Discrimination Grievance definition

Discrimination Grievance means a complaint concerning the unlawful discrimination on the basis of any characteristic protected under federal or state law, including sex, race, color, religion, ancestry, national origin, ethnic group identification, age, mental disability, physical disability, medical condition, genetic information, marital status, gender, gender identity, or sexual orientation.
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Discrimination Grievance means any complaint or grievance alleging discrimination prohibited by State or federal non-discrimination law, including, without limitation, the Xxxxx Civil Rights Act , Title VI of the Civil Rights Act of 1964; Title IX of the Education Amendments of 1972; the Age Discrimination Act of 1975; Sections 504 and 508 of the Rehabilitation Act of 1973, as amended; Titles II and III of the Americans with Disabilities Act of 1990, as amended; Section 1557 of the Patient Protection and Affordable Care Act of 2010, and Government Code (GC) section 11135. Doula means a birth worker who provides health education, advocacy, and physical, emotional, and nonmedical support for pregnant and postpartum persons before, during, and after childbirth, otherwise known as the perinatal period. Durable Medical Equipment (DME) means Medically Necessary medical equipment that a Provider prescribes for a Member that the Member uses in the home, in the community, or in a facility that is used as a home. Emergency Medical Condition means a medical condition manifesting itself by acute symptoms of sufficient severity, including severe pain, such that the absence of immediate medical attention could reasonably be expected to result in one or more of the following:
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Discrimination Grievance means a complaint concerning the unlawful discrimination on the basis of any characteristic protected under federal or state law, including sex, race, color, religion, ancestry, national origin, ethnic group identification, age, mental disability, physical disability, medical condition, genetic information, marital status, gender, gender identity, or sexual orientation. Contractor shall inform beneficiaries of processes for filing discrimination grievances as follows:
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Examples of Discrimination Grievance in a sentence

  • Therefore, all students are expected read the Discrimination and Harassment policy and Discrimination Grievance Procedures, as well as the Code of Student Conduct, to gain a thorough understanding of the expectations and procedures set forth in both processes and the differences between the two.

  • In addition to the Code of Student Conduct, all students at WGU are also subject to the University’s Discrimination, Harassment, Sexual Misconduct, Stalking and Retaliation Policy and accompanying Discrimination Grievance Procedures which are separate from the Student Conduct Code standards and procedures.

  • In cases where the provisions in the Student Conduct Code and the provisions in the Discrimination and Harassment policy and accompanying Discrimination Grievance Procedures are different or inconsistent, the Discrimination and Harassment policy and Discrimination Grievance Procedures supersede.

  • For discrimination grievances that pertain to a GE’s role as a student, graduate students should refer to the student section of the AAEO Discrimination Grievance Procedures online, http://aaeo.uoregon.edu/content/raise-concern.

  • If a beneficiary believes they have been unlawfully discriminated against, they have the right to file a Discrimination Grievance with the Contractor, the Department’s Office of Civil Rights, and the United States Department of Health and Human Services, Office for Civil Rights.

  • Additional information regarding the University Discrimination Grievance Procedure is available online or in person from the Office of Institutional Equity, 218 Russ Hall.

  • The Contractor shall ensure information is included on filing a Discrimination Grievance with the Contractor, the subcontractor, the DHCS Office of Civil Rights and the U.S. Health and Human Services Office for Civil Rights, and shall specifically include information stating that the Contractor complies with all State and Federal civil rights laws.

  • The persons designated above to receive complaints under these procedures shall be referred to as Discrimination Grievance Officers.

  • In the latter case, the Discrimination Grievance Procedures apply.

  • If a beneficiary believes they have been unlawfully discriminated against, they have the right to file a Discrimination Grievance with the Contractor, the subcontractor, the Department’s Office of Civil Rights, and the United States Department of Health and Human Services, Office for Civil Rights.


More Definitions of Discrimination Grievance

Discrimination Grievance means a claimed violation in terms of conditions of employment of any nondiscrimination law and/or regulation to which the County is subject, the prohibitions of which include, but are not necessarily limited to sexual, racial, or national origin harassment and other unlawful discrimination based upon race, religion, creed, color, citizenship, national origin, sex, age, disability, pregnancy, marital status, arrest record, disabled or nondisabled veteran’s status (including Vietnam era veterans), political affiliation or belief, limited English proficiency, or low income status.
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Discrimination Grievance means a claimed violation in terms of conditions of employment of any nondiscrimination law and/or regulation to which the County issubject, the prohibitions of which include, but are not necessarily limited to sexual, racial, or national origin harassment and other unlawful discrimination based upon race, religion, creed, color, citizenship, national origin, sex, age, disability, pregnancy, marital status, arrest record, disabled or nondisabled veteran’s status (including Vietnam era veterans), political affiliation or belief, limited English proficiency, or low income status III. Procedure Step 1:a. Any grievance under this procedure between any employee and the County shall be initiated in the first instance by the aggrieved employee in writing to the department head, or the department head’s authorized designee. The County shall make available Complaint of Discrimination forms for use by County employees when initiating a discrimination complaint. To the extent possible, the complaint must contain the grieving’s name, the date and time of the alleged act, who was involved, including witnesses, where the alleged act took place, and a detailed description of the alleged act. A grievance submitted in writing shall be answered in writing within five (5) days from the time the grievance was received by the department head or his or her designee. b. A grievance shall not be initiated later than ten (10) work days after the grievant becomes aware of the event constituting the alleged grievance. Such limitation can be raised at any step throughout the grievance procedure. Step 2: In the event the grievance is not adjusted under Step 1, the aggrieved employee may notify in writing the County through the Personnel Department within ten (10) working days from the date of the Step 1 answer. Thereafter, the Director of Personnel or an authorized designee shall schedule and conduct a meeting within ten (10) working days to be attended by the aggrieved employee, the County Attorney, and the Director of Personnel (Affirmative Action Officer/Title VI Coordinator). The County Attorney and Director of Personnel will investigate the complaint, review all the relevant information, and interview witnesses and other parties involved, if necessary. Within ten (10) working days after the conclusion of their investigation, the Director of Personnel or an authorized designee shall render a decision in writing setting forth the County's final determination relative to the employe...
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Discrimination Grievance means any complaint or grievance alleging discrimination prohibited by State non-discrimination law, including, without limitation, the Xxxxx Civil Rights Act and GC section 11135, and federal non-discrimination law, including, without limitation, Title VI of the Civil Rights Act of 1964; Title IX of the Education Amendments of 1972; the Age Discrimination Act of 1975; Sections 504 and 508 of the Rehabilitation Act of 1973 (29 USC sections 794 and 794d), as amended; Titles II and III of the Americans with Disabilities Act of 1990, as amended; and Section 1557 of the Patient Protection and Affordable Care Act of 2010 (42 USC section 18116). Doula means a birth worker who provides health education, advocacy, and physical, emotional, and nonmedical support for pregnant and postpartum persons before, during, and after childbirth, otherwise known as the perinatal period, for up to one year after pregnancy and provides support during miscarriage, stillbirth, and abortion (pregnancy termination) as set forth in APL 23-024. Downstream Subcontractor means an individual or an entity that has a Downstream Subcontractor Agreement with a Subcontractor or a Downstream Subcontractor. A Network Provider is not a Downstream Subcontractor solely because it enters into a Network Provider Agreement. Downstream Fully Delegated Subcontractor means a Downstream Subcontractor that contractually assumes all duties and obligations of Contractor under the Contract, through the Subcontractor, except for those contractual duties and obligations where delegation is legally or contractually prohibited. A Contractor can operate as a Downstream Fully Delegated Subcontractor. Downstream Partially Delegated Subcontractor means a Downstream Subcontractor that contractually assumes some, but not all, duties and obligations of a Subcontractor under the Contract, including, for example, obligations regarding specific Member populations or obligations regarding a specific set of services. Individual physician associations and medical groups often operate as Downstream Partially Delegated Subcontractors.
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Related to Discrimination Grievance

  • Discrimination or harassment means discrimination or harassment on the basis of race, color, sex, sexual orientation, religion, ancestry, national origin, or disability.

  • Discrimination means discrimination against any student by a student or students and/or employee or employees on school property or at a school function including, but not limited to, discrimination based on a person’s actual or perceived race, color, weight, national origin, ethnic group, religion, religious practice, disability, sexual orientation, gender or sex.

  • Policy Grievance shall be signed by a xxxxxxx or a Union representative or, in the case of an Employer's policy grievance, by the Employer or its representative.

  • Group Grievance is defined as a single grievance, signed by a Xxxxxxx or a Union Representative on behalf of a group of employee who have the same complaint. Such grievances must be dealt with at successive stages of the Grievance Procedure commencing with Step 1. The grievors shall be listed on the grievance form.

  • A grievance means a dispute or disagreement as to the interpretation or application of terms and conditions of employment contained in this Agreement.

  • Grievance means a complaint in writing that an employee, group of employees, or the Union submits to management, to be processed through the grievance procedure.

  • Unlawful discrimination means any complaint of unlawful discrimination based on a category protected under Title 5, section 59300, including sexual harassment and retaliation.

  • Discriminate means distinctions in treatment because of race, sex, color, religion, handicap, familial status or national origin of any person.

  • Harassment means a pattern of unwelcome verbal or physical conduct relating to another person's constitutionally or statutorily protected status that causes, or reasonably should be expected to cause, substantial interference with the other's performance in the school environment; and

  • Grievances filed under this Article shall begin at Step 2. Grievances under this clause shall be handled with all possible confidentiality and dispatch.

  • Non-discrimination means fairness in treating suppliers and awarding contracts without prejudice, discrimination or preferred treatment.

  • Workplace Harassment means engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome”. Ref: Occupational Health and Safety Act, Sec. 1

  • Retaliation means any form of intimidation, reprisal or harassment directed against a student who reports bullying, provides information during an investigation, or witnesses or has reliable information about bullying.

  • Adverse employment action means an action that affects an em- ployee ’s compensation, promotion, transfer, work assignment, or performance evaluation, or any other employment action that would dissuade a reasonable employee from making or supporting a report of abuse or neglect under Family Code 261.101.

  • Discrimination on the basis of disability means any distinction, exclusion or restriction on the basis of disability which has the purpose or effect of impairing or nullifying the recognition, enjoyment or exercise, on an equal basis with others, of all human rights and fundamental freedoms in the political, economic, social, cultural, civil or any other field. It includes all forms of discrimination, including denial of reasonable accommodation;

  • Grievance System means the overall system that includes:

  • discriminatory action means any action or threat of action by an employer that does or would adversely affect an employee with respect to any terms or conditions of employment or opportunity for promotion, and includes termination, layoff, suspension, demotion or transfer of an employee, discontinuation or elimination of a job, change of a job location, reduction in wages, change in hours of work, reprimand, coercion, intimidation or the imposition of any discipline or other penalty but does not include:

  • Other health impairment means having limited strength, vitality, or alertness, including a heightened alertness to environmental stimuli, that results in limited alertness with respect to the educational environment, that:

  • Personal Grievance means a claim that an employee: (a) Has been unjustifiably dismissed; or (b) has had his/her employment, or his/her conditions of employment, affected to (c) his/her disadvantage by some unjustifiable action by the employer; or (d) has been discriminated against in his/her employment; or (e) has been sexually harassed in his/her employment; or (f) has been racially harassed in his/her employment; or (g) has been subjected to duress in relation to union membership.

  • Statement of Grievance shall name the grievant(s) involved, the facts giving rise to the grievance, the provision(s) of the Agreement alleged to be violated, and the remedy (specific relief) requested.

  • disciplinary law means a law regulating the discipline of any disciplined force;

  • Disciplinary Code means the disciplinary code of the LTA in force from time to time;

  • Sexual harassment means conduct on the basis of sex that satisfies one or more of the following:

  • Shift Worker means a worker who is not a day worker as defined.

  • Grievant means an employee or group of employees having the same grievance. In the case of a group of employees, one employee shall be designated by the group to act as spokesperson and to be responsible for processing the grievance.

  • Sexual orientation means actual or perceived heterosexuality, homosexuality or bisexuality.