Sentences with phrase «against discrimination based on disability»

ADA protects against discrimination based on disability and imposes accessibility requirements on public accommodations.

It wasn't until the Americans with Disabilities Act was passed in 1990 that individuals were legally protected against discrimination based on disabilities in all areas of public life, including jobs, schools, transportation, and public and private places that are open to the general public.

Not exact matches

Therefore, BWI does not condone silencing, tone policing, or otherwise oppressing marginalized groups, nor does BWI discriminate or permit discrimination by any member of its community against any individual on the basis of age, citizenship status, class, color, disability, gender expression, gender identity, marital status, national origin, parental status, race, religion, sex, or sexual orientation.

Poloncarz also said he expects to gain more headway with his proposed Fair Housing Law, which adds to existing state and federal anti-discrimination legislation to prohibit housing discrimination based on sources of income, which are frequently cited as a pretext for discriminating against prospective tenants and buyers based on race, marital status and disabilities.

The Department of Transportation Civil Rights Offices are here to help eliminate, prevent, reduce, and remedy unlawful discrimination on the basis of race, color, religion, national origin, sex, age, disability, and sexual orientation against beneficiaries and employees of the Department of Transportation.

Implementing equal opportunity laws and policies to prevent discrimination based on race, color, national origin, religion, sex, age, sexual orientation, and disability status, as well as protecting individuals against reprisal / retaliation for filing a charge of discrimination, participating in an investigation into alleged discriminatory practices, or opposing discriminatory practices

EEO requirements protect against discrimination on the basis of race, color, religion, national origin, sex, age, genetic information, disability, or veteran status.

Implementing equal opportunity laws and policies to prevent workplace discrimination based on race, color, national origin, religion, sex, age, sexual orientation, and disability status, as well as protecting individuals against reprisal / retaliation for filing a charge of workplace discrimination, participating in an investigation into alleged discriminatory practices, or opposing discriminatory practices.

The U.S. Fair Housing Act of 1968 and its amendments provide protection against discrimination based on race, color, national origin, religion, gender, disability and familial status, but in an announcement on July 2 HUD Assistant Secretary for Fair Housing and Equal Opportunity, John Trasvina noted «Our job to prevent and control housing discrimination is not complete until we address 21st Century issues.»

In Ontario, the Human Rights Code protects the «right to equal treatment with respect to employment without discrimination because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, record of offences, marital status, family status or disability» and also protects against discrimination based on the intersection of multiple of these grounds.

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.

It is the policy of IVHS not to engage in discrimination against or harassment of any person employed or seeking employment with the Inland Valley Humane Society on the basis of race, color, national origin, religion, sex, gender identity, pregnancy, physical or mental disability, medical condition, ancestry, marital status, age, sexual orientation, citizenship, or status as a covered veteran.

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.

The committee's proposal «moves beyond the comment to craft a distinct rule within the black letter of the Model Rules of Professional Conduct prohibiting lawyers from engaging in harassment and knowing discrimination in conduct related to the practice of law» against people on the basis of race, sex, religion, national origin, ethnicity, disability, age, sexual orientation, gender identity, marital status or socioeconomic status.

It also faced legal fees of $ 67,518 in relation to a human rights case over discrimination against an employee on the basis of disability.

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 ddiscrimination 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 ddiscrimination; 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 dDiscrimination 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 disDisabilities 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 ddiscrimination 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 disdisabilities 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 ddiscrimination 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 disdisabilities 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 ddiscrimination 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 discriminationdiscrimination.

Represented scores of individuals in lawsuits against their former employers regarding claims of discrimination, harassment, and retaliation based on disability, sex, gender, sexual orientation, age, race, and other protected classes and activities in violation of the Fair Employment and Housing Act (FEHA), California Family Rights Act (CFRA), Family Medical Leave Act (FMLA), American Disabilities Act (ADA), and public policy.

The employee subsequently launched a human rights claim against CIDA and Health Canada alleging discrimination based on the ground of disability contrary to the Canadian Human Rights Act.

Since the employee could establish a prima facie case of discrimination by proving that a) she had, or was perceived to have, a disability, b) she received adverse treatment, and c) her disability was a factor in the adverse treatment, the employee's allegation that the employer discriminated against her on the basis of disability when they terminated her employment was upheld.

Highmark Health and its affiliates prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities, and prohibit discrimination against all individuals based on their race, color, religion, sex, national origin, sexual orientation / gender identity or any other category protected by applicable federal, state or local law.

This Act additionally prohibits unjustified discrimination based on disability, stating that «a qualified individual with a disability» shall not be discriminated against during the job application or hiring process.

The provisions of the Americans With Disabilities Act don't apply to most residential housing, which are covered by the Fair Housing Act's prohibition against discrimination on the basis of handicaps.

However, the Housing Group found a pattern of discrimination by the Landlord and so filed a lawsuit with the Tenant against the Landlord in 2003, alleging discrimination on the basis of race, color, national origin, and disability in violation of the federal Fair Housing Act («Act»).

The Fair Housing Act protects renters against discrimination based on a person's race, color, religion, family status, national origin, sex, or disability.