Anti-retaliation. It is unlawful for any person to discharge, demote, intimidate, threaten, restrain, coerce, blacklist, harass, or in any other manner discriminate against, or to cause any person to discharge, demote, intimidate, threaten, restrain, coerce, blacklist, harass, or in any other manner discriminate against, any worker or job applicant for:
a. Notifying any contractor of any conduct which the worker reasonably believes constitutes a violation of the DBA, Related Acts, this part, or 29 CFR part 1 or 3;
b. Filing any complaint, initiating or causing to be initiated any proceeding, or otherwise asserting or seeking to assert on behalf of themselves or others any right or protection under the DBA, Related Acts, this part, or 29 CFR part 1 or 3;
c. Cooperating in any investigation or other compliance action, or testifying in any proceeding under the DBA, Related Acts, this part, or 29 CFR part 1 or 3; or
d. Informing any other person about their rights under the DBA, Related Acts, this part, or 29 CFR part 1 or 3.
Anti-retaliation. It is unlawful for any person to discharge, demote, intimidate, threaten, restrain, coerce, blacklist, harass, or in any other manner discriminate against, or to cause any person to discharge, demote, intimidate, threaten, restrain, coerce, blacklist, harass, or in any other manner discriminate against, any worker or job applicant for:
a. Notifying any contractor of any conduct which the worker reasonably believes constitutes a violation of the Contract Work Hours and Safety Standards Act (CWHSSA) or its implementing regulations in this part;
b. Filing any complaint, initiating or causing to be initiated any proceeding, or otherwise asserting or seeking to assert on behalf of themselves or others any right or protection under CWHSSA or this part;
c. Cooperating in any investigation or other compliance action, or testifying in any proceeding under CWHSSA or this part; or
Anti-retaliation. It is unlawful for any person to discharge, demote, intimidate, threaten, restrain, coerce, blacklist, harass, or in any other manner discriminate against, or to cause any person to discharge, demote, intimidate, threaten, restrain, coerce, blacklist, harass, or in any other manner discriminate against, any worker or job applicant for:
Anti-retaliation. Subgrantee shall not discharge or in any other manner discriminate against any worker because such worker has filed any complaint or instituted or caused to be instituted any proceeding under or related to compliance with the E.O. or this clause, or has testified or is about to testify in any such proceeding.
Anti-retaliation. 35. The Board shall not discriminate or retaliate against any individual because that individual has: (a) opposed in good faith any act or practice that they believe to be unlawful under the ADA; or (b) cooperated with the United States’ investigation of the Board or the administration of this Agreement.
36. The Board shall not coerce, intimidate, threaten, or interfere with any individual in the good faith exercise or enjoyment of, or on account of their having exercised or enjoyed, or on account of their having aided or encouraged any other individual in their exercise or enjoyment of, any right granted or protected by the ADA.
37. Within 60 days of the Effective Date of this Agreement, the Board shall submit to the United States for review and approval a policy on retaliation that complies with the requirements of the ADA. Within five days of the United States’ approval, the Board shall disseminate the policy to all Board employees, including permanent, probationary, and temporary employees and contractors (collectively, “employees”). Such dissemination shall occur, at a minimum, via electronic mail, as well as by posting copies of this policy in every employee-only workspace and posting a link to this policy on the Board’s employment-related websites and intranet sites available to employees.
38. The Board shall also disseminate this policy, at a minimum via electronic mail, to all new Board employees hired after the initial dissemination described in Paragraph 37, within five days of each new employee’s start date.
Anti-retaliation. Defendant shall not intimidate, discriminate or retaliate 20 against any Class Member because of the Class Member's participation in this litigation, 21 including, but not limited to refusing to opt out of the class, participation in the recovery 22 provided herein, or advocating with other workers that they do so.
Anti-retaliation. EY maintains a policy that prohibits EY personnel from engaging in any retaliatory conduct against any individual who reports behavior that is believed to be contrary to EY’s Global Code of Conduct or Values. This would include any individual who may provide information to DCR concerning compliance with the LAD. EY shall continue to publish and enforce this policy and comply with the LAD and other applicable laws that prohibit retaliation.
Anti-retaliation. It is unlawful for any person to discharge, demote, intimidate, threaten, restrain, coerce, blacklist, harass, or in any other manner discriminate against, or cause any person to discharge, demote, intimidate, threaten, restrain, coerce, blacklist, harass, or in any other manner discriminate against, any worker or job applicant for:
(i) Notifying any Subrecipient/Contractor or sub-subrecipient/subcontractor of any conduct which the worker reasonably believes constitutes a violation of the Contract Work Hours and Safety Standards Act or its implementing regulations in this part;
(ii) Filing any complaint, initiating, or causing to be initiated any proceeding, or otherwise asserting or seeking to assert on behalf of themselves or others any right or protection under the Contract Work Hours and Safety Standards Act or this part;
(iii) Cooperating in any investigation or other compliance action, or testifying in any proceeding under the Contract Work Hours and Safety Standards Act or this part; or
(iv) Informing any other person about their rights under the Contract Work Hours and Safety Standards Act or this part.
Anti-retaliation. It is unlawful for any person to discharge, demote, intimidate, threaten, restrain, coerce, blacklist, harass, or in any other manner discriminate against, or to cause any person to discharge, demote, intimidate, threaten, restrain, coerce, blacklist, harass, or in any other manner discriminate against, any worker or job applicant for:
(i) Notifying any Subrecipient/Contractor or sub-subrecipient/subcontractor of any conduct which the worker reasonably believes constitutes a violation of the DBA, Related Acts, in Part 5, or 29 CFR Part 1 or Part 3;
(ii) Filing any complaint, initiating, or causing to be initiated any proceeding, or otherwise asserting or seeking to assert on behalf of themselves or others any right or protection under the DBA, Related Acts, in Part 5, or 29 CFR Part 1 or Part 3;
(iii) Cooperating in any investigation or other compliance action, or testifying in any proceeding under the DBA, Related Acts, in Part 5, or 29 CFR Part 1 or Part 3; or
(iv) Informing any other person about their rights under the DBA, Related Acts, in Part 5, or 29 CFR Part 1 or Part 3.
Anti-retaliation. It shall be unlawful for any person to discharge or in any other manner discriminate against any worker because such worker has filed any complaint or instituted or caused to be instituted any proceeding under or related to Executive Order 13658 or 29 CFR part 10 or has testified or is about to testify in any such proceeding.
