NON-DISCRIMINATION AND ANTI-HARASSMENT. (A) The Employer shall not discriminate against or harass any Employee in employment because of race, color, creed, national origin (including but not limited to discrimination based on hairstyle and/or hair texture), sex, gender identity and/or expression, sexual orientation, political persuasion or belief, age, veteran status, religion, familial status, disability or any other characteristic protected by federal, state or local law.
(B) The Employee shall not discriminate in casting against any person because of race, color, creed, national origin (including but not limited to discrimination based on hairstyle and/or hair texture), sex, gender identity and/or expression, sexual orientation, political persuasion or belief, age, veteran status, religion, familial status, disability, or any other characteristic protected by federal, state or local law.
(C) The Employer affirms that categories of race, color, creed, national origin, sex, gender identity and/or expression, sexual orientation, political persuasion or belief, age, veteran status, religion, familial status, disability, or any other characteristic protected by federal, state or local law, shall not be used to limit the range of work open to the Directors, Choreographers and Director-Choreographers engaged by the Employer.
(D) The Employer and SDC reaffirm their commitment to encourage and expand employment of Directors, Choreographers and/or Director-Choreographers from historically disadvantaged groups (e.g., racial, ethnic and religious minorities, female, LGBTQ+, individuals with disabilities, etc.), for all productions and promote the casting of actors and the hiring of Directors, Choreographers and/or Director- Choreographers in ways which challenge stereotypes and expectations.
(E) The Employer affirms that it will maintain a safe working environment for Directors, Choreographers and Director-Choreographers and for artists and staff with whom Directors, Choreographers and Director-Choreographers interact on all productions.
(F) SDC acknowledges that the Employer has furnished to SDC the Employer’s Non- Discrimination and Anti-Harassment Policy. The Employer’s policy shall be distributed by the Employer to all contracted SDC members and said policy shall be posted on call boards both in the rehearsal room and backstage. In the event of changes to the Employer’s policy, the Employer shall submit said changes to SDC within thirty (30) days, and SDC shall inform the Employer within thirty (30) ...
NON-DISCRIMINATION AND ANTI-HARASSMENT. Section 1: The CITY and the UNION agree there shall be no discrimination or harassment against any employee based on race, color, religion, sex, pregnancy, age, national origin or ancestry, disability, veteran status, sexual orientation, gender identity or expression, status as HIV positive, genetic information, political or personal reasons or affiliations per the NRS 288.270(f), or any other consideration protected by federal, state or local laws.
Section 2: The CITY and the UNION further recognize the requirement that the CITY, a political subdivision of the State of Nevada, adopt an affirmative action program which will include goals, objectives and timetables for the recruitment, employment, training, upgrading, and all other related functions regarding minority employees and female employees. The UNIONwill assist in the achievement of those goals and objectives of that program within this bargaining unit.
Section 3: It is further agreed that the CITY and the UNION will comply with all applicable federal and state laws, executive orders, and CITY policies pertaining to non-discrimination, anti-harassment and equal employment opportunities.
Section 4: It is agreed between the CITY and the UNION that employees violating this Article will be subject to disciplinary action up to and including termination of employment.
NON-DISCRIMINATION AND ANTI-HARASSMENT. A. There will be no discrimination by either the Union or University against any person because of race, color, national origin, religion, sex, pregnancy, sexual orientation, gender (including gender identity and gender expression), age, disability (including mental and physical), marital status, order of protection status, genetic information, veteran status, ancestry, unfavorable discharge from the military, citizenship or immigration status, arrest record, or status as a protected veteran. The parties agree that personnel decisions, including reappointment, shall be based solely on job and academic- related criteria and performance.
B. Harassment is defined as unwelcome conduct that is based on the actual or perceived categories above that has the purpose or effect of: 1) becoming a condition of continued employment; or 2) is sufficiently severe or pervasive to substantially interfere with the individual's work performance or create what a reasonable person would consider an intimidating, hostile, or offensive work environment. For purposes of this definition, the phrase "working environment" is not limited to a physical location an employee is assigned to perform their duties.
C. There shall be no discrimination against any employee because of Union membership or because the employee is acting as a representative of the Union or its members or other graduate employees pursuant to the Agreement or policies or rules.
D. The University of Illinois and the Union will not tolerate sexual harassment. Sexual harassment and sexual misconduct are defined in the University’s Comprehensive Policy and Procedures for Sexual Misconduct Grievance Process. The University’s policy can be found on the Office of Access and Equity (OAE) website. The University considers such behavior, whether physical or verbal, to be a breach of its standards of conduct.
E. The University will take action to provide remedies when such unlawful discrimination and/or harassment is properly reported or discovered as provided by law, and University policy. The University considers the behavior laid out in Sections A-D to be a breach of its standards of conduct. The University and the Union are committed to eliminating unlawful discrimination and to that end the Union may designate two (2) members of the Union to meet with the OAE for the purpose of providing input and policy recommendations once per year at the request of the Union. Topics at this meeting may include the Gender Inclusive Res...
NON-DISCRIMINATION AND ANTI-HARASSMENT. In performance of this Contract, and consistent with the University’s Non-Discrimination and Anti-Harassment Policy, the University shall not unlawfully discriminate on the basis of race, color, sex (including sexual harassment and pregnancy), sexual orientation, gender identity, ethnicity or national origin, religion, age, genetic information, disability or veteran status. Valdosta State University will provide Resident with a space in the Residence Facility for his/her occupancy as a residence.
NON-DISCRIMINATION AND ANTI-HARASSMENT a. The Employer will not discriminate against bargaining unit members based on race, ethnicity, creed, color, national origin, native language or dialect, sex, age, physical or mental disability, marital and/or parental status, sexual orientation, religion, gender identity, gender expression, veteran status, pregnancy, childbirth, genetic characteristics, union activity, or any other factor protected by applicable law with respect to all phases of employment, including recruiting, hiring, promotion or demotion, transfer, layoff or other forms of termination, rates of pay, assignments and benefits.
b. The Employer does not tolerate harassment based on any of the factors listed above, and shall maintain a sexual harassment policy and provide training in accordance with New York state law.
c. This provision does not create an arbitral grievance over or waive any claim that an employee could make pursuant to Title VII of the Civil Rights Act, the American with Disabilities Act, the Age Discrimination in Employment Act, State Laws or any other similar laws rules or regulations.
d. An employee may, at their sole and complete discretion, bring a union representative with them to meetings in which they wish to make a harassment complaint. Such Union representative shall not be involved in any way in representing an employee against whom a complaint has been made if they are also representing the employee who has brought the complaint. The Company may condition the Union representative’s attendance at a meeting on the Union representative’s execution of a confidentiality agreement.
e. The Company shall not request an employee to sign any non-disclosure agreement (NDA) or other similar agreement regarding harassment complaints.
f. Even if the alleged harassment does not turn out to rise to the level of a violation of law, Company policy or this Agreement, the employee is protected from retaliation if the person had a good faith belief that the practices were in violation of law, Company policy or this Agreement. The Company shall, to the extent possible under the circumstances, maintain the confidentiality of employees bringing harassment claims.
g. Should a bargaining-unit employee initiate a claim of harassment, the Company will investigate the claim and inform the employee of a final determination in writing.
h. The employer may not refuse to hire, may not terminate an employee, and may not take an adverse employment action against an individual because that indi...
NON-DISCRIMINATION AND ANTI-HARASSMENT. A. There will be no discrimination by either the Union or University against any person because of race, color, national origin, religion, sex, pregnancy, sexual orientation, gender (including gender identity and gender expression), age, disability (including mental and physical), marital status, order of protection status, genetic information, veteran status, ancestry, unfavorable discharge from the military, citizenship or immigration status, arrest record, or status as a protected veteran.
B. There shall be no discrimination against any employee because of Union membership or because the employee is acting as a representative of the Union or its members or other employees pursuant to the Agreement or policies or rules.
C. The University of Illinois and the Union will not tolerate harassment. Harassment is defined as unwelcome conduct that is based on the actual or perceived categories above in Section A that has the purpose or effect of: 1) becoming a condition of continued employment; or 2) is sufficiently severe or pervasive to substantially interfere with the individual's work performance or create what a reasonable person would consider an intimidating, hostile, or offensive work environment. For purposes of this definition, the phrase "working environment" is not limited to a physical location an employee is assigned to perform their duties.
D. The University of Illinois and the Union will not tolerate sexual harassment. Sexual harassment and sexual misconduct are defined in the University’s Comprehensive Policy and Procedures for Sexual Misconduct Grievance Process. The University’s policy can be found on the Office for Access and Equity (OAE) website. The University considers such behavior, whether physical or verbal, to be a breach of its standards of conduct.
E. The University of Illinois and the Union do not condone workplace bullying. In the event that the UI System adopts a definition of and policy governing bullying, the University will follow the policy governing bullying. UIC Human Resources will update the Union every three months, upon Union request, on the progress toward defining bullying and creating a policy to address it through the terms of this contract.
F. The University will take action to provide remedies when such unlawful discrimination and/or harassment is properly reported or discovered as provided by law, and University policy. The University considers the behavior laid out in Sections A-E to be a breach of its standards ...
NON-DISCRIMINATION AND ANTI-HARASSMENT. 1. Non-Discrimination Policy University policy states that: CMU is an affirmative action/equal opportunity institution. It encourages diversity and provides equal opportunity in education, employment, all of its programs, and the use of its facilities. It is committed to protecting the constitutional and statutory civil rights of persons connected with the University. Unlawful acts of discrimination or harassment by members of the campus community are prohibited. In addition, even if not illegal, acts are prohibited if they discriminate against any University community member(s) through inappropriate limitation of access to, or participation in, educational, employment, athletic, social, cultural, or other university activities on the basis of age, color, disability, gender, gender identity/gender expression, genetic information, height, marital status, national origin, political persuasion, race, religion, sex, sexual orientation, veteran status, or weight. Limitations are appropriate if they are directly related to a legitimate university purpose, are required by law or rules of associations to which the CMU Board of Trustees has determined the University will belong, are lawfully required by a grant or contract between the University and the state or federal government. Limitations of current facilities related to gender identify/gender expression are excluded from this policy. The president is directed to promulgate practices and procedures to realize this policy. The procedures shall include the identification of an office to which persons are encouraged to report instances of discrimination and a process for the investigation and resolution of these reports/complaints.
2. Anti-Harassment CMU and Graduate Assistants have the right to be free of illegal harassment by any parties bound by this contract, including harassment due to Union membership.
NON-DISCRIMINATION AND ANTI-HARASSMENT. A. Acknowledging the critical importance of diversity, equity and inclusion in the entertainment industry, the Employer and the Union mutually reaffirm their commitment to make good faith efforts to increase employment opportunities for individuals from ‘underrepresented populations’ in order to xxxxxx a more inclusive, equitable and diverse workforce in the live performance industry. Historically, ‘underrepresented populations’ have traditionally been defined as women, racial and ethnic minorities, LGBTQIA+, persons with a disability and other protected categories; however, underrepresented classifications may vary per craft.
B. The Employer and the Union agree that under this Agreement, all parties shall strive to create an environment free of discrimination with respect to wages, terms, conditions, privileges of, or opportunities for employment because of race, color, religion, creed, sex (including pregnancy), gender, gender identity, gender expression, veteran status, medical condition (including genetic characteristics), sexual orientation, age, national origin, disability as defined in the Americans with Disabilities Act, linguistic characteristics (such as accent or limited English proficiency where not substantially job related), marital status, political persuasion, citizenship status, or any other categories protected by State and local laws and Union membership.
C. The Employer shall not discriminate against any Employee because of race, color, religion, creed, sex (including pregnancy), gender, gender identity, gender expression, veteran status, medical condition (including genetic characteristics), sexual orientation, age, national origin, disability as defined in the Americans with Disabilities Act, linguistic characteristics (such as accent or limited English proficiency where not substantially job related), marital status, political persuasion, citizenship status, or any other categories protected by State and local laws and Union membership.
D. The Union shall not discriminate against any member or applicant for membership because of race, color, religion, creed, sex (including pregnancy), gender, gender identity, gender expression, veteran status, medical condition (including genetic characteristics), sexual orientation, age, national origin, disability as defined in the Americans with Disabilities Act, linguistic characteristics (such as accent or limited English proficiency where not substantially job related), marital status, politica...
NON-DISCRIMINATION AND ANTI-HARASSMENT. Facility and College agree that neither will discriminate against any individual on the basis of of sex, race, color, religion, national origin, ancestry, age, disability, genetic information (XXXX), military status, sexual orientation, pregnancy, status as a parent of a young child or status as a xxxxxx parent, and gender identity and expression. Facility and College agree to prohibit sexual misconduct in any form, which includes, but is not limited to, sexual harassment and sexual violence or other inappropriate behavior that is of a sexual nature, or based on sex, and is directed towards, or committed against employees, students, vendors, customers or persons participating in a College program or activity. Facility agrees to comply with all non-discriminatory and anti-harassment laws to which College is subject. Matters related to non-discrimination and anti-harassment may be directed to EEO Title IX Coordinator, Columbus State Community College, 000 Xxxx Xxxxxx Xxxxxx, Xxxxxxxx, XX 00000.
NON-DISCRIMINATION AND ANTI-HARASSMENT. INCLUDING SEXUAL HARRASMENT
1) harassment which occurs in cases in which employment decisions or treatment are based on submission to or rejection of unwelcome conduct, typically conduct of a sexual nature. 2) Offensive conduct based on one or more of the protected class and so severe or pervasive that it creates a hostile work environment or when it results in an adverse employment decision (e.g. employment termination or demotion). Prohibited harassment can include, but is not limited to, derogatory comments, innuendoes, slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures and sabotaging the victim’s work based on an individual protected class membership. Sexual Harassment can occur in a variety of circumstances, including, but not limited to, the following: The harasser can be the victim's supervisor, a supervisor in another area, an agent of the employer, a co-worker, a resident, or a non-employee like the relative or friend of a resident. Sexual harassment, which can consist of a wide range of unwanted sexually directed behavior, is defined as: Unwelcomed sexual advances, requests for sexual favors, or other verbal or physical conduct of sexual nature when:
1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment.
2. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or,
3. Such conduct has the purpose or result of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment. Any person who feels he or she is being subjected to harassment should feel free to object to the behavior and should also report the behavior to their supervisor, or to the center’s Administrator. It is not necessary for any employee who feels that they are the subject of harassment to handle it themselves. If an employee feels harassed by another employee, by a customer(resident), vendor, or any other person whom he or she encounters in the course of employment, whether the opposite sex or same sex, and does not choose to deal with the problem directly, the employee should go directly to their supervisor. Further, any supervisor who receives an offensive behavior complaint or who has reason to believe offensive behavior is occurring shall report these concerns to the Admi...
