DC Manager Clause Samples
The "DC Manager" clause defines the role, responsibilities, and authority of the Data Center Manager within an agreement or operational context. Typically, this clause outlines the DC Manager's duties, such as overseeing daily operations, ensuring compliance with safety and security protocols, and acting as the primary point of contact for facility-related issues. For example, the DC Manager may be responsible for coordinating maintenance, managing access permissions, and responding to emergencies. The core function of this clause is to clearly allocate operational responsibility and establish a single accountable party for the management and smooth functioning of the data center, thereby reducing ambiguity and potential disputes over roles.
DC Manager. An employee, either the complainant or the alleged harasser, may seek the assistance of a Union Representative or a co-worker during any part of the process. If the employee elects to discuss the complaint with their Supervisor, Manager, Human Resources Manager, or Senior Executive, it is then the responsibility of the recipient to notify the Senior Human Resources Lead for Logistics, Hbc Logistics immediately of the complaint unless the matter is fully resolved and the employee is completely comfortable with the situation. Since the complaint is of a sensitive nature, the complainant should be given the opportunity to request a suitable interviewer, perhaps, for instance, of the same sex. If this is not possible, the complainant should then be given the opportunity to express, in writing, to the person of his/her choice, the events that transpired.
DC Manager. The Agent may elect to receive commissions under any one of the following schedules: Schedule 1 5% commission paid on first year deposits as they are received. Asset-based service fees equal to .5% on an annual basis shall be paid quarterly in the second and subsequent contract years on the average assets in the contract during the contract year. Schedule 2 3% commission paid on all deposits as they are received. Schedule 3 No commission.
DC Manager. An employee, either the complainant or the alleged harasser, may seek the assistance of a Union Representative or a co-worker during any part of the process. If the employee elects to discuss the complaint with their Supervisor, Manager, Human Resources Manager, or Senior Executive, it is then the responsibility of the recipient to notify the Senior Human Resources Lead for Logistics, Hbc Logistics immediately of the complaint unless the matter is fully resolved and the employee is completely comfortable with the situation. Since the complaint is of a sensitive nature, the complainant should be given the opportunity to request a suitable interviewer, perhaps, for instance, of the same sex. If this is not possible, the complainant should then be given the opportunity to express, in writing, to the person of his/her choice, the events that transpired. STEP TWO - FORMAL INVESTIGATION Once the matter has been brought to the attention of the Senior Human Resources Lead for Logistics, Hbc Logistics an internal investigation of the complaint will be conducted at which time the complainant (employee) will be requested to present, in writing, the particulars of the harassment. Such internal investigation will be initiated no later than ten (10) business days of the matter being brought to the attention of the Senior Human Resources Lead for Logistics, Hbc Logistics, and shall be concluded no later than thirty (30) business days of the initiation of the investigation. Any extensions of the aforementioned time frames must have the agreement of the complainant and the Union if the complainant has chosen to involve it. Based on the outcome of the investigation, it will be determined if there has been a breach of Company policy on harassment, and the appropriate action will be taken in the event that harassment is determined to have occurred. STEP THREE - SUBSEQUENT INCIDENTS Subsequent incidents should immediately be reported and followed by a written description to the Senior Human Resources Lead for Logistics, Hbc Logistics and the most senior executive involved in Step Two for further investigation and disciplinary action, if confirmed, with a copy to the Chief ▇▇▇▇▇▇▇ with the consent of the complainant. After all steps of the Harassment Protection Policy have been exhausted, if the incident has not been resolved to the satisfaction of the employee, the employee may file a grievance at Step 2 of the grievance procedure. JOINT ANTI-HARASSMENT STATEMENT HBC AND UNIFO...