MONITORING THE AGREEMENT. A. The performance of the terms of this Agreement shall be monitored on an ongoing basis by the designated representatives of the Payor and of the Provider.
MONITORING THE AGREEMENT. A. The performance of the terms of this Agreement shall be monitored on an ongoing basis by the designated representatives of the Payor and of the Provider. B. The Chief Executive Officer of each party hereto shall appoint administrative liaisons to be available to communicate with the liaisons of the other party. Retained by MSHN Delegated to local CMHs
MONITORING THE AGREEMENT. 6.10 The Association President(s) and/or designee(s) shall meet at mutually agreeable times during the work day with the Director of Human Resources and/or designee as requested by either party to review and discuss the monitoring of this Agreement. Such meetings shall not be considered to be part of collective bargaining.
MONITORING THE AGREEMENT. 8.1 The Association President and/or his or her designee shall meet with the Superintendent and/or his or her designee periodically, as requested by either party to review and discuss the monitoring of this Agreement. Such meetings shall not be construed to be a part of collective bargaining.
MONITORING THE AGREEMENT. 5.1 This Agreement is a flexible and adaptable document to keep pace with changing circumstances and arrangements for local government. The agreement will be reviewed through the Rotherham Borough and Local Councils Joint Working Group (JWG).
MONITORING THE AGREEMENT. Theses principles will be examined by the ECC Equality and Diversity Commission two years after coming into effect. Applying these principles shall not in any way constitute grounds for reducing the degree of protection against discrimination that already exists in legislation and collective agreements
MONITORING THE AGREEMENT. Once a year, a review of the application of this agreement will be carried out during a European-level review commission made up of representatives from the Board, European trade union federations that have signed the agreement and a trade union delegation made up of representatives from GDF SUEZ company groups from the different European Union countries. This review commission will be made up of an equal number of men and women and will not exceed 20 members (not including representatives from the Board). This annual review will be carried out on the basis of indicators set in appendix 1 resulting from the group social reporting with the support of an external expert jointly nominated by the Board and the European trade union federations. In the case of a grievance (non-compliance with the agreement and its application) and if the local discussion process has not led to an agreement, the file may be presented to the European federations along with all the necessary documentation related to the grievance. A meeting will then be arranged between a delegation from the European federations and the board in order to study the matter and the appropriate measures for finding a solution to this grievance.
MONITORING THE AGREEMENT. Representatives of the SUEZ European Consultative Committee (the ECC) will be responsible for monitoring the agreement through the intermediary of the ECC Bureau. For the purposes for implementing the agreement and particularly in the event of amending a provision, additional members may also be made responsible for monitoring it.
MONITORING THE AGREEMENT. The European GPEC Committee will be responsible for the monitoring of this agreement.
MONITORING THE AGREEMENT. Orange and the UNI-Orange Global Union Alliance will jointly monitor this agreement on an annual basis at their regularly scheduled meetings planned with Orange management. Potential differing interpretations of the agreement’s provisions will also be addressed at these meetings. The agreement will be monitored on the basis of the above-mentioned mapping exercise and the following annual indicators reported on by subsidiaries with over 400 employees as and when the agreement is deployed, depending on available information: employees on open-ended employment contracts: numbers of women and men and percentage of women (Group) managers: numbers of women and men and percentage of women (Group or subsidiary); Executive Committee Members: numbers of women and men and percentage of women (subsidiary); gender balance in different job areas: numbers of women and men and percentage of women (Group) external recruitments on open-ended employment contracts: numbers of women and men and percentage of women (Group) external recruitments on open-ended employment contracts - breakdown by job area: numbers of women and men and percentage of women (subsidiary); equal pay: pay gap between women and men in entities of more than 400 employees in each subsidiary (Group) equal pay: average annual pay increase awarded to women and men (subsidiary); average annual pay increase awarded to part-time employees (women and men) / full-time employees (women and men) (subsidiary) training: numbers of women and men having attended training and percentage of women (subsidiary); training: number of training hours for women and men and percentage of women (subsidiary); teleworking: numbers of women and men who benefit from teleworking - regularly / occasionally (subsidiary); flexible working hours: numbers of women and men who benefit from flexible working hours (subsidiary); part-time working: numbers of women and men and percentage of women (subsidiary); maternity or adoption leave: numbers of people having taken leave during the year (subsidiary); harassment - violence: may be followed up with indicators to monitor the agreement. This list of indicators will be adapted for subsidiaries with fewer than 400 employees, depending on information available locally. In addition these indicators, monitoring the agreement will help to highlight best practices that can be shared.
