claim that an employee has been discharged or disciplined without just cause, may be the subject of a grievance and dealt with as hereinafter provided. (d) To have the right to plan, direct, and control the work and direction of employees and the operation of the facility. This includes the right to introduce new and improved methods, facilities, equipment and to control the amount of supervision necessary, work schedules, the combining or splitting up of departments, and the increases or reduction of personnel in a particular area or on the whole. 3.02 The Employer will exercise these rights in a manner consistent with the Collective Agreement and apply the provisions of the Collective Agreement in a reasonable manner.

  • ARTICLE MANAGEMENT RIGHTS The Union recognizes and acknowledges that it is the exclusive function of the Employer, subject to the express provisions of this Agreement to:

  • RESERVATION OF MANAGEMENT RIGHTS Management of Company and the direction of the working forces are vested solely and exclusively in the Company, and shall not be abridged except by specific restrictions as set forth in this Agreement. The Management Rights, as set out herein, shall not be deemed to exclude the other rights of Management at common law.

  • Development Rights The Employee agrees and declares that all proprietary information including but not limited to trade secrets, know-how, patents and other rights in connection therewith developed by or with the contribution of Employee's efforts during his employment with the Company shall be the sole property of the Company. Upon the Company's request (whenever made), Employee shall execute and assign to the Company all the rights in the proprietary information.

  • MANAGEMENT RIGHTS CLAUSE Except as otherwise provided in this Agreement, the Federation agrees that the Board and its designees shall retain control and direction over all matters of inherent managerial policy. Such matters shall include, but are not limited to: A. The executive management and administrative control of the school system, and its functions and programs, including the development of budgets and actions as may be necessary to meet emergency situations; B. Hire all employees and determine their qualifications and the conditions of their continued employment, their training, and any discipline, dismissal, demotion, promotion, or transfer; C. Assign and direct the work and work location of all employees, and determine the number of shifts and hours and days of work and starting times and the scheduling of all employees; D. Determine the policy affecting the selection, testing or training of employees, providing such selection shall be based upon lawful criteria; E. Establish the work year and school calendar; F. Determine the services, supplies and equipment necessary to continue operations and determine the methods, schedules and standards of operation, the means, methods and processes of carrying on the work, including any changes, automation, or institution of new methods or processes; G. Adopt rules and regulations; H. Determine the location or relocation of facilities, including the establishment or relocations of schools, buildings, departments, divisions, or subdivisions and the relocation or closing of offices, departments, schools, programs, divisions or subdivision, buildings or other facilities; I. Determine the placement of operations, production, services, maintenance or distribution of work and the source of materials and supplies; J. Determine the financial policies, including all accounting procedures and all matters pertaining to public relations; K. Determine the size of the management organization, its functions, authority, and amount of supervision, and table of organization; and L. Select and utilize technology. The exercise of the foregoing powers, rights, authority, duties and responsibilities by the District shall be limited only by the specific written terms of this Agreement and are subject to the duty to bargain under ORS 243.650 et. seq. Whenever practicable, the District shall inform the Federation of any significant actions affecting employees covered by this Agreement.

  • Client Rights The Employer and the Union are committed to quality care of clients. It is the right of clients, in the privacy of their home, to choose the employee with whom they feel the most comfortable. The Employer support client rights. If a client wishes to change employees, for any reason, the Employer will respect the right of the client to do so. If a client chooses to change employees, the employee who is being unscheduled shall be eligible for another client(s) or equivalent hours as available. The Employer will make a good faith effort to provide support for a successful employee/client relationship(s). At the discretion of the parties, the Employer and the Union may explore through the Labor Management Committee methods of coaching, counseling or mediation to assist in the resolution of client/worker conflicts to help ensure consistent service delivery with minimal worker reassignment.

  • Condominiums/Planned Unit Developments If the Mortgaged Property is a condominium unit or a planned unit development (other than a de minimis planned unit development) such condominium or planned unit development project such Mortgage Loan was originated in accordance with, and the Mortgaged Property meets the guidelines set forth in the Originator's Underwriting Guidelines;

  • MANAGEMENT RIGHTS AND RESPONSIBILITIES The Employer through its designated management personnel or agents has the right and responsibility, except as expressly modified by this Agreement, to control, change, and supervise all operations and to direct and assign work to all working forces. Such rights and responsibilities shall include by way of illustration but shall not be limited to: the selection and hiring, training, discipline and discharge, classification, reclassification, layoff, promotion and demotion or transfer of employees; the establishment of work schedules; the allocation of all financial and other resources; the control and regulation of the use of all equipment and other property of the Employer. The Employer shall determine the methods, technological means and qualifications of personnel by and for which operations are to be carried out. The Employer shall take whatever action as may be necessary to carry out its rights in any emergency situation. Application of this Article shall not preclude the use of the grievance procedure as established in this Agreement.

  • Management Generally The management of the Company shall be vested exclusively in the Managing Member. Except as authorized by the Managing Member, or as expressly set forth in this Agreement, the Non-Managing Members shall have no part in the management of the Company, and shall have no authority or right to act on behalf of the Company in connection with any matter. The Managing Member, and any Affiliate of the Managing Member, may engage in any other business venture, whether or not such business is similar to the business of the Company, and neither the Company nor any Non-Managing Member shall have any rights in or to such ventures or the income or profits derived therefrom.

  • PERFORMANCE MANAGEMENT SYSTEM 6.1 The Performance Plan (Annexure A) to this Agreement sets out – 6.1.1 The standards and procedures for evaluating the Employee’s performance; and 6.1.2 The intervals for the evaluation of the Employee’s performance. 6.2 Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force; 6.3 Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set time frames; 6.4 The Employee’s performance will be measured in terms of contributions to the goals and strategies set out in the Employer’s Integrated Development Plan (IDP) as described in 6.6 – 6.12 below; 6.5 The Employee will submit quarterly performance reports (SDBIP) and a comprehensive annual performance report at least one week prior to the performance assessment meetings to the Evaluation Panel Chairperson for distribution to the panel members for preparation purposes; 6.6 Assessment of the achievement of results as outlined in the performance plan: 6.6.1 Each KPI or group of KPIs shall be assessed according to the extent to which the specified standards or performance targets have been met and with due regard to ad-hoc tasks that had to be performed under the KPI, and the score of the employer will be given to and explained to the Employee during the assessment interview. 6.6.2 A rating on the five-point scale shall be provided for each KPI or group of KPIs which will then be multiplied by the weighting to calculate the final score; 6.6.3 The Employee will submit his self-evaluation to the Employer prior to the formal assessment; 6.6.4 In the instance where the employee could not perform due to reasons outside the control of the employer and employee, the KPI will not be considered during the evaluation. The employee should provide sufficient evidence in such instances; and 6.6.5 An overall score will be calculated based on the total of the individual scores calculated above.

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