Misuse of Managerial/Supervisory Authority Clause Samples

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Misuse of Managerial/Supervisory Authority. Misuse of managerial/supervisory authority takes place when a person who supervises or is in a position of authority exercises that authority in a manner which serves no legitimate work purpose and which ought reasonably be known to be inappropriate. Misuse of managerial/supervisory authority does not include action occasioned through the exercise, in good faith, of the Employer's managerial/supervisory rights and responsibilities. Nor does it include a single incident of a minor nature where the harm, by any objective standard is minimal. Where the allegation is based on a matter for which another dispute resolution mechanism exists, then this process shall not be utilized. If an employee does not present a complaint within the prescribed time limits, or if the President of the Union or their designate does not present a complaint to the next higher level within the prescribed time limits, the complaint will be deemed to have been abandoned.
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Misuse of Managerial/Supervisory Authority. ‌ Misuse of managerial/supervisory authority takes place when a person who supervises or is in a position of authority exercises that authority in a manner which serves no legitimate work purpose and which ought reasonably be known to be inappropriate. Misuse of managerial/supervisory authority does not include action occasioned through the exercise, in good faith, of the Employer's managerial/supervisory rights and responsibilities. Nor does it include a single incident of minor nature where the harm, by an objective standard is minimal. Resolution procedures shall be pursuant to Clause 6.4 – Harassment Complaint Procedures. Where the allegation is based on a matter of which another dispute resolution mechanism exists, then this process shall not be utilized.
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Misuse of Managerial/Supervisory Authority. Misuse of managerial/supervisory authority takes place when a person who supervises or is in a position of authority exercises that authority in a manner which serves no legitimate work purpose and which ought reasonably be known to be inappropriate. Misuse of managerial/supervisory authority does not include action occasioned through the exercise, in good faith, of the Employer's managerial/supervisory rights and responsibilities. Nor does it include a single incident of a minor nature where the harm, by any objective standard is minimal. Where the allegation is based on a matter for which another dispute resolution mechanism exists, then this process shall not be utilized.
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Misuse of Managerial/Supervisory Authority. ‌ Misuse of managerial/supervisory authority takes place when a person who supervises or is in a position of authority exercises that authority in a manner which serves no legitimate work purpose and which ought reasonably be known to be inappropriate. Misuse of managerial/supervisory authority does not include action occasioned through the exercise, in good faith, of the Employer's managerial/supervisory rights and responsibilities. Nor does it include a single incident of minor nature where the harm, by an objective standard is minimal. Procedures shall be pursuant to Article 27.1(c)(1), (2), (3), (4)(d)(e)(f) and (g). Where the allegation is based on a matter of which another dispute resolution mechanism exists, then this process shall not be utilized.
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Misuse of Managerial/Supervisory Authority. Misuse of managerial/supervisory authority takes place when a person who supervises or is in a position of authority exercises that authority in a manner which serves no legitimate work purpose and which ought reasonably be known to be inappropriate. Misuse of managerial/supervisory authority does not include action occasioned through the exercise, in good faith, of the Employer's managerial/supervisory rights and responsibilities. Nor does it include a single incident of a minor nature where the harm, by any objective standard is minimal. Where the allegation is based on a matter for which another dispute resolution mechanism exists, then this process shall not be utilized. If an employee does not present a complaint within the prescribed time limits, or if the President of the Union or their designate does not present a complaint to the next higher level within the prescribed time limits, the complaint will be deemed to have been abandoned. Process Procedures (a) If there is an complaint allegation of misuse of managerial/supervisory authority, the employee will approach their supervisor or the first level of excluded manager, not involved in the matter, for assistance in resolving the issue within 30 days of the alleged occurrence. The supervisor/manager will investigate the allegation and take steps to resolve the concern as appropriate within 30 days of the issue being raised by the employee. The supervisor/manager will discuss the proposed resolution with the employees directly involved. The employees directly involved may have a ▇▇▇▇▇▇▇ present during these discussions. (b) If the proposed resolution is not acceptable, the complainant may refer the matter through the Union in writing to the Deputy Minister or their designate within 30 days of receiving the supervisor's/manager's response or when the response was due. The complaint written statement will be in writing and will provide full particulars of the allegation including:  the name(s) of individual(s) involved; and  the specific actions and dates of the alleged misuse of managerial/supervisory authority; and  names of witnesses; and  an explanation as to why it should be considered misuse of authority; and  an outline of the steps which have been taken to resolve the matter in (a) above..
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Misuse of Managerial/Supervisory Authority. Misuse of managerial/supervisory authority takes place when a person who supervises or is in a position of authority exercises that authority in a manner which serves no legitimate work purpose and which ought reasonably be known to be inappropriate. Misuse of managerial/supervisory authority does not include action occasioned through the exercise, in good faith, of the Employer's managerial/supervisory rights and responsibilities. Nor does it include a single incident of minor nature where the harm, by an objective standard is minimal. Good faith actions Resolution procedures Complaints under this clause shall be made pursuant to Clause 6.4 - Harassment Complaint Procedures. Where the allegation is based on a matter of which another dispute resolution mechanism exists, then this process shall not be utilized.
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Misuse of Managerial/Supervisory Authority. ‌ Misuse of managerial/supervisory authority takes place when a person who supervises or is in a position of authority exercises that authority in a manner which serves no legitimate work purpose and which ought reasonably be known to be inappropriate. Misuse of managerial/supervisory authority does not include action occasioned through the exercise, in good faith, of the Employer's managerial/supervisory rights and responsibilities. Good faith actions - such as assigning work, providing feedback to employees on work performance, and taking reasonable disciplinary action - do not constitute misuse of managerial or supervisory authority. Complaints under this clause shall be made pursuant to Clause 6.4 - Complaints Procedures. Where the allegation is based on a matter of which another dispute resolution mechanism exists, then this process shall not be utilized.
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Misuse of Managerial/Supervisory Authority. Misuse of managerial/supervisory authority takes place when a person who supervises or is in a position of authority exercises that authority in a manner which serves no legitimate work purpose and which ought reasonably be known to be inappropriate. Misuse of managerial/supervisory authority does not include action occasioned through the exercise, in good faith, of the Employer's managerial/supervisory rights and responsibilities. Nor does it include a single incident of minor nature where the harm, by an objective standard is minimal. Good faith actions ‐ such as assigning work, providing feedback to employees on work performance, and taking reasonable disciplinary action ‐ do not constitute misuse of managerial or supervisory authority. Procedures Complaints under this clause shall be made pursuant to Clause 6.4 ‐ Harassment Complaints Procedures. Where the allegation is based on a matter of which another dispute resolution mechanism exists, then this process shall not be utilized.
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Misuse of Managerial/Supervisory Authority and Bullying in the Workplace Subsequent to ratification of the 15th Master and Subsidiary Agreements, the parties commit to approaching the BCGEU to negotiate a Letter of Agreement between all three parties (BCPSA, PEA and BCGEU) that would address situations where Misuse of Managerial/Supervisory Authority and Bullying in the Workplace complaints involving one or more bargaining unit members from the two unions (PEA and BCGEU). The intention would be to jointly develop a process for the hearing and resolving these cross-bargaining unit complaints. Sincerely, ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇ Senior Labour Relations Specialist Letter Dear ▇▇. ▇▇▇▇▇▇▇▇▇, Re: Rest Periods This letter is to confirm the employer’s interpretation regarding rest periods under Article 13.01 Hours of Work in the PEA Collective Agreement. Within the 35 average weekly hours, employees are entitled to the equivalent of two 15 minute rest periods per day. Given the flexible nature of PEA work hours, employees may take these breaks on a flexible basis, based on operational considerations. For greater clarity, this letter does not entitle employees to additional compensation and unused daily breaks cannot be banked for future use.
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Related to Misuse of Managerial/Supervisory Authority

  • COMPETENT SUPERVISORY AUTHORITY Identify the competent supervisory authority/ies in accordance with Clause 13

  • Cooperation with supervisory authorities 1. The data exporter agrees to deposit a copy of this contract with the supervisory authority if it so requests or if such deposit is required under the applicable data protection law. 2. The parties agree that the supervisory authority has the right to conduct an audit of the data importer, and of any subprocessor, which has the same scope and is subject to the same conditions as would apply to an audit of the data exporter under the applicable data protection law. 3. The data importer shall promptly inform the data exporter about the existence of legislation applicable to it or any subprocessor preventing the conduct of an audit of the data importer, or any subprocessor, pursuant to paragraph 2. In such a case the data exporter shall be entitled to take the measures foreseen in Clause 5 (b).

  • Plenary authority of the Board of Trustees The Sub-Adviser and Adviser both acknowledge that the Fund is a mutual fund that operates as a series of the Trust under the authority of the Board of Trustees.

  • Authority of Manager (a) Except for situations in which the approval of any Member(s) is specifically required by this Agreement, (i) all management powers over the business and affairs of the Company shall be exclusively vested in the Corporation, as the sole managing member of the Company (the Corporation, in such capacity, the “Manager”) and (ii) the Manager shall conduct, direct and exercise full control over all activities of the Company. The Manager shall be the “manager” of the Company for the purposes of the Delaware Act. Except as otherwise expressly provided for herein and subject to the other provisions of this Agreement, the Members hereby consent to the exercise by the Manager of all such powers and rights conferred on the Members by the Delaware Act with respect to the management and control of the Company. Any vacancies in the position of Manager shall be filled in accordance with Section 6.04. (b) The day-to-day business and operations of the Company shall be overseen and implemented by officers of the Company (each, an “Officer” and collectively, the “Officers”), subject to the limitations imposed by the Manager. An Officer may, but need not, be a Member. Each Officer shall be appointed by the Manager and shall hold office until his or her successor shall be duly designated and shall qualify or until his or her death or until he shall resign or shall have been removed in the manner hereinafter provided. Any one Person may hold more than one office. Subject to the other provisions in this Agreement (including in Section 6.07 below), the salaries or other compensation, if any, of the Officers of the Company shall be fixed from time to time by the Manager. The authority and responsibility of the Officers shall include, but not be limited to, such duties as the Manager may, from time to time, delegate to them and the carrying out of the Company’s business and affairs on a day-to-day basis. The existing Officers of the Company as of the Effective Time shall remain in their respective positions and shall be deemed to have been appointed by the Manager. All Officers shall be, and shall be deemed to be, officers and employees of the Company. An Officer may also perform one or more roles as an officer of the Manager. (c) The Manager shall have the power and authority to effectuate the sale, lease, transfer, exchange or other disposition of any, all or substantially all of the assets of the Company (including the exercise or grant of any conversion, option, privilege or subscription right or any other right available in connection with any assets at any time held by the Company) or the merger, consolidation, reorganization or other combination of the Company with or into another entity.

  • SIGNATORY AUTHORITY The signatories to this Agreement covenant and warrant that they have authority to execute this Agreement. By signing below, the undersigned agrees to the above terms and conditions.