Equity in Employment Sample Clauses

Equity in Employment. 11.2.1 The Parties agree that it is desirable for the University's faculty complement to change over time to reflect the evolving composition of Canadian society, including appropriate representation of the designated groups. 11.2.2 The Parties agree on the following measures: (a) To achieve an equitable balance within Programs, gender under-representation shall be deemed to exist when: (i) Faculty Members of one gender constitute a smaller proportion of the membership of a Program than exists in the pool of recent graduates (as reported by Statistics Canada) for the graduate degree normally required for an appointment at the University in their discipline. (ii) Librarian Members of one gender constitute a smaller proportion of the membership than exists in the pool of recent graduates (as reported by Statistics Canada) in graduate degree programs of librarianship in Canada. (iii) Senior Lab Instructor Members of one gender constitute a smaller proportion of the membership of a Program than exists in the pool of recent graduates (as reported by Statistics Canada) for the graduate degree normally required for an appointment at the University in their discipline. (b) The University shall endeavour to facilitate accessibility to Faculty, Librarian and Senior Laboratory Instructor Member positions by candidates from among members of designated groups; (c) Where there are no female or self-identified applicants for a position by members of designated groups under the employment equity legislation, or where the hiring committee or its equivalent recommends a short-list for interview which does not include a female or self-identified candidate from a designated group, the responsible Xxxx or University Librarian shall review the selection process and the recommendation of the hiring committee and may, in his/her sole discretion, decide to continue with the existing short-list or to extend the competition deadline, or to undertake additional advertising, or to take other measures to widen the applicant pool; (d) Subject to Article 7, the best-qualified person shall always be recommended for appointment. However, where the qualifications of the leading candidates for appointment are substantially equal, and one (1) or more is from a designated group or groups for which under-representation has been found to exist, the most qualified candidate from an under- represented group shall be deemed the best qualified and shall be recommended for appointment; and (e) At the...
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Equity in Employment. 22 2 1 Consistent with the principles of employment equity, the Parties are committed to eliminating or modifying those employment policies, practices, and systems, whether formal or informal, shown to have an unfavourable effect on the appointment, retention, remuneration, and promotion of members of the designated groups . 22 2 2 The University agrees to maintain search procedures in academic units and sub-units which require an (a) advertisements which include the statement that the University is committed to employment equity and welcomes applications from qualified women and men, including persons of all genders and sexual orientations, persons with disabilities, Aboriginal persons, and persons of a visible minority; (b) providing to each chair of a Department (or equivalent) Appointment and Promotion Committee, under 13 .10 and to the chair of the Librarians’ Appointment and Promotion Committee under 14 .8, a copy of the letter of understanding of May 28, 2009 which provides guidelines for fairness and equity in appointments; (c) other such measures as authorized by the Xxxx or University Librarian in consultation with the Chair or equivalent representative of Members of the academic unit or sub-unit, and the Employment Equity Coordinator . 22 2 3 The Parties agree that it is desirable for the University’s employee complement to change over time to reflect the evolving composition of Canadian society, including appropriate representation of the designated groups . (a) Based on a process of self-identification, the University shall maintain an ongoing employee data base to identify membership in the designated groups . (b) “Under-representation” by gender shall be determined as defined in 22.3.3. (c) “Under-representation” of the other designated groups as defined under 22.1 shall be deemed to exist when: (i) Faculty Members of one of these designated groups constitute a smaller proportion of the membership than exists in the national Canadian Accessibility Pool, as reported by Statistics Canada . (ii) Librarian Members of one of these designated groups constitute a smaller proportion of the membership than exists in the national Canadian Accessibility Pool, as reported by Statistics Canada . (d) Where there are no applicants from any of the designated groups for a position, or where the Department (or equivalent) Appointment and Promotion Committee recommends a short-list for interview which does not include a candidate from one of the designated gro...
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Equity in Employment. The NRC will seek to achieve and maintain equity in employment by involving its staff in reviewing new and existing work practices and policies.
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Equity in Employment. 1.10.1.1 Consistent with the Employment Equity Plan of King’s University College, the Parties are committed to eliminating or modifying those employment policies, practices, and systems, whether formal or informal, shown to have an unfavourable effect on the appointment, retention, remuneration, and promotion of members of the equity-seeking groups. 1.10.1.2 The University agrees to maintain search procedures in academic units and sub-units which require an active search for qualified persons from the equity-seeking groups, including: (a) advertisements which include the statement that the University is committed to employment equity and welcomes applications from qualified individuals, including persons of all genders and sexual orientations, persons with disabilities, Indigenous persons, and racialized people (this wording may be revised during the lifespan of this agreement with the approval of both parties to the agreement); (b) providing to each chair of a Department (or equivalent) Appointment and Promotion Committee, a copy the King’s University College Employment Equity Plan and the Best Practices Recruitment and Selection for Faculty which provides guidelines for fairness and equity in appointments; (c) other such measures as authorized by the VPAD in consultation with the Chair or equivalent representative of Members of the academic unit or sub-unit, and the KUCFA Employment Equity Officer. 1.10.1.3 The Parties agree that it is desirable for the University’s employee complement to change over time to reflect the evolving composition of Canadian society, including appropriate representation of the equity-seeking groups. (a) Based on a process of self-identification, the University in conjunction with KUCFA shall maintain an ongoing employee data base to identify membership in the equity-seeking groups.
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Equity in Employment. 22.2.1 Consistent with the principles of employment equity, the Parties are committed to eliminating or modifying those employment policies, practices, and systems, whether formal or informal, shown to have an unfavourable effect on the appointment, retention, remuneration, and promotion of members of the designated groups. 22.2.2 The University agrees to maintain search procedures in academic units and sub-units which require an active search for qualified persons from the designated groups, including: (a) advertisements which include the statement that the University is committed to employment equity and welcomes applications from all qualified women and men, including persons in a visible minority, persons with disabilities, and aboriginal people; (b) other such measures as authorized by the Xxxx or University Librarian in consultation with the Chair or equivalent representative of Members of the academic unit or sub-unit, and the Employment Equity Coordinator. 22.2.3 The Parties agree that it is desirable for the University's employee complement to change over time to reflect the evolving composition of Canadian society, including appropriate representation of the designated groups. (a) Based on a process of self-identification, the University shall maintain an ongoing employee data base to identify membership in the designated groups. (b) Under-representation" by gender shall be deemed to exist when: (i) the number of female faculty Members of an academic unit or sub- unit is two (2) standard deviations below the five-year running mean of the number of female doctoral candidates in the discipline (as reported by Statistics Canada). (ii) Librarian Members of one gender constitute a smaller proportion of the membership than exists in the pool of students (as reported by Statistics Canada) in graduate degree programs of librarianship in Canada. (c) Under-representation" of the other designated groups (i.e., aboriginal peoples, persons with disabilities, persons in a visible minority) shall be deemed to exist when: (i) Faculty Members of one of these designated groups constitute a smaller proportion of the membership than exists in the national Canadian Accessibility Pool, as reported by Statistics Canada. (ii) Librarian Members of one of these designated groups constitute a smaller proportion of the membership than exists in the national Canadian Accessibility Pool, as reported by Statistics Canada. (d) Where there are no applicants from any of the desig...
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Equity in Employment. I.2.7.1 The parties are committed to establishing equitable and inclusive opportunities for employment and agree to work together through bilateral consultation and negotiations to identify and address systemic barriers, particularly those experienced by members of underrepresented groups. I.2.7.2 The University will collect self-reported demographic data from members, through the Human Resources Information System, and use those data to produce aggregate statistics regarding the representation of the underrepresented groups designated at I.1 in the bargaining unit, and will report these annually to the Xxxxxxx, or designate, with copy to the Association. I.2.7.3 For all individual faculty and librarian competitions for advertised positions, the committee responsible for hiring shall prepare a statistical report to the Xxxx or University Librarian (as appropriate), specifying the total number of applicants and, where the information is voluntarily disclosed by the applicants, the number and percentage of those who identify as members of underrepresented groups. The Xxxxxxx’x Office shall then compile these statistical reports, with copies to the Association. I.2.7.4 All persons involved in personnel decisions, including those relating to hiring, tenure/permanency, promotion, and merit, and/or the assessment of a member’s professional performance must have successfully completed a Trent-approved program of training, within the last five years, with respect to equity, diversity, and inclusion.
Sample 1

Related to Equity in Employment

  • in Employment If the total value of this contract is in excess of $10,000, Pur- chaser agrees during its performance as follows:

  • EQUAL OPPORTUNITY IN EMPLOYMENT The parties to this Agreement agree that during the performance of the services under this Agreement they will not discriminate against any employee or applicant for employment because of race, color, religion, sex, or national origin. The parties to this Agreement will take affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, color, religion, sex, or national origin. Such action shall include, but not be limited to the following: employment, upgrading, demotion, or transfer; termination; rates of pay or other forms of compensation, and selection for training, including apprenticeship.

  • Change in Employment Status The District shall promptly notify the OEA Membership Specialist whenever an employee in the bargaining unit is placed on an unpaid leave of absence, retires, is laid off, resigns, or changes their name.

  • An Employee once sent on annual leave shall not be recalled for duty except by mutual agreement between the Employer and Employee.

  • Leave When Employment Terminates When the employment of an employee is terminated for any reason, the employee or his/her estate shall, in lieu of earned but unused vacation leave, be paid an amount equal to the product obtained by multiplying the number of days of earned but unused vacation leave by the daily rate of pay applicable to the employee immediately prior to the termination of his/her employment.

  • TEACHER EMPLOYMENT 8.1. The Board agrees to employ only those teachers who hold at least a bachelors degree from an accredited college or university and are certifiable by the New Hampshire State Department of Education. This provision shall not apply in the instance where the availability of personnel is critical and an appropriate waiver is granted by the New Hampshire State Department of Education. 8.2 Teachers shall not be assigned outside the scope of their teacher certification and major or minor field of study except temporarily and for good cause. 8.3 For purposes of this Agreement, the period of service shall not be more than one hundred eighty-nine (189) days, including a maximum of 180 teaching days. Non- teaching days will include at least the following: Pre-School Year Faculty Meetings 1 Parent-Teacher Conferences 2 Teacher In-Service 3 Teacher Planning Days 2 Professional Development Day 1 Total Contract Days 9 The agenda for the Teacher Planning Days will be set by the teaching staff in each building, and shall be used for teachers to plan curriculum and/or curriculum development only. The Teacher Planning Days will be scheduled either immediately prior to the first day of school, during the school year, and/or after the last day of school, but no later than June 30. The Professional Development Day shall be scheduled in the fall and devoted to any activity that furthers the individual teacher’s Professional Growth Plan. Parent- Teacher Conferences will be scheduled to accommodate and meet the needs of parents. Two (2) weeks notice will be given for make-up days. Teachers new to the District may be required to report one extra day. 8.4 Teachers employed by the District will be given an individual contract (See Appendix C-1 and C-2 attached hereto) each year of their employment. The contract will include teaching assignment, years of service, continuing contract status and annual salary. Continuing contract status will be issued according to NH RSA 189:14-a. The notice of employment shall require that teachers certify they hold a valid New Hampshire certificate, license, or permit to teach. The Board agrees to reimburse for half of the State mandated recertification fee. The individual contract shall be subject to and consistent with the terms and conditions of this Agreement. 8.5 The workday shall begin for those teachers who have assigned duties at a time consistent with the individual schedules of each building. Those teachers who do not have duties before the start of the school day shall be required to report twenty (20) minutes prior to the first scheduled homeroom or class in their building each day. The workday for teachers will end at such time as necessary to carry out their professional duties including, but not limited to, faculty meetings, conferences with parents or students, extra help, open house, or conferences with administrators as required. Such meetings shall be of reasonable duration with end of day faculty meetings being no more than one (1) hour. Otherwise, the teacher workday shall end ten (10) minutes after the last period or class in their building each day, except for those teachers who have assigned duties consistent with the individual schedule of each building. In-service activities or workshops that are required of teachers by administrators will be conducted during the time regular classes are scheduled. Nurses shall not be assigned duties, such as bus duty or recess duty, before, during or after the school day. School counselors may be excused from such duties with the approval of the building administration. 8.6 The Board will make every effort to provide a thirty (30) minute duty-free uninterrupted lunch period. In the event that a thirty minute lunch is not available for all teachers, a committee made up of three teachers appointed by the Association and three persons appointed by the Board shall study the situation and issue a report with recommendations as to how the thirty minute lunch period might be implemented for all teachers prior to the next annual District meeting. However, in no instance shall it be less than twenty (20) minutes. When a thirty (30) minute time period is not scheduled, teachers of self-contained classrooms will be provided a fifteen (15) minute relief period each day. 8.7 The administration will make every effort to provide at least 3.5 hours per week as preparation time for teachers in grades Pre-K – 8. 8.8 Teachers will be notified of their employment status and teaching assignments on or before April 15th, and will return their contract signed, no later than May 1st; however, a teacher’s request for extension of the May 1 deadline may be granted for extenuating circumstances at the Superintendent’s discretion. In the event a teacher rejects a reassignment, the teacher shall be employed to fill any open position which may then be available, provided the Superintendent recommends to the Board that the teacher is qualified and certifiable. A teacher's refusal to accept the reassignment, or any open position which then may be available shall constitute a termination of contract without prejudice. Any change in assignment after April 15th shall be considered an involuntary transfer and shall be effected only for cause. 8.9 When involuntary transfers are effected for a necessary reduction in a school's staff allocation due to reduced student enrollments or the closing and/or consolidation of a building, resignations or leaves of absence, said transfers will be made on the basis of years of service in the District; that teachers in the affected building possessing the least amount of service and applicable certification being transferred first. Such transfer due to resignation or leave of absence shall be for a period not to exceed one (1) year. 8.10 Teachers actively engaged in credited coursework and/or matriculated in degree programs, should give notice by November 1 of their intent to pursue a salary lane change in the following year. All paperwork and formal grade documentation must be filed with the Superintendent’s office by August 1 in order for the salary adjustment to take effect for the upcoming contract year. Time requirements specified in this section may be extended by mutual agreement. 8.11 The Board agrees to submit to the Association for its consideration, suggestions for the school calendar on or before January fifteenth (15th) of the preceding year. The Board reserves the right to establish the school calendar and to make appropriate changes at any time.

  • Non-Discrimination in Employment 9.3.1 CONTRACTOR shall comply with Executive Order 11246, entitled “Equal Employment Opportunity,” as amended by Executive Order 11375, and as supplemented in Department of Labor regulations (Title 41 CFR Part 60). 9.3.2 All solicitations or advertisements for employees placed by or on behalf of CONTRACTOR shall state that all qualified applicants will receive consideration for employment without regard to race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, military and veteran status, or any other protected group, in accordance with the requirements of all applicable federal or State laws. Notices describing the provisions of the equal opportunity clause shall be posted in a conspicuous place for employees and job applicants. 9.3.3 CONTRACTOR shall refer any and all employees xxxxxxxx of filing a formal discrimination complaint to: California Department of Fair Employment 0000 Xxxxxx Xxxxx, Xxxxx 000 Elk Grove, CA 95758 Telephone: (000) 000-0000 (000) 000-0000 (TTY)

  • Summer Employment 5.10.1 Summer employment is defined as temporary employment of employees during their non-contract days between the end of one school year and the beginning of the next school year in classifications covered by this agreement. 5.10.2 All terms and conditions of this agreement shall be in force throughout any period of "summer employment" except for any deviations specifically addressed in thissection. 5.10.3 Employees who wish to be employed in summer employment must apply for a position(s) advertised on the district's employment website as temporary summer positions become available. 5.10.4 Employees shall be eligible for summer employment according to the employee's classification, district wide seniority, training, experience, and skills and the needs of the district.

  • Permanent Employment (FULL - TIME & PART-TIME)

  • Other Employment Executive shall not be obligated to seek other employment in mitigation of the amounts payable or arrangements made under this section 3, and the obtaining of any such other employment shall in no event result in any reduction of Company’s obligations to make the payments and arrangements required to be made under this section 3, except to the extent otherwise specifically provided in this Agreement.

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