Workforce Inclusion Sample Clauses

Workforce Inclusion. The Manager shall use good faith-efforts to ensure, to the maximum extent possible, the fair inclusion of women and minorities in the Manager’s workforce. The Manager will maintain sufficient documentation that permits the FRBNY to determine whether or not the Manager has made a good-faith effort in this regard. The Manager understands that the FRBNY’s Diversity & Inclusion Office may make a determination about whether the Manager has made the required good-faith effort and may recommend termination of the Agreement if the FRBNY’s Diversity & Inclusion Office determines that the required good-faith effort has not been made. The FRBNY shall notify the Manager of such recommendation, and the Manager shall devise a plan to make such good faith-efforts which is acceptable to the FRBNY. If the Manager has not proceeded diligently to execute the plan within 6 months thereafter or other time and manner accepted by the FRBNY, the FRBNY may proceed to terminate the Agreement based on that recommendation. Any termination of the Agreement by the FRBNY pursuant to this Section 32.1 will be without cost or penalty to the FRBNY (except payment for services rendered prior to the termination date) notwithstanding any other provision of the Agreement to the contrary. Furthermore, any termination pursuant to this Section 32.1 will not be deemed a termination for breach by the Manager of the Agreement. The Manager’s contact for notices from the FRBNY’s Diversity & Inclusion Office is Head of Financial Markets Advisory group, email:
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Workforce Inclusion. The Administrator shall use good faith-efforts to ensure, to the maximum extent possible, the fair inclusion of women and minorities in the Administrator’s workforce. The Administrator will maintain sufficient documentation that permits the Managing Member to determine whether or not the Administrator has made a good-faith effort in this regard. The Administrator understands that the Managing Member’s Office of Minority and Women Inclusion may make a determination about whether the Administrator has made the required good-faith effort and may recommend termination of the Agreement if the Managing Member’s Office of Minority and Women Inclusion determines that the required good-faith effort has not been made. The Managing Member may proceed to terminate the Agreement based on that recommendation. Any termination of the Agreement by the Managing Member pursuant to this section will be without cost or penalty to the LLC or the Managing Member (except payment for services rendered prior to the termination date) notwithstanding any other provision of the Agreement to the contrary. The Administrator’s contact for notices from the Managing Member’s Office of Minority and Women Inclusion is [name ( ), title (Senior VP and Chief Diversity Officer), email address , and phone ( )].
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Workforce Inclusion. The Custodian shall use good faith-efforts to ensure, to the maximum extent possible, the fair inclusion of women and minorities in the Custodian’s workforce. The Custodian will maintain sufficient documentation that permits the Managing Member to determine whether or not the Custodian has made a good-faith effort in this regard. The Custodian understands that the Managing Member’s Office Diversity & Inclusion may make a determination about whether the Custodian has made the required good- faith effort and may recommend termination of the Agreement if the Managing Member’s Office of Diversity & Inclusion determines that the required good-faith effort has not been made. The Managing Member may proceed to terminate the Agreement based on that recommendation. Any termination of the Agreement by the Managing Member pursuant to this section will be without cost or penalty to the Borrower or the Managing Member (except payment for services rendered prior to the termination date) notwithstanding any other provision of the Agreement to the contrary. The Custodian’s contact for notices from the Managing Member’s Office of Diversity & Inclusion is: Name: Title: Senior Vice President and Chief Diversity Officer Email: Phone: [REMAINDER OF PAGE INTENTIONALLY LEFT BLANK] Information Classification: Limited 28 Access Exhibit A
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Workforce Inclusion. The Supplier agrees that it does not discriminate in employment or subcontracting on the basis of race, sex, color, religion, national origin, gender identity, sexual orientation, age, genetic information, or disability. Bank does not discriminate on the basis of race, sex, color, religion, national origin, gender identity, sexual orientation, age, genetic information, or disability in the solicitation, award, or administration of contracts. Bank also promotes the acquisition of goods and services from small businesses. Bank is committed to ensuring that all Supplier’s interested in doing business with Bank, including minority and women-owned businesses, have the maximum practicable opportunity to participate fairly in contracts awarded by Bank. By entering into this letter, the Supplier confirms its commitment to equal opportunity in employment and contracting. To implement this commitment, the Supplier shall, to the maximum extent possible consistent with applicable law, provide for the fair inclusion of minorities and women in its workforce. If requested by Bank, the Supplier shall provide documentation, satisfactory to Bank, of the actions it has undertaken to verify its good faith compliance with this requirement. To the maximum extent possible consistent with applicable law, the Supplier shall comply with this policy in the awarding of subcontracts and shall require its subcontractors, if applicable, to provide for the fair inclusion of women and minorities in each of their respective workforces. The Supplier understands and agrees that a breach of this section constitutes a material breach of this letter agreement. The Supplier’s contact for notices from the Bank’s Office of Diversity and Inclusion is , Director of HR who may be reached at
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Workforce Inclusion. The Credit Administrator shall use good faith efforts to ensure, to the maximum extent possible, the fair inclusion of women and minorities in the Credit Administrator’s workforce. The Credit Administrator will maintain sufficient documentation that permits the Managing Member to determine whether or not the Credit Administrator has made a good faith effort in this regard. The Credit Administrator understands that the Managing Member’s Office of Diversity & Inclusion may make a determination about whether the Credit Administrator has made the required good faith effort and may recommend termination of this Agreement if the Managing Member’s Office of Diversity & Inclusion determines that the required good faith effort has not been made. The Managing Member may proceed to terminate this Agreement based on that recommendation. Any termination of this Agreement by the Managing Member pursuant to this section will be without cost or penalty to the LLC or the Managing Member (except payment for services rendered prior to the termination date) notwithstanding any other provision of this Agreement to the contrary. The Credit Administrator’s contact for notices from the Managing Member’s Office of Diversity & Inclusion is: .
Sample 1
Workforce Inclusion. Each Account Party shall use good faith efforts to ensure, to the maximum extent possible, the fair inclusion of women and minorities in the Account Party’s workforce. Each Account Party will maintain sufficient documentation that permits New York Fed to determine whether or not the Account Party has made a good faith effort in this regard. Each Account Party understands that New York Fed’s Office of Minority and Women Inclusion may make a determination about whether the Account Party has made the required good faith effort and may recommend termination of this Agreement if New York Fed’s Office of Minority and Women Inclusion determines that the required good faith effort has not been made. Company and New York Fed may proceed to terminate this Agreement based on that recommendation. Any termination of this Agreement by Company and New York Fed pursuant to this Section will be without cost or penalty to the Company or New York Fed (except payment for services rendered prior to the termination date) notwithstanding any other provision of this Agreement to the contrary. Each Account Party’s contact for notices from New York Fed’s Office of Minority and Women Inclusion is VP/Lead Manager HR Policy, AA EO & SUB Plan Governance,
Sample 1
Workforce Inclusion. The Manager shall use good faith efforts to ensure, to the maximum extent possible, the fair inclusion of women and minorities in the Manager’s workforce. The Manager will maintain sufficient documentation that permits the New York Fed to determine whether or not the Manager has made a good faith effort in this regard. Each Manager understands that the New York Fed’s Office of Minority and Women Inclusion may make a determination about whether the Manager has made the required good faith effort and may recommend termination of this Agreement if the New York Fed’s Office of Minority and Women Inclusion determines that the required good faith effort has not been made. The Client and the New York Fed may proceed to terminate this Agreement based on that recommendation. Any termination of this Agreement by the Client and the New York Fed pursuant to this Section will be without cost or penalty to the Client or the New York Fed (except payment for services rendered prior to the termination date) notwithstanding any other provision of this Agreement to the contrary. The Manager’s contact for notices from the New York Fed’s Office of Minority and Women Inclusion is , Executive Vice President, , .
Sample 1
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Workforce Inclusion. Each Account Party shall use good faith efforts to ensure, to the maximum extent possible, the fair inclusion of women and minorities in the Account Party’s workforce. Each Account Party will maintain sufficient documentation that permits FRBNY to determine whether or not the Account Party has made a good faith effort in this regard. Each Account Party understands that FRBNY’s Office of Minority and Women Inclusion may make a determination about whether the Account Party has made the required good faith effort and may recommend termination of this Agreement if FRBNY’s Office of Minority and Women Inclusion determines that the required good faith effort has not been made. Company and FRBNY may proceed to terminate this Agreement based on that recommendation. Any termination of this Agreement by Company and FRBNY pursuant to this Section will be without cost or penalty to the Company or FRBNY (except payment for services rendered prior to the termination date) notwithstanding any other provision of this Agreement to the contrary. Each Account Party’s contact for notices from FRBNY’s Office of Minority and Women Inclusion is VP/Lead Manager HR Policy, AA EO & SUB Plan Governance,
Sample 1
Workforce Inclusion. BNYMCM shall use good faith efforts to ensure, to the maximum extent possible, the fair inclusion of women and minorities in BNYMCM’s workforce. BNYMCM will maintain sufficient documentation that permits the New York Fed to determine whether or not BNYMCM has made a good faith effort in this regard. BNYMCM understands that the New York Fed’s Office of Minority and Women Inclusion may make a determination about whether BNYMCM has made the required good faith effort and may recommend termination of this Agreement if the New York Fed’s Office of Minority and Women Inclusion determines that the required good faith effort has not been made. The Purchaser may proceed to terminate this Agreement based on that recommendation. Any termination of this Agreement by the Purchaser pursuant to this subsection (a) will be without cost or penalty to the Purchaser (except payment for Services rendered prior to the termination date) notwithstanding any other provision of this Agreement to the contrary. BNYMCM’s contact for notices from the New York Fed’s Diversity & Inclusion Office is Global Head of Diversity & Inclusion,
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Related to Workforce Inclusion

  • WORKFORCE REDUCTION In the event that funding reductions or shortfalls in funding occur in a department or are expected, which may result in layoffs, the department will notify the union and take the following actions:

  • Workforce A. The Contractor shall employ only orderly and competent workers, skilled in the performance of the services which they will perform under the Contract.

  • Maternity Services Your benefits for maternity services are the same as your benefits for any other condition and are available whether you have Individual Coverage or Family Coverage. Benefits will be provided for delivery charges and for any of the pre­ viously described Covered Services when rendered in connection with pregnancy. Benefits will be provided for any treatment of an illness, injury, congenital defect, birth abnormality or a premature birth from the moment of the birth up to the first 31 days, thereafter, you must add the newborn child to your Family Coverage. Premiums will be adjusted accordingly. Coverage will be provided for the mother and the newborn for a minimum of:

  • REDUCTION IN WORKFORCE 16.01 The employer will layoff employees in reverse order of seniority within the classification provided those retained have the ability to do the work. No new employee will be hired until all those qualified employees with recall rights have been given the opportunity to return to work and have failed to do so.

  • Complete Work without Extra Cost Except to the extent otherwise specifically stated in this contract, the Contractor shall obtain and provide, without additional cost to the City, all labor, materials, equipment, transportation, facilities, services, permits, and licenses necessary to perform the Work.

  • Workforce Development MPC’s technical training program is having a major impact in the region. Online modules, short courses, webinars, and on site/videoconferencing events are reaching state and local transportation department employees and tribal transportation planners. By harnessing the capabilities of the four LTAP centers located at the MPC universities and the multimedia capabilities of the Transportation Learning Network (which was founded and is partly funded by MPC) more than 76 technical training events were offered in the second half of 2015. These training modules and short courses are critical to transportation agencies that need to improve or renew the skills of engineering technicians and other frontline workers. Many MPC courses or training events result in the certification of workers. Even when certification is not required, TLN’s online learning management systems allow employees and employers to set learning goals and monitor progress towards these goals. MPC is making another major impact in workforce development. Altogether, 57 graduate students are working on MPC research projects under the tutelage of faculty researchers. These graduate students represent the researchers and technical analysts of tomorrow. Without the MPC program and the stipend funds that it provides, these students may not be specializing in transportation; but, instead would be seeking career opportunities in other fields. The MPC research program allows faculty to mentor graduate students while allowing the students to work on projects for federal and state transportation agencies—thereby, gaining valuable practical experience.

  • Certification as Small Contractor or Minority Business Enterprise This paragraph was intentionally left blank.

  • Casual Nurses i) It is understood that casual Nurses do not have normal hours of work. All assignments for the next day will be faxed by the office by 1630h.

  • Pregnancy and Maternity Services This plan covers physician services and the services of a licensed midwife for prenatal, delivery, and postpartum care. The first office visit to diagnose a pregnancy is not included in prenatal services. This plan covers hospital services for mother and newborn child for at least forty-eight

  • PERSONNEL REDUCTION Section 1 In the event of layoffs in connection with decreasing the work force, and the recall to work of people so laid off, the following consideration shall govern. Skill and ability as determined by reference to the employee's work record, and length of service shall be the determining factors; however, employees shall be laid off by category of seniority. There shall be three (3) seniority categories: probationary, 1 year to 5 years seniority, and over 5 years seniority. In case of layoff, all employees in the lowest seniority category shall be laid off before proceeding to layoff of anyone in a more senior category. Where skill and ability within a category are approximately equal, length of service shall govern. Employees having the same seniority within a category shall draw lots to determine the order of layoff. No new employees shall be hired until all laid off employees have been given the opportunity to be re-hired. Employees who have been laid off will be offered re-employment in the inverse order of layoffs when they are needed again, provided they are physically qualified and possess sufficient training and experience to perform the duties of the available work. The City shall give laid off employees ten (10) days notice of its intention to rehire. The employees shall within ten (10) days period notify the City of their intention to, or not to, return to the employ of the City, and shall report to work no later than fifteen (15) days from receipt of said notice to rehire. If an employee fails to notify the City within the ten (10) calendar day period of his/her intentions to return to work, or fails to report to work within fifteen (15) calendar days from the date of notice, he/she shall be considered permanently severed from the employ of the City. At the time of a layoff the City shall provide all laid off employees with a complete physical examination. At the time of rehire, the City may require a physical examination prior to the employee's return to duty, and it is expressly understood that any employee found physically unfit to return to duty may be refused re-employment and removed from the employment list. The City shall not be obligated to rehire laid off employees who have been laid off for five (5) or more consecutive calendar years, beginning from the date of layoff.

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