Sexual Orientation. The School Committee agrees that it shall keep in a separate file all processed grievances pertaining to employees covered by this agreement. No material or evidence pertaining to an employee’s grievance shall be used against him/her in evaluation of performance or promotion. Employees who wish to examine their personnel file may, at their own expense, obtain copies of documents contained therein, except materials referring to initial employment such as letters of reference, former employment performance assessment, etc. Employees shall request such access to the file at least one week in advance of the date they wish to examine their file.
Sexual Orientation. People have the right to be in consensual relationships of choice with those of the same or opposite gender. Although sexual orientation is often subject of divergent attitudes, all individuals need to be able to discover and express who they are free from external pressures, prejudices and discrimination. Regardless of orientation or gender, everyone has a right to intimacy within a consensual relationship. New Leaf will provide education through the curriculum and direct support for the expression of sexuality within a consensual relationship regardless of orientation. Additional resources and services will be accessed when necessary.
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).
Sexual Orientation. In accordance with the provisions of § 4a-60a of the Connecticut General Statutes, as revised:
(i) The Second Party agrees and warrants that in the performance of this Agreement the Second Party will not discriminate or permit discrimination against any person or group of persons on the grounds of sexual orientation, or in any manner prohibited by the laws of the United States or of the State of Connecticut, and that employees are treated when employed without regard to their sexual orientation.
(ii) The Second Party agrees to provide each labor union or representative of workers with which the Second Party has a collective bargaining agreement or other contract or understanding and each vendor with which the Second Party has a contract or understanding, a notice to be provided by the CHRO advising the labor union or workers' representatives of the Second Party’s commitments under this Section, and to post copies of the notice in conspicuous places available to employees and applicants for employment.
(iii) The Second Party agrees to comply with each provision of this Section and with each regulation or relevant order issued by said CHRO pursuant to § 46a-56 of the Connecticut General Statutes.
(iv) The Second Party agrees to provide the CHRO with information requested by the CHRO, and permit access to pertinent books, records and accounts, concerning the employment practices and procedures of the Second Party which relate to the provisions of this Section and § 46a-56 of the Connecticut General Statutes.
Sexual Orientation. Homophobia/heterosexism or harassment based on sexual orientation is defined as a set of actions, behaviors, decisions and gestures rooted in the systemic intolerance, erasure and exclusion of individuals from aspects of the public sector as a result of their sexual orientation which sometimes includes individuals self defining as bisexual, queer, transsexual, two-spirited, ‘women loving women,’ transgender, lesbian, asexual, gay homosexual, poly-gendered, gender questioning or undecided. Harassment based on sexual orientation can include the following: ▪ abuse of power by a superior in such matters as, for example, appraisal, promotion or discretionary pay; ▪ inappropriate or derogatory remarks in connection with work performance, appearance or personal attributes in front of others or in private towards queer or trans Employees; ▪ homophobic remarks, innuendos, gossip, or jokes including the transmission of offensive materials or statements via electronic means, telephone, or mail; ▪ suggesting that posters, images, publications and other print materials that are trans or queer be removed from the work environment; ▪ threatening to ‘out’ a staff member or going ‘outing’ them either in a meeting, community event or in the work environment; ▪ engaging in a discussion with trans or queer identified staff in order to ‘convert’ them according to a religious belief; ▪ advocating for policy or procedural changes that deem ‘reverse’ homophobia or ‘reverse’ oppression as a legitimate basis to terminate programs, services or staff; ▪ proposing or requesting that same-sex partners of staff be excluded from community or public events organized by the FMTA; ▪ persisting that trans or queer identified staff explain, justify or tell stories about their experiences that are linked to sexual preferences, orientation or choices; ▪ perpetuating the belief, actions, advantages, assumptions, in superiority (in policy, procedure, services, programming, or interpersonally) of heterosexuals or heterosexuality. It includes unrecognized privileges of heterosexual people and the exclusion of non-heterosexual people from policies, procedures, events, and decisions.
Sexual Orientation. Subject to the terms of the relevant benefit plans, benefits provided by this Collective Agreement to spouses shall be available to all spouses regardless of their sex or sexual orientation.
Sexual Orientation. ❑ Lesbian/Gay ❑ Bisexual ❑ Pansexual ❑ Heterosexual
