DISCRIMINATORY HARASSMENT, ADA, AND EEO Sample Clauses

DISCRIMINATORY HARASSMENT, ADA, AND EEO. 71 The CITY agrees not to discriminate against any employee for his/her activities on 72 behalf of, or membership in, the UNION. 73 It is the policy, intent and purpose of both the CITY and the UNION that there should 74 be no discrimination as between members with respect to compensation, terms, conditions 75 or privileges of employment on account of race, color, ethnic or national origin; age; religion 76 or religious creed (or belief, where applicable); sex, including pregnancy, childbirth, 77 breastfeeding, or related medical conditions; sexual orientation; gender, or gender identity; 78 nationality, immigration status, citizenship, or ancestry; marital status; protected military or 79 veteran status; physical or mental disability, medical condition, genetic information or 80 characteristics (or those of a family member); political views or activity; status as a victim of 81 domestic violence, sexual assault, or stalking; or any other basis prohibited under federal, 82 state, or local law. 83 Any complaint that falls under the City of Pocatello Personnel Policy Handbook, 84 General Policies Sections: 1) Equal Employment Opportunity (EEO), 2) Americans with 85 Disabilities Act (ADA) or 3) Discriminatory Harassment will require the full participation of 86 Human Resources in regards to any and all matters of investigation or review. Human 87 Resources will lead the investigation into any complaint subject to any of the listed 88 categories. Additionally, HR will have full access to all data and records associated with the 89 investigation and findings, even those housed within any police department computer 90 system. All original investigation records that are a result of EEO, ADA or Discriminatory 91 Harassment will be housed in Human Resources files. All discipline proceedings will be 92 attended by the HR employee involved in the investigation. In addition, all polices, or 93 procedures, that address discrimination must be reviewed and approved by Human 94 Resources and the Legal department, with adoption by the City Council.
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Related to DISCRIMINATORY HARASSMENT, ADA, AND EEO

  • Discriminatory Vendors An entity or affiliate who has been placed on the discriminatory vendor list may not submit a bid, proposal, or reply on a contract to provide any goods or services to a public entity; may not submit a bid, proposal, or reply on a contract with a public entity for the construction or repair of a public building or public work; may not submit bids, proposals, or replies on leases of real property to a public entity; may not be awarded or perform work as a contractor, supplier, subcontractor, or consultant under a contract with any public entity; and may not transact business with any public entity.

  • 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.

  • Sexual Harassment CONTRACTOR shall have a Sexual and Gender Identity harassment policy that clearly describes the kinds of conduct that constitutes sexual harassment and that is prohibited by the CONTRACTOR’s policy, as well as federal and state law. The policy should include procedures to make complaints without fear of retaliation, and for prompt and objective investigations of all sexual harassment complaints. CONTRACTOR further agrees to provide annual training to all employees regarding the laws concerning sexual harassment and related procedures pursuant to Government Code 12950.1.

  • 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.

  • Harassment The Employer and the Union recognize the right of employees to work in an environment free from harassment, including sexual harassment, as defined by the Employer’s harassment policy.

  • 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.

  • 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.

  • Sexual Harassment Policy The Contractor and all Subcontractors must have a written sexual harassment prevention policy addressing sexual harassment in the workplace and must provide annual sexual harassment training to all employees.

  • 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).

  • Personal Harassment Harassment means engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome. Harassment can be either psychological or physical or it can be a combination of both. It is any behaviour, whether deliberate or negligent, which denies individuals their dignity and respect, is offensive, embarrassing or humiliating to the individual and adversely affects the working environment.

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