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.
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 facilities.
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 facilities.
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 facilities.
Not exact matches
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 coverag
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 coverag
in employment decisions and health insurance coverage.
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.
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 management directives.
The Genetic Information
Nondiscrimination Act (GINA) will provide federal protection from genetic discrimination
in health insurance and
employment.
Title VII of the 1964 Civil Rights Act, as amended, (Title VII), the Age Discrimination
in Employment Act (ADEA), the Equal Pay Act, the Rehabilitation Act of 1973, as amended; and Executive Orders 13087, 13152, and 13145, Title II of the
Nondiscrimination Act of 2008 (effective November 21, 2009).
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.
The Genetic Information
Nondiscrimination Act of 2008 (GINA) prohibits discrimination
in health coverage and
employment based on genetic information.
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 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 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 discr
employment discrimination.
Labor &
Employment partner Chris Gegwich provides commentary
in this article on the Genetic Information
Nondiscrimination Act.