Common use of Examples of the Clause in Contracts

Examples of the. rights reserved solely to the University administration and its agents and officials include, but are not limited to, the right: 1. to establish the University's missions, programs, objectives, activities, and priorities; 2. to plan, supervise, direct and control the use of resources to achieve the University's missions, programs, objectives, activities, and priorities; 3. to develop, implement and administer affirmative action programs; 4. to establish and administer procedures, rules and regulations and determine the methods and means by which operations are to be carried on; 5. to introduce new or improved methods, programs, equipment, or facilities or change or eliminate existing methods, equipment, or facilities; 6. to determine the location or relocation, reorganization, or discontinuance of operations; to determine where employees shall work; or subcontract all or any portion of any operation; 7. to assign, reassign and schedule work; to determine the need for overtime; 8. to establish the size, composition, and qualifications of the work force; 9. to recruit, hire, develop, train, evaluate, promote, transfer, demote, or layoff limited appointment, career, or probationary employees; 10. to determine the basis for, and to determine the amount granted for merit increases; 11. to establish, ▇▇▇▇▇▇, and enforce standards of performance, conduct, and safety for employees; and to determine the process by which employee performance is evaluated; 12. to reprimand, suspend, release, or otherwise discipline or discharge employees for misconduct or failure to perform satisfactorily; 13. to maintain safety standards and programs; 14. to determine and modify job classifications and job descriptions.

Examples of the. rights reserved solely to the University administration and its agents and officials include, but are not limited to, the right: 1. to To establish the University's missions, programs, objectives, activities, activities and priorities, including Affirmative Action plans and goals; 2. To exercise full and exclusive control of the management of the University and to supervise and direct all operations; 3. To plan, supervisedirect, direct manage and control the use of resources and personnel to achieve the University's missions, programs, objectives, activities, activities and priorities; 3. to develop, implement including Affirmative Action plans and administer affirmative action programsgoals; 4. to To establish and administer procedures, rules and regulations and determine the methods and means by which operations are to be carried on; 5. to To introduce new or improved methods, programsequipment or facilities, equipment, or facilities or change or eliminate existing methods, equipment, equipment or facilities; 6. to To determine the location or relocation, reorganization, or discontinuance of operations; to determine where employees shall work; ; 7. To discontinue, relocate or subcontract all or any portion of any operation; 78. To determine, establish, modify, revise or abolish classes, titles, codes, class specifications and job descriptions and to assigndetermine the salary of new and revised classes; 9. To determine the work to be done; to assign work; to establish and change daily or weekly work schedules; to schedule hours of work, reassign including overtime; to establish or eliminate shifts; and schedule workto determine whether and to what extent work shall be performed by employees; 10. To determine the calendar dates on which employees shall receive pay owing and due them and to determine the intervals between such dates; to determine the need beginning and ending dates for overtimewhich payroll and accrual calculations are made and to determine formulas for such calculations; 811. to To establish the size, composition, composition and qualifications of the work force; to determine the nature of positions and whether or not to fill positions; and to use tests, interviews and other selection techniques to hire, promote, transfer and otherwise evaluate employees; 912. to To recruit, hire, develop, train, evaluate, promote, transfer, demotereclassify, demote or layoff limited appointment, career, or probationary employees; 1013. to To discipline, discharge or release non-career employees without cause; 14. To determine the basis for, and to determine the amount granted for merit increases, special awards, and payments for meritorious performance and to exercise sole discretion as to the granting, timing, amount, distribution and frequency of such increases whether or not such increases shall accrue to an employee's base salary; 1115. to To establish, ▇▇▇▇▇▇, modify and enforce standards of performance, conductworkload, conduct and safety for employees; and to determine the process by which employee performance is evaluated; 1216. to To reprimand, suspend, release, terminate or otherwise discipline or discharge employees for misconduct employees; or failure to perform satisfactorilyrelease employees; 1317. to maintain To establish, maintain, modify and enforce safety standards and programs; 1418. To implement, continue, modify or discontinue any policies, practices, rules or regulations which do not conflict with the express written provisions of this Agreement; and The above enumeration of management rights is not all-inclusive and does not exclude other management rights not specified, nor shall the exercise or non- exercise of rights retained by the University be construed to determine mean that any right is waived. To the extent the terms and modify job classifications conditions of employment are already addressed in this Agreement, those terms shall govern. Further, the Association acknowledges that the exercise or non-exercise of rights retained by the University and job descriptionsthe manner in which the University exercises its management rights may vary from place to place within the University's operations. Although the Union acknowledges the University’s management rights as outlined in this Article, the Union does not waive its right to bargain effects of such decisions as required by HEERA. Nothing in this Article is intended to abridge Union members’ rights as outlined in the Public Safety Officer’s ▇▇▇▇ of Rights.