California Fair Employment and Housing Act Sample Clauses

California Fair Employment and Housing Act. Cal. Gov’t Code § 12900 et seq., as amended;
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California Fair Employment and Housing Act. Cal. Gov’t Code § 12900 et seq.; California Xxxxx Civil Rights Act, including California’s Sexual Orientation Bias Law – Civ. Code § 51 et seq.; California AIDS Testing and Confidentiality Law – Cal. Health & Safety Code §120980 et seq.;
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California Fair Employment and Housing Act. Cal. Gov't Code § 12900 et seq.;
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California Fair Employment and Housing Act. Cal. Gov’t Code § 12900 et seq.; (c)
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California Fair Employment and Housing Act. (California Government Code Section 12900 et seq.) which prohibits discrimination in employment on account of race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, marital status, or sex and prohibits harassment of an employee or applicant because of race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, marital status, sex or age;
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California Fair Employment and Housing Act. Cal. Gov’t Code §12900 et seq.;
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Related to California Fair Employment and Housing Act

  • CALIFORNIA FAIR EMPLOYMENT AND HOUSING ACT CERTIFICATION Pursuant to Public Contract Code (PCC) section 2010, the following certifications must be provided when (i) submitting a bid or proposal to the JBE for a solicitation of goods or services of $100,000 or more, or (ii) entering into or renewing a contract with the JBE for the purchase of goods or services of $100,000 or more. CERTIFICATIONS:

  • Family and Medical Leave Act The Family and Medical Leave Act will be followed in approving a Leave of Absence. Contract provisions that provide greater benefits than the Family and Medical Leave Act will be followed.

  • Family Medical Leave Act The Board shall pay its share of the premiums for up to a total of twelve (12) weeks per year during an approved, qualifying leave in accordance with the Family Medical Leave Act.

  • Family and Medical Leave Act (FMLA In accordance with the Family and Medical Leave Act (FMLA) of 1993, the Board will grant a leave of absence for one or more of the following:

  • Family and Medical Leave Act of 1993 (a) Leave provisions of this Agreement shall be construed consistently with the requirements of the Act. However, if the leave provisions under this Article are more generous, this Agreement shall prevail.

  • FAIR EMPLOYMENT PRACTICES Pursuant to NRS 338.125, Fair Employment Practices, the following provisions must be included in any contract between CONSULTANT and a public body such as CITY:

  • Employment and Labor Relations Neither the Borrower nor any of its Subsidiaries is engaged in any unfair labor practice that, either individually or in the aggregate, could reasonably be expected to have a Material Adverse Effect. There is (i) no unfair labor practice complaint pending against the Borrower or any of its Subsidiaries or, to the knowledge of the Borrower, threatened against any of them, before the National Labor Relations Board, and no grievance or arbitration proceeding arising out of or under any collective bargaining agreement is so pending against the Borrower or any of its Subsidiaries or, to the knowledge of the Borrower, threatened against any of them, (ii) no strike, labor dispute, slowdown or stoppage pending against the Borrower or any of its Subsidiaries or, to the knowledge of the Borrower, threatened against the Borrower or any of its Subsidiaries, (iii) no union representation question exists with respect to the employees of the Borrower or any of its Subsidiaries, (iv) no equal employment opportunity charges or other claims of employment discrimination are pending or, to the Borrower’s knowledge, threatened against the Borrower or any of its Subsidiaries, and (v) no wage and hour department investigation has been made of the Borrower or any of its Subsidiaries, except (with respect to any matter specified in clauses (i) through (v) above, either individually or in the aggregate) such as could not reasonably be expected to have a Material Adverse Effect.

  • Family Medical Leave Act (FMLA A. The State acknowledges its commitment to comply with the spirit and intent of the leave entitlement provided by the FMLA and the California Family Rights Act (CFRA) referred to collectively as "FMLA." The State and the Union recognize that on occasion it will be necessary for employees of the State to take job- protected leave for reasons consistent with the FMLA. As defined by the FMLA, reasons for an FMLA leave may include an employee's serious health condition, for the care of a child, spouse, or parent who has a serious health condition, and/or for the birth or adoption of a child.

  • Equal Opportunity Employment Consultant represents that it is an equal opportunity employer and it shall not discriminate against any subconsultant, employee or applicant for employment because of race, religion, color, national origin, handicap, ancestry, sex or age. Such non-discrimination shall include, but not be limited to, all activities related to initial employment, upgrading, demotion, transfer, recruitment or recruitment advertising, layoff or termination. Consultant shall also comply with all relevant provisions of City’s Minority Business Enterprise program, Affirmative Action Plan or other related programs or guidelines currently in effect or hereinafter enacted.

  • Medical Leave If an employee is unable to perform their job due to a medical condition, the employee may submit a written request to the General Manager for a leave of absence of up to thirty (30) calendar days. The written request must include specific begin and end dates and medical certification verifying the need for the leave from the employee’s health care provider. The employee must utilize all accrued paid sick leave while on a medical leave of absence. Sick leave benefits can be coordinated with State Disability Insurance (SDI) benefits, provided that the combined SDI benefit and sick leave pay does not exceed 100% of the employee’s normal wages. If an employee is unable to return to work after thirty (30) calendar days, a request for an exten‐ sion of the medical leave for up to sixty (60) additional calendar days may be submitted to the General Manager. The General Manager, or designee, will notify the employee of the decision granting or denying the request for an extension of the leave. An employee is eligible for holidays and continues to accrue vacation and sick leave while on an unpaid leave of absence for the first thirty (30) calendar days No vacation, holidays or sick leave will be earned or accrued after thirty (30) days on a continuous unpaid leave of absence. Health and welfare benefits will continue during an unpaid leave of absence. Employees who pay premiums towards the medical insurance plan of their choice are responsible for their contribu‐ tions. In addition, time spent on unpaid leave will not accrue toward service retirement. FMLA/CFRA: The District is a covered employer under Federal Medical Leave Act (FMLA) and Cal‐ ifornia Family Rights Act (CFRA) and complies with prescribed employer notice requirements. Employees of the District are not eligible for FMLA/CFRA leave. In returning an employee to work, the District will comply with all state laws concerning the em‐ ployment of persons with disabilities and will act in accordance with regulations issued by the Equal Employment Opportunity Commission (EEOC).