Human Rights. 14.1 The Recipient shall (and shall use its reasonable endeavours to procure that its staff shall) at all times comply with the provisions of the Human Rights Xxx 0000 in the performance of this Agreement as if the Recipient were a public body (as defined in the Human Rights Act 1998).
Human Rights. The Employer and Union agree that any form of discrimination under the prohibited grounds of the B.C. Human Rights Code shall not be tolerated in the workplace.
Human Rights. 19.01.01 No employee will be unlawfully interfered with, restrained, coerced or discriminated against by the Company or the Union, their officers or agents on the grounds of race, national or ethnic origin, colour, religion, disability, age, sex, sexual orientation, marital status, family status, political affiliation or conviction for an offence for which a pardon has been granted. The Company further commits that no employee will be unlawfully interfered with, restrained, coerced or discriminated against by the Company, its officers or agents because of membership in, or lawful activity on behalf of the Union.
Human Rights. 23.1 The Councils in the performance of this Agreement shall comply with the provisions of the Human Rights Act 1998 in all respects as if the Joint Committees were public bodies within the meaning of the Act. The Councils shall indemnify and keep indemnified each other against all actions and causes of action claims demands proceedings damages losses costs charges and expenses whatsoever in respect of any breach by the one Council of this Clause and such indemnity shall continue after the termination of this Agreement.
Human Rights. IDLO expects its suppliers to support and respect the protection of internationally proclaimed human rights and to ensure that they are not complicit in human rights abuses.
Human Rights. The Company and Union subscribe to and support the principles of the Human Rights Code of British Columbia, Section 8 of which reads as follows:
Human Rights. Every employee has a right to be free of harassment and discrimination in the workplace on the basis of prohibited grounds, as outlined in the OPG Human Rights Policy. An employee who has a harassment or discrimination complaint on the basis of these grounds will have access to OPG Human Rights and Complaints resolution process. Any Society-represented employee involved in OPG Human Rights and Complaints process may consult with and be accompanied by a Society representative if he/she chooses to do so. No record of a complaint will be maintained in an employee’s personnel file, except in the case of individuals who have received disciplinary action. Any person against whom a formal complaint is filed must be given particulars of the complaint. As long as an employee has an active complaint of discrimination or harassment on the basis of prohibited grounds, either under OPG’s Human Rights and Complaints process or with the Human Rights Commission, The Society will not make such a complaint or OPG process the subject of a grievance on the employee’s behalf.
Human Rights. C7.1 the Provider must not do or permit to allow anything to be done which is incompatible with the rights contained in the European Convention on Human rights and the Human Rights Xxx 0000. Without prejudice to the rights of the Authority under clause B25 (Indemnities), the Provider must indemnify the Authority against any loss, claims and expenditure resulting from the Provider’s breach of this clause.
Human Rights. Principle 1: Businesses should support and respect the protection of internationally proclaimed human rights; and • Principle 2: make sure that they are not complicit in human rights abuses.
Human Rights. The College and the Association agree that the provisions of section 13 of the Human Rights Code apply as though in, and forming part of, this Agreement. Further, the parties agree that there shall be no discrimination without reasonable cause. Without limiting the generality of the foregoing, the following factors shall not constitute reasonable cause: personal lifestyle, sexual orientation, psychological problems unrelated to job performance, number of dependents, participation in the Association, participation in community or political affairs, creed and parental status.
