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Harassment and Discrimination Contrary to Human Rights Sample Clauses

Harassment and Discrimination Contrary to Human Rights. 21.3.1 The Parties consider harassment and discrimination contrary to the Human Rights Code to be a serious offence which violates fundamental human rights, personal dignity and integrity. Allegations of harassment and discrimination contrary to Human Rights against a Member shall be dealt with pursuant to Article 20.
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Harassment and Discrimination Contrary to Human Rights. 21.3.1 The Parties consider harassment as described in the University’s Harassment/Discrimination Complaint Policy and Procedure (the “Policy”) to be a serious offence which violates fundamental human rights, personal dignity and integrity. 21.3.2 This section applies to any Member who either elects to proceed by a complaint (the “Complainant”) under the Policy as per Article 21.1.2, or is named as a respondent (the “Respondent”) to a complaint made under the Policy. 21.3.3 Except as hereinafter provided, the Policy applies to all Members. Amendments to the Policy during the term of this Agreement shall only apply to Members with the consent of the Association. 21.3.4 The Respondent to a complaint made under the Policy is bound by the provisions of the Policy until such time as a formal hearing has been completed and a sanction, if any, has been imposed on the Respondent pursuant to the provisions of the Policy. 21.3.5 The Respondent may either appeal the finding of harassment/discrimination and/or the sanction determined by the Harassment/Discrimination Complaint Board pursuant to the appeal procedures set out in the Policy or pursuant to the provisions of the grievance procedure in Article 19. The Respondent shall, within ten (10) working days of the final disposition of the matter by the Harassment/Discrimination Complaint Board, advise the Secretary of the University in writing that he/she wishes to appeal under the Policy or grieve under this Collective Agreement the decision of the Harassment/Discrimination Complaint Board as to responsibility and/or sanction. 21.3.6 In the event that a Complainant seeks to appeal the decision of the Harassment/Discrimination Complaint Board as to responsibility and/or sanction, the appeal or grievance of the Respondent shall be held in abeyance pending the conclusion of the Complainant’s appeal. 21.3.7 Within ten (10) working days following the disposition of the Complainant’s appeal, if any, or of the Respondent’s notice to the Secretary of the University pursuant to Article 21.3.5, of a Notice of Appeal, the Respondent shall consult with the Association to determine whether the Association will support a grievance in respect of the finding of responsibility and/or sanction. Within ten (10) working days of the initiation of consultation with the Association, the Respondent shall advise the Secretary of the University whether the Respondent wishes to continue with the appeal procedure under the Policy or pursue a gr...
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Harassment and Discrimination Contrary to Human Rights. 21.3.1 The Parties consider harassment as described in the University’s Harassment/Discrimination Complaint Policy and Procedure (the “Policy”) to be a serious offence which violates fundamental human rights, personal dignity and integrity. 21.3.2 Except as hereinafter provided, the Policy applies to all Members. Amendments to the Policy during the term of this Agreement shall only apply to Members with the consent of the Association. 21.3.3 A Member who is a respondent to a complaint made under the Policy (the “Respondent”) is bound by the provisions of the Policy until such time as a formal hearing has been completed and a sanction, if any, has been imposed on the Respondent pursuant to the provisions of the Policy. 21.3.4 The Respondent may either appeal the finding of harassment/discrimination and/or the sanction determined by the Harassment/Discrimination Complaint Board in accordance with the appeal procedures set out in the Policy or pursuant to the provisions of the grievance procedure in Article 19. The Respondent shall, within ten
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Harassment and Discrimination Contrary to Human Rights. 21.3.1 The Parties consider harassment as described in the University’s Harassment/Discrimination Complaint Policy and Procedure (the “Policy”) to be a serious offence which violates fundamental human rights, personal dignity and integrity.
Sample 1Sample 2
Harassment and Discrimination Contrary to Human Rights. The previous language was deleted and now reads “The Parties consider harassment and discrimination contrary to the Human Rights Code to be a serious offence which violates fundamental human rights, personal dignity and integrity. Allegations of harassment and discrimination contrary to Human Rights against a Member, shall be dealt with pursuant to Article 20. “ MOA – When a Member is under investigation and has been imposed discipline, and the Association has filed a grievance, the Association may request to have access to the investigation report. The University shall prepare a Solicitor’s undertaking, which the Association will execute and the University shall facilitate access to a hard copy of the report to the Association.
Sample 1

Related to Harassment and Discrimination Contrary to Human Rights

  • Harassment and Discrimination The parties agree that the process for dealing with harassment for reasons not specifically prohibited by the Ontario Human Rights Code is an appropriate subject matter at Labour Management Committee meetings. BETWEEN: AND: The Employer agrees that employees may be permitted to transfer at the Employer's discretion from one nursing home to another for their own personal convenience and at their own expense, subject to the following conditions:

  • Discrimination and Harassment All members of the Appointments Committee shall be supplied with written information about the content and application of relevant federal and provincial legislation, and about University policies, relating to employment equity and federal immigration requirements. In accord with the provisions of the Article Employment Equity, Members shall familiarize themselves with such information as a condition of serving on the Appointments Committee. Furthermore, the Employer shall ensure that the Committee is aware of the relevant legislation and University policies, and the University Librarian or Xxxx and the Members participating in the work of the Committee shall share responsibility for ensuring that the relevant legislation and University policies are followed throughout the deliberations of the Committee. The Committee may call upon the Office of Equity and Human Rights Services for assistance.

  • NO DISCRIMINATION/HARASSMENT 4.01 The Employer and the Union agree that there shall be no discrimination, interference, restriction or coercion exercised or practiced with respect to any Employee(s) in the matter of hiring, wage rates, training, upgrading, promotion, transfer, lay- off, recall, discipline, classification, discharge or otherwise by reason of age, race, creed, national origin, religious affiliation, political affiliation, sex, sexual orientation, place of residence, marital status or disability subject to bona fide occupational requirements, family status, colour, ancestry, receipt of public assistance, nor by reason of membership or activity in the Union.

  • 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.

  • Human Rights 14.1 The Recipient shall (and shall use its reasonable endeavours to procure that its staff shall) at all times comply with the provisions of the Human Rights Xxx 0000 in the performance of this Agreement as if the Recipient were a public body (as defined in the Human Rights Act 1998). 14.2 The Recipient shall undertake, or refrain from undertaking, such acts as the Funder requests so as to enable the Funder to comply with its obligations under the Human Rights Xxx 0000.

  • Nondiscrimination and Equal Opportunity Consultant shall not discriminate, on the basis of a person’s race, religion, color, national origin, age, physical or mental handicap or disability, medical condition, marital status, sex, or sexual orientation, against any employee, applicant for employment, subcontractor, bidder for a subcontract, or participant in, recipient of, or applicant for any services or programs provided by Consultant under this Agreement. Consultant shall comply with all applicable federal, state, and local laws, policies, rules, and requirements related to equal opportunity and nondiscrimination in employment, contracting, and the provision of any services that are the subject of this Agreement, including but not limited to the satisfaction of any positive obligations required of Consultant thereby. Consultant shall include the provisions of this Subsection in any subcontract approved by the City or this Agreement.

  • Non-Discrimination Ordinance Contractor shall not discriminate on the basis of race, gender, gender expression, gender identity, religion, national origin, ethnicity, sexual orientation, age, or disability in the solicitation, selection, hiring or treatment of subcontractors, vendors or suppliers. Contractor shall provide equal opportunity for subcontractors to participate in subcontracting opportunities. Contractor understands and agrees that violation of this clause shall be considered a material breach of the Contract and may result

  • NO DISCRIMINATION OR HARASSMENT 14.01 There shall be no discrimination, interference, restriction, coercion, harassment, intimidation or any disciplinary action exercised or practiced with respect to an employee by reason of race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability, conviction for which a pardon has been granted, or union affiliation. 14.02 Grievances arising from Article 14.01 shall first be dealt with through an alternate dispute resolution process (ADR) as agreed to by the parties. Once alternate dispute resolution mechanisms are agreed to by the parties, the grievance will be held in abeyance pending the results of the ADR process. Furthermore, employees are precluded from other avenues of redress, save and except applicable legislative procedures, until the ADR process has concluded. The ADR process shall not result in any unreasonable delay. 14.03 Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint.

  • Anti-Discrimination Clause The contractor agrees: (a) to comply with the Kansas Act Against Discrimination (K.S.A. 44-1001 et seq.) and the Kansas Age Discrimination in Employment Act (K.S.A. 44-1111 et seq.) and the applicable provisions of the Americans With Disabilities Act (42 U.S.C. 12101 et seq.) (ADA) and to not discriminate against any person because of race, religion, color, sex, disability, national origin or ancestry, or age in the admission or access to, or treatment or employment in, its programs or activities; (b) to include in all solicitations or advertisements for employees, the phrase "equal opportunity employer"; (c) to comply with the reporting requirements set out at K.S.A. 44-1031 and K.S.A. 44-1116;

  • Civil Rights A. Xxxxxxx agrees to comply with state and federal anti-discrimination laws, including: i. Title VI of the Civil Rights Act of 1964 (42 U.S.C. §2000d et seq.); ii. Section 504 of the Rehabilitation Act of 1973 (29 U.S.C. §794); iii. Americans with Disabilities Act of 1990 (42 U.S.C. §12101 et seq.);

Most Referenced Clauses

Most Referenced Definitions