DISCRIMINATION AND/OR HARASSMENT Sample Clauses

DISCRIMINATION AND/OR HARASSMENT. I.2.4.1 The parties agree that there shall be no discrimination, interference, restriction or coercion exercised or practised by either of them with respect to any member in regard to any matter including salaries, rank, appointment, promotion, tenure, permanency, re-appointment, dismissal, sabbatical leave, fringe benefits, or any other terms and conditions of employment by reason of age (except as required by statute or the retirement provisions of the Trent University Pension Plan), race, language (except where the lack of language competence would clearly prevent the carrying out of the required duties), creed, colour, ancestry, ethnic origin, place of origin (birth place), citizenship, political or religious affiliation or belief, sex, pregnancy, sexual orientation, marital status, family status, number of dependents, clerical or lay status, disability (except where the disability would clearly prevent the carrying out of the required duties), place of residence (except where place of residence at such distance from the University significantly restricts members from carrying out their duties and responsibilities), or membership or activity in the Association or other legal associations. The parties are committed to providing equal treatment with respect to employment without discrimination as required by the Ontario Human Rights Code. The University is committed to meeting the requirements of the Ontarians with Disabilities Act to address a workplace free of barriers. I.2.4.2 Measures implemented by the parties under the Collective Agreement, in relation to the University's Employment Equity program, are not intended by the parties to be discriminatory within the meaning of I.2.4 or under the relevant provisions of the Ontario Human Rights Code. Where necessary and as appropriate, in relation to such measures, the parties will work together to achieve "Special Program" status under the Ontario Human Rights Code. I.2.4.3 The parties agree that harassment, and discrimination falling under the jurisdiction of the "Policy on Discrimination and Harassment", shall be subject to the provisions of Appendix E. Nothing in this Article or in Appendix E is intended to inhibit consensual social relationships, freedom of expression or academic freedom of any member. Nothing in this Article or in Appendix E is intended to limit the authority of those individuals charged with supervising others, counselling others, informally resolving complaints or conducting job p...
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DISCRIMINATION AND/OR HARASSMENT. 5.01 The Employer and the Union agree that every employee has the right to freedom from discrimination and harassment in any matter related to their terms and conditions of employment by reason of the grounds defined in the Ontario Human Rights Code: (a) Age (b) Ancestry (c) Citizenship (d) Colour (e) Creed (religion or system of beliefs) (f) Disability (including mental, physical, developmental and learning disabilities) (g) Ethnic origin (h) Family status (such as being in a parent-child relationship) (i) Gender identity, gender expression (j) Marital status (including married, single, widowed, divorced, separated or living in a conjugal relationship outside of marriage, whether in a same sex or opposite sex relationship) (k) Place of origin (l) Race (m) Receipt of public assistance (in housing only) (n) Record of offences (criminal conviction for a provincial offence, or an offence for which a pardon has been received in employment only) (o) Sex (including pregnancy and breastfeeding) (p) Sexual orientation Further, the Parties agree not to discriminate on the basis of the number of dependents, native language, Acquired Immune Deficiency Syndrome (AIDS), or AIDS related illness, political affiliation, identification as transgendered, nor by reason of membership or non- membership or activity or lack of activity in the Union.
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DISCRIMINATION AND/OR HARASSMENT. 5.01 The University and the Union agree that there shall be no discrimination, interference, restriction, harassment or coercion exercised or practised by either of them with respect to any employee in the bargaining unit in any matter to do with terms and conditions or employment by reason of race, creed, colour, age, sex, marital status, nationality, ancestry, place of origin, political or religious affiliations, sexual orientation, citizenship, age, record of offences, family status, handicap, language (unless a bona fide occupational requirement of a position), nor by reason of membership or non­membership or activity or lack of activity in the Union. The above terms are as defined in the Ontario Human Rights Code, where so specified. 5.02 Every employee has a right to freedom from harassment in the workplace by the Employer or agent of the Employer or by another employee due to the prohibited grounds as stated in the Code.
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DISCRIMINATION AND/OR HARASSMENT. ‌‌ 5.01 The Employer and the Union agree that there shall be no discrimination, interference, restriction, harassment, or coercion exercised or practised by either of them with respect to any employee in the bargaining unit in any matter concerning the provisions of this Agreement, by reason of: (a) Age (b) Ancestry (c) Citizenship (d) Colour (e) Creed (religion or system of beliefs) (f) Disability (including mental, physical, developmental and learning disabilities) (g) Ethnic origin (h) Family status (such as being in a parent-child relationship) (i) Gender identity, gender expression (j) Language (except where language is a bona fide occupational requirement of a position) (k) Marital status (including, but not limited to, married, single, widowed, divorced, separated or living in a conjugal relationship outside of marriage, whether in a same sex or opposite sex relationship) (l) Nationality (m)Parental Status
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DISCRIMINATION AND/OR HARASSMENT. 3.1.1 The University and the Union undertake that there shall be no discrimination, intimidation, harassment, bullying or coercion by the University, the Union or any employee against a person by reason of race, ancestry, place of origin, color, ethnic origin, citizenship, creed, sex, sexual orientation age, record of offences, marital status, family status, handicap, immune status, disability, language (except where language competence is specified in the position), or membership or non-membership in the Union 3.1.2 The Employer recognizes the need to provide an environment free from discrimination and harassment, including bullying. To that end, the Employer has established a Human Rights Office, headed by a Human Rights Advisor. The Union acknowledges the Employer’s Policy on a Respectful Workplace and Learning Environment. This policy will be used by the Employer in dealing with all incidents of alleged discrimination, harassment, or bullying at Laurentian University. 3.1.3 The Union shall observe and assist in the implementation of rules adopted to protect employees and the University Community against discrimination and harassment (including bullying).
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DISCRIMINATION AND/OR HARASSMENT. The Company and the Union agree that discrimination and/or harassment of any employee by reason of gender, race, color, creed, religion, age, marital status, sexual orientation, or disability is absolutely prohibited. Every employee has the right to work in an environment of mutual respect, free from intimidation, discrimination, and sexual harassment. Actions contravening this policy will constitute grounds for discipline. 1. At any stage in this procedure an employee may seek assistance and/or involvement of a company or union representative. 2. An employee who feels subject to discrimination and/or harassment should make every effort to tell the offending party to stop such behavior, prior to proceeding under the complaint procedure.
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DISCRIMINATION AND/OR HARASSMENT. 3.1.1 The University and the Union undertake that there shall be no discrimination, intimidation, harassment, bullying or coercion by the University, the Union or any employee against a person by reason of race, ancestry, place of origin, color, ethnic origin, citizenship, creed, sex, sexual orientation age, record of offences, marital status, family status, handicap, immune status, disability, language (except where language competence is specified in the position), or membership or non-membership in the Union 3.1.2 The Employer recognizes the need to provide an environment free from discrimination and harassment, including bullying. To that end, the Employer has established an Office of Equity, Diversity and Human Rights, headed by an Assistant Vice-President, Equity, Diversity and Human Rights. The Union acknowledges the Employer’s Policy on a Respectful Workplace and Learning Environment. This policy will be used by the Employer in dealing with all incidents of alleged discrimination, harassment, or bullying at Laurentian University. The Employer shall ensure the policy is developed in consultation with the Union. 3.1.3 The Union shall observe and assist in the implementation of rules adopted to protect employees and the University Community against discrimination and harassment (including bullying).
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DISCRIMINATION AND/OR HARASSMENT. 5.01 The Employer and the Union agree that every employee has the right to freedom from discrimination and harassment in any matter related to their terms and conditions of employment by reason of the grounds defined in the Ontario Human Rights Code: a) Age b) Ancestry c) Citizenship d) Colour e) Creed (religion or system of beliefs) f) Disability (including mental, physical, developmental and learning disabilities) g) Ethnic origin h) Family status (such as being in a parent-child relationship) i) Gender identity j) Marital status (including married, single, widowed, divorced, separated or living in a conjugal relationship outside of marriage, whether in a same sex or opposite sex relationship) k) Place of origin l) Race
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Related to DISCRIMINATION AND/OR HARASSMENT

  • 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.

  • 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.

  • 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.

  • 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.

  • 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.

  • Discrimination Respondent and any potential subcontractors shall comply with all Federal statutes relating to nondiscrimination. These include, but are not limited to: a) Title VI of the Civil Rights Act of 1964 (P.L. 88-352), which prohibits discrimination on the basis of race, color, or national origin; b) Title IX of the Education Amendments of 1972, as amended (20 U.S.C. §§1681-1683, and 1685- 1686), which prohibits discrimination on the basis of sex; c) Section 504 of the Rehabilitation Act of 1973, as amended (29 U.S.C. §794), which prohibits discrimination on the basis of handicaps; d) The Age Discrimination Act of 1975, as amended (42 U.S.C. §§6101- 6107), which prohibits discrimination on the basis of age; e) The Drug Abuse Office and Treatment Act of 1972 (P.L. 92-255), as amended, relating to nondiscrimination on the basis of drug abuse; f) The Comprehensive Alcohol Abuse and Alcoholism Prevention, Treatment and Rehabilitation Act of 1970 (P.L. 91-616), as amended, relating to nondiscrimination on the basis of alcohol abuse or alcoholism; g) Sections 523 and 527 of the Public Health Service Act of 1912 (42 U.S.C. §§290 dd-3 and 290 ee-3), as amended, relating to confidentiality of alcohol and drug abuse patient records; h) Title VIII of the Civil Rights Act of 1968 (42 U.S.C. §§3601 et seq.), as amended, relating to nondiscrimination in the sale, rental, or financing of housing; i) Any other nondiscrimination provisions in the specific statute(s) under which application for Federal assistance is being made; and j) The requirements of any other nondiscrimination statute(s) that may apply to the application.

  • 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.

  • 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.

  • No Harassment Contractor does not engage in unlawful harassment, including sexual harassment, with respect to any persons with whom Contractor may interact in the performance of this Agreement, and Contractor takes all reasonable steps to prevent harassment from occurring.

  • 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).

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