Serious Violence Sample Clauses

Serious Violence. On 28th April 2022 the ‘Police, Crime, Sentencing and Courts Act 2022’ introduced a new duty to support a multi-agency approach to preventing and tackling serious violence. In December 2022 the Government published its statutory guidance for responsible authorities on the Serious Violence Duty. The guidance provided information about the new duty including changes to section 6 of the Crime and Disorder Act 1998, ensuring preventing and reducing serious violence is a priority for community safety partnerships (CSPs). The guidance also outlined the requirement for strategic needs assessments and Serious Violence Strategies. The KCSP worked in partnership with the Violence Reduction Unit (VRU) and the 20 specified authorities named in the duty, along with the relevant authorities (Education and Prisons) and other key partners across Kent and Medway to meet the requirements set out in the guidance. Since the introduction of the guidance a Serious Violence Prevention Partnership Board has been established, a Needs Assessment for Kent and Medway has been produced, and a Kent and Medway Serious Violence Strategy developed, with a focus on three key strands including ‘Sexual violence and domestic abuse’, ‘Serious youth violence’, and ‘Violence linked to drugs and alcohol’.
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Serious Violence. In 2019/20 the Home Office ran a consultation on a new legal duty to support a multi-agency approach to preventing and tackling serious violence. The outcome was a decision to bring forward primary legislation to create a new duty on organisations to collaborate, where possible through existing partnership structures, to prevent and reduce serious violence. In addition, there was an intention to amend the Crime and Disorder Act 1998 to ensure serious violence is an explicit priority for Community Safety Partnerships, in recognition of the important role of CSPs. The new duties have been progressing through Parliament as part of the ‘Police, Crime, Sentencing and Courts Bill’, which received Royal Assent on 28th April 2022.
Sample 1
Serious Violence. In 2019/20 the Home Office ran a consultation on a new legal duty to support a multi-agency approach to preventing and tackling serious violence. The outcome was a decision to bring forward primary legislation to create a new duty on organisations to collaborate, where possible through existing partnership structures, to prevent and reduce serious violence. In addition, there was an intention to amend the Crime and Disorder Act 1998 to ensure serious violence is an explicit priority for Community Safety Partnerships, in recognition of the important role of CSPs. The new legislation received Royal Assent on 28th April 2022 as part of the ‘Police, Crime, Sentencing and Courts Act 2022’. In December 2022 the Government published its statutory guidance for responsible authorities on the Serious Violence Duty. The guidance provides information about the new duty including changes to section 6 of the Crime and Disorder Act 1998, ensuring preventing and reducing serious violence is a priority for community safety partnerships (CSPs). The guidance also outlines the requirement for a strategic needs assessment and a Serious Violence Strategy and sets the timeframe for delivery. The KCSP is working in partnership with the Violence Reduction Unit (VRU) and the 20 specified authorities named in the duty, along with the relevant authorities (Education and Prisons) and other key partners across Kent and Medway to meet the requirements set out in the guidance.
Sample 1
Serious Violence. In 2019/20 the Home Office ran a consultation on a new legal duty to support a multi-agency approach to preventing and tackling serious violence. The outcome was a decision to bring forward primary legislation to create a new duty on organisations to collaborate, where possible through existing partnership structures, to prevent and reduce serious violence. In addition, there is an intention to amend the Crime and Disorder Act 1998 to ensure serious violence is an explicit priority for Community Safety Partnerships, in recognition of the important role of CSPs. Although legislation has not yet been introduced Community Safety partners are already working together to address serious violence as appropriate and await the governments introduction of new legislation. Partnership Changes and Challenges
Sample 1

Related to Serious 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. (b) The Employer agrees to develop formalized policies and procedures in consultation with the Joint Health and Safety Committee to deal with workplace violence. The policy will address the prevention of violence and the management of violent situations and support to employees who have faced workplace violence. These policies and procedures shall be communicated to all employees. (c) The Employer will report all incidents of violence as defined herein to the Joint Health and Safety Committee for review. (d) The Employer agrees to provide training and information on the prevention of violence to all employees who come into contact with potentially aggressive persons. This training will be done during a new employee’s orientation and updated as required. (e) Subject to appropriate legislation, and with the employee’s consent, the Employer will inform the Union within three (3) days of any employee who has been subjected to violence while performing his/her work. Such information shall be submitted in writing to the Union as soon as practicable.

  • 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. (b) Where such potential exists: (1) employees at those worksites or in those work situations shall receive training in the recognition and management of such incidents; (2) physical and procedural measures for the protection of employees, applicable to those worksites or work situations, shall be implemented. (c) The Permanent Occupational Health and Safety Committee shall be consulted regarding the curriculum of training and the applicable physical and procedural measures referred to in (b) above. (d) The Permanent Joint Occupational Health and Safety Committee shall jointly develop a new or approve an existing training package on risk assessment. (e) Employees shall be informed concerning the potential for physical violence or verbal abuse from clients, a student, instructors or other members of the public, subject to statutory limitation. (f) Immediate critical incident stress debriefing and post traumatic counselling shall be made available for employees who have suffered as a result of violence. Leave required to attend such debriefing or counselling sessions will be without loss of pay.

  • 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. (b) The Employer agrees to develop formalized policies and procedures in consultation with the Joint Health and Safety Committee to deal with workplace violence. The policy will address the prevention of violence and the management of violent situations and support to employees who have faced workplace violence. These policies and procedures shall be communicated to all employees. The local parties will consider appropriate measures and procedures in consultation with the Joint Health and Safety Committee to address violence in the workplace, which may include, among other measures and procedures: i) Alert employees about a person with a known history of aggressive and responsive behaviours and their known triggers by means of: A) electronic and/or other appropriate flagging systems, B) direct verbal communication / alerts (i.e. shift reports), ii) Communicate and provide appropriate training and education, iii) Reporting all incidents of workplace violence, iv) Long-term care home wide violence risk assessments. (c) The Employer will report all incidents of violence as defined herein to the Joint Health and Safety Committee for review. (d) The Employer agrees to provide training and information on the prevention of violence to all employees who come into contact with potentially aggressive persons. This training will be done during a new employee’s orientation and updated as required. (e) Subject to appropriate legislation, and with the employee’s consent, the Employer will inform the Union within three (3) days of any employee who has been subjected to violence while performing his/her work. Such information shall be submitted in writing to the Union as soon as practicable.

  • Serious Misconduct In the case of serious misconduct, or for disqualifying crimes as defined in statutes applied to the licensed provision of home care services, each Employer may in its sole discretion, for reasonable cause, bypass any one or all of the steps of progressive discipline. In the case of any form of discipline less than termination, the employee’s disciplinary action shall include a description of the conduct that is the basis for the disciplinary action(s). Each Employer will strive to identify specific corrective action(s) that the employee is expected to take to improve his/her performance.

  • Domestic Violence The Company agrees to recognize that employees sometimes face situations of violence or abuse in their personal life that may affect their attendance or performance at work. For that reason, the Company and the Union agree, when there is adequate verification from a recognized professional (i.e. doctor, lawyer, registered counsellor), an employee who is in an abusive or violent situation will not be subjected to discipline if the absence can be linked to the abusive or violent situation. Absences which are not covered by sick leave or disability insurance will be granted as absent with permission without pay.

  • 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.

  • Vandalism Or Malicious Mischief This peril does not include loss to property on the "residence premises", and any ensuing loss caused by any intentional and wrongful act com- mitted in the course of the vandalism or malicious mischief, if the dwelling has been vacant for more than 60 consecutive days immediately before the loss. A dwelling being constructed is not consid- ered vacant.

  • Nepotism No employee shall be directly supervised by a member of his/her immediate family. "

  • Central Committee on Violence in the Workplace The Central parties agree to create a Central Committee to review and develop best practice recommendations related to Violence in the Workplace. The Committee will take into consideration recent provincial reports related to violence in the workplace issues. The best practice recommendations will be distributed to the Joint Health and Safety Committees at each individual Home to be recommended for implementation. The best practice recommendations will include but will not be limited to: Review/modify: the processes, procedures, measures and follow through on:

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