Sexual and Reproductive Health and Rights Sample Clauses

Sexual and Reproductive Health and Rights support the National Reproductive Health Strategy based on CEDAW recommendations; • improve the quality of RH services and in selected provinces, improved capacity of technical assistance and supervision of grassroots levels health systems in RH service delivery; expansion of quality maternal and neonatal services through networks in Emergency Obstetric Care and Neonatal Emergency Care in provinces with high maternal mortality; • increased availability of RH friendly services and information for unmarried young people including in-school and out of school and migrants in selected localities. • support to increase awareness of RH/Gender issues and rights through improved capacity to implement advocacy, Behaviour Change Communication (BCC) activities at grassroots levels, enhanced male involvement and empowerment of women in RH communication and improvement of the legal environment.
Sample 1
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Sexual and Reproductive Health and Rights. The DRC has one of the highest incidences of rape in the world, with rape being used as a weapon of war by armed groups in the country (CARE, 2017). In the eastern region of the DRC in particular, high rates of sexual violence have been documented. There are high rates of PTSD and depression in survivors, and overall there is a great need for programs focusing on sexual violence and mental health (Verelst, 2014). Traumatic fistulas, inflicted by sexual violence, are common in the DRC, and the majority of women are not able to have reparative surgery due to the lack of gynecologists trained to repair fistulas (Engender Health, 2018). Other issues resulting from sexual violence include HIV infection and negative social stigma attached to survivors (Xxxx Xxxxxxx, 2013). In addition to a high incidence of rape, the DRC has a high rate of intimate partner violence (IPV), with 57% of married women having experienced IPV (MPSMPRM, 2014). The country also has the third highest fertility rate in the world and a high maternal mortality due to poor maternal health care (UNPD, 2017). In 2008, the DRC adopted a National Reproductive Health Programme, and SRH (including family planning services) was integrated into the Ministry of Health’s package of health services. But in practice SRH services have not been prioritized, especially in the east (Women’s Refugee Commission, 2013).
Sample 1
Sexual and Reproductive Health and Rights. Clandestine and unsafe abortions are common in Rwanda, as almost half of all pregnancies in the country are unintended. Of these unintended pregnancies, it is estimated that 22 percent end in induced abortion. This translates to 25 induced abortions per 1,000 women aged 15-44. Almost no safe legal abortions take place in Rwanda, and untrained individuals perform half of all abortions. Many abortions (forty percent) lead to complications that require treatment in a facility, but a third of women who suffer complications do not receive treatment (Guttmacher Institute, 2013). Rwanda increased contraceptive use at one of the most rapid rates worldwide. The modern contraceptive prevalence rate was just four percent in 2000, increasing to ten percent by 2005, and 27 percent in 2008. The rapid increase between 2000 and 2008 resulted from government commitment, national and district-level support, widening the choice of methods available, and involving communities (USAID, 2010). Although Rwanda was successful in rapidly increasing contraceptive use between 2000 and 2008, Rwandan officials have been concerned about the recent increase in teenage pregnancy. Results from the most recent Demographic and Health Survey, conducted in 2015, showed that pregnancy among teenage girls increased from 6.1 percent in 2010 to 7.3 percent in 2015 (UNFPA, 2016).
Sample 1
Sexual and Reproductive Health and Rights. South Sudan has one of the highest maternal mortality ratios in the world with 789 deaths per 100,000 live births (WHO, 2015). The country has some of the poorest reproductive health indicators in the world, with a modern contraceptive prevalence rate of just 2.4 percent (FP2020, 2018). Tensions surround family planning in South Sudan and misconceptions about contraceptives are widespread. During the war the Sudan People’s Liberation Army’s stance was against contraception, increasing risk for women and sometimes health workers. Limited access to contraceptives also results in clandestine and unsafe abortions, which has led to a high need for post-abortion care (Xxxxxx and Storeng, 2016). South Sudan is one of the ten countries with the highest prevalence of adolescent pregnancy in the world, as approximately one third of girls in South Sudan start childbearing between the ages of 15 and 19 (Xxxxxxx and Xxxxx, 2016). Additionally, fistulas are a concern within the country, as it is estimated that 60,000 women and girls suffer from the condition (UNFPA, 2015). Finally, conflict in the country has prompted upsurges in sexual violence, and the rates of sexual violence and gender-based violence in the country are alarming. A UNFPA survey conducted in 2015 found that 72 percent of women living in the Juba Protection of Civilian sites were raped (most often by soldiers and police), while another study found that sexual and gender-based violence increased by 61 percent in South Sudan between 2015 and 2016 (Amnesty International, 2017).
Sample 1
Sexual and Reproductive Health and Rights. The abortion rate in Uganda (39 per 1,000 women aged 15-49) is higher than the estimated rate for the East Africa region overall (34 per 10,000 women aged 15-49). In Uganda, 52 percent of pregnancies are unintended, and of these unintended pregnancies, approximately one quarter end in abortion. Many of these abortions are unsafe, which can result in maternal mortality or dangerous complications. In Uganda, almost 100,000 women were treated for complications that resulted from unsafe abortions in 2013 (the last year that data was available). Additionally, it is significant to note that abortion incidence varies greatly between regions in Uganda: on the lower end, the abortion rate was 18 per 1,000 women in the Western region, and on the higher end the rate was 77 per 1,000 in Kampala. The unmet need for modern contraception is high in Uganda (34.8 percent among married women), which contributes to an increased number of unintended pregnancies and more abortions. In Kampala, the urban capital, the unmet need is sixteen percent, while in rural areas in the north, the unmet need is as high as 43 percent (Guttmacher Institute, 2017). Finally, the sexual and reproductive health of young people in Uganda remains a challenge and deserves more attention. Adolescent sexual and reproductive health services are limited despite the fact that half of the population is of adolescent age. Additionally, adolescent pregnancy is high in the country; almost one quarter of adolescents between the ages of thirteen and nineteen are already mothers or pregnant with their first child (Xxxxxxxx et al., 2015).
Sample 1

Related to Sexual and Reproductive Health and Rights

  • WORKPLACE HEALTH AND SAFETY The parties to this Agreement are committed to providing a safe and healthy workplace and work practices. The parties recognise that illness or injury at the workplace is costly to the employer and the employees and also disruptive to the respective parties. To facilitate healthy and safe work practices, the parties to the Agreement are committed to discussing health and safety issues as they apply to the operations of the employer as part of the consultative measures under this Agreement. The employer and employees under this agreement may refer to their respective industrial representatives for appropriate advice or expertise in enhancing performance with due regard to health and safety initiatives. The parties also recognise the importance of conducting regular audits of the employer's operations, policies and procedures including the employees' skills, knowledge, qualifications and application of healthy and safe work practices.

  • D5 Health and Safety D5.1 The Contractor shall promptly notify the Authority of any health and safety hazards which may arise in connection with the performance of its obligations under the Contract. The Authority shall promptly notify the Contractor of any health and safety hazards which may exist or arise at the Authority’s Premises and which may affect the Contractor in the performance of its obligations under the Contract.

  • OCCUPATIONAL HEALTH AND SAFETY 47 22.1 Statutory Compliance 47 22.2 Occupational Health and Safety Committee 47 22.3 Unsafe Work Conditions 49 22.4 Investigation of Accidents 49 22.5 Occupational First Aid Requirements and Courses 49 22.6 Occupational Health and Safety Courses 50 22.7 Injury Pay Provisions 50 22.8 Transportation of Accident Victims 50 22.9 Working Hazards 51 22.10 Video Display Terminals 51 22.11 Safety Equipment 51 22.12 Dangerous Goods, Special Wastes and Pesticides & Harmful Substances 51 22.13 Communicable Diseases 51 22.14 Workplace Violence 51 22.15 Pollution Control 52 22.16 Working Conditions 52 22.17 Asbestos 52 22.18 Employee Safety Travelling to and from Work 52 22.19 Strain Injury Prevention 52 ARTICLE 23 - TECHNOLOGICAL CHANGE 53 23.1 Definition 53 23.2 Notice 53 23.3 Commencing Negotiations 53 23.4 Failure to Reach Agreement 53 23.5 Training Benefits 53 23.6 Transfer Arrangements 54 23.7 Severance Arrangements 54 ARTICLE 24 - CONTRACTING OUT 54 24.1 Contracting Out 54 24.2 Additional Limitation on Contracting Out 54 ARTICLE 25 - HEALTH AND WELFARE 55 25.1 Basic Medical Insurance 55 25.2 Benefit Entitlement for Part-Time Regular Employees 55 25.3 Extended Health Care Plan 55 25.4 Dental Plan 56 25.5 Group Life 56 25.6 Accidental Death and Dismemberment 56 25.7 Business Travel Accident Policy 57 25.8 WorkSafeBC Claim 57 25.9 Employment Insurance 57 25.10 Medical Examination 57 25.11 Legislative Changes 57 25.12 Employee and Family Assistance Program 57 (v) 25.13 Health and Welfare Plans 57 25.14 Designation of Spouse 58 ARTICLE 26 - WORK CLOTHING 58 26.1 Protective Clothing 58 26.2 Union Label 58 26.3 Uniforms 58 26.4 Maintenance of Clothing 58 26.5 Lockers 58

  • Health and hygiene The Hirer shall, if preparing, serving or selling food, observe all relevant food health and hygiene legislation and regulations. In particular dairy products, vegetables and meat on the premises must be refrigerated and stored in compliance with the Food Temperature Regulations. The premises are provided with a refrigerator and thermometer.

  • Work Health and Safety (a) The employer and employee acknowledge their responsibilities under the Work Health and Safety Act 2011 and Work Health and Safety Regulations 2012.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • Health and Safety Representatives 58.1 The Employer and its Employees will comply with Part 7 of the OHS Act – Representation of Employees in relation to the establishment of designated work groups and the election of Health and Safety Representatives.

  • Accident Prevention Health and Safety Committee The Employer and the Union agree that they mutually desire to maintain standards of safety and health in the Hospital in order to prevent accidents, in jury and illness. its responsibilities under the applicable legislation, the agrees to accept as a member of its Accident Prevention Health 6 Safety Committee at l e a s t one representative selected or appointed by the Union from amongst bargaining unit employees. shall identify potential dangers and hazards, institute means of improving health and programs and recommend to be a e improve related and health. The Hospital agrees to co-operate i providing information to enable the Committee to its function. shall i be at the call of Chair if shall minutes O f all meetings t h e s a m e available for representative o r selected accordance with shall serve for a of one calendar year the date of appointment which may renewed for further periods of one year. off for such to attend meetings of the Accident Prevention and Safety Committee accordance with shall and spent s h a l l be deemed to b e work time for which the representative(s) shall be paid by the a t his/her regular or premium rate as m a y be applicable. ARTICLE PAID The Holidays with pay for this Agreement shall be: New's Years Day Good Friday Easter Monday Victoria Day Dominion Da) Holiday (as locally declared) During of this the Day, which is not a day, shall be granted third in If a that shall replace this holiday. t the nature of services necessary a Hospital, of the e m p l o y e e s ma be required work these In general, may required alternate with other in absent instance, an e m p l o y e e having Day off 0 be off on Year's Day. a the preference. To qualify for holiday pay as above, an employee must work his or her full regularly scheduled shift immediately preceding and his or her full regularly scheduled shift immediately succeeding the Holiday. In the event of an employee being prevented from working the shift immediately preceding and/or succeeding such holiday by reason of illness, authenticated by medical certificate or otherwise, lasting more than five full working such employee shall qualify for holiday pay, it being further understood and agreed that no employee shall receive holiday pay for more than one holiday during any one illness except for holidays over the Christmas and Year's periods, in which case no employee shall receive pay for more than three holidays. of the above named holidays an regular day off, or during his or her vacation the employee receive off payment for holidays in lieu thereof, but additional shall not be added to the period of vacation of employee except the of the Department his work shall time half time rate of o r . such in addition any entitled or at the option of the the employee may be paid time one half for the time worked and a paid day off in lieu thereof, or, (or a further option of the Hospital), the employee may be paid his regular straight time plus a paid clay and a half off in lieu thereof. Failure report for work assigned on such holiday shall disqualify employee for holiday pay.

  • HEALTH AND SAFETY C8.1 The Contractor shall promptly notify the Authority of any health and safety hazards which may arise in connection with the performance of the Contract. The Authority shall promptly notify the Contractor of any health and safety hazards which may exist or arise at the Authority’s Premises and which may affect the Contractor in the performance of the Contract.

  • Management of Special and Technical Environment Each certificated support person demonstrates an acceptable level of performance in managing and organizing the special materials, equipment and environment essential to the specialized programs.

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