Joint Statement. The Union and the Employer recognize the right of employees to work in an environment that is free from acts of Discrimination, including Personal and Sexual Harassment. Therefore, the Union and the Employer agree to cooperate in the investigation and resolution of any complaints arising from allegations of Personal or Sexual Harassment. The Human Rights Act of the Province of British Columbia protects individuals from acts of discrimination with respect to employment, or any term or condition of employment because of a person’s race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, or age of that person, or because that person has been convicted of a criminal or summary conviction offense that is unrelated to the employment or the intended employment of that person. Personal harassment is a form of discrimination and shall be defined as any conduct that is unwelcome or that ought to be known to be unwelcome, and that is based on one or more of the prohibited grounds identified in the Human Rights Act of the Province of British Columbia. Sexual harassment is a form of discrimination and shall be defined as any conduct of a sexual nature that is unwelcome or that ought to be known to be unwelcome. Both Personal and Sexual Harassment may be direct or indirect, verbal, physical or unintended, unsolicited or unwelcome, repetitive or a single incident. Harassment may include, but is not limited to such conduct as crude language, sexist or racist remarks, unwelcome jokes and cartoons, nude or semi- nude pictures, displaying of racist or bigoted materials, or other unwelcome conduct. The result of the unwelcome conduct creates an environment that is uncomfortable or hostile for one or more employees. Because of the sensitivity of such situations, and the desire to handle these matters in a confidential and expeditious manner, complaints may be referred to the Administrator, or any Manager, Supervisor, or Union Representative. An appropriate investigation will be carried out in full accordance with the procedures outlined in this policy. At any meeting in this regard, the complaint may be accompanied by a Union Official and/or the Union’s National Representative. Should any complaint remain unresolved, the Complainant may initiate a grievance at Step 3. It is understood that the Respondent to allegations of harassment shall have the right to know of, and will be in...
Joint Statement. 5.1.1 The Parties will announce the Agreement in a joint statement, in substantially the form of Exhibit G (“Joint Statement”). The Parties shall publicly distribute the Joint Statement, which may include a mutually agreed upon joint summary of the Agreement, to the media and the public on a date to be determined by the Parties. The Parties shall refrain from making any public statements or comments regarding the terms of the Agreement prior to the date on which the Joint Statement is publicly distributed, unless otherwise required by law, or agreed-upon in writing by the Parties.
Joint Statement. 4.1 The parties agree to the issuance of the following Joint Statement: “In recent years, racial profiling has become widely recognized as an important civil rights issue, here in Maryland, and across the United States. The need to treat motorists of all races with respect, dignity, and fairness under the law is fundamental to good police work and a just society. The parties agree that racial profiling is unlawful and undermines public safety by alienating communities. “In an effort to bring light to the issue of racial profiling in Maryland, plaintiffs Xxxx Xxxxxxx, Xxxxxxx Xxxxxxxx, Xxxx Xxxxx, Xxxxxxx Xxxxx, Xxxxxxxx Xxxxxxxx, and Xxxxx Xxxxxx have expended years of hard work, perseverance, and devotion to this important goal. Across the nation, these plaintiffs’ cases have been widely credited with raising awareness about the problem of racial profiling, and the need to respond to this issue. The Maryland State Police is committed to preventing racial profiling because it is the right thing to do. As a result of the 2003 Consent Decree in this case and the Maryland State Police’s commitment to fair and effective law enforcement, the Maryland State Police has taken measures to establish stronger policies prohibiting wrongful behavior by its troopers, to inform the public of the dangers of racial profiling and how to bring information about racial profiling to the attention of the State Police, and to implement greater management oversight of trooper conduct. The Maryland State Police adopted these policies, procedures and goals with an aim of assuring that all motorists are treated properly while the vital work of law enforcement is pursued. The plaintiffs applaud these efforts, and urge the Maryland State Police to continue its vigilance in the years ahead. All agree that good law enforcement and equitable treatment of the public go hand in hand. The parties have been engaged in the lawsuit for nearly 10 years and now find that it is in their best interests and the best interests of the community to bring finality to the case. While the parties have agreed to terms acceptable to both to end the lawsuit, the parties remain committed to condemning unlawful racial profiling in the future. The State and the plaintiffs are gratified that this chapter has been brought to a close and look forward to working together to maintain Maryland’s leadership on this issue.”
Joint Statement. Both parties agree that the practical issues concerning collective transfers will be further worked out by the responsible organizations. This will include a mutual understanding and agreement on the starting date of collective transfers as soon as possible after the signing of the agreement. Both parties agree that any practical questions and/or issues concerning collective transfers will be dealt with in close cooperation.
Joint Statement. In so far as provisions of this Agreement, such as, in particular, the provisions governing customs duties, charges having equivalent effect, quantitative restrictions, measures having equivalent effect, prohibitions on imports, exports or goods in transit, are similar to the provisions of the Treaty establishing the European Economic Community, the Contracting Parties' representatives within the Joint Committee shall undertake to interpret the former, within the scope of this Agreement, in the same way as the latter are interpreted in trade within the European Economic Community. Statement by the Principality of Andorra The Principality of Andorra undertakes not to operate any discrimination as regards import duties and taxes levied on whisky, absinth and aniseed-based aperitifs, on the one hand, and other alcoholic beverages and aperitifs, on the other hand.
Joint Statement. The Joint Committee shall examine, and endeavour to find a solution to, any problems which arise in trade between the Contracting Parties as regards the monitoring and certification of technical standards. APPENDIX concerning the definition of 'originating products` and methods of administrative cooperation TITLE I DEFINITION OF THE CONCEPT OF ORIGINATING PRODUCTS Article 1For the purpose of implementing the provisions of Article 11 (1) of the Agreement, the following shall be regarded as products originating in the Principality of Andorra:
Joint Statement. In the event that the first paragraph of this Article may not be lawfully applied, all employees shall be informed by the Employer of the existence of this Agreement. The parties agree that the following Joint Statement shall be read or provided to employees at new employee orientation and posted in the workplace: “All employees of the Employer are covered under a collective bargaining agreement between Compass Group USA and the National Union of Healthcare Workers (NUHW).” The Employer is neutral on the subject of employees’ decision to join or not join the Union. No employee shall be discriminated against for either joining or not joining the Union. More information and a copy of the Union Contract can be obtained by calling the Union representative.
Joint Statement. Simultaneously with the filing of the Motion for Preliminary Approval, the Parties shall issue a joint statement in the form of Exhibit E hereto. Neither party shall make any public statement regarding this litigation prior to the issuance of the joint statement.
Joint Statement. 20. By February 1, 2008, the parties will prepare a joint statement on (a) the “diligent efforts” required by paragraphs 7(a) and 52 of the Decree and (b) whether defendants will promulgate a written policy to guide staff in making “diligent efforts” under paragraphs 7(a) and 52, and if so, by what date and through what process. If the parties cannot agree on a joint statement, the written statement will identify and explain the parties’ disagreement. Staffing
Joint Statement. This Partnership Agreement represents a major step forward in the relationship between PAVO and Powys County Council and is a reflection of a long history of joint working over many years. We have worked closely together with other Public Service Board Members on the One Powys Plan, Joint Partnership Board, Wellbeing Assessment, and a range of other strategic plans and organisations. With the effects of austerity increasing, it is essential that we further deepen and strengthen this partnership to ensure that the residents of Powys are supported and enabled to live positive and fulfilled lives. This includes encouraging active community participation in the shaping of local services, so that reliance on the public sector is minimised in order that critically important services can be provided to the most vulnerable. Solutions for many of these pressures will need to be found within the County and by formalising our partnership arrangements we have the opportunity to increase our overall capacity. With the enactment of the Wellbeing of Future Generations (Wales) Act 2015, and the Social Services and Wellbeing (Wales) Act 2014, work is progressing to ensure that partners input into how this legislation impacts on our communities for decades to come. Being clear about how Powys County Council and PAVO work together will help each to play their role to the full. The County Council has committed to delivering a vision of ‘Strong Communities in the green heart of Wales’ for Powys residents. PAVO as an independent organisation representing the Third Sector across Powys is key to the Council achieving such a vision for the County. We look forward to continuing our long history of partnership as we seek to address the many challenges the future presents for our communities. Our endorsement of the approach set out in the following document is a clear statement of our commitment to work together. Cllr W Xxxxx Xxxxxx Xxxxxx Xxxxx Xxxxxx Leader of Powys County Council Chair of PAVO Introduction Powys County Council and the Powys Association of Voluntary Organisations (PAVO) have worked in partnership for many years. Both organisations are members of the Public Services Board and have key roles to ensure that the residents of Powys can live healthy and fulfilling lives. This document sets out how the two organisations will work together to make sure that the needs and aspirations of the people of Powys are served effectively and that every pound spent from the public pu...
