EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT. Mayo Clinic Health System Mankato and THE UNION agree not to discriminate against or harass any employee or applicant for employment because of race, color, creed, religion, national origin, sex, disability, age, marital status, sexual orientation, status with regard to public assistance, or any other classification protected by state or federal law or local ordinance. Such employment practices include, but are not limited to, the following: hiring, upgrading, demotion, transfer, recruitment or recruitment advertising, selection, layoff, disciplinary action, termination, rates of pay or other forms of compensation, and selection for training, including apprenticeship.
EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT. A. The provisions of Article 15-A of the Executive Law and the rules and regulations promulgated thereunder pertaining to equal employment opportunities for minority group members and women shall apply to the Contract.
EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT. 16.1 It is shall be BSSP’s policy to provide equal employment opportunities without regard to race, color, religion, sex (including pregnancy and gender identity), national origin, age, disability, marital status, veteran status, sexual orientation, genetic information or any other protected characteristic under applicable law. This policy relates to all phases of employment, including, but not limited to, recruiting, employment, placement, promotion, transfer, demotion, reduction of workforce and termination, rates of pay or other forms of compensation, selection for training and professional development, the use of all facilities, and participation in all company-sponsored employee activities. Provisions in applicable laws providing for bona fide occupational qualifications, business necessity or age limitations will be adhered to by BSSP where appropriate. See next page for Article 17.
EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT. It is the policy of the District that all Contractors and lessees interested in conducting business with the District shall not discriminate against any employee or applicant for employment because of age (over 40), ancestry, color, disability (mental or physical), gender (including identity, appearance, or behavior, whether or not that identity, appearance, or behavior is different from that traditionally associated with the person's sex at birth), marital status, medical condition, national origin, pregnancy, race, religion, sexual orientation, or veteran status, and shall take action to assure applicants are employed, and that employees are treated during employment, without regard to age (over 40), ancestry, color, disability (mental or physical), gender (including identity, appearance, or behavior, whether or not that identity, appearance, or behavior is different from that traditionally associated with the person's sex at birth), marital status, medical condition, national origin, pregnancy, race, religion, sexual orientation, or veteran status.
EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT. ConServe is an Equal Opportunity Employer committed to preventing discrimination against any employee or applicant for employment because of race, color, religion, national origin, gender, age, disability, veteran’s status, sexual orientation or gender identity (or sexual orientation and marital status under state law), is in compliance with Executive Order 11246, the Rehabilitation Act of 1973, and the Vietnam-Era Veteran’s Readjustment Act of 1974, and state, and local law.
EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT. It is the policy of the ADM Board to provide equal employment opportunities without regard to race, color, religion, sex, national origin, age, disability, marital status, veteran status, sexual orientation, genetic information or any other protected characteristic under applicable law. This policy relates to all phases of employment, including, but not limited to, recruiting, employment, placement, promotion, transfer, demotion, reduction of workforce and termination, rates of pay or other forms of compensation, selection for training, the use of all facilities, and participation in all ADM Board sponsored employee activities. As part of the ADM Board’s equal employment opportunity policy statement, the ADM Board will also take affirmative action as called for by applicable laws and to ensure that minority group individuals, females, disabled veterans, recently separated veterans, other protected veterans, Armed Forces service medal veterans, and qualified disabled persons are introduced into our workforce and considered for promotional opportunities. The ADM Board’s equal employment opportunity policy statement and affirmative action plan applies to all operations and procedures relating to recruitment and hiring, compensation, benefits, termination and all other terms and conditions of employment inclusive of ORC 125.111.
EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT. It is the policy of Xxxxxxx Controls not to discriminate against any employee or applicant for employment because of his or her race, color, religion, sex, sexual orientation, gender identity or national origin or because he or she is an individual with a disability or disabled veteran, Armed Forces service medal veteran, recently separated veteran, or active duty wartime or campaign badge veteran, or thereinafter Xxxxxxx Controls to take affirmative action to employ and to advance in employment, all persons regardless of their status as individuals with disabilities or protected veterans, and to base all employment decisions only on valid job requirements. This policy shall apply to all employment actions, including but not limited to recruitment, hiring, upgrading, promotion, transfer, demotion, layoff, recall, termination, rates of pay or other forms of compensation and selection for training, including apprenticeship, at all levels of employment. Employees and applicants shall not be subjected to harassment, intimidation, threats, coercion or discrimination because they have engaged in or may engage in any of the following activities: (1) Filing a complaint; (2) Assisting or participating in an investigation, compliance evaluation, hearing, or any other activity related to the administration of Section 503 of the Rehabilitation Act of 1973, as amended (Section 503) or any other Federal, State or local law requiring equal opportunity for individuals with disabilities; (3) Opposing any act or practice made unlawful by Section 503 or its implementing regulations in this part or any other Federal, State or local law requiring equal opportunity for disabled persons; or (4) Exercising any other right protected by section 503 or its implementing regulations in this part. As Chairman and CEO of Xxxxxxx Controls, I am committed to the principles of Affirmative Action and Equal Employment Opportunity. In order to ensure dissemination and implementation of equal employment opportunity and affirmative action throughout all levels of the company, I have selected Xxxx Xxxxxx as the Director HR Compliance for Xxxxxxx Controls. One of the Director HR Compliance effective measurement of programs. In furtherance of policy regarding Affirmative Action and Equal Employment Opportunity, Xxxxxxx Controls has developed a written Affirmative Action Program which sets forth the policies, practices and procedures that Xxxxxxx Controls is committed to in order to ensure that its...
