Equal Pay Claims Sample Clauses

Equal Pay Claims. An important part of the single status agreement will be the consideration of settlement options in relation to equal pay claims. Such consideration will be undertaken in consultation with the Green Book trade unions, subject to appropriate legal advice and undertaken on a “without prejudice” basis.
Sample 1
AutoNDA by SimpleDocs
Equal Pay Claims. An important part of the single status agreement will be consideration of settlement options in relation to equal pay claims. Such consideration will be undertaken in consultation with recognised trade unions, subject to appropriate legal advice and undertaken on a “without prejudice” basis. Appendix A CEREDIGION COUNTY COUNCIL PAY AND GRADING STRUCTURE GRADING STRUCTURE WITH EFFECT FROM 1ST APRIL 2012 GRADE POINTS BAND PAY BAND MINIMUM MAXIMUM 1 0 - 259 6 - 7 £12,489 £12,787 2 260 - 294 8 - 9 £13,189 £13,589 3 295 - 329 10 - 11 £13,874 £14,733 4 330 - 364 12 - 13 £15,039 £15,444 5 365 - 399 14 - 16 £15,725 £16,440 6 400 - 434 18 - 20 £17,161 £18,453 7 435 - 469 22 - 24 £19,621 £20,858 8 470 - 504 26 - 28 £22,221 £23,708 9 505 - 539 30 - 32 £25,472 £27,052 10 540 - 579 34 - 36 £28,636 £30,011 11 580 - 619 38 - 40 £31,754 £33,661 12 620 - 659 41 - 43 £34,549 £36,313 13 660 - 699 45 - 47 £38,042 £39,855 14 700 - 739 49 - 51 £41,616 £43,335 15 740 - 53 - 55 £45,058 £46,778 Appendix B CEREDIGION COUNTY COUNCIL Honorarium Policy
Sample 1
Equal Pay Claims. 7.1 Although there is no legal requirement to use job evaluation as a means of assessing whether women and men are doing equal work, the Equality Xxx 0000 gives a special role to job evaluation, in that an employer can use a non-discriminatory analytical job evaluation scheme as a defence against an equal pay claim. The NJC supports the Equality and Human Rights Commission advice that job evaluation provides the best means of eliminating discrimination from pay and grading structures.
Sample 1
Equal Pay Claims. 9.22 The Council will indemnify and shall keep indemnified on demand the Partner (and any relevant Sub-Contractor) from and against any Costs which relate to or arise out of any equal pay claims in relation to the employment of any of the Transferring Employees (both by the Council, Partner or any Relevant Sub-contractor) for the period up to the implementation of the job evaluation in accordance with clause 9.20 above. This indemnity will not be limited to the period up to the implementation of the job evaluation in accordance with clause 9.20 above where the equal pay claim is successful as a result of the Council not having implemented the evaluation in accordance with Good Industry Practice.
Sample 1

Related to Equal Pay Claims

  • Equal Pay The Employer shall not discriminate between male and female employees by employing a person of one sex for any work at a rate of pay that is less than the rate of pay at which a person of the other sex is employed for similar or substantially similar work.

  • Non-Discrimination and Equal Opportunity All Parties to this MOU certify that they prohibit, and will continue to prohibit, discrimination, and they certify that no person, otherwise qualified, is denied employment, services, or other benefits on the basis of: (i) political or religious opinion or affiliation, marital status, sexual orientation, gender, gender identification and/or expression, race, color, creed, or national origin; (ii) sex or age, except when age or sex constitutes a bona fide occupational qualification; or (iii) the physical or mental disability of a qualified individual with a disability. The Parties specifically agree that they will comply with Section 188 of the WIOA Nondiscrimination and Equal Opportunity Regulations (29 CFR Part 38; Final Rule December 2, 2016), the Americans with Disabilities Act (42 U.S.C. 12101 et seq.), the Non-traditional Employment for Women Act of 1991, titles VI and VII of the Civil Rights of 1964, as amended, Section 504 of the Rehabilitation Act of 1973, as amended, the Age Discrimination Act of 1967, as amended, title IX of the Education Amendments of 1972, as amended, and with all applicable requirements imposed by or pursuant to regulations implementing those laws, including but not limited to 29 CFR Part 37 and 38.

  • Equal Pay Ordinance Unless an exception applies, Contractor shall comply with the Equal Pay Ordinance codified in San Diego Municipal Code sections 22.4801 through 22.4809. Contractor shall certify in writing that it will comply with the requirements of the EPO.

  • Civil Rights X. Xxxxxxx agrees to comply with state and federal anti-discrimination laws, including:

  • Equal Pay for Equal Work The principle of equal pay for equal work shall apply, regardless of sex.

  • Medical Leave Pursuant to applicable provisions of the Civil Service Rules, County Code, and other law, medical leaves of absence will be granted by the employee’s Department Head upon request only upon submission of a doctor’s certificate or other satisfactory medical evidence of the employee’s need for such leave.

  • Extended Medical Leave A teacher who is unable to teach because of personal illness or disability and who has exhausted all available sick leave shall be granted leave for up to one (1) year. Any request for this leave must state the probable date of return and be accompanied by a verifying physician's statement. If the leave was granted as a result of a work related injury the employee may request and shall be granted a one (1) year extension of this leave. Before returning, such teacher must submit a physician's release. To be eligible for an extended medical leave of absence, an employee must have been actively employed on paid status with APS a minimum of one contract year immediately prior to the leave start date. All intermittent medical leaves will be addressed according to FMLA regulations.

  • Equal Benefits This provision applies to all contracts valued at $50,000 or above, including amendments. The Consultant shall comply with SMC Ch. 20.45 and Equal Benefit Program Rules, which require the Consultant to provide the same or equivalent benefits (“equal benefits”) to domestic partners of employees as the Consultant provides to spouses of employees. At the City’s request, the Consultant shall provide information and verification of the Consultant’s compliance. Any violation of this Section is material breach, for which the City may exercise enforcement actions or remedies defined in SMC Chapter 20.45.

  • ANTI DISCRIMINATION AND ANTI HARASSMENT Contractor and/or any subcontractor shall not unlawfully discriminate against or harass any individual including, but not limited to, any employee or volunteer of the County of Marin based on race, color, religion, nationality, sex, sexual orientation, age or condition of disability. Contractor and/or any subcontractor understands and agrees that Contractor and/or any subcontractor is bound by and will comply with the anti discrimination and anti harassment mandates of all Federal, State and local statutes, regulations and ordinances including, but not limited to, County of Marin Personnel Management Regulation (PMR) 21.

  • Discrimination and Harassment 3.01 The Company shall not discriminate against an employee because of membership in the Union or because of activities authorized herein on behalf of the Union.

Time is Money Join Law Insider Premium to draft better contracts faster.