Equalities Issues Sample Clauses

The Equalities Issues clause establishes the parties' obligations to comply with applicable equality and anti-discrimination laws throughout the duration of the agreement. It typically requires both parties to ensure that their actions, policies, and employment practices do not discriminate on the basis of protected characteristics such as race, gender, disability, or religion. This clause may also require the implementation of reasonable adjustments or accommodations where necessary. Its core function is to promote fairness and legal compliance, reducing the risk of discriminatory practices and potential legal disputes.
Equalities Issues. 2.1 The scheme is designed to be free from gender bias and discrimination on the grounds of gender and other characteristics protected under the Equality ▇▇▇ ▇▇▇▇. However, care needs to be taken in relation to implementation. The following implementation issues may give rise to discrimination:  how information is gathered from jobholders for evaluation  the selection of jobs for evaluation  the make-up of evaluation and appeals panels  access to and conduct of appeals  preconceptions about the status and worth of individual jobs  the relationship between evaluation scores and grading/rates of pay, for example, the positioning of grade boundaries. 2.2 Employer and union representatives should be aware at the outset that avoiding gender bias in evaluating jobs will mean that existing relativities are challenged and may be altered. 2.3 Equality training is essential for all union and employer representatives who are involved in job evaluation, particularly for those interviewing job holders and/or gathering information about job content, and for evaluation panel and appeal panel members. Specialist trainers need to be knowledgeable about the scheme as well as equality and equal pay issues. The use of equal opportunities specialists at other points in the process may also be considered. 2.4 Information about the scheme and its operation may need to be provided in a range of formats to take account of employees with disabilities and for employees for whom English is not their first language. 2.5 Communications from the authority and the unions need to reach all those covered by the review. This will include those employees absent on maternity, paternity or family leave (and other approved long term leave including sick- leave); part-time employees, job-sharers and other atypical workers, those working non-standard hours and employees who work away from main buildings or do not have access to electronic communications. 2.6 Access to the appeals procedure must be open to all employees. 2.7 The results of evaluations and appeals should be jointly monitored over a period of time on a regular basis ideally annually as part of equal pay auditing to ensure that scoring, grading and pay outcomes remain free from gender bias and bias in relation to other protected characteristics.
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Equalities Issues. The scheme is designed to be free from gender bias and discrimination on the grounds of gender and other characteristics protected under the Equality Act 2010. However, care needs to be taken in relation to implementation. The following implementation issues may give rise to discrimination: • how information is gathered from jobholders for evaluation • the selection of jobs for evaluation • the make-up of evaluation and appeals panels • access to and conduct of appeals • preconceptions about the status and worth of individual jobs • the relationship between evaluation scores and grading/rates of pay, for example, the positioning of grade boundaries.
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Related to Equalities Issues

  • Equalities 1.1 Employees will be afforded equal opportunities in employment irrespective of disability, gender, race, religion, age, sexuality, marital status, parental status, caring responsibilities and hours of work 1.2 Local authorities will ensure that discriminatory practices are identified and removed and non-discriminatory practices introduced in all areas of employment including recruitment, training and promotion. Lawful positive action initiatives should be taken to achieve and maintain a representative workforce. 1.3 The National Council has agreed an Equal Opportunities Guide which is intended for use in all local authorities. The Guide is reproduced in Part 4.2 of this national agreement.

  • New Classifications If a new classification is created within the bargaining unit, the Employer agrees to meet with the Union and negotiate a rate of pay for this new classification. If the parties cannot reach agreement, at the request of either party, the matter shall be submitted to the arbitration procedure in Article 26 of this Agreement.

  • Types of Grievances (A) An Individual Grievance is a grievance initiated by the Union on behalf of an individual employee. (B) A Group Grievance is a grievance initiated by the Union on behalf of a group of employees similarly affected by the Employer’s actions. (C) A Policy Grievance is a grievance by the Union which may involve a matter of general policy or general application of the Collective Agreement. (D) A Union Grievance is a grievance which directly affects the Union. (E) An Employer Grievance is a grievance initiated by the Employer.

  • New Job Classifications When a new classification (which is covered by the terms of this collective agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the local Union of the same. If the local Union challenges the rate, it shall have the right to request a meeting with the Hospital to endeavour to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. When the Hospital makes a substantial change in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union if requested to permit the Union to make representation with respect to the appropriate rate of pay. If the matter is not resolved following the meeting with the Union, the matter may be referred to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital. The parties further agree that the above process as provided herein shall constitute the process for Pay Equity Maintenance as required by the Pay Equity Act.

  • DOMESTIC PREFERENCES FOR PROCUREMENTS To the extent applicable, Supplier certifies that during the term of this Contract will comply with applicable requirements of 2 C.F.R. § 200.322.