For instance, Title VII of the Civil Rights Act of 1964 protects workers from
employment discrimination on the basis of race, color, national origin, sex, or religion.
Not exact matches
The heart
of Rhode's advocacy, though, is for governments to specifically outlaw
employment discrimination based on looks, as they have for
race and gender.
The agency enforces the city's human rights law which prohibits
discrimination in housing,
employment and public accommodations
based on race, sex, gender, country
of origin and gender identity among other things.
As an Affirmative Action and Equal Opportunity Employer, Wake Forest Baptist Medical Center and its affiliates administer all educational and
employment activities without
discrimination or
based on any protected characteristics such as
race, sex, age, religion, national origin, disability, sexual orientation, gender identity or Veteran status (except where sex is a bona fide occupational qualification or a statutory requirement) in accordance with all local, state, national laws, Executive Order 11246, Executive Order 13496, the Vietnam Era Veterans» Readjustment Assistance Act
of 1974, as amended, 38 U.S.C. 4214 (VEVRAA) and Section 503
of the Rehabilitation Act
of 1973, as amended (29 U.S.C. 7903), regulations, and guidelines.
The question assumes, as in the case
of a food - standards specialist for the state
of Oregon whose job was eliminated amid tensions with her boss, that the worker isn't protected by a union contract or as a member
of a group shielded from
employment discrimination based on race, sex, or other protected classes.
Brooke Charter School does not discriminate in admission to, access to, treatment in, or
employment in its services, programs and activities, on the basis of race, color or national origin, in accordance with Title VI of the Civil Rights Act of 1964 (Title VI); on the basis of sex, in accordance with Title IX of the Education Amendments of 1972; on the basis of disability, in accordance with Section 504 of the Rehabilitation Act of 1973 (Section 504) and Title II of the Americans with Disabilities Act of 1990 (ADA); or on the basis of age, in accordance with the Age Discrimination in Employment Act of 19
employment in its services, programs and activities,
on the
basis of race, color or national origin, in accordance with Title VI
of the Civil Rights Act
of 1964 (Title VI);
on the
basis of sex, in accordance with Title IX
of the Education Amendments
of 1972;
on the
basis of disability, in accordance with Section 504
of the Rehabilitation Act
of 1973 (Section 504) and Title II
of the Americans with Disabilities Act
of 1990 (ADA); or
on the
basis of age, in accordance with the Age
Discrimination in
Employment Act of 19
Employment Act
of 1974 (ADEA).
In accordance with Title VI
of the Civil Rights Act
of 1964 («Title VI»), Title IX
of the Education Amendments
of 1972 («Title IX»), Section 504
of the Rehabilitation Act
of 1973 («Section 504»), Title II
of the Americans with Disabilities Act
of 1990 («ADA»), and the Age
Discrimination Act
of 1975 («The Age Act»), applicants for admission and
employment, students, parents, employees, sources
of referral
of applicants for admission and
employment, and all unions or professional organizations holding collective bargaining or professional agreements with Capital City Public Charter School («Capital City») are hereby notified that Capital City Public Charter School does not discriminate
on the
basis of race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, familial status, family responsibilities, political affiliation, source
of income, or disability in admission or access to, or treatment or
employment in, its programs and activities.
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.
107; Title IX
of the Education Amendments
of 1972; 29 C.F.R. Part 1614; Executive Order 11478, Equal
Employment Opportunity in the Federal Government; Executive Order 12898, Federal Actions To Address Environmental Justice in Minority Populations and Low - Income Populations; Executive Order 13087, Further Amendment to Executive Order 11478, Equal
Employment Opportunity in the Federal Government; Executive Order 13160, Nondiscrimination
on the
Basis of Race, Sex, Color, National Origin, Disability, Religion, Age, Sexual Orientation, and Status as a Parent in Federally Conducted Education and Training Programs; Executive Order 13166, Improving Access to Services for Persons with Limited English Proficiency; the Age
Discrimination in Employment Act of 1967; the Lilly Ledbetter Fair Pay Act of 2009; Title II of the Genetic Information Nondiscrimination Act of 2008; Equal Employment Opportunity Commission (EEOC) regulations governing the processing of complaints of discrimination in the Federal sector; and EEOC decisions, procedures, guidelines, and program and manageme
Discrimination in
Employment Act
of 1967; the Lilly Ledbetter Fair Pay Act
of 2009; Title II
of the Genetic Information Nondiscrimination Act
of 2008; Equal
Employment Opportunity Commission (EEOC) regulations governing the processing
of complaints
of discrimination in the Federal sector; and EEOC decisions, procedures, guidelines, and program and manageme
discrimination in the Federal sector; and EEOC decisions, procedures, guidelines, and program and management directives.
The Departmental Office
of Civil Rights (DOCR) enforces civil rights laws and regulations, which prohibit workplace
discrimination on the
basis of race, color, national origin, sex, disability, religion and age in
employment and the provision
of government services.
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.
Tennessee Arts Commission Nondiscrimination Policy No person
on the
basis of race, color, national origin, disability, age, religion, or sex shall be excluded from participation in, or be denied benefits
of, or otherwise be subject to
discrimination of services, programs, and
employment provided by the Tennessee Arts Commission and its contracting agencies.
In compliance with Title IX
of the Education Amendments
of 1972, Title VI and VII
of the Civil Rights Act
of 1964, and Section 504
of the Rehabilitation Act
of 1973, the Americans with Disabilities Act, as amended, the Age
Discrimination Act
of 1975 and applicable federal, state, and local laws, and our institutional values, The Cooper Union does not discriminate
on the
basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, national or ethnic origin, military status, marital status, partnership status, familial status or any other legally protected characteristic, in admissions, financial aid, or
employment practices, or in the administration
of any Cooper Union educational program or activity, including athletics.
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 discrimina
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 discrimina
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.
An Anti-
Discrimination Policy or Equal
Employment Opportunity («EEO») policy is a document that defines how a business will take measures to eliminate and prevent discrimination based on race, color, religion, sex, national origin, disability, or age, in all of its employment
Employment Opportunity («EEO») policy is a document that defines how a business will take measures to eliminate and prevent
discrimination based on race, color, religion, sex, national origin, disability, or age, in all
of its
employment employment practices.
Title VII
of the Civil Rights Act
of 1964 (Title VII), which prohibits
employment discrimination based on race, color, religion, sex, or national origin;
While federal law does not specifically prohibit
discrimination based on criminal convictions or arrests, the U.S. Equal
Employment Opportunity Commission (EEOC) has issued a policy statement indicating that an employer's use of criminal history information in making employment decisions may violate the federal prohibition against discrimination based on race or nation
Employment Opportunity Commission (EEOC) has issued a policy statement indicating that an employer's use
of criminal history information in making
employment decisions may violate the federal prohibition against discrimination based on race or nation
employment decisions may violate the federal prohibition against
discrimination based on race or national origin.
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).
Title VII
of the Civil Rights Act
of 1964, as amended, prohibits
discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects
of employment,
on the
basis of race, color, religion, sex or national origin.
The Code prohibits
discrimination by a «person» against another «person» (the «complainant»)
on the
basis of various prohibited grounds, such as
race, sex and age in various social contexts, such as provision
of services, housing and
employment.
While public opinion data shows Americans are now much less prejudiced
on the
basis of race and sex, and while the crudest forms
of such segregation have been eliminated from the American workplace, several studies demonstrate that
employment discrimination persists.
While
discrimination on nationality grounds is covered in the European context by Art 39, it is also covered domestically under the
Race Relations Act 1968 (as amended) which makes it illegal to discriminate against someone
on the
basis of nationality in the
employment field.
Employment discrimination laws protect you from
discrimination in the workplace, including unequal treatment or retaliation
on the
basis of age, disability, genetic information, national origin, pregnancy,
race, religion, and sex.
We do not discriminate nor tolerate
discrimination on the
basis of gender identity, ethnicity, colour,
race, marital status, sexual orientation, age, family status,
employment status, faith or political opinion.
Employment law: We represent people subjected to
discrimination based on age, sex,
race, disability, sexual orientation and any other forms
of illegal
discrimination.
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 discr
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 d
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 d
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 d
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 discr
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 discr
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 d
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 d
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 discr
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 d
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 discr
employment discriminationdiscrimination.
In my view, a statute outlawing
employment discrimination based on race, color, religion, sex, or national origin has the valid secular purpose
of assuring
employment opportunity to all groups in our pluralistic society.
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 Fair
Employment provisions
of the Maine law also prohibits
discrimination based on ancestry, in addition to
race, color, and national origin.
The breach
of CFREU, art 47 means that relevant provisions
of the SIA do not apply to their claims
based on EU law such that the Claimants can litigate these claims in the
employment tribunal (i.e. claims
of unlawful
race discrimination, harassment
on racial grounds and breaches
of working time regulations).
Handles all facets
of employer defense
of individual and class action EEO litigation in federal and state court, including claims
of race, sex, pregnancy, age, national origin, and disability
discrimination; the investigation and defense
of sexual harassment claims; and the defense
of unlawful retaliation claims
based on the filing
of an equal
employment complaint.
Most aviation companies are committed to assuring that: All recruiting, hiring, training, promotion, compensation, and other
employment related programs are provided fairly to all persons on an equal opportunity basis without regard to race, creed, color, religion, sex, age, national origin, disability, military and veteran status, sexual orientation, marital status or any other characteristic protected by law; Employment decisions are based on the principles of equal opportunity and affirmative action; All personnel actions such as compensation, benefits, transfers, training, and participation in social and recreational programs are administered without regard to race, creed, color, sex, age, national origin, disability, military and veteran status, sexual orientation, marital status or any other characteristic protected by law, and; Employees and applicants will not be subjected to harassment, intimidation, threats, coercion or discrimination because they have exercised any right protect
employment related programs are provided fairly to all persons
on an equal opportunity
basis without regard to
race, creed, color, religion, sex, age, national origin, disability, military and veteran status, sexual orientation, marital status or any other characteristic protected by law;
Employment decisions are based on the principles of equal opportunity and affirmative action; All personnel actions such as compensation, benefits, transfers, training, and participation in social and recreational programs are administered without regard to race, creed, color, sex, age, national origin, disability, military and veteran status, sexual orientation, marital status or any other characteristic protected by law, and; Employees and applicants will not be subjected to harassment, intimidation, threats, coercion or discrimination because they have exercised any right protect
Employment decisions are
based on the principles
of equal opportunity and affirmative action; All personnel actions such as compensation, benefits, transfers, training, and participation in social and recreational programs are administered without regard to
race, creed, color, sex, age, national origin, disability, military and veteran status, sexual orientation, marital status or any other characteristic protected by law, and; Employees and applicants will not be subjected to harassment, intimidation, threats, coercion or
discrimination because they have exercised any right protected by law.
But in
employment matters, U.S. Federal law, and the law
of all
of the 50 United States, prohibit
discrimination in decisions about, and the terms and conditions
of,
employment based on, among others, age, gender,
race, religion, national origin, pregnancy, disability, and with increasing frequency sexual preference.
Title VII
of the Civil Rights Act prohibits
discrimination in
employment on the
basis of race or sex.
Saint Thomas Health Services complies with all applicable federal and state laws prohibiting
discrimination in hiring or
employment practices
on the
basis of citizenship,
race, color, religion, gender, age, national and ethnic origin, disability, or veteran status.
NON-
DISCRIMINATION STATEMENT: The Iowa Association
of Play Therapy prohibits
discrimination in
employment, educational programs, and activities
on the
basis of race, national origin, color, creed, religion, sex, age, disability, veteran status, sexual orientation, gender identity, or associational preference.
Employment discrimination laws protect applicants
on the
basis of age, sex,
race, color, national origin, religion, disability, and marital status.
Employment law, like fair housing law, prohibits
discrimination on the
basis of race, religion, national origin, ethnicity, age, or sex.