Prohibition of Retaliation Sample Clauses

Prohibition of Retaliation. The University will post a statement on the home page of its website, on the Title IX web page , and in its Notice of Nondiscrimination that Title IX prohibits retaliation against reporters of sex discrimination, including reports of sex discrimination against administrators and other employees. The statement will include assurance that the University will investigate alleged retaliation for participation in the Title IX process. The University will distribute the statement to all employees and students at the beginning of each academic year as part of the notice of the University’s Title IX grievance procedures.
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Prohibition of Retaliation. There will be no unlawful retaliation against any employee for making a good faith report of alleged violations of our policy against discrimination, harassment, or offensive behavior; opposing any practice reasonably believed in good faith to be unlawfully discriminatory; or participating in an internal or government investigation of possible discrimination. Any employee who engages in prohibited retaliation will receive appropriate discipline, up to and including termination.
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Prohibition of Retaliation. Member States shall take the necessary measures to prohibit any form of retaliation, including threats and attempts of retaliation, whether direct or indirect, including in particular in the form of:
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Prohibition of Retaliation. Retaliation against by an employee against another who has instituted sexual harassment charges or assisted in the investigation of such charges is expressly prohibited. Any such retaliation may result in discipline up to and including dismissal.
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Prohibition of Retaliation. Sub-recipient shall ensure that no person is discriminated against because that person has opposed any act or practice made unlawful by VAWA, or because the person testified, assisted, or participated in any matter related to VAWA. The Sub-recipient shall not coerce, intimidate, threaten, or interfere with, or retaliate against any person in the exercise or enjoyment of, on account of the person having exercised or enjoyed, or on account of the person having aided or encouraged any other person in the exercise or enjoyment of, any rights or protections under VAWA, including: (1) intimidating or threatening any person because that person is assisting or encouraging a person entitled to claim the rights or protections under VAWA; and (2) retaliating against any person because that person has participated in any investigation or action to enforce VAWA.
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Related to Prohibition of Retaliation

  • 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.

  • RETALIATION The Landlord is prohibited from making any type of retaliatory acts against the Tenant including but not limited to restricting access to the Premises, decreasing or cancelling services or utilities, failure to repair appliances or fixtures, or any other type of act that could be considered unjustified.

  • Antiretaliation The Recipient shall not discharge or in any other manner discriminate against any worker because such worker has filed any complaint or instituted or caused to be instituted any proceeding under or related to compliance with the E.O. or this clause, or has testified or is about to testify in any such proceeding.

  • Retaliation Prohibited An employer may not threaten or engage in retaliation against an employee for exercising or attempting in good faith to exercise any right provided by the PSLL. In addition, an employer may not interfere with any investigation, proceeding, or hearing pursuant to the PSLL.

  • ANTI DISCRIMINATION AND ANTI HARASSMENT Contractor and/or any subcontractor shall not unlawfully discriminate against or harass any individual including, but not limited to, any employee or volunteer of the County of Marin based on race, color, religion, nationality, sex, sexual orientation, age or condition of disability. Contractor and/or any subcontractor understands and agrees that Contractor and/or any subcontractor is bound by and will comply with the anti discrimination and anti harassment mandates of all Federal, State and local statutes, regulations and ordinances including, but not limited to, County of Marin Personnel Management Regulation (PMR) 21.

  • Discrimination and Harassment 7.13 All members of the Appointments Committee shall be given access to information about the content and application of relevant federal and provincial legislation, ad 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 Chief 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 Human Rights Office for assistance.

  • Prohibition of Discrimination In accordance with applicable equal opportunity statutes, Executive Orders, and regulations:

  • Prohibition Against Discrimination It is the policy of the State to prohibit discrimination in employment against any employee or applicant for employment because of race, age, color, religion, creed, sex (including pregnancy), sexual orientation, political affiliation, country of national origin, ancestry, genetic information, gender identity or expression, mental or physical disability, marital status, or labor organization affiliations, and to promote and implement a positive and continuing program of equal employment opportunity. It is the policy of the Union that it shall not discriminate against any employee or cause or attempt to cause the State to discriminate against any employee because of race, age, color, religion, creed, sex, sexual orientation, political affiliation, country of national origin, ancestry, genetic information, gender identity or expression, mental or physical disability, marital status or labor or organization affiliation.

  • DISCRIMINATION / HARASSMENT 22.01 The parties agree to comply with their obligations under the Ontario Human Rights Code.

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