2024-111 Resolution - Laserfiche WebLink

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ARTICLE X21 MANAGEMENT RIGHTS 3491. 21.01 Except as specifically limited herein, the Employer shall have the exclusive right to manage the operations, control the premises, direct the working force, and maintain maximum efficiency of operations. Specifically, the Employer's exclusive management rights include, but are not limited to, the sole right to hire, discipline and discharge forjust cause, lay off and promote and demote; to promulgate and enforce reasonable employment rules and regulations; to reorganize, discontinue, or enlarge any operation, or division, within the Police Department; to transfer (including the assignment and allocation of work operations -divisions) within or to other location of facilities; to determine the manner in which all work is to be performed; to determine the size and duties of the work force the number of shifts required, and all work schedules; to establish, modify, consolidate or abolish jobs, and to determine staffing patterns, including, but not limited to, assignment of employees, numbers employed, duties to be performed, qualifications required, and areas worked; subject only to the restrictions and regulations governing the exercise of these rights as are expressly provided herein. 399321.02. Management retains the right to discontinue twelve (12) hour shifts for regular shifts, overtime shifts, special duty shifts, special assignments, and/or any other type of assignment that may arise in the event that the twelve (12) hour shifts negatively impact the operation ofthe Police Department Management will give a ninety (90) day advance notice, in writing, prior to the discontinuations of twelve (12) hour shifts. ARTICLE K;O 22 22.01. Investigation Timelines. With the exception of pending criminal cases, criminal investigations, or other significant, documented reasons for delay, every investigator and/or supervisor assigned to investigate an administrative personnel complaint or other alleged misconduct shallproceed with due diligence in an effort to complete the investigation and refer the numerfor dscoline, if necessary, in not more than one (1) yearfrom the date of knowledge by an individual authorized to initiate the investigation. 24.0; 22.02. Emolovee Comolaints/Nodne of Investieation/Scooe. A complaint against an employee must be substantiated or it cannot be used for disciplinary action. An employee under investigation will not be compelled to make an oral or written statement until that employee is informed of the nature of the investigation, and to the extent known at the time, whether the investigation is focused on the employee for possible criminal charge(s) or disciplinary action. The employee will be apprised of possible disciplinary action to be taken by the Employer if the complaint is sustained. the 24 486}5]139956, v. 5