Sentences with phrase «issues of discrimination based»

The Court dismissed the appeal with respect to the substantive issues of discrimination based on gender and retaliation, and allowed it with respect to the issues of damage directives and solicitor - client costs.

Civil rights with the issue of discrimination based on «color», is a world of difference based on «choice» of and individual to follow a «behavior».

Not exact matches

To end, I want to quote my late brother who was also a minority, the great Howard Truman (the italics are my additions): «Why is it that Christianity seems impotent to deal radically, and therefore effectively, with the issues of discrimination and injustice on the basis of race, religion, gender, sexual orientation, age, sizeand national origin?

The justice and education departments said in a joint statement late on Wednesday that they «withdrew guidance for educational institutions, issued in 2015 and 2016, that took the position that the prohibitions in Title IX of the Education Amendments of 1972 and implementing regulations against discrimination on the basis of sex require access to sex - segregated facilities on the basis of gender identity rather than biological sex.»

In October, New York state Gov. Andrew Cuomo became the first governor in the U.S. to issue an order «prohibiting harassment and discrimination on the basis of gender identity, transgender status or gender dysphoria,» according to a press release from Cuomo's office.

The Disability Discrimination Act 1995 was the first domestic Act on the issue of disability discrimination, prior to which it was legal to discriminate and exclude on the basis Discrimination Act 1995 was the first domestic Act on the issue of disability discrimination, prior to which it was legal to discriminate and exclude on the basis discrimination, prior to which it was legal to discriminate and exclude on the basis of disability.

First Executive in the Nation to Issue Statewide Regulations Prohibiting Harassment and Discrimination on the Basis of Gender Identity, Transgender Status or Gender Dysphoria

He is also a thought leader on human resources in the computer industry, with a focus on discrimination and diversity issues (including race - and age - based discrimination) and the use of foreign labor in the U.S. computer industry.

The Association encourages its affiliates and all other institutions that employ, support, or educate scientists to develop policies that affirm the dignity of all scientists and their right to engage in scientific inquiry free of unlawful discrimination; to sponsor programs that sensitize people to the seriousness and unacceptability of discrimination based upon criteria unrelated to individual abilities; and to design procedures that guard against such discrimination in a prompt and fair manner, and which balance the requirements of due process with proper regard for the sensitive nature of the issues.

In a «Dear Colleague» letter released last year, the U.S. Department of Justice (DOJ) and Department of Education (ED) issued guidance for schools on avoiding discrimination against students on the basis of race when administering school disciplinary policies, and warned that if minority students are subject to disciplinary actions at a higher rate than other students, schools could be faulted for civil - rights violations.

Issues of gender equity can potentially impact all students, but some of the most vulnerable students are those who are subject to discrimination based on gender identity, sexual preference, and actual or perceived orientation.

While no such federal law exists, courts and the U.S. Department of Education's Office for Civil Rights (OCR), as well as the U.S. Department of Justice's Civil Rights Division, issued significant guidance in May 2016 asserting that Title IX prohibition against sex discrimination encompasses discrimination based on a student's gender identity, including discrimination based on a student's transgender status.

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.»

This is an attempt to detect and present various different visual formulations of an issue which has been transformed once again into a contested and contentious arena at a time which has witnessed a rise of neo-conservative, racist, homophobic, lesbiophobic and transphobic behaviour, a time when women's rights are under attack and discrimination based on race, nationality, sexual orientation and gender identity is soaring.

As a perhaps more weighty point of critique, the EFTA - Court's way of deciding the case based fully on issues of discrimination leaves the central point of the Icelandic rules — the public purpose they are aimed at — aside, apart from the short reference mentioned earlier (para 54).

Regulations were issued in 2016 that define the details of compliance with Section 1557 which prohibits discrimination based on race, color, national origin, age, disability and sex.

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 national origin.

On appeal, the Ninth Circuit asked both sides to brief the issue of whether the Supreme Court's decision in the DOMA case, United States v. Windsor, compelled a decision that equal protection prohibited discrimination based on sexual orientation during jury selection.

The 9th Circuit upheld the Hawaii federal district court decision, focusing primarily on a federal statute that bars discrimination in issuing visas based on national origin or country of residence and also on separation of powers considerations.

The Court took issue with this finding, noting that the Moore test had not been properly applied or addressed with respect to the NPPE and Canadian work experience requirements, that there was no evidence or basis for the finding that these requirements (which applied to all applicants, not just foreign) constituted adverse impact discrimination, and that there was no finding or evidence that established that these requirements had an adverse impact based on place of origin or constituted prima face discrimination.

At issue now is what evidence must be present to show discrimination, with the DVBIA and the City of Vancouver arguing that there was not enough evidence to show that the removals were based on grounds protected under human rights law.

In examining the case law on family status, the Tribunal took issue with the existence of a different test for family discrimination (the Johnstone test) than the test for discrimination on the basis of other protected grounds.

The issue of discrimination against LGBT people is again making legal headlines as a federal appeals court in Atlanta recently ruled that Title VII does not include within it a protection for workers who suffer discrimination based upon their sexual orientation.

But this — and potentially the test — changed in 2017: two Ontario Human Rights Tribunal decisions, Misetich v. Value Village Stores Inc. and subsequently Ananda v. Humber College Institute of Technology & Advanced Learning, dealt with that issue — and flat - out rejected the notion that the test for establishing discrimination on the basis of family status differs from the test in the case of any other protected ground for several reasons, including:

The lawyers at GPS&L guide clients through structural changes; executive appointments and severances; management of employee relations, and personnel matters; advise and litigate equal employment opportunity and discrimination - based issues; and defend and prosecute claims involving the protection of business assets and reputation.

Michael represents employers and a broad range of companies and organizations in various business disputes, including trade secret cases; non-compete issues; discrimination, harassment and retaliation; the Fair Labor Standards Act (FLSA); the Family and Medical Leave Act (FMLA); the Worker Adjustment and Retraining Notification Act (WARN); and other federal and state statutes, as well as claims based on breach of contract.

Therefore, while EU fundamental rights law encompasses the general principle of non-discrimination, and binds the member states where the national situation at issue falls within the scope of EU law, «it does not follow from this that the scope of Directive 2000/78 should be extended by analogy beyond the discrimination based on the grounds listed exhaustively in Art 1 thereof».

Lawyers from Mishcon attend the centre on a monthly basis to supervise second and final year law students as they advise clients on a range of legal issues, including: discrimination; civil partnership formation and dissolution; cohabitation issues; immigration; wills and probate; and hate crime.

On June 14, 2016, the United States Department of Labor (DOL) Office of Federal Contract Compliance Programs (OFCCP) issued a Final Rule to revise its sex discrimination policies, updating its guidelines to provide additional guidance on what constitutes discrimination based on sex.

I'd also be curious, I don't generally deal with discrimination issues, if a firm declines to interview or hire people because they attended TWU, or requires «assurances» that they don't from anyone else, isn't that in effect discrimination on the basis of religion?

The seminal cases dealing with discrimination based on family status more often than not address the issue of caregiving.

Investigations and Law Enforcement — Selected Duties & Responsibilities Build and implement investigations programs and security solutions to enable effective organizational administration, threat detection / elimination, conflict / issue resolution, and other critical discovery functions Utilize various technical applications, including cameras, A / V equipment, transmitters, recorders, and bugs, to generate valuable information and isolate parties responsible for criminal and civil malfeasance Create issue and security reports to enable development of new policies and procedures aimed at preventing further wrongdoing and protect valuable resources team Integrate investigative principles into corporate strategic mission, ensuring management and program accountability, proactive prevention of discrimination, case efficiency, and legal analysis Perform security and crime analyses of firm infrastructure against related compliance requirements as well as on - going vulnerability assessments to continuously mitigate risk Develop investigatory standard documents to serve as guide and rules resources to promote fair and legal probes Supervise related departmental staff, including performance plan development and assessment, technical oversight, personnel recruitment and training, staff discipline, and other pertinent functions Work as a member of the corporate incident response team in the execution of all related tasks, including incident response plan development, damage minimization, resource restoration, and firm integrity protection Communicate all issues and user feedback to members of management, law enforcement professionals, and other interested parties, generating situational reports and follow - up recommendations based on investigatory results Maintain a strong working knowledge of all software, hardware, applications, techniques, trends and other critical tools which aid in effective investigation React quickly based upon limited and confidential information, drawing upon extensive police and military experience in tense, complicated situations Collaborate in the preparation of necessary legal documents, including search and arrest warrants Assist management with various other duties as assigned

Ms. Senft's extensive experience in the business, corporate, organizational and litigation environment includes relational and interest - based negotiation and bargaining, insurance, insurance coverage disputes, personal injury, wrongful death, Medicare and medical disclosure concerns, medical malpractice, bankruptcy, business partnerships, alliance formations, succession planning, workplace discrimination and ADA issues, organizational visioning, congregational conflicts and business / workplace mediation including interdepartmental issues, sexual harassment and EEO complaints, condominium and real estate development, construction and commercial real property management and contracting, public dialogue, regulatory disputes, public policy process, environmental policy and regulation, city planning, Board of Directors management, executive leadership teams, c - suite conflicts and disputes and systems approaches.

Also, the focus group format may have prohibited discussion of sensitive issues, such as abuse, victimization, or sexual orientation — based discrimination.

A related issue is that many Aboriginal and Torres Strait Islander people are exposed to high levels of chronic stress on a regular basis; through poverty, lack of education and employment prospects, racism and discrimination, and cultural dislocation.