Common use of Domestic Violence Policies Clause in Contracts

Domestic Violence Policies. (A) For the purposes of this contract, domestic violence shall include physical, emotional, or psychological violence or intimidation, stalking, or economic abuse against all employees of either sex by a person of either sex: (a) with whom the employee has a child in common; (b) with whom the employee has had a domestic partnership; (c) with whom the employee is married or has been married; (d) with whom the employee is living or has lived; or (e) with whom the employee has engaged in a dating or sexual relationship. (B) The Employer will post information about domestic violence resources in each office after consulting outside experts. The information and the experts will be jointly agreed upon by the Union and the Employer. (C) The Employer will give copies of the same information to all current employees and then to new employees as they are hired. (D) The Employer will maintain the confidentiality of domestic violence-related information concerning employees to the extent practicable. Other employees will be informed only on a need-to-know basis. Whenever possible, the victim will be notified in advance if there is a need to inform others. It is understood that in some circumstances, the Employer may have to disclose domestic violence information to protect other employees. (E) In consultation with the Union, the Employer will create for each program a process for employees to come forward in confidentiality to request help, resource information, reasonable accommodations in the workplace (including transfer of position within the program) or schedule to reduce the employee’s vulnerability to domestic violence on the job, or to request leave. The office may request appropriate documentation. The office will not unreasonably deny requested accommodations. (F) On request, the Employer will assist an employee who is a victim of domestic violence to apply for a job opening at a different OLSC or branch of LSNYC. The employee already has a right to the job if the employee’s qualifications are equal to the qualifications of other candidates. If the employee shows that they are no longer able to work safely in the employee’s present office and that a move to a different office is the only reasonable way to reduce vulnerability to a physical threat of domestic violence, the employee shall have the same right to the job as a laid-off employee from another program. The Employer may ask for appropriate documentation of all facts relevant under this paragraph. (G) Through the Labor-Management Committee and after consulting with experts in the field, the Employer will conduct training programs on domestic violence for employees covering the nature of domestic violence, available resource, and the provisions of this contract. The experts will be jointly selected by the Employer and the Union. As part of this training, supervisors will be briefed on the problem (H) In addition to their existing rights to various leaves under this contract and federal law, employees shall have the following rights to the extent necessary to deal with domestic violence situations: (i) To take up to ten (10) days of annual leave without prior notice to the Employer; (ii) To request unpaid leave of up to six (6) months, which request the Employer shall not unreasonably deny. The Employer may request appropriate documentation. (I) On request, the Employer will assist an employee to develop a personal workplace safety plan. Employee requests for workplace accommodations as part of their plans will be responded to by the Employer under the processes established in § 13.7(E) and 13.7(F) above. (J) The Employer shall allow an employee experiencing domestic violence to opt into the Employer’s medical plan without regard to the plan’s normal enrollment period to the extent that this is possible under the medical plan. The Employer may request appropriate documentation. (K) If in a disciplinary proceeding, an employee alleges that the failure or action that is the subject of potential discipline is the result of domestic violence, the Employer: (i) May ask for appropriate documentation; (ii) Shall refer the employee for appropriate assistance; and (iii) Shall take domestic violence into reasonable account in the disciplinary proceeding.

Domestic Violence Policies. (A) For the purposes of this contract, domestic violence shall include physical, emotional, or psychological violence or intimidation, stalking, or economic abuse against all employees of either sex by a person of either sex: (a) with whom the employee has a child in common; (b) with whom the employee has had a domestic partnership; (c) with whom the employee is married or has been married; (d) with whom the employee is living or has lived; or (e) with whom the employee has engaged in a dating or sexual relationship. (B) The Employer will post information about domestic violence resources in each office after consulting outside experts. The information and the experts will be jointly agreed upon by the Union and the Employer. (C) The Employer will give copies of the same information to all current employees and then to new employees as they are hired. (D) The Employer will maintain the confidentiality of domestic violence-related information concerning employees to the extent practicable. Other employees will be informed only on a need-to-know basis. Whenever possible, the victim will be notified in advance if there is a need to inform others. It is understood that in some circumstances, the Employer may have to disclose domestic violence information to protect other employees. (E) In consultation with the Union, the Employer will create for each program a process for employees to come forward in confidentiality to request help, resource information, reasonable accommodations in the workplace (including transfer of position within the program) or schedule to reduce the employee’s vulnerability to domestic violence on the job, or to request leave. The office may request appropriate documentation. The office will not unreasonably deny requested accommodations. (F) On request, the Employer will assist an employee who is a victim of domestic violence to apply for a job opening at a different OLSC or branch of LSNYCLS-NYC. The employee already has a right to the job if the employee’s qualifications are equal to the qualifications of other candidates. If the employee shows that they are he or she is no longer able to work safely in the employee’s present office and that a move to a different office is the only reasonable way to reduce vulnerability to a physical threat of domestic violence, the employee shall have the same right to the job as a laid-off employee from another program. The Employer may ask for appropriate documentation of all facts relevant under this paragraph. (G) Through the Labor-Management Committee training committee and after consulting with experts in the field, the Employer will conduct training programs on domestic violence for employees covering the nature of domestic violence, available resource, and the provisions of this contract. The experts will be jointly selected by the Employer and the Union. As part of this training, supervisors will be briefed on the problemproblem of domestic violence and their role in identifying employees in need of referral for assistance. (H) In addition to their existing rights to various leaves under this contract and federal law, employees shall have the following rights to the extent necessary to deal with domestic violence situations: (i) To to take up to ten (10) 10 days of annual leave without prior notice to the Employer; (ii) To request unpaid leave of up to six (6) months, which request the Employer shall not unreasonably deny. The Employer may request appropriate documentation. (I) On request, the Employer will assist an employee to develop a personal workplace safety plan. Employee requests for workplace accommodations as part of their plans will be responded to by the Employer under the processes established in § 13.7(E) and 13.7(F) above. (J) The Employer shall allow an employee experiencing domestic violence to opt into the Employer’s medical plan without regard to the plan’s normal enrollment period to the extent that this is possible under the medical plan. The Employer may request appropriate documentation. (K) If in a disciplinary proceeding, an employee alleges that the failure or action that is the subject of potential discipline is the result of domestic violence, the Employer: (i) May ask for appropriate documentation; (ii) Shall refer the employee for appropriate assistance; and (iii) Shall take domestic violence into reasonable account in the disciplinary proceeding.

Domestic Violence Policies. (A) For the purposes of this contract, domestic violence shall include physical, emotional, or psychological violence or intimidation, stalking, or economic abuse against all employees of either sex by a person of either sex: (a) with whom the employee has a child in common; (b) with whom the employee has had a domestic partnership; (c) with whom the employee is married or has been married; (d) with whom the employee is living or has lived; or (e) with whom the employee has engaged in a dating or sexual relationship.abuse (B) The Employer will post information about domestic violence resources in each office after consulting outside experts. The information and the experts will be jointly agreed upon by the Union and the Employer. (C) The Employer will give copies of the same information to all current employees and then to new employees as they are hired. (D) The Employer will maintain the confidentiality of domestic violence-related information concerning employees to the extent practicable. Other employees will be informed only on a need-to-know basis. Whenever possible, the victim will be notified in advance if there is a need to inform others. It is understood that in some circumstances, the Employer may have to disclose domestic violence information to protect other employees. (E) In consultation with the Union, the Employer will create for each program a process for employees to come forward in confidentiality to request help, resource information, reasonable accommodations in the workplace (including transfer of position within the program) or schedule to reduce the employee’s vulnerability to domestic violence on the job, or to request leave. The office may request appropriate documentation. The office will not unreasonably deny requested accommodations. (F) On request, the Employer will assist an employee who is a victim of domestic violence to apply for a job opening at a different OLSC or branch of LSNYC. The employee already has a right to the job if the employee’s qualifications are equal to the qualifications of other candidates. If the employee shows that they are he or she is no longer able to work safely in the employee’s present office and that a move to a different office is the only reasonable way to reduce vulnerability to a physical threat of domestic violence, the employee shall have the same right to the job as a laid-off employee from another program. The Employer may ask for appropriate documentation of all facts relevant under this paragraph. (G) Through the Labor-Management Committee and after consulting with experts in the field, the Employer will conduct training programs on domestic violence for employees covering the nature of domestic violence, available resource, and the provisions of this contract. The experts will be jointly selected by the Employer and the Union. As part of this training, supervisors will be briefed on the problemproblem of domestic violence and their role in identifying employees in need of referral for assistance. (H) In addition to their existing rights to various leaves under this contract and federal law, employees shall have the following rights to the extent necessary to deal with domestic violence situations: (i) To take up to ten (10) days of annual leave without prior notice to the Employer; (ii) To request unpaid leave of up to six (6) months, which request the Employer shall not unreasonably deny. The Employer may request appropriate documentation. (I) On request, the Employer will assist an employee to develop a personal workplace safety plan. Employee requests for workplace accommodations as part of their plans will be responded to by the Employer under the processes established in § 13.7(E) and 13.7(F) above. (J) The Employer shall allow an employee experiencing domestic violence to opt into the Employer’s medical plan without regard to the plan’s normal enrollment period to the extent that this is possible under the medical plan. The Employer may request appropriate documentation. (K) If in a disciplinary proceeding, an employee alleges that the failure or action that is the subject of potential discipline is the result of domestic violence, the Employer: (i) May ask for appropriate documentation; (ii) Shall refer the employee for appropriate assistance; and (iii) Shall take domestic violence into reasonable account in the disciplinary proceeding.

Domestic Violence Policies. (A) For the purposes of this contract, domestic violence shall include physical, emotional, or psychological violence or intimidation, stalking, or economic abuse against all employees of either sex by a person of either sex: (a) with whom the employee has a child in common; (b) with whom the employee has had a domestic partnership; (c) with whom the employee is married or has been married; (d) with whom the employee is living or has lived; or (e) with whom the employee has engaged in a dating or sexual relationship. (B) The Employer will post information about domestic violence resources in each office after consulting outside experts. The information and the experts will be jointly agreed upon by the Union and the Employer. (C) The Employer will give copies of the same information to all current employees and then to new employees as they are hired. (D) The Employer will maintain the confidentiality of domestic violence-related information concerning employees to the extent practicable. Other employees will be informed only on a need-to-know basis. Whenever possible, the victim will be notified in advance if there is a need to inform others. It is understood that in some circumstances, the Employer may have to disclose domestic violence information to protect other employees. (E) In consultation with the Union, the Employer will create for each program a process for employees to come forward in confidentiality to request help, resource information, reasonable accommodations in the workplace (including transfer of position within the program) or schedule to reduce the employee’s vulnerability to domestic violence on the job, or to request leave. The office may request appropriate documentation. The office will not unreasonably deny requested accommodations. (F) On request, the Employer will assist an employee who is a victim of domestic violence to apply for a job opening at a different OLSC or branch of LSNYCLSNY. The employee already has a right to the job if the employee’s qualifications are equal to the qualifications of other candidates. If the employee shows that they are he or she is no longer able to work safely in the employee’s present office and that a move to a different office is the only reasonable way to reduce vulnerability to a physical threat of domestic violence, the employee shall have the same right to the job as a laid-off employee from another program. The Employer may ask for appropriate documentation of all facts relevant under this paragraph. (G) Through the Labor-Management Committee training committee and after consulting with experts in the field, the Employer will conduct training programs on domestic violence for employees covering the nature of domestic violence, available resource, and the provisions of this contract. The experts will be jointly selected by the Employer and the Union. As part of this training, supervisors will be briefed on the problemof (H) In addition to their existing rights to various leaves under this contract and federal law, employees shall have the following rights to the extent necessary to deal with domestic violence situations: (i) To to take up to ten (10) 10 days of annual leave without prior notice to the Employer; (ii) To to request unpaid leave of up to six (6) 6 months, which request the Employer shall not unreasonably deny. The Employer may request appropriate documentation. (I) On request, the Employer will assist an employee to develop a personal workplace safety plan. Employee requests for workplace accommodations as part of their plans will be responded to by the Employer under the processes established in § 13.7(E) and 13.7(F) above. (J) The Employer shall allow an employee experiencing domestic violence to opt into the Employer’s medical plan without regard to the plan’s normal enrollment period to the extent that this is possible under the medical plan. The Employer may request appropriate documentation. (K) If in a disciplinary proceeding, proceeding an employee alleges that the failure or action that is the subject of potential discipline is the result of domestic violence, the Employer: (i) May may ask for appropriate documentation; (ii) Shall shall refer the employee for appropriate assistance; and (iii) Shall shall take domestic violence into reasonable account in the disciplinary proceeding.

Domestic Violence Policies. (A) For the purposes of this contract, domestic violence shall include physical, emotional, or psychological violence or intimidation, stalking, or economic abuse against all employees an employee of either sex by a person of either sex: sex (a) with whom the employee has a child in common; (b) with whom the employee has had a domestic partnership; (c) with whom the employee is married or has been married; (d) with whom the employee is living or has lived; or (e) with whom the employee has engaged in a dating or sexual relationship. (B) The Employer will post information about domestic violence resources in each office after consulting outside experts. The information and the experts will be jointly agreed upon by the Union and the Employer. (C) The Employer will give copies of the same information to all current employees and then to new employees as they are hired. (D) The Employer will maintain the confidentiality of domestic violence-related information concerning employees to the extent practicable. Other employees will be informed only on a need-to-know basis. Whenever possible, possible the victim will be notified in advance if there is a need to inform others. It is understood that in some circumstances, circumstances the Employer may have to disclose domestic violence information to protect other employees. (E) In consultation with the Union, the Employer will create for each program a process for employees to come forward in confidentiality to request help, resource information, reasonable accommodations in the workplace (including transfer of position within the program) or schedule to reduce the employee’s vulnerability to domestic violence on the job, or to request leave. The office Employer may request appropriate documentation. The office Employer will not unreasonably deny requested accommodations. (F) On request, the Employer will assist an employee who is a victim of domestic violence to apply for a job opening at a different OLSC or branch of LSNYC. The employee already has a right to the job if the employee’s qualifications are equal to the qualifications of other candidates. If the employee shows that they are no longer able to work safely in the employee’s present office and that a move to a different office is the only reasonable way to reduce vulnerability to a physical threat of domestic violence, the employee shall have the same right to the job as a laid-off employee from another program. The Employer may ask for appropriate documentation of all facts relevant under this paragraph. (G) Through the Labor-Management Committee training committee and after consulting with experts in the field, the Employer will conduct training programs on domestic violence for employees covering the nature of domestic violence, available resource, and the provisions of this contract. The experts will be jointly selected by the Employer and the Union. As part of this training, supervisors will be briefed on the problem (H) In addition to their existing rights to various leaves under this contract and federal law, employees shall have the following rights to the extent necessary to deal with domestic violence situations: (i) To take up to ten (10) days of annual leave without prior notice to the Employer; (ii) To request unpaid leave of up to six (6) months, which request the Employer shall not unreasonably deny. The Employer may request appropriate documentation. (I) On request, the Employer will assist an employee to develop a personal workplace safety plan. Employee requests for workplace accommodations as part of their plans will be responded to by the Employer under the processes established in § 13.7(E) and 13.7(F) above. (J) The Employer shall allow an employee experiencing domestic violence to opt into the Employer’s medical plan without regard to the plan’s normal enrollment period to the extent that this is possible under the medical plan. The Employer may request appropriate documentation. (K) If in a disciplinary proceeding, an employee alleges that the failure or action that is the subject of potential discipline is the result of domestic violence, the Employer: (i) May ask for appropriate documentation; (ii) Shall refer the employee for appropriate assistance; and (iii) Shall take domestic violence into reasonable account in the disciplinary proceeding.

Domestic Violence Policies. (A) For the purposes of this contract, domestic violence shall include physical, emotional, or psychological violence or intimidation, stalking, or economic abuse against all employees an employee of either sex by a person of either sex: sex (a) with whom the employee has a child in common; (b) with whom the employee has had a domestic partnership; (c) with whom the employee is married or has been married; (d) with whom the employee is living or has lived; or (e) with whom the employee has engaged in a dating or sexual relationship. (B) The Employer will post information about domestic violence resources in each office after consulting outside experts. The information and the experts will be jointly agreed upon by the Union and the Employer. (C) The Employer will give copies of the same information to all current employees and then to new employees as they are hired. (D) The Employer will maintain the confidentiality of domestic violence-related information concerning employees to the extent practicable. Other employees will be informed only on a need-to-know basis. Whenever possible, possible the victim will be notified in advance if there is a need to inform others. It is understood that in some circumstances, circumstances the Employer may have to disclose domestic violence information to protect other employees. (E) In consultation with the Union, the Employer will create for each program a process for employees to come forward in confidentiality to request help, resource information, reasonable accommodations in the workplace (including transfer of position within the program) or schedule to reduce the employee’s vulnerability to domestic violence on the job, or to request leave. The office Employer may request appropriate documentation. The office Employer will not unreasonably deny requested accommodations. (F) On request, the Employer will assist an employee who is a victim of domestic violence to apply for a job opening at a different OLSC or branch of LSNYC. The employee already has a right to the job if the employee’s qualifications are equal to the qualifications of other candidates. If the employee shows that they are no longer able to work safely in the employee’s present office and that a move to a different office is the only reasonable way to reduce vulnerability to a physical threat of domestic violence, the employee shall have the same right to the job as a laid-off employee from another program. The Employer may ask for appropriate documentation of all facts relevant under this paragraph. (G) Through the Labor-Management Committee training committee and after consulting with experts in the field, the Employer will conduct training programs on domestic violence for employees covering the nature of domestic violence, available resource, and the provisions of this contract. The experts will be jointly selected by the Employer and the Union. As part of this training, supervisors will be briefed on the problem (H) In addition to their existing rights to various leaves under this contract and federal law, employees shall have the following rights to the extent necessary to deal with problem of domestic violence situations: (i) To take up to ten (10) days and their role in identifying employees in need of annual leave without prior notice to the Employer; (ii) To request unpaid leave of up to six (6) months, which request the Employer shall not unreasonably deny. The Employer may request appropriate documentationreferral for assistance. (I) On request, the Employer will assist an employee to develop a personal workplace safety plan. Employee requests for workplace accommodations as part of their plans will be responded to by the Employer under the processes established in § 13.7(E) and 13.7(F) above. (J) The Employer shall allow an employee experiencing domestic violence to opt into the Employer’s medical plan without regard to the plan’s normal enrollment period to the extent that this is possible under the medical plan. The Employer may request appropriate documentation. (K) If in a disciplinary proceeding, an employee alleges that the failure or action that is the subject of potential discipline is the result of domestic violence, the Employer: (i) May ask for appropriate documentation; (ii) Shall refer the employee for appropriate assistance; and (iii) Shall take domestic violence into reasonable account in the disciplinary proceeding.

Domestic Violence Policies. (A) For the purposes of this contract, domestic violence shall include physical, emotional, or psychological violence or intimidation, stalking, or economic abuse against all employees of either sex by a person of either sex: (a) with whom the employee has a child in common; (b) with whom the employee has had a domestic partnership; (c) with whom the employee is married or has been married; (d) with whom the employee is living or has lived; or (e) with whom the employee has engaged in a dating or sexual relationship. (B) The Employer will post information about domestic violence resources in each office after consulting outside experts. The information and the experts will be jointly agreed upon by the Union and the Employer. (C) The Employer will give copies of the same information to all current employees and then to new employees as they are hired. (D) The Employer will maintain the confidentiality of domestic violence-related information concerning employees to the extent practicable. Other employees will be informed only on a need-to-know basis. Whenever possible, the victim will be notified in advance if there is a need to inform others. It is understood that in some circumstances, the Employer may have to disclose domestic violence information to protect other employees. (E) In consultation with the Union, the Employer will create for each program a process for employees to come forward in confidentiality to request help, resource information, reasonable accommodations in the workplace (including transfer of position within the program) or schedule to reduce the employee’s vulnerability to domestic violence on the job, or to request leave. The office may request appropriate documentation. The office will not unreasonably deny requested accommodations. (F) On request, the Employer will assist an employee who is a victim of domestic violence to apply for a job opening at a different OLSC or branch of LSNYC. The employee already has a right to the job if the employee’s qualifications are equal to the qualifications of other candidates. If the employee shows that they are no longer able to work safely in the employee’s present office and that a move to a different office is the only reasonable way to reduce vulnerability to a physical threat of domestic violence, the employee shall have the same right to the job as a laid-off employee from another program. The Employer may ask for appropriate documentation of all facts relevant under this paragraph. (G) Through the Labor-Management Committee and after consulting with experts in the field, the Employer will conduct training programs on domestic violence for employees covering the nature of domestic violence, available resource, and the provisions of this contract. The experts will be jointly selected by the Employer and the Union. As part of this training, supervisors will be briefed on the problemproblem of domestic violence and their role in identifying employees in need of referral for assistance. (H) In addition to their existing rights to various leaves under this contract and federal law, employees shall have the following rights to the extent necessary to deal with domestic violence situations: (i) To take up to ten (10) days of annual leave without prior notice to the Employer; (ii) To request unpaid leave of up to six (6) months, which request the Employer shall not unreasonably deny. The Employer may request appropriate documentation. (I) On request, the Employer will assist an employee to develop a personal workplace safety plan. Employee requests for workplace accommodations as part of their plans will be responded to by the Employer under the processes established in § 13.7(E) and 13.7(F) above. (J) The Employer shall allow an employee experiencing domestic violence to opt into the Employer’s medical plan without regard to the plan’s normal enrollment period to the extent that this is possible under the medical plan. The Employer may request appropriate documentation. (K) If in a disciplinary proceeding, an employee alleges that the failure or action that is the subject of potential discipline is the result of domestic violence, the Employer: (i) May ask for appropriate documentation; (ii) Shall refer the employee for appropriate assistance; and (iii) Shall take domestic violence into reasonable account in the disciplinary proceeding.

Domestic Violence Policies. (A) For the purposes of this contract, domestic violence shall include physical, emotional, or psychological violence or intimidation, stalking, or economic abuse against all employees of either sex by a person of either sex: (a) with whom the employee has a child in common; (b) with whom the employee has had a domestic partnership; (c) with whom the employee is married or has been married; (d) with whom the employee is living or has lived; or (e) with whom the employee has engaged in a dating or sexual relationship. (B) The Employer will post information about domestic violence resources in each office after consulting outside experts. The information and the experts will be jointly agreed upon by the Union and the Employer. (C) The Employer will give copies of the same information to all current employees and then to new employees as they are hired. (D) The Employer will maintain the confidentiality of domestic violence-related information concerning employees to the extent practicable. Other employees will be informed only on a need-to-know basis. Whenever possible, the victim will be notified in advance if there is a need to inform others. It is understood that in some circumstances, the Employer may have to disclose domestic violence information to protect other employees.that (E) In consultation with the Union, the Employer will create for each program a process for employees to come forward in confidentiality to request help, resource information, reasonable accommodations in the workplace (including transfer of position within the program) or schedule to reduce the employee’s vulnerability to domestic violence on the job, or to request leave. The office may request appropriate documentation. The office will not unreasonably deny requested accommodations. (F) On request, the Employer will assist an employee who is a victim of domestic violence to apply for a job opening at a different OLSC or branch of LSNYCLSNY. The employee already has a right to the job if the employee’s qualifications are equal to the qualifications of other candidates. If the employee shows that they are he or she is no longer able to work safely in the employee’s present office and that a move to a different office is the only reasonable way to reduce vulnerability to a physical threat of domestic violence, the employee shall have the same right to the job as a laid-off employee from another program. The Employer may ask for appropriate documentation of all facts relevant under this paragraph. (G) Through the Labor-Management Committee training committee and after consulting with experts in the field, the Employer will conduct training programs on domestic violence for employees covering the nature of domestic violence, available resource, and the provisions of this contract. The experts will be jointly selected by the Employer and the Union. As part of this training, supervisors will be briefed on the problemproblem of domestic violence and their role in identifying employees in need of referral for assistance. (H) In addition to their existing rights to various leaves under this contract and federal law, employees shall have the following rights to the extent necessary to deal with domestic violence situations: (i) To to take up to ten (10) 10 days of annual leave without prior notice to the Employer; (ii) To to request unpaid leave of up to six (6) 6 months, which request the Employer shall not unreasonably deny. The Employer may request appropriate documentation. (I) On request, the Employer will assist an employee to develop a personal workplace safety plan. Employee requests for workplace accommodations as part of their plans will be responded to by the Employer under the processes established in § 13.7(E) and 13.7(F) above. (J) The Employer shall allow an employee experiencing domestic violence to opt into the Employer’s medical plan without regard to the plan’s normal enrollment period to the extent that this is possible under the medical plan. The Employer may request appropriate documentation. (K) If in a disciplinary proceeding, proceeding an employee alleges that the failure or action that is the subject of potential discipline is the result of domestic violence, the Employer: (i) May may ask for appropriate documentation; (ii) Shall shall refer the employee for appropriate assistance; and (iii) Shall shall take domestic violence into reasonable account in the disciplinary proceeding.