SEXUAL ASSAULT Clause Examples

SEXUAL ASSAULT. I understand that I am required to comply with Ohio University Policy 03.004: Sexual Misconduct, Relationship Violence, and Stalking (▇▇▇▇▇://▇▇▇.▇▇▇▇.▇▇▇/policy/03-004.html), including the requirement to report sexual misconduct to the Office of Equity and Civil Rights Compliance.

SEXUAL ASSAULT. The term ‘‘sexual as- sault’’ has the meaning given that term in sec- tion 920 of this title (article 120 of the Uniform Code of Military Justice), and includes pene- trative offenses and sexual contact offenses. (Added Pub. L. 117–263, div. A, title XI, § 1101(a), Dec. 23, 2022, 136 Stat. 2815.) Subchapter Sec. I. Defense-Wide Intelligence Personnel Policy 1601 II. Defense Intelligence Agency Personnel 1621 A prior chapter 85 of this title was repealed by Pub. L. 102–190, div. A, title X, § 1061(a)(26)(C)(i), Dec. 5, 1991, 105 Stat. 1474, effective Oct. 1, 1993. Previously, the in- dividual sections of that chapter, sections 1621 to 1624, were repealed by Pub. L. 101–510, div. A, title XII, § 1207(c)(1), (3), (4), Nov. 5, 1990, 104 Stat. 1665. 1996—Pub. L. 104–201, div. A, title XVI, § 1632(a)(3), Sept. 23, 1996, 110 Stat. 2745, substituted ‘‘CIVILIAN DEFENSE INTELLIGENCE EMPLOYEES’’ for ‘‘DE- FENSE INTELLIGENCE AGENCY AND CENTRAL IM- AGERY OFFICE CIVILIAN PERSONNEL’’ as chapter heading and added subchapter analysis. Sec.

SEXUAL ASSAULT. Any nonconsensual sexual act proscribed by Federal, tribal, or State law, including when the victim lacks capacity to consent.

SEXUAL ASSAULT. Refrain from the use of power or authority in an attempt to coerce another person to engage in inappropriate activities.

SEXUAL ASSAULT. The Contractor shall follow and enforce the Department’s Prison Rape Elimination Act (PREA) policies which mandate reporting and treatment for abuse or neglect of all inmates in the secure institutions. The Prison Rape Elimination Act (PREA) is federal law, Public Law 108-79, signed into law in September 2003 by the President of the United States and now designated as 42 USC § 15601-15609. PREA establishes a zero-tolerance standard against sexual assaults and rapes of incarcerated persons of any age. This makes the prevention of sexual assault in Department institutions a top priority. PREA sets a standard that protects the Eighth Amendment right (Constitutional right prohibiting cruel or unusual punishment) of Federal, State, and local inmates.

SEXUAL ASSAULT. In cases of sexual harassment, the Employee being harassed has the right to discontinue contact with the alleged harasser without incurring any penalty, pending determination of the grievance. In cases where sexual harassment may result in the transfer of an Employee, where possible, it shall be the harasser who is transferred. The Employee who is harassed will not be transferred against his/her will. An Employee may initiate a grievance under this clause at any step of the grievance procedure. Grievances under this clause will be handled with all possible confidentiality and dispatch. An alleged offender (under this clause) shall be entitled: i) to be given notice of and the substance of a grievance under this clause; ii) to be given notice of and to attend, participate in and be represented at any arbitration hearing which is held as a grievance under this clause. i) dismiss the grievance; ii) determine the appropriate level of discipline; and iii) make such further order as may be necessary to provide a final and conclusive settlement of the grievance.

SEXUAL ASSAULT. Grievances under this clause will be handled with all possible confidentiality and dispatch. ARTICLE NO STRIKE, NO LOCKOUT The Association agrees that there shall be no strike and the Employer agrees that there shall be no lockouts so long as this Agreement continues to operate. The "strike" and "lockout" shall bear the meaning given them in the Ontario Labour RelationsAct.

SEXUAL ASSAULT. In cases of sexual harassment, the Employee being harassed has the right to discontinue contact with the alleged harasser without incurring any penalty, pending determination of the grievance. is the policy of the Employer to ensure that the working environment is conducive to the performance of work and is such that employees are not hindered from carrying out their responsibilities. The Employer considers harassment in the workplace to be a totally unacceptable form of intimidation and will not tolerate its occurrence. The Employer will ensure the victims of harassment are able to register complaints in complete confidence without fear of reprisal. Personal harassment shall be defined as any personally oriented practice, that undermines an employee’s health, job performance, or endangers the employee’s employment status or potential. All personnel have the right to work without such harassment. It is the responsibility of the Employer to ensure that this policy is respected by all employees. The Union and the

SEXUAL ASSAULT. In cases of sexual harassment, the Employee being harassed has the right to discontinue contact with the alleged harasser without incurring any penalty, pending determination of the grievance. An employee may initiate a grievance under this clause at the first step of the grievance procedure. Grievances under this clause will be handled with all possible confidentiality and dispatch. It is the policy of the Employer to ensure that the working environment is conducive to the performance of work and is such that employees are not hindered from carrying out their responsibilities. The Employer considers harassment in the workplace to be a totally unacceptable form of intimidation and will not tolerate its occurrence. The Employer will ensure the victims of harassment are able to register complaints in complete confidence without fear of reprisal. Personal harassment shall be defined as any personally oriented practice that undermines an employee’s health, job performance, or endangers the employee’s employment status or potential. personnel have the right to work without such harassment. It is the responsibility of the Employer to ensure that this policy is respected by all employees. The Union and the Employer agree that during the life of this Agreement, they shall jointly develop procedures, to deal with any allegations of harassment, which shall be attached to and form part of this Collective Ag ment Any complaint, disagreement, or difference of opinion between the parties hereto concerning the interpretation, application, operation or any alleged violation of the terms and provisions of this Agreement shall be considered a grievance. The Employer, the employee or the Union may present a grievance. The employee must present grievance to the Store Manager. Failure to resolve differences, the employee must then approach the Shop ▇▇▇▇▇▇▇ (or alternate). The ▇▇▇▇▇▇▇ must then approach the Manager or designate. Failure to resolve the dispute, the ▇▇▇▇▇▇▇ may then approach the Union Representative who must then attempt to resolve the dispute. When an employee’s work performance is such that it may lead to discipline or discharge and is the subject of discussion between the employee and the Employer, the Union ▇▇▇▇▇▇▇ shall be present. No reprimands to remain on an employee’s file after four (24) months and are not to be used in disciplinary proceedings. Any employee alleging wrongful dismissal may place allegation before the Union Representative and if the Unio...