Common use of Nondiscrimination Statement Clause in Contracts

Nondiscrimination Statement. The University and the Union recognize a mutual interest in access and equality. Both parties recognize the importance of a diverse workforce and a welcoming environment on campus between employees and their supervisors. The Employer and the Union shall continue to abide by federal and state laws as well as all university and campus policies regarding nondiscrimination and harassment in employment, including but not limited to the Procedural Guidelines for Handling Discrimination and Harassment Complaints Under the Nondiscrimination Policy at the University of Illinois at Urbana-Champaign as may be amended from time to time (▇▇▇▇://▇▇▇▇▇▇▇▇▇.▇▇▇▇▇▇▇▇.▇▇▇/complaint_procedures.pdf). Additional information can be found at ▇▇▇▇://▇▇▇▇▇▇▇▇▇.▇▇▇▇▇▇▇▇.▇▇▇/discrimination-and-harassment- prevention.html. There will be no discrimination or harassment as prohibited by federal and state laws as well as all university and campus policies regarding nondiscrimination and harassment in employment by either the Union or the University with respect to any assistant covered by this Agreement. Protected categories include but are not limited to race, ethnicity, color, religion, sex, national origin, ancestry, age, order of protection status, genetic information, marital status, status as a party to or member of a civil union under the terms of the Illinois Religious Freedom Protection and Civil Union Act, disability, sexual orientation, gender identity, gender expression, citizenship or immigration status, arrest record status, unfavorable discharge from the military, or veteran status. Each assistant is entitled to make his/her/their own personal decision with respect to Union or other employee organization membership, without intimidation or coercion. There will be no discrimination or harassment against any assistant because of Union membership or because the assistant is acting as a representative of the Union or its members pursuant to the provisions of this Agreement. Assistants are encouraged to resolve complaints of discrimination utilizing the Procedural Guidelines for Handling Discrimination and Harassment Complaints Under the Nondiscrimination Policy at the University of Illinois at Urbana-Champaign. Assistants retain the right to resolve complaints of discrimination or harassment under the Grievance Procedure. An assistant must choose whether a particular complaint will be resolved using the University process or the Grievance Procedure within twenty (20) business days following an occurrence on which the complaint is based. Under request of the Union to the Academic Labor and Employee Relations Office, the Union shall designate two (2) assistants to meet with University officials from Academic Labor and Employee Relations and from the Office of Diversity, Equity and Access once per year for the purpose of providing input to the University with respect to the campus nondiscrimination statement.

Nondiscrimination Statement. The University and the Union recognize a mutual interest in access access, equity, and equality. Both parties recognize the importance of a diverse workforce and a welcoming environment on campus between employees and their supervisors. The Employer University and the Union shall continue to abide by federal and state laws as well as all university and campus policies regarding nondiscrimination and harassment in employment, including but not limited to the Procedural Guidelines for Handling Discrimination and Harassment Complaints Under the Nondiscrimination Policy at the University of Illinois at Urbana-Champaign as may be amended from time to time (time. Additional information can be found at ▇▇▇▇▇://▇▇▇▇▇▇▇▇▇.▇▇▇▇▇▇▇▇.▇▇▇/complaint_procedures.pdf). Additional information can be found at ▇▇▇▇://▇▇▇▇▇▇▇▇▇.▇▇▇▇▇▇▇▇.▇▇▇/discrimination/our-services/discrimination-and-harassment- prevention.html. harassment/. There will be no discrimination or harassment as prohibited by federal and state laws as well as all university and campus policies regarding nondiscrimination and harassment in employment by either the Union or the University with respect to any assistant covered by this Agreement. Protected categories include but are not limited to race, ethnicity, color, religion, sex, national origin, ancestry, age, order of protection status, genetic information, marital status, status as a party to or member of a civil union under the terms of the Illinois Religious Freedom Protection and Civil Union Act, disabilitydisability (including qualifying medical conditions), sexual orientation, gender identity, gender expression, citizenship or immigration status, arrest record status, unfavorable discharge from the military, or veteran status. For purposes of this Agreement, discrimination is defined as being subject to different treatment based on membership in a protected classification and to thereby experience an adverse employment action. For purposes of this Agreement, harassment is a form of discrimination and unwelcome conduct based on an individual’s status within a Protected Classification. The unwelcome conduct may be verbal, written, electronic or physical in nature. Harassment is when the unwelcome conduct is based on one or more of the protected classifications, and is either (1) sufficiently severe or pervasive; and (2) objectively offensive; and (3) unreasonably interferes with, denies, or limits a person’s ability to participate or benefit from employment opportunities at the University; or performed by a person having power or authority over another in which submission to such conduct is made explicitly or implicitly a term or condition of employment opportunities at the University. The above definitions may be amended by the mutual agreement of both parties during the duration of the contract. Each assistant is entitled to make his/her/their own personal decision with respect to Union or other employee organization membership, without intimidation or coercion. There will The University and the Union agree that no assistant shall be no discrimination discriminated against, intimidated, or harassment against coerced in the exercise of any assistant because rights granted by the Illinois Educational Labor Relations Act, or by this Agreement, or on account of Union membership or because non-membership in, or lawful activities on behalf of the assistant is acting as a representative union. The Union reserves the right to exclude non-members in the internal and external affairs of the Union or its members pursuant including but not limited to GEO bargaining sessions, meetings, activities, events and communications as long as those exclusions conform with the provisions of this Agreementthe Illinois Educational Labor Relations Act. Graduate Assistants shall not face retaliation for pursuing a grievance against the University. Assistants are encouraged to resolve complaints of discrimination utilizing the Procedural Guidelines for Handling Discrimination and Harassment Complaints Under the Nondiscrimination Policy at the University of Illinois at Urbana-Champaign. Assistants shall be allowed to select a GEO representative to assist them in the processes under the Procedural Guidelines. Assistants retain the right to resolve complaints of discrimination or harassment under the Grievance ProcedureProcedure to determine if a violation of the collective bargaining agreement occurred and appropriate remedies, if any, within an Arbitrator’s control. An assistant must choose whether a particular complaint will be resolved using the University process or the Grievance Procedure within twenty (20) business days following an occurrence on which the complaint is based. Under request of The parties recognize where there are issues involving potential sexual misconduct policy violations, potential Title IX violations or where there is a potential imminent safety impact to the individual or campus, the matter shall be referred to Office for Access and Equity separate from the grievance procedure. In all cases involving the OAE process, once an investigation is commenced and until a written finding is rendered, the Union to the Academic through Illinois Human Resources - Office of Labor and Employee Relations Office, may request a status update after thirty (30) days and every thirty (30) days thereafter. This status update will include an estimate of the additional time required to complete the process. The Union shall designate two (2) assistants to meet with University officials from Academic Illinois Human Resources - Labor and Employee Relations and from the Office of Diversity, for Access and Equity and Access once per year for the purpose of providing input to the University with respect to the campus nondiscrimination statement.

Nondiscrimination Statement. The University and the Union recognize a mutual interest in access access, equity, and equality. Both parties recognize the importance of a diverse workforce and a welcoming environment on campus between employees and their supervisors. The Employer University and the Union shall continue to abide by federal and state laws as well as all university and campus policies regarding nondiscrimination and harassment in employment, including but not limited to the Procedural Guidelines for Handling Discrimination and Harassment Complaints Under the Nondiscrimination Policy at the University of Illinois at Urbana-Champaign as may be amended from time to time (▇▇▇▇://▇▇▇▇▇▇▇▇▇.▇▇▇▇▇▇▇▇.▇▇▇/complaint_procedures.pdf). Additional information can be found at ▇▇▇▇▇://▇▇▇.▇▇▇▇▇▇▇▇.▇▇▇/our-services/discrimination-and-harassment/ ▇▇▇▇://▇▇▇▇▇▇▇▇▇.▇▇▇▇▇▇▇▇.▇▇▇/discrimination-and-harassment- prevention.html/ discrimination-and-harassment-prevention.html. There will be no discrimination or harassment as prohibited by federal and state laws as well as all university and campus policies regarding nondiscrimination and harassment in employment by either the Union or the University with respect to any assistant covered by this Agreement. Protected categories include but are not limited to race, ethnicity, color, religion, sex, national origin, ancestry, age, order of protection status, genetic information, marital status, status as a party to or member of a civil union under the terms of the Illinois Religious Freedom Protection and Civil Union Act, disabilitydisability (including qualifying medical conditions), sexual orientation, gender identity, gender expression, citizenship or immigration status, arrest record status, unfavorable discharge from the military, or veteran status. For purposes of this Agreement, discrimination is defined as being subject to different treatment based on membership in a protected classification and to thereby experience an adverse employment action. For purposes of this Agreement, harassment is a form of discrimination and unwelcome conduct based on an individual’s status within a Protected Classification. The unwelcome conduct may be verbal, written, electronic or physical in nature. Harassment is when the unwelcome conduct is based on one or more of the protected classifications, and is either (1) sufficiently severe or pervasive; and (2) objectively offensive; and (3) unreasonably interferes with, denies, or limits a person’s ability to participate or benefit from employment opportunities at the University; or performed by a person having power or authority over another in which submission to such conduct is made explicitly or implicitly a term or condition of employment opportunities at the University. The above definitions may be amended by the mutual agreement of both parties during the duration of the contract. Each assistant is entitled to make his/her/their own personal decision with respect to Union or other employee organization membership, without intimidation or coercion. The University and the Union agree that no assistant shall be discriminated against, intimidated, or coerced in the exercise of any rights granted by the Illinois Educational Labor Relations Act, or by this Agreement, or on account of membership or non-membership in, or lawful activities on behalf of the union. The Union reserves the right to exclude non-members in the internal and external affairs of the Union including but not limited to GEO bargaining sessions, meetings, activities, events and communications as long as those exclusions conform with the provisions of the Illinois Educational Labor Relations Act. There will be no discrimination or harassment against any assistant because of Union membership or because the assistant is acting as a representative of the Union or its members pursuant to the provisions of this Agreement. Graduate Assistants shall not face retaliation for pursuing a grievance against the University. Assistants are encouraged to resolve complaints of discrimination utilizing the Procedural Guidelines for Handling Discrimination and Harassment Complaints Under the Nondiscrimination Policy at the University of Illinois at Urbana-Champaign. Assistants shall be allowed to select a GEO representative to assist them in the processes under the Procedural Guidelines. Assistants retain the right to resolve complaints of discrimination or harassment under the Grievance ProcedureProcedure to determine if a violation of the collective bargaining agreement occurred and appropriate remedies, if any, within an Arbitrator’s control. An assistant must choose whether a particular complaint will be resolved using the University process or the Grievance Procedure within twenty (20) business days following an occurrence on which the complaint is based. potential Title IX violations or where there is a potential imminent safety impact to the individual or campus, the matter shall be referred to Office for Access and Equity separate from the grievance procedure. In all cases involving the OAE process, once an investigation is commenced and until a written finding is rendered, the Union through Illinois Human Resources - Office of Labor and Employee Relations may request a status update after thirty (30) days and every thirty (30) days thereafter. This status update will include an estimate of the additional time required to complete the process. Under request of the Union to the Academic Labor and Employee Relations Office, the Tthe Union shall designate two (2) assistants to meet with University officials from Academic Illinois Human Resources - Labor and Employee Relations and from the Office for of Diversity, Equity and Access and Equity once per year for the purpose of providing input to the University with respect to the campus nondiscrimination statement.