Sexual Conduct Sample Clauses

Sexual Conduct. For the duration of the retreat, there is to be no sexual activity whatsoever between guests and/or staff of either BM or their agents or sub-contractors. Sexual activity includes, flirting, discussion about sexual or romantic activity, use of pornography and masturbation. This includes sexual activity between a married couple. The spiritual environment demands abstinence from all sexual activity. Should You develop a sexual or romantic interest in another person, we require that You delay any physical displays or expressions of it, until the retreat is over. Sexual abstinence must be maintained three days after Your last sacred plant ceremony.
Sample 1
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Sexual Conduct. The Social Sources of Human Sexuality (Second ed.). New Brunswick, USA: Aldine Transaction. Xxxxx, X., Xxxxxx, X., Xxxxxxxxxx, X., & Xxxxxxx, X. (2012). Combined structural interventions for gender equality and livelihood security: a critical review of the evidence from southern and eastern Africa and the implications for young people. J Int AIDS Soc, 15 Suppl 1, 1-10. doi:10.7448/ias.15.3.17362 Xxxxx, X., Xxxxxxx, D., Xxxxxx, X., & Xxxxxxx, S. (2008). Gender and AIDS: time to act. Aids, 22 Suppl 2, S35-43. doi:10.1097/01.aids.0000327435.28538.18 Xxxxx, X. X., Xxxxx, X., & Xxxxxx, A. (2011). Moving forward on women's gender-related HIV vulnerability: the good news, the bad news and what to do about it. Glob Public Health, 6 Suppl 3, S370-382. doi:10.1080/17441692.2011.617381 Xxxxxx, X., Xxx, X., Xxxxx-Xxxxx, M., & Xxxxx, A. (2014). Strengthening the enabling environment for women and girls: what is the evidence in social and structural approaches in the HIV response? J Int AIDS Soc, 17, 18619. doi:10.7448/ias.17.1.18619 Xxxxxx, X. X., Xxxxxxxxx, X. X., Xxxxxxxx, X. X., Xxxxxx, X. X., Xxxxxxx, X., & Xxxxx, A. K. (2014). Ecological factors influencing HIV sexual risk and resilience among young people in rural Kenya: implications for prevention. Health Educ Res, 29(1), 131-146. doi:10.1093/her/cyt081 Xxxxxxxx, X., Xxxxxx, X. X., Xxx, X., Xxxxxx, X., & Xxxxx, M. (2015). Sustained High HIV Incidence in Young Women in Southern Africa: Social, Behavioral, and Structural Factors and Emerging Intervention Approaches. Curr HIV/AIDS Rep, 12(2), 207-215. doi:10.1007/s11904-015-0261-0 Xxxxx, X., Xxxx, X., Xxxxxxxxxxx, M., & Xxxxx, C. (2013). Cash transfers for HIV prevention: considering their potential. J Int AIDS Soc, 16, 18615. doi:10.7448/ias.16.1.18615 Xxxxxx, X., & Xxxxx, H. (2014). It’s a girl thing: Menstruation, school attendance, spatial mobility and wider gender inequalities in Kenya. Geoforum, 56, 137-147. doi:xxxx://xx.xxx.xxx/10.1016/j.geoforum.2014.07.006 Xxxxxx, X., & Xxxxxxx, R. (2010). Gender and sexuality: emerging perspectives from the heterosexual epidemic in South Africa and implications for HIV risk and prevention. J Int AIDS Soc, 13, 6. doi:10.1186/1758-2652-13-6 Xxxxxx, X., Xxxxx, X., Xxxxx, X., Xxxx, N., Xxxxxx, K., Xxxxx, X., & Xxxxxxx, N. (2008). Impact of stepping stones on incidence of HIV and HSV-2 and sexual behaviour in rural South Africa: cluster randomised controlled trial. Bmj, 337, a506. doi:10.1136/bmj.a506 Xxxxxx, X., Xxxx, X., & ...
Sample 1

Related to Sexual Conduct

  • Ethical Conduct Seller's employees shall comply with the BorgWarner Supplier Code of Conduct articulated within the BorgWarner Supplier Manual. Compliance with these standards is a mandatory component of Buyer's purchase contracts worldwide and must also apply to Seller subcontractors. Both, the BorgWarner Supplier Code of Conduct and the BorgWarner Supplier Manual are incorporated by reference as part of the Purchase Order, are binding on the Seller, and Seller explicitly verifies to have read and accepted the BorgWarner Supplier Code of Conduct and the BorgWarner Supplier Manual.

  • General Conduct The BSC has specific policies governing conduct in the units, including, but not limited to, assault, harassment, sexual harassment, host, alcohol, party and substance abuse policies. Member agrees to read and abide by these policies. Failure to follow BSC conduct policies will lead to a range of sanctions up to and including termination of this contract and BSC membership.

  • Personal Conduct Executive agrees promptly and faithfully to comply with all present and future policies, requirements, directions, requests and rules and regulations of Company in connection with Company’s business. Executive further agrees to conform to all laws and regulations and not at any time to commit any act or become involved in any situation or occurrence tending to bring Company into public scandal, ridicule or which will reflect unfavorably on the reputation of Company.

  • Professional Conduct The Firm shall ensure compliance with all applicable standards of ethics and rules of professional responsibility, including the Florida Rules of Professional Conduct promulgated by the Florida Supreme Court for attorneys practicing in Florida (or similar standards applicable to attorneys practicing outside the State of Florida). Such standards include rules related to conflicts of interest and confidentiality that are intended to protect Citizens and Citizens’ information.‌‌

  • Business Conduct Merger Sub was incorporated on November 5, 2020. Since its inception, Merger Sub has not engaged in any activity, other than such actions in connection with (a) its organization and (b) the preparation, negotiation and execution of this Agreement and the Transactions. Merger Sub has no operations, has not generated any revenues and has no assets or liabilities other than those incurred in connection with the foregoing and in association with the Merger as provided in this Agreement.

  • Sexual Harassment (a) The Union and the Employer recognize the right of employees to work in an environment free from sexual harassment. The Employer shall take such actions as are necessary respecting an employee engaging in sexual harassment.

  • 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.

  • Sexual Harassment Policy The Contractor and all Subcontractors must have a written sexual harassment prevention policy addressing sexual harassment in the workplace and must provide annual sexual harassment training to all employees.

  • Harassment Sexual Harassment a. All employees have the right to work without personal harassment or sexual harassment.

  • No Felony Criminal Convictions Contractor represents that neither Contractor nor any of its employees, agents, or representatives, including any subcontractors and employees, agents, or representative of such subcontractors, have been convicted of a felony criminal offense or that if such a conviction has occurred Contractor has fully advised System Agency in writing of the facts and circumstances surrounding the convictions.

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