1994 057 Ordinance - Laserfiche WebLink

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Section 4.1. (cont.) G. determine the overall mission of the Employer as a unit of government; H. effectively manage the work force; and I, take action to carry out the mission of the public employer as a governmental unit. Section 4.2. The Employers is not required to bargain on subjects reserved to the management and direction of the governmental unit, except as they affect wages, hours, terms, and other conditions of employment, and the continuation, modification, or deletion of an existing provision of a collective bargaining agreement. A public employee or exclusive representative may raise a legitimate complaint or file a grievance based on the collective bargaining agreement. ARTICLB 5 NO STRIKS/NO LOCICOUT Section 5.1. The F.O.P. shall not directly or indirectly, call sanction, encourage, finance, and/or assist in any way, nor shall any employee instigate or participate in, directly or indirectly, any strike, slowdown, job action, walk-out, concerted "sick" leave, work stoppage, sympathy strike, picketing or interference of any kind with any operation of the Employer. Furthermore, while on the Employer's premises, all lawful order of superior officers shall, at all times, be followed and immediately complied with. Section 5.2. The F.O.P. and the Employer shall, at all times, cooperate in continuing operations in a normal manner and shall actively discourage any endeavor to prevent or terminate any violation of Section 5.1..In the event any violation of Section 5.1. occurs, the F.O.P. shall immediately notify all employees that a strike, job action, concerted sick leave, slowdown, picketing, work stoppage, or other interferences of any operations of the Employers is prohibited and is not in any way sanctioned, condoned, or approved by the F.O.P. Furthermore, the F.O.P. shall immediately advise all employees to return to work or to end such interferences at once. Section 5.3. In additiotl to BIIy 8nd all remedies available to the Employer, any employee or employees, either individually or collectively, who violate Section 5.1. of this Article are subject to discipline by the Employer. Disciplinary action taken in accordance with the provisions of this Article shall be subject to the grievance procedure contained herein, including the necessity of just cause being required prior to the Employer applying discipline. Section 5.4. The Employer shall not lockout employees for the duration of this Agreement. 3