Equality and non-discrimination. The Contractor shall not unlawfully discriminate within the meaning and scope of the Equality Act 2010 and any other anti-discrimination legislation in relation to the provision of the Services or otherwise and shall take all reasonable steps to ensure that its staff, sub-contractors and agents do not do so The Authority may (without prejudice to its other rights under the Contract) terminate the Contract with immediate effect by notice in writing where the Contractor fails (or the Contractor’s staff, sub- contractors or agents fail) to comply with this Condition.
Equality and non-discrimination. The Provider shall comply in all respects with all applicable Legal Requirements relating to equality and diversity, maintain an appropriate and effective equalities policy, make due provision for special educational needs, act in accordance with the University’s policy of non-discrimination and not discriminate against any person on the grounds of race, ethnic background, sex, disability, age, religious or political beliefs or otherwise.
Equality and non-discrimination. (1) The Contractor shall not unlawfully discriminate contrary to the Equality Act 2010 or any other applicable anti-discrimination laws.
Equality and non-discrimination. 20.1The Contractor undertakes to comply and shall procure that the Contractor Personnel shall comply with the provisions relating to diversity and equality in Schedule 21 (Diversity and Equality) to assist the Commission in meeting those objectives.
Equality and non-discrimination. 29.1 The Contractor shall not unlawfully discriminate within the meaning and scope of any law, enactment, order, or regulation relating to discrimination (whether in age, race, gender, religion, disability, sexual orientation or otherwise) in employment.
Equality and non-discrimination. The unions are drawing attention to the provision of the Act on Equality between Women and Men, which states that in companies of at least 30 employees, the employer and the personnel shall together prepare a gender equality plan including a salary survey. The plan is updated annually, unless otherwise agreed locally. In addition to the promotion of gender equality, the parties emphasise the importance of non-discrimination in the workplace. According to the law, an employer who regularly employs at least 30 people must have a plan for measures to promote non-discrimination in the workplace. The non-discrimination plan can be drawn up separately or as part of another plan, such as a human resource plan, gender equality plan, training plan or occupational safety and health action plan. Where necessary, the parties will provide guidance and training.
Equality and non-discrimination. The Singapore government agrees that all persons are equal, and shall prohibit discrimination against persons with disabilities. Did you know? This Article is aligned to Article 12 of the Constitution of the Republic of Singapore, which states that “all persons are equal before the law and entitled to the equal protection of the law.” Although DPA firmly believes in this Article of the Constitution, it is not clear how this principle protects the rights of persons with disabilities in practice. Yet, there are some legal frameworks to promote equality and report discriminatory practices. ● Job seekers or employees who encounter discrimination due to their disability can approach TAFEP for advice and assistance. TAFEP will also work with the employer to review the employment practices and recommend steps the employer can take to improve. In instances where the employer is recalcitrant or unresponsive, or persistently fails to improve on their employment practices, TAFEP would refer the case to MOM for investigation and appropriate action to be taken (For more information please visit xxxxx://xxx.xxxxx.xx ). However, it is important to remember that TAFEP has no legal power to enforce fair work practices or punish employers who continue to discriminate against persons with disabilities. Moreover, MOM can only take action against employers who violate the Employment Act, which does not address discrimination in the workplace. On 14 February 2018, the Association of Women for Action and Research (AWARE) and DPA made a joint submission to MOM on the Employment Act, requesting that the Act be extended to tackle discrimination in the workplace and offer greater protections for workers in a more vulnerable position. You can find the full text at xxxx://xxx.xxxxx.xxx.xx/wp-content/uploads/AWARE-and-DPA- joint-submission-to-the-Public-Consultation-on-the-Employment-Act- Review.pdf ● In the public service, officers with disabilities can lodge complaints about unfair treatment to the independent Public Service Commission and through its various appeal mechanisms. ● Any person with the view that their rights have been infringed may also seek assistance from free legal clinics or bring the matter before the courts. The Legal Aid Bureau administered by the Government, provides civil legal aid to all Singapore Citizens and Permanent Residents, including persons with disabilities, who are not able to employ the services of lawyers to pursue their legal rights. But, this ser...
Equality and non-discrimination. In accordance with Dutch law all employees, or candidates, are entitled to equal opportunities and treatment in accessing employment, professional training, promotions, and work conditions. Although this list is not exhaustive no employee, or candidate, will be discriminated against because of sex, age, gender, sexual orientation, marital status, disability, nationality, ethnic origin, religion, or union affiliation.
Equality and non-discrimination. Each Party shall not, and shall use reasonable endeavours to ensure that, its employees, contractors and agents shall not, discriminate directly or indirectly against any person on the basis of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation. Each Party shall ensure, as far as reasonably practicable to do so, that its employees, contractors and agents shall, at all times comply with and act in a way which is compatible with the Employment Equality Acts 1998 to 2015 and the equality duty imposed by that Act.
Equality and non-discrimination. Thematic area 1 included two subsections.
