Not exact matches
No person shall, on the basis
of race, color, religion, gender, age, marital status, disability, political or religious beliefs, national or ethnic origin, or sexual orientation be excluded from participation in, be denied the benefits
of, or be subjected to
discrimination under any education program or activity, or in any
employment conditions or practices conducted by this School, except
as provided by law.
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.
Still black - and - white photographs flicker on screen
as Parks narrates instances
of decrepit living
conditions and unstable
employment, shedding light on the real life effects
of discrimination.
Discrimination based on several types
of personal characteristics, such
as age (40 years
of age and older), race, religion, national origin, medical
condition, disability or gender are illegal under both federal (Title VII
of the Civil Rights Act) and state law (Fair
Employment and Housing Act).
The question
of whether you can make a claim or not is based on the problem that you have experienced at work and on top
of that there are other
conditions that need to be met such
as submitting within the time limit or having to have worked for the employer for a set amount
of time (the basic rules are you need 2 years service to make a claim and that you need to submit a claim within 3 months minus one day since the last act
of discrimination or last date
of employment)
As Berkeley Law students and alumni, we respectfully request that the Career Development Office extend this prohibition to any employer that requires any employee, including associates, staff, or summer associates, to agree to as a general condition of employment: (1) a mandatory arbitration agreement, or (2) a non-disclosure agreement that covers discrimination, harassment, or other workplace misconduc
As Berkeley Law students and alumni, we respectfully request that the Career Development Office extend this prohibition to any employer that requires any employee, including associates, staff, or summer associates, to agree to
as a general condition of employment: (1) a mandatory arbitration agreement, or (2) a non-disclosure agreement that covers discrimination, harassment, or other workplace misconduc
as a general
condition of employment: (1) a mandatory arbitration agreement, or (2) a non-disclosure agreement that covers
discrimination, harassment, or other workplace misconduct.
Some
of the most common are wrongful termination,
discrimination, retaliation, violations
of the Family Medical Leave Act, violations
of the Fair
Employment and Housing Act, Violations of the California Family Rights Act, privacy breaches (e.g. disclosure of a medical condition to someone who did not need to know), contract breaches, unfair bargaining and / or union and labor law disputes, unpaid wages, unpaid overtime, failure to pay minimum wage for all hours worked, failure to provide proper pay stubs, failure to pay for unused vacation days upon resignation or termination, failure to pay for all hours worked within 72 hours of quitting, failure to pay for all hours worked immediately upon leaving when the employee gives fair notice or resignation to the employer, failure to keep adequate records, failure to produce employment records upon request, failure to provide wage and pay information upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees for
Employment and Housing Act, Violations
of the California Family Rights Act, privacy breaches (e.g. disclosure
of a medical
condition to someone who did not need to know), contract breaches, unfair bargaining and / or union and labor law disputes, unpaid wages, unpaid overtime, failure to pay minimum wage for all hours worked, failure to provide proper pay stubs, failure to pay for unused vacation days upon resignation or termination, failure to pay for all hours worked within 72 hours
of quitting, failure to pay for all hours worked immediately upon leaving when the employee gives fair notice or resignation to the employer, failure to keep adequate records, failure to produce
employment records upon request, failure to provide wage and pay information upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees for
employment records upon request, failure to provide wage and pay information upon hiring, misclassification
of an hourly employee
as an exempt employee, misclassification
of an hourly employee
as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees for expenses.
(i) harassment will no longer have to be «on the ground
of» sex, but merely «related to» it; (ii) harassment will apply to a witness
of the opposite sex to the recipient
of the behaviour; (iii) an employer will be liable for harassment for failing to take reasonable steps to protect an employee from repeated harassment by third parties; (iv) pregnancy or maternity leave
discrimination will no longer require a comparator; (vi) it will be contrary to the Act to deprive a woman
of non-contractual bonuses in respect
of the two - week period
of compulsory maternity leave; and (vii) the same claims
of discrimination in relation to terms and
conditions of employment will be available in relation to additional maternity leave
as in relation to ordinary maternity leave.
Not all
discrimination in the workplace constitutes
discrimination «regarding
employment or any term or
condition of employment»,
as s. 13 stipulates.