Sexual and Reproductive Health and Rights Sample Clauses

Sexual and Reproductive Health and Rights support the National Reproductive Health Strategy based on CEDAW recommendations; • improve the quality of RH services and in selected provinces, improved capacity of technical assistance and supervision of grassroots levels health systems in RH service delivery; expansion of quality maternal and neonatal services through networks in Emergency Obstetric Care and Neonatal Emergency Care in provinces with high maternal mortality; • increased availability of RH friendly services and information for unmarried young people including in-school and out of school and migrants in selected localities. • support to increase awareness of RH/Gender issues and rights through improved capacity to implement advocacy, Behaviour Change Communication (BCC) activities at grassroots levels, enhanced male involvement and empowerment of women in RH communication and improvement of the legal environment.
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Sexual and Reproductive Health and Rights. The DRC has one of the highest incidences of rape in the world, with rape being used as a weapon of war by armed groups in the country (CARE, 2017). In the eastern region of the DRC in particular, high rates of sexual violence have been documented. There are high rates of PTSD and depression in survivors, and overall there is a great need for programs focusing on sexual violence and mental health (Verelst, 2014). Traumatic fistulas, inflicted by sexual violence, are common in the DRC, and the majority of women are not able to have reparative surgery due to the lack of gynecologists trained to repair fistulas (Engender Health, 2018). Other issues resulting from sexual violence include HIV infection and negative social stigma attached to survivors (Xxxx Xxxxxxx, 2013). In addition to a high incidence of rape, the DRC has a high rate of intimate partner violence (IPV), with 57% of married women having experienced IPV (MPSMPRM, 2014). The country also has the third highest fertility rate in the world and a high maternal mortality due to poor maternal health care (UNPD, 2017). In 2008, the DRC adopted a National Reproductive Health Programme, and SRH (including family planning services) was integrated into the Ministry of Health’s package of health services. But in practice SRH services have not been prioritized, especially in the east (Women’s Refugee Commission, 2013).
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Sexual and Reproductive Health and Rights. South Sudan has one of the highest maternal mortality ratios in the world with 789 deaths per 100,000 live births (WHO, 2015). The country has some of the poorest reproductive health indicators in the world, with a modern contraceptive prevalence rate of just 2.4 percent (FP2020, 2018). Tensions surround family planning in South Sudan and misconceptions about contraceptives are widespread. During the war the Sudan People’s Liberation Army’s stance was against contraception, increasing risk for women and sometimes health workers. Limited access to contraceptives also results in clandestine and unsafe abortions, which has led to a high need for post-abortion care (Xxxxxx and Storeng, 2016). South Sudan is one of the ten countries with the highest prevalence of adolescent pregnancy in the world, as approximately one third of girls in South Sudan start childbearing between the ages of 15 and 19 (Xxxxxxx and Xxxxx, 2016). Additionally, fistulas are a concern within the country, as it is estimated that 60,000 women and girls suffer from the condition (UNFPA, 2015). Finally, conflict in the country has prompted upsurges in sexual violence, and the rates of sexual violence and gender-based violence in the country are alarming. A UNFPA survey conducted in 2015 found that 72 percent of women living in the Juba Protection of Civilian sites were raped (most often by soldiers and police), while another study found that sexual and gender-based violence increased by 61 percent in South Sudan between 2015 and 2016 (Amnesty International, 2017).
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Sexual and Reproductive Health and Rights. The abortion rate in Uganda (39 per 1,000 women aged 15-49) is higher than the estimated rate for the East Africa region overall (34 per 10,000 women aged 15-49). In Uganda, 52 percent of pregnancies are unintended, and of these unintended pregnancies, approximately one quarter end in abortion. Many of these abortions are unsafe, which can result in maternal mortality or dangerous complications. In Uganda, almost 100,000 women were treated for complications that resulted from unsafe abortions in 2013 (the last year that data was available). Additionally, it is significant to note that abortion incidence varies greatly between regions in Uganda: on the lower end, the abortion rate was 18 per 1,000 women in the Western region, and on the higher end the rate was 77 per 1,000 in Kampala. The unmet need for modern contraception is high in Uganda (34.8 percent among married women), which contributes to an increased number of unintended pregnancies and more abortions. In Kampala, the urban capital, the unmet need is sixteen percent, while in rural areas in the north, the unmet need is as high as 43 percent (Guttmacher Institute, 2017). Finally, the sexual and reproductive health of young people in Uganda remains a challenge and deserves more attention. Adolescent sexual and reproductive health services are limited despite the fact that half of the population is of adolescent age. Additionally, adolescent pregnancy is high in the country; almost one quarter of adolescents between the ages of thirteen and nineteen are already mothers or pregnant with their first child (Xxxxxxxx et al., 2015).
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Sexual and Reproductive Health and Rights. Clandestine and unsafe abortions are common in Rwanda, as almost half of all pregnancies in the country are unintended. Of these unintended pregnancies, it is estimated that 22 percent end in induced abortion. This translates to 25 induced abortions per 1,000 women aged 15-44. Almost no safe legal abortions take place in Rwanda, and untrained individuals perform half of all abortions. Many abortions (forty percent) lead to complications that require treatment in a facility, but a third of women who suffer complications do not receive treatment (Guttmacher Institute, 2013). Rwanda increased contraceptive use at one of the most rapid rates worldwide. The modern contraceptive prevalence rate was just four percent in 2000, increasing to ten percent by 2005, and 27 percent in 2008. The rapid increase between 2000 and 2008 resulted from government commitment, national and district-level support, widening the choice of methods available, and involving communities (USAID, 2010). Although Rwanda was successful in rapidly increasing contraceptive use between 2000 and 2008, Rwandan officials have been concerned about the recent increase in teenage pregnancy. Results from the most recent Demographic and Health Survey, conducted in 2015, showed that pregnancy among teenage girls increased from 6.1 percent in 2010 to 7.3 percent in 2015 (UNFPA, 2016).
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Sexual and Reproductive Health and Rights. Following the Mexican Revolution in 1917, President Xxxxxx Xxxxxx amended the Federal Constitution to remove the legal status of religious organizations. This change barred all Church participation in public affairs and declared Mexico a secular state (Amuchastegui, Cruz et al. 2010). Despite this Constitutional ruling, political party as well as leader affiliation with the Church continues to foment restrictive SRH abortion policies. The rapid growth of the Mexican population from 15 to 34 million between 1910 and 1960 forced changes in Mexican politics from pro-natalist post-revolution to anti-natalist in 1973 with the enactment of the General Law on Population (Xxxxxx 1990). This law not only expanded family planning services but provided impetus for the fourth article of the Mexican Constitution which declares that: “Men and women are equal before the law. The law will protect the organization and development of the family. All persons have the right to decide in a free, responsible, and informed way on the number and spacing of their childreni” thus guaranteeing both men and women to self-determined fertility control (República de México Constitución Federal de 1917 ; Alba 1982). Following this amendment, the Institutional Revolutionary Party (PRI by its Spanish acronym) continued to promote democracy and in turn a mild separation of Church and state. During this time, Presidents Xxxxxxx and Xxxxxxx signed the International Conference on Population Development in Cairo in 1994 and ratified the Convention on the Elimination of Discrimination Against Women (CEDAW) in 1981 (Amuchastegui, Cruz et al. 2010). The text of these conventions can be found in Appendix 1, all of which legitimize the right to sexual and reproductive health care in Mexico (UN Committee on the Elimination of Discrimination Against Women 1979; United Nations 1994). In 2000 Xxxxxxx Xxx, a member of the National Action Party (PAN by its Spanish acronym) became the first non-PRI candidate to win the Presidency in 71 years. While this defeat of the PRI was politically groundbreaking, the party‟s close ties to Catholic intellectuals and activists threatened the SRR progress made by previous administrations (Amuchastegui, Cruz et al. 2010). Emergency Contraception was added to the Health Sector list of Essential Medications in 2005 but only after five years of intense disagreements between the National Ministry of Health and the Catholic Church. Similarly, the Archdiocese of Mexico threate...
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Related to Sexual and Reproductive Health and Rights

  • WORKPLACE HEALTH AND SAFETY The parties to this Agreement are committed to providing a safe and healthy workplace and work practices. The parties recognise that illness or injury at the workplace is costly to the employer and the employees and also disruptive to the respective parties. To facilitate healthy and safe work practices, the parties to the Agreement are committed to discussing health and safety issues as they apply to the operations of the employer as part of the consultative measures under this Agreement. The employer and employees under this agreement may refer to their respective industrial representatives for appropriate advice or expertise in enhancing performance with due regard to health and safety initiatives. The parties also recognise the importance of conducting regular audits of the employer's operations, policies and procedures including the employees' skills, knowledge, qualifications and application of healthy and safe work practices.

  • OCCUPATIONAL HEALTH AND SAFETY 34.01 The parties recognize the need for a safe and healthy workplace. The Employer shall be responsible for providing safe and healthy working conditions. The Employer and Employees will take all reasonable steps to eliminate, reduce or minimize all workplace safety hazards. Occupational health and safety education, training and instruction provided by the Employer, shall be paid at the Basic Rate of Pay, to fulfill the requirements for training, instruction or education set out in the Occupational Health and Safety Act, Regulation or Code. (a) There shall be an Occupational Health and Safety Committee (Committee), which shall be composed of representatives of the Employer and representatives of the Local and may include others representing recognized functional bargaining units. This Committee shall meet once a month, and in addition shall meet within 10 days of receiving a written complaint regarding occupational health or safety. An Employee shall be paid the Employee’s Basic Rate of Pay for attendance at Committee meetings. A request to establish separate committees for each site or grouping of sites shall not be unreasonably denied. The Employer shall provide training at no cost to all Employees on the Committee to assist them in performing their duties on the Committee. Training shall be paid at the Employee’s Basic Rate of Pay. (b) Minutes of each meeting shall be taken and shall be approved by the Employer, the Local, and other bargaining groups, referred to in (a), prior to circulation. (c) The purpose of the Committee is to consider such matters as occupational health and safety and the Local may make recommendations to the Employer in that regard. (d) If an issue arises regarding occupational health or safety, the Employee or the Local shall first seek to resolve the issue through discussion with the applicable immediate supervisor in an excluded management position. If the issue is not resolved satisfactorily, it may then be forwarded in writing to the Committee. (e) The Committee shall also consider measures necessary to ensure the security of each Employee on the Employer’s premises and the Local may make recommendations to the Employer in that regard. (f) (i) Should an issue not be resolved by the Committee, the issue shall be referred to the Chief Executive Officer (CEO). A resolution meeting between the Local and the CEO, or designate(s), shall take place within 21 calendar days of the issue being referred to the CEO. The CEO or designate(s) shall reply in writing to the Local within seven (7) calendar days of the resolution meeting.

  • Work Health and Safety (a) The employer and employee acknowledge their responsibilities under the Work Health and Safety Act 2011 and Work Health and Safety Regulations 2012. (b) Where there is a Work Health and Safety Representative they must be elected and will carry out the tasks associated with the role of Work Health and Safety Representative set out within the Work Health and Safety Act 2011.

  • 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.

  • Behavioral Health Services – Mental Health and Substance Use Disorder Inpatient Hospital Unlimited days at a general hospital or a specialty hospital including withdrawal management (detoxification) per plan year. Residential Treatment Facility Unlimited days for residential mental health and substance use disorder services per plan year. Notification of admission may be required. 0% - After deductible Not Covered Outpatient or intermediate care services - See Covered Healthcare Services: Behavioral Health Section for details about partial hospital program, intensive outpatient program, adult intensive services, and child and family intensive treatment. Notification of services may be required. 0% - After deductible Not Covered Office visits - See Office Visits section below for Behavioral Health services provided by a PCP or specialist. Psychological Testing 0% - After deductible Not Covered Medication-assisted treatment - when rendered by a mental health or substance use disorder provider. $20 Not Covered Methadone maintenance treatment. $0 Not Covered Outpatient - Benefit is limited to 18 weeks or 36 visits (whichever occurs first) per covered episode. 0% - After deductible Not Covered

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