Informal Feedback Sample Clauses

Informal Feedback. The Employer shall encourage lawyers to provide employees with informal feedback on work on an ongoing basis. The parties agree that formal feedback avenues are not intended to replace or discourage informal constructive comments. In addition, employees are entitled at any time to request meetings, to be scheduled at a mutually convenient time, with the lawyers for whom their work is performed for an informal evaluation of performance.
Sample 1
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Informal Feedback. A unit member shall receive informal feedback throughout the work year on their progress towards goals and/or CSTP Standards. 6.1.10.1 A unit member being evaluated shall receive feedback, a minimum of two (2) times per work year, using the Informal Feedback Form. Absent extenuating circumstances, one Informal Feedback Form will be provided in the Fall and one in the Winter/Spring. Feedback in excess of the two (2) times per work year shall also be done using the Informal Feedback Form, email and/or personal contact. Concerns shall be documented and provided to the unit member via the Informal Feedback Form or email. 6.1.10.2 A unit member not being evaluated shall receive feedback using the Informal Feedback Form, email and/or personal contact. Concerns shall be documented and provided to the unit member via the Informal Feedback Form or email.
Sample 1
Informal Feedback. The parties acknowledge the value to the success of the Project of BC Hydro being able to provide and the Contractor being able to receive early, informal, input, comments, suggestions and other feedback with respect to the Work and the Submittals required under the Contract. As such, the parties acting reasonably agree that: (a) the Contractor may from time-to-time: (i) provide draft versions of Submittals to BC Hydro for consideration on an informal basis; and (ii) seek input, comments, suggestions or other feedback from BC Hydro with respect to draft Submittals and other aspects of the Work, provided that the Contractor will only be bound by final, accepted Submittals and not by any statements or feedback provided by the Contractor during the informal feedback process; (b) BC Hydro may provide input, comments, suggestions and other feedback to the Contractor with respect to any draft Submittals provided by the Contractor or any other aspects of the Work; (c) BC Hydro’s consideration of a draft Submittal pursuant to this Section 2.10 will: (i) be informal; (ii) only be used to inform BC Hydro of the development of the applicable Submittal and provide an opportunity for dialogue before the applicable Submittal is complete; and (iii) will not be subject to the Review or Consent procedures; and (d) BC Hydro may provide input, comments, suggestions or other feedback orally or in writing and, upon request by Xxxxx’s Representative, the Contractor will organize and attend review meetings to discuss BC Hydro’s input, comments, suggestions or other feedback. Notwithstanding any other provision of this Contract, under no circumstances will any input, comments, suggestions or other feedback provided by BC Hydro, or the failure or refusal of BC Hydro to provide any input, comments, suggestions or other feedback, pursuant to this Section 2.10: (e) constitute a Change or otherwise entitle the Contractor to make a claim for additional compensation or an extension of time for the performance of the Work; (f) relieve or exempt the Contractor or any other Contractor Person from any of its or their obligations and liabilities under the Contract, at law or in equity; (g) constitute a waiver or release by BC Hydro of any duty or liability owed by the Contractor or any other Person to BC Hydro, or of any indemnity given by the Contractor to BC Hydro under the Contract; (h) create or impose any requirement, liability, covenant, agreement or obligation on BC Hydro; (i) entitle...
Sample 1

Related to Informal Feedback

  • Feedback You have no obligation to provide us with ideas, suggestions, or proposals (“Feedback”). However, if you submit Feedback to us, then you grant us a non-exclusive, worldwide, royalty-free license that is sub-licensable and trans- ferable, to make, use, sell, have made, offer to sell, import, reproduce, publicly display, distribute, modify, or publicly perform the Feedback in any manner without any obligation, royalty, or restriction based on intellectual property rights or otherwise.

  • Informal Conference An employee against whom the disciplinary action is being considered may be requested to attend an informal conference with the immediate supervisor, his/her designee and/or a Human Resources Administrator prior to official written notification or any recommended disciplinary action. At such conference, the employee shall be informed orally of the specific disciplinary action being considered as well as the reasons therefore and be given an opportunity to respond thereto. At such a conference, the employee may represent himself/herself and/or be represented by a union representative. Holding such an informal conference is discretionary with the District and the failure to do so shall not invalidate any disciplinary action taken pursuant to this regulation.

  • Informal Grievance 1. Within fourteen (14) calendar days of the event giving rise to a grievance, the grievant shall present the grievance informally for disposition by the immediate supervisor or at any appropriate level of authority within the department. 2. Presentation of an informal grievance shall be a prerequisite to the institution of a formal grievance.

  • Informal Process The Informal Process provides an Employee with the opportunity to resolve his or her concern by using the open door process, with the assistance of a FC member, within 30 calendar days of the date the Employee became aware of the issue. While an Employee may speak with anyone in the open door process regarding a concern or problem, the Employee is encouraged to take this concern up with his immediate supervisor or may request the assistance of the Employee Advocate or a FC member to facilitate resolution of the issue.

  • Informal Negotiations To expedite resolution and control the cost of any dispute, controversy, or claim related to these Terms of Use (each a "Dispute" and collectively, the “Disputes”) brought by either you or us (individually, a “Party” and collectively, the “Parties”), the Parties agree to first attempt to negotiate any Dispute (except those Disputes expressly provided below) informally for at least thirty (30) days before initiating arbitration. Such informal negotiations commence upon written notice from one Party to the other Party.

  • Informal Grievance Procedure Employees are encouraged to act promptly to attempt to resolve disputes with their manager/supervisor through an informal procedure. A meeting between the manager/supervisor and the employee should take place whenever requested by either party to assist, to clarify or resolve the grievance. The employee may be accompanied by his/her Union representative at the informal meeting. Any resolution reached at the informal step must be in accordance with the provisions of this agreement, or other rule or ordinance and shall not set precedent.

  • Informal Stage If a Teacher is unable to resolve a complaint informally, the Teacher may with the concurrence of the Bargaining Unit Executive initiate a complaint with his/her supervisor who shall answer the complaint in writing (if requested) within ten (10) days of receipt of the complaint. The problem must be brought to the attention of the supervisor within fifteen (15) days after the Teacher becomes aware, or would reasonably be expected to have become aware, of the circumstances giving rise to the complaint.

  • Informal Procedure A complaint may be presented informally to the administrator whose decision or action is being contested.

  • Informal Level Before filing a formal written grievance, the grievant shall attempt to resolve it by an informal conference with his/her immediate supervisor.

  • Informal Procedures A. The grievant should first discuss the matter with his/her principal or administrator or supervisor to whom he/she is directly responsible in an effort to resolve the problem informally. B. If the grievant is not satisfied with the disposition of the matter, he/she shall have the right to have a representative of his/her choice to assist him/her in further efforts to resolve the problem informally with the principal or other appropriate administrator or supervisor.

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