2020-19 - 2020-22 collective bargaining agreement, Dispatchers

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4.03 An employee shall have the right to revoke such authorization by giving written notice to the City and the Local Union Treasurer at any time during the fifteen (15) day period preceding the termination of this Agreement, and the authorization card shall state clearly on its face the right of an employee to revoke during that period; and 4.04 The City's obligation to make deduction shall terminate automatically upon timely receipt of revocation of authorization or upon termination of employment or transfer to a job classification outside the bargaining unit. 4.05 The Union will indemnify and save the City harmless firm any action growing out of deductions hereunder and commences by an employee against the City (or the City and Union jointly). 1111114IY[N11a-M.WrfflmNkIM 177IMiYKv 5.01 Except as specified otherwise in this Agreement, the City has the right and responsibility to: Determine matters of inherent managerial rights which include, but are not limited to, areas of discretion or policy such as the functions and programs of the City, standards of services, its overall budget, utilization of technology and organizational structure; direct, supervise, evaluate and hire employees; maintain and improve the efficiency and effectiveness of the City's operations, including the right to reorganize, discontinue, enlarge or (contract any work to private industry) manage the operations and determine the overall methods, process, means or personnel by which the City's operations are to be conducted; demote, suspend, discipline, or discharge for just cause, or layoff, transfer, (including the assignment and allocation of work), assign, schedule, promote or retain employees; determine the adequacy of and direct the work force; determine the overall mission of the City as a unit of government; effectively manage and direct the work force and operations; take actions to carry out the mission of the City as a unit of government;, control the premises and facilities, and determine the number and location of facilities; promulgate and enforce reasonable employment rules and regulations; introduce new and/or improved equipment, methods and/or facilities; determine the size, duties and work methods of the work force; determine the number of shifts required and work schedules; establish, modify, consolidate or abolish jobs (or classifications); determine the manner in which the work is to be processed (or to be subcontracted to outside independent companies) and determine staffing patterns, including, but not limited to, assignment of employees, numbers employed, duties to be performed, qualifications required and areas worked. Fil