PLANT MANAGEMENT. Section 1.
PLANT MANAGEMENT. Section 1. Except as limited by the specific provisions of this Agreement, management of the plant and the direction of the working forces, which include the right to hire, layoff, recall, assign positions as well as work, transfer, discharge and or discipline for cause, promote, demote, introduce new and improved methods or facilities, and/or change existing methods or facilities, schedule and require overtime work, and manage the properties and Company assets are vested exclusively with the Company. In the exercise of these functions, the Company shall not discriminate against employees because of membership in or legitimate activity on behalf of the Union.
PLANT MANAGEMENT. 9.01 The Union recognizes that the operating of the plant and the full direction of the working forces is the exclusive function and responsibility of the Company. Without restricting the generality of the foregoing:
PLANT MANAGEMENT. The Management of the Plant, and the direction of the working force, the maintenance of order, discipline and efficiency, including the right to direct, plan, and control plant operations, to schedule working hours, and the right to select, hire, promote, demote, transfer, suspend or discharge employees for just and sufficient cause, or to release employees because of lack of work or for other legitimate reasons, the right to establish work or job assignments and the output of machines and operators, and to decide the number of employees needed by the Company at any time, the right to introduce new and improved methods and facilities, or to change existing production methods and facilities and to determine the products to be manufactured are vested exclusively in the Company. The Company agrees that the above functions will be exercised in a manner not inconsistent with the terms of this Agreement! and that an employee who feels he has been treated within the terms of this Agreement may make such complaint, subject to the Grievance Procedure in the manner and to the extent as provided for in this Agreement.
PLANT MANAGEMENT. Section 1. It is recognized that there are certain functions, responsibilities and management rights exclusively reserved to the Company, among which are the direction and operation of the Company, the determination of the number and location of its plants, the number and size of departments, the services to be offered, the types of work to be performed, the schedules of product and service, shift schedules and hours of work, the work assignments of employees, the operation of a job evaluation system, the methods, processes and means of accomplishing the Company’s mission, the machinery, tools and equipment to be used, and the making and enforcing of reasonable rules and regulations. None of the rules and regulations so formulated, or as changed from time to time, shall be inconsistent with this Agreement and will be posted on a bulletin board.
PLANT MANAGEMENT. 5.1 Prior to Final Agreement, the Parties will address aspects of Plant management within the Dehcho Settlement Area.
PLANT MANAGEMENT. As far as MDKM knows, the current operations of the CBL Group companies do not violate statutory requirements that are material to the continuation of these businesses at the current level. The preceding warranty is given as of the date of transfer of the equity stake sold.
PLANT MANAGEMENT. The Management of the Plant, and the direction of the working force, the maintenance of order, discipline and efficiency, including the right to direct, plan, and control plant operations, to schedule working hours, and the right to select, demote, transfer, suspend or discharge employees for just and sufficient cause, or to release employees because of lack of work or for other legitimate reasons, the right to establish work or job assignments and the output of machines and operators, and to decide the number of employees needed by the Company at any time, the right to introduce new and improved methods and facilities, or to change existing production methods and facilities and to determine the products to be manufactured are vested exclusively in the Company. in inconsistent the terms of Agreement, and that an employee who feels he has been unjustly treated within the terms of this Agreement may make such complaint, subject to the Grievance Procedure in the manner and to the extent as provided for in this Agreement.
PLANT MANAGEMENT. Discipline Clarification A record card covering each year of an employee’s service is maintained for the purpose of recording attendance, performance, and miscellaneous pertinent facts concerning work record. No derogatory notation may be placed on card without first notifying the employee concerned. In the event of a grievance regarding disciplinary action, a copy of said record card and attachments to the record card which pertain to discipline will be provided to the Union upon the written permission of the subject employee. Any or “discussion” comments on an employee’s “Annual Record Card” shall not be viewed as derogatory in nature and shall not disqualify the employee from consideration for any specialized job vacancies. As such, or comments shall not prompt an “Unsatisfactory” rating on the “Annual Record Card”. Furthermore, a “Requires Improvement” rating resulting from “coaching” or “discussion” comments not disqualify an employee from consideration for any specialized job vacancy. The Company shall take the at every employee “Annual Record Card” review to outline work performance expectations. Any subsequent requirement to remind employees of work performance expectations shall be recorded on the “Annual Record Card’’ as a counseling notation and shall be deemed to be disciplinary in nature. A record of employee on the
PLANT MANAGEMENT
