Sentences with phrase «sex discrimination in employment»

Event 05-17-1971, The first law in the United States to ban sex discrimination in employment is passed by the Washington State legislature.

Workplace sexual harassment isn't a new issue: 30 years ago, the Supreme Court of Canada, in the landmark case of Janzen v. Platy Enterprises, decided workplace sexual harassment is a form of sex discrimination in employment and violates human rights legislation.

Not exact matches

It is the policy of Ionis Pharmaceuticals, Inc. to provide equal opportunity in employment throughout the corporation for all qualified applicants and employees without discrimination against any person because of a person's race, color, religion (including religious dress and grooming practices), sex / gender (including pregnancy, childbirth or related medical conditions and breast feeding), national origin, ancestry, gender identity, gender expression, legally - protected medical condition, physical or mental disability, age, military or veteran status, marital status, sexual orientation, genetic information or any other basis protected by applicable law.

The teenager made a complaint under chapter H. 19 of the Human Rights Code, which pertains to discrimination in employment because of sex, sexual harassment, sexual solicitation or advances, gender identity and age.

«More than 30 years after explicit sex - based classifications in family, employment, and benefits law were held to violate the Constitution or statutory prohibitions on discrimination, the vast majority of different - sex couples still divide responsibilities along gendered lines,» she notes.

prohibits discrimination in employment or in the provision of training and education on the grounds of any of the following protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.

Sean will fight to end discrimination against same sex couples in both the housing market, and in employment practices.

Since the passage of the same - sex marriage bill two years ago, GENDA, which prohibits discrimination on the basis of gender identity and expression in employment, housing, public accommodations and credit, has become a top priority for the LGBT community in New York.

Accordingly, nothing in this internet application should be viewed as expressing, directly or indirectly, any limitation, specification, or discrimination as to age, race, creed, color, national origin, sex, disability, marital status, sexual orientation or criminal record in connection with employment.

During his time at the Pride Agenda he has been actively involved with the passage of dozens of laws, ordinances, regulations and Executive Orders on the state and local level affecting New York's LGBT community, including statewide measures like: the Sexual Orientation Non-Discrimination Act; the Hate Crimes Act of 2000; making the state's 9/11 relief inclusive of same - sex couples; guaranteeing domestic partners hospital visitation, legal authority over a loved one's bodily remains, access to Family Court and medical decision making authority; prohibiting discrimination on the basis of gender identity and expression in state employment; and securing over $ 50 million of funding for LGBT health and human services.

Few activists were mollified by ESPA's statement that a new directive from Governor Andrew Cuomo — interpreting existing state human rights law's sex discrimination and disability discrimination protections to cover transgender New Yorkers — amounted to «securing the Pride Agenda's top remaining policy priority, protecting transgender New Yorkers from discrimination in housing, employment, credit, education, and public accommodations.»

The agency enforces the city's human rights law which prohibits discrimination in housing, employment and public accommodations based on race, sex, gender, country of origin and gender identity among other things.

It is the policy of Wake Forest Baptist Medical Center to administer all educational and employment activities without discrimination because of race, sex, age, religion, national origin, disability, sexual orientation or veteran status (except where sex is a bona fide occupational qualification or a statutory requirement) in accordance with all local, state, or national laws, executive orders, regulations, and guidelines.

As an Affirmative Action and Equal Opportunity Employer, Wake Forest Baptist Medical Center and its affiliates administer all educational and employment activities without discrimination or based on any protected characteristics such as race, sex, age, religion, national origin, disability, sexual orientation, gender identity or Veteran status (except where sex is a bona fide occupational qualification or a statutory requirement) in accordance with all local, state, national laws, Executive Order 11246, Executive Order 13496, the Vietnam Era Veterans» Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4214 (VEVRAA) and Section 503 of the Rehabilitation Act of 1973, as amended (29 U.S.C. 7903), regulations, and guidelines.

The question assumes, as in the case of a food - standards specialist for the state of Oregon whose job was eliminated amid tensions with her boss, that the worker isn't protected by a union contract or as a member of a group shielded from employment discrimination based on race, sex, or other protected classes.

Participants will gain an understanding of the latest developments in state and federal law on complex issues, such as: Transgender Students: issues related to student dress code, the right to participate in school activities and events, access to school facilities such as locker rooms and restrooms; School Climate: the obligation to proactively address school climate and promote a school climate accepting of all students, regardless of sexual orientation; Religious Issues: the rights of students and staff to express moral and religious views regarding sexual orientation and identity both during school and outside of school; Employment Issues: the implications of recent developments regarding same sex marriage and the rights of same sex couples to access employee benefits; and Discrimination Issues: the rights and obligations to address issues of employment discrimination and reEmployment Issues: the implications of recent developments regarding same sex marriage and the rights of same sex couples to access employee benefits; and Discrimination Issues: the rights and obligations to address issues of employment discrimination anDiscrimination Issues: the rights and obligations to address issues of employment discrimination and reemployment discrimination andiscrimination and retaliation.

Brooke Charter School does not discriminate in admission to, access to, treatment in, or employment in its services, programs and activities, on the basis of race, color or national origin, in accordance with Title VI of the Civil Rights Act of 1964 (Title VI); on the basis of sex, in accordance with Title IX of the Education Amendments of 1972; on the basis of disability, in accordance with Section 504 of the Rehabilitation Act of 1973 (Section 504) and Title II of the Americans with Disabilities Act of 1990 (ADA); or on the basis of age, in accordance with the Age Discrimination in Employment Act of 19employment in its services, programs and activities, on the basis of race, color or national origin, in accordance with Title VI of the Civil Rights Act of 1964 (Title VI); on the basis of sex, in accordance with Title IX of the Education Amendments of 1972; on the basis of disability, in accordance with Section 504 of the Rehabilitation Act of 1973 (Section 504) and Title II of the Americans with Disabilities Act of 1990 (ADA); or on the basis of age, in accordance with the Age Discrimination in Employment Act of 19Employment Act of 1974 (ADEA).

In accordance with Title VI of the Civil Rights Act of 1964 («Title VI»), Title IX of the Education Amendments of 1972 («Title IX»), Section 504 of the Rehabilitation Act of 1973 («Section 504»), Title II of the Americans with Disabilities Act of 1990 («ADA»), and the Age Discrimination Act of 1975 («The Age Act»), applicants for admission and employment, students, parents, employees, sources of referral of applicants for admission and employment, and all unions or professional organizations holding collective bargaining or professional agreements with Capital City Public Charter School («Capital City») are hereby notified that Capital City Public Charter School does not discriminate on the basis of race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, familial status, family responsibilities, political affiliation, source of income, or disability in admission or access to, or treatment or employment in, its programs and activitieIn accordance with Title VI of the Civil Rights Act of 1964 («Title VI»), Title IX of the Education Amendments of 1972 («Title IX»), Section 504 of the Rehabilitation Act of 1973 («Section 504»), Title II of the Americans with Disabilities Act of 1990 («ADA»), and the Age Discrimination Act of 1975 («The Age Act»), applicants for admission and employment, students, parents, employees, sources of referral of applicants for admission and employment, and all unions or professional organizations holding collective bargaining or professional agreements with Capital City Public Charter School («Capital City») are hereby notified that Capital City Public Charter School does not discriminate on the basis of race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, familial status, family responsibilities, political affiliation, source of income, or disability in admission or access to, or treatment or employment in, its programs and activitiein admission or access to, or treatment or employment in, its programs and activitiein, its programs and activities.

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 managemeDiscrimination 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 managemediscrimination in the Federal sector; and EEOC decisions, procedures, guidelines, and program and management directives.

The Departmental Office of Civil Rights (DOCR) enforces civil rights laws and regulations, which prohibit workplace discrimination on the basis of race, color, national origin, sex, disability, religion and age in employment and the provision of government services.

No order of the court shall require the admission or reinstatement of an individual as a member of a union or the hiring, reinstatement, or promotion of an individual as an employee, or the payment to him of any back pay, if such individual was refused admission, suspended, or expelled or was refused employment or advancement or was suspended or discharged for any reason other than discrimination on account of race, color, religion, sex or national origin or in violation of section 704 (a).

(b) It shall be an unlawful employment practice for an employer, labor organization, or employment agency to print or publish or cause to be printed or published any notice or advertisement relating to employment by such an employer or membership in or any classification or referral for employment by such a labor organization, or relating to any classification or referral for employment by such an employment agency, indicating any preference, limitation, specification, or discrimination, based on race, color, religion, sex, or national origin, except that such a notice or advertisement may indicate a preference, limitation, specification, or discrimination based on religion, sex, or national origin when religion, sex, or national origin is a bona fide occupational qualification for employment.

In Ontario, the Human Rights Code protects the «right to equal treatment with respect to employment without discrimination because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, record of offences, marital status, family status or disability» and also protects against discrimination based on the intersection of multiple of these grounds.

It is the policy of IVHS not to engage in discrimination against or harassment of any person employed or seeking employment with the Inland Valley Humane Society on the basis of race, color, national origin, religion, sex, gender identity, pregnancy, physical or mental disability, medical condition, ancestry, marital status, age, sexual orientation, citizenship, or status as a covered veteran.

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.

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 athleticIn 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 athleticin admissions, financial aid, or employment practices, or in the administration of any Cooper Union educational program or activity, including athleticin the administration of any Cooper Union educational program or activity, including athletics.

An Anti-Discrimination Policy or Equal Employment Opportunity («EEO») policy is a document that defines how a business will take measures to eliminate and prevent discrimination based on race, color, religion, sex, national origin, disability, or age, in all of its employment Employment Opportunity («EEO») policy is a document that defines how a business will take measures to eliminate and prevent discrimination based on race, color, religion, sex, national origin, disability, or age, in all of its employment employment practices.

Title VII of the Civil Rights Act of 1964, as amended, prohibits discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex or national origin.

These are typically framed as defences to human rights complaints (e.g. blanket defences for hiring one's own personal care attendant; BFOQ defences permitting discrimination on the basis of sex because of the nature of the employment; and public decency defences for exclusion in the provision of goods and services.

Factors such as lack of awareness of human rights laws, age, recent immigration, uncertain employment, reliance on tips, low rates of unionization, and the prevalence of sexual harassment and sex discrimination in the restaurant industry can increase worker vulnerability.

In this case «protective» proceedings for unfair dismissal, breach of contract and sex discrimination had been issued in the employment tribunal (ET) and then stayed pending determination of the application for judicial revieIn this case «protective» proceedings for unfair dismissal, breach of contract and sex discrimination had been issued in the employment tribunal (ET) and then stayed pending determination of the application for judicial reviein the employment tribunal (ET) and then stayed pending determination of the application for judicial review.

In that case, the Court established that employment discrimination for failure to conform to sex - stereotypes violates Title VII of the Civil Rights Act of 1964.

The Code prohibits discrimination by a «person» against another «person» (the «complainant») on the basis of various prohibited grounds, such as race, sex and age in various social contexts, such as provision of services, housing and employment.

Fisher also acted for a former employee of a Russian investment bank in an Employment Tribunal claim alleging sex discrimination and victimisation.

In Sargeant v London Fire and Emergency Planning Authority and others, the Employment Tribunal (ET) had originally rejected a claim by 6,000 younger firefighters for age discrimination, equal pay, sex and race discrimination as a result of the introduction of a less generous pension scheme.

The State and Federal Employment disputes handled by Whittel & Melton include FLSA (fair labor standards act), Wage and Overtime disputes, Minimum Wage Violations, Discrimination (age, sex, disability, pregnancy, national origin, race), Retaliation claims including FMLA (family medical leave act), workers compensation and sexual harassment in the workplace, Whistleblower protection, qui tam and other civil rights pursuits.

Employment discrimination laws protect you from discrimination in the workplace, including unequal treatment or retaliation on the basis of age, disability, genetic information, national origin, pregnancy, race, religion, and sex.

Turning to employment Dame Laura Cox, Chair of the Review Panel said: «There has been much progress for women at work since the arrival of the Sex Discrimination Act in 1975.

We act on behalf of employers and individuals in employment tribunal claims including unfair dismissal, race, sex, disability and age discrimination and unlawful deduction of wages.

A claim for unfair redundancy and sex discrimination which settled with the member (who had very quickly secured alternative employment on more advantageous terms and had received an enhanced contractual redundancy payment) accepting the sum of # 15,000 in full and final settlement.

She has represented clients in employment tribunal cases involving unfair dismissal and disability and sex discrimination.

Specifically, her rights ``... i) under s. 5 (1) to equal treatment with respect to employment without discrimination because of race or sex, ii) under s. 5 (2) to freedom from harassment in the workplace by the employer or agent of the employer because of race, and iii) under s. 7 (2) to freedom from harassment in the workplace because of sex» were violated.

His grievance was rejected by Capita and he subsequently issued proceedings in the employment tribunal for direct and indirect sex discrimination and victimisation.

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 discremployment 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 ddiscrimination 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 ddiscrimination; 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 dDiscrimination 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 discrEmployment 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 discremployment 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 ddiscrimination 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 ddiscrimination 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 discremployment 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 ddiscrimination 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 discremployment discriminationdiscrimination.

The applicant alleged discrimination in employment on the basis of sex and sexual solicitation or advances as well as reprisal.

In my view, a statute outlawing employment discrimination based on race, color, religion, sex, or national origin has the valid secular purpose of assuring employment opportunity to all groups in our pluralistic societIn my view, a statute outlawing employment discrimination based on race, color, religion, sex, or national origin has the valid secular purpose of assuring employment opportunity to all groups in our pluralistic societin our pluralistic society.

In Ontario, the prohibited grounds of discrimination are: citizenship, race, place of origin, ethnic origin, colour, ancestry, disability, age, creed, sex / pregnancy, family status, marital status, sexual orientation, gender identity, gender expression, receipt of public assistance (in housing) and record of offences (in employmentIn Ontario, the prohibited grounds of discrimination are: citizenship, race, place of origin, ethnic origin, colour, ancestry, disability, age, creed, sex / pregnancy, family status, marital status, sexual orientation, gender identity, gender expression, receipt of public assistance (in housing) and record of offences (in employmentin housing) and record of offences (in employmentin employment).

Advising an individual on her flexible working request and subsequent constructive dismissal, sex and pregnancy discrimination claim in the Employment Tribunal which were settled pre-hearing on favourable terms.

This month's bulletin contains five short articles on (i) EC certificates; (ii) past misconduct; (iii) sex discrimination in schools; (iv) height restrictions and sex discrimination; and (v) Publication of the Employment Tribunals...

He successfully represented two (of fifteen) respondents in a # 4.45 m employment tribunal claim brought by a former hospital consultant involving allegations of aiding sex and race discrimination.