Round table and General Discussion Sample Clauses

Round table and General Discussion. In the following Round Table session, each speaker presented a statement related to the topic of the Workshop. Xx Xxxxxxxxxx XXXXXXXXXXX, Chief of Unit on Disaster Risk Reduction (SC/DRR), Natural Science Sector, UNESCO, was the first speaker. He suggested that a special initiative could be launched under the auspices of the international community, for conducting studies, defining and testing best practices to ensure equal access of those with disabilities and other vulnerable groups to knowledge and measures for disaster preparedness and resilience, spanning the phases of mitigation, preparedness, emergency response and rehabilitation. Xx Xxxxx XXXXXXX, Head of the United Nations Office for Disaster Risk Reduction Regional Office for Europe, UNISDR, then presented the initiative “The International Day for Disaster Reduction - Living with Disability and Disasters”. Her intervention reflected disaster risk reduction and building resilience to disasters at local, regional, national and global levels through a multi stakeholder, inclusive, participatory process. Some one billion people around the world live with some form of disability. Representing one-fifth of the world's population, persons living with disabilities have unique contributions, often overlooked, to help reduce the risk of disasters and build resilient societies and communities. She pointed out the importance to include a chapter on people with disabilities in the Post-2015 Hyogo Framework for Disaster Risk Reduction. Xx Xxxx XXXXXX, Technical Referent Emergency and Rehabilitation, Handicap International, gave an overview on “Current approaches to including people with disabilities in disaster risk reduction”, outlining that people with disabilities are always particularly vulnerable in the event of a disaster and the immediate consequences of a crisis are amplified for persons with disabilities and their families. Xx Xxxxx XXXX and Xxxxxxxxx XXXXXXXX, CBM, gave a few examples of Disability Inclusive Disaster Risk Management: “Good practices and Voices from the field”. CBM promotes Disability-Inclusive Disaster Risk Management practices, implemented with partners in a number of countries vulnerable to disasters. While it is crucial to understand and reduce the human effect in creating disasters, natural causes will continue. The key in diminishing their impact is to reduce people’s vulnerability. Through Inclusive Disaster Risk Reduction programmes, incorporated in human development plans and...
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Related to Round table and General Discussion

  • GEOGRAPHIC AREA AND SECTOR SPECIFIC ALLOWANCES, CONDITIONS AND EXCEPTIONS The following allowances and conditions shall apply where relevant: Where the company does work which falls under the following headings, the company agrees to pay and observe the relevant respective conditions and/or exceptions set out below in each case.

  • Formal Discussions Section 3.1.1. Pursuant to 5 USC 7114(a)(2)(A), the Union shall be given the opportunity to be represented at any formal discussion between one or more employees it represents and one or more representatives of the Employer concerning any grievance (to include settlement discussions) or any personnel policy or practice or other general condition of employment. This right to be represented does not extend to informal discussions between an employee and a supervisor concerning a personal problem, or work methods and assignments.

  • Mutual Discussions The Employer and the Union acknowledge the mutual benefits to be derived from dialogue between the parties and are prepared to discuss matters of common interest.

  • Initial Forecasts/Trunking Requirements Because Verizon’s trunking requirements will, at least during an initial period, be dependent on the Customer segments and service segments within Customer segments to whom CSTC decides to market its services, Verizon will be largely dependent on CSTC to provide accurate trunk forecasts for both inbound (from Verizon) and outbound (to Verizon) traffic. Verizon will, as an initial matter, provide the same number of trunks to terminate Reciprocal Compensation Traffic to CSTC as CSTC provides to terminate Reciprocal Compensation Traffic to Verizon. At Verizon’s discretion, when CSTC expressly identifies particular situations that are expected to produce traffic that is substantially skewed in either the inbound or outbound direction, Verizon will provide the number of trunks CSTC suggests; provided, however, that in all cases Verizon’s provision of the forecasted number of trunks to CSTC is conditioned on the following: that such forecast is based on reasonable engineering criteria, there are no capacity constraints, and CSTC’s previous forecasts have proven to be reliable and accurate.

  • - ISSUE IDENTIFICATION AND INFORMAL DISCUSSION The employee shall discuss the issue with the immediate supervisor on an informal basis to identify and attempt resolution of the employee’s issue within ten (10) business days following the day the issue arose. The employee shall have the affirmative responsibility to inform the supervisor that the issue is being raised pursuant to this grievance procedure. The immediate supervisor shall meet with the employee, secure clarification of the issue, consider the employee’s proposed solution, and discuss possible alternative solutions and/or other administrative remedies. The immediate supervisor shall inform the department’s personnel office, and the personnel director shall inform the union of the grievance. The immediate supervisor shall respond verbally within ten (10) business days following the meeting with the employee. Failure of the supervisor to respond within the time limit shall entitle the employee to process the issue to the next step.

  • Formal Discussion In the event that a difference of a general nature arises regarding interpretation, application, operation or alleged contravention of this Collective Agreement, the Union shall first attempt to resolve the difference through discussion with the Employer, as appropriate. If the difference is not resolved in this manner, it may become a policy grievance.

  • Captions and References The captions and headings in this Agreement are for convenience of reference only, and shall not be used to interpret, define, or limit its provisions. All references in this Agreement to sections (whether spelled out or using the § symbol), subsections, exhibits or other attachments, are references to sections, subsections, exhibits or other attachments contained herein or incorporated as a part hereof, unless otherwise noted.

  • Informal Discussions The employee's concerns will be presented orally by the employee to the appropriate supervisor. Every effort shall be made by all concerned in an informal manner to develop an understanding of the facts and the issues in order to create a climate which will lead to resolution of the problem. If the employee is not satisfied with the informal discussion(s) relative to the matter in question, he/she may proceed to the formal grievance procedure.

  • Headings and Table of Contents The inclusion of headings and a table of contents in this Agreement are for convenience of reference only and will not affect the construction or interpretation hereof.

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