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1) Dues List: name (last name, first name, middle initial) current address, phone number, <br />department/work unit, last four digits of the social security number and the amount of the deduction <br />for each employee, as well as, the total amount of the dues deducted for all employees for the pay <br />period of the report. <br />2) Non-member list: In alpha order by last name. The current name, address, phone <br />number and department/work unit of each bargaining unit employee who are non-members. <br />3) Dropped employees: In alpha order by last name, last four digits of social security <br />number, current address and phone number of bargaining unit employees who were dropped from <br />the previous dues list and the reason each was dropped. <br />4) Total remittance amount. <br />This section shall be deemed complied with if one list containing fields with all of the above <br />information (including a field showing whether an employee is a union member or non-member) is <br />provided by the Employer to the Union in Excel format for all bargaining unit employees. The <br />grouping of members and non-members, and the totals required by the section shall be calculated <br />and/or organized by the Union using the fields provided in the Excel format. <br />ARTICLE 5 MANAGEMENT RIGHTS <br />5.01 Except as specified otherwise in this Agreement, the City has the right and responsibility to: <br />1) 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 or services, its overall <br />budget, utilization of technology and organization structure; 2) direct, supervise, evaluate and hire <br />employees; 3) maintain and improve the efficiency and effectiveness of the City's operations, <br />including the right to reorganize, discontinue, enlarge or contract any work; 4) manage the <br />operations and determine the overall methods, process, means or personnel by which the City's <br />operations are to be; 5) suspend, discipline or discharge for just cause; 6) layoff, transfer (including <br />the assignment and allocation of work) within departments or to other departments, assign, schedule, <br />promote or retain employees; 7) determine the adequacy of and direct the work force; 8) determine <br />the overall mission of the City as a unit of government and take actions to carry out that mission; 9) <br />effectively manage and direct the work force and operations; 10) control the premises and facilities, <br />and determine the number and location of facilities; 11) promulgate and enforce reasonable <br />employment rules and regulations; 12) introduce new and/or improved equipment, methods and/or <br />facilities; 13) determine the size, duties and work methods of the work force; 14) determine the <br />number of shifts required and work schedules; 15) establish, modify, consolidate or abolish jobs (or <br />classifications); 16) determine the manner in which the work is to be processed or to be <br />subcontracted to outside, independent companies; 17) determine staffing patterns, including but not <br />limited to, assignment of employees, numbers employed, duties to be performed, qualifications <br />required and areas worked. <br />5.02 The foregoing is subject to the restrictions and regulations governing the exercises of these <br />rights as are expressly provided herein. <br />l <br />