Religion and Culture Sample Clauses

Religion and Culture. A great number of important welfare issues or problems may have their origin in this broad category. It is important for hosts to make an effort to understand and respect differences in cultures, and in some cases to make allowances for this. Differences in culture can often give rise to misunderstandings for homestay providers as well as students. Differences in voice intonation, the use (or not) of ‘please’ and ‘thank you’ are common sources of problems. Try to tactfully explain how things are ‘done’ in your home and in the UK in general. All religious differences must be respected and received with an open mind. The College can provide students with information on local centres of worship. Advice on these matters can be sought from the College at any time.
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Religion and Culture. Interview questions Responses What is your experience of the Norwegian religion compared to Somali religion? -There is very big difference, most of Norwegians are Christians while almost all Somalis are Muslims. -Few Norwegians go to church, and some Norwegians believe in humanism What is the difference between the Norwegian and Somali culture? -Norway is a high modern society while Somalia is a traditional society. -Norwegian culture is influenced by Christianity while Somali culture is influenced by Islam. Have you experienced any discrimination in Norway based on your culture and religion? -All respondents said they have not experienced any discrimination. - Norway respects all religions and there is freedom of worship. In what context do you have contacts and regular interactions with Norwegians? -During skiing, at school, home work time, hiking, football matches at Sogndal stadium. - visitations with Norwegian friends
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Religion and Culture. 6.1 What is your experience of Norwegian Religion compared to Somali religion?
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Related to Religion and Culture

  • Religion b. Religious belief;

  • Ethnicity 3. Gender

  • Investment Promotion and Protection 1. Bearing in mind the respective powers and competences of the Community and the Member States, cooperation shall aim to establish a favourable climate for private investment, both domestic and foreign, especially through better conditions for investment protection, the transfer of capital and the exchange of information on investment opportunities.

  • Orientation The Employer shall provide planned and paid Orientation Programs of such content and duration as it deems appropriate taking into consideration the needs of the Employer and the Nurses involved. Such Nurses will not be considered part of core staffing during their Orientation Program nor will they be provided with primary assignments.

  • Education and Prevention 6.1 The policy will be discussed and put forward for adoption on site at a meeting of all workers.

  • Health Promotion and Health Education Both parties to this Agreement recognize the value and importance of health promotion and health education programs. Such programs can assist employees and their dependents to maintain and enhance their health, and to make appropriate use of the health care system. To work toward these goals:

  • ORIENTATION AND INSERVICE 20.01 An orientation and inservice program will be provided to all employees; these programs shall be reviewed and discussed from time to time by members of the Union-Management Committee. The Committee will promote an environment that supports continuous learning, enhances opportunities for career development and will assist in the assessment, analysis, development and evaluation of the education programs at the facility.

  • Orientation and Training A transferring employee will be orientated separately to both or their new home in accordance with Article 20 the collective agreement of the designated employer.

  • Religious Objectors Any employee covered hereby who maintains that she/he holds a sincere and bona fide religious belief that conflicts with an obligation to financially support MSEA-SEIU, public employee organizations or labor organizations in general may seek religious objector status by petitioning MSEA-SEIU. Any such employee who is found to hold a sincere and bona fide religious belief that conflicts with an obligation to financially support MSEA-SEIU, public employee organizations or labor organizations in general, shall have the right to refuse to make service fee payments; provided, however, that said right to refuse shall continue only so long as the employee makes contributions at least equal in amount to the service fee to a non-religious charitable organization mutually agreed upon by the employee so refusing and the Union, within ten (10) days after each payday. Part-time employees’ contributions to non-religious charitable organizations shall coincide in amount with the payments of those part-time employees paying the service fee. MSEA-SEIU shall not unreasonably deny the choice of such non-religious charitable organization suggested by the employee. An administrative or legal challenge to a denial of a petition for religious objector status may be filed in an appropriate forum. The State of Maine Office of Employee Relations is not such a forum. Should an employee have a pending written request for religious objector status or a pending administrative or legal challenge regarding their religious objector status, the State will continue to deduct an amount equal to the service fee from the employee’s pay until the request is granted or the challenge is resolved in the employee’s favor, and that amount will be placed by MSEA- SEIU in an interest-bearing escrow account pending resolution of such dispute or request. MSEA-SEIU shall pay for any maintenance fees associated with such escrow accounts. The State shall not be liable for any fees, costs, damages, expenses, or any other form of liability involved with regard to such escrow accounts. If an employee is granted religious objector status, MSEA- SEIU will notify the State of the employee’s religious objector status, and the State will cease automatic service fee deductions. It shall be the sole obligation of MSEA-SEIU to certify to the State the name of any employee who has failed to make timely contributions as a religious objector and has, thus, forfeited religious objector status. Once MSEA-SEIU has certified the employee’s name to the State, the State will commence and continue to automatically deduct the service fee from the employee’s pay as provided in Section 1.

  • Training and Orientation (a) No employee shall be required to work on any job or operate any piece of equipment until he/she has received proper training and instruction.

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