Union and Management Rights Clause Samples

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Union and Management Rights. Rights of Organizational Association 1 B. Recognition 1 C. Non-Discrimination by the Majority Representative 2 D. Majority Representative Information 2 E. Union Communications 2 F. Visits to Schools 2 G. Released Time for Union Discussion Leaders 3 H. Deduction of Dues for Membership in the KCFT & SRP 3 I. Publication of the CBA for Teachers, Counselors, and Librarians 3 J. Majority Representative Parking Space 3 K. Management Rights Clause 4 Article III. Labor Management Collaboration
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Union and Management Rights. A. Except as expressly provided otherwise by the terms of this Agreement, the determination and administration of educational policy and the operation of the schools are vested exclusively in the Board or in the Superintendent when so delegated by the Board. The exercise of judgment and discretion by the Board and its administrators, if made in good faith and for valid reasons, not in conflict with the express terms of this Agreement, shall be upheld. B. Nothing contained herein shall be considered to deny or restrict the Board of its rights, responsibilities, and authority under the Michigan General School Laws or any other national, state, county, district or local laws or municipal regulations as they pertain to education. C. The Union, as the sole and exclusive bargaining representative of the employees, shall have the rights granted to it by Act 379 of the Public Acts of 1965, as amended. D. The Union will have the right to use school buildings at reasonable times and hours for meetings with the bargaining unit when an operating staff is on duty, provided this shall not interfere with or interrupt normal school procedures. Such use will be scheduled through the building administrator, provided that said building administrator will be consulted in advance, within a reasonable time, regarding the time and place of all such meetings. All requests for building use will conform to established Board policies. It is understood that the only cost to the Union will be any additional service costs necessitated by such meetings. The provisions of this section shall not apply in the event of a strike, work stoppage, or any such other event as noted in Article 7., section A. E. 1. The Union shall be permitted the use of the inter-building mail system and of Board bulletin-board facilities for the communication of the following types of notices: a) Notices of Union recreational and social affairs; b) Notices of Union elections, appointments, and results of Union elections, pertaining to employees within the bargaining unit; c) Notice of Union meetings and educational classes; and d) Any other material approved by the Board It is understood that bulletin-boards and the inter-office mail system shall not be used without the written authorization of the Superintendent or designee for the posting and/or distribution of printed matter of any kind if said printed matter involves the following sort of information;
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Union and Management Rights. Except as expressly provided otherwise by the terms of this Agreement, the determination and administration of educational policy and the operation of the schools are vested exclusively in the Board or in the Superintendent when so delegated by the Board. The exercise of judgment and discretion by the Board and its administrators, if made in good faith and for valid reasons not in conflict with the express terms of this Agreement, shall be upheld.
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Union and Management Rights. 13 3.1 General 3.2 Restraint 3.3 Representation 3.4 Union Rights and Responsibilities 3.5 Formal Discussions 3.6 Working Relations 3.7 Notification of Changes in Working Conditions 3.8 Notification to Employees of Exclusive Representation 3.9 Communications with Bargaining Unit Employees 3.10 Management Rights – General 3.11 Other Agreements 3.12 Management Rights with Respect to Non-Bargaining Unit
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Union and Management Rights. 6‌ Section 1 - General Section 2 - Restraint Section 3 - Representation‌‌ Section 4 - Union Rights and Responsibilities Section 5 - Formal Discussions‌ Section 6 – Working Relations Section 7 - Notification to Employees of Exclusive Representation Section 8 - Communications with Bargaining Unit Employees Section 9 - Management Rights - General‌‌ Section 10 - Other Agreements Section 11 - Management Rights with Respect to Non-Bargaining Unit Employees Section 12 - Management Rights to Establish Work Rules and Policies Article 4 - Employee Rights 9‌ Section 1 - Organizational Rights Section 2 - Personal Rights‌ Section 3 - Whistle-Blower Protection Section 4 - Right to Union Representation Section 5 - Timely and Proper Compensation Section 6 - Voluntary Activities‌‌‌ Section 7 - Nursing Mothers Article 5 - Negotiations During the Term of the Agreement 13‌ Section 1 - Purpose Section 2 - Matters Covered by This Agreement Section 3 - Matters Not Covered by This Agreement‌ Section 4 - Notification of Changes in Working Conditions Article 6 - Dues Withholding 14‌ Section 1 - Dues Withholding Section 2 - Dues Revocation
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Union and Management Rights. 12 5.1. Union Rights (Award 1984 – 1986) 12 5.2. Management Rights (Award 1992 – 1996) 12
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Union and Management Rights. General Section 2 - Restraint Section 3 - Representation Section 4 - Union Rights and Responsibilities Section 5 - Formal Discussions Section 6 - Working Relations Section 7 - Notification of Changes in Working Conditions Section 8 - Notification to Employees of Exclusive Representation Section 9 - Communications with Bargaining Unit Employees Section 10 - Management Rights - General Section 11 - Other Agreements Section 12 - Management Rights With Respect to Non-Bargaining Unit Employees
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Union and Management Rights 
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Related to Union and Management Rights

  • ARTICLE MANAGEMENT RIGHTS The Union recognizes and acknowledges that the management of the Company and the direction of working forces are the exclusive right of the Company and remain solely with management except as specifically limited by the provisions of this Agreement. Without limiting the generality of the foregoing the Union acknowledges that it is the exclusive function of the Company to:

  • Advisory and Management Arrangements Subject to the requirements of applicable law as in effect from time to time, the Trustees may in their discretion from time to time enter into advisory, administration or management contracts (including, in each case, one or more sub-advisory, sub-administration or sub-management contracts) whereby the other party to any such contract shall undertake to furnish such advisory, administrative and management services with respect to the Trust as the Trustees shall from time to time consider desirable and all upon such terms and conditions as the Trustees may in their discretion determine. Notwithstanding any provisions of this Declaration, the Trustees may authorize any advisor, administrator or manager (subject to such general or specific instructions as the Trustees may from time to time adopt) to exercise any of the powers of the Trustees, including to effect investment transactions with respect to the assets on behalf of the Trust to the full extent of the power of the Trustees to effect such transactions or may authorize any officer, employee or Trustee to effect such transactions pursuant to recommendations of any such advisor, administrator or manager (and all without further action by the Trustees). Any such investment transaction shall be deemed to have been authorized by all of the Trustees.

  • MANAGEMENT RIGHTS 3.01 The Union acknowledges that all management rights and prerogatives are vested exclusively with the Employer and without limiting the generality of the foregoing; it is the exclusive function of the Employer: (a) To determine and establish standards and procedures for the care, welfare, safety and comfort of the residents in the facility. (b) To maintain order, discipline and efficiency and in connection therewith to establish and enforce reasonable rules and regulations. (c) To hire, transfer, layoff, schedule, recall, promote, demote, classify, assign duties, discharge, suspend or otherwise discipline employees for just cause, provided that a claim of discriminatory transfer, promotion, demotion of classification or a claim that an employee has been discharged or disciplined without just cause, may be the subject of a grievance and dealt with as hereinafter provided. (d) To have the right to plan, direct, and control the work and direction of employees and the operation of the facility. This includes the right to introduce new and improved methods, facilities, equipment and to control the amount of supervision necessary, work schedules, the combining or splitting up of departments, and the increases or reduction of personnel in a particular area or on the whole. 3.02 The Employer will exercise these rights in a manner consistent with the Collective Agreement and apply the provisions of the Collective Agreement in a reasonable manner.

  • Workload Management 11.1 The parties to this Agreement acknowledge that Employees and management have a responsibility to maintain a balanced workload and recognise the adverse effects that excessive workloads may have on Employee/s and the quality of resident/client care. 11.2 To ensure that Employee concerns involving excessive workloads are effectively dealt with by Management the following procedures should be applied: (a) Step 1: In the first instance, Employee/s should discuss the issue with their immediate supervisor and, where appropriate, explore solutions. (b) Step 2: If a solution cannot be identified and implemented, the matter should be referred to an appropriate senior manager for further discussion. (c) Step 3: If a solution still cannot be identified and implemented, the matter should be referred to the Facility Manager for further discussion. (d) Step 4: The outcome of the discussions at each level and any proposed solutions should be recorded in writing and fed back to the effected Employees. 11.3 Workload management must be an agenda item at staff meetings on at least a quarterly basis. Items in relation to workloads must be recorded in the minutes of the staff meeting, as well as actions to be taken to resolve the workloads issue/s. Resolution of workload issues should be based on the following criteria including but not limited to: (a) Clinical assessment of residents’ needs; (b) The demand of the environment such as facility layout; (c) Statutory obligation, (including, but not limited to, work health and safety legislation); (d) The requirements of nurse regulatory legislation; (e) Reasonable workloads (such as roster arrangements); (f) Accreditation standards; and (g) Budgetary considerations. 11.4 If the issue is still unresolved, the Employee/s may advance the matter through clause 9 Dispute Resolution Procedure. Arbitration of workload management issues may only occur by agreement of the Employer and the Employee representative, which may include the union/s.

  • AGREEMENT MANAGEMENT Pinellas Community Foundation designates the following person(s) as the liaison for the ▇▇▇▇▇▇ ▇▇▇▇▇▇, CEO Pinellas Community Foundation