Employment Practices Clause Samples
The Employment Practices clause sets out the standards and requirements that an employer and its employees must follow regarding workplace behavior, hiring, and treatment of staff. This clause typically covers areas such as equal opportunity, non-discrimination, workplace safety, and compliance with labor laws. By clearly outlining acceptable practices and legal obligations, it helps prevent disputes, ensures a fair and safe working environment, and protects both the employer and employees from potential legal issues.
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Employment Practices. Contractor agrees to abide by the following employment laws: (i)Title VI and VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e) which prohibits discrimination against any employee or applicant for employment or any applicant or recipient of services, on the basis of race, religion, color, or national origin; (ii) Executive Order No. 11246, as amended, which prohibits discrimination on the basis of sex; (iii) 45 CFR 90 which prohibits discrimination on the basis of age; (iv) Section 504 of the Rehabilitation Act of 1973, or the Americans with Disabilities Act of 1990 which prohibits discrimination on the basis of disabilities; and (v) Utah's Executive Order, dated December 13, 2006, which prohibits unlawful harassment in the work place. Contractor further agrees to abide by any other laws, regulations, or orders that prohibit the discrimination of any kind by any of Contractor’s employees.
Employment Practices. Agency agrees to abide by any other laws, regulations, or orders that prohibit the discrimination of any kind by any of Agency’s employees.
Employment Practices. Vendor warrants that there shall be no discrimination against any employee who is employed in the work covered by the Agreement, or against any applicant for such employment, because of race, religion, color, sex, age or national origin. This shall include, but not be limited to, the following: employment, upgrading, demotion, transfer, recruitment, recruitment advertising, lay-off, termination, rates of pay or other tools of compensation, and selection for training, including apprenticeship. Vendor shall insert similar provisions in any authorized subcontracts for the performance of Services covered by this Agreement.
Employment Practices. Researcher agrees to abide by any other laws, regulations, or orders that prohibit the discrimination of any kind by any of Researcher’s employees.
Employment Practices. Franchisee will not refuse to hire, nor will it bar or discharge from employment, nor discriminate against any person in compensation or in terms, conditions, or privileges of employment because of age, race, creed, color, national origin, or sex.
Employment Practices. Contractor shall abide by the following employment laws, as applicable: (i)Title VI and VII of the Civil Rights Act of 1964 (42 U.S.C. § 2000e) which prohibits discrimination against any employee or applicant for employment or any applicant or recipient of services, on the basis of race, religion, color, or national origin; (ii)
Employment Practices. Contractor shall abide by the following employment laws, as applicable: (i)Title VI and VII of the Civil Rights Act of 1964 (42 U.S.C. § 2000e) which prohibits discrimination against any employee or applicant for employment or any applicant or recipient of services, on the basis of race, religion, color, or national origin; (ii) Executive Order No. 11246, as amended, which prohibits discrimination on the basis of sex; (iii) 45 C.F.R. § 90 which prohibits discrimination on the basis of age; (iv) Section 504 of the Rehabilitation Act of 1973, or the Americans with Disabilities Act of 1990, which prohibits discrimination on the basis of disabilities; (v) Utah Executive Order No. 2006- 0012, dated December 13, 2006, which prohibits unlawful harassment in the work place; (vi) Utah Code ▇▇▇. § 26-38- 1 et. seq., Utah Indoor Clean Air Act which prohibits smoking in enclosed public places; (vii) Utah Executive Order No. 2006-0012 which prohibits all unlawful harassment in any workplace in which state employees and employees of public and higher education must conduct business; (viii) 41 CFR part 60, Equal Employment Opportunity, and the Executive Order 11246, as amended by Executive Order 11375, which implements those regulations; (ix) 45 C.F.R. part 83, which prohibits the extension of federal support to any entity that discriminates on the basis of sex in the admission of individuals to its health manpower and nurse training programs; and (x) 40 U.S.C. §§ 3702 and 3704, as supplemented by Department of Labor regulations (29 C.F.R. part 5), Contract Work Hours and Safety Standards Act, for contracts that involve the employment of mechanics or laborers. Contractor further agrees to abide by any other laws, regulations, or orders that prohibit the discrimination of any kind of any of Contractor’s employees.
Employment Practices. Grantee will not refuse to hire, nor will it bar or discharge from employment, nor discriminate against any person in compensation or in terms, conditions, or privileges of employment because of age, race, creed, color, national origin, or sex.
Employment Practices. Contractor agrees to abide by all applicable laws, regulations, or orders that prohibit the discrimination of any kind by any of Contractor’s employees.
Employment Practices. 12.01 Marital status, race, creed, religion, sex, color, age, national origin, disability, sexual orientation, or status as a veteran will not be made a condition of employment except as might be required by applicable law.
12.02 The Board or Superintendent may require a medical examination by a physician licensed in Florida and selected by the Board and Superintendent when in their judgment such an examination is relevant to an employee’s teaching performance or employment status. All costs incurred in the examination shall be paid by the Board and shall not reflect a loss in pay. A reasonable effort shall be made to select a physician acceptable to the employee. The employee shall provide the District with a medical release authorizing the physician to provide the District with medical reports regarding the results of the examination.
12.03 Assignments for any summer school, evening school, or other programs of the school district beyond the normal school day shall be made with preference to certified school district personnel within the scope of their major or minor fields of study and their areas of greatest competence.
12.04 Every legal effort will be made to maintain the minority composition of the faculty to reflect the minority composition of the student population in the district.
12.05 Both the Board and the LCTA recognize the importance of staffing the District with employees’ representative of the community, applicant pool, and student population. To that end the Board has adopted an Affirmative Action Plan which monitors the hiring process.
12.06 The foregoing shall not be construed in such a way as to prohibit the Board from providing a racially balanced staff in each school.
12.07 When a certified teacher cannot be obtained, a substitute may be employed.
12.08 Employees hired for summer school will be issued a contract for that employment no later than seven (7) calendar days after the beginning of the session.
12.09 Where there is a vacancy of up to one school year in duration because of approved leave, including those vacancies of uncertain duration, the Board may designate such a position as a temporary position. Employees in such positions will receive all benefits stated in this Contract for the duration of employment. A temporary position shall not be considered as a staff position under Article XI of the Contract.
12.10 Substitutes who work in the same teaching position for twenty (20) consecutive school days shall be placed at the ap...