ANTI-DISCRIMINATION LEGISLATION Sample Clauses

ANTI-DISCRIMINATION LEGISLATION. Each Party shall ensure that it complies with all current anti-discrimination legislation and, in particular, does not unlawfully discriminate within the meaning of the Equality Act 2010 or any other relevant legislation relating to discrimination in the employment of employees, for the avoidance of doubt this includes having due regard, where so required, for any additional equality duties imposed on public authorities.
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ANTI-DISCRIMINATION LEGISLATION. UPMC shall ensure that it will not knowingly undertake any actions which could reasonably be deemed to place the University of Durham in breach of any provisions of the Equality Act 2010.
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ANTI-DISCRIMINATION LEGISLATION. 67.1 The Research Provider must comply with the provisions of all applicable Commonwealth, State and territory anti-discrimination legislation, including the, Racial Discrimination Xxx 0000 (Cth), Sex Discrimination Xxx 0000 (Cth) and Disability Discrimination Xxx 0000 (Cth).
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ANTI-DISCRIMINATION LEGISLATION. The parties to the Agreement acknowledge their statutory obligations in the Fair Work Act and State and Commonwealth anti-discrimination legislation. Accordingly, in acknowledging their obligations, the Centre and Employees must make every effort to ensure that the Agreement provisions are not directly or indirectly discriminatory in their effects. 3 Employment at the Centre
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ANTI-DISCRIMINATION LEGISLATION. Where the partner universities are subject to Anti-Discrimination Legislation as defined by their national governments both Parties agree to assist and cooperate with the other to enable each partner institution to comply with its duties in these respects and in meeting any requirements.
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ANTI-DISCRIMINATION LEGISLATION. Legal protection is pivotal to unsure the well-being of older adults. As to the existence of anti- discrimination legislation focused on older adults, the partner countries are essentially aligned in guarantying the former’s equal human rights and fundamental freedoms. In Ireland, there are nine grounds on which discrimination is outlawed by the Employment Equality Acts (IHREC, 2015), as follows: age, gender, sexual orientation, disability, civil status, family status, religious beliefs, race (colour, nationality, ethnic or national origin), and membership of the Traveller community. The Employment Equality Acts include the Employment Equality Act 1998, the Equality Act 2004, the Civil Law Act 2011, and the Equality Act 2015, addressing the issue of ageism in the workplace. Similarly, in Spain, the objective of the Law on Equal Treatment and Non-Discrimination (19/2020) is to enforce the right to equal treatment and non-discrimination, also on the grounds of age. In addition, the Statute of Autonomy of Catalonia of 2006, Article 18 states that “Older persons have the right to live in dignity, free from exploitation and abuse, without being discriminated against because of their age.” In Finland, besides legal protection guaranteed by the Constitution, the Human Rights Centre promotes the rights of older persons as its own priority area, highlighting the Non-Discrimination Act and the Act on the Ombudsman for Older People. Beyond the legislation tailored for older adults, The Ombudsman for Older People cooperates with various authorities and organisations in the field of active ageing in order to hear (and satisfy) the demands from Finnish older adults. As for the legal framework concerning anti-discrimination policies in Italy, a general principle of equality is laid down in Article 3 of the Italian Constitution, while Article 37 safeguards equal treatment and mentions age only as a minimum limit for salaried workers. The Statuto dei Lavoratori initially prohibited discrimination on grounds of political orientation, religion, race, language and sex. Subsequently, it was amended with the introduction of provisions of non- 16 discrimination on grounds of age, disability, sexual orientation and personal beliefs by Legislative Decree no. 216/2003 (Xxxxxxxxxx & Xxxxxxxx, 2007). In Slovenia, discrimination is prohibited by Article 14 of the Constitution (equality before the law), and by the Article 6 of the Labour Relations Act. In addition, the Protection Again...
Sample 1
ANTI-DISCRIMINATION LEGISLATION. Each university shall ensure that it complies with all current anti-discrimination legislation and, in particular, does not unlawfully discriminate within the meaning of the Equality Act 2010 or any other relevant legislation relating to discrimination in the employment of employees, for the avoidance of doubt this includes having due regard, where so required, for any additional equality duties imposed on public authorities.
Sample 1
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Related to ANTI-DISCRIMINATION LEGISLATION

  • ANTI-DISCRIMINATION i) It is the intention of the parties to seek to achieve the object in section 3 (f) of the Industrial Relations Xxx 0000 to prevent and eliminate discrimination in the workplace. This includes discrimination on the grounds of race, sex, material status, disability, homosexuality, transgender identity and age or responsibilities as a carer.

  • Age Discrimination Act of 1975 The Contractor shall comply with the Age Discrimination Act of 1975 (42 U.S.C. § 6101 et seq.), as amended, and any applicable regulations. No person in the United States shall, on the basis of age, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under, any program or activity receiving Federal financial assistance.

  • Data Protection Legislation the UK Data Protection Legislation and any other European Union legislation relating to personal data and all other legislation and regulatory requirements in force from time to time which apply to a party relating to the use of Personal Data (including, without limitation, the privacy of electronic communications) and the guidance and codes of practice issued by the Information Commissioner or relevant government department in relation to such legislation.

  • Superannuation legislation The subject of superannuation is dealt with extensively by federal legislation including the Superannuation Guarantee (Administration) Act 1992, The Superannuation Guarantee Charge Act 1992, the Superannuation Industry (Supervision) Act 1993, and the Superannuation (Resolution of Complaints) Act 1993. This legislation, as varied from time to time, shall govern the superannuation rights and obligations of the parties.

  • ANTI DISCRIMINATION AND ANTI HARASSMENT Contractor and/or any subcontractor shall not unlawfully discriminate against or harass any individual including, but not limited to, any employee or volunteer of the County of Marin based on race, color, religion, nationality, sex, sexual orientation, age or condition of disability. Contractor and/or any subcontractor understands and agrees that Contractor and/or any subcontractor is bound by and will comply with the anti discrimination and anti harassment mandates of all Federal, State and local statutes, regulations and ordinances including, but not limited to, County of Marin Personnel Management Regulation (PMR) 21.

  • D3 Discrimination D3.1 The Contractor shall not unlawfully discriminate either directly or indirectly on such grounds as race, colour, ethnic or national origin, disability, sex or sexual orientation, religion or belief, or age and without prejudice to the generality of the foregoing the Contractor shall not unlawfully discriminate within the meaning and scope of the Sex Discrimination Xxx 0000, the Race Relations Xxx 0000, the Equal Pay Xxx 0000, the Disability Discrimination Xxx 0000, the Employment Equality (Sexual Orientation) Regulations 2003, the Employment Equality (Religion or Belief) Regulations 2003, the Employment Equality (Age) Regulations 2006, the Equality Xxx 0000, all as amended or replaced by the Equality Xxx 0000 (when in force) and the Human Rights Xxx 0000 or other relevant or equivalent legislation, or any statutory modification or re- enactment thereof.

  • Implementation Legislation The Contracting Parties shall enact any legislation necessary to comply with, and give effect to, the terms of the Agreement.

  • Applicable Legislation If and to the extent that any provision of this Agreement limits, qualifies or conflicts with a mandatory requirement of Applicable Legislation, the mandatory requirement will prevail. The Corporation and the Subscription Receipt Agent each will at all times in relation to this Agreement and any action to be taken hereunder observe and comply with and be entitled to the benefits of Applicable Legislation.

  • Freedom from Discrimination 9.01 The Union, the Employer, and the employees agree that there shall be no discrimination, interference, restriction, or coercion exercised or practiced with respect to any employee by reason of race, ethnic origin, colour, ancestry, citizenship, place of origin, creed, religion, age, sex, sexual orientation, marital status, family status, pregnancy, disability, lawful source of income, conviction for an offence for which a pardon has been granted, or union membership or activity or for exercising their rights under the Agreement.

  • Discrimination Prohibited No employee in the bargaining unit shall be appointed, reduced, removed, or in any way favored or unlawfully discriminated against because of his/her political opinions or affiliations, or because of race, national origin, religion, or marital status and, to the extent prohibited by law, no person shall be unlawfully discriminated against because of age, sex or physical handicap.

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