DISCRIMINATION FREE WORKPLACE Sample Clauses

DISCRIMINATION FREE WORKPLACE. The Employer and the Union agree that any form of discrimination (including sexual harassment) under the prohibited grounds of the B.C. Human Rights Code shall not be tolerated in the workplace.
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DISCRIMINATION FREE WORKPLACE. The Company and the Union agree that there will be no discrimination, interference, restraint, harassment or coercion exercised or practiced by either of them, or by any of their representatives, with respect to any employee because of his/her race, ancestry, place of origin, colour, ethnic origin, sexual orientation, age, marital status, family status, disability, creed, nationality, sex, or because of his/her membership or activities or lack of membership or activities, in the Union. The Company and the C.A.W. are committed to providing a harassment free workplace. The Company and the Union agree that there will be no discrimination interference, restraint, harassment, or coercion exercised or practiced by either of them, or by any of their representatives with respect to an employee. Harassment is defined as a “course of vexatious comment or conduct that is known or aught reasonably be known to be unwelcome”. All employees are expected to treat others with courtesy and consideration and to discourage harassment. The workplace is defined as any Company facility and includes areas such as offices, shop floors, restrooms, cafeterias, lockers, conference rooms, and parking lots. Harassment may take many forms: verbal, physical and visual. Harassment is not: Harassment is in no way to be construed as properly discharged supervisory responsibilities including the delegation of work assignments, the assessment of discipline or any conduct that does not undermine the dignity of the individual. Neither is this policy meant to inhibit free speech or interfere with normal social relations. Filing a complaint: If an employee believes that they have been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it. • Request a stop of the unwanted behavior; • Inform the individual that is doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome; • It is advisable to document the events, complete with times, dates, location, witnesses and details; • Report the incident to Supervisor/Committee person. However, it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser or they may fear reprisals from the harasser, lack of support from their work group or disbelief by their supervisor or others. In this event, the victim may seek assistance by reporting the incident directly to a...
Sample 1
DISCRIMINATION FREE WORKPLACE. ‌ The Tribunal and its employees commit to respecting and valuing the diversity of the Tribunal’s workforce by helping to prevent and eliminate discrimination and harassment on the basis of race, colour, sex, sexual preference, age, physical or mental disability, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction or social origin. Every endeavour will be made to ensure that neither the Agreement nor its operations are directly or indirectly unlawfully discriminatory in effect. Learning and development‌
Sample 1
DISCRIMINATION FREE WORKPLACE. 28.1 Clariant prides itself upon respecting and valuing the diversity of its workforce. Accordingly, Clariant has comprehensive policies and procedures which are designed to prevent and eliminate discrimination in the workplace. 28.2 Should any employee have any concerns relating to discrimination in the workplace, then these concerns should initially be progressed under the dispute resolution procedure set out in Clause 27. 28.3 Nothing in this clause is taken to affect: 28.3.1 any conduct or act which is specifically exempted from anti- discrimination legislation or which is based on the inherent requirements of a particular position; 28.3.2 a party to this Agreement pursuing matters of unlawful discrimination under any applicable legislation.
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DISCRIMINATION FREE WORKPLACE. The parties agree to actively promote a discrimination free workplace, with a commitment to equal opportunity, valuing diversity and eliminating all forms of harassment at the workplace.
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DISCRIMINATION FREE WORKPLACE. 28.1 Clariant prides itself upon respecting and valuing the diversity of its workforce. Accordingly, Clariant has comprehensive policies and procedures which are designed to prevent and eliminate discrimination in the workplace. 28.2 Should any employee have any concerns relating to discrimination in the workplace, then these concerns should initially be progressed under the dispute resolution procedure set out in Clause 28. 28.3 Nothing in this clause is taken to affect:
Sample 1

Related to DISCRIMINATION FREE WORKPLACE

  • 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.

  • Drug-Free Workplace Contractor represents and warrants that it shall comply with the applicable provisions of the Drug-Free Work Place Act of 1988 (41 U.S.C. §701 et seq.) and maintain a drug-free work environment.

  • 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 Clause The contractor agrees to abide by the requirements of the following as applicable: Title VI of the Civil Rights Act of 1964 and Title VII of the Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act of 1972, Federal Executive Order 11246 as amended, the Rehabilitation Act of 1973, as amended, the Vietnam Era Veteran's Readjustment Assistance Act of 1974, Title IX of the Education Amendments of 1972, the Age Discrimination Act of 1975, the Fair Housing Act of 1968 as amended, and contractor agrees to abide by the requirements of the Americans with Disabilities Act of 1990. Contractor agrees not to discriminate in its employment practices, and will render services under this contract without regard to race, color, religion, sex, sexual orientation, national origin, veteran status, political affiliation, or disabilities. Any act of discrimination committed by Contractor, or failure to comply with these statutory obligations when applicable shall be grounds for termination of this contract.

  • 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 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.

  • 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).

  • 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.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • Anti-Discrimination Clause The contractor agrees: (a) to comply with the Kansas Act Against Discrimination (K.S.A. 44-1001 et seq.) and the Kansas Age Discrimination in Employment Act (K.S.A. 44-1111 et seq.) and the applicable provisions of the Americans With Disabilities Act (42 U.S.C. 12101 et seq.) (ADA) and to not discriminate against any person because of race, religion, color, sex, disability, national origin or ancestry, or age in the admission or access to, or treatment or employment in, its programs or activities; (b) to include in all solicitations or advertisements for employees, the phrase "equal opportunity employer"; (c) to comply with the reporting requirements set out at K.S.A. 44-1031 and K.S.A. 44-1116;

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