Employer Prerogatives Sample Clauses

Employer Prerogatives. Section A: This Agreement shall be construed as completely setting forth all rights and obligations of the Employer, the Union, and the covered employees, rather than as a partial expression of, or basic guide to, such rights and obligations. The Employer shall have and retain, to the maximum extent permitted by law, all of the rights and privileges, whether exercised or not, that it would have had in the absence of a collective bargaining relationship, except to the extent that it has herein agreed to express limitations upon those rights and privileges.
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Employer Prerogatives. This Article shall not in any way restrict the prerogatives of the EMPLOYER to determine whether there shall be a reduction in force, the form such reduction shall take, or the duration of such reduction in force.
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Employer Prerogatives. 18.1 It is the intention hereof that all the rights, powers, prerogatives, and authorities that the Employer had prior to the signing of this Agreement are retained by the Employer except those delegated, granted, or modified by this Agreement, and only to the extent that they are specifically abridged.
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Employer Prerogatives. (SASSMM is committed to its mission, while ensuring the long-term viability and sustainability of the organization. SASSMM has consistently accomplished its organizational goals through a high-level of collaboration between and across its programs. Staff input and expertise has been an essential element of our critical work. Full team participation and input of staff will continue to inform and shape our work at all levels. While full team participation assists to establish our goals and program areas, in order to guarantee the legal and fiduciary roles of the organization, the Employer shall retain the authority, discretion, and flexibility to operate the organization, make day-to-day decisions, and determine the mission, priorities, goals, strategies, tactics, methods, programs, processes, means, organizational structure, and personnel to achieve SASSMM’s mission and goals. Except as set forth in other provisions of this Collective Bargaining Agreement, the Employer shall have all sole and exclusive prerogatives reserved to Management that include, but are not limited to: determine and establish agency budget; establish standards of service and performance of its Employees, including setting key performance indicators and qualifications, ethical standards, public messaging, security, privacy, data security rules, use of lists, supervise Employees and their work, including training and cross-training; establish performance standards and conduct employee performance evaluations, and determine the competency of Employees; consistent with applicable equal pay laws and other relevant laws and regulations; hire, appoint, promote, discipline, assign, direct, transfer, lay-off, or demote personnel; suspend or discharge Employees for just cause; increase or decrease the size of the workforce for lack of work, budgetary, advocacy, tactical, or strategic reasons; determine the hours and days, and locations; ensure orderly and effective operations and effective work and work schedules; enforce Employer rules, policies and regulations; take actions deemed necessary by the Employer to carry out its responsibilities, including in situations of emergency. SASSMM expects all Employees to perform work to the best of their ability. In the exercise of these prerogatives, Employer shall be the sole judge of all factors involved in the decision, including, but not limited to, efficiency, usefulness, cost, and practicability. Neither the failure of the Employer to exercise any...
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Employer Prerogatives. The Employer hereby retains and reserves unto itself, without limitation, all powers, rights, authority, duties and responsibilities conferred upon and vested in it by the laws and the constitution of the State of Michigan and of the United States. Further, all rights which ordinarily vest in and are exercised by employers except such as are specifically relinquished herein are reserved to and remain vested in the Employer. The right to hire, promote, discharge or discipline, and to maintain discipline and efficiency of employees, is the sole responsibility of the Employer except that Union members shall not be discriminated against as such. In addition, the work schedules, methods and means of departmental operation are solely and exclusively the responsibility of the Employer subject, however, to the provisions of this Agreement, and applicable law. It is agreed that except as specifically abridged, delegated, modified, or granted by this Agreement, all of the rights, powers, and authority the Employer had prior to the signing of this Agreement are retained by the Employer and remain exclusively and without limitation within the rights of the Employer.
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Employer Prerogatives. No provision of this article shall be construed to be a violation of the layoff and recall from layoff provisions of this Agreement or a limitation on the prerogatives of the Employer identified below which shall be within the Employer's sole discretion and which shall not be subject to the grievance and arbitration provisions of this Agreement.
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Employer Prerogatives. Speak About It (Speak About It, SAI) is committed to its mission, while ensuring the long-term viability and sustainability of the organization. Speak About It always accomplished its goals through the high-level of collaboration between and across departments. Staff input and expertise has always been the driving force of our critical work. Full team participation and input of staff will continue to inform and shape our work at every level. Although full team participation helps to establish our goals and program areas, in order to guarantee the legal and fiduciary roles of the organization, the Employer shall retain the authority, discretion, and flexibility to operate the organization, make day-to-day decisions, and determine the mission, priorities, goals, strategies, tactics, methods, programs, processes, means, organizational structure, and personnel to achieve SAI’s mission and goals. Except as set forth in other provisions of this Collective Bargaining Agreement, the Employer shall have all sole and exclusive prerogatives reserved to Management that include, but are not limited to: determine its budget; establish standards of service and performance of its Employees, including setting key performance indicators and qualifications, ethical standards, public messaging, security, privacy, data security rules, use of lists, supervise Employees and their work, including training and cross-training; establish performance standards and conduct Employee performance evaluations, and determine the competency of Employees; consistent with applicable equal pay laws and other relevant laws and regulations; hire, appoint, promote, discipline, assign, direct, transfer, or demote personnel; suspend or discharge Employees for just cause; increase or decrease the size of the workforce for lack of work, budgetary, advocacy, tactical, or strategic reasons; determine the hours and days, and locations; ensure orderly and effective operations and effective work and work schedules; enforce Employer rules, policies and regulations; take actions deemed necessary by the Employer to carry out its responsibilities, including in situations of emergency.
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Related to Employer Prerogatives

  • Employer Policies Employees shall be governed by written policies adopted by the Employer as publicized on bulletin boards, or by general distribution, provided such policies are not in conflict with the provisions of this Agreement.

  • Employer The minimum periods of notice to be given by an employer are governed by the Employment Rights Xxx 0000: Continuous Service Period of Notice One month or more Not less than one week but less than two years Two years or more but Not less than one week for each year less than twelve years of continuous service Twelve years or more Not less than twelve weeks

  • EMPLOYER RIGHTS 3.1 The Employer retains the right to operate and manage all manpower, facilities, and equipment; to establish functions and programs; to set and amend budgets; to determine the utilization of technology; to establish and modify the organizational structure; to select, direct, and determine the number of personnel; and to perform any inherent managerial function not specifically limited by this Agreement.

  • Employer Grievance The Employer may institute a grievance by delivering the same in writing to the President of the Local Union and the President shall answer such grievance in writing within five working (5) days. If the answer is not acceptable to the Employer, the Employer may, within ten (10) working days from the day the President gives her answer, give ten (10) working days notice to the President of the Local Union of its intention to refer the dispute to arbitration.

  • Employees Except as set forth on Schedule 4.14, neither the Company nor any of its Subsidiaries has any collective bargaining agreements with any of its employees. There is no labor union organizing activity pending or, to the Company's knowledge, threatened with respect to the Company or any of its Subsidiaries. Except as disclosed in the Exchange Act Filings or on Schedule 4.14, neither the Company nor any of its Subsidiaries is a party to or bound by any currently effective employment contract, deferred compensation arrangement, bonus plan, incentive plan, profit sharing plan, retirement agreement or other employee compensation plan or agreement. To the Company's knowledge, no employee of the Company or any of its Subsidiaries, nor any consultant with whom the Company or any of its Subsidiaries has contracted, is in violation of any term of any employment contract, proprietary information agreement or any other agreement relating to the right of any such individual to be employed by, or to contract with, the Company or any of its Subsidiaries because of the nature of the business to be conducted by the Company or any of its Subsidiaries; and to the Company's knowledge the continued employment by the Company or any of its Subsidiaries of its present employees, and the performance of the Company's and its Subsidiaries' contracts with its independent contractors, will not result in any such violation. Neither the Company nor any of its Subsidiaries is aware that any of its employees is obligated under any contract (including licenses, covenants or commitments of any nature) or other agreement, or subject to any judgment, decree or order of any court or administrative agency, that would interfere with their duties to the Company or any of its Subsidiaries. Neither the Company nor any of its Subsidiaries has received any notice alleging that any such violation has occurred. Except for employees who have a current effective employment agreement with the Company or any of its Subsidiaries, no employee of the Company or any of its Subsidiaries has been granted the right to continued employment by the Company or any of its Subsidiaries or to any material compensation following termination of employment with the Company or any of its Subsidiaries. Except as set forth on Schedule 4.14, the Company is not aware that any officer, key employee or group of employees intends to terminate his, her or their employment with the Company or any of its Subsidiaries, nor does the Company or any of its Subsidiaries have a present intention to terminate the employment of any officer, key employee or group of employees.

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