Lockean liberalism Sample Clauses

Lockean liberalism. Below I seek to corroborate the standard view that Xxxxx is an archetype classical liberal: indeed, that the tradition depends heavily on his thought. However, my core aim is to set out a particular set of coherent liberal tenets that I contend can be valuably described as comprehensively Lockean. My aim here is not to describe a particular theoretical trend over time, therefore — although many theorists have been inspired by Xxxxx’x approach to liberalism — but rather to posit a coherent liberal theory, built from Xxxxx’x notable relevant ideas.
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Lockean liberalism. I shall now return to my opening claim that to be a liberal is to have: a philosophical conception of both individual and societal freedom; a central commitment to freedom as a value, and a theory of freedom’s relation to (any) other values; and an adherence to a full moral worldview on which freedom is particularly significant, and on which it plays a particularly significant part in grounding a conception of legitimate political society. Following discussion above, I conclude by contending that to be a Lockean-type liberal is to hold the following:
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Related to Lockean liberalism

  • Whistle Blowing Protection The Employer agrees to adhere to the whistle blowing protection pursuant to the Long-Term Care Homes Act (LTCHA).

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • Allergies 12.1. We will endeavour to cater for any special dietary requirements listed in your confirmation of final details. However, we cannot absolutely guarantee the absence of certain food groups (including nuts and gluten) from our food or kitchen. For a list of which of the 14 most prominent allergens are included within dishes, refer to: xxxxx://xxxxx-xxxxxxxx.xx.xx/allergies

  • FLOODPLAIN MANAGEMENT AND WETLAND PROTECTION Executive Order 11988, Floodplain Management, May 24, 1977 (42 FR 26951), 3 C.F.R., 1977 Comp., p. 117, as interpreted in HUD regulations at 24 C.F.R. Part 55, particularly Section 2(a) of the Order (For an explanation of the relationship between the decision- making process in 24 C.F.R. Part 55 and this part, see § 55.10.); and Executive Order 11990, Protection of Wetlands, May 24, 1977 (42 FR 26961), 3 C.F.R., 1977 Comp., p. 121 particularly Sections 2 and 5. COASTAL ZONE MANAGEMENT The Coastal Zone Management Act of 1972 (16 U.S.C. § 1451, et seq.), as amended, particularly sections 307(c) and (d) (16 U.S.C. § 1456(c) and (d)).

  • Workplace The Employee shall be required to perform work at or any other site of work for the Employer.

  • Protective Clothing 14.1 The Employer will be required to provide the following protective equipment (SAA approved) for use, when necessary, by employees during the performance of their required duties:

  • Protect Yourself I will ensure that the information, images, and materials I post online will not put me at risk. I will not publish my personal details, contact details, or a schedule of my activities. I will report any attacks or inappropriate behavior directed at me while online. I will protect passwords, accounts, and resources. I will not meet anyone in real life that I have met online without parental permission.

  • Safety Policy Each employer is required by law to have a safety policy and program. TIR will ask for and may require a copy of that policy and program.

  • Protective Footwear Effective January 1, 2002, and on that date for each subsequent calendar year, the Hospital will provide $80 per calendar year to each full-time and $45 per calendar year to each regular part-time employee who is required by the Hospital to wear safety footwear during the course of his duties. The employees who will be required to wear safety footwear will be negotiated locally and set out in the Local Provisions Appendix. Note: The existing central language designating the classifications of employees which are deemed to require appropriate safety footwear shall be transferred to the local appendix.

  • Workplace Flexibility Where, for bona fide operational reasons the Employer schedules employees to work Saturday or Sunday, the following criteria shall apply:

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