Supervisory Functions Sample Clauses

Supervisory Functions. It is understood by the parties that employees in these bargaining units are responsible for performing various supervisory functions, including implementation of established Employer policies and departmental procedure; as well as specific department head directives.

Supervisory Functions. All members of the bargaining unit are responsible for performing supervisory and technical functions under the direction of the Library Director and/or his/her designee. Such work involves leading and overseeing bargaining unit and non-bargaining unit employees and volunteers, performing highly specialized and technical senior staff work, exercising considerable independent judgment and initiative within the supervisor’s scope of authority, acting in accordance with and reinforcing the mission and organizational structure of the Library, assisting with the supervision of any functional area of the Library, and performing certain functions of the Library Director in his/her absence when assigned. Supervisors must enforce provisions of collective bargaining agreements, laws, regulations, and policies and must regularly and completely evaluate and manage the performance of employees that they directly or indirectly supervise. This Article is not intended to, nor shall it, constitute a job description but is a general statement on the supervisory responsibilities and functions of the members of this bargaining unit.

Supervisory Functions. Provide the supervisory consoles the capability of Primary/Secondary Supervisor Hierarchy feature to allow supervisory personnel to priority-override the transmit function of other operators or users regardless of their current state. Other details of the administrative function will be defined in the Detailed Design Document.

Supervisory Functions. No supervisor shall perform bargaining unit work except and to the extent that such work is a part of his normal duties, or for the purpose of instruction and demonstration, or if qualified members of the bargaining unit are not readily available, or if an emergency or critical problem exists. An emergency or critical problem shall be defined to mean that immediate performance of work is required (a) to preserve life or property, or (b) to protect against damage to material or process. The University will investigate all complaints of violations of this Section brought to its attention by the Union; if upon investigation the University determines that a supervisor has performed bargaining unit work in violation of this Section it will take appropriate action, including a cease and desist directive, to meet its commitment under this Section without requiring the Union to utilize the grievance and arbitration procedure. In the event that the University determines that a violation exists, but the action taken by the University does not, in the judgment of the Union, cause the violation to cease, or in the event the Union disagrees with the University’s determination that no violation exists, the matter may be grieved at the second step of the grievance procedure. If the matter is referred to arbitration, and the arbitrator decides in favor of the Union, the arbitrator shall have the authority to issue a cease and desist order and to require the University to pay all or a part of the Union’s share of the arbitrator’s costs.

Supervisory Functions. No supervisor shall perform bargaining unit work except for the purpose of instruction and demonstration, or if qualified members of the bargaining unit are not readily available, or if an emergency or critical problem exists. An emergency or critical problem shall be defined to mean that immediate performance of work is required (a) to preserve life or property, or (b) to protect against damage to material or process. The University will investigate all complaints of violations of this Section brought to its attention by the Union; if upon investigation the University determines that a supervisor has performed bargaining unit work in violation of this Section it will take appropriate action, including a cease and desist directive, to meet its commitment under this Section without requiring the Union to utilize the grievance and arbitration procedure. In the event that the University determines that a violation exists, but the action taken by the University does not, in the judgment of the Union, cause the violation to cease, or in the event the Union disagrees with the University’s determination that no violation exists, the matter may be grieved at the second step of the grievance procedure. If the matter is referred to arbitration, and the arbitrator decides in favor of the Union, the arbitrator shall have the authority to issue a cease and desist order and to require the University to pay all or a part of the Union’s share of the arbitrator’s costs.