Complaint mechanism Sample Clauses

Complaint mechanism. 1. The Fund Operator shall establish a complaint mechanism, including the setting up of a Complaints Committee, which shall be capable of effectively processing and deciding on complaints about suspected non-compliance with the principles of good governance in relation to the implementation of the Programme. The Fund Operator shall, upon request by the FMO, examine complaints received by the FMO. The Fund Operator shall inform the FMO, upon request, of the results of those examinations.
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Complaint mechanism. CI, as administrator of CEPF, provides written feedback to all Grantees during the Grant Term on the Project’s implementation progress as part of its focus on building civil society capacity. Grantees are encouraged to contact the relevant Regional Implementation Team or CEPF Grant Director if they have additional questions about CEPF decisions made about this Grant. If the Grantee is not satisfied with the response, a grievance may be submitted to the CEPF Executive Director at xxxxxxxxxxxxx@xxxxxxxxxxxx.xxx or by mail to the address in Section 31.
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Complaint mechanism. CI, as administrator of CEPF, provides written feedback to all Grantees during the Grant Term on the Project’s implementation progress as part of its focus on building civil society capacity. Grantees are encouraged to contact the relevant Regional Implementation Team or CEPF Grant Director if they have additional questions about CEPF decisions made about this Grant. If the Grantee is not satisfied with the response, a grievance may be submitted to the CEPF Executive Director at xxxxxxxxxxxxx@xxxxxxxxxxxx.xxx or by mail to the address in Section 31. If the Grantee is not satisfied with the response, or if the Grantee wishes to file another complaint related to the administration of the Project or Grant Funds, a complaint may be submitted to the CI Ethics Hotline at xxx.xx.xxxxxxxxxxx.xxx or via phone to a local dial-in number displayed at xxx.xxxxxxxxxxxxx.xxx. CI will promptly investigate any complaints submitted to the CI Ethics Hotline. CI will treat complaints as confidential to the extent possible, with the understanding that confidentiality may not be maintained where identification is required by law or to enable CI or law enforcement to conduct an adequate investigation. Grantee shall not retaliate against any employee or other person who submit such complaints in good faith.
Sample 1
Complaint mechanism. 1. The Fund Operator shall be capable of effectively handling complaints and shall without delay report to the FMO on any complaints received involving suspected irregularities referred to in paragraph 1 of Article 9.4. Complaints involving suspicion of other irregularities shall be reported to the FMO in the reports referred to in paragraph 2 and paragraph 5 of Article 9.4.
Sample 1
Complaint mechanism. CI, as administrator of CEPF, provides written feedback to all Grantees during the Grant Term on the Project’s implementation progress as part of its focus on building civil society capacity. Grantees are encouraged to contact the relevant Regional Implementation Team or CEPF Grant Director if they have additional Page 22 sur 55 Modèle : Octobre 2017 questions about CEPF decisions made about this Grant. If the Grantee is not satisfied with the response, a grievance may be submitted to the CEPF Executive Director at xxxxxxxxxxxxx@xxxxxxxxxxxx.xxx or by mail to the address in Section 31. 26. MÉCANISME DE DÉPÔT DE PLAINTE. CI, en tant qu’administrateur de CEPF, donne des retours écrits à tous les Bénéficiaires durant la Période de subvention sur les progrès de la mise en œuvre du Projet dans le cadre de son intérêt à renforcer les capacités de la société civile. Les Bénéficiaires sont invités à contacter l’Équipe de mise en œuvre régionale ou le Directeur du Projet CEPF s’ils ont d’autres questions sur les décisions rendues par CEPF sur cette Subvention. Si le Bénéficiaire n’est pas satisfait de la réponse, une doléance peut être soumise au Directeur Exécutif de CEPF, par email : xxxxxxxxxxxxx@xxxxxxxxxxxx.xxx ou par courrier postal à l’adresse mentionnée dans la Section 31.
Sample 1
Complaint mechanism. The Action will set up a complaint reporting and handling mechanism primarily at Action municipalities and provinces to complement the existing grievance mechanisms of UNDP (and other Consortium members) at national levels. As a very first step proactively, Action will invest efforts to disseminate Agency (Consortium) Code of Conduct with Do’s and Don’ts, Operating Guidelines including on issues of sexual and gender-based violence among the stakeholders, staff and beneficiaries, as well as any service providers, vendors. Strict, confidential and immediate case handling practice that is in place at UN agencies against SGBV, harassment will be operational. All Action staff would be oriented on the Complaint and Grievance handling and redressal mechanisms detailed here through staff induction/ orientation and training at the outset. Complaint Response Mechanism focal persons from at least one of Consortium members would conduct a session on the complaint response mechanisms planned and that need to be ensured by Action at various levels. Proactively, the action intends to embed such mechanisms also into regular review and monitoring, that will provide an opportunity to vulnerable communities, persons with disabilities, women and children who may not be able to access the other mechanism to put forth their views or complaints during monitoring and spot checks. Focal points to report to, including an alternate will be identified- if any complaint or grievance is against the focal points, the next higher level staff could be reached- and their contact details will be shared in project information sheets, visibility banner and other means including via radio through IEC programmes of the Action to make people aware of the recourses available to them when the Action has failed to meet a stated commitment or any other issue, which may relate to a programme or project plan, beneficiary selection, an activity schedule, a standard of technical performance, an organizational value, a legal requirement, quality or performance, fraud, abusive behavior or sexual exploitation. Printed IEC on these would be posted at each Action Xxxx. To facilitate easy access at community level, complaint boxes will be placed at the Action field office at the provinces and municipalities, including at Action xxxx offices and also at consortium member agency offices to supplement more open complaint (and compliments) register, and will be monitored at the minimum on a weekly basis. The open...
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Complaint mechanism. The Society will:
Sample 1
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Complaint mechanism. The designed action provides more than one mechanism for complaints at different stages of the action: - Design Phase: Community consultation will provide a good opportunity for the local community representatives, local authorities and national government to state their comments/ complaints and have the replies communicated back to them after the session. - Construction Phase: At this phase there will be two modalities: 1. Online portal: Everyone can post their comments/ complaints through the portal 2. social media: Twitter, Facebook Instagram where UNDP pages are updated regularly and comments from public are recorded and responded to as soon as possible. - Repair Completion: at this phase and prior to final completion, UNDP will organize a place check for representatives from the national government, local government and local communities to make sure that what was agreed on in the community consultations initially has been done and that the quality is according to the standards.
Sample 1
Complaint mechanism. The website to be developed will include short surveys to obtain feedback from users. These surveys will be analyzed by the project manager and WRA for undertaking necessary enhancements/remedial measures; • Recalling that the CHO networks comprise community members that will be working closely with WRA, ODPM and MRDLG throughout the project. Therefore, they will serve as a medium for channeling concerns from the 13 beneficiary communities to these respective government agencies. The CHO network volunteers are the agents on the ground that interact with the entire community, especially through their door-to-door outreach activities. Hence, they will have a thorough knowledge of the bottle necks, what is working well, what needs to be improved as it relates to the CFEWS; • There is also a mobile app being developed by WRA to undertake rapid damage assessments in the form of text and photos/images. The CHO networks will be trained in the use of this app and will be able to transmit information of damages, needs and concerns from the community, particularly during and after a flood event. • There are regional disaster management units (municipality level) that the beneficiary communities fall within. This structure is another mechanism for the voicing of concerns from the communities • The social media portals to be developed and tools as part of the wider PEA campaign will have forums for the public to share feedback;
Sample 1

Related to Complaint mechanism

  • Payment Mechanism All payments under this Agreement shall be made in United States Dollars, unless otherwise agreed, and within ten (10) days after the end of the month in which the obligation to make the payment is incurred to a bank specified by the Party to whom the payment is due.

  • Dispute Resolution Mechanisms Registry Operator will comply with the following dispute resolution mechanisms as they may be revised from time to time:

  • Mechanism a) The Secretary for Education shall, within one month of ratification of any collective agreement (or relevant variation thereof) applicable to other teachers in the state and integrated school sector, notify the NZEI Te Riu Roa National Secretary of any changes to the base salary scale and offer such changes to teachers covered by the PTCA.

  • Validation Mechanism To be eligible for articulation, the student must show evidence of their CompTIA A+ certification and it must have been issued within three (3) years prior to their enrollment in the program.

  • Alternative Transfer Mechanism The parties agree that the data export solution identified in Section 8.2 shall not apply if and to the extent that MailChimp adopts an alternative data export solution for the lawful transfer of Personal Data (as recognized under EU Data Protection Laws) outside of the EEA (“Alternative Transfer Mechanism”), in which event, the Alternative Transfer Mechanism shall apply instead (but only to the extent such Alternative Transfer Mechanism extends to the territories to which Personal Data is transferred). Part B: GDPR Obligations from 25 May 2018

  • Grievance Procedure - Party In the case of all other grievances by a party, (including those on behalf of a group of Members, an individual Member, a retired Member or a deceased Member), the party making the grievance may take the following steps in sequence to resolve the matter after the matter has been discussed informally with the other party. The informal discussion shall occur with the Administrator of Employee Relations.

  • GRIEVANCE PROCEDURE 7 Section 6.1. Definition of Grievance 7 Section 6.2. Grievance Procedure 7 Section 6.3. Binding Arbitration 8 Section 6.4. Arbitrator’s Authority 8 Section 6.5. Time Limits 8 Section 6.6. Fees and Expenses of Arbitration 8 Section 6.7. Method of Determination 8 Section 6.8. Rights 9 Section 6.9. Aggrieved Employee 9 Section 6.10. Miscellaneous 9 Section 6.11. Grievance Meetings 9 Section 6.12. Class Grievance 9 ARTICLE VII LABOR-MANAGEMENT COMMITTEE 10 ARTICLE VIII SENIORITY AND LAYOFFS 11 Section 8.1. Definition: Acquisition and Retention 11 Section 8.2. Probationary Period 12 Section 8.3. Layoffs 12 Section 8.4. Recall 12 Section 8.5. Effects of Layoff 12 Section 8.6. Posting of Seniority List 13 Section 8.7. Termination of Seniority 13 ARTICLE IX HOURS OF WORK 14 Section 9.1. No Guarantee 14 Section 9.2. Hours of Work 14 Section 9.3. Hours Worked 14 Section 9.4. Shift Assignments and Changes 14 Section 9.5. Overtime 14 Section 9.6. Emergency Call Back Pay 14 Section 9.7. Court Time 15 Section 9.8. Overtime Assignments 15 Section 9.9. Compensatory Time 16 Section 9.10. No Pyramiding 16 Section 9.11. Shift Switch. 16 ARTICLE X SICK LEAVE 18 Section 10.1. Purpose and Use 18 Section 10.2. Sick Leave Accrual 18 Section 10.3. Miscellaneous 18 Section 10.4. Monetary Compensation upon Termination 19 Section 10.5. Payout of Sick Leave 19 ARTICLE XI OTHER LEAVES OF ABSENCE 20 Section 11.1. Jury Duty 20 Section 11.2. Bereavement Leave 20 Section 11.3. Military Leave 20 Section 11.4. Family Medical Leave Act 20 Section 11.5. Discretionary Leaves 21 Section 11.6. Benefits While On Leave 21 Section 11.7. Non-Employment Elsewhere 21 Section 11.8. Family Bereavement Leave Act 21 Section 11.9. PEDA 22 ARTICLE XII VACATIONS 23 Section 12.1. Eligibility and Accrual of Vacation 23 Section 12.2. Vacation Eligibility 23 Section 12.3. Vacation Pay 23 Section 12.4. Vacation Scheduling 23 Section 12.5. Limitation on Accumulation of Vacation 24 Section 12.6. Vacation Pay upon Separation 24 Section 12.7. Vacation Payout 24 Section 12.8. Vacation Staffing 24 Section 12.8. Vacation Time Definition 25 ARTICLE XIII HOLIDAYS & PERSONAL DAYS 26 Section 13.1. Holidays 26 Section 13.2. Eligibility Requirements 26 Section 13.3. Holiday Pay 26 Section 13.4. Personal Days 27 ARTICLE XIV WAGES 28 Section 14.1. Salaries and Step Placement 28 Section 14.2. Field Training Officer Pay 28 Section 14.3. Officer-In-Charge Pay 28 Section 14.4. Employee Retention Incentive Program 28 Section 14.5. Early Payout of Employee Retention Pay 29 Section 14.6. On/Off Duty Designation 29 ARTICLE XV INSURANCE 30 Section 15.1. Coverage 30 Section 15.2. District Insurance Benefit Reciprocity 30 Section 15.3. Life Insurance 30 Section 15.4. Terms of Insurance Policies to Govern 30 Section 15.5. Coverage While in Unpaid Status 30 Section 15.6. Retiree Insurance Coverage 30 Section 15.7. Survivor’s Insurance 31 ARTICLE XVI DISCIPLINE 32 Section 16.1. Discipline 32 Section 16.2. Suspension Pending Investigation 32 Section 16.3. Pre-suspension or Discharge Meeting 32 Section 16.4. Arbitration of Suspension or Discipline 32 Section 16.5. Disciplinary Rights of a Police Officer 32 Section 16.6. Disclosure of Electronic Evidence 32 ARTICLE XVII MISCELLANEOUS PROVISIONS 34 Section 17.1. Ratification and Amendment 34 Section 17.2. Gender 34 Section 17.3. Application of Agreement to MEG Unit and Other Special Assignment Employees 34 Section 17.4. No Solicitation 34 Section 17.5. Fitness for Duty 35 Section 17.6. Tuition Reimbursement 35 Section 17.7. Outside Employment 35 Section 17.8. Drug and Alcohol Testing 35 Section 17.9. Maintenance of Economic Benefits 35 Section 17.10. Resolution of Impasses 36 Section 17.11. Uniforms and Equipment 36 Section 17.12. Body Armor 36 Section 17.13. Reimbursement of Training Expenses 37 Section 17.14 Scheduling of Off-Duty Training 37 Section 17.15. Savings Clause 37 Section 17.16. Departmental Meetings/Training 37 Section 17.17. Alternate Duty 38 Section 17.18. Global Positioning System (GPS) and Audio/Video Recording 38 Section 17.19.Officer Involved Shooting (OIS) Required Drug Testing 38 Section 17.20. Retirement Stars and Identification 39 Section 17.21. Interpreter Stipend 39 ARTICLE XVIII ENTIRE AGREEMENT 40 ARTICLE XIX TERMINATION 41 Section 19.1. Termination in 2028 41 APPENDIX A 42 APPENDIX B 43 APPENDIX C 44 MEMORANDUM OF AGREEMENT 46 PREAMBLE‌ THIS AGREEMENT, entered into by the FOREST PRESERVE DISTRICT OF DUPAGE COUNTY (hereinafter referred to as the “District” or the “Employer”) and the METROPOLITAN ALLIANCE OF POLICE, CHAPTER #471 (hereinafter referred to as the “Union”) is in recognition of the Union’s status as the representative of the District’s full-time sworn Police Officers. It is the intent and purpose of this Agreement to set forth the parties’ entire agreement with respect to the rates of pay, hours of employment, fringe benefits, and other conditions of employment that will be in effect during the term of this Agreement for employees covered by this Agreement; to prevent interruptions of work and interference with the operations of the District; to encourage and improve efficiency and productivity; to maintain the highest standards of personal integrity and conduct at all times; and to provide procedures for the prompt and peaceful adjustment of grievances as provided herein.

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