Management Work Sample Clauses
The 'Management Work' clause defines the responsibilities and scope of tasks that the management team or designated managers are required to perform under the agreement. Typically, this clause outlines specific duties such as overseeing project progress, coordinating between different parties, and ensuring that objectives are met according to agreed timelines and standards. By clearly delineating these management obligations, the clause helps prevent misunderstandings about roles and ensures accountability, thereby facilitating smooth project execution and minimizing disputes over management duties.
Management Work. Supervisory Personnel
Management Work. Management Supervisors shall not work in a Union Classified position except: 1) to demonstrate or to instruct an employee on proper procedure or job performance, or 2) to assist in the event of a homeland security issue/emergency (during which, management will make every effort to contact union employees city-wide to assist).
Management Work. Management employees are permitted to replace outside mirrors, windshield wiper blades, tighten mirrors, check fluid levels, and restart buses from the rear by using the starter switch, while on the street. Management employees may carry tools and equipment to meet the requirements of this Section.
Management Work. 1. Positions meeting one or more of the following criteria are not included in the bargaining units and are not subject to the provisions of the Articles of Agreement.
a. Positions which determine TVA’s philosophy or mission, or an organization’s mission, resources, or structure.
b. Positions accountable for conducting audits, reviews, evaluations, or assessments resulting in impact on an organization’s staffing or resources.
c. Positions responsible for rendering managerial decisions involving negotiated union-management agreements, grievances, wage data, employment practices, terms and conditions of employment and competitive/confidential business matters (e.g., human resource consultants, labor relations consultants, attorneys).
d. Positions responsible for planning, staffing, organizing, managing and controlling both the work of an organization and its resources (i.e., capital and personnel) necessary to execute the work.
e. Positions responsible for supervision, including the performance evaluation, disciplinary actions, selections, promotions, and pay changes of bargaining unit employees.
f. Positions assigned the ultimate responsibility of program or project management which requires managing and controlling the project scope, scheduling, coordination, resources, milestones, problem resolution, and costs.
2. Dispute Resolution: Any dispute concerning the designation of a position as management will be resolved in the following manner:
a. The dispute shall be filed by the EA on a grievance form and submitted to the responsible department manager. Within 30 calendar days of receipt of the classification dispute, management from the responsible TVA organization and the appropriate EA representative will attempt to resolve the dispute and, absent resolution, will jointly conduct a review of the job. Absent resolution through the joint review, TVA will note the unresolved status on the grievance form and give a copy of it to the EA and the Vice President, Labor Relations, and the EA may appeal the dispute to the Vice President, Labor Relations.
b. The procedure for filing an appeal to the Vice President, Labor Relations, is the same as provided in S-11:C.
c. The EA may appeal the decision of the Vice President, Labor Relations, through the expedited arbitration procedure provided in S-11:D.
A. Classification Plan
B. Classification Standards
C. Job Description
D. Reclassification of Positions
Management Work. All parties recognize that the department management, or designee, may perform duties normally assigned to bargaining unit employees. Such duties, as described in this section, will be in accordance with applicable state statutes, and rules and the Illinois Public Educational Labor Relations Act.
Management Work. 1. Positions meeting one or more of the following criteria are not included in the bargaining units and are not subject to the provisions of the OPEIU Collective Bargaining Agreement:
a. Positions which determine TVA's philosophy or mission, or an organization's mission, resources, or structure.
b. Positions with responsibilities, at a level above the bargaining unit, which significantly impact an organization's mission, resources, or structure.
c. Positions responsible for rendering managerial decisions involving negotiated union- management agreements (e.g., Human Resource Officers, Labor Relations Officers, and Attorneys).
d. Positions responsible for suspending, discharging, or otherwise disciplining employees for cause.
e. Positions responsible for developing job qualification standards.
f. Positions, including executives and other positions, directly responsible for planning, staffing, organizing, supervising, and controlling both the work of an organization and the resources (i.e., capital and personnel) necessary to execute the work.
Management Work. So long as this Agreement remains in effect, Manager shall be responsible for performing the following management duties, responsibilities and work: