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 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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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: • Placing the Member’s health in serious jeopardy; • Serious impairment to bodily functions; or • Serious dysfunction to any bodily organ or part.
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Examples of Discrimination Grievance in a sentence

  • For discrimination grievances that pertain to a GE’s role as a 89 student, graduate students should refer to the student section of the AAEO 90 Discrimination Grievance Procedures online 91 (xxxx://xxxx.xxxxxxx.xxx/booklet.html).

  • The University policies and procedures to be revised include, but are not limited to: the Sexual Misconduct, Sexual and Relationship Violence, and Stalking Policy (Policy 406.5); the Sexual Harassment Policy (Policy 406.5.1); the Discrimination Grievance Policy (Policy 407.1); the Discrimination Grievance Procedures; the University’s Equal Opportunity Policy/Non-Discrimination Policy (Policy No. 406.4); the Appeals Policy (Policy 203.5.2); and the Student Conduct Code.

  • GME Program does not tolerate sexual and other forms of harassment and incidences of harassment are subject to the UCF Discrimination Grievance Policy available at the following link: xxxx://xxx.xxx.xxx.xxx/.

  • Anyone dissatisfied with a decision made concerning a service animal should refer to the Unlawful Discrimination Grievance Procedures.

  • Complaints alleging harassment/discrimination based on a significant contagious disease shall be handled in accordance with the district’s Harassment and Discrimination Grievance Procedure.

  • The District will revise its website, calendar, job application, Discrimination Grievance Procedures, and any other relevant publications disseminated to students, employees, and beneficiaries to notify all students, employees, and beneficiaries of the name and/or title, physical office address, electronic mail (email) address, and telephone number of the person(s) designated to coordinate its efforts to comply with Title IX.

  • The CONTRACTOR shall designate a Discrimination Grievance Coordinator who is responsible for ensuring compliance with federal and state nondiscrimination requirements and investigating Discrimination Grievances related to any action that would be prohibited by, or out of compliance with, federal or state nondiscrimination law.

  • By November 30, 2018, the District will submit to OCR for review and approval a copy of its revised Disability Discrimination Grievance Procedures to ensure that they are consistent with the requirements of Section 504 and Title II.

  • Procedures for investigating complaints shall be the same as those outlined in Board Policy 1565 Unlawful Discrimination Grievance Procedure.

  • The College will ensure that this employee is identified consistently across its policies and procedures regarding disability discrimination, specifically its Notice of Non- Discrimination, Grievance Procedures, and Accommodations Policy.


More Definitions of Discrimination Grievance

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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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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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 is defined as a difference between the parties relating to the interpretation, application or administration of this Agreement. A policy grievance may be submitted by either party at Step 2 of the grievance procedure. A policy grievance shall be signed by a CLAC Representative and submitted to the Employer. A policy grievance submitted by the Employer shall be signed by the Employer or his 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 dispute arising out of the interpretation, application, administration or alleged violation of the terms of this Agreement.

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

  • Harassment means engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome". ref: Ontario Human Rights Code, Sec. 10 (1)

  • 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 (1). The employee rights set out above shall be interpreted within the context of the Ontario Human Rights Code. An employee who believes that she has been harassed, contrary to this provision shall be encouraged by both parties to follow the Employer’s policy on harassment and process. Failing resolution, an employee may follow the process set out in the Complaint, Grievance and Arbitration procedure in Article 8 of the Collective Agreement. The employee shall be encouraged by both parties to exhaust these processes prior to filing a complaint with the Ontario Human Rights Commission.

  • 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 shall occur if:

  • 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 of unjustifiable dismissal, unjustifiable disadvantage, discrimination, sexual or racial harassment, or duress in relation to membership or non-membership of a union or employees’ organisation.

  • Statement of Grievance shall name the grievant(s) involved, the facts giving rise to the grievance, 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.

  • Disciplinary probation means a status in which a student may remain enrolled in the university only upon the condition that the student complies with specified standards of conduct or other requirements or restrictions on privileges, for a specified period of time, not to exceed two years.