Employer Rights and Direction of Work Force Sample Clauses
The 'Employer Rights and Direction of Work Force' clause establishes the employer's authority to manage, direct, and control the workforce as necessary for business operations. This typically includes the right to assign tasks, set work schedules, determine work methods, and make decisions regarding hiring, discipline, or termination. By clearly outlining these rights, the clause ensures that the employer retains essential managerial control, helping to prevent disputes over workplace authority and operational decisions.
Employer Rights and Direction of Work Force. (a) The Management of UFV and the direction of the working forces, including the hiring, firing, promotion and demotion of employees, is vested exclusively in the Employer, except as may be otherwise specifically provided in this Agreement. The Association agrees that all employees shall be governed by all policies adopted by the Employer and implemented by the Administration, and published to employees on the UFV website or by general distribution, provided such policies are fair, reasonable and are not in conflict with this Agreement.
(b) Where Association members are assigned the duties and responsibilities of supervising members, these duties and responsibilities may include employee performance management, which includes:
(i) providing the appropriate exempt supervisor with an assessment of an employee’s performance and suitability for reappointment or continuing appointment under Article 13.1(b).
(ii) taking informal and formal disciplinary measures, in consultation with the appropriate exempt administrator and/or AVP, Human Resources, under ARTICLE 14: normally up to and including the issuance of verbal warnings, letters of reprimand and adverse evaluation reports.
(c) Where Association members are expected to assume administrative responsibilities for faculty members, for example when serving as Department or Program Heads, their role in supervising colleagues shall be limited to an advisory or formative capacity. Disciplinary actions and evaluation issues of a negative nature constitute direction of the workforce and must be taken by the appropriate Deans. No Association member who has acted in an advisory or formative capacity during the informal resolution of a conflict shall act as an adjudicator or as a witness to the formative or advisory activities in any subsequent disciplinary process.
Employer Rights and Direction of Work Force. (a) The Management of UFV and the direction of the working forces, including the hiring, firing, promotion and demotion of employees, is vested exclusively in the Employer, except as may be otherwise specifically provided in this Agreement. The Association agrees that all employees shall be governed by all policies adopted by the Employer and implemented by the Administration, and published to employees on bulletin or notice boards or by general distribution, provided such policies are fair, reasonable and are not in conflict with this Agreement.
(b) Where Association members are expected to assume administrative responsibilities for faculty members, for example when serving as Department or Program Heads, their role in supervising colleagues shall be limited to an advisory or formative capacity. Disciplinary actions and evaluation issues of a negative nature constitute direction of the workforce and must be taken by the appropriate Deans. No Association member who has acted in an advisory or formative capacity during the informal resolution of a conflict shall act as an adjudicator or as a witness to the formative or advisory activities in any subsequent disciplinary process.
Employer Rights and Direction of Work Force. (1) The management of the University College and the direction of the working forces, including the hiring, firing, promotion and demotion of employees, is vested exclusively in the Employer, except as may be otherwise specifically provided in this Agreement. The Association agrees that all employees shall be governed by all policies adopted by the Employer and implemented by the Administration, and published to employees on bulletin or notice boards or by general distribution, provided such policies are fair, reasonable and are not in conflict with this Agreement.
(2) Where FSA members are expected to assume administrative responsibilities for faculty members, for example when serving as Department or Program Heads, their role in supervising colleagues shall be limited to an advisory or formative capacity. Disciplinary actions and evaluation issues of a negative nature constitute direction of the workforce and must be taken by the appropriate Deans. No FSA member who has acted in an advisory or formative capacity during the informal resolution of a conflict shall act as an adjudicator or as a witness to the formative or advisory activities in any subsequent disciplinary process.