Victimisation Sample Clauses

Victimisation. 13.1 Victimisation of an employee on grounds of trade union membership or activity is unlawful (Trade Union and Labour Relations (Consolidation) Xxx 0000 and Employment Relations act 1999) and is not acceptable within this Authority. Any employee who believes that they have been victimised because of their trade union membership or activities may seek to challenge this through the appropriate County Council procedure (e.g., Harassment Complaints Procedure; Grievance Procedure).
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Victimisation. 6.1 Victimisation, including but not limited to bullying, fighting, intimidation and any display of racism, or religious intolerance, will not be tolerated.
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Victimisation. Victimisation is defined as treating someone less favourably because of action they have taken under or in connection with legislation for example if someone has made a formal complaint or gives evidence in a third party case.
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Victimisation. 7. If necessary, the School and the Union will put in place measures to protect a student from discrimination or victimisation because s/he submitted a complaint. Vexatious Complaints
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Victimisation. Occurs when an employee is treated badly because they have made or supported a complaint or raised a grievance under the Equality Act or because they are suspected of doing so. What is the University doing in response to the Equality Act? As a public sector organisation, the University will have due regard to the need to: • Eliminate discrimination, harassment, victimisation and any other conduct that is prohibited under the Act; • Advance equality of opportunity between persons who share a protected characteristic and persons who do not share it; • Xxxxxx good relations between persons who share a protected characteristics and those who do not. The University’s Single Equality Scheme and Action Plan supports these commitments and highlights how the University will progress equality and diversity. The Scheme is regularly reviewed and reflects the requirements of the Equality Act. In addition, the University is also updating relevant policies and procedures to ensure they too reflect the requirements of the Act. What external providers/partners can expect from the University You can expect that any Northumbria trainee or member of staff placed in your organisation will act in accordance with the University’s policies and procedures and any Equality and Diversity Guidelines of your organisation. xxxxx://xxx.xxxxxxxxxxx.xx.xx/about-us/equality-and-diversity/ All students are subject to Student Regulations and, in addition, all students undertaking an initial teacher training programme are required to sign a code of conduct upon induction. Further information can be accessed here: xxxxx://xxx.xxxxxxxxxxx.xx.xx/about-us/leadership-governance/vice-chancellors- office/legal-services-team/handbook-of-student-regulations/ University Contacts General Enquiries (switchboard) – 0191 215 6000 Student Support and Wellbeing Services xxxxx://xxx.xxxxxxxxxxx.xx.xx/study-at-northumbria/support-for-students/ This webpage will signpost students to a range support, including financial, disability, mental health and well being, as well as chaplaincy services. Other sources of help Disability Rights Commission (DRC) xxxx://xxx.xxx.xxx.xx/ Equal Opportunities Commission (EOC) xxxx://xxx.xxx.xxx.xx/ All ITE programmes adopt the Northumbria University’s Equality and Diversity Statement. The policies and procedures apply to:  the programme trainees  external trainees enrolled on any module in the programme  staff employed by Northumbria University. Lead school and partner school ...
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Victimisation a) where a person is subject to, or is threatened to suffer, any detriment or unfair treatment – because that person has or intends to pursue their legal rights under anti-harassment legislation or under BA Member By-Laws
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Victimisation occurs when an employee is treated less favourably because he/she has, in good faith, done a protected act (e.g. made or supported a complaint, or raised a grievance) regarding a protected characteristic.
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Related to Victimisation

  • Immunisation 7.4.1 The parties agree in principle that responsibility for pre-exposure immunisation of employees rests with employers who should accept responsibility for safety in the workplace, advised as necessary by health officials.

  • Behaviour No obscene or insulting language or disorderly behaviour shall be permitted. This includes any form of entertainment that may be considered lewd or inappropriate for a public place or that may offend or cause embarrassment to others.

  • Technical and Organisational Measures 8.1 The information security regime implemented by the Provider shall be compliant with all relevant legislation, and shall conform to recognised Good Industry Practice.

  • Hospitalisation Where a Subsidised Resident is admitted to hospital for treatment or to undergo an assessment, we will continue to make payments in full for up to 21 days (or for any longer period that the NASC Service may recommend) in any one of our financial years;

  • Orientation The Employer shall provide planned and paid Orientation Programs of such content and duration as it deems appropriate taking into consideration the needs of the Employer and the Nurses involved. Such Nurses will not be considered part of core staffing during their Orientation Program nor will they be provided with primary assignments.

  • Harassment The Employer and the Union recognize the right of employees to work in an environment free from harassment, including sexual harassment, as defined by the Employer’s harassment policy.

  • Organisation SFA has over two hundred full time staff reporting to the Chief Executive. He is supported directly by an executive team, each member of which has POLICY DETERMINED BY SENIOR senior management responsibility for a specific aspect of SFA's activity. PRACTICIONERS AND INDEPENDENTS SUPPORTED BY A PROFESSIOINAL Overseeing the work of the executive is the Chairman and Board of EXECUTIVE AND STAFF Directors. These are not employees of SFA but are either senior practitioners from member firms or persons independent of SFA and its firms who represent the interests of the investor. The Board delegates responsibility for the detail of policy, rulemaking and disciplinary procedures to specialist committees which are also composed of practitioners and independents. Supported by a professional staff, this combination provides for effective and flexible self-regulation. REGULAR CONTACT WITH GOVERNMENT BODIES, Public Relations 'CITY INSTITUTIONS, PROFESSIONAL BODIES AND SFA's communication with the public, Parliament, `City' institutions, THE PRESS professional bodies and other regulators, at home and abroad, plays an important part in the process of developing confidence in SFA members' businesses and in furthering the success of the regulatory system as a whole. Accordingly SFA maintains regular contact with the press and other media. Press coverage of disciplinary action taken by SFA acts as a reassurance to the public and to the financial community that SFA is actively seeking to help promote good practice in London's markets. Further information More details are available on the various aspects of SFA's work and what it does to put the investor first. Other publications include: o Rule Book and amendment service* o Professional Dealing Handbook* o Board Notices* o Membership Directory* o Briefing, SFA's Membership newsletter o Annual Report and Accounts (with Regulatory Plan) o Complaints Bureau o Annual Report of the Complaints Commissioner o Annual Report of the Chairman of the Arbitration Panel o Consumer Arbitration Scheme o Full Arbitration Scheme Rules o Membership Application Pack** o Available by subscription ** For applicant firms (after a preliminary discussion) SFA The Securities and Futures Authority Limited Cottons Centre Cottons Lane London SE1 2QB Tel: 000 000 0000 Xxx: 000 000 0000 Xxxxxxxxed in England xxx Xxxxx Xx 1998622 Xxxxxxxxxx Office as above Fifth edition July 1994

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