Sexual Assault. Sexual assault is defined as the intentional touching of another person with any object or body part without consent or by force. Sexual assault will not be tolerated in residence and persons found engaging in acts of sexual assault can face severe consequences and may be evicted. The University of Manitoba has specific policies, resources, supports and reporting procedures on sexual assault (see xxxx://xxxxxxxxx.xx/student/sexual-assault). Residents that have experienced sexual assault are encouraged to use these resources, and if comfortable, share the experience with a safe person. If a case of sexual assault is reported to Student Residences (directly or indirectly) where there are reasonable grounds to believe that the safety and security of an individual or the community is at risk, Student Residences may impose interim measures on the respondent (accused resident). Usually, this means temporarily moving the respondent to another residence building or off-campus altogether. Interim measures will remain in effect so long as reasonably required to gather all relevant information relating to the offense.
Sexual Assault. Any nonconsensual sexual act proscribed by Federal, tribal, or State law, including when the victim lacks capacity to consent.
Sexual Assault. The Contractor shall follow and enforce the Department’s Prison Rape Elimination Act (PREA) policies which mandate reporting and treatment for abuse or neglect of all inmates in the secure institutions. The Prison Rape Elimination Act (PREA) is federal law, Public Law 108-79, signed into law in September 2003 by the President of the United States and now designated as 42 USC § 15601-15609. PREA establishes a zero-tolerance standard against sexual assaults and rapes of incarcerated persons of any age. This makes the prevention of sexual assault in Department institutions a top priority. PREA sets a standard that protects the Eighth Amendment right (Constitutional right prohibiting cruel or unusual punishment) of Federal, State, and local inmates.
Sexual Assault. I understand that I am required to comply with Ohio University Policy 03.004: Sexual Misconduct, Relationship Violence, and Stalking (xxxxx://xxx.xxxx.xxx/policy/03-004.html), including the requirement to report sexual misconduct to the Office of Equity and Civil Rights Compliance.
Sexual Assault. The term ‘‘sexual as- sault’’ has the meaning given that term in sec- tion 920 of this title (article 120 of the Uniform Code of Military Justice), and includes pene- trative offenses and sexual contact offenses. (Added Pub. L. 117–263, div. A, title XI, § 1101(a), Dec. 23, 2022, 136 Stat. 2815.) CHAPTER 83—CIVILIAN DEFENSE INTELLIGENCE EMPLOYEES Subchapter Sec.
Sexual Assault. In cases of sexual harassment, the Employee being harassed has the right to discontinue contact with the alleged harasser without incurring any penalty, pending determination of the grievance. In cases where sexual harassment may result in the transfer of an Employee, where possible, it shall be the harasser who is transferred. The Employee who is harassed will not be transferred against his/her will. An Employee may initiate a grievance under this clause at any step of the grievance procedure. Grievances under this clause will be handled with all possible confidentiality and dispatch. An alleged offender (under this clause) shall be entitled:
Sexual Assault. 4.0 Refrain from the use of power or authority in an attempt to coerce another person to engage in inappropriate activities.
Sexual Assault. In cases of sexual harassment, the Employee being harassed has the right to discontinue contact with the alleged harasser without incurring any penalty, pending determination of the grievance. An employee may initiate a grievance under this clause at the first step of the grievance procedure. Grievances under this clause will be handled with all possible confidentiality and is the policy of the Employer to ensure that the working environment is conducive to the performance of work and is such that employees are not hindered from carrying out their responsibilities. The Employer considers harassment in the workplace to be a totally unacceptable form of intimidation and will not tolerate its occurrence. The Employer will ensure the victims of harassment are able to register complaints in complete confidence without fear of reprisal. Personal harassment shall be defined as any personally oriented practice, that undermines an employee’s health, job performance, or endangers the employee’s employment status or potential. All personnel have the right to work without such harassment. It is the responsibility of the Employer to ensure that this policy is respected by all employees. The Union and the Employer agree that during the life of this Agreement, they shall jointly develop procedures, to deal with any allegations of harassment, which shall be attached to and form part of this CollectiveAgreement. Article Grievances
Sexual Assault. Sexual Assault is a criminal offence under the Criminal Code of Canada. Sexual assault is any type of unwanted sexual act done by one individual to another that violates the sexual integrity of the individual and involves a range of behaviours from any unwanted touching to penetration.
Sexual Assault a. Includes a range of non-consensual sexual activities including oral contact (mouth to mouth, mouth to body part), groping, touching, oral sex, vaginal or anal penetration, and/or penetration with any object or body part.
