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3.13
<br />3.14
<br />changs in th6 conditions or compensation ofthe rights, privilegas, or obligations ofemployment.
<br />COMPENSATORY TIME: A non-exempt Employee's time offa regularly Scheduled Shift with pay
<br />in lieu of Overtime pay, taken with prior approval ofthe Employer.
<br />PROBATIONARY PERIOD: That period from dote of hire until an Employee, widr successful
<br />performance, is certified as a regular full time Employee as per lhe following:
<br />a. NewHire: Six (6) months from date ofhfue.b, Promotion: Six(6) months from the date of promotion.
<br />ARTICLE 4. EMPLOYER AUTHORITY
<br />The Bmployer has and will continue to rctain, whether oteItised or not, the sole and ur€stricted right to
<br />opente and manage its alfairs in all respects and to perform any inhercnt managcrial firnction not speoifically
<br />limited by the expross provisions ofthis Ageement.
<br />The riglrts of the Bmployer, thmuglr its manEgpmcnt o{Iicial, shall include but not bc limited to thc following:
<br />l) The right to opemte and manage all manpow€r and facilities and equipment,
<br />2) to s€t and amend budg€ts,
<br />3) to establish and modi! the organizational structure,
<br />4) to determine the purpose or mission of lhe organization in each of its depafimenls or units,
<br />5) to establish functions and programs,
<br />6) to introduce new or improrred methods ofwork and to det€rmine the utilization oftechnologJ/, to exercise
<br />control and disq€tion over the organization atrd the effioiency, economy, and productivity of operations,
<br />A to s€t stsndards for work services to the publis,
<br />8) to change or elimimte the adsting work scb€drrlos, to assign work, overtime, leave time, and sckdule
<br />working hourq
<br />9) to hire, examine, classi!, promote, train, lransfer, assign and schedule Employees in posilions with the
<br />Employer,
<br />l0) to suspend, demote, dischsrge or take other disciplinary aclion against the Employees forjusl cause,
<br />I l) to increase, rcducg chage, modify or alter the compcition and size of lhe work force,
<br />12) to lay off Employe€s,
<br />13) to reallocate positions to higher or lower classifications,
<br />14) to determin€ locations, methods, means and numbcrs ofpcsonnel by which op€rations arc to be
<br />mnducted,
<br />l5) to establish, modi$, combine or abolish job classifications,
<br />I Q to determine whclber goods and se.rvices are to b€ pmvided or purchased, and
<br />I7) to direct the Employe€s.
<br />Ary term or condition of ernployment nor specifically €stEblislred or modified by this Agrcemont shal I t€main
<br />solely within the discrctiotr of the Bmployer to modifr, establish, or etiminde.
<br />Nothing in the agr€ement shall prohibit or rcslrict the dght ofthe Employer tom subcontracting work
<br />performed by employees covered by this agrcment
<br />Page 63 of 304
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