DISTRICT MANAGER Sample Clauses
The 'District Manager' clause defines the role, responsibilities, and authority of the individual designated as the district manager within the agreement. Typically, this clause outlines the manager's duties, such as overseeing operations within a specific geographic area, supervising staff, and ensuring compliance with company policies. By clearly specifying the scope of the district manager's authority and obligations, the clause helps prevent misunderstandings regarding management responsibilities and ensures effective oversight within the designated district.
DISTRICT MANAGER. The FRANCHISEE must employ at least one (1) full-time person (a "District Manager") for each six
DISTRICT MANAGER. Contractor shall appoint an employee to serve as the District Manager. The District Manager shall be the Contractor’s primary point of contact with the City for all technical and administrative matters pertaining to this Agreement. The District Manager and the Field Supervisor(s) must have at least five (5) years of prior managerial experience providing residential and commercial services in a community that is comparable in size to the City. The District Manager must have the authority to make significant decisions concerning the day-to-day operation of Contractor’s programs under this Agreement. The District Manager must have direct access to the Contractor’s management for resolving problems beyond the District Manager’s authority. At all times during the term of this Agreement, the District Manager must be immediately accessible to the Administrator by telephone and electronic mail. The District Manager shall be responsible for overseeing and implementing the Contractor’s performance under this Agreement.
DISTRICT MANAGER. The Authority agrees to upgrade up to four (4) Housing Manager Positions to District Manager. In the event that it becomes necessary to fill the District Manager position provisionally, the position will be filled by a Housing Manager on a promotional basis by qualification as determined by the Authority.
DISTRICT MANAGER. The Contractor shall provide without cost for the GS/OAS a designated District Manager who shall: (i) act on Contractor’s behalf and be responsible for the overall management and coordination of this contract with the GS/OAS representative; (ii) have full authority to act on behalf of Contractor; (iii) act as the Contractor’s central point of contact with the GS/OAS; (iv) be located within the Washington, D.C. metropolitan area; (v) be present on-site a sufficient amount of time (at least two (2) hours per week) to oversee the quality control of Contractor operations in accordance with the performance requirements of this contract; and
DISTRICT MANAGER. ASSISTANTS’ VACATION
DISTRICT MANAGER. If the grievance is not resolved in Step 2 to the grievant’s satisfaction, the grievant may, within five (5) calendar days from receipt of the Fire Chief's
DISTRICT MANAGER. The District Manager is accountable to the Board of Directors and shall exercise general supervision and management over the water system. The District Manager is authorized to implement and monitor all Policies of the District, but shall not modify such policies without the express approval of the Board of Directors. The District Manager shall report violations of the regulations governing the establishment, maintenance, and operations of the District to the Board of Directors if unable to resolve upon discovery.
DISTRICT MANAGER. In the event District Manager resigns or is replaced, then such replacement entity shall constitute the “District Manager” for all purposes under this Agreement.
DISTRICT MANAGER. Before describing company experiences, we first discuss the culture of gender in the selected companies and how companies instituted gender-specific policies and practices. All three companies discussed their work environments and policies for women in the workplace. When asked about maternity leave policies and women-friendly spaces in the workplace, Company 1 and Company 3 noted a lack of maternity leave. Company 1 said that because women are daily wage workers, maternity leave does not matter since the woman will stay home if she is pregnant. Company 3 briefly discussed its maternity leave policy according to the government policy, which currently grants women 26 weeks of maternity leave150, but did not go into further detail. Box 6: GAIN India Perspectives on Gender “Yeah, I think one of the things about GAIN…the bringing gender, gender sensitivity into the program has been quite big now. But also, I think, for this from our GAIN donors as well. The global efforts in other industries that scuttling at least one global effort, or there was a strong gender focus and then particularly status in any activities that you do, you must keep a strong focus on inclusion of women and their vulnerabilities. So that’s how we try for our template, this with our grantees as well. So in our application, we had a specific section wherein we are you know, this is general focus in CP when we would like to integrate the needs and vulnerabilities of women. So how would you sort of ensure that the most vulnerable women selected? So those were casually asked, and some of the applicants, of course mentioned that, you know, we would choose beneficiaries, which are women headed or a single women who has all families while selecting COVID. This thing, we would select women who has lost her husband or depend on another one. And so all those things I think, grantees have proposed and of course, we did sort of consider that, you know, very strongly… I, of course, I think, the KFMW project that we do have a strong gender focus and more than 50% of our beneficiaries that, we provide food to has to be, you know, for women.” -GAIN India Two companies (Company 3 and Company 2) discussed sexual harassment policies and existing support measures for women workers in their companies. While Company 3 had an articulated and formal strategy for preventing sexual harassment and workplace violence -- including a central committee, legal support, and other supporting committees that meet regularl...