Sexual Violence Sample Clauses

Sexual Violence. Every employee has the right to work in an environment that is free from sexual violence and from any reprisal or threat of reprisal for the reporting of such behaviour. The parties agree to jointly co-operate to ensure that allegations of sexual violence are effectively dealt with and to ensure those who make such allegations in good faith are able to do so without fear of reprisal. Policies and procedures for the treatment of complaints of sexual violence have been developed by the Employer. The currentSexual Violence Prevention and Response Policy” developed by the Employer will not be revised without consultation with the Union.
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Sexual Violence. Sexual violence includes rape (forced oral, vaginal or anal penetration with a penis), sexual assault by penetration (forced oral, vaginal or anal penetration with an object), forced sexual acts and forced sex with others, forced prostitution and pornography, cutting or disfiguring of genitalia, refusal to practice safe sex and refusal to adhere to religious prohibitions. Findings from the 2010/2011 British Crime Survey indicate that 19% of women and 2% of men have experienced sexual assault by an intimate partner since the age of 16 (Xxxxx, Xxxxxxx, Xxx, et al, 2012).
Sexual Violence. 29.01 The Employer and Union are committed to a working and learning environment which is free of sexual violence as defined in the University policy on Sexual Violence Prevention.
Sexual Violence. Table 4 also displays the results of the sexual violence logistic regression model. All marriage practice variables showed a significant relationship to sexual violence occurrence. With a 1 Lakh increase in village dowry estimate, women were 64% more likely to experience sexual violence. With a 1 Lakh increase in village estimated brideweatlh, women were 73% less likely to experience sexual violence. Village permissibility to marry a girl to her cousin was associated with a 59% lower likelihood for a woman to experience sexual violence. Village permissibility to marry within the natal village was associated with a 32% higher likelihood of experiencing sexual violence. Married women living in South India were 155% more likely to experience sexual violence compared to married women living in the north. On the state level, as NSDP per capita increased, the likelihood for experiencing violence was lowered. Women from households classified as richer and richest on the wealth index were less likely to experience violence than the poorest households. Compared to Hindu women, Muslim women were significantly more likely and Christian women were significantly less likely to experience sexual violence. There was a negative association between age and violence. Older wives were less likely to experiencing sexual violence than younger wives. Across education levels, only women with a primary education were more likely to experience sexual violence compared uneducated and higher educated women. Those with a secondary education or higher were significantly less likely to experience violence compared to those with none. Wives involved in the work force were more likely to experience violence than those who were not working outside of the home. Among working women, those in non-manual positions experienced a higher likelihood of violence than those in manual labor jobs. Similar to other models, a younger age at first marriage was associated with a higher likelihood for experiencing sexual violence. With each additional child, the odds of a woman experiencing violence were 4% higher.
Sexual Violence. Sexual Violence means any violence, physical or psychological, that is committed, threatened or attempted against an individual without the individual’s consent through a sexual means or by targeting gender or sexuality. This includes, but is not limited to, Sexual Assault, Sexual Harassment, indecent exposure, voyeurism, degrading sexual imagery, and distribution of sexual images or video of a College Community member without their consent. It can include a singe incident or a pattern of behaviour whether in person, online or via other means.
Sexual Violence. Sexual violence (SV) is any sexual act that is perpetrated against someone's will. SV encompasses a range of offenses, including a completed nonconsensual sex act (i.e., rape), an attempted nonconsensual sex act, abusive sexual contact (i.e., unwanted touching), and noncontact sexual abuse (e.g., threatened sexual violence, exhibitionism, voyeurism, verbal or behavioral sexual harassment, or taking nude photographs of a sexual nature of another person without his or her consent or knowledge, or of a person who is unable to consent or refuse). All types involve victims who do not consent, or who are unable to consent or refuse to allow the act.” (CDC 2011)

Related to Sexual Violence

  • Violence (a) The parties agree that violence shall be defined as any incident in which an employee is abused, threatened or assaulted while performing his or her work. The parties agree it includes the application of force, threats with or without weapons and severe verbal abuse. The parties agree that such incidents will not be condoned. Any employee who believes he/she has been subjected to such incident shall report this to a supervisor who will make every reasonable effort to rectify the situation. For purposes of sub- article (a) only, employees as referred to herein shall mean all employees of the Employer.

  • Workplace Violence (a) It is recognized that at certain worksites or in certain work situations employees may be at risk of physical violence or verbal abuse from clients, persons in care or custody, or the public.

  • 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.

  • Family Violence Leave Family Violence Leave as provided for by the Holidays Act 2003 is in addition to other leave allowances within the collective agreement.

  • Domestic Violence 29.01 The Employer and the Union agree that all Employees have the right to be free from domestic violence. Domestic violence, which may involve physical or psychological violence, stalking or economic abuse against a current or former intimate partner, is a widespread societal problem which must be prevented.

  • Harassment Sexual Harassment Harassment is defined as an incident or, or series of incidents of unsolicited, unwelcome, disrespectful or offensive verbal or physical behaviour, whether deliberate or unintentional:

  • Domestic Violence Leave Domestic or Sexual Violence Leave will be granted in accordance with the Employment Standards Act as amended from time to time.

  • 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.

  • Harassment The Employer and the Union recognize the right of employees to work in an environment free from harassment, including sexual harassment, as defined by the Employer’s harassment policy.

  • Orientation The Employer shall provide planned and paid Orientation Programs of such content and duration as it deems appropriate taking into consideration the needs of the Employer and the Nurses involved. Such Nurses will not be considered part of core staffing during their Orientation Program nor will they be provided with primary assignments.

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