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Agreement between May, field V'illage and F.O.P. Ladge 57 <br />ARTICLE 4 <br />MANAGEMENT RIGHTS <br />Section 4.1. It is agreed that the Employer resetves all the customary rights, privileges, or authority <br />of management, except as modified by the terms of this Agreement including, but not limited to, the <br />following: <br />A deternune matters of inherent managerial policy which include, but are not limited to, <br />areas of discretion or policy, such as the functions and programs of the public <br />employer, standards of service, its overall budget, utilization of technology, and <br />organizational stnzcture; <br />B. direct, supervise, evaluate, or hire employees; <br />C. maintain and 'unprove the efficiency and effectiveness of governmental operations; <br />D. detennine the overall methods, process, means, or personnel by which governmental <br />operations are to be conducted; <br />E. suspend, discipline, demote, or discharge for just cause; or layoff, transfer, assign <br />schedule, promote, or retain employees; <br />F. deterniine the adequacy of the work force; <br />G. deternune the overall mission of the Employer as a unit of govemment; <br />H. effectively manage'the work force; and <br />I. take action to cazry out the mission of the public employer as a governmental unit. <br />Section 4.2. The Employers is not required to bargain on subjects reserved to the management and <br />direction of the governmental unit, except as they affect wages, hours, tenns, and other conditions of <br />employment, and the continuation, modification, or deletion of an existing provision of a collective <br />bargaining agreement. A public employee or exclusive representative may raise a legitimate complaint <br />or file a grievance based on the collective bazgaining agreement. <br />Page 3 of 35