Sentences with phrase «in nondiscrimination laws»

Ms. Syms also opposes including sexual orientation, gender identity, or gender expression in nondiscrimination laws.

«It also increased the core support for including transgender people in nondiscrimination laws.»

Not exact matches

Many instead believe strongly in corporate engagement, by urging CEOs and senior executives to meet with elected officials, to speak out and to give financial support to civil rights groups advocating for equality and nondiscrimination under the law.

In North Carolina and Tennessee, state laws actually prohibit cities from enacting their own local nondiscrimination laws.

Other LGBT advocates see the choice in starker terms: Amazon could send a better message and do more good simply by avoiding states without nondiscrimination laws.

Austin and Pittsburgh, both finalists for HQ2 and located in states without nondiscrimination laws, scored perfect 100s on the HRC's municipal equality index.

As it stands, the law prevents local governments in North Carolina from passing nondiscrimination ordinances, and bans transgender people from using the bathroom that corresponds with their gender identity.

Eleven Amazon HQ2 finalist cities are in states lacking nondiscrimination laws.

The United States - Chile FTA eliminates tariffs and opens markets, reduces barriers for trade in services, provides protection for intellectual property, ensures regulatory transparency, guarantees nondiscrimination in the trade of digital products, commits the Parties to maintain competition laws that prohibit anticompetitive business conduct, and requires effective labor and environmental enforcement.

In April, voters in Springfield, Missouri, repealed an LGBT nondiscrimination law that had originally been passed by the city counciIn April, voters in Springfield, Missouri, repealed an LGBT nondiscrimination law that had originally been passed by the city counciin Springfield, Missouri, repealed an LGBT nondiscrimination law that had originally been passed by the city council.

Given Cuomo's pride in his 2015 directive that led to regulations interpreting sex nondiscrimination provisions of the state Human Rights Law to protect New Yorkers based on their gender identity and expression, the administration's commitment to going the step further to get those reforms codified in law cheered transgender activists at that meeting and others briefed on what took plaLaw to protect New Yorkers based on their gender identity and expression, the administration's commitment to going the step further to get those reforms codified in law cheered transgender activists at that meeting and others briefed on what took plalaw cheered transgender activists at that meeting and others briefed on what took place.

Thirteen years in the making, the Genetic Information Nondiscrimination Act (GINA), which prohibits employers and health insurance companies from denying jobs or coverage based on an individual's DNA, finally became law in May.

In 2008, the United States passed a law — the Genetic Information Nondiscrimination Act (GINA)-- that prohibits the use of genetic information to discriminate against people in employment decisions and health insurance coveragIn 2008, the United States passed a law — the Genetic Information Nondiscrimination Act (GINA)-- that prohibits the use of genetic information to discriminate against people in employment decisions and health insurance coveragin employment decisions and health insurance coverage.

In addition to federal law requirements, MAC complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilitieIn addition to federal law requirements, MAC complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilitiein employment in every location in which the company has facilitiein every location in which the company has facilitiein which the company has facilities.

The law in this area is clear and has been for more than 50 years; the guidance brings legal protections together with practical steps districts can put in place through their school discipline policies and practices to comply with these nondiscrimination requirements.

NONDISCRIMINATION In accordance with Federal civil rights law and U.S. Department of Agriculture (USDA) civil rights regulations and policies, the USDA, its Agencies, offices, and employees, and institutions participating in or administering USDA programs are prohibited from discriminating based on race, color, national origin, sex, disability, age, or reprisal or retaliation for prior civil rights activity in any program or activity conducted or funded by the USDIn accordance with Federal civil rights law and U.S. Department of Agriculture (USDA) civil rights regulations and policies, the USDA, its Agencies, offices, and employees, and institutions participating in or administering USDA programs are prohibited from discriminating based on race, color, national origin, sex, disability, age, or reprisal or retaliation for prior civil rights activity in any program or activity conducted or funded by the USDin or administering USDA programs are prohibited from discriminating based on race, color, national origin, sex, disability, age, or reprisal or retaliation for prior civil rights activity in any program or activity conducted or funded by the USDin any program or activity conducted or funded by the USDA.

Brass City Charter School does not discriminate in any employment practice, education program, or educational activity on the basis of race, color, religious creed, sex, age, national origin, ancestry, marital status, sexual orientation, gender identity or expression, disability, or any other basis prohibited by Connecticut state and / or federal nondiscrimination laws.

Other proposals put forward by the committee include adding language to Standard 205, which addresses nondiscrimination and equal opportunity in admissions, to require that law schools adopt, publish and adhere to admissions policies that prohibit discrimination.

Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA) is a federal law that prohibits genetic information discrimination in both the workplace and insurance coverage decisions.

In addition to federal law requirements, TAS complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilitieIn addition to federal law requirements, TAS complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilitiein employment in every location in which the company has facilitiein every location in which the company has facilitiein which the company has facilities.

In addition to federal law requirements, FROSCH complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilitieIn addition to federal law requirements, FROSCH complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilitiein employment in every location in which the company has facilitiein every location in which the company has facilitiein which the company has facilities.

These central principles inspire us to reach out to those in need and to help heal the whole person - mind, body and spirit.Queen of the Valley Medical Center combines the region's most qualified physicians and staff with the most advanced technology available.Because we have such high standards of care, our programs have been recognized regionally and nationally for their demonstrated success of outcome and care which is par with university hospitals.Queen of the Valley Medical Center provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics.In addition to federal law requirements, Queen of the Valley Medical Center complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities.This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.Positions specified as «on call / per diem» refers to employment consisting of shifts scheduled on as «as needed basis» to fill in for staff vacancies.

This practice has been abolished in many states by nondiscrimination laws that prohibit courts from making custody determinations solely based on the gender of a parent.

Organized in 1932, the Appraisal Institute advocates equal opportunity and nondiscrimination in the appraisal profession and conducts its activities in accordance with applicable federal, state and local laws.