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<br />4 4 <br />ARTICLE 4 - MANAGEMENT RIGHTS <br /> <br /> <br />Section 1: <br /> <br />Any and all rights concerned with the management and operation of the City of Everett are <br />exclusively those of the Employer unless otherwise provided by the terms of this Agreement. The <br />Employer has the authority to adopt rules for the operation of the City and the conduct of its <br />employees provided such rules are not in conflict with the provisions of this Agreement or with <br />applicable law. <br /> <br />Section 2: <br /> <br />The Employer has the right (among other actions) to discipline, temporarily lay-off, or discharge <br />employees; to assign work and to determine duties of employees but not contrary to specific job <br />description; to schedule hours of work; to determine the number of personnel to be assigned duty <br />at any time; and to perform all other functions not otherwise expressly limited by this Agreement. <br /> <br />Section 3: <br /> <br />The City may use administrative leave with pay as a means of placing employees in an off-duty <br />capacity during times that they are otherwise scheduled to be on duty. Examples where <br />administrative leave with pay may be used, if appropriate, would include, but not be limited to <br />investigations or fitness for duty exams. Individuals on paid administrative leave must be <br />available during their regular work schedule. Individuals on Paid Administrative Leave are not <br />subject to unscheduled overtime or callout shifts. Employees on Paid Administrative Leave will <br />earn their regular rate of pay, plus premiums they would have ordinarily received as part of their <br />shift, such as pre-scheduled overtime and stand-by pay. If on Paid Administrative Leave for more <br />than one week, overtime earned over the past year will be averaged in to the employee’s pay <br />while on Paid Administrative Leave. <br /> <br /> <br />