Child Care and Camps Sample Clauses

Child Care and Camps. A. MSCR shall provide child care in the WPCRC playroom and shall utilize various areas of WPCRC for a MSCR summer camp for youth, following MSCR youth program and operational policies. B. The City shall reimburse MSCR for playroom staff salaries for open playroom hours up to a maximum of two thousand five hundred dollars ($2,500). Playroom expenses shall include materials, supplies, and staff salaries. MSCR shall provide materials and supplies for open playroom hours and the City shall provide capital equipment as needed for the playroom. MSCR shall provide quarterly reports regarding the use of the playroom including cost incurred for payment. Management and use of the playroom will be reviewed annually by MSCR. Playroom revenue will be collected by City staff. C. The City recognizes the value of quality summer programs in the Warner Park area and supports MSCR providing this service. To accomplish this, MSCR agrees to be primary and City will assist with the completion of the following tasks during camp: (1) Cleaning all tables and chairs prior to “tearing down” after each day’s activities. (2) Keeping the childcare room and the infant room neat and orderly. (3) Cleaning all tables and chairs in the dry craft room, when used for camp activities. (4) Wiping down all stainless steel counters and tables in the kitchen, when used for camp activities. (5) Wiping down the stovetop when used for camp activities. (6) Ensuring main hallway is free of children’s belongings i.e. backpacks, lunch boxes, arts and crafts, etc., upon conclusion of daily program. (7) Sweeping and mopping the kitchen floor after camp activities at end of each camp day. (8) Sweeping and mopping the dry craft room after camp activities at end of each camp day. (9) MSCR will supply to WPCRC an agreed upon amount of paper towel, toilet paper, hand soap and trash can liners to be used by camp participants. D. City agrees to be primary and MSCR shall assist in the completion of the following tasks during camp: (1) Setting out tables and chairs for each day’s activities. (2) “Tearing down” all tables and chairs prior to 4:00 p.m. each day when the space is needed for other classes or rentals. (3) Providing necessary waste receptacles for camp activities. (4) Picking up and sweeping of tarps at 4:00 p.m. each day, if needed. (5) Cleaning day care bathroom daily.
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Related to Child Care and Camps

  • Child Care The County will continue to support the concept of non-profit child care facilities similar to the “Kid’s at Work” program established in the Public Works Department.

  • Family Care and Medical Leave An unpaid Family Care and Medical Leave shall be granted, to the extent of and subject to the restrictions as set forth below, to an employee who has been employed for at least twelve (12) months and who has served for 130 workdays during the twelve (12) months immediately preceding the effective date of the leave. For purposes of this Section, furlough days and days worked during off-basis time shall count as "workdays". Family Care and Medical Leave absences of twenty (20) consecutive working days or less can be granted by the immediate administrator or designee. Leaves of twenty (20) or more consecutive working days can be granted only by submission of a formal leave application to the Personnel Commission.

  • Health Care Operations “Health Care Operations” shall have the same meaning as the term “health care operations” in 45 CFR §164.501.

  • Skilled Care in a Nursing Facility This plan covers skilled nursing services in a skilled nursing facility if: • the services are prescribed by a physician: • your condition needs skilled nursing services, skilled rehabilitation services or skilled nursing observation; • the services are provided by or supervised by licensed technical or professional medical personnel; and • the services are not custodial care, respite care, day care, or for the purpose of assisting with activities of daily living.

  • Hospice Care If you have a terminal illness and you agree with your physician not to continue with a curative treatment program, this plan covers hospice care services received in your home, in a skilled nursing facility, or in an inpatient facility.

  • Chiropractic Services This plan covers chiropractic visits up to the benefit limit shown in the Summary of Medical Benefits. The benefit limit applies to any visit for the purposes of chiropractic treatment or diagnosis.

  • Child Care Leave The Employer shall, upon her request, grant an employee: (i) Who is the natural parent of a newborn or unborn child, or (ii) Who is adopting or has adopted a child, a leave of absence without pay of thirty-seven (37) consecutive weeks or such a shorter period as the employee requests so as to enable the employee to care for the child An employee who is or will be a natural parent intending to take this childcare leave shall (iii) Provide the Employer with a medical doctor’s certificate specifying the probable date of delivery or the date upon which the birth has occurred and, (iv) In absence of an emergency, give four (4) weeks written notice to the Employer of the commencement date and duration of the leave. An employee who is a parent of the newborn, other than the birth mother, shall be granted three (3) days leave without loss of pay within a reasonable period of time surrounding the occasion of the birth of the child. While on child care leave, an employee shall retain her full employment status and continue to accumulate seniority. An employee who is an adoptive parent intending to take this leave shall: (v) Provide the Employer with the proof that a child has been or will be placed with the employee for the purpose of adoption, (vi) Notify the Employer of the commencement date and duration of the leave on being made aware of the date of placement with the employee for adoption, and (vii) In the absence of an emergency, give four (4) months notice to the Employer before the anticipated day on which a child will come into the employees care and custody in the case of private adoption or upon approval in accordance with the Family Services Act as a prospective adopting parent. Where a natural mother intends to take a child care leave in addition to a maternity leave, except if the newborn is hospitalized when an employee’s maternity leave expires, the employee is required to commence the child care leave immediately on expiration of the maternity leave unless the Employer and the employee otherwise agree. The child care leave may be taken by either natural or adoptive parents. Where both parents are employees it may be shared by the child’s parent’s but the leave is only thirty-seven (37) weeks in TOTAL, regardless of how it is divided, and it must be taken in a consecutive manner. The combined maternity leave of seventeen (17) weeks and child care leave thirty-seven (37) weeks taken by one or both parents cannot total more than fifty-two (52) weeks after that date. Child care leave shall begin not earlier than the date on which the newborn or adopted child came into the care and custody of the employee and end not later than fifty-two (52) weeks after that date.

  • Hospice Services Services are available for a Member whose Attending Physician has determined the Member's illness will result in a remaining life span of six months or less.

  • HEALTH PROGRAM 3701 Health examinations required by the Employer shall be provided by the Employer and shall be at the expense of the Employer. 3702 Time off without loss of regular pay shall be allowed at a time determined by the Employer for such medical examinations and laboratory tests, provided that these are performed on the Employer’s premises, or at a facility designated by the Employer. 3703 With the approval of the Employer, a nurse may choose to be examined by a physician of her/his own choice, at her/his own expense, as long as the Employer receives a statement as to the fitness of the nurse from the physician. 3704 Time off for medical and dental examinations and/or treatments may be granted and such time off, including necessary travel time, shall be chargeable against accumulated income protection benefits.

  • Hospice Individuals whose permanent residence and principal work location are outside the State of Minnesota and outside of the service areas of the health plans participating in Advantage. If these individuals use the plan administrator’s national preferred provider organization in their area, services will be covered at Benefit Level Two. If a national preferred provider is not available in their area, services will be covered at Benefit Level Two through any other provider available in their area. If the national preferred provider organization is available but not used, benefits will be paid at the POS level described in paragraph “i” below. All terms and conditions outlined in the Summary of Benefits will apply.

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