Common use of Equal Employment Opportunity/Affirmative Action Clause in Contracts

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. 33 Section 1. The provisions of this Agreement shall apply equally to all employees in 34 the bargaining unit without regard to race, color, religion, sex, sexual orientation as defined 1 in ORS 174.100, national origin, marital status, age, disability, or political affiliation. The 2 Association further agrees that it will cooperate with the Agency's implementation of applic- 3 able federal and State laws and regulations, including but not limited to Presidential 4 Executive Order 11246 as amended by Presidential Executive Order 11375, pertaining to 5 affirmative action. . 7 Section 2. All complaints alleging any form of discrimination shall be submitted 8 directly to the Agency. A meeting with the employee, if requested by the employee or the 9 Association, will be held within fifteen (15)-calendar days of the receipt of the request. Prior 10 to the conclusion of the meeting, a reasonable effort will be made to resolve the 11 employee's complaint. If, however, the parties cannot reach a satisfactory solution, the 12 Agency, or designated representative, will send the employee and Association a written 13 response to the employee’s complaint within fifteen (15)-calendar days of the meeting or 14 receipt of the complaint if no meeting is held. If the complaint is not satisfactorily resolved 15 at this step, it may be submitted to the Bureau of Labor and Industries pursuant to BOLI 16 rules for resolution. . 18 Section 3. Sexual harassment is considered a form of sex discrimination. No 19 employee shall be subjected to sexual harassment by the Agency, the Association, other 20 employees, or contractors. Unwelcome sexual advances, requests for sexual favors and 21 other deliberate or repeated unsolicited verbal or physical conduct of a sexual nature 22 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. 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 applicable 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. ‌ 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.