Discrimination to be Grieved Sample Clauses

Discrimination to be Grieved. A bargaining unit member who wishes to assert a claim of discrimination as defined in ORC 4167 shall use the grievance procedure in this Contract as the means for asserting such a claim.
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Discrimination to be Grieved. A bargaining unit member who wishes to assert a claim of discrimination as defined in Section 4167 of the Ohio Revised Code shall use the grievance procedure in this contract as the means for asserting such a claim.
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Discrimination to be Grieved. A teacher who wishes to assert a claim of discrimination as defined in Chapter 4167 of the Revised Code may use the grievance procedure in this Contract as the means for asserting such a claim.
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Discrimination to be Grieved. A bargaining unit member who wishes to assert a claim of discrimination as defined in Chapter 4167 of the Revised Code shall use the grievance procedure in this contract as the means for asserting such a claim. 1006 Internal Substitution Every reasonable attempt will be made to provide substitute teachers, duly certificated, to each staff member to whom class responsibilities are assigned. In the event of a duly certificated substitute being unavailable, the following steps should be taken in the order listed: 1. A substitute teacher certificated at a different level or area will be assigned, if available. 2. A regular teacher may volunteer to cover a class where an assigned substitute is not available and shall be paid one hour at the extra duty pay. 3. If there is no substitute or no volunteer, then all certificated staff members (no preferences will be granted) on administrative duty will be reassigned to cover a class as needed. 4. After steps one through three of 1006 have been progressively attempted, a regular teacher will be assigned to cover a class on an emergency basis. This will occur on a rotation basis and only once a year and the teacher will be paid double the extra duty rate one (1) time. 5. The TCTCEA President will be notified by the Director or the Director’s office when a teacher is assigned on the emergency basis. All qualified members of the bargaining unit who make a timely application shall have preference over outside applicants for summer school, intervention, remediation, and nighttime teaching positions except those positions arranged pursuant to customized training contracts between the Board and outside clients who shall designate students for such training or class which is not being offered to the community as a whole. Employment in these positions is through the Adult Education program and such employment shall not be governed by the terms of this Agreement. 1008 Class Size instructor in academic, laboratory, or technical classes. Because an enrollment of more than 25 students could be achieved at any time of the year, it is agreed for the benefit of both the TCTCEA member and the TCTC district that the $500 will be divided into two equal parts, one for the first semester, and one for the second semester. The $250 dollars will be paid to the staff member at the end of each semester in which a condition of more than 25 students exist after the first full week in October or for any week of the second semester.
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Discrimination to be Grieved. A bargaining unit member who wishes to assert a claim of discrimination as defined in Chapter 4167 of the Revised Code shall use the grievance procedure in this contract as the means for asserting such a claim. 1006 Internal Substitution Every reasonable attempt will be made to provide substitute teachers, duly certificated, to each staff member to whom class responsibilities are assigned. In the event of a duly certificated substitute being unavailable, the following steps should be taken in the order listed: 1. A substitute teacher certificated at a different level or area will be assigned, if available. 2. A regular teacher may volunteer to cover a class where an assigned substitute is not available and shall be paid one hour at the extra duty pay. 3. If there is no substitute or no volunteer, then all certificated staff members (no preferences will be granted on administrative duty will be reassigned to cover a class as needed.) 4. After steps one through three of 1006 have been progressively attempted, a regular teacher will be assigned to cover a class on an emergency basis. This will occur on a rotation basis and only once a year and the teacher will be paid double the extra duty rate one (1) time. 5. The TCTCEA President will be notified by the Director or the Director’s office when a teacher is assigned on the emergency basis.
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Discrimination to be Grieved. A bargaining unit member who wishes to assert a claim of discrimination as defined in Chapter 4167 of the Revised Code may use the grievance procedure in this Contract as the means for asserting such a claim.
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Related to Discrimination to be Grieved

  • 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/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.

  • 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.

  • 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 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.

  • 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.

  • Covenant Against Discrimination Consultant covenants that, by and for itself, its heirs, executors, assigns, and all persons claiming under or through them, that there shall be no discrimination against or segregation of, any person or group of persons on account of race, color, creed, religion, sex, gender, sexual orientation, marital status, national origin, ancestry or other protected class in the performance of this Agreement. Consultant shall take affirmative action to insure that applicants are employed and that employees are treated during employment without regard to their race, color, creed, religion, sex, gender, sexual orientation, marital status, national origin, ancestry or other protected class.

  • General non-discrimination No person shall, on the grounds of race, color, religion, ancestry, gender, age (over 40), national origin, medical condition (cancer), physical or mental disability, sexual orientation, pregnancy, childbirth or related medical condition, marital status, or political affiliation be denied any benefits or subject to discrimination under this Agreement.

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