Non-Retaliation Policy Sample Clauses

Non-Retaliation Policy. Employees shall not be adversely affected for having brought forward a charge of discrimination or harassment, testified, assisted, or participated in any manner in an investigation proceeding or hearing relative to unlawful discrimination or harassment complaints.
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Non-Retaliation Policy. KGS will assess the impact on other KGS employees, if any, of the termination of an associate in the Research and Development Division in April, 2011. KGS will reinforce its non-retaliation and related policies by reviewing the existing policies, including non-retaliation as a topic in the quarterly compliance training required by this Amended Agreement, and communications from KGS leadership to all KGS employees. KGS will audit and monitor the existence and impact of any reported or identified retaliation and incorporate these procedures into KGS’s Annual Compliance Work Plan.
Sample 1
Non-Retaliation Policy. Under no circumstances will any employee be subject to any disciplinary or retaliatory action for filing a good faith report of a violation or potential violation.
Sample 1
Non-Retaliation Policy. An employee who, in good faith and belief that a privacy or security policy has been violated, reports such concern to Company HIPAA officer shall not be subject to retaliation, harassment, or intimidation as a result of such communication to HIPAA officer. Should such an employee believe he/she is being harassed by the individual serving as the HIPAA Officer, the employee should report situation to the HIPAA Officer’s immediate supervisor. Date Policy Created/Approved _______________________ Date Policy Reviewed/Revised _______________________ Date Policy Reviewed/Revised _______________________ Offered by: XxxxxxXXXX THIS BUSINESS ASSOCIATE AGREEMENT (“Agreement”) is made and entered into effective as of _____ (the “Effective Date”), by and between ____ _, a _____ company, with its principle place of business at _____ (“Covered Entity”), and Planstin Administration, Inc., a Utah corporation (“Business Associate ”).
Sample 1
Non-Retaliation Policy. An employee who, in good faith and belief that a privacy or security policy has been violated, reports such concern to Company HIPAA officer shall not be subject to retaliation, harassment, or intimidation as a result of such communication to HIPAA officer. Should such an employee believe he/she is being harassed by the individual serving as the HIPAA Officer, the employee should report situation to the HIPAA Officer’s immediate supervisor. Date Policy Created/Approved _______________________ Date Policy Reviewed/Revised _______________________ Date Policy Reviewed/Revised _______________________ THIS BUSINESS ASSOCIATE AGREEMENT (“Agreement”) is made and entered into effective as of _____ (the “Effective Date”), by and between ____ _, a _____ company, with its principle place of business at _____ (“Covered Entity”), and Planstin Administration, Inc., a Utah corporation (“Business Associate ”).
Sample 1
Non-Retaliation Policy. Hydro USA shall continue to maintain a Code of Conduct and Employee Handbook that includes a non-retaliation policy prohibiting retaliation against any Employee that reports potential violations of the Code of Conduct, other global governance documents and procedures, work rules, any law or regulation, or a state or federal administrative action or agreement. Hydro USA shall review its non-retaliation policy on at least a biennial basis and revise as appropriate. Hydro USA shall continue to actively promote the non-retaliation policy company-wide, as described in
Sample 1

Related to Non-Retaliation Policy

  • Non-Discrimination Policy PBA Membership

  • Non-Retaliation The Contractor agrees to prohibit retaliation, discharge or otherwise discrimination against any employee or applicant for employment who has inquired about, discussed or disclosed their compensation.

  • Competition Policy 1. The Parties recognize the importance of cooperation and technical assistance between their national competition authorities, including inter alia, the exchange of information and experiences, and the improvement of technical capacities in order to reinforce their competition policies. 2. In this sense, cooperation shall be conducted in accordance with their respective domestic laws and through their national competition authorities, who may sign a cooperation agreement.

  • Vacation Policy The Executive shall be entitled to a paid vacation of four weeks during each year of the Term.

  • NO LEMON POLICY This Agreement provides that following the expiration of the term of the Covered Product’s manufacturer’s warranty, and subject to Our Limit of Liability, after three (3) service repairs have been completed for the Covered Product for the same problem, as determined in Our sole discretion, in lieu of performing a fourth (4th) repair on the Covered Product, We may replace it with a product of like kind or similar features, or issue a check to You in an amount not to exceed the remaining limit of liability as determined in accordance with the section titled “LIMIT OF LIABILITY.” If We replace the Covered Product, all Our obligations for the Covered Product under this Agreement terminate.

  • Union Policy Grievance The Union may institute a grievance consisting of an allegation of a general misinterpretation or a violation by the Employer of this Agreement in writing at Step Number 2 of the grievance procedure, providing that it is presented within ten (10) working days after the circumstances giving rise to the grievance have originated or occurred. However, it is expressly understood that the provisions of this clause may not be used to institute a grievance directly affecting an employee or employees which such employee or employees could themselves initiate as an individual or group grievance and the regular grievance procedure shall not be thereby bypassed.

  • Harassment Policy It is the policy of CUPE as an Employer to ensure that the working environment is conducive to the performance of work and is such that employees are not hindered from carrying out their responsibilities. The Employer considers harassment in the work force to be a totally unacceptable form of intimidation and will not tolerate its occurrence. The Employer will ensure that victims of harassment are able to register complaints without reprisal. Harassment is a form of discrimination and includes personal harassment. Harassment shall be defined as any improper behaviour by a person which is offensive to any employee and which that person knows or ought reasonably to have known would be inappropriate or unwelcome. It comprises objectionable conduct, comment or display made on either a one-time or continuous basis that demeans, belittles or causes personal humiliation or embarrassment to an employee. The parties to this Agreement will work together to ensure that all employees, and CUPE members understand their personal responsibility to promote a harassment-free working environment. Appendix “U”, herein below shall be followed respecting matters referred to directly herein.

  • Cancellation Policy In the event that you must cancel your reservation, please be aware that cancellations must occur at least 30 days prior to the arrival date. If cancellation occurs 30 days or more prior to arrival date all monies will be refunded with the exception of a $100.00 administrative fee.

  • SPAM POLICY You are strictly prohibited from using the Website or any of the Company's Services for illegal spam activities, including gathering email addresses and personal information from others or sending any mass commercial emails.

  • Non-Discrimination Statement and Certification This is a requirement of the TIPS Contract and is non-negotiable. In accordance with Federal civil rights law, all U.S. Departments, including but not limited to the USDA, USDE, FEMA, are prohibited from discriminating based on race, color, national origin, religion, sex, gender identity (including gender expression), sexual orientation, disability, age, marital status, family/parental status, income derived from a public assistance program, political beliefs, or reprisal or retaliation for prior civil rights activity, in any program or activity conducted or funded by federal funds (not all bases apply to all programs). Vendor certifies that Vendor will comply with applicable Non-Discrimination and Equal Opportunity provisions set forth in TIPS Member Customers’ policies and other regulations at the local, state, and federal levels of governments. Yes, I certify

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