ARTICLE HUMAN RIGHTS Sample Clauses

ARTICLE HUMAN RIGHTS. The Employer and the Union agree that there shall be no discrimination or harassment in the workplace because of age, race, colour, ancestry, place of origin, ethnic origin, citizenship, creed, political affiliation, union affiliation, sex, sexual orientation, marital status, family status, record of offenses or handicap as defined in the Ontario Code, as amended. Where an alleged harasser is required to handle a step of the grievance procedure, a representative shall be appointed to handle the grievance at that step of the grievance procedure.
Sample 1
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ARTICLE HUMAN RIGHTS. The Employer and Union agree that there shall be no discrimination exercised or practiced with respect to any employee by reason of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences except for those listed by the gaming commission which preclude a person qualifying for a license for which a pardon has not been granted, marital status or handicap, nor by reason of Union membership or activity. It is agreed that the Employment Standards Code shall be the MINIMUM requirement incorporated within. However, where the Agreement provides higher remuneration, benefits rights, the Agreement shall prevail. The Palace Casino operates twenty-four (24) hours per day and each employee may have a different start time. Each department will establish a workday for each employee. Any exceptions require the approval of the Employer. There shall be an interval of not less than eight (8) hours between shifts for the employee. An employee who is not allowed an eight (8) hour interval between shifts shall be paid at the rate of time and one-half (I for the time worked prior to the ending of the eight (8) hour intervals. Shifts which commence on one (I) calendar day and extend past midnight on the next calendar day are considered to be shifts worked only on the calendar day on which the shifts commence. The normal hours of work for a full-time employee shall be thirty- five (35) to forty-four (44) hours per week as scheduled by the Emplo Some employees may be required to work a compressed work week as part of a regular, recurring schedule in accordance with hours of work provided for in the Employment Standards Act. These hours will be paid at straight time to a maximum of twelve (12) hours in a day. Employees may choose to opt out of a compressed work week schedule. is recognized that the operating scheduling in an area may preclude this option. Employees will be provided with regular rest breaks during the course of the work day. The Employer agrees to continue with its current practice and policy with respect to rest breaks. Employees shall not be scheduled for split shifts. The Employer reserves the right to and direct casino operations including but not limited to; employee hours of work, shift rotations, daily work schedules, rest periods, meal periods and overtime work. For the purpose of scheduling employee’s hours of work, the following order will apply providing they have the required skills:
Sample 1
ARTICLE HUMAN RIGHTS. There shall be no discrimination by either the Company or the Union by reason of age, sex, creed, color, nationality, religion, disability, political affiliation, ethnic background, alternate lifestyles or union activity as permitted by this Agreement or the Law. In all cases where the Agreement refers to a person, the references shall be of both genders (male and female).
Sample 1
ARTICLE HUMAN RIGHTS. The Employer and the Union agree to abide by the terms of the Alberta Human Rights Agreement between the Union of Public Local and Casino Calgary
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ARTICLE HUMAN RIGHTS. The Employer and the Union agree that there shall be no discrimination, interference, restriction, or coercion exercised or practised by either party or any persons employed by the Employer by reason of age, sex, race, creed, colour, national origin, gender identity or expression, political or religious affiliation, union membership or activity nor any other grounds prohibited by law. The Employer recognises that it has a duty to accommodate employees who become disabled in accordance with applicable legislation. The Employer will post in a location accessible to employees a copy of its policy on Discrimination and Harassment.
Sample 1
ARTICLE HUMAN RIGHTS. The District and Union agree that there shall be no discrimination or coercion exercised or practised with respect to any employee in the matter of hiring, wage rates, training, upgrading, promotion, transfer, layoff, recall, discipline, classification, discharge, or otherwise by reasons of age, race, colour, place of origin, ancestry religion or lack of religion, political affiliation or activity, sexual orientation, sex or marital status, physical handicap, nor by reason of the employee's membership or activity or lack of activity in the Union. Sexual Harassment Sexual harassment shall be defined as any unwanted and repeated sexually oriented practice from one employee to another that affects employment. Sexual harassmentshall be addressed as follows:
Sample 1
ARTICLE HUMAN RIGHTS. The Employer and the Union agree to abide by the terms of the Alberta Human Rights and and Citizenship Act.
Sample 1
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ARTICLE HUMAN RIGHTS. The parties agree that there shall be no discrimination, harassment, interference, restriction or coercion exercised or practiced by either party with respect to any employee on the grounds of race, ancestry, creed, colour, place of origin, ethnic origin, citizenship, sex, partnership status, sexual orientation, marital status, family status, age, disability, political or religious affiliation nor by reason of his membership or or activity in the Union.
Sample 1

Related to ARTICLE HUMAN RIGHTS

  • Human Rights 14.1 The Recipient shall (and shall use its reasonable endeavours to procure that its staff shall) at all times comply with the provisions of the Human Rights Xxx 0000 in the performance of this Agreement as if the Recipient were a public body (as defined in the Human Rights Act 1998). 14.2 The Recipient shall undertake, or refrain from undertaking, such acts as the Funder requests so as to enable the Funder to comply with its obligations under the Human Rights Xxx 0000.

  • Human Rights Code The parties hereto subscribe to the principles of the Human Rights Code of British Columbia.

  • Civil Rights A. Xxxxxxx agrees to comply with state and federal anti-discrimination laws, including: i. Title VI of the Civil Rights Act of 1964 (42 U.S.C. §2000d et seq.); ii. Section 504 of the Rehabilitation Act of 1973 (29 U.S.C. §794); iii. Americans with Disabilities Act of 1990 (42 U.S.C. §12101 et seq.);

  • Employment and Labor Relations Neither the Borrower nor any of its Subsidiaries is engaged in any unfair labor practice that, either individually or in the aggregate, could reasonably be expected to have a Material Adverse Effect. There is (i) no unfair labor practice complaint pending against the Borrower or any of its Subsidiaries or, to the knowledge of the Borrower, threatened against any of them, before the National Labor Relations Board, and no grievance or arbitration proceeding arising out of or under any collective bargaining agreement is so pending against the Borrower or any of its Subsidiaries or, to the knowledge of the Borrower, threatened against any of them, (ii) no strike, labor dispute, slowdown or stoppage pending against the Borrower or any of its Subsidiaries or, to the knowledge of the Borrower, threatened against the Borrower or any of its Subsidiaries, (iii) no union representation question exists with respect to the employees of the Borrower or any of its Subsidiaries, (iv) no equal employment opportunity charges or other claims of employment discrimination are pending or, to the Borrower’s knowledge, threatened against the Borrower or any of its Subsidiaries, and (v) no wage and hour department investigation has been made of the Borrower or any of its Subsidiaries, except (with respect to any matter specified in clauses (i) through (v) above, either individually or in the aggregate) such as could not reasonably be expected to have a Material Adverse Effect.

  • CERTIFICATION PROHIBITING DISCRIMINATION AGAINST FIREARM AND AMMUNITION INDUSTRIES (Texas law as of September 1, 2021) By submitting a proposal to this Solicitation, you certify that you agree, when it is applicable, to the following required by Texas law as of September 1, 2021: If (a) company is not a sole proprietorship; (b) company has at least ten (10) full-time employees; (c) this contract has a value of at least $100,000 that is paid wholly or partly from public funds; (d) the contract is not excepted under Tex. Gov’t Code § 2274.003 of SB 19 (87th leg.); and (e) governmental entity has determined that company is not a sole-source provider or governmental entity has not received any bids from a company that is able to provide this written verification, the following certification shall apply; otherwise, this certification is not required. Pursuant to Tex. Gov’t Code Ch. 2274 of SB 19 (87th session), the company hereby certifies and verifies that the company, or association, corporation, partnership, joint venture, limited partnership, limited liability partnership, or limited liability company, including a wholly owned subsidiary, majority-owned subsidiary parent company, or affiliate of these entities or associations, that exists to make a profit, does not have a practice, policy, guidance, or directive that discriminates against a firearm entity or firearm trade association and will not discriminate during the term of this contract against a firearm entity or firearm trade association. For purposes of this contract, “discriminate against a firearm entity or firearm trade association” shall mean, with respect to the entity or association, to: “ (1) refuse to engage in the trade of any goods or services with the entity or association based solely on its status as a firearm entity or firearm trade association; (2) refrain from continuing an existing business relationship with the entity or association based solely on its status as a firearm entity or firearm trade association; or (3) terminate an existing business relationship with the entity or association based solely on its status as a firearm entity or firearm trade association. See Tex. Gov’t Code § 2274.001(3) of SB 19. “Discrimination against a firearm entity or firearm trade association” does not include: “ (1) the established policies of a merchant, retail seller, or platform that restrict or prohibit the listing or selling of ammunition, firearms, or firearm accessories; and (2) a company’s refusal to engage in the trade of any goods or services, decision to refrain from continuing an existing business relationship, or decision to terminate an existing business relationship to comply with federal, state, or local law, policy, or regulations or a directive by a regulatory agency, or for any traditional business reason that is specific to the customer or potential customer and not based solely on an entity’s or association’s status as a firearm entity or firearm trade association.” See Tex. Gov’t Code § 2274.001(3) of SB 19.

  • File Management and Record Retention relating to CRF Eligible Persons or Households Grantee must maintain a separate file for every applicant, Eligible Person, or Household, regardless of whether the request was approved or denied. a. Contents of File: Each file must contain sufficient and legible documentation. Documents must be secured within the file and must be organized systematically.

  • CERTIFICATION PROHIBITING DISCRIMINATION AGAINST FIREARM AND AMMUNITION INDUSTRIES (Texas law as of September 1, 2021) By submitting a proposal to this Solicitation, you certify that you agree, when it is applicable, to the following required by Texas law as of September 1, 2021: If (a) company is not a sole proprietorship; (b) company has at least ten (10) full-time employees; (c) this contract has a value of at least $100,000 that is paid wholly or partly from public funds; (d) the contract is not excepted under Tex. Gov’t Code § 2274.003 of SB 19 (87th leg.); and (e) governmental entity has determined that company is not a sole-source provider or governmental entity has not received any bids from a company that is able to provide this written verification, the following certification shall apply; otherwise, this certification is not required. Pursuant to Tex. Gov’t Code Ch. 2274 of SB 19 (87th session), the company hereby certifies and verifies that the company, or association, corporation, partnership, joint venture, limited partnership, limited liability partnership, or limited liability company, including a wholly owned subsidiary, majority-owned subsidiary parent company, or affiliate of these entities or associations, that exists to make a profit, does not have a practice, policy, guidance, or directive that discriminates against a firearm entity or firearm trade association and will not discriminate during the term of this contract against a firearm entity or firearm trade association. For purposes of this contract, “discriminate against a firearm entity or firearm trade association” shall mean, with respect to the entity or association, to: “ (1) refuse to engage in the trade of any goods or services with the entity or association based solely on its status as a firearm entity or firearm trade association; (2) refrain from continuing an existing business relationship with the entity or association based solely on its status as a firearm entity or firearm trade association; or (3) terminate an existing business relationship with the entity or association based solely on its status as a firearm entity or firearm trade association. See Tex. Gov’t Code § 2274.001(3) of SB 19. “Discrimination against a firearm entity or firearm trade association” does not include: “ (1) the established policies of a merchant, retail seller, or platform that restrict or prohibit the listing or selling of ammunition, firearms, or firearm accessories; and (2) a company’s refusal to engage in the trade of any goods or services, decision to refrain from continuing an existing business relationship, or decision to terminate an existing business relationship to comply with federal, state, or local law, policy, or regulations or a directive by a regulatory agency, or for any traditional business reason that is specific to the customer or potential customer and not based solely on an entity’s or association’s status as a firearm entity or firearm trade association.” See Tex. Gov’t Code § 2274.001(3) of SB 19.

  • Civil Rights Clause A. The Contractor agrees to comply with state and federal anti-discrimination laws, including without limitation: 1. Title VI of the Civil Rights Act of 1964 (42 U.S.C. §2000d et seq.); 2. Section 504 of the Rehabilitation Act of 1973 (29 U.S.C. §794); 3. Americans with Disabilities Act of 1990 (42 U.S.C. §12101 et seq.);

  • Civil Rights Compliance The parties to this Agreement are responsible for the following:

  • Files Subject to Florida's Public Records Law Any file, report, record, document, paper, letter, or other material received, generated, maintained or sent by Grantee to Florida Housing or its agent(s) in connection with this agreement is subject to the provisions of Section 119.01- .15, Fla. Stat., as may be amended from time to time (Florida's Public Records Law). Grantee represents and acknowledges that it has read and understands Florida's Public Records Law and agrees to comply with Florida's Public Records Law.

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