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the termination of this Agreement, and the authorization card shall state clearly on its face the fight <br />of an employee to revoke during that period. <br />4.03 The City's obligation to make deduction shall terminate automatically upon timely receipt <br />of revocation of authorization or upon termination of employment or transfer to a job classification <br />outside the bargaining unit. - <br />4.04 The Union will indemnify and save the City harmless from any action growing out of <br />deductions hereunder and commenced by an employee against the City (or the City and Union <br />jointly). <br />ARTICLE 5 <br />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 of <br />discretion or policy such as the functions and programs of the City, standards of services, its overall <br />budget, utilization of technology and organizational structure; direct, supervise, evaluate and hire <br />employees; maintain and improve the efficiency and effectiveness of the City's operations, <br />including the right to reorganize, discontinue, enlarge or contract any work to private industry; <br />manage the operations and determine the overall methods, process, means or personnel by which <br />the City's operations are to be conducted; demote, suspend, discipline, discharge for just cause, <br />layoff, transfer (including the assignment and allocation of work), assign, schedule, promote or <br />retain employees; determine the adequacy of and direct the work force; determine the overall <br />mission of the City as a unit of government; effectively manage and direct the work force and <br />operations; take actions to carry out the mission of the City as a governmental unit; control the <br />premises and facilities, and determine the number and location of facilities; promulgate and <br />enforce reasonable employment rules and regulations; introduce new and/or improved equipment, <br />methods and/or facilities; determine the size, duties and work methods of the work force; <br />determine the manner in which the work is to be processed or to be subcontracted to outside, <br />independent companies; and determine staffing patterns, including but not limited to, assignment <br />of employees, numbers employed, duties to be performed, qualifications required and areas <br />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 <br />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 />2 <br />