Peers Influence Sample Clauses

Peers Influence. According to researchers, peer influence is crucial in developing crime and delinquency (Xxxxxxx, 2018). Peers might influence teenagers' behavior in negative ways since they are under intense peer pressure to conform to the group's social norms. Peers have the power to introduce and encourage radical innovations, attitudes, ways of behaving, and even outlandish behavior. Teenagers hang out with their friends more frequently outside of the home, which will impact how the teenager thinks about their identity development and what he needs to do to become the person he wants to be. Since peer groups require adolescents to adapt, their effect is higher than that of their families. Therefore, good companions will help adolescents make positive contributions to their life and prevent them from causing harm to their communities or the environment. However, peers from high-risk neighborhoods can have a negative influence automatically. Juvenile criminality is also significantly predicted by early peer rejection. Peers are essential in shaping how people behave to express their identities and gain the group's acceptance. Additionally, teen groups that are unsuccessful in their quest for self-identity may engage in juvenile misbehavior unacceptable to the community Children might be excluded from their classmates for various reasons. Still, violent or aggressive behavior is a common cause of exclusion. This rejection impairs the child's capacity for healthy social interaction, which may lessen their propensity for aggression and frequently causes them to drift toward antisocial peer groups.
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Peers Influence. Juvenile delinquents at high risk may be influenced by peers who conduct in an unusual or harmful manner. Contrary to popular belief, deviant friends have equal impacts on teenagers' behavior regardless of their friend's personality, according to the majority of quantitative research on peer influence (Xxxxxxx et al., 2012). Beyond what might be anticipated in the absence of such contacts, deviation and delinquency grew as a result of exposure to and interactions with deviant peers (Xxxxxxxxxx et al., 2014).

Related to Peers Influence

  • Discrimination and Harassment 3.01 The Company shall not discriminate against an employee because of membership in the Union or because of activities authorized herein on behalf of the Union.

  • 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.

  • DISCRIMINATION / HARASSMENT 22.01 The parties agree to comply with their obligations under the Ontario Human Rights Code.

  • NON-DISCRIMINATION/HARASSMENT 3.01 Both the Company and the Union are committed to providing a workplace free of discrimination and harassment. Employees must not engage in discrimination or harassment because of prohibited ground contrary to the Ontario Human Rights Code (the “Code”). Prohibited grounds are race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offenses, marital status, family status or handicap, as defined in the Code. This provision shall be interpreted in accordance with and subject to the provisions of the Code. Employees shall not be discriminated against on the basis of union affiliation.

  • 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.

  • DISCRIMINATION AND COERCION A. The Employer and the Union agree that there shall be no discrimination against any employee because of age, race, creed, color, religion, marital status, sex, national origin, political affiliation, sexual preference and physical or mental handicap.

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

  • EMPLOYMENT DISCRIMINATION BY CONTRACTOR PROHIBITED During the performance of this Contract, the Contractor agrees as follows:

  • NON-DISCRIMINATION IN HIRING AND EMPLOYMENT Competitive Supplier agrees to conduct its operations and activities under this ESA in accordance with all applicable state and federal laws regarding non-discrimination in hiring and employment of employees.

  • 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.

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