Improper Discrimination definition

Improper Discrimination means discrimination defined in section 55-5 of the Act.
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Examples of Improper Discrimination in a sentence

  • A6 NO IMPROPER DISCRIMINATIONA 6.1 CBHS not to engage in Improper DiscriminationCBHS shall not engage in Improper Discrimination between people who are, or who wish to be, insured under a complying health insurance policy of the Fund.A6.2 CBHS is restricted access insurerNothing in Rule A6.1 prevents CBHS as a restricted access insurer from limiting access to its products to persons to whom CBHS' Constitution and the Act prohibits CBHS from making its products available.

  • CUA Health must not refuse to join an Insured Person under a Policy if to do so would result in Improper Discrimination as described in A6 of these Fund Rules.

  • The Fund may refuse to accept an application until such time as the requested information is provided and assessed.(3.3a) Refusal of Membership ApplicationThe Fund may refuse an application, subject to compliance with Rule 2.4 No Improper Discrimination.

  • A6 Improper DiscriminationIn conducting the Fund and making decisions, nib will not engage in Improper Discrimination and will act in a manner which otherwise complies with the Private Health Insurance Act.

  • Improper Discrimination The ministerial committee's decision constitutes improper discrimination of prisoners affiliated with Hamas.

  • The 72,930 hectare MAN Property is located 265 kilometres southeast of Fairbanks, Alaska.

  • No. 4904/95) and People v Lawrence Scott (cited in press release titled Queens District Attorney Files Joint Motion to Vacate Conviction Citing Improper Discrimination During Jury Selection (Oct.

  • Where the old product is subject to rule A6 No Improper Discrimination and is no longer available, HIF will offer the Fund Member an Insurance Product that HIF considers is most similar to that which is no longer available.

  • A5 Use of Funds (a)The Fund shall be maintained in accordance with the Act.(b)Without limiting the above, the assets of the Fund shall not be applied for any purpose other than: A6 No Improper Discrimination A 6.1 CBHS Corporate not to engage in Improper DiscriminationCBHS Corporate shall not engage in Improper Discrimination between people who are, or who wish to be, insured under a complying health insurance policy of the Fund.

  • If the Fund Membership refers to an Insurance Product that is subject to rule A6 No Improper Discrimination and is no longer available at the time of resumption, HIF will offer the Fund Member an Insurance Product that HIF considers is most similar to that which is no longer available.

Related to Improper Discrimination

  • 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.

  • 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)

  • 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.

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

  • Improper influence means any influence that induces or tends to induce a PHA/IHA employee or officer to give consideration or to act regarding a PHA/IHA contract on any basis other than the merits of the matter.

  • 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.

  • Personal harassment means any improper behaviour by a person employed by the Employer that is directed at and offensive to another person employed by the Employer which the first person knew or ought reasonably to have known would be unwelcome. Personal harassment comprises objectionable conduct, comment, act or display that demeans, belittles or causes personal humiliation or embarrassment to the recipient.

  • Violent felony means the same as that term is defined in Section 76-3-203.5.

  • Sexual abuse means actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions.