Discrimination Claims. In the event an employee wishes to actually assert a claim of discrimination of having filed an occupational safety or health violation as defined in ORC 4167.13, the Superintendent shall have the right to a meeting with OAPSE representatives in order to (1) review all existing facts and (2) to determine mutually whether or not the claim shall be remedied through the grievance procedure herein or by some other means.
Discrimination Claims. Claims that the Board or the University engaged in unlawful discrimination or unlawful harassment may be presented as Grievances pursuant to Article 22 (Grievance Procedures and Arbitration). It is the intent of the parties to this Agreement that matters which may be presented as Grievances under Article 22 (Grievance Procedures and Arbitration) be so presented and resolved through that procedure instead of using other procedures. The UFF agrees not to process cases arising under this Article when alternative procedures to Article 22 (Grievance Procedures and Arbitration) are initiated by the Grievant, except that a Grievant may file an EEOC charge while the Grievance is in progress when such filing becomes necessary to meet federal filing deadlines pursuant to 42 U.S.C. § 2000e et seq.
Discrimination Claims. Claims that the Board or the University engaged in unlawful discrimination or unlawful harassment may be presented as grievances pursuant to Article 22 (Grievance Procedures and Arbitration).
Discrimination Claims. In the event a bargaining unit member wishes to or actually asserts a claim of discrimination for having filed an occupational safety or health violation as defined in O.C.R. Section 4167.13, the Superintendent shall have the right to a meeting with the Association in order to (1) review all existing facts and (2) to determine mutually whether or not the claim shall be remedied through the grievance procedure herein or by some other means.
Discrimination Claims. In the event a teacher wishes to or actually asserts a claim of discrimination for having filed an occupational safety or health violation as defined in ORC 4167.13, the Superintendent shall have the right to a meeting with SLACT representatives in order to (1) review all existing facts and (2) to determine mutually whether or not the claim shall be remedied through the grievance procedure herein or by some other means.
Discrimination Claims. Where remedies are provided by law to adjudicate discrimination claims, they shall be processed through Step 3 of the grievance procedure but not subject to binding arbitration.
Discrimination Claims. 9 2.14 Labor Relations..................................................................................................... 9 3.
Discrimination Claims. Any volunteer, service member, client, employee, or beneficiary of a program or project who believes he or she has been subjected to discrimination in violation of nondiscrimination provisions of applicable laws, regulations or this policy may raise a claim with the CNCS’s Office of Civil Rights and Inclusiveness (OCRI). However, discrimination claims not brought to the attention of the OCRI Office within 45 days of their occurrence of the alleged discriminatory event may not be accepted in a formal complaint of discrimination and may be procedurally dismissed. We first attempt to resolve discrimination claims through the informal counseling process. In addition, although people are not required to do so, we encourage people to try first to resolve discrimination claims directly with programs and projects, and most service members may use their grievance system to do so. However, raising matters through a program or project grievance system does not stop the running of the 45-day time frame.
Discrimination Claims. In the event an employee wishes to actually assert a claim of discrimination for having filed an occupational safety or health violation as defined in ORC 4167.13, the Superintendent shall have the right to meeting with OAPSE representatives in order to (1) review all existing facts and (2) determine mutually whether or not the claim shall be remedied through the grievance procedure herein or by some other means. Internal Administrative Procedure The parties desire to deal with safety and health complaints and to attempt to correct any safety or health violations internally to the extent possible. Accordingly, the Association agrees that it will not itself file a complaint alleging a health or safety violation with the Ohio Department of Industrial Relations pursuant to ORC 4167.10 without first having met with the Superintendent to review all existing facts and possible corrective measures.
Discrimination Claims. Nothing in this Agreement is intended to limit in any way Employee's right or ability to file a charge or claim of discrimination with the Equal Employment Opportunity Commission ("EEOC") or comparable state or local agency. Employee retains the right to communicate with the EEOC and comparable state or local agencies and such communication may be initiated by Employee or in response to the government and is not limited by any confidentiality or non-disparagement obligation under this Agreement. Employee shall not be entitled to recover any monetary relief or other individual remedy in connection with a charge or claim of discrimination filed with the EEOC or comparable state or local agency or any resulting litigation. Damaqes. Employee recognizes and agrees that this Section 7 was a significant inducement for the City to enter into this Agreement. Any violation of this section shall be considered a material breach of this Agreement, and Employee will be subject to liquidated damages as set forth in this section. Employee recognizes and agrees that the damages to the City for a breach of this Section 7 provision cannot be quantified with sufficient certainty to provide for an adequate remedy at law if Employee breaches or threatens to breach this Agreement. Because of this difficulty, Employee agrees to pay the City $30,000 in liquidated damages if Employee breaches this Agreement. Employee also agrees that injunctive relief is warranted if any court of competent jurisdiction determines that Employee has or is reasonably about to breach this Agreement.
