Coordinate advocacy and relationships Sample Clauses

Coordinate advocacy and relationships. The coalition organizer will coordinate the coalition’s advocacy efforts to ensure that low-income and BIPOC communities are shaping local and regional decision-making. The organizer will serve as the primary point of contact for the City of Portland and other entities outside coalition membership and participate as a full staff member on all internal cross-bureau anti-displacement project team meetings. The organizer will also support and coordinate the development of the coalition’s advocacy priorities and positions, including research, analysis and facilitation of the steering committee, and coordinate implementation of advocacy campaigns and priorities, at the direction of the steering committee. The coalition organizer position will play a critical role in building a broader justice movement that recognizes the interdependence of people, policies, land-use and development decisions. This position supports the leadership of a coalition made up of front-line community organizations to drive an anti-displacement policy agenda. Moreover, ADAP is intended to establish a new policy and program framework for implementing citywide equitable development. The community will have a paid coalition organizer to serve as a liaison to City leadership, and a new advisory body to help shape City investment and policy recommendations to City Council and bureau directors. The outcome at the end of the two-year process will be a community-vetted Action Plan that lays the foundation for equitable cross-bureau investments and policymaking based on strong community engagement and gives the community an institutionalized seat at the table for elevating concerns and co-creating solutions. We propose a community-centered approach that partners with and supports groups to organize around issues of local and neighborhood development. The Portland region has an opportunity to lead in this work nationwide, but only if the community’s participation, expertise and work is fully supported. Proposed Project Schedule and Milestones Quarter Activities Milestones
Sample 1Sample 2
AutoNDA by SimpleDocs

Related to Coordinate advocacy and relationships

  • Other Relationships Any Agent and any other person, whether or not acting for itself, may acquire, hold or dispose of any Note, Coupon, Talon or other security (or any interest therein) of the Issuer or any other person, may enter into or be interested in any contract or transaction with any such person, and may act on, or as depositary, trustee or agent for, any committee or body of holders of securities of any such person, in each case with the same rights as it would have had if that Agent were not an Agent and need not account for any profit.

  • Contacts 1. Florida Housing’s contract administrator for this Agreement is: Contract Administrator Florida Housing Finance Corporation 000 Xxxxx Xxxxxxxx Xx., Xxxxx 0000 Xxxxxxxxxxx, Xxxxxxx 00000-0000 Phone: 000.000.0000 E-mail: Xxxxxxxx.Xxxxx@xxxxxxxxxxxxxx.xxx

  • EMPLOYMENT RELATIONSHIPS The ORGANIZATION, its employees, volunteers or agents performing under this Agreement are not deemed to be employees of the COUNTY, nor volunteers or agents of the COUNTY in any manner whatsoever. No officer, employee, volunteer or agent of the ORGANIZATION will hold themselves out as, or claim to be, an officer, employee, volunteer or agent of the COUNTY by reason hereof, nor will they make any claim, demand or application to or for any right or privilege applicable to an officer, employee volunteer or agent of the COUNTY. The parties agree that the COUNTY will not be responsible for the payment of any industrial insurance premiums or related claims or other benefits that may arise during the performance of services under this Agreement for any ORGANIZATION employee or volunteer, or for any consultant’s, contractor’s or subcontractor’s employee(s) or agent(s) that has been retained by the ORGANIZATION.

  • Relationships Nothing contained in this Agreement shall be deemed to constitute either party a partner, joint venturer or employee of the other party for any purpose.

  • LABOUR MANAGEMENT RELATIONS 30.01 A Labour/Management Relations Committee shall be appointed, consisting of a maximum of two (2) Shop Stewards from the Union, and a maximum of two (2) representatives from the Co-operative. The full-time Union Representative may also attend these meetings from time to time. The Committee shall meet at the request of either party, for the purpose of discussing matters of mutual concern. Time spent by bargaining unit employees in carrying out the functions of this Committee shall be considered as time worked and shall be paid for by the Co-operative. The Committee shall not have jurisdiction to interpret and/or amend the Collective Agreement.

  • Processing Grievances The grievant shall be granted reasonable time off with pay from regularly scheduled duty hours to process a grievance, provided that the time off will be devoted to the prompt and efficient investigation and handling of grievances, subject to the following:

  • General Grievances Controversies may arise of a nature so general as to directly affect the majority of employees in a classification or department, or the majority of all employees. It is agreed that issues of this nature need not be subjected to the entire grievance procedure but may be initiated at Step 2. Attendance at Grievance Hearings initiated at Step 2 may include members of both negotiating committees.

  • Internships The Hospital may establish internships for the purpose of meeting future projected nursing shortages and/or providing career opportunities where there are no internal qualified candidates for job postings. In such circumstances, the implementation and guidelines of such an arrangement will be determined locally by the Hospital and the Union subject to the following: Internships are designed to develop the Hospital’s staff in order to fill positions for which there are currently no qualified internal candidates and/or for which shortages are predicted within a five (5) year period. Internships enable hospitals to maximize the use of qualified internal staff to meet their human resources needs, while at the same time providing career development opportunities for their employees. To provide direction to the local parties in developing and implementing internship(s) the Ontario Nurses’ Association and Participating Hospitals have agreed to the following principles:

  • Group Grievances No more than five (5) grievants will be permitted to attend grievance meetings.

  • Grievances and Complaints 5.1 It is the mutual desire of the parties hereto that grievances and complaints relative to this Agreement or working conditions generally shall be adjusted as quickly as possible.

Time is Money Join Law Insider Premium to draft better contracts faster.