Equity Statement. 19:01 The parties agree to participate in the Joint University-wide Employment Equity Co- ordinating Committee (consisting of representatives from Unifor Local 2458, Unifor Local 2458 - Engineers, Unifor Local 2458 Part-Time, CUPE Local 1393, CUPE Local 1001, CUPE Local 4580, Unifor Local 195, Faculty Association, and Non-Union Administration) to address issues concerning employment equity at the University of Windsor. Decisions of such Committee/Subcommittees must be ratified by each individual constituency as applicable (Unifor Local 2458, Unifor Local 2458 -Engineers, Unifor Local 2458 Part-Time, CUPE Local 1393, CUPE Local 1001, CUPE Local 4580, Unifor Local 195, Faculty Association, and Non-Union Administration).
Equity Statement. Xxxxx County Community Services recognizes past and present injustice and we work to heal it. We believe that everyone deserves to live a healthy and safe life. We have a moral obligation to support all members of our community who are underserved and underrepresented. To achieve more equitable services, we must be inclusive and work in partnerships within our community. We use our commitment to equity to inform everything we do to address disparities. We actively listen to, and center, the voices of those who have been historically underrepresented in order to challenge structural and institutional racism and discrimination. We honor and respect the experiences and perspectives of the people we serve. We look inward to challenge our own beliefs and barriers. We engage and support diverse communities so that they thrive. We celebrate our community becoming more diverse and hold that our journey and success are intertwined with each other. 1. ACCESS, MONITORING AND INSPECTIONS 2. AMERICANS WITH DISABILITIES ACT 3. ANTI-LOBBYING
Equity Statement. The negotiation of COVID leave and other benefits serves to provide additional leave protections and childcare options for our employees during this unprecedented and challenging time regardless of appointment type or part- time/full-time status. The negotiation of a one-time payment more equitably calibrates financial benefit against normal earnings. The County remains committed to an equity-minded approach in our work with our labor colleagues to best leverage our limited resources to support our employees in meaningful ways.
Equity Statement. A commitment to building positive, purposeful relationships with every student and every family so that barriers to learning at high levels are removed. Diversity among Xxxxxxxx families and staff is valued, sought, and embraced. Student backgrounds (ability, racial, ethnic, religious, gender, gender identity, class, traumatic experiences) do not limit teacher expectations of student outcomes. Resources are allocated so that every student gets what they need. The goal of the equity statement is to provide a great education for every student every day. ● Students need clean and safe facilities to ensure a great educational ● Facilities should provide the best physical environment for learning to ● All District schools should provide consistent and equitable HES (formerly WFF) Facility Services • Xxxxxxxx entered into the original agreement in July of 2017. • The contract was for a 3-year agreement with the option for two 1-year extensions. • 1-year extensions have been approved by the Board of Education each year. HES Facility Services • 57 HES employees currently serve Ritenour. • Services include: – General cleaning in all schools – Event set up/tear down in all schools – Special project cleaning – Other duties as assigned • Improving Service – RSD staff that were very critical of cleaning in Ritenour last year have commented that they have seen improvement. – In 2022, the Board of Education committed to a minimum hourly wage of $15 for custodians resulting in RSD and HES being fully staffed. • HES is currently overstaffed. • The current starting rate for HES custodians is $15.34. • Improving Service – RSD and HES continue to be committed to professional development, training, and employee satisfaction in order to improve custodial service. – A change in HES leadership and the addition of an RSD evening supervisor have led to higher accountability.
Equity Statement. As the leading organization in the Midwest dedicated to solving the complex water resource challenges facing the Upper Mississippi River Basin, UMRBA recognizes the essential importance of including all people and communities in the process of creating and implementing solutions to these challenges. UMRBA welcomes, respects, and appreciates all of the ways individuals identify by race, ethnicity, gender identity, sexual orientation, religion, disability, and socioeconomic stratum, and is consistently striving to expand the range of voices, experiences, and perspectives that are heard in the discussions we convene throughout the Basin. UMRBA is also committed to understanding and addressing the impact that its policies and programs have on different people and communities, and working to ensure equity in opportunity and outcomes. A quality management plan and quality assurance project plan are not applicable to this workplan. UMRBA will not be utilizing subawards for this workplan. • Reduced nutrient pollution in the Upper Mississippi River • More engagement and participation by traditional and non-traditional stakeholders in the Basin • More effective collaboration among states and their executive agencies • Data, analysis, and information about status and trends in nutrient pollution in the Upper Mississippi River • Interstate actions that contribute to nutrient pollution reduction in the Upper Mississippi River • Annual evaluations of interstate actions to continuously improve design and implementation • Messages, meetings, workshops, and other stakeholder participation opportunities • Regular meetings of the UMR Hypoxia Sub-Basin Committee and its work teams • An integrated Upper Mississippi Nutrient Reduction Strategy • An Adaptive Management Framework • An Upper Mississippi Nutrient Reduction Communications Plan • Notes and records of meetings of the UMR Hypoxia Sub-Basin Committee and its work teams For the project period of October 1, 2023 to September 30, 2026 (federal fiscal years 2024 through 2026), the proposed milestone schedule is as follows in Table 3. Table 3: Milestones for accomplishing workplan tasks. An “X” denotes when the tasks are expected to be completed. Note that subtasks associated with each task are potential routes to accomplish the tasks but are subject to change. Compile the separate state nutrient reduction strategies into an integrated Upper Mississippi River Nutrient Reduction Strategy and identify important interstate acti...
Equity Statement. The County of Sonoma supports fair, accessible, and relevant services that promote equity and social justice for families and individuals. In January 2021, Sonoma County’s Board of Supervisors approved a five-year strategic plan, which includes a Racial Equity and Social Justice pillar. The pillar is made up of specific goals and objectives that will lead to normalizing, organizing, and operationalizing a new way of seeing our challenges, conducting analysis, and implementing new policies to ensure a workforce reflective of the community we serve and to achieve racial equity in County service provision.
Equity Statement. The Employer and the Union agree that having a workforce representative of the community as a whole, promoting job and promotional opportunities to people across the diverse cultures of the community and demonstrating the city's commitment to advancing equity are important and worthwhile. The Employer and Union agree to work together to advance these priorities.
Equity Statement. The Xxxxxxx University Magnet School System intentionally disrupts the historical imbalance of power and privilege that continues to marginalize our scholars and community. As a reflective system, all administrators and members of the learning community strive to eradicate the biases and prejudices of race, socioeconomic status, gender identity and expression, education, age, ability, ethnicity, culture, sexual orientation, language, nationality, and religion that impact our scholars as they pursue their education. Therefore, all administrators and members of the learning community honor and affirm the diverse experiences of others to empower scholars to create a more just and equitable world.
Equity Statement. The Xxxxxxx University Magnet School System intentionally disrupts the historical imbalance of power and privilege that continues to marginalize our scholars and community. As a reflective system, all teachers and members of the learning community strive to eradicate the biases and prejudices of race, socioeconomic status, gender identity and expression, education, age, ability, ethnicity, culture, sexual orientation, language, nationality, and religion that impact our scholars as they pursue their education. Therefore, all teachers and members of the learning community honor and affirm the diverse experiences of others to empower scholars to create a more just and equitable world.
A. The Board hereby recognizes the Association as the exclusive bargaining representative of all employees in the “teachers’ bargaining unit” as defined by Xxxx. Gen. Stat. § 10-153b(a).
B. The Board agrees that it will not negotiate or confer with any individual or organization of teachers, other than the Association as long as said Association retains organizational recognition status.
C. It is recognized that the Board has and will continue to retain, whether exercised or not, the sole and unquestioned right, responsibility, and prerogative to direct the operation of GUMS in all its aspects, including but not limited to the following:
1. To create, abolish or maintain programs and other educational activities as, in its judgment, will best serve the interest of GUMS;
2. To decide the need and type of facilities;
3. To determine the care, maintenance, and operation of facilities with buildings, lands, apparatus and other property in its control;
4. To employ, assign, and transfer teachers, and to prescribe and enforce rules and regulations for the maintenance of employee discipline and for the performance of work;
5. To prescribe rules for the management, studies, classification and discipline for GUMS programs;
6. To decide textbooks, curriculum, and procedures to be used to implement programs;
7. And, in general, to control, supervise, and manage the operations of the GUMS and its professional staff under governing laws, and to establish or continue policies, practices and procedures for the conduct of Board business and the management of its operations, and from time to time, to change or abolish such policies, practices or procedures. These rights, responsibilities and prerogatives are not subject to delegation in whole or in part, except that the same shall not be exercis...
Equity Statement. UCT is committed to the pursuit of excellence, diversity and redress in achieving its equity targets. Our Employment Equity Policy is available at xxxx://xxx.xxx.xx.xx/downloads/xxx.xx.xx/about/policies/eepolicy.pdf
