Discrimination in Employment Prohibited. Because the ADA requires accommodations for individuals protected under the Act, and because these accommodations must be determined on an individual, case-by-case basis, the parties agree that the provisions of this Memorandum may be waived in order for the County to avoid discrimination. The Union recognizes that the County has the legal obligation to meet with the individual employee to be accommodated before any adjustment is made in working conditions. Any accommodation provided to an individual protected by the ADA shall not establish a past practice, nor shall it be cited or used as evidence of a past practice in the grievance procedure. A waiver may be granted for any provision of this Memorandum in order to undertake required accommodations for an individual protected by the Act. The County will provide the Union with notice of its intent to waive the provision.
Discrimination in Employment Prohibited. No employee, or applicant for employment, shall be discriminated against in any aspect of employment because of age, ancestry, color, creed, gender expression, gender identity, genetic information, marital status, medical condition, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex or sexual orientation as outlined in Civil Service Rule 20. Any employee who believes he or she has been harassed or discriminated against because of any of the above reasons, may bring the matter to the attention of the supervisor or may consult with his or her Department Equal Employment Opportunity Coordinator. The initial contact should be made as soon as possible, but no later than 60 days after the alleged act of discrimination or harassment occurred.
Discrimination in Employment Prohibited. No employee shall be discriminated against in any aspect of employment because of age, ancestry, color, creed, gender, gender expression, gender identity, genetic information, marital status, medical condition (cancer or genetic characteristics), military or veteran status, national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, sexual orientation, or on any other basis prohibited by applicable federal and State law. Any employee who believes they have been harassed or discriminated against because of any of the above reasons, may bring the matter to the attention of the supervisor or may consult with their Department Equal Employment Opportunity Coordinator. The initial contact should be made as soon as possible. The Department Equal Employment Opportunity Coordinator shall process the complaint in accordance with Civil Service Rule 20, Section 3. Informal Complaint Process.
Discrimination in Employment Prohibited. No employee, or applicant for employment, shall be discriminated against in any aspect of employment because of race, color, creed, political affiliation or belief, sex, sexual orientation, disability, medical condition, age, religion, ancestry, marital status, or national origin. Any employee who believes he or she has been harassed or discriminated against because of any of the above reasons, may bring the matter to the attention of the supervisor or may consult with the Court Executive Officer or designee. The initial contact should be made as soon as possible, but no later than ten (10) days after the employee should reasonably have been aware of the alleged act of discrimination or harassment. The Court Executive Officer or designee shall act as investigator, and the complaint shall be processed in accordance with the Personnel Rules. San Xxxxxxx Court shall comply with the provisions of the Americans with Disabilities Act (ADA). Individuals requesting reasonable accommodation under the ADA shall make a request in writing to their supervisor or manager. The request shall identify the requested accommodation. The manager or supervisor shall meet with the employee to provide any documentation or verification in compliance with the ADA. The employee may request that any such documentation which discloses employee medical information be provided to the Court Executive Officer or designee. The manager or supervisor shall respond to the written request in writing within ten (10) days of receipt of supplemental materials. The Court Executive Officer or designee shall be consulted if any dispute arises in regard to an ADA accommodation.
Discrimination in Employment Prohibited. No employee, or applicant for employment, shall be discriminated against in any aspect of employment because of race, national origin, ancestry, color, creed, religion, political affiliation or belief, age, sex, sexual orientation, marital status, pregnancy, medical condition (cancer or genetic characteristics), or physical or mental disability as outlined in Civil Service Rule 20. Any employee who believes he or she has been harassed or discriminated against because of any of the above reasons, may bring the matter to the attention of the supervisor or may consult with his or her Department Equal Employment Opportunity Coordinator. The initial contact should be made as soon as possible, but no later than 60 days after the alleged act of discrimination or harassment occurred. The Department Equal Employment Opportunity Coordinators shall process the complaint in accordance with Civil Service Rule 20, Section 3 Informal Complaint Process. San Xxxxxxx County shall comply with the provisions of the Americans with Disabilities Act (ADA). Individuals requesting reasonable accommodation under the ADA shall make a request in writing to their supervisor or manager, supported by medical documentation provided by an approved medical physician. The request shall identify the specific accommodation required and the anticipated duration needed for the accommodation. The manager or supervisor shall meet with the employee to confirm any documentation or verification received, in compliance with the ADA. The manager or supervisor shall respond to the written request in writing within 10 days of receipt of supplemental materials. Any such documentation, which discloses employee medical information, shall be provided directly to the Human Resources’ Disability Management Unit. The County ADA Coordinator in Human Resources shall be consulted if any dispute arises in regard to an ADA accommodation.
Discrimination in Employment Prohibited. The Contractor will not discriminate against any employee in the performance of this Contract, or against any applicant for employment in the performance of this Contract because of race, creed, color, or national origin. The Contractor will take affirmative action to ensure that applicants are employed, and the employees are treated fairly during employment, without regard to their race, creed, color, or national origin. This requirement shall apply to, but not limited to, the following: employment, upgrading, or transfer; recruitment advertising; layoff or termination; rates of pay or other forms of compensation; and selection for training, including apprenticeship.
Discrimination in Employment Prohibited. The Provider shall not discriminate against any person employed in the performance of this contract, or against any applicant for employment because of race, sex, age, creed, religion, color, national origin, sexual orientation, political affiliation, veteran’s status, disability or handicapping condition. This requirement shall apply to, but not be limited to the following: employment, upgrading, demotion or transfer, selection for training, recruitment or recruitment advertising, layoff or termination, rates of pay or other forms of compensation and all other privileges, terms and conditions of employment.
Discrimination in Employment Prohibited. The Contractor agrees to comply with the requirements of Title VI of the Civil Rights Act of 1964 (42 USC 2000d et seq.); Section 504 of the Rehabilitation Act of 1973, as amended (29 USDA 794); American with Disabilities Act of 1990 (42 USDA 12101 et seq.); Title IX of the Education Amendments of 1972 (20 USDA 1681 et seq.); The Food Stamp Act, and the Age Discrimination Act of 1975, the United States Dept. of Health and Human Services Regulations found in 45 CFR, Parts 80 and 84; The United States Dept. of Education Implementing Regulations (34 CFR, Parts 104 and 106); and the United States Dept. of Agriculture, Food and Nutrition Services (7 CFR 272.6). The Contractor agrees to comply with all other provisions applicable to law, including but not limited to the Governor's Executive Order No. 96-14, which prohibits discrimination on the basis of sexual orientation, and RIGL 28-5-5 and 28-5-41.1, relating to gender identity or expression. The Contractor will take affirmative action and not discriminate against any employee in the performance of this contract, or against any applicant for employment in the performance of this grant. The Contractor will not discriminate on the basis of race, creed, color, national origin, (limited English proficiency persons), age, sex, sexual orientation, disability, religion, political beliefs, in acceptance for or provision of services, employment, or treatment in education or other programs or activities. This requirement shall apply to, but not be limited to, the following: employment, upgrading, demotion, transfer, recruitment or recruitment advertising, layoff or termination, rates of pay or other forms of compensation and selection for training, including apprenticeship. The Contractor also agrees to comply with the requirements of the RI Dept. of Human Services for safeguarding of client and/or beneficiary information. Failure to comply with this item may be a basis for cancellation of this agreement.
Discrimination in Employment Prohibited. No employee, or applicant for employment, shall be discriminated against in any aspect of employment because of race, color, creed, political affiliation or belief, sex, sexual orientation, disability, medical condition, age, religion, ancestry, marital status, or national origin. Any employee who believes he or she has been harassed or discriminated against because of any of the above reasons, may bring the matter to the attention of the supervisor or may consult with his or her departmental Equal Employment Opportunity Coordinator. The initial contact should be made as soon as possible, but no later than 10 days after the employee should reasonably have been aware of the alleged act of discrimination or harassment. The Equal Employment Opportunity Coordinator/Officer shall act as investigator, and the complaint shall be processed in accordance with Civil Service Rule 20. San Xxxxxxx County shall comply with the provisions of the Americans With Disabilities Act (ADA). Individuals requesting reasonable accommodation under the ADA shall make a request in writing to their supervisor or manager. The request shall identify the requested accommodation. The manager or supervisor shall meet with the employee to provide any documentation or verification in compliance with the ADA. The employee may request that any such documentation which discloses employee medical information be provided to Human Resources. The manager or supervisor shall respond to the written request in writing within 10 days of receipt of supplemental materials. The County ADA Coordinator in Human Resources shall be consulted if any dispute arises in regard to an ADA accommodation.
Discrimination in Employment Prohibited. No employee shall be discriminated against in any aspect of employment because of age, ancestry, color, creed, marital status, medical condition (cancer or genetic characteristics) national origin, physical or mental disability, political affiliation or belief, pregnancy, race, religion, sex, or sexual orientation. Any employee who believes he or she has been harassed or discriminated against because of any of the above reasons, may bring the matter to the attention of the supervisor. The initial contact should be made as soon as possible, but no later than 60 days after the alleged act of discrimination or harassment occurred. Employees are encouraged to process discrimination complaints in accordance with Section 14 of the MHCSD Personnel Policies and Procedures, Equal Employment Opportunity Program, when they believe they are experiencing discrimination.
