Discrimination Complaint Procedures Sample Clauses

Discrimination Complaint Procedures. The College will revise its administrative procedures (APs), specifically AP 3435, AP 5141, and AP 5530, so that they state one uniform procedure, process, and standard for the submission, investigation, and resolution of complaints alleging discrimination1 based on disability. If the College continues to maintain three separate procedures that address complaints alleging disability discrimination then it will ensure that the terms and provisions of each are consistent with the others. Whether the College maintains one or more than one disability discrimination complaint procedure, it will ensure that the provisions of each provide a prompt and equitable complaint process consistent with Section 504 and Title II, and that the students receive consistent information regarding the complaint procedure, including: A. Ensuring that all information about discrimination complaints, including the nondiscrimination statement, grievance form, harassment policy and academic accommodations policy, is available on the College’s website as well as the College District’s website and at a location commonly accessed by students and not at the human resources page of the website; 1All references to “discrimination” are intended to include harassment unless otherwise noted. B. Ensuring that the title of any AP that provides a disability discrimination complaint procedure is clear in and of itself to reasonably inform any reader that it is, in fact, a procedure that provides a disability complaint procedure (e.g., the title of AP 5141, if retained as a disability complaint procedure, will be revised so that it will state it contains a disability complaint procedure in addition to stating it is for academic accommodations); C. Ensuring that the Student Grievance tab of the Student Services section of the College website includes a reference to the student grievance procedures as well as the student grievance form itself; D. Ensuring that the College’s Section 504 Coordinator and the Coordinator’s contact information is consistently identified on the College’s website, including on the Disabled Student Programs & Services (DSPS) webpage, in the College Catalog, in other College publications, and on appropriate discrimination complaint forms; E. Ensuring that the College revises the information on the Diversity and Equity page of the of the College website to clarify where students may file unlawful discrimination complaints and include a copy of the applicable discrimination co...
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Discrimination Complaint Procedures. Any bargaining unit employee who believes they have been discriminated against in any matter because of race, color, gender, gender identity, religion, national origin, age or disability (physical and/or mental) may file an informal grievance. If the informal grievance is not resolved, the employee may then file an EEO complaint through the regulatory procedures by contacting the State Equal Employment Manager (SEEM) or an EEO Counselor within forty-five (45) calendar days of the occurrence of the alleged act of discrimination, the effective date of the alleged discriminatory personnel action, or the date the complainant knew or reasonably should have known of the discriminatory act or personnel action.
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Discrimination Complaint Procedures. A. The Sub-Recipient adopts the following discrimination complaint procedures: 1. Any person who believes that he or she, individually, as a member of any specific class, or in connection with any disadvantaged business enterprise, has been subjected to discrimination prohibited by Title VI of the Civil Rights Act of 1964, the American with Disabilities Act of 1990, Section 504 of the Vocational Rehabilitation Act of 1973 and the Civil Rights Restoration Act of 1987, as amended, may file a complaint with the Sub- Recipient. A complaint may also be filed by a representative on behalf of such a person. All complaints will be referred to the Sub-Recipient’s Title VI Coordinator for review and action. 2. In order to have the complaint consideration under this procedure, the complainant must file the complaint no later than 180 days after: a) The date of alleged act of discrimination; or b) Where there has been a continuing course of conduct, the date on which that conduct was discontinued. In either case, the Sub-Recipient or his/her designee may extend the time for filing or waive the time limit in the interest of justice, specifying in writing the reason for so doing. 3. Complaints shall be in writing and shall be signed by the complainant and/or the complainant’s representative. Complaints shall set forth as fully as possible the facts and circumstances surrounding the claimed discrimination. In the event that a person makes a verbal complaint of discrimination to an officer or employee of the Sub-Recipient, the person shall be interviewed by the Title VI Coordinator. If necessary, the Title VI Coordinator will assist the person in reducing the complaint to writing and submit the written version of the complaint to the person for signature. The complaint shall then be handled according to the Sub-Recipient’s investigative procedures. 4. Within 10 days, the Title VI Coordinator will acknowledge receipt of the allegation, inform the complainant of action taken or proposed action to process the allegation, an advise the complainant of other avenues of redress available, such as WisDOT and USDOT. 5. The Sub-Recipient will advise WisDOT CRCS within 10 days of receipt of the allegations. Generally, the following information will be included in every notification to WISDOT: a) Name, address, and phone number of the complainant. b) Name(s) and address(es) of alleged discriminating official(s). c) Basis of complaint (i.e., race, color, national origin or sex) d) Dat...
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Discrimination Complaint Procedures. These procedures are for complaints of discrimination, other than employment discrimination by the Juneau International Airport. They apply to discrimination by airport employees, contractors, concessionaires, lessees, or tenants of the Airport, or at Airport facilities based upon race, creed, color, national origin, or gender, including but not necessarily limited to complaints under Title VI of the Civil Rights Act of 1964 and the Civil Rights Restoration Act of 1987. They cover any program or activity administered by the Juneau International Airport. Any person who feels that he or she has been subjected to discrimination on the basis of race, creed, color, national origin, or gender has the right to file a complaint with the Airport. These procedures do not deny or limit the right of a complainant to file a formal complaint with an outside agency, such as the U.S. Department of Transportation or Federal Aviation Administration (FAA), or to seek private legal counsel regarding discrimination. Complaints must be filed within [90] days after the discriminatory event, must be in writing, and must be delivered to:
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Discrimination Complaint Procedures. The parties to this Grant Agreement will assure those complaints alleging discrimination on any of the above bases will be processed in accordance with 29 CFR Part 37.76 et seq. and DWD policy 2004-05 developed pursuant to this section and approved by the U.S. Department of Labor’s Civil Rights Center.
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Discrimination Complaint Procedures. The District shall adhere to the procedures outlined in District Administrative Regulation 2423 in the investigation and resolution of unlawful discrimination complaints, including complaints of sexual harassment. Violations of these procedures may be subject to the grievance procedures as outlined in Article 13.
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Discrimination Complaint Procedures. A. An aggrieved individual who believes that they have been discriminated against may: (1) File a grievance under the negotiated grievance procedure in the applicable collective bargaining agreement outlined in Article 5 of this agreement within 15 workdays of the occurrence or when it becomes known to the employee. (2) File a complaint IAW Law, Rule, or Regulation.
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Discrimination Complaint Procedures. The parties acknowledge that employees who have discrimination complaints can opt to have their complaints resolved by either of the following, but not both, procedures: (1) The negotiated grievance procedure as provided in this Agreement; or (2) The statutory appeal process which begins with the engaging of an EEO Counselor and, if the matter is not resolved, the filing of a formal EEO complaint with the Director of EEO for investigation and disposition. An employee shall be deemed to have made an election to raise a complaint under either the statutory procedure or the grievance procedure at such time as he/she timely files a grievance in writing or files a formal written complaint under the statutory EEO complaint procedure, whichever comes first. Discussions with an EEO Counselor in no way preclude the filing of a grievance that is otherwise timely. If the employee has contacted the Equal Employment Opportunity Counselor about his/her complaint, the Equal Employment Opportunity Counselor shall be responsible for informing the employee of his/her options in relation to alternative procedures. The inadvertent failure of the Counselor to inform the employee of his/her options, in no way diminishes the employee's responsibility to make an election of procedures or extends the time limits for filing a grievance or a complaint.
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Discrimination Complaint Procedures. 27.2.1 The District shall adhere to the procedures outlined in District Administrative Regulation 2423 in the investigation and resolution of unlawful discrimination complaints, including complaints of sexual harassment. Violations of these procedures may be subject to the grievance procedures as outlined in Article 13. 27.2.2 The Federation shall be informed of any proposed changes in the procedures of Administrative Regulation 2423 and such proposed changes shall be negotiated upon request. 27.2.3 Employees who are the subject of discrimination/sexual harassment complaints shall have the right to request representation by LRCFT in the investigation. LRCFT shall have the right, upon request, to represent employees in such investigations. Those employees who are involved in the investigation of discrimination/sexual harassment complaints may request to be accompanied by a representative of LRCFT. 27.2.4 If LRCFT is representing an employee who is the subject of a discrimination/sexual harassment complaint investigation or who has lodged such a complaint, the Federation shall be provided all information, including documents, provided to the employee within a reasonable time. 27.2.5 The District shall, upon request, provide to employees who are the subject of an investigation an opportunity to confer with the Federation prior to any investigatory interview. 27.2.6 If LRCFT is representing an employee who is the subject of a discrimination/sexual harassment investigation in which no formal complaint has been filed, the District shall, upon request, share with the LRCFT the same information as noted in Section 27.2.4. 27.2.7 Upon completion of any investigation into discrimination/sexual harassment complaints in which the Federation has represented the employee, the District will provide a copy of the summary investigation report to the Federation.
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Related to Discrimination Complaint Procedures

  • COMPLAINT PROCEDURES CONTRACTOR shall maintain and adhere to its written procedures for responding to parent complaints. These procedures shall include annually notifying and providing parents of LEA students with appropriate information (including complaint forms) for the following: (1) Uniform Complaint Procedures pursuant to Title 5 of the California Code of Regulations section 4600 et seq.; (2) Nondiscrimination policy pursuant to Title 5 of the California Code of Regulations section 4960 (a); (3) Sexual Harassment Policy, California Education Code 231.5 (a) (b) (c); (4) Title IX Pupil Grievance Procedure, Title IX 106.8 (a) (d) and 106.9 (a); and (5) Notice of Privacy Practices in compliance with Health Insurance Portability and Accountability Act (HIPAA), if applicable. CONTRACTOR shall include verification of these procedures to the LEA upon request. CONTRACTOR shall immediately notify LEA of any complaints filed against it related to LEA students and provide LEA with all documentation related to the complaints and/or its investigation of complaints, including any and all reports generated as a result of an investigation.

  • 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.

  • Claims and Review Procedures 6.1 For all claims other than Disability benefits:

  • 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).

  • 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.

  • Employment Procedures Each academic unit shall have the right to make recommendations concerning initial employment within the corresponding unit of all persons with academic titles specified in Article IV, including a recommendation concerning whether such employment shall be with or without tenure, as appropriate. Each academic unit shall develop its own procedures and criteria for making such recommendations to Oakland, which shall initiate all offers of employment. In the case of employment of a faculty member with tenure, FRPC shall have the opportunity to make an employment recommendation to Oakland. In the case of employment of a faculty member with job security, the appropriate CAP shall have the opportunity to make an employment recommendation to Oakland. At the time of employment, Oakland shall determine the value of any prior experience for the purposes of paragraph 38b below; the faculty member shall be notified as to the valuation.

  • Disciplinary Procedures The employing authority should ensure that all employees are aware of the disciplinary rules and procedures that apply. All employees should also be aware to whom they can apply if they are dissatisfied with any disciplinary decision. These procedures should accord with legal requirements and with the ACAS Code of Practice and guidance.

  • DISCIPLINE PROCEDURES The Employer agrees to provide the employee with written notification of a disciplinary document that is to be made a part of the employee’s personnel file. In instances where the Employer desires to conduct an investigatory interview with an employee, the employee shall be entitled upon request to have an Association representative present at the interview. A copy of all disciplinary actions involving suspension or discharge will also be provided to the Association, unless the employee requests that the matter be kept confidential.

  • Grievance Procedures The AGENCY agrees to establish a formal written grievance process with procedures through which clients and recipients of services may present grievances to the governing authority of the AGENCY regarding services being provided under this Contract. Additionally, the AGENCY agrees to establish fair hearing procedures that ensure all persons will be advised of their rights to a fair hearing to appeal a denial or exclusion from services and/or the failure of staff to take into account the individual’s choice of service. The AGENCY’S internal grievance procedure must document and include, at a minimum, the following: date of grievance, a written response to the applicant sent within thirty (30) days, and the opportunity for the applicant to meet with the AGENCY Executive Director or designee. Upon request by the COUNTY, the AGENCY shall provide a written report as to the grievance outcome within five (5) normal COUNTY working days. The AGENCY will maintain these documents on file for review by the COUNTY.

  • Complaint Procedure Section 1. Complaints involving charges of sexual harassment, crime (whether misdemeanor or felony), or charges of discrimination are explicitly excluded from consideration under this Article. Such charges shall be pursued under appropriate laws, policies and procedures. Section 2. Complaints by students which fall within the purview of District Student Grievance Procedures shall be processed and investigated under that procedure and shall not be subject to the provisions of this Article. Any subsequent disciplinary action resulting from the Student Grievance Procedures will be discussed with the Adjunct Faculty Member in a separate meeting and the Adjunct Faculty Member will be given the opportunity to have a union representative present; no Member shall be disciplined without just cause. Section 3. Any complaint about an Adjunct Faculty Member shall be immediately investigated by the President or designee. If the complaint appears to have substance, the complaint and the name of the person making the complaint should generally be provided to the Adjunct Faculty Member within fourteen (14) calendar days of receipt of the complaint. Section 4. The complaint and the results of the investigation conducted by the President or designee shall be put into writing. If the investigation appears to substantiate the complaint, as soon as possible after such determination has been made, the President or designee shall meet with the Adjunct Faculty Member to discuss the issues which seem to be involved. The Adjunct Faculty Member may be represented by the Association during this meeting. Section 5. If, after the meeting prescribed in Section 4, there appears to be cause, the person making the complaint shall meet with the President or designee and the Adjunct Faculty Member in an attempt to further understand the complaint or to respond to the complaint and reach a settlement. The Adjunct Faculty Member may be represented by the Association during this meeting. Section 6. If the complaint cannot be settled to the satisfaction of all parties during the meeting provided for in Section 5, the Adjunct Faculty Member may prepare a written response to the complaint. The response shall be attached to the complaint. The complaint and the Adjunct Faculty Member’s response shall be placed in the Adjunct Faculty Member’s Personnel file. Section 7. At any point at which the complaint is judged to be untrue or unsubstantiated, all records of the complaint shall be removed from the personnel file.

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