Employment Equity Programs Sample Clauses

The Employment Equity Programs clause establishes the employer's commitment to promoting fair and equitable employment practices within the organization. It typically outlines measures to ensure that hiring, promotion, and workplace policies do not discriminate based on factors such as race, gender, disability, or other protected characteristics. By implementing such programs, the clause helps foster a diverse and inclusive work environment and ensures compliance with relevant employment equity legislation, thereby reducing the risk of discrimination claims and supporting organizational diversity goals.
Employment Equity Programs. During current negotiations, the Company and the Union reaffirmed their commitment to Employment Equity. While the parties recognize that the four designated groups are represented in our hourly workforce, the Company and the Union agreed that they must increase special efforts aimed at achieving a representative number of women, visible minorities, persons with disabilities and aboriginal persons throughout the workforce of Chrysler Canada Inc. The parties agreed that a diverse workforce is beneficial and desirable, and that their proactive efforts on employment equity are fundamental to the Company. The parties are committed to jointly develop an Employment Equity Plan on behalf of CAW bargaining units at Chrysler Canada Inc. . This plan will include the following: • an up-to-date census • a workforce analysis and review of employment systems • the identification of systemic barriers to the designated groups • a review of current recruitment, promotion and training practices • goals and timetables for reducing or eliminating systemic barriers to the designated groups • accommodation for people with disabilities • a clear and ongoing commitment to a workplace free of harassment • identification of positive measures such as work and family measures, skills updating, pre-apprenticeship training, etc. that could help retain and advance the designated groups in the Chrysler workforce • an annual review procedure to monitor the progress of the program. (c08)
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Employment Equity Programs. The company and the union reaffirmed their commitment to Employment Equity. While the parties recognize that there is increasing representation of the four designated groups within the hourly workforce, the company and the union agreed that they must increase special efforts aimed at achieving a representative number of women, visible minorities, persons with disabilities and aboriginal persons throughout the workforce of Ford of Canada. The parties agreed that a diverse workforce is beneficial and desirable, and that their proactive efforts on employment equity are fundamental to the company. The parties are committed to jointly develop an Employment Equity Plan on behalf of CAW bargaining units at Ford of Canada by year end 1998. This plan will include the following: • an up-to-date census • a workforce analysis and review of employment systems • the identification of systemic barriers to the designated groups • a review of current recruitment, promotion, and training practices • goals and timetables for hiring the designated groups • goals and timetables for reducing or eliminating systemic barriers to the designated groups • accommodation for people with disabilities • a clear and ongoing commitment to a workplace free of harassment • identification of positive measures such as work and family measures, skills updating, pre-apprenticeship training, etc. that could help retain and advance the designated groups in the Ford workforce • an annual review procedure to monitor the progress of the program. The company has developed an Employment Equity Plan for the Federal Contractors Program. Elements of this plan may form the basis for the new joint Employment Equity Plan when the parties are in agreement.
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Employment Equity Programs. During current negotiations, the Company and the Union reaffirmed their commitment to Employment Equity. While the parties recognize that there is increasing representation of the four designated groups within the hourly workforce, the Corporation and the Union agreed that they must increase special efforts aimed at achieving a representative number of women, visible minorities, persons with disabilities and aboriginal persons throughout the workforce of DaimlerChrysler Canada Inc. The parties agreed that a diverse workforce is beneficial and desirable, and that their proactive efforts on employment equity are fundamental to the Company. The parties are committed to jointly develop an Employment Equity Plan on behalf of CAW bargaining units at DaimlerChrysler Canada Inc. by year end 1998. This plan will include the following: • an up-to-date census • a workforce analysis and review of employment systems • the identification of systemic barriers to the designated groups • a review of current recruitment, promotion and training practices • goals and timetables for hiring the designated groups • goals and timetables for reducing or eliminating systemic barriers to the designated groups • accommodation for people with disabilities • a clear and ongoing commitment to a workplace free of harassment • identification of positive measures such as work and family measures, skills updating, pre- apprenticeship training, etc. that could help retain and advance the designated groups in the DaimlerChrysler workforce. • an annual review procedure to monitor the progress of the program. The Company has developed an Employment Equity Plan for the Federal Contractor’s Program. Elements of this plan may form the basis for the new Joint Employment Equity Plan when the parties are in agreement. (n96)
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Employment Equity Programs. During current negotiations, the Company and the Union reaffirmed their commitment to Employment Equity. While the parties recognize that the four designated groups are represented in our hourly workforce, the Company and the Union agreed that they must increase special efforts aimed at achieving a representative number of women, visible minorities, persons with disabilities and aboriginal peoples throughout the workforce of FCA Canada Inc. The parties agreed that a diverse workforce is beneficial and desirable, and that their proactive efforts on employment equity are fundamental to the Company. The parties are committed to maintaining an Employment Equity Plan on behalf of Unifor bargaining units at FCA Canada Inc. This plan will include an annual review procedure to monitor the progress of the program.
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Employment Equity Programs. During current negotiations, the Company and the Union reaffirmed their commitment to Employment Equity. While the parties recognize that the four designated groups are represented in our hourly workforce, the Company and the Union agreed that they must increase special efforts aimed at achieving a representative number of women, visible minorities, persons with disabilities and aboriginal persons throughout the workforce of Chrysler Canada Inc.
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Related to Employment Equity Programs

  • Employment Equity The University and the Union acknowledge, recognize and support the employment equity program at the University of Victoria. The Parties agree to co-operate in the identification and removal of systemic barriers, if any, in selection, hiring, training and promotion. It is understood that none of the resulting actions will be at variance with the Collective Agreement unless mutually agreed between the parties.

  • Re-employment Rights (1) Re-employment of Faculty Members on layoff status will be administered by the College in accordance with the then-applicable provisions of the Education Code. (2) Faculty Members on layoff who wish to be re-employed shall keep Human Resources apprised in writing of their current mailing addresses and telephone numbers, and of any changes in their qualifications. (3) When actual vacancies occur in any Faculty Service Area, the District shall notify, in seniority order, the laid-off Faculty Member(s) in such Faculty Service Area. This notice shall be sent by certified mail to the Faculty Member's current mailing address on file with Human Resources forty-five (45) days before the contemplated first day of re- employment of the Faculty Member or immediately upon the District learning of such vacancy if within forty-five (45) days of the course/assignment beginning date. The notified Faculty member shall notify the District in writing of his/her acceptance or rejection within ten (10) days of mailing by the District. Failure to do so shall mean the Faculty Member has waived his/her reappointment right to the vacancy stated in the notice from the District. Such Faculty Member shall retain the Faculty Member's seniority position on that Faculty Service Area list for the period of time provided by the Education Code. (4) As to any Faculty Member who is re-employed, the period of absence shall be treated as a leave of absence and shall not be considered as a break in the continuity of service, and such Faculty Member shall retain all rights to contract or regular status, as the case may be, in accordance with the applicable provision of the Education Code, including the requirement of four (4) years' active service for eligibility to move from a contract position to a regular position. (5) All partially or completely laid-off Faculty Members, upon any partial reinstatement, shall be paid the pro-rata salary equivalent to their step and column placement on the permanent salary schedule at the time of their layoff.

  • Employment Rights Nothing expressed or implied in this Agreement will create any right or duty on the part of the Company or the Executive to have the Executive remain in the employment of the Company or any Subsidiary prior to or following any Change in Control.

  • Alternative Employment An employer, in a particular redundancy case, may make application to the Commission to have the general severance pay prescription varied if the employer obtains acceptable alternative employment for an employee.