Equal Employment Opportunity/Affirmative Action. The Employer and the Union agree to work jointly to implement positive and aggressive equal employment opportunity/affirmative action programs to prevent discrimination and to ensure equal employment opportunity in the application of this Agreement. The Agencies covered by this Agreement will provide the Union with copies of equal employment opportunity/affirmative action plans and programs upon request. Progress toward equal employment opportunity/affirmative action goals shall also be an appropriate subject for Labor/Management Committees.
Equal Employment Opportunity/Affirmative Action. The Capitol Region Purchasing Council, an affiliate of the Capitol Region Council of Governments, subscribes to the Council of Governments' policy of Equal Employment Opportunity and Affirmative Action, and pledges to lend its support and cooperation to private and public agencies who are promoting public policy in this vital area of human relations. Vendors will be required to sign the certificate incorporated in the bid document relative to Equal Employment Opportunity and Minority/Female Business Enterprise (if applicable).
Equal Employment Opportunity/Affirmative Action. Section 1. The provisions of this Agreement shall apply equally to all employees in the bargaining unit without regard to race, color, religion, sex, sexual orientation as defined in ORS 174.100, national origin, marital status, age, disability, or political affiliation. The Association further agrees that it will cooperate with the Agency's implementation of applic- able federal and State laws and regulations, including but not limited to Presidential Executive Order 11246 as amended by Presidential Executive Order 11375, pertaining to affirmative action.
Section 2. All complaints alleging any form of discrimination shall be submitted directly to the Agency. A meeting with the employee, if requested by the employee or the Association, will be held within fifteen (15)-calendar days of the receipt of the request. Prior to the conclusion of the meeting, a reasonable effort will be made to resolve the employee's complaint. If, however, the parties cannot reach a satisfactory solution, the Agency, or designated representative, will send the employee and Association a written response to the employee’s complaint within fifteen (15)-calendar days of the meeting or receipt of the complaint if no meeting is held. If the complaint is not satisfactorily resolved at this step, it may be submitted to the Bureau of Labor and Industries pursuant to BOLI rules for resolution.
Section 3. Sexual harassment is considered a form of sex discrimination. No employee shall be subjected to sexual harassment by the Agency, the Association, other employees, or contractors. Unwelcome sexual advances, requests for sexual favors and other deliberate or repeated unsolicited verbal or physical conduct of a sexual nature constitutes sexual harassment when:
a. submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment;
b. submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or
c. such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment.
Equal Employment Opportunity/Affirmative Action. The County of Mendocino has adopted an Equal Employment Opportunity/Affirmative Action Policy Statement that shall govern any and all actions arising from employment discrimination matters. An employee may elect to utilize this policy or the grievance procedure to address a complaint of discrimination.
Equal Employment Opportunity/Affirmative Action. Acxiom represents that it is, and during the Term shall remain, an equal opportunity affirmative action employer. Acxiom certifies that Acxiom does not, and shall not, discriminate against its employees or applicants for employment on any legally impermissible basis and is and shall remain in compliance with all Applicable Laws against discrimination, including Executive Orders 11141, 11246, 11375, 11458, 11625, 11701, and 11758. Acxiom certifies in accordance with 41 CFR Chapter 60-1.8 that its facilities are not segregated and that Acxiom complies with the Equal Opportunity Clause (41 CFR §60-1.4), the Affirmative Action Clause for Handicapped Workers (41 CFR §60-250.4), and the Affirmative Action Clause for Disabled Veterans and Veterans of the Vietnam Era (41 CFR §60-741.4), which are incorporated herein by reference. D&B/Acxiom Confidential Information -95-
Equal Employment Opportunity/Affirmative Action. VETERAN’S EMPLOYMENT - If this order is subject to Executive Order 11710 and the rules, regulations, or orders of the Secretary of Labor issued thereunder the contract clause as set forth at 41 CFR 60-250.4 is hereby included as part of this order. EMPLOYMENT OF HANDICAPPED - if this order is subject to Section 503 of the Rehabilitation Act of 1973, as amended and the rules, regulations or orders of the Secretary of Labor as issued thereunder, the contract clause at 41 CFR 60-741.7 is hereby included as part of this order.
Equal Employment Opportunity/Affirmative Action. BioMarin is a federal (sub)contractor subject to all provisions of E.O. 11246, Sec. 503 of the Rehabilitation Act, and the Vietnam Era Veterans’ Readjustment Act.
Equal Employment Opportunity/Affirmative Action. In connection with Scantron’s performance under this Agreement, unless exempt, the Equal Opportunity Clauses as set forth in Section 202 of Executive Order 11246, as amended, 41 C.F.R. § 1.4(a), Section 402 of the Vietnam Era Veterans Readjustment Act of 1974, as amended, 41 C.F.R. § 250.5(a), Section 503 of the Rehabilitation Act of 1973, as amended, and 41 C.F.R. § 741.5(a) are incorporated by reference. Scantron has developed and maintains an affirmative action program.
Equal Employment Opportunity/Affirmative Action. Section 1. The City and the Union agree to full and unequivocal cooperation in eliminating all unlawful employment discrimination and to assure all personnel programs, policies, and assignments are free from unlawful discrimination practices.
Section 2. An Equal Employment Opportunity (EEO) complaint may be an allegation of unlawful discrimination on the basis of:
2.1 Race, color, religion, sex, national origin, as prohibited by the Civil Rights Act of 1964, as amended.
2.2 Age, as prohibited by the Age Discrimination Act of 1967, as amended.
2.3 Sex, as prohibited by the Fair Labor Standards Act of 1938, as amended.
2.4 Disability, as prohibited by the Americans with Disabilities Act of 1990.
2.5 Marital status or lawful political affiliation as prohibited under Federal Law and Florida Statutes.
2.6 Any other characteristic protected by federal, state, or local law
Section 3. In the case of an EEO complaint based on grounds stated in Section 2 of this Article, the employee may seek recourse exclusively under applicable statutory procedures, and the complaint will be processed in accordance with the current and applicable rules and regulations of the appropriate State, Federal or local agency.
Section 4. The Union and the City agree to fully support the principles of Equal Employment Opportunity, including the City's Affirmative Action efforts or provisions of any present or future court order or consent decree regarding the Union or City or any employee of the City.
Section 5. In the event the laws pertaining to affirmative action are changed by the State or Federal government or by United States Supreme Court decision, the City shall have the right to reopen negotiations for the limited purpose of negotiating an affirmative action provision while the remainder of this Agreement shall remain in full force and effect.
Equal Employment Opportunity/Affirmative Action. Section 1. The City and the Union agree to full and unequivocal cooperation with each other in eliminating all unlawful discrimination and to assure all personnel programs, policies, and assignments are free from unlawful discriminatory practices.
Section 2. The parties recognize that it is mutually beneficial to resolve any problem of allegeddiscrimination as amicably and expeditiously as possible and agree that each shall make a good faith effort to settle such dispute informally within the Department before any formal complaint is filed.
Section 3. There shall be no unlawful discrimination by the City in employment, employment opportunities or job actions on the basis of race, creed, color, religion, age, sex, national origin, legally recognized disability, sexual orientation, familial status or marital status unless one or more of the above constitute a bona fide occupational qualification within the meaning of the law. No present employee will be unlawfully discriminated against or given preference because of any of the above characteristics, unless otherwise required by law.
Section 3.1 Persons with known legally recognized disabilities will be given full consideration for employment and opportunities for advancement in all departments and divisions. The City will offer to such persons reasonable accommodation with respect to the essential functions of the job, provided the person is otherwise qualified to perform the job, and provided further such accommodation does not create undue hardship on City operations.
Section 4. In the case of an EEO complaint based on grounds stated in Section 3 of this Article, the employee may seek recourse exclusively under applicable statutory procedures, and the complaint will be processed in accordance with the current and applicable rules and regulations of the appropriate federal, state, or local agency.
Section 5. The Union agrees to fully support the principles of Equal Employment Opportunity. The Union shall be included in the negotiation of any future consent decrees which affect the Union and its members. The Union and the City agree to abide by any future court- approved consent decree to which both parties have consented.
Section 6. In the event the laws pertaining to affirmative action are changed by the Federal government or by United States Supreme Court decision, the City shall have the right to reopen negotiations for the limited purpose of negotiating an affirmative action provision while the remainde...
