VIOLENT Sample Clauses

VIOLENT. CRIME Significant rises in violent crime nationally against a backdrop of falling crime rates more generally in recent years has pushed the issue to the forefront of the Government’s own community safety agenda. Violent crime – including assaults, serious sexual assaults and woundings rose by as much as 60% in some areas in recent years. Whilst North Yorkshire enjoys realatively low crime rates, it saw some of the biggest rises in violent crime in the early part of the decade, and violent crimes against the person now accout for almost 3,000 offences each year with serious sexual assaults also rising to a level of over 100 a year. Many Police Forces across the country – including North Yorkshire – are also concerned with the growing “knife culture” . Government figures showed offences involving possession of weapons have risen 36% since 1999. Murders with sharp instruments also rose significantly in recent years. The large rises in sexual offences recorded by police in both rural and urban areas fuelled claims by critics that the government concentrated too heavily at the beginning of the decade on Whitehall disctated targets for cutting burglary and robbery which allowed other types of violence to rocket. Increases in violent crime, locally and nationally, have been most readily attributed to the rise in alcohol fuelled behaviour and in particular weekend binge drinking which is becoming a problematic in many towns and cities. In response to rising violent crime levels, North Yorkshire police said the rise in violent offences was in part due to weekend brawls. “The increase has a lot to do with lesser violence. We are not necessarily talking about murders,” said a spokesman. “A lot of it occurs on a Friday and Saturday night. A quarter of all violent crime in this county has its roots in alcohol.” Police locally and nationally are also concerned that the culture of heavy drinking amongst women as well as men has played a significant part in the trend. “When you look at how young girls binge drink in town, our experience is that an awful lot are victims of sexual violence. “It is a worrying trend that a lot of girls find themselves comatosed through drink. They are putting themselves at a greater danger of being sexually assaulted.” A recent study of 1,014 rape and sexual assault victims showed that 81% of those tested within 12 hours of their attack had been drinking. The problem is double-edged because increased binge drinking among men is likely to make...
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VIOLENT. A.1. Violent behavior is defined as:
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VIOLENT dangerous or intimidatory conduct;
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Related to VIOLENT

  • 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.

  • Violence in the Workplace (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 notwithstanding Article 2.12.

  • 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.

  • Violence Against Women The parties hereby recognize and share the concern that women uniquely face situations of violence or abuse in their personal lives that may affect their attendance or performance at work. A woman who is in an abusive or violent personal or domestic situation will not be subjected to discipline without giving full consideration to the facts in the case of each individual and the circumstances surrounding the incident otherwise supportive of discipline. This statement of intent is subject to a standard of good faith on the part of the Employer, the Union and the affected employees and will not be utilized by the Union or the employees to subvert the application of otherwise appropriate disciplinary measures.

  • 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.

  • Offences 46.1. The Contractor must not commit or attempt to commit any offence:

  • Sabotage Sabotage is of concern to all Parties involved on any work site and may affect safety, and therefore both the physical and mental well being of all persons on site. The Parties to this Agreement will not tolerate sabotage, and will ensure that any person/s responsible for such action is immediately dismissed. It is accepted that the relevant authorities may have to be notified, and provisions of the OH&S Act implemented.

  • 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.

  • 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.

  • Plagiarism The appropriation of another person's ideas, processes, results, or words without giving appropriate credit.

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