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4.04 The City's obligation to make deduction shall terminate automatically upon timely
<br />receipt of revocation of authorization or upon termination of employment or transfer to a job
<br />classification outside the bargaining unit.
<br />4.05 The Union will indemnify and save the City harmless from any action growing out of
<br />deductions hereunder and commences by an employee against the City (or the City and Union
<br />jointly).
<br />ARTICLE 5 MANAGEMENT RIGHTS
<br />5.01 Except as specified otherwise in this Agreement, the City has the right and responsibility
<br />to: Determine matters of inherent managerial rights which include, but- are not limited to, areas
<br />of discretion or policy such as the functions and programs of the City, standards of services, its
<br />overall budget, utilization of technology and organizational structure; direct, supervise, evaluate
<br />and hire employees; maintain and improve the efficiency and effectiveness of the City's
<br />operations, including the right to reorganize, discontinue, enlarge or (contract any work to
<br />private industry) manage the operations and determine the overall methods, process, means or
<br />personnel by which the City's operations are to be conducted; demote, suspend, discipline, or
<br />discharge for just cause, or layoff, transfer, (including the assignment and allocation of work),
<br />assign, schedule, promote or retain employees; determine the adequacy of and direct the work
<br />force; determine the overall mission of the City as a unit of government; effectively manage and
<br />direct the work force and operations; take actions to carry out the mission of the City as a unit of
<br />government; control the premises and facilities, and determine the number and location of
<br />facilities; promulgate and enforce reasonable employment rules and regulations; introduce new
<br />and/or improved equipment, methods and/or facilities; determine the size, duties and work
<br />methods of the work force; determine the number of shifts required and work schedules;
<br />establish, modify, consolidate or abolish jobs (or classifications); determine the manner in which
<br />the work is to be processed (or to be subcontracted to outside independent companies) and
<br />determine staffing patterns, including, but not limited to, assignment of employees, numbers
<br />employed, duties to be performed, qualifications required and areas worked.
<br />5.02 The foregoing is subject to the restrictions and regulations governing the exercise of these
<br />rights as are expressly provided herein.
<br />ARTICLE 6 NO STRIKE
<br />6.01 The Union shall not, directly or indirectly, call, sanction, encourage, finance, and/or assist
<br />in any way, nor shall any employee instigate or participate, directly or indirectly, in any strike,
<br />slowdown, walkout, concerted "sick" leave or mass resignation, work stoppage, picketing, or
<br />interference of any kind at any operation or operations of the City.
<br />6.02 Violations of Section 6.01 of this Article shall be proper cause for discipline up to and
<br />including termination.
<br />6.03 The Union shall at all times cooperate with the City in continuing operations in a normal
<br />manner and shall actively discourage any endeavor to prevent or terminate any violation of
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