DISCRIMINATION FOR UNION ACTIVITY Sample Clauses

DISCRIMINATION FOR UNION ACTIVITY. No employee shall be discriminated against for engaging in lawful protected and concerted activities of the Union. An employee who lawfully assists the Union in the workplace shall not be discriminated against for this reason. No employee shall suffer a reduction in wages or more favorable working conditions due to the signing of this Agreement.
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DISCRIMINATION FOR UNION ACTIVITY. There shall be no discrimination, interference, restraint or coercion by the employer or supervisors against any employee, applicant or probationary employee for their activity on behalf of or membership in the union or anti-union activity. There shall be no discrimination, interference, restraint or coercion by the union or any of its officers or members against any applicant, probationary employee or employee for their activity for or against the union or another union. The union shall share equally with the city the responsibility for applying the provisions of this section, which responsibility includes fair representation of non-members and other responsibilities as a bargaining agent.
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DISCRIMINATION FOR UNION ACTIVITY. The Theatre shall not dismiss or otherwise penalize any Actor for fulfilling the Actor’s duties or obligations as a Deputy or an Equity member. Rule 21. DUES AND INITIATION FEES Rule 22. DUTIES OF THE ACTOR Rule 23. ELECTRONICS‌
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DISCRIMINATION FOR UNION ACTIVITY. The Producer shall not dismiss or otherwise penalize any Actor for fulfilling duties or obligations as an Equity member. (See also Rule 54(F) TERMINATION.) In the event the employment of an Actor is terminated, the Producer shall furnish the reasons for this termination to both the Actor and Equity simultaneously at the written request of the Actor who has been dismissed. Any Equity member who claims that the Producer has given notice or has been otherwise penalized for fulfilling duties as an Equity member may present his case to Equity, which shall give the Producer an opportunity to be heard if the Producer desires to take advantage of this opportunity. If Equity is satisfied that such union activities are the real cause of dismissal or of any penalty, it may permit the Actor's claim to be arbitrated and shall have the power to determine the character and the amount of the claim to be submitted. It is further agreed that if upon arbitration the claim of the Actor is sustained, the arbitrator, in his discretion, shall have the right to impose a penalty in an amount he determines. If the Actor's claim is sustained, the Actor shall also be reinstated with back pay from the date of dismissal to the date of reinstatement.
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DISCRIMINATION FOR UNION ACTIVITY. ‌‌ The University and/or Theatre shall not dismiss or otherwise penalize any Actor for fulfilling duties or obligations as a Deputy or an Equity member. Any Equity member, who claims that the University and/or Theatre has given him notice, or otherwise penalized the Actor for fulfilling duties as an Equity member, may present his case to Equity, which shall give the University and/or Theatre an opportunity to be heard if it desires to avail itself of this opportunity. If Equity is satisfied that such activities are the real cause of dismissal or of any penalty, it may permit the Actor's claim to be arbitrated and shall have the power to determine the character and the amount of the claim to be submitted. In the event the employment of a Deputy is terminated, the University and/or Theatre will furnish the reasons for this termination to both the Deputy and Equity simultaneously. Whenever a Deputy is dismissed or otherwise penalized, Equity shall investigate the reasons for such dismissal or penalty. If Equity is satisfied upon investigation that said Deputy was dismissed or otherwise penalized for fulfilling duties or obligations as a Deputy, the case shall be presented to Equity and the University and/or Theatre shall have the right to appear before Equity. After said hearing, Council shall have the right to permit arbitration of the Deputy's claim and to determine the character and amount of the claim submitted. It is further agreed that, if upon arbitration the claim of the Deputy is sustained, the arbitrator in his discretion shall have the right to impose a penalty not to exceed five weeks' salary. If the Deputy's claim is sustained, the Deputy shall also be reinstated with back pay from date of dismissal to date of reinstatement.
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DISCRIMINATION FOR UNION ACTIVITY. 12.01 The Company will not in any manner discriminate against any employee because of membership in or activity on behalf of the Union. Any claim charging discrimination because of such memberships or activity shall be reviewed in accordance with the provisions of Article 13. If the controversy is processed under that Article and not satisfactorily settled, either party may submit, by written notice, the question to arbitration as provided in Article 14 of this agreement. Such written notice must be given no later than 30 calendar days from the Company’s or the Union’s answer or the expiration of time within which to answer at the final step of the grievance procedure. If written notice of arbitration is not given within the time specified, the grievance shall be considered settled. Awards shall be retroactive to the extent provided in Article 18 of this Agreement.
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DISCRIMINATION FOR UNION ACTIVITY. The Theatre shall not dismiss or otherwise penalize any Actor for fulfilling the Actor’s duties or obligations as a Deputy or an Equity member. (A) The Theatre shall deduct from the weekly salary of every employee who is, or may become, a member of Equity, as provided for in this Agreement, initiation fees and union dues, provided that the Theatre receives from Equity a proper authorization, agreed to and signed by the employee. (See also Rule 72, Union Security.) (B) Any monies so deducted shall be held in trust by the Theatre for the benefit of Equity and delivered to Equity no later than 30 days following the date on which the deductions were made. (C) Should the Theatre fail to deliver to Equity any and all monies so deducted within 30 days following the date on which the deductions were made, Equity shall assess a penalty of $50.00 for each week of failure to deliver the monies so deducted. Any such penalties shall be paid to the Equity-LORT Subsidiary Rights Trust Fund.
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DISCRIMINATION FOR UNION ACTIVITY. (A) The Producer shall not dismiss or otherwise penalize any Actor for fulfilling the Actor's duties or obligations as a Deputy or as a member of Equity. (B) In the event the employment of a Deputy is terminated for any reason whatsoever, the Producer shall furnish written reasons for such termination to both the Deputy and Equity at the time of dismissal. (C) Any Deputy or member who claims that the Producer has given notice or otherwise penalized the Deputy or the member of Equity for fulfilling duties either as a Deputy or as an Equity member may present the case to the Equity Regional Director who shall give the Producer an opportunity to be heard. If the Regional Director is satisfied that such activities are the real cause of dismissal or of any penalty, the Equity Regional Director may permit the Actor's claim to be arbitrated, and shall have the right to determine the character and the amount of the claim to be submitted. (D) It is further agreed that, if upon arbitration the claim of the Deputy or member is sustained, the arbitrator shall have the right to impose a penalty, which penalty shall be at the discretion of the arbitrator, but shall not exceed the sum of $1,000 or five weeks’ salary, whichever sum is the greater. If the claim is sustained, the Deputy or the member shall also be reinstated with back pay from the date of dismissal to date of reinstatement.
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DISCRIMINATION FOR UNION ACTIVITY. The Theatre shall not dismiss or otherwise penalize any Actor or Stage Manager for fulfilling their duties or obligations as a Deputy or an Equity member.
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Related to DISCRIMINATION FOR UNION ACTIVITY

  • No Discrimination for Union Activity The Employer and the Union agree that there shall be no discrimination, interference, restriction, or coercion exercised or practised with respect to any employee for 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.

  • 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 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.

  • 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 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.

  • Release of Claims Under Age Discrimination in Employment Act Without limiting the generality of the foregoing, Executive agrees that by executing this Release, he has released and waived any and all claims he has or may have as of the date of this Release for age discrimination under the Age Discrimination in Employment Act, 29 U.S.C. § 621, et seq. It is understood that Executive is advised to consult with an attorney prior to executing this Release; that he in fact has consulted a knowledgeable, competent attorney regarding this Release; that he may, before executing this Release, consider this Release for a period of twenty-one (21) calendar days; and that the consideration he receives for this Release is in addition to amounts to which he was already entitled. It is further understood that this Release is not effective until seven (7) calendar days after the execution of this Release and that Executive may revoke this Release within seven (7) calendar days from the date of execution hereof.

  • Non-Discrimination and Equal Employment Opportunity Provider represents and agrees that it does not and shall not discriminate against any employee or applicant for employment because of race, religion, color, sex, or national origin.

  • Leave for Union Activities Upon request by the Union, leave without pay will be granted to any employee duly authorized to represent employees of this bargaining unit at: a) Executive, Council meetings or Conventions of the Union and Labour Education Seminars. A written request for such leave shall be submitted at least twenty (20) days in advance. Such leave shall be limited to a total of four (4) employees at any one time, and to a maximum aggregate total of four hundred and fifty (450) working hours in any calendar year. The maximum leave for any individual Union official shall not exceed sixty (60) hours and one hundred (100) working hours for an Executive Officer. The Company will consider reasonable requests from the Union to increase the individual and/or aggregate maximum. Such leave shall not constitute a break in continuity of service in seniority, severance pay, or other benefits under this Agreement. b) In order to attend the CEP National Convention every other year (or every third year) up to four (4) employees will be released and the maximum aggregate total of working hours may be increased by an additional one hundred thirty (130) working hours, exclusive of the individual limits in above to attend the CEP National Convention. The Company will be advised of the convention dates as far in advance as possible. A written request for such leave will be submitted to the Company at least sixty (60) days in advance. c) It is understood that operational requirements may prevent the release of particular employee(s) under this Article and in such case the Local Union shall be allowed to name the alternate(s), however such requests for leave will not be unreasonably denied. d) An employee on unpaid Union leave under this Article shall be compensated at his/her regular rate for the leave by the Company. The Company will then invoice the Union for reimbursement of such compensation which shall be paid by the Union within fifteen (15) days of the date of the invoice. e) In addition, up to one (1) employee may accept a full-time elective position with the Union or an official labour body for a period not exceeding two (2) years. Any additional yearly periods may be granted at the Company’s discretion upon receipt of a written request from the employee and the President of the Union. The Company may hire temporary employees to fill the vacancies created by such leave of absence. During the employee’s leave and subject to the limitations of the various benefit plans, the employee may continue to participate provided the employee prepays all premiums and contributions. During such leave the employee shall not accumulate seniority for the purpose of annual leave credits and severance pay.

  • 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.

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