NON-DISCRIMINATION AND HARASSMENT. The County and the Union agree that they will fully comply with applicable laws regarding discrimination and harassment. The provisions of this Agreement shall be applied equally to all employees in the bargaining unit without discrimination or harassment as to age, marital status, disability, race, color, creed, sex, national origin, union membership, political affiliation, or other protected classes.
NON-DISCRIMINATION AND HARASSMENT. The County and the Union agree that they will fully comply with all applicable laws and County policies regarding discrimination and harassment. The provisions of this Agreement shall be applied equally to all employees in the bargaining unit without discrimination or harassment as to age, marital status, disability, race, color, creed, sex, national origin, union membership, political affiliation or membership in other protected groups. The provisions of this Section also apply to harassment in general. Harassment shall not be tolerated in the County workplace. It is against the policies of the County for any employee, or group of employees, to harass another employee(s). This includes harassing or hostile acts of one employee against another, harassing or hostile acts of more than one employee against another, harassing or hostile acts by a supervisor(s) against an employee(s), and coordination of harassing or hostile acts of one or more employees. The reasonable person test is the standard to be used in evaluating these acts to determine whether a reasonable person would perceive the conduct as offensive, inappropriate or improper.
NON-DISCRIMINATION AND HARASSMENT. 5.1 The District shall not discriminate against a faculty member with respect to employment, either directly or indirectly, on the basis of such matters as race, ethnicity, religion, color, ancestry, age, sex, national origin, marital status, physical or mental disability, medical condition, genetic information, gender, gender identification, gender expression, sexual orientation, pregnancy, military and veteran status, membership or activity in the Association, political affiliation, domicile, or concurrent employment by the District members of the same family, or any other legally protected status. Alleged violations of Section 5.1 shall be addressed as prescribed in Administrative Procedure 3435 (Unlawful Discrimination and Harassment Complaint Procedure and Investigative Process, effective as of December 2015.) or as interpreted through a court of competent jurisdiction. Prior to implementing new changes to BP/AP 3435, the parties agree to meet to determine the impact of the proposed changes.
NON-DISCRIMINATION AND HARASSMENT. The Hospital does not discriminate against any of its house staff members (or other employees) because of age, sexual preference, race, color, religion, gender, disability, national origin, citizenship status, veteran status, marital status or any other class protected by federal, state or local law. This policy applies to selection, hiring, promotion, compensation, benefits, discipline and termination, as well as any and all other terms or conditions of employment. In addition, the Hospital maintains policies prohibiting workplace harassment, which includes sexual harassment as well as harassment based on any other protected status. House staff members are covered by this policy and are expected to comply with it. Details of the policy can be found in the House Staff Manual.
NON-DISCRIMINATION AND HARASSMENT. 9.01 The Employer and the Union agree that there shall be no discrimination, interference, restriction or coercion exercised or practiced toward any employee in the matter of hiring, salary rates, training, upgrading, promotion, transfer, layoff, recall, discipline, discharge or otherwise by reason of race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity, marital status, family status, disability and conviction for which a pardon has been granted, as those prohibited grounds are defined and administered in the Canadian Human Rights Act, nor by reason of his membership or non-membership in a labour union nor on the basis of any other prohibited ground set forth in the Canadian Human Rights Act subject to the concept of bona fide occupational requirement/qualification.
NON-DISCRIMINATION AND HARASSMENT. .01 There shall be no discrimination exercised against any Member regarding any term or condition of employment, including but not limited to salary, position, appointment, promotion, termination of employment, layoff or other leaves or benefits, by reason of the grounds (i) through (vii) listed below; nor shall any discrimination be exercised by Members in the course of carrying out their duties, by reason of:
NON-DISCRIMINATION AND HARASSMENT. The parties agree that there shall be no discrimination or unfair distinction with respect to any part-time faculty member by reason of age, race, creed, colour, national or ethnic origin, political or religious association or belief, pregnancy, gender, sexual orientation, civil status or family relationship, social and economic status, professional status, membership in the Association or the exercise of any rights conferred by this Agreement or the law.
NON-DISCRIMINATION AND HARASSMENT. 2.1 It is the policy of LCOG and the Union not to engage in unlawful discrimination against any employee because of race, color, marital status, religion, sex, national origin, age, gender identity, mental and/or physical disability. Neither will LCOG nor the Union discriminate based on sexual orientation or political belief. To this end, the parties further agree to apply the provisions of the Agreement equally to all employees in the bargaining unit without regard to their status in any of the categories specified above and to support application of federal and state laws and regulations, where applicable. Lawful affirmative action programs or other forms of preferential treatment, such as “veteran’s preference,” required by state or federal law do not constitute discrimination under this Article.
NON-DISCRIMINATION AND HARASSMENT. Section 1. Neither the Employer nor the Union shall unlawfully discriminate against, nor in favor of, any employee covered in this Agreement on account of being a member of any protected class, including but not limited to, sexual orientation, gender identity, Union activity or, because of political belief. All parties shall follow all guidelines outlined in the Employer Harassment policy, located in the Employee Handbook.
NON-DISCRIMINATION AND HARASSMENT. 3.01 The Employer and the Union are committed to a working and learning environment that allows for full and free participation of all members of the institutional community. Discrimination against and harassment of individuals, whether as members of any recognizable group or otherwise, undermine these objectives and violate the fundamental rights, personal dignity and integrity of individuals or groups of individuals.
