Employment Management. 1. Consider all employees and volunteers of the HRWG as employees, and/or volunteers of the Hood River SWCD and require that they abide by the Personnel Policies of the Hood River SWCD and the laws governing SWCDs.
Employment Management. Article 28 The JV Company undertakes that it will continue to employ each and every former employee before joint venture. Any recruitment and dismissal of the employees of the JV Company shall be reviewed and determined by the Board according to the PRC Labor Law, the PRC Labor Contract Law and other applicable PRC regulations. The JV Company and the trade union thereof shall collectively or with individual separately enter into labor contracts. The labor contract shall, once duly executed, be filed with the competent local labor administration authority.
Employment Management. The parties agree that operation of the Library and the University, including supervision of the employees and of their work, is a right of the University. Accordingly, subject to the provisions of this Agreement, the making of reasonable rules to assure orderly and effective work; the determination of what duties shall be performed and of employee competency; the hiring, transfer, promotion, demotion, layoff and discharge or suspension of employees for just cause without regard to Union membership and without discrimination; and the right to discuss terms and conditions of employment directly with employees and to inform them directly concerning employment matters, are privileges of the University. None of these rights shall be exercised in an arbitrary manner. The University at its discretion may employ its students without reference to this Agreement. The term "student" shall be defined as persons enrolled in a degree program at Xxxxx and taking a course load or the equivalent equal to half or more of the normal academic program for such degree. The University will not lay off or dismiss a regular or regular part time employee for the purpose of hiring a student. It is the policy of the University's Library not to utilize student employees for the specific purpose of eroding the bargaining unit personnel complement. The University also agrees that the interests and viewpoints of the employees will be considered and that the right of the Union to represent any of the unit employees for collective bargaining and in dealing with individual grievances shall be observed.
Employment Management. The parties agree that operation of the University, including supervision of the employee and of their work, is a right of the University. Accordingly, subject to the provisions of this Agreement, the making of reasonable department rules and regulations to assure orderly and effective work; the determination of what duties shall be performed and of employee competency; the hiring, transfer, promotion, demotion, layoff and discharge or suspension of employees for just cause without regard to Union membership and without discrimination; and the right to discuss terms and conditions of employment directly with employees and to inform them directly concerning employment matters, are privileges of the University. None of these rights shall be exercised in an arbitrary manner. The University at its discretion may employ its students without reference to this Agreement. The term ‘students” shall be defined as persons enrolled in a degree program at Brown and taking a course load or the equivalent equal to half or more of the normal academic program for such degree. The University will not layoff or dismiss a regular or regular part-time employee for the purpose of hiring a student. The University may implement reasonable policies and procedures that govern the workplace conduct and expectations of union, and that are not inconsistent with any of the provisions of this agreement. The University shall notify the Union in writing in advance of the initial implementation of new and/or changes to existing University policies and procedures. The Union may request the University meet and discuss any of the proposed changes prior to implementation. Should the Union consider any such proposed new or revised policy or procedure in conflict with this agreement, it shall have the right to request that the parties engage in “impact” bargaining. Nothing in this section shall prohibit the Union from pursuing remedies under the grievance and arbitration provisions with regards to the University’s administration of existing University policies and procedures. Employees will be evaluated by one supervisor who reserves the right to receive performance input from appropriate sources. Management reaffirms the “comply with last order concept.” The University reserves the right to consider extending additional benefits to members of the bargaining unit when deemed practical. The University will advise the Union of anticipated changes prior to implementation, but such matters are beyon...
