DISCRIMINATORY HARASSMENT, ADA, AND EEO Sample Clauses

DISCRIMINATORY HARASSMENT, ADA, AND EEO. 71 The CITY agrees not to discriminate against any employee for his/her activities on 72 behalf of, or membership in, the UNION. 73 It is the policy, intent and purpose of both the CITY and the UNION that there should 74 be no discrimination as between members with respect to compensation, terms, conditions 75 or privileges of employment on account of race, color, ethnic or national origin; age; religion 76 or religious creed (or belief, where applicable); sex, including pregnancy, childbirth, 77 breastfeeding, or related medical conditions; sexual orientation; gender, or gender identity; 78 nationality, immigration status, citizenship, or ancestry; marital status; protected military or 79 veteran status; physical or mental disability, medical condition, genetic information or 80 characteristics (or those of a family member); political views or activity; status as a victim of 81 domestic violence, sexual assault, or stalking; or any other basis prohibited under federal, 82 state, or local law. 83 Any complaint that falls under the City of Pocatello Personnel Policy Handbook, 84 General Policies Sections: 1) Equal Employment Opportunity (EEO), 2) Americans with 85 Disabilities Act (ADA) or 3) Discriminatory Harassment will require the full participation of 86 Human Resources in regards to any and all matters of investigation or review. Human 87 Resources will lead the investigation into any complaint subject to any of the listed 88 categories. Additionally, HR will have full access to all data and records associated with the 89 investigation and findings, even those housed within any police department computer 90 system. All original investigation records that are a result of EEO, ADA or Discriminatory 91 Harassment will be housed in Human Resources files. All discipline proceedings will be 92 attended by the HR employee involved in the investigation. In addition, all polices, or 93 procedures, that address discrimination must be reviewed and approved by Human 94 Resources and the Legal department, with adoption by the City Council.
Sample 1
AutoNDA by SimpleDocs

Related to DISCRIMINATORY HARASSMENT, ADA, AND EEO

  • Discriminatory Vendors An entity or affiliate who has been placed on the discriminatory vendor list may not submit a bid, proposal, or reply on a contract to provide any goods or services to a public entity; may not submit a bid, proposal, or reply on a contract with a public entity for the construction or repair of a public building or public work; may not submit bids, proposals, or replies on leases of real property to a public entity; may not be awarded or perform work as a contractor, supplier, subcontractor, or consultant under a contract with any public entity; and may not transact business with any public entity.

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

  • Harassment Sexual Harassment a. All employees have the right to work without personal harassment or sexual harassment.

  • 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.

  • 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.

  • 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.

  • 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.

  • Freedom from Discrimination 9.01 The Union, the Employer, and the employees agree that there shall be no discrimination, interference, restriction, or coercion exercised or practiced with respect to any employee by reason of race, ethnic origin, colour, ancestry, citizenship, place of origin, creed, religion, age, sex, sexual orientation, marital status, family status, pregnancy, disability, lawful source of income, conviction for an offence for which a pardon has been granted, or union membership or activity or for exercising their rights under the Agreement.

  • 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.

  • Sexual Harassment (a) The Union and the Employer recognize the right of employees to work in an environment free from sexual harassment. The Employer shall take such actions as are necessary respecting an employee engaging in sexual harassment.

Time is Money Join Law Insider Premium to draft better contracts faster.