Shall Not Discriminate Clause Samples

The "Shall Not Discriminate" clause prohibits parties from treating individuals or groups differently based on protected characteristics such as race, gender, religion, or other specified attributes. In practice, this means that all actions, decisions, and policies under the agreement must be applied equally and fairly to all relevant parties, without bias or favoritism. This clause serves to promote fairness and equality, ensuring that no party is disadvantaged or excluded due to discriminatory practices.
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Shall Not Discriminate. The Employer agrees that there shall be no discrimination exercised or practised with respect to any employee in the matter of hiring, assigning wage rate, training, up-grading, promotion, transfer, lay off, recall, discipline, classification, discharge or any other action by reason of age, race, creed, colour, ancestry, national origin, religion, political affiliation or activity, sexual orientation, sex, marital or parental status, family relationship, place of residence, handicap, nor by reason of membership or activity in the Union.
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Shall Not Discriminate. The Employer and the Union agree that there shall be no discrimination, interference, restriction, or coercion exercised or practised with respect to any employee in the matter of hiring, wage rates, training, upgrading, promotion, transfer, layoff, recall, discipline, discharge or otherwise by reason of age, race, creed, colour, national origin, political or religious affiliation, sex or marital status, place of residence, nor by reason of membership or activity in the Union, sexual orientation, mental and physical disability, or for any other reason prohibited under Ontario law.
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Shall Not Discriminate. The Employer agrees that there shall be no discrimination, interference, restriction or coercion exercised or practised with respect to any employee in the matter of hiring, wage rates, training, up-grading, promotion, transfer, layoff, recall, discipline, classification, discharge or otherwise by reason of age, race, creed, colour, national origin, religion, political affiliation or activity, sexual orientation, sex or marital status, family relationship, place of residence, physical handicap or their membership or activity in the Union. The parties agree that the Employer may preferentially hire Band members but that there shall be no discrimination, interference, restriction or coercion exercised or practised with respect to any employee in the matter of hiring, wage rates, training, up-grading, promotion, transfer, layoff, recall, discipline, classification, discharge or otherwise by reason of Band membership or Indian status.
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Shall Not Discriminate. The Employer agrees that there shall be no discrimination with respect to any employee in the matter of hiring, wage rates, training, upgrading, promotion, transfer, lay-off, recall, discipline, classification, discharge, assignment of work, or otherwise by reason of age, race, creed, national origin, political, or religious affiliation, sex, mental and physical disability, or marital status, nor by reason of his membership or activity in the Union. Notwithstanding clause above, the Employer shall be permitted to hire employees on the basis of a bona fide occupational qualification if first mutually agreed by the union. If no mutual agreement can be reached, the matter shall be referred to the Human Rights Commission for resolution before the job is posted. Sexual Harassment Both the Employer and the Union consider sexual harassment to be reprehensible and are committed to maintaining an environment in which sexual harassment does not exist. The Employer and the Union the right of employees to work in an environment free sexual harassment and the parties shall undertake to investigate alleged occurrences with all possible dispatch. If sexual harassment of a bargaining unit member has taken place, the Employer shall take appropriate action to ensure that the sexual harassment ceases. The victim shall be protected from repercussions which may result from his complaint. In cases of harassment that have not been settled to the satisfaction of the complainant, the matter may be referred to the Human Rights Commission for settlement or by other means that are mutually acceptable to the parties. Sexual harassment is comprised of sexual comments, gestures or physical contact that the individual knows or ought reasonably to know, to be unwelcome, objectionable or offensive. The behaviour may be on a one time basis or a series of incidents, however, minor. It is unsolicited, one sided and/or coercive. Both males and females may be the victims of sexual harassment. Sexual harassment may involve favours or promises of favours or advantages in return for submission to sexual advances or, alternatively, the threat of reprisal for refusing. include: Sexual harassment can be expressed in a number of ways which may unnecessary touching or patting, suggestive written remarks or sexually aggressive remarks, leering (suggestive staring) at a person’s body, demand for sexual favours, compromising invitations, and/or physical assault.
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Shall Not Discriminate. The City agrees that there shall be no employee discrimination by reason of age, race, creed, colour, national origin, political or religious affiliation, sex or marital status, sexual orientation, nor by reason of his membership or activity in the Union. The City agrees that there shall be no employee discrimination as defined in The Saskatchewan Human Code.
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Related to Shall Not Discriminate

  • 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).

  • NON-DISCRIMINATION In the performance of this Contract, Contractor agrees that it will comply with the requirements of Section 1735 of the California Labor Code and not engage nor permit any subcontractors to engage in discrimination in employment of persons because of the race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, marital status, or sex of such persons. Contractor acknowledges that a violation of this provision shall subject Contractor to penalties pursuant to Section 1741 of the California Labor Code.

  • 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 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.