Not exact matches
That has caught the attention
of advocates for
nondiscrimination laws protecting LGBT citizens.
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.
Cuomo's written a letter to college students, informing
of them
of their rights to
nondiscrimination, and putting them on notice that the state will enforce its «strict
laws» against hate crimes.
And he's written a letter to the state's college students, informing
of them
of their rights to
nondiscrimination, and putting them on notice that the state will enforce its «strict
laws» against hate crimes.
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 pla
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 pla
law cheered transgender activists at that meeting and others briefed on what took place.
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 coverage.
Participating schools must provide the results
of an annual assessment to parents along with the educational services and associated costs being offered to a child, be approved by the state and comply with health, safety and
nondiscrimination laws.
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 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.
The recipients
of Federal - aid have been required to certify and the U.S. DOT must ensure
nondiscrimination under Title VI
of the Civil rights Act
of 1964 and many other
laws, regulations, and policies.
This notice is provided as required by the Americans with Disabilities Act
nondiscrimination law of 1990 and, as appropriate, the Rehabilitation Act
of 1973, Section 504.
The two primary disability
nondiscrimination laws are the Americans with Disabilities Act (ADA), 42 U.S.C. 12101 et seq., and the Rehabilitation Act
of 1973, as amended, 29 U.S.C. 701 et seq., although other
laws barring discrimination on the basis
of disability (such as the
nondiscrimination provisions
of the Workforce Investment Act
of 1988, 29 U.S.C. 2938) may also apply.
Many employers, however, are subject to the federal disability
nondiscrimination laws and, therefore, must protect the Start Printed Page 82486confidentiality
of all medical information concerning their applicants and employees.
However, other federal and / or state
laws, such as disability
nondiscrimination laws, may govern the rights
of employees under such circumstances.
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.
EQUAL OPPORTUNITY EMPLOYER Foothill Community Health Center is an Equal Opportunity Employer committed to
nondiscrimination on the basis
of race, color, religion, national origin, sex, sexual orientation, gender status, marital status, pregnancy, age, disability, or covered veteran's status consistent with applicable federal and state
laws.
• Adept with industry software, including Microsoft Office and compatible products on the Android platform • Excellent interpersonal communication skills • Written and verbal communication skills that include both employee - facing and customer - facing dispute resolution experience • Organized, self - motivated, and detail - oriented • Command
of human resources procedures and best practices • Knowledge
of pertinent aspects
of employment
law to ensure compliance with all state and federal
nondiscrimination statutes
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.
The University
of Texas at Austin, as an equal opportunity / affirmative action employer, complies with all applicable federal and state
laws regarding
nondiscrimination and affirmative action.
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.