WORKPLACE DISCRIMINATION Sample Clauses

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WORKPLACE DISCRIMINATION. (a) The Employer agrees that there will be no employment related discrimination exercised or practiced by the Employer upon any employee because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, same-sex partnership status, family status or disability as may be contrary to the Ontario Human Rights Code, as amended. (b) The Employer agrees that there will be no employment related discrimination exercised or practiced by the Employer upon any employee because of the employee’s membership or lawful activity in the Union. The Union agrees that there will be no discrimination exercised or practiced upon any employee because of non-membership in the Union.
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WORKPLACE DISCRIMINATION. The Parties agree to, pursuant to Neb. Rev. Stat. § 73-102, comply with Title VI of the Civil Rights Act of 1964 as amended and the Nebraska Fair Employment Practice Act, Neb. Rev.
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WORKPLACE DISCRIMINATION. (a) The Employer agrees that there shall be no discrimination exercised or practiced with respect to any employee, by reason of Indigenous identity, age, colour, place of origin, ancestry, political belief or religions, gender identity or expression, sex, sexual orientation, marital status, family status criminal conviction offenses except where it relates to a bona fide qualification due to the nature of employment, source of income, and mental or physical disability. (b) No employee or applicant for employment shall be required to submit to a blood test, lie detector test, or any other test for illness or drug dependency, except where it prevents the Employer from complying with Article 26.01. (c) The provisions of Article 8.02(a) shall not apply with respect to a refusal, limitation, specification, or preference based on a bona fide occupational requirement. (d) The provisions of Article 8.02(a) shall not apply as it relates to age, to a bona fide scheme based on seniority, or as it relates to marital status, physical or mental disability, or sex, to the operation of a bona fide group or employee insurance plan, whether or not the plan is the subject of a contract of insurance between an insurer and the Employer.
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Related to WORKPLACE DISCRIMINATION

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • ANTI-DISCRIMINATION It is the policy of the District that in connection with all work performed under Contracts there be no discrimination against any employee engaged in the work because of race, color, ancestry, national origin, religious creed, physical disability, medical condition, marital status, sexual orientation, gender, or age and therefore the Consultant agrees to comply with applicable Federal and California laws including, but not limited to the California Fair Employment and Housing Act beginning with Government Code Section 12900 and Labor Code Section 1735 and District policy. In addition, the Consultant agrees to require like compliance by all of its subcontractor(s).

  • Discrimination 2.3.1 The Supplier will comply with all applicable fair employment, equality of treatment and anti-discrimination legislation, including, in particular the: ● Employment (Northern Ireland) Order 2002 ● Fair Employment and Treatment (Northern Ireland) Order 1998 ● Sex Discrimination (Northern Ireland) Order 1976 and 1988 ● Employment Equality (Sexual Orientation) Regulations (Northern Ireland) 2003 ● Equal Pay Act (Northern Ireland) 1970 ● Disability Discrimination Act 1995 ● Race Relations (Northern Ireland) Order 1997 ● Employment Relations (Northern Ireland) Order 1999 and Employment Rights (Northern Ireland) Order 1996 ● Employment Equality (Age) Regulations (Northern Ireland) 2006 ● Part-time Workers (Prevention of less Favourable Treatment) Regulation 2000 ● Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002 ● The Disability Discrimination (Northern Ireland) Order 2006 ● The Employment Relations (Northern Ireland) Order 2004 ● Equality Act (Sexual Orientation) Regulations (Northern Ireland) 2006 ● Employment Relations (Northern Ireland) Order 2004 ● Work and Families (Northern Ireland) Order 2006 and will use his best endeavours to ensure that in his employment policies and practices and in the delivery of the services required of the Supplier under this Call-Off Contract he promotes equality of treatment and opportunity between: a. persons of different religious beliefs or political opinions b. men and women or married and unmarried persons c. persons with and without dependants (including women who are pregnant or on maternity leave and men on paternity leave) d. persons of different racial groups (within the meaning of the Race Relations (Northern Ireland) Order 1997) e. persons with and without a disability (within the meaning of the Disability Discrimination Act 1995) f. persons of different ages g. persons of differing sexual orientation 2.3.2 The Supplier will take all reasonable steps to secure the observance of clause 2.3.1 of this Schedule by all Supplier Staff.