Disability discrimination Clause Samples

A disability discrimination clause prohibits unfair treatment of individuals based on disabilities within the context of the agreement. It typically requires parties to provide reasonable accommodations and ensure equal access or opportunities for people with disabilities, such as modifying workspaces or adjusting procedures. The core function of this clause is to promote inclusivity and legal compliance, reducing the risk of discriminatory practices and potential legal disputes.
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Disability discrimination. SUBRECIPIENT shall comply with Sections 503 and 504 of the Rehabilitation Act of 1973, as amended (29 U.S.C. 794), the Americans with Disabilities Act of 1990 (42 U.S.C. 12101 et seq.), and all requirements imposed by the applicable regulations and guidelines issued pursuant to those statutes, including 45 CFR, Part 84.
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Disability discrimination. 22.1 Where the Supplier provides Goods or Deliverables directly to the public or a section of the public under this Contract and is therefore a “provider of services” for the purposes of Part III of the Equality Act, the Supplier, with respect to the Goods and/or Deliverables: 22.1.1 shall comply with all the relevant provisions of the Equality Act; and 22.1.2 warrants that the Deliverables shall comply with the Equality Act at no additional expense to disabled persons or Sport England.
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Disability discrimination. Where the Supplier provides Deliverables directly to the public or a section thereof and is therefore a “provider of services” for the purposes of Part III of the Disability Discrimination Act 1995 (the “1995 Act”), the Supplier, with respect to the Deliverables: 24.1. shall comply with all the relevant provisions of the 1995 Act; 24.2. warrants that the Deliverables shall comply with the 1995 Act at no additional expense to disabled persons or the BBC; and 24.3. shall indemnify the BBC against all claims, demands, costs and expenses (including legal costs on a solicitor and own client basis), losses and liabilities incurred by the BBC as a result of the Supplier’s breach of this warranty.
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Disability discrimination. 24.1 The Provider shall adopt policies to comply with its statutory obligations under the Disability Discrimination Act 1995 and shall comply with any relevant Codes of Practice promulgated by the Equal Opportunities Commission and/or the Disability Rights Commission from time-to-time. A copy of Thurrock Borough Council’s Diversity Statement is attached at Appendix 3.
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Disability discrimination. 25.1. Where the Freelance provides Product(s) and/or Services directly to the public or a section thereof and is therefore a “provider of services” for the purposes of Part III of the Disability Discrimination Act 1995 (the “1995 Act”), the Freelance, with respect to the Product(s) and/or Services: 25.1.1. shall comply with all the relevant provisions of the 1995 Act; 25.1.2. warrants that the Product(s) and/or Services shall comply with the 1995 Act at no additional expense to disabled persons or the BBC; and 25.1.3. shall indemnify the BBC against all claims, demands, costs and expenses including legal costs , losses and liabilities incurred by the BBC as a result of the Freelance’s breach of this warranty.
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Disability discrimination. The Contractor must comply with the Disability Discrimination ▇▇▇ ▇▇▇▇ (Cth) in accordance with the National Disability Strategy 2010-2020.
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Related to Disability discrimination

  • 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.

  • Nondiscrimination in Employment Consultant shall not discriminate against any employee or applicant for employment on any basis prohibited by law. Contractor shall provide equal opportunity in all employment practices. Consultants shall ensure that their subcontractors comply with this program. Nothing in this Section shall be interpreted to hold a Consultant liable for any discriminatory practice of its subcontractors.

  • Non-Discrimination in Employment All solicitations or advertisements for employees placed 25 by or on behalf of CONTRACTOR shall state that all qualified applicants will 26 receive consideration for employment without regard to race, religious creed, 27 color, national origin, ancestry, physical disability, mental disability, 28 medical condition, genetic information, marital status, sex, gender, gender 1 identity, gender expression, age, sexual orientation, military and veteran 2 status or any other protected group in accordance with the requirements of all 3 applicable Federal or State laws. Notices describing the provisions of the 4 equal opportunity clause shall be posted in a conspicuous place for employees 5 and job applicants.

  • 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.

  • Maternity Disability Leave Parental Leave