Prohibited Grounds of Discrimination Sample Clauses

The Prohibited Grounds of Discrimination clause defines which characteristics or attributes cannot be used as a basis for unfavorable treatment or decisions within the scope of the agreement. Typically, this clause lists protected categories such as race, gender, religion, age, disability, or sexual orientation, and applies to actions like hiring, promotion, service provision, or contract performance. Its core function is to ensure fairness and equal treatment by explicitly preventing discriminatory practices, thereby reducing legal risk and promoting compliance with applicable anti-discrimination laws.
Prohibited Grounds of Discrimination. The Corporation and the Union subscribes to the equal opportunity principles defined by the Canadian Human Rights Act. As such, the Corporation will not permit or tolerate discrimination by or towards employees on the following grounds: Sexual orientation Disability (physical or mental handicap including dependence on drugs or hoI) Harassment is a discriminatory practice. Harassment is defined as any behaviour by an employee based on a prohibited ground of discrimination, that is directed at any other employee and is likely to insult, intimidate or humiliate that other person. A reasonable person should know that this behaviour is unwelcome. The types of behaviour that constitute harassment include, but are not limited to: Verbal, written and physical abuse or threats; Improper, embarrassing or humiliating, derogatory or condescending remarks or suggestions; ▇▇▇▇▇, practical jokes and racial jokes; The display of offensive or demeaning pictures or material; and The distribution of offensive material by any means. For the purposes of this directive, the term harassment will include sexual harassment and abuse of authority.
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Prohibited Grounds of Discrimination. The Corporation and the Union subscribes to the equal opportunity principles defined by the Canadian Human As such, the Corporation will not permit or tolerate discrimination by or towards employees on the following grounds: e Colour; e Religion; e Sex (including pregnancy and childbirth);
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Prohibited Grounds of Discrimination. The Corporation and the Union subscribes to the equal opportunity principles defined by the Canadian Rights As such, the Corporation will not permit or tolerate discrimination by or towards employees on the following grounds: Race; National or ethnic origin; Colour; Religion; Age; Sex (including pregnancy and childbirth); Sexual orientation Marital status Family status Disability (physical or mental handicap including dependence on drugs or alcohol); Conviction. Harassment Harassment is a discriminatory practice. Harassment is defined as any behaviour by an employee based on a prohibited ground of discrimination, that is directed at any other employee and is likely to insult, intimidate or humiliate that other person. A reasonable person should know that this behaviour is unwelcome. The types of behaviour that constitute harassment include, but are not limited to: Verbal, written and physical abuse or threats; Improper, embarrassing or humiliating, derogatory or condescending remarks or suggestions; ▇▇▇▇▇, practical jokes and racial jokes; The display of offensive or demeaning pictures or material; and The distribution of offensive material by any means. For the purposes of this directive, the term harassment will include sexual harassment and abuse of authority. Sexual Harassment The Corporation and the Union endorses the definition found in the Canada Labour Code, which defines sexual harassment as any conduct, comment, gesture or contact of a sexual nature that is likely to cause offence or humiliation to any employees: or that might, on reasonable grounds, be perceived by that employees as placing a condition of a sexual nature on employment or on any opportunity for training or promotion Any such conduct, comment, gesture or contact may take place on a one-time basis or as a series of incidents. The types of behaviour that constitute sexual harassment include, but are not limited to: Unwelcome remarks, jokes, racial jokes, innuendoes or taunts of a sexual nature: The display of pornographic or other offensive or derogatory materials, such as pin-ups, calendars, etc.: Unwelcome invitations or requests, whether indirect or explicit, or intimidation; Leering (suggestive staring) or other gestures: Unwelcome physical contact: or Sexual assault. Abuse of Authority Employees of the Corporation will not unjustly use their authority, position (with its implicit power), or access to information to undermine, intimidate, threaten, blackmail, sabotage or other w...
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Prohibited Grounds of Discrimination a) Neither the Union nor the Company, in carrying out its obligations under this agreement, will discriminate in matters of hiring, training, promotion, transfer, layoff, discharge, or otherwise because of race, creed, colour, national origin, age, sex, marital status, sexual preference, physical disability, ethnic origin, conviction for which a pardon has been granted, political beliefs or affiliation, or religious belief or affiliation. b) The parties will also not discriminate because of family status, number of dependents, pregnancy or childbirth, place of residence, mental disability or citizenship provided the employee has the legal right to be employed at the Company’s place of business. c) Paragraphs (a) and (b) do not apply with respect to a refusal, limitation, specification or preference based on a bona fide occupational requirement. d) Notwithstanding the above, the parties hereto subscribe to the principles of the Human Rights Act of British Columbia. e) This Article does not preclude an employee from making a complaint under the BC Human Rights Act, but an employee shall not be entitled to duplication of process and must choose between complaint under the Act or the grievance procedure.
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Prohibited Grounds of Discrimination. The Corporation and the Union subscribes to the equal opportunity principles defined by the Canadian Human Act. As such, the Corporation will not permit or tolerate discrimination by or towards employees on the following grounds: Sex (including pregnancy and childbirth); Conviction. Harassment is a discriminatory practice. Harassment is defined as any behaviour by an employee based on a prohibited ground of discrimination, that is directed at any other employee and is likely to insult, intimidate or humiliate that other person. A reasonable person should know that this behaviour is unwelcome. The types of behaviour that constitute harassment include, but are not limited to: ▇▇▇▇▇▇, written and physical abuse or threats; Improper, embarrassing or humiliating, derogatory or condescending remarks or suggestions; ▇▇▇▇▇, practical jokes and racial jokes; The display of offensive or demeaning pictures or material; and The distribution of offensive material by any means. For the purposes of this directive, the term harassment will include sexual harassment and abuse of authority.
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Prohibited Grounds of Discrimination. The Corporation and the Union subscribes to the equal opportunity principles defined by the Canadian Human Rights Act. As such, the Corporation will not permit or tolerate discrimination by or towards employees on the following grounds: Race; National or ethnic origin; Colour; Religion; Sex (including pregnancy and childbirth); Sexual orientation Marital status Family status Disability (physical or mental handicap including dependence on drugs or alcohol); Conviction. November National Representative, CAW East Suite Montreal, (Quebec) I refer to our discussions on the above matter during the Supervisory Group collective bargaining sessions. The parties agree that the intent of the Supplemental Agreement between the CAW and the Corporation, dated December will apply to the transfer of t core functions to any employee not within the bargaining unit. Sincerely, Sophia Director, Internal Strategy Agreed: APPENDIX "Ea)" Harassment is a discriminatory practice. Harassment is defined as any behaviour by an employee based on a prohibited ground of discrimination, that is directed at any other employee and is likely to insult, intimidate or humiliate that other person. A reasonable person should know that this behaviour is unwelcome. The types of behaviour that constitute harassment include, but are not limited to: Verbal, written and physical abuse or threats; Improper, embarrassing or humiliating, derogatory or condescending remarks or suggestions; Jokes, practicaljokes and racial jokes; The display of offensive or demeaning pictures or material; and The distribution of offensive material by any means. For the purposes of this directive, the term harassment will include sexual harassment and abuse of authority.
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Prohibited Grounds of Discrimination. The Corporation and the Union subscribes to the equal opportunity principles defined by the Canadian Human Rights Act. As such, the Corporation will not permit or tolerate discrimination by or towards employees on the following grounds: Race; National or ethnic origin; Colour; Religion; Age; Sex (including pregnancy and childbirth); Sexual orientation Marital status Family status Disability (physical or mental handicap including dependence on drugs or alcohol); Conviction. Harassment is a discriminatory practice. Harassment is defined as any behaviour by an employee based on a prohibited ground of discrimination, that is directed at any other employee and is likely to insult, intimidate or humiliate that other person. A reasonable person should know that this behaviour is unwelcome. The types of behaviour that constitute harassment include, but are not limited to: ⚫ ▇▇▇▇▇▇, written and physical abuse or threats; ⚫ Improper, embarrassing or humiliating, derogatory or condescending remarks or suggestions; ⚫ ▇▇▇▇▇, practical jokes and racial jokes; ⚫ Innuendoes/taunts; ⚫ The display of offensive or demeaning pictures or ⚫ The distribution of offensive material by any means material; and For the purposes of this directive, the term harassment will include sexual harassment and abuse of authority.
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Prohibited Grounds of Discrimination a) Neither the Union nor the Company, in carrying out its obligations under this agreement, will discriminate in matters of hiring, training, promotion, transfer, layoff, discharge, or otherwise because of race, ancestry, colour, place of origin, place of residence, age, sex, marital status, family status, number of dependents, pregnancy or childbirth, sexual orientation, physical or mental disability, ethnic origin, conviction of a criminal or summary offence that is unrelated to the employment or to the intended employment of that person or for which a pardon has been granted, political beliefs or affiliation, religious belief or affiliation, or citizenship provided the employee has the legal right to be employed at the Company’s place of business. b) Paragraph (a) does not apply with respect to a refusal, limitation, specification or preference based on a bona fide occupational requirement. c) Notwithstanding the above, the Parties hereto subscribe to the principles of the Human Rights Code of British Columbia. d) This Article does not preclude an employee from making a complaint under the BC Human Rights Code, but an employee shall not be entitled to duplication of process and must choose between complaint under the Code or the grievance procedure.
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Related to Prohibited Grounds of 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.

  • ANTI-DISCRIMINATION It is the policy of the District that in connection with all work performed under Contracts there be no discrimination against any employee engaged in the work because of race, color, ancestry, national origin, religious creed, physical disability, medical condition, marital status, sexual orientation, gender, or age and therefore the Consultant agrees to comply with applicable Federal and California laws including, but not limited to the California Fair Employment and Housing Act beginning with Government Code Section 12900 and Labor Code Section 1735 and District policy. In addition, the Consultant agrees to require like compliance by all of its subcontractor(s).

  • 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.

  • Discrimination Prohibited The Landlord shall not discriminate based upon race, color, creed, religion, national origin, sex, marital status, age, handicap, or disability, familial status or recipients of public assistance; and shall comply with all nondiscrimination requirements of Federal, State and local law.