Sentences with phrase «n't protected a characteristic»

The Chandhoks argued that this part of the claim should be struck out because caste is not a protected characteristic.

Sorry, beauties, but being a hottie isn't protected a characteristic under Title VII, says this Playboy Playmate.

Not exact matches

We do not discriminate by race, creed, religion, color, national origin, sex, age, or any other characteristic protected by law.

The Campaign to Protect Rural Communities (CPRE) welcomed some of the report's findings but urged MPs not to disassociate rural economic performance from the intrinsic characteristics of the countryside.

«These are not desirable characteristics in people whose job it is to «serve and protect,» and therefore we should be doing a better job of protecting the health of our law enforcement and military than current occupational guidelines provide.»

As data privacy and usage concerns increase, what are the optimal mechanisms for protecting online users in a business model where those whose data is being used by the platforms don't pay for access and aren't compensated for having their personal data and usage characteristics collected?

Foster good relations between people who share a protected characteristic and those who do not.

KIPP LA Schools is an equal opportunity employer, and does not discriminate on the basis of race, color, religion, sex, age, national origin, veteran status, disability, sexual orientation / gender identity, or any other characteristic protected by applicable law.

MPS will not tolerate adverse treatment based on a legally protected characteristic or legally protected activity involving equal employment opportunity.

Our schools do not discriminate on the basis of race, color, national origin or immigration status, sex, disability, age, religion, sexual orientation or preference, gender identity or expression, or any other protected characteristic in its admissions, programming, or activities.

Summit Public Schools is an equal opportunity employer and does not discriminate against any employee or applicant on the basis of race, color, ethnicity, national origin, religion, gender, gender identity and / or expression, sexual orientation, disability, age, marital status, military status, pregnancy, parenthood, citizenship status, creed, or any other characteristic protected by federal, state or local law.

Many consumers don't realize it, but they might actually receive unique credit offers based on the aggregate credit profile of the surrounding neighborhood — which raises concern if a majority of the neighborhood's residents share a protected class characteristic.

While this breed has the courage to protect itself or its owners when needed, the dog has been bred for the characteristic of not barking excessively.

Homeless Animals Rescue Team (HART) does not and shall not discriminate on the basis of race, creed, color, religion, gender, age, national origin, physical or mental health, sexual orientation, or any characteristic protected by law, and is in compliance with all requirements of law and regulations with respect to the provision of services, employment decisions, and volunteer participation.

The Collection does not discriminate because of race, color, religion, sex, national origin, age, marital status, alienage or citizenship status, sexual orientation, disability, pregnancy, military status, creed, genetic predisposition or carrier status, or any other protected characteristic as established by law.

Otis College of Art and Design, in accordance with applicable Federal and State law and College policy, does not discriminate on the basis of race, color, national origin, religion, sex, gender identity, pregnancy / childbirth and medical conditions related thereto, disability, medical condition (cancer related or genetic characteristics), ancestry, marital status, age, sexual orientation, citizenship, veteran status, or other characteristics or classifications protected by the law.

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.

Most importantly, you must not ask candidates about protected characteristics and:

The anti-discrimination laws are not stated as protections against tenants who have the protected characteristics, indeed all tenants have some sex, religion, race etc..

Indirect discrimination is a more complex area; it does not consider whether people have been treated differently but whether a «provision, criterion or practice» although applied equally to all employees has the effect of disadvantaging a person or people holding a «protected characteristic».

Discrimination — info about protected characteristics being available where wouldn't normally be at an early stage in the recruitment process such as race, gender, sexuality which are available via social media profiles / activity - In early 2013, 1 % of all employment tribunal claims were brought by job applicants, and this proportion rose to 4 % in discrimination cases.

What many employees don't realize is that these characteristics are protected under the law.

In the event, the Labour government decided not to add caste to the list of protected characteristics in the Equality Bill, citing as the main reason the lack of evidence of caste discrimination in spheres covered by discrimination legislation.

Holding a particular protected characteristic does not entitle anyone, least of all an employer, from treating those with the same protected characteristic less favourably than they treat or would treat others without that protected characteristic.»

The further suggestion that the writer of the dress code was a woman would hold little sway in any tribunal — it is not a defence to discrimination that you hold the same protected characteristic as a complainant.

Thus, caste is not yet a free - standing protected characteristic — claimants must show that their ethnic or national origins, seen in the light of Mandla and JFS, were the reason for their treatment.»

However, Mr Justice Langstaff in the EAT held that, while caste is not by itself a protected characteristic, it may form part of an individual's ethnic origin.

Your advertisement should not discriminate against applicants based on a characteristic protected by law.

Ultimately, these efforts, which are characteristic of both attorneys and staff members alike, are not ancillary to the firm's practice, but at the core of its mission: one that seeks to protect the public and ensure that people always come first.

In BC, our legislation is different than other jurisdictions, as not all protected grounds, or group characteristics, apply to each area of protection.

Discrimination is not limited to rules and practices based only on the listed protected characteristics — it can also occur where a neutral rule / practice has an adverse impact and the protected characteristic is a factor in that adverse impact (for example, although language is not a protected ground, terminating someone's employment due to language difficulties could establish enough of a nexus between the language difficulties and that person's place of origin such that it establishes prima facie discrimination).

The categories of protected characteristics are important because if you are discriminated against for any other reason, you may not be able to bring a valid claim under the law.

Now, however, the ECJ has clarified that the test is whether far more people possessing the protected characteristic are disadvantaged than persons not possessing it.

Both those who did and did not share Mrs Pendleton's protected characteristic would be put at a disadvantage if forced to choose between their partner and their career and those who held a religious belief in the sanctity of their marriage vows faced a particular disadvantage.

Schools should remain mindful that, even if an employee or potential employee does not have a protected characteristic, if they are perceived to have one, this can still lead to a finding of discrimination.

However, this has not been the approach taken by the EU IPO, or indeed the UK IPO or English High Court2, which have preferred the multifactorial analysis approach taken in the 2012 CJEU decision of Leno3 where the CJEU stated that «territorial borders of the Member States should be disregarded in the assessment of whether a trade mark has been put to «genuine use in the Community»... taking account of all the relevant facts and circumstances, including the characteristics of the market concerned, the nature of the goods or services protected by the trade mark and the territorial extent and the scale of the use as well as its frequency and regularity».

This means at a minimum that there must be a factual basis upon which a rational fact - finder could infer a causal connection; the nexus can not be established just by a formulaic assertion that the protected characteristic was the reason.»

An employer can not make decisions based on a protected characteristic.

While employees are not protected from general unfairness, where an employee believes that a negative decision was made, in whole or in part, on the basis of a «prohibited ground of discrimination» (characteristics such as race, sex, sexual orientation, religious beliefs, family status, criminal record, and social position), he or she may file a complaint.

Interestingly, law makers did not choose to define maternity and pregnancy as a protected characteristic.

Article 14, which protects against discrimination on the basis of age, amongst other characteristics, is not a «free - standing» right.

To establish that they have been directly discriminated against under the Equality Act 2010, a person needs to show that they have been treated less favourably than another person, known as a comparator, whose circumstances are not materially different than their own, because of one of the protected characteristics (such as sex).

In a nutshell, this means that a claimant is not required to possess the protected characteristic in question in order to be entitled to protection under the Equality Directive provided s / he suffered a particular disadvantage.

However that does not mean that it is per se discriminatory to deny service to a person who has a religion or doesn't have a religion — the prohibition is against using the protected characteristic as the basis for the business decision.

These details are protected characteristics under the Equality Act 2010, and it's against the law for employers to ask about them, so don't include them on your CV.

Organizations who are doing social media screening must make sure they are not basing their hiring decisions on protected characteristics including religious affiliation, national origin, sexual orientation, marital status or health conditions protected under state or federal anti-discrimination and privacy laws.

«Protected characteristics» such as age, disability, gender identity, marital status, race, religious beliefs, sex or sexual orientation, which can be easily seen on online profiles, can not be considered by employers during the hiring process.

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 protected by law.

Except where permitted by law, employment practices will not be influenced or affected by an applicant's or employee's race, color, religion, sex, sexual orientation, national origin, age, disability or any other characteristic protected by law.

Pier Recruitment does not discriminate on the grounds of «protected characteristics» as defined under the Equality Act and other relevant UK legislation.