Religion or belief Sample Clauses

Religion or belief. The College must not discriminate against any employee because of his/her religion or philosophical belief, or because of his/her lack of religion or belief. Ultimately it will be up to the Courts and Tribunals to decide which beliefs are covered by the legislation; however, the EHRC provides guidance on the definition of a “philosophical belief” as being: genuinely held; a belief and not an opinion or viewpoint based on the present state of information available; it must be a belief as to a weighty and substantial aspect of human life and behaviour; it must attain a certain level of cogency, seriousness, cohesion and importance; it must be worthy of respect in a democratic society, not incompatible with human dignity and not conflict with the fundamental rights of others. Throughout this guidance, references to religion or belief or lack of a religion or belief will be covered by the term “belief systems”. Sex: The College must not discriminate against any employee because of his/her sex. Sexual orientation: Employees must not be discriminated against because of their sexual orientation, whether that be towards: people of the same sex (i.e. the employee is a gay man or a lesbian); people of the opposite sex (i.e. the employee is heterosexual); people of both sexes (i.e. the employee is bisexual). Types of discrimination Discrimination occurs when a person (or group) is treated less favourably than others. It can take different forms and this section describes the different types of discrimination, or ‘prohibited conduct’, under the act.
Sample 1
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Religion or belief. The College must not discriminate against any employee because of his/her religion or philosophical belief, or because of his/her lack of religion or belief. Ultimately it will be up to the Courts and Tribunals to decide which beliefs are covered by the legislation; however, the EHRC provides guidance on the definition of a “philosophical belief” as being:  genuinely held;  a belief and not an opinion or viewpoint based on the present state of information available;  it must be a belief as to a weighty and substantial aspect of human life and behaviour;  it must attain a certain level of cogency, seriousness, cohesion and importance;  it must be worthy of respect in a democratic society, not incompatible with human dignity and not conflict with the fundamental rights of others. Throughout this guidance, references to religion or belief or lack of a religion or belief will be covered by the term “belief systems”.
Sample 1

Related to Religion or belief

  • Religion b. Religious belief;

  • Religious Objection Any employee who is a member of and adheres to established and traditional tenets or teachings of a bona fide religion, body, or sect which has historically held conscientious objections to joining or financially supporting labor organizations shall not be required to join or financially support the Union as a condition of employment. Such an employee shall, in lieu of dues and fees, pay sums equal to such dues and fees to a non-religious charitable fund. These religious objections and decisions as to which fund will be used must be documented and declared in writing to the Union. Any employee exercising their right of religious objection must provide the Union with a receipt of payment to an appropriate charity on a monthly basis.

  • NO DISCRIMINATION OR HARASSMENT (a) There shall be no discrimination, interference, restriction, coercion, harassment, intimidation or any disciplinary action exercised or practiced with respect to an employee by reason of age, race, creed, color, national origin, religious affiliation, sex, sexual orientation, ethnic origin, marital status, family status, mental or physical disability, conviction for which a pardon has been granted or membership or activity in the Professional Institute.

  • NO DISCRIMINATION/NO HARASSMENT 6.01 The Employer, Union and Employees are committed to supporting an abuse and harassment free work environment that promotes a culture of trust, dignity and respect. Harassment includes but is not limited to bullying, sexual harassment and workplace violence.

  • 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.

  • Religious Objections Any employee who is a member of a bonafide religion, body, or sect which has historically held conscientious objections to joining or financially supporting public employee organizations shall not be required to join or financially support the organization. Such employee shall, in lieu of periodic dues or agency shop fees, pay sums equal to said amounts to a non-religious, non-labor charitable fund exempt from taxation under Section 501(c)(3) of the Internal Revenue Code, which has been selected by the employee from a list of such funds designated by the parties hereto in a separate agreement. Such payments shall be made by payroll deduction as a condition of continued exemption from the requirements of financial support to the Union and as a condition of continued employment.

  • NO DISCRIMINATION/HARASSMENT 6.01 The Company and the Union agree that there shall be no discrimination, interference, restriction or coercion exercised or practised with respect to any employee by reason of age, marital status, sex, race, creed, colour, national origin, political or religious affiliation, handicap, sexual orientation nor by reason of Union membership or position in the Union. Prohibited grounds shall be interpreted in accordance with and subject to the provisions of the Human Rights Code.

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

  • Ethnicity 3. Gender

  • Religious Leave Religious leave shall be without pay unless the employee elects to use accumulated compensatory time off, vacation time, or floating holiday time. Denial of religious leave is appealable as provided elsewhere in this section.

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