E. MANAGEMENT RIGHTS. 8. Except as otherwise provided in this Agreement, in accordance with applicable state law, nothing herein shall be construed to restrict any legal City rights concerning direction of its work force, or consideration of the merits, necessity, or organization of any service or activity provided by the City.
E. MANAGEMENT RIGHTS. 7. The City and County of San Francisco and its Departments retain all rights as set forth in the provisions in the Charter of the City and County of San Francisco, existing ordinances and Civil Service rules establishing and regulating the Civil Service System; provided, however, that amendments to said existing ordinances and civil service rules may be proposed through the meeting and conferring process. These rights include but are not limited to the power, duty and right to: direct the work of employees; hire, promote, demote, transfer, assign and retain employees; suspend or terminate employees for proper cause; relieve employees of duties because of lack of work or funds; establish performance standards and evaluate employees; determine and implement the methods, means, assignments, classifications and personnel by which its operations are to be conducted; and to initiate, prepare, modify and administer its budget. The City and its Departments have the right to promulgate reasonable rules and regulations pertaining to the employees covered by this Agreement, so long as these rules and regulations or any of the other rights in this paragraph do not conflict with any term or condition of this Agreement.
E. MANAGEMENT RIGHTS. 7. The SFMTA retains all rights as set forth in the provisions in the Charter of the City and County of San Francisco, existing ordinances and Civil Service rules establishing and regulating the Civil Service System; provided, however, that amendments to said existing ordinances and civil service rules may be proposed through the meeting and conferring process. These rights include but are not limited to the power, duty and right to: direct the work of employees; hire, promote, demote, transfer, assign and retain employees; suspend or terminate employees for proper cause; relieve employees of duties because of lack of work or funds; establish performance standards and evaluate employees; determine and implement the methods, means, assignments, classifications and personnel by which its operations are to be conducted; and to initiate, prepare, modify and administer its budget. The SFMTA has the right to promulgate reasonable rules and regulations pertaining to the employees covered by this Agreement, so long as these rules and regulations or any of the other rights in this paragraph do not conflict with any term or condition of this Agreement.
E. MANAGEMENT RIGHTS. 8. The Union agrees that the City has complete authority for the policies and administration of all City departments which it shall exercise under the provisions of law and in fulfilling its responsibilities under this Agreement. Said authority shall include the establishment of work rules and regulations not inconsistent with the terms of this Agreement. Any matter involving the management of governmental operations vested by law in the City and not covered by this Agreement is in the jurisdiction of the City. Nothing herein is intended to abridge the meet and confer obligations of the City pursuant to the Xxxxx-Xxxxxx-Xxxxx Act.
E. MANAGEMENT RIGHTS. 12. The Unions agree that the District has complete authority for the policies and administration of all District departments which it shall exercise under the provisions of law and in fulfilling its responsibilities under this Agreement. Said authority shall include the establishment of work rules and regulations not inconsistent with the terms of this Agreement. Any matter involving the management of governmental operations vested by the District and not covered by this Agreement is in the province of the District.
E. MANAGEMENT RIGHTS. 8. The UNION TWU Local 250-A recognizes the SFMTA's right to establish and/or revise performance levels, standards or norms notwithstanding the existence of prior performance levels, norms or standards. Such standards, developed by usual work measurement procedures, may be used to determine acceptable performance levels, prepare work schedules, and to measure the performance of each employee or group of employees. The SFMTA recognizes the UNION's TWU Local 250-A’s or the employee's right to grieve the effect of and implementation of the revised performance levels, norms, or standards.
E. MANAGEMENT RIGHTS. E-1 The Association recognizes of the Hospital and the direction of the working force are fixed exclusively in the and shall remain solely with the Hospital except as limited by the express provisions of Agreement. Without restricting generality of the foregoing, the Association acknowledges that it is the exclusive function of the Hospital to: Maintain order, discipline and Hire, assign, retire, direct, promote, classify, transfer, lay-off, recall, discharge, suspend or otherwise discipline nurses, provided a claim of discharge, or discipline without just cause may become the subject of a grievance and be dealt with as hereinafter provided. Determine, in the interest of efficient operation and highest standards of service, job rating or classification, the hours of work, work assignments, methods of doing work and the working establishment for any service. Determine the number of personnel required, the to be performed and the methods, procedures, equipment and the type of Patient Focused Care to be in connection Make and enforce and alter from time to time rules and regulations to be observed by the provided that such rules and regulations shrill not be inconsistent with the provisions of this Agreement, Hospital will advise the Association of any in rules and regulations. It is agreed that these rights shall not exercised in a manner with the express provisions of this Agreement. L
E. MANAGEMENT RIGHTS. 15. In accordance with applicable state law, nothing herein shall be construed to restrict any rights of the Court concerning direction of its work force, or consideration of the merits, necessity, or organization of any service or activity provided by the Court.
