Non-Discrimination, Anti-Harassment Sample Clauses

Non-Discrimination, Anti-Harassment. Grantee shall not discriminate unlawfully against any individual employed in the performance of this Agreement because of race, religion, color, sex, sexual preference, physical handicap unrelated to such person’s ability to engage in this work, national origin, ancestry or age. Grantee shall provide harassment-free workplace, with any allegation of harassment to be given priority attention and action.
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Non-Discrimination, Anti-Harassment. The District, the Union, and covered employees agree that they will not discriminate against any person in hiring, promoting, transferring or assignment to jobs, or with respect to any other term or condition of employment, if otherwise qualified to perform the assigned duties, because of Union membership or activity, age, disability, gender, sexual orientation, race, religion, creed, color, national origin, and veteran status (all as provided for by applicable State or Federal laws and regulations), or other standards in violation of applicable State or Federal laws regarding equal employment. This policy applies while on the job or during any District-related activity. In this Agreement, words shall be construed as non-sexist and non-applicable to any gender but shall include both the feminine and masculine.
Sample 1
Non-Discrimination, Anti-Harassment. Partner shall not discriminate unlawfully against any individual employed in the performance of this Agreement because of race, religion, color, sex, sexual preference, physical handicap unrelated to such person’s ability to engage in this work, national origin, ancestry or age. Partner shall provide harassment-free workplace, with any allegation of harassment to be given priority attention and action.
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Non-Discrimination, Anti-Harassment. Section 1. Neither the AHA nor the UNION shall discriminate against an employee because of race, color, creed, sex, age, religion, national origin, sexual preference, veteran’s status, political affiliation or disability.
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Non-Discrimination, Anti-Harassment. The provisions of this Contract shall be applied in a manner which is not arbitrary, capricious, or discriminatory and without regard to race, religion, color, national origin, sex, or marital status. Employees who violate this policy are subject to discipline in accordance with Board Policy.
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Non-Discrimination, Anti-Harassment. 1. No member, official, or representative of Local 16 shall, in any way, suffer any kind of discrimination in connection with continued employment, promotion, or otherwise by virtue of membership in or representation of Local 16.
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Non-Discrimination, Anti-Harassment 
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Related to Non-Discrimination, Anti-Harassment

  • NON-DISCRIMINATION 1. Nationals of a Contracting State shall not be subjected in the other Contracting State to any taxation or any requirement connected therewith, which is other or more burdensome than the taxation and connected requirements to which nationals of that other State in the same circumstances, in particular with respect to residence, are or may be subjected. This provision shall, notwithstanding the provisions of Article 1, also apply to persons who are not residents of one or both of the Contracting States.

  • Discrimination and Harassment 3.01 The Company shall not discriminate against an employee because of membership in the Union or because of activities authorized herein on behalf of the Union.

  • Non Discrimination Provisions The CONSULTANT agrees to abide by the provisions of the Utah Anti-discrimination Act, Utah Code §§34a-5-101 - 112 , and Titles VI and VII of the Civil Rights Act of 1964 (42 USC §§ 2000e – 2000e-17), which prohibits discrimination against any employee or applicant for employment, or any applicant or recipient of services, on the basis of race, religion, color, or national origin; and further agrees to abide by Executive Order No. 11246 entitled "Equal Employment Opportunity," as amended by Executive Orders 11375 and 13665 and as supplemented in Department of Labor Regulations (41 CFR Part 60), which prohibits discrimination on the basis of age; 29 USCA § 794, which prohibits discrimination on the basis of handicap; and Executive Order 13672, Further Amendments to Executive Order 11478, Equal Employment Opportunity in the Federal Government, and Executive Order 11246, Equal Employment Opportunity. The CONSULTANT agrees to abide by Utah's Executive Order, dated June 30, 1989, which prohibits sexual harassment in the work place. Sections 49 CFR 21 through Appendix C (2016) and 23 CFR 710.405(b) (2016) are applicable by reference in all contracts and subcontracts financed in whole or in part with Federal-aid highway funds. The CONSULTANT further agrees to furnish reports to the LOCAL AUTHORITY or DEPARTMENT upon request for the purpose of determining compliance with these statutes identified in this section. The CONSULTANT shall comply with the Americans with Disabilities Act (ADA). The CONSULTANT shall not discriminate on the basis of race, color, national origin, or sex in the performance of this contract. The CONSULTANT shall carry out applicable requirements of 49 CFR Part 26 (2016) in the award and administration of federal-aid contracts. Failure by the CONSULTANT to carry out these requirements is a material breach of this contract, which may result in the termination of this contract or such other remedy as the DEPARTMENT deems appropriate. During the performance of this contract, the CONSULTANT, for itself, its assignees and successors in interest agrees as follows:

  • ANTI-DISCRIMINATION i) It is the intention of the parties to seek to achieve the object in section 3 (f) of the Industrial Relations Xxx 0000 to prevent and eliminate discrimination in the workplace. This includes discrimination on the grounds of race, sex, material status, disability, homosexuality, transgender identity and age or responsibilities as a carer.

  • Harassment & Discrimination The local parties will determine the appropriate means of promoting an effective and meaningful way of addressing discrimination and harassment issues, which may include, but is not limited to the following: • Reviewing the hospital’s harassment policy and making joint recommendations to the Chief Nursing Officer; • Promoting a harassment free workplace where there is ‘zero tolerance’; • Ensuring that all employees are familiar with the employer’s harassment policy by identifying educational opportunities, including the orientation period for new employees; • Identifying supports and solutions to assist employees to deal with harassment and discrimination issues (i.e. Employee assistance Programs, staff supports); • Development of processes to address the accommodations/ modified work needs for nurses; • Development of assertiveness training programs.

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