Complaints of Discrimination or Harassment Sample Clauses

Complaints of Discrimination or Harassment. As a means of ensuring a workplace that is free from discrimination and harassment, OHSU and GRU have established formal procedures for the handling of discrimination, harassment, and other complaints. These procedures are intended to supplement—not to replace or supersede—the other procedures available to employees under Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act, the Americans with Disabilities Act, the Genetic Information Nondiscrimination Act, or any other applicable federal, state, or municipal fair-employment-practices law, or otherwise. Where a GR files a complaint under any of the processes set forth below, XXXX will work with the GR's union representative, or the GR directly if the GR does not seek union representation, to determine what actions if any need to be taken to ensure that the GR is not subject to retaliation or required to work in conditions that are hostile or intimidating as a result of their filing a complaint. Such actions include but are not limited to paid administrative leave, safety planning, or changing reporting lines.
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Complaints of Discrimination or Harassment. GRs are strongly encouraged to file all complaints alleging discrimination or harassment of a protected status as identified above in accordance with Article 19. GRs may at any time file complaints with the appropriate state or federal agency for resolution, notwithstanding having a complaint or grievance on the same matter pending in any internal processes. Reports formally investigated by XXXX’s civil rights investigative department (currently OCIC) shall be completed as expeditiously as possible, taking into account the due process rights of both parties. OHSU shall strive to update the Union and grievant on the progress of the investigation on a biweekly basis and will meet with the union at least monthly to discuss grievances.
Sample 1Sample 2
Complaints of Discrimination or Harassment. As a means of ensuring a workplace that is free from discrimination and harassment, OHSU and GRU have established formal procedures for the handling of discrimination, harassment, and other complaints. These procedures are intended to supplement—not to replace or supersede—the other procedures available to employees under any applicable collective bargaining agreement, Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act, the Americans With Disabilities Act, the Genetic Information Nondiscrimination Act, or any other applicable federal, state, or municipal fair-employment-practices law, or otherwise. Where a GR files a complaint under any of the processes set forth below, XXXX will work with the GR's representative, or the GR directly if the GR is unrepresented, to determine what steps if any need to be taken to ensure that the GR is not subject to retaliation or required to work in conditions that are hostile or intimidating as a result of their filing a complaint.
Sample 1
Complaints of Discrimination or Harassment. Employees are encouraged to file all complaints alleging discrimination or harassment of a protected status as identified above with the Employer through its AAEO Department. Alternatively, employees may file a complaint with the Union, Integrity Department, the Human Resources Department, the employee’s Program Director, or the appropriate state or federal agency for resolution. If filed with the AAEO Department, the complaint shall be processed under the Employer’s rules pertaining to discrimination complaints. If the complaint is not satisfactorily resolved by the AAEO Department’s process, it may be submitted to the appropriate state or federal agency for resolution.
Sample 1
Complaints of Discrimination or Harassment. Employees are encouraged to file all complaints alleging discrimination or harassment of a protected status as identified above with the Employer through its Office of Civil Rights Investigations and Compliance (OCIC). Alternatively, employees may file a complaint with the Union, Integrity Department, the Human Resources Department, the employee’s manager, or the appropriate state or federal agency for resolution. If filed with the OCIC, the complaint shall be processed under the Employer’s rules pertaining to discrimination complaints. If the complaint is not satisfactorily resolved by the OCIC’s process, it may be submitted to the appropriate state or federal agency for resolution.
Sample 1

Related to Complaints of Discrimination or Harassment

  • NO DISCRIMINATION OR HARASSMENT (a) There shall be no discrimination, interference, restriction, coercion, harassment, intimidation or any disciplinary action exercised or practiced with respect to an employee by reason of age, race, creed, color, national origin, religious affiliation, sex, sexual orientation, ethnic origin, marital status, family status, mental or physical disability, conviction for which a pardon has been granted or membership or activity in the Professional Institute.

  • Discrimination and Harassment 3.01 The Company shall not discriminate against an employee because of membership in the Union or because of activities authorized herein on behalf of the Union.

  • NO DISCRIMINATION/NO HARASSMENT 6.01 The Employer, Union and Employees are committed to supporting an abuse and harassment free work environment that promotes a culture of trust, dignity and respect. Harassment includes but is not limited to bullying, sexual harassment and workplace violence.

  • ANTI DISCRIMINATION AND ANTI HARASSMENT Contractor and/or any subcontractor shall not unlawfully discriminate against or harass any individual including, but not limited to, any employee or volunteer of the County of Marin based on race, color, religion, nationality, sex, sexual orientation, age or condition of disability. Contractor and/or any subcontractor understands and agrees that Contractor and/or any subcontractor is bound by and will comply with the anti discrimination and anti harassment mandates of all Federal, State and local statutes, regulations and ordinances including, but not limited to, County of Marin Personnel Management Regulation (PMR) 21.

  • Harassment & Discrimination The local parties will determine the appropriate means of promoting an effective and meaningful way of addressing discrimination and harassment issues, which may include, but is not limited to the following: • Reviewing the hospital’s harassment policy and making joint recommendations to the Chief Nursing Officer; • Promoting a harassment free workplace where there is ‘zero tolerance’; • Ensuring that all employees are familiar with the employer’s harassment policy by identifying educational opportunities, including the orientation period for new employees; • Identifying supports and solutions to assist employees to deal with harassment and discrimination issues (i.e. Employee assistance Programs, staff supports); • Development of processes to address the accommodations/ modified work needs for nurses; • Development of assertiveness training programs.

  • NO DISCRIMINATION/HARASSMENT 6.01 The Company and the Union agree that there shall be no discrimination, interference, restriction or coercion exercised or practised with respect to any employee by reason of age, marital status, sex, race, creed, colour, national origin, political or religious affiliation, handicap, sexual orientation nor by reason of Union membership or position in the Union. Prohibited grounds shall be interpreted in accordance with and subject to the provisions of the Human Rights Code.

  • DISCRIMINATION / HARASSMENT 22.01 The parties agree to comply with their obligations under the Ontario Human Rights Code.

  • D3 Discrimination D3.1 The Contractor shall not unlawfully discriminate either directly or indirectly on such grounds as race, colour, ethnic or national origin, disability, sex or sexual orientation, religion or belief, or age and without prejudice to the generality of the foregoing the Contractor shall not unlawfully discriminate within the meaning and scope of the Sex Discrimination Xxx 0000, the Race Relations Xxx 0000, the Equal Pay Xxx 0000, the Disability Discrimination Xxx 0000, the Employment Equality (Sexual Orientation) Regulations 2003, the Employment Equality (Religion or Belief) Regulations 2003, the Employment Equality (Age) Regulations 2006, the Equality Xxx 0000, all as amended or replaced by the Equality Xxx 0000 (when in force) and the Human Rights Xxx 0000 or other relevant or equivalent legislation, or any statutory modification or re- enactment thereof.

  • NON-DISCRIMINATION/HARASSMENT 3.01 Both the Company and the Union are committed to providing a workplace free of discrimination and harassment. Employees must not engage in discrimination or harassment because of prohibited ground contrary to the Ontario Human Rights Code (the “Code”). Prohibited grounds are race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offenses, marital status, family status or handicap, as defined in the Code. This provision shall be interpreted in accordance with and subject to the provisions of the Code. Employees shall not be discriminated against on the basis of union affiliation.

  • Harassment The Employer and the Union recognize the right of employees to work in an environment free from harassment, including sexual harassment, as defined by the Employer’s harassment policy.

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