The long - term solution for this unemployment discrimination is structural change at the top, so that it's illegal for employers to discriminate
against applicants based on their employment duration.
Your advertisement should not discriminate
against applicants based on a characteristic protected by law.
does not discriminate
against applicants based on race, color, religion, sex, national origin, or disability or any other status or condition protected by applicable legislation.
In fact, federal law prohibits discriminating
against applicants based upon these factors.
No information from any source may be used to discriminate for or
against an applicant based on race, color, national origin, gender, age, political affiliation, religion, disability, marital status, sexual orientation, gender identity, status as a parent, membership or non-membership in an employee organization.
The Equal Employment Opportunity Commission (EEOC), which enforces federal laws that make it illegal for employers to discriminate
against an applicant based on race, color, religion, sex or national origin, has been quite aggressive (albeit mostly unsuccessful) in recent years suing employers for the use of credit reports in employment screening claiming disparate impact.
Not exact matches
It is the policy of Ionis Pharmaceuticals, Inc. to provide equal opportunity in employment throughout the corporation for all qualified
applicants and employees without discrimination
against any person because of a person's race, color, religion (including religious dress and grooming practices), sex / gender (including pregnancy, childbirth or related medical conditions and breast feeding), national origin, ancestry, gender identity, gender expression, legally - protected medical condition, physical or mental disability, age, military or veteran status, marital status, sexual orientation, genetic information or any other
basis protected by applicable law.
EQUAL OPPORTUNITY EMPLOYER The Windsor Court Hotel is an equal opportunity employer and does not discriminate
against associates or job
applicants on the
basis of race, religion, color, sex, age, national origin, handicap, veteran status, or any other condition protected by applicable state or federal laws, except where a bona fide occupational qualification applies.
(1) that policy does not discriminate
against anyone on the grounds of nationality - it is
based explicitly on the location of the school the
applicant attended (2) it does not favour
applicants from Scottish schools over any other country.
All qualified
applicants will receive consideration for employment and will not be discriminated
against on the
basis of race, color, religion, sex, sexual orientation, national origin, age, disability or protected veteran status.
YES Prep is an equal opportunity employer and does not discriminate
against any employee or
applicant on the
basis of race, color, ethnicity, religion, gender, sexual orientation, gender expression, national origin, disability, age, marital status, military status, pregnancy, or parenthood.
All qualified
applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, or protected veteran status, and will not be discriminated
against on the
basis of disability.
We will not discriminate in employment, recruitment, advertisements for employment, compensation, termination, promotions and other conditions of employment
against any employee or job
applicant on the
basis of race, color, gender, national origin, age, religion, creed, disability, veterans status, sexual orientation, gender identity or gender expression.
Summit Public Schools is an equal opportunity employer and does not discriminate
against any employee or
applicant on the
basis of race, color, ethnicity, national origin, religion, gender, gender identity and / or expression, sexual orientation, disability, age, marital status, military status, pregnancy, parenthood, citizenship status, creed, or any other characteristic protected by federal, state or local law.
The recommendation is
based on aggregate evaluation data generated during the application process, considering the following key elements: (1) the quality of the proposed program as measured
against the criteria contained in the charter school application; (2) the substantive issues surrounding the overall feasibility and reasonableness of the application in terms of the likelihood of the opening and operation of a successful, high quality public school; (3) the degree of public support for the proposed school; and (4) the CSDE's recommendation that the SBE give preference to the
applicant due to its commitment to: (a) serving students who receive free or reduced price lunch; (b) partnering with FamilyUrban Schools of Excellence, Inc., an organization with a record of operating high - quality public schools in Connecticut; (c) serving students from the Dixwell / Newhallville community, an underserved, high - need area of New Haven; and (d) operating in New Haven, a Priority School District.
The Federal Equal Credit Opportunity Act and comparable provisions of Massachusetts law prohibit creditors from discriminating
against credit
applicants on the
basis of race, color, religion, creed, national origin, sex, sexual orientation, ancestry, handicap, marital status, age (provided that the
applicant has the capacity to enter into a binding contract), or because all or part of the
applicant's income derives from any public assistance program.
The Federal Equal Credit Opportunity Act prohibits creditors from discriminating
against credit
applicants on the
basis of race, color, religion, national origin, sex, marital status, age (provided that the
applicant has the capacity to enter into a binding contract); because all or part of the
applicant's income derives from any public assistance program; or because the
applicant has in good faith exercised any right under the Consumer Credit Protection Act.
The Federal Equal Credit Opportunity Act prohibits creditors from discriminating
against credit
applicants on the
basis of race, color, religion, national origin, sex, marital status or age (provided the
applicant has the capacity to enter into the binding contract); because all or part of the
applicant's income derives from any public assistance program; or because the
applicant has in good faith exercised any right under the Consumer Credit Protection Act.
This law forbids discrimination
against an
applicant on the
basis of race, color, religion, national origin, sex, marital status or age.
The federal Equal Credit Opportunity Act prohibits creditors from discriminating
against credit
applicants on the
basis of race, color, religion, national origin, sex, marital status, age (provided the
applicant has the capacity to enter into a binding contract); because all or part of the
applicant's income derives from any public assistance program; or because the
applicant has in good faith exercised any right under the Consumer Credit Protection Act.
ECOA prohibits lenders from discriminating
against credit
applicants on the
basis of race, color, religion, national origin, sex, marital status, age, the fact that all or part of the
applicant's income comes from any public assistance program, or the fact that the
applicant has exercised any right under any federal consumer credit protection law.
The Federal Equal Credit Opportunity Act prohibits creditors from discriminating
against credit
applicants on the
basis of race, color, religion, national origin, sex, marital status, age (provided the
applicant has the capacity to enter into a binding contract); because all or part of the
applicant's income derives from any public assistance program; or because the
applicant has in good faith exercised any right under the Consumer Credit Protection Act.
The Equal Credit Opportunity Act (ECOA) prohibits creditors from discriminating
against credit
applicants in any aspect of a credit transactions on the
basis of race, color, religion, national origin, sex or marital status, or age; the fact that all or part of the
applicant's income comes from any public assistance program; or the fact that the
applicant has in good faith exercised any right under certain federal consumer credit protection laws.
Notice: The Federal Equal Credit Opportunity Act prohibits creditors from discriminating
against credit
applicants on the
basis of race, color, religion, national origin, sex, marital status, age (provided the
applicant has the capacity to enter into a binding contract); because all or part of the
applicant's income derives from any public assistance program; or because the
applicant has in good faith exercised any right under the Consumer Credit Protection Act.
-- No agency, organization, institution, bank, credit union, corporation, or other lender who regularly extends, renews, or continues credit or provides insurance under this part shall exclude from receipt or deny the benefits of, or discriminate
against any borrower or
applicant in obtaining, such credit or insurance on the
basis of race, national origin, religion, sex, marital status, age, or handicapped status.
And while a growing number of state laws restrict the circumstances under which an employer can discriminate
against job
applicants on the
basis of credit history (see endnotes for a list of state statutes), federal law permits employers to use credit history as a
basis for denying employment.5
It is an unlawful employment practice for an employer to obtain or use for employment purposes information contained in the credit history of an
applicant for employment or an employee, or to refuse to hire, discharge, demote, suspend, retaliate or otherwise discriminate
against an
applicant or an employee with regard to promotion, compensation, or the terms, conditions or privileges of employment
based on information in the credit history of the
applicant or employee.
Chattanooga State Community College does not discriminate
against students, employees, or
applicants for admission or employment on the
basis of race, color, religion, creed, national origin, sex, sexual orientation, gender identity / expression, disability, age, status as a protected veteran, genetic information, or any other legally protected class with respect to all employment, programs and activities sponsored by Chattanooga State.
If
applicant has had any of these actions taken
against him, the board will review such actions on a case by case
basis prior to licensure; and
If the
applicant has had disciplinary proceedings instituted
against him which have resulted in suspension or revocation of a license on any grounds other than nonpayment of a licensee fee, or he has voluntarily surrendered a license to practice veterinary medicine, the board will review the prior action (s) on a case by case
basis prior to licensure;
Seattle Area Feline Rescue prohibits discrimination
against its employees, volunteers,
applicants for employment, and customers or other business associates on the
basis of a person's race, religion, creed, color, sex, age, marital status, national origin, citizenship status, mental or physical disability, sexual orientation, gender expression or identity, military or veteran status, any other characteristic protected by federal and applicable state laws.
Valid
bases for appeal might include claims of bias
against the
applicant, incorrect or incomplete understanding of an
applicant's answers
based on the Review Committee's assessment letter to the
applicant, or failure of the committee to assess an application fairly
based on concrete evidence.
We are an Equal Employment Opportunity employer and as such do not discriminate
against any
applicant for employment or employee on the
basis of race, color, religious creed, gender, age, marital status, sexual orientation, national origin, disability, veteran status or any other classification protected by applicable discrimination laws.
In addition, the Immigration Reform and Control Act of 1986 makes it a violation to discriminate
against a worker or
applicant based on his / her citizenship or immigration status.
Race The Civil Rights Act of 1964 states that employers can not discriminate
against workers or
applicants based on race.
National origin — Employers are banned from discriminating
against employees or
applicants based on their ethnic background or perceived ethnic background.
The tribunal held that the BCVMA discriminated
against Indo - Canadian
applicants and registrants through, for example, an English - language proficiency requirement greater than what other regulatory bodies imposed, and its predominantly selecting facilities run by Indo - Canadians for unscheduled inspections,
based on rumours and anecdotal complaints.
So, is it legal for this Texas hospital to discriminate
against job
applicants based on obesity?
The argument that the respondent discriminated
against her on the
basis of disability, however, is advanced in the alternative with some reluctance on the
applicant's part, because, notwithstanding that she has been diagnosed with Gender Identity Disorder (by psychiatrist Dr. Chris McIntosh who testified at the hearing of this matter), the
applicant does not regard her gender identity as a «disability».
Special costs to successful
applicants in most cases Defendants who succeed in having the claims
against them stuck under this law should be entitled to costs on a full indemnity
basis, subject to a judge's discretion in exceptional cases where such are not warranted.
In finding that the
applicant had not been discriminated
against on the
basis of sex or family status the Honourable Justice Johanne Trudel directed her attention to the four factors necessary to establish a prima facie case of discrimination on the
basis of family status.
In Green and another v London Borough of Croydon [2007] EWHC 1367, a possession order had been made
against the
applicants on the
basis of rent arrears.
For example, had the
applicant in the Sloan case sued for wrongful dismissal and alleged in that case that she was discriminated
against on the
basis of being pregnant, she likely would have received something.
Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination
based on race, color, religion, sex, or national origin; the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex -
based wage discrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination
against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination
against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination
based on genetic information about an
applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination.
Title VII of the Civil Rights Act of 1964 is a federal law which makes it unlawful to discriminate
against a job
applicant or employee
based on their race, color, religion, sex, or national origin.
In its reasons for decision on liability, the Tribunal found that the employer had discriminated
against the
applicant on the
basis of a disability for nearly nine years (from April 2003 until the Tribunal's decision in February 2012.)
The
Applicant filed an Application with the Human Rights Tribunal in which she alleged that she had been discriminated
against on the
basis of disability.
The Tribunal ultimately concluded that the respondent had violated the Ontario Human rights Code as she had discriminated
against the
applicant on the
basis of her disability in relation to the notes posted on the door and that her negative comments and complaints about the service dog created a «poisoned environment» for the
applicant.
The Justice Department's civil rights division is planning to sue colleges and universities that engage in «intentional race -
based discrimination» in their affirmative action policies — that is, discrimination
against white
applicants.
The Americans with Disabilities Act became a law in 1990, «making it illegal for employers to discriminate
against qualified job
applicants and employees
based on their physical or mental disabilities.