Assaultive Behavior Sample Clauses

The Assaultive Behavior clause defines and prohibits any acts of physical aggression, threats, or violent conduct by one party towards another within the context of the agreement. In practice, this clause typically applies to situations where individuals or employees are expected to maintain a safe and respectful environment, such as in workplaces, rental properties, or service settings. By clearly outlining unacceptable behaviors and the consequences for such actions, the clause serves to protect all parties from harm and provides a basis for disciplinary action or termination if assaultive behavior occurs.
Assaultive Behavior. The State will endeavor to provide training to all employees at risk of assault on how to defuse potentially violent situations and verbal confrontations.
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Related to Assaultive Behavior

  • Behavior Students must respect each other.

  • Behaviour No obscene or insulting language or disorderly behaviour shall be permitted. This includes any form of entertainment that may be considered lewd or inappropriate for a public place or that may offend or cause embarrassment to others.

  • Assault the Employee refusing to carry out a lawful and reasonable instruction that is consistent with the Employee’s contract of employment.

  • WORKPLACE BEHAVIOR ‌ 3.1 The Employer and the Union agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote a college’s/district’s business, employee well-being, or productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect. 3.2 Inappropriate workplace behavior by employees, supervisors and/or managers will not be tolerated. If an employee and/or the employee’s union representative believes the employee has been subjected to inappropriate workplace behavior, the employee and/or the employee’s representative is encouraged to report this behavior to the employee’s supervisor, a manager in the employee’s chain of command and/or the Human Resources Office. An employee or the employee’s representative should identify complaints as inappropriate workplace behavior. The Employer will investigate the reported behavior and take appropriate action as necessary. The employee and/or union representative will be notified upon conclusion of the investigation. Upon request, the Employer will provide the employee and the union representative with a copy of the investigation report. 3.3 Retaliation against employees who make a workplace behavior complaint will not be tolerated. 3.4 Supervisors, managers and Human Resource Office staff will be trained on Article 3, Workplace Behavior. The Employer and the Union agree to prepare and make available online a 15-minute joint training online presentation on workplace behavior for all employees covered by this CBA and their supervisors, managers and Human Resources staff. 3.5 Grievances related to this Article may be processed through Step 3 of the Grievance Procedure.

  • Assault Leave 1. A Bargaining Unit Member who is required to be absent due to physical or mental disability resulting from an assault, which occurs in the course of Board employment while on duty on school grounds during school hours or where required to be in attendance at a school-sponsored function, shall receive assault leave. If such leave extends beyond five (5) days, the Bargaining Unit Member may be required to be evaluated by a licensed professional appointed by and paid for by the Board. The Board shall be entitled only to a simple certification of disability as a result of said examination. Upon determination of eligibility by the Board, such leave shall be granted for a period not to exceed one hundred eighty- four (184) school days upon the Bargaining Unit Member's delivering to the Treasurer a signed statement, unless unable to sign, on forms prescribed by the Board of Education and maintained by the Treasurer. 2. Such statements will indicate the nature of the injury, the date of its occurrence, the identity of individual(s) causing the assault, if known, the facts surrounding the assault and the willingness of the Bargaining Unit Member to participate and cooperate with the Board in pursuing legal action against the assailant(s). If medical attention is required, the Bargaining Unit Member shall supply a certificate from a licensed physician stating the nature of the disability and its duration. Need for absence because of assault may also be verified by a Board appointed physician. 3. Full payment for assault leave, less worker's compensation and any other financial remuneration, shall not exceed the Bargaining Unit Member's per diem rate of pay and will not be approved for payment unless and until the form and certificate, as provided above, are supplied to the Treasurer. A Bargaining Unit Member absent from work because of an assault shall not be gainfully employed elsewhere. Falsification of either the signed statement or a physician's certificate is grounds for suspension or termination of employment under Ohio Revised Code Section 3319.16 Where the assaulted Bargaining Unit Member becomes eligible for benefits under the State Bargaining Unit Members Retirement System because of any disability or because of age, or where the Bargaining Unit Member's employment by this district ceases, this leave provision shall no longer apply.