ARTICLE 4 - NO DISCRIMINATION Sample Clauses

ARTICLE 4 - NO DISCRIMINATION establishes that parties to the agreement must not engage in discriminatory practices based on protected characteristics such as race, gender, religion, or other legally recognized categories. In practice, this clause applies to all actions and decisions made under the contract, including hiring, service provision, or access to benefits, ensuring that all individuals are treated fairly and equally. Its core function is to promote equality and prevent unfair treatment, thereby reducing the risk of legal disputes related to discrimination.
ARTICLE 4 - NO DISCRIMINATION. The Employer and the Union agree that there shall be no discrimination, harassment, interference, restriction or coercion exercised or practised with respect to any employees by reason of age, race, creed, colour, national origin, religion, political affiliation, sexual orientation, sex, marital status or any grounds prohibited by the Human Rights Code of Ontario. The Employer and the Union will continue its policy of no discrimination within the meaning of the Ontario Human Rights Code, as amended from time to time, or by reason of her or his membership or non-membership in activities or lack thereof on behalf of the Union or any of its affiliated organizations, or while exercising their rights under the Collective Agreement.
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ARTICLE 4 - NO DISCRIMINATION. The Employer will continue its policy of no discrimination, interference, restriction, harassment, intimidation or coercion being exercised or practiced with respect to any nurse, by reason of age, sex, sexual orientation, marital status, race, creed, colour, gender identity, gender expression, disability or by reason of political or religious affiliation, disability or by reason of the nurse’s membership in or activities on behalf of the Association, or any of its affiliated organizations, or while exercising their rights under the Collective Agreement, or any applicable legislation.
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ARTICLE 4 - NO DISCRIMINATION. The Employer and the Union agree that there will be no intimidation, discrimination, interference, restriction or coercion exercised or practiced by any of the representatives of the Employer or the Union, because of an employee's membership or non-membership in the Union, or activity or lack of activity in the Union.
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ARTICLE 4 - NO DISCRIMINATION. The Employer and the Union will continue their policy of no discrimination, interference, restriction or coercion being exercised or practised with respect to any nurse by reason of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, marital status, family status, or disability or other factors not pertinent with respect to employment, or by reason of her/his membership in or activities on behalf of the Union, or while exercising their rights under the Collective Agreement or any applicable legislation.
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ARTICLE 4 - NO DISCRIMINATION. 4.01 The Company and the Union acknowledge a joint responsibility to actively discourage discrimination against any employee because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offenses, marital status, family status or handicap. 4.02 The Company agrees that no employee will be unlawfully interfered with, restrained, coerced or discriminated against by the Company or any of its agents because of membership in, or lawful activity on behalf of the Union.
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Related to ARTICLE 4 - NO DISCRIMINATION

  • No Discrimination The parties agree that there shall be no discrimination within the meaning of the Ontario Human Rights Code against any employee by the Union or the Hospital by reason of race, creed, colour, age, sex, marital status, nationality, ancestry or place of origin, family status, handicap, sexual orientation, political affiliation or activity, or place of residence. The Hospital and the Union further agree that there will be no intimidation, discrimination, interference, restraint or coercion exercised or practised by either of them or their representatives or members, because of an employee's membership or non-membership in a Union or because of his activity or lack of activity in the Union. The Union shall be provided a copy of any written notice provided to an employee that he or she may be subject to termination, demotion, transfer, or other adverse impact for innocent absenteeism.

  • 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. 6.02 The Union and the Company recognize that sexual, racial, and violent harassment is a cruel and destructive behaviour against others that can have devastating effects. (a) Sexual harassment is any unwanted attention of a sexual nature such as remarks about appearance or personal life, offensive written or visual actions like graffiti or degrading pictures, physical contact of any kind, or sexual demands. (b) Racial harassment is any action, whether verbal or physical that expresses or promotes racial hatred in the workplace such as racial slurs, written or visually offensive actions, jokes or other unwanted comments or acts. (c) Violent Harassment includes any form of attempted, threatened, actual conduct or physical force of a person that causes or is likely to cause injury, and includes any threatening statement or behaviour that gives an employee reasonable cause to believe that the employee is at risk of injury. 6.03 Any claims of harassment or discrimination, should be brought to the attention of management, Human Resources and/or any local union elected person or official. Complaints of alleged harassment or discrimination as outlined in .01 by members of the bargaining unit will be handled with all possible confidentiality by a joint committee consisting of the Plant Chairperson and/or his designee and the Human Resource Manager and/or his designee. (a) The investigation will be handled promptly within ten (10) working days from the date the complaint was filed. Investigation will be reviewed by Plant Chairperson and Human Resources Manager for final resolution. If unresolved the complaint may be taken up as a grievance at Step 3. 6.04 Any confirmed allegations of the above harassment(s) may result in discipline up to and including termination. 6.05 This article is not intended to restrict any employee's rights under the Ontario Human Rights Code. 6.06 The parties agree that normal social/business conduct between people does not constitute harassment. 6.07 The pursuit of frivolous allegations of Human Rights violations has a detrimental effect on the spirit and intent for which this policy was rightfully developed and should be discouraged. Frivolous charges of harassment may be subject to disciplinary action. 6.08 Whenever in this agreement, the masculine gender is used, it will also include the feminine.

  • NO DISCRIMINATION OR HARASSMENT 14.01 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 race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability, conviction for which a pardon has been granted, or union affiliation. 14.02 Grievances arising from Article 14.01 shall first be dealt with through an alternate dispute resolution process (ADR) as agreed to by the parties. Once alternate dispute resolution mechanisms are agreed to by the parties, the grievance will be held in abeyance pending the results of the ADR process. Furthermore, employees are precluded from other avenues of redress, save and except applicable legislative procedures, until the ADR process has concluded. The ADR process shall not result in any unreasonable delay. 14.03 Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint.

  • No Discrimination for Union Activity The Employer and the Union agree that there shall be no discrimination, interference, restriction, or coercion exercised or practised with respect to any employee for reason of membership or activity in the Union.

  • D3 Discrimination The Contractor shall not unlawfully discriminate either directly or indirectly on such grounds as race, colour, ethnic or national origin, disability, sex or sexual orientation, religion or belief, or age and without prejudice to the generality of the foregoing the Contractor shall not unlawfully discriminate within the meaning and scope of the Sex Discrimination Act 1975, the Race Relations Act 1976, the Equal Pay Act 1970, the Disability Discrimination Act 1995, the Employment Equality (Sexual Orientation) Regulations 2003, the Employment Equality (Religion or Belief) Regulations 2003, the Employment Equality (Age) Regulations 2006, the Equality Act 2006, the Human Rights Act 1998 or other relevant or equivalent legislation, or any statutory modification or re-enactment thereof.