Victims of Violence Sample Clauses

Victims of Violence. The lease is terminated by the tenant under the Right of Victims of Violence to Terminate Lease statute, or similar law, in the certificate holder’s state during the period of insurance. Coverage is subject to the certificate holder’s receipt of a signed document by a court official or qualified third party as defined under the Right of Victims of Violence to Terminate Lease statute, or similar law providing evidence that the tenant or authorized occupant is a victim of domestic abuse as defined in the terms of the applicable statute or law of the state in which the property is located. This Paragraph H. does not affect a tenant’s obligation for delinquent rent or other amounts owed to certificate holder before the lease was terminated by theofficial documentation.
Sample 1
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Victims of Violence. In accordance with Maine Law, an employee may be entitled to leave if the employee or the employee’s family member has been a victim of violence, assault, sexual assault or stalking. That leave may be to: ● Prepare and attend court proceedings; ● Receive medical treatment; or ● Obtain services to remedy a crisis caused by domestic violence, sexual assault or stalking. Sexual Assault Support Services of Midcoast Maine need not allow leave for this purpose if: ● The Agency would sustain undue hardship from the employee’s absence; ● The request for leave has not been communicated to the Agency within a reasonable time under the circumstances; or ● The leave is impractical, unreasonable or unnecessary based on facts know to the Agency. An eligible employee must use accrued sick or vacation time in conjunction with leave under this policy. If an employee has exhausted all applicable accrued sick or vacation time, a leave of absence under this policy will be unpaid.
Sample 1
Victims of Violence. ‌ Under Maine Law, an employee may take reasonable and necessary leave from work when the employee (or certain relatives of the employee) is a victim of violence, assault, sexual assault, stalking, or any act that would support an order for protection. The leave may be taken to: ● Prepare for and attend court proceedings; ● Receive medical treatment; or ● Obtain services to remedy a crisis caused by domestic violence, sexual assault or stalking. The leave may be with or without pay at the discretion of the organization. SARSSM may not sanction an employee or deprive the employee of pay or benefits for taking the leave. However, SARSSM does not have to grant this leave if granting it would cause: ● undue hardship to the organization; ● if the request for leave is not communicated to the employer within a reasonable time under the circumstances; or ● the requested leave is impractical, unreasonable or unnecessary based on facts known to the employer. If SARSSM declines to approve paid leave for an employee under this policy, an eligible employee must use accrued sick or vacation time. If an employee has exhausted all applicable accrued sick or vacation time, a leave of absence under this policy will be unpaid.
Sample 1

Related to Victims of 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.

  • Workplace Violence Prevention and Crisis Response (applicable to any Party and any subcontractors and sub-grantees whose employees or other service providers deliver social or mental health services directly to individual recipients of such services): Party shall establish a written workplace violence prevention and crisis response policy meeting the requirements of Act 109 (2016), 33 VSA §8201(b), for the benefit of employees delivering direct social or mental health services. Party shall, in preparing its policy, consult with the guidelines promulgated by the U.S. Occupational Safety and Health Administration for Preventing Workplace Violence for Healthcare and Social Services Workers, as those guidelines may from time to time be amended. Party, through its violence protection and crisis response committee, shall evaluate the efficacy of its policy, and update the policy as appropriate, at least annually. The policy and any written evaluations thereof shall be provided to employees delivering direct social or mental health services. Party will ensure that any subcontractor and sub-grantee who hires employees (or contracts with service providers) who deliver social or mental health services directly to individual recipients of such services, complies with all requirements of this Section.

  • 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.

  • Plagiarism The appropriation of another person's ideas, processes, results, or words without giving appropriate credit.

  • Violence Against Women The parties hereby recognize and share the concern that women uniquely face situations of violence or abuse in their personal lives that may affect their attendance or performance at work. A woman who is in an abusive or violent personal or domestic situation will not be subjected to discipline without giving full consideration to the facts in the case of each individual and the circumstances surrounding the incident otherwise supportive of discipline. This statement of intent is subject to a standard of good faith on the part of the Employer, the Union and the affected employees and will not be utilized by the Union or the employees to subvert the application of otherwise appropriate disciplinary measures.

  • 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.

  • Offences 46.1. The Contractor must not commit or attempt to commit any offence: 46.1.1. under the Xxxxxxx Xxx 0000; 46.1.2. of fraud, uttering, or embezzlement at common law; or 46.1.3. of any other kind referred to in regulation 58(1) of the Public Contracts (Scotland) Regulations 2015. 46.2. Breach of clause 46.1 is a material breach for the purposes of clause 42 (Termination Rights).

  • Sexual Harassment CONTRACTOR shall have a Sexual and Gender Identity harassment policy that clearly describes the kinds of conduct that constitutes sexual harassment and that is prohibited by the CONTRACTOR’s policy, as well as federal and state law. The policy should include procedures to make complaints without fear of retaliation, and for prompt and objective investigations of all sexual harassment complaints. CONTRACTOR further agrees to provide annual training to all employees regarding the laws concerning sexual harassment and related procedures pursuant to Government Code 12950.1.

  • Domestic Violence Leave Domestic or Sexual Violence Leave will be granted in accordance with the

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