Complaints of Discrimination or Harassment Sample Clauses

Complaints of Discrimination or Harassment. As a means of ensuring a workplace that is free from discrimination and harassment, OHSU and GRU have established formal procedures for the handling of discrimination, harassment, and other complaints. These procedures are intended to supplement—not to replace or supersede—the other procedures available to employees under Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act, the Americans with Disabilities Act, the Genetic Information Nondiscrimination Act, or any other applicable federal, state, or municipal fair-employment-practices law, or otherwise. Where a GR files a complaint under any of the processes set forth below, XXXX will work with the GR's union representative, or the GR directly if the GR does not seek union representation, to determine what actions if any need to be taken to ensure that the GR is not subject to retaliation or required to work in conditions that are hostile or intimidating as a result of their filing a complaint. Such actions include but are not limited to paid administrative leave, safety planning, or changing reporting lines.
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Complaints of Discrimination or Harassment. GRs are strongly encouraged to file all complaints alleging discrimination or harassment of a protected status as identified above in accordance with Article 19. GRs may at any time file complaints with the appropriate state or federal agency for resolution, notwithstanding having a complaint or grievance on the same matter pending in any internal processes. Reports formally investigated by XXXX’s civil rights investigative department (currently OCIC) shall be completed as expeditiously as possible, taking into account the due process rights of both parties. OHSU shall strive to update the Union and grievant on the progress of the investigation on a biweekly basis and will meet with the union at least monthly to discuss grievances.
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Complaints of Discrimination or Harassment. Employees are encouraged to file all complaints alleging discrimination or harassment of a protected status as identified above with the Employer through its AAEO Department. Alternatively, employees may file a complaint with the Union, Integrity Department, the Human Resources Department, the employee’s Program Director, or the appropriate state or federal agency for resolution. If filed with the AAEO Department, the complaint shall be processed under the Employer’s rules pertaining to discrimination complaints. If the complaint is not satisfactorily resolved by the AAEO Department’s process, it may be submitted to the appropriate state or federal agency for resolution.
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Complaints of Discrimination or Harassment. Employees are encouraged to file all complaints alleging discrimination or harassment of a protected status as identified above with the Employer through its Office of Civil Rights Investigations and Compliance (OCIC). Alternatively, employees may file a complaint with the Union, Integrity Department, the Human Resources Department, the employee’s manager, or the appropriate state or federal agency for resolution. If filed with the OCIC, the complaint shall be processed under the Employer’s rules pertaining to discrimination complaints. If the complaint is not satisfactorily resolved by the OCIC’s process, it may be submitted to the appropriate state or federal agency for resolution.
Sample 1
Complaints of Discrimination or Harassment. As a means of ensuring a workplace that is free from discrimination and harassment, OHSU and GRU have established formal procedures for the handling of discrimination, harassment, and other complaints. These procedures are intended to supplement—not to replace or supersede—the other procedures available to employees under any applicable collective bargaining agreement, Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act, the Americans With Disabilities Act, the Genetic Information Nondiscrimination Act, or any other applicable federal, state, or municipal fair-employment-practices law, or otherwise. Where a GR files a complaint under any of the processes set forth below, OHSU will work with the GR's representative, or the GR directly if the GR is unrepresented, to determine what steps if any need to be taken to ensure that the GR is not subject to retaliation or required to work in conditions that are hostile or intimidating as a result of their filing a complaint.
Sample 1

Related to Complaints of Discrimination or Harassment

  • NO DISCRIMINATION OR HARASSMENT 14.01 There shall be no discrimination, interference, restriction, coercion, harassment, intimidation or any disciplinary action exercised or practiced with respect to an employee by reason of race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability, conviction for which a pardon has been granted, or union affiliation. 14.02 Grievances arising from Article 14.01 shall first be dealt with through an alternate dispute resolution process (ADR) as agreed to by the parties. Once alternate dispute resolution mechanisms are agreed to by the parties, the grievance will be held in abeyance pending the results of the ADR process. Furthermore, employees are precluded from other avenues of redress, save and except applicable legislative procedures, until the ADR process has concluded. The ADR process shall not result in any unreasonable delay. 14.03 Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint.

  • Discrimination and Harassment All members of the Appointments Committee shall be supplied with written information about the content and application of relevant federal and provincial legislation, and about University policies, relating to employment equity and federal immigration requirements. In accord with the provisions of the Article Employment Equity, Members shall familiarize themselves with such information as a condition of serving on the Appointments Committee. Furthermore, the Employer shall ensure that the Committee is aware of the relevant legislation and University policies, and the University Librarian or Xxxx and the Members participating in the work of the Committee shall share responsibility for ensuring that the relevant legislation and University policies are followed throughout the deliberations of the Committee. The Committee may call upon the Office of Equity and Human Rights Services for assistance.

  • NO DISCRIMINATION/HARASSMENT 4.01 The Employer and the Union agree that there shall be no discrimination, interference, restriction or coercion exercised or practiced with respect to any Employee(s) in the matter of hiring, wage rates, training, upgrading, promotion, transfer, lay- off, recall, discipline, classification, discharge or otherwise by reason of age, race, creed, national origin, religious affiliation, political affiliation, sex, sexual orientation, place of residence, marital status or disability subject to bona fide occupational requirements, family status, colour, ancestry, receipt of public assistance, nor by reason of membership or activity in the Union.

  • D3 Discrimination 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 Act 1975, the Race Relations Act 1976, the Equal Pay Act 1970, the Disability Discrimination Act 1995, the Employment Equality (Sexual Orientation) Regulations 2003, the Employment Equality (Religion or Belief) Regulations 2003, the Employment Equality (Age) Regulations 2006, the Equality Act 2006, the Human Rights Act 1998 or other relevant or equivalent legislation, or any statutory modification or re-enactment thereof.

  • 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.

  • 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).

  • Prohibition of Discrimination In accordance with applicable equal opportunity statutes, Executive Orders, and regulations: a) The Owner must not discriminate against any person because of race, color, religion, sex, national origin, age, familial status, or disability in connection with this Contract. Eligibility for HUD’s programs, including this Program, must be made without regard to actual or perceived sexual orientation, gender identity, or marital status; and b) The Owner must cooperate with the Program Administrator and HUD in conducting any equal opportunity compliance reviews and complaint investigations in connection with this Contract; and c) The Owner must comply with the Violence Against Women Act, as amended, and HUD’s implementing regulation at 24 CFR part 5, Subpart L, and HOME Program regulations.

  • Harassment and Discrimination The parties agree that the process for dealing with harassment for reasons not specifically prohibited by the Ontario Human Rights Code is an appropriate subject matter at Labour Management Committee meetings. BETWEEN: AND: The Employer agrees that employees may be permitted to transfer at the Employer's discretion from one nursing home to another for their own personal convenience and at their own expense, subject to the following conditions:

  • DISCRIMINATION AND COERCION 8.01 There shall be no discrimination or intimidation by the EMPLOYER or the UNION against any employee as a result of or because of such employee's race, color, creed, gender, disability or national origin all in accordance with applicable law, or membership in or non-membership in the UNION.

  • Discrimination Prohibited The Landlord shall not discriminate based upon race, color, creed, religion, national origin, sex, marital status, age, handicap, or disability, familial status or recipients of public assistance; and shall comply with all nondiscrimination requirements of Federal, State and local law.

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