Children Act 1989 Sample Clauses

Children Act 1989 places a duty on local authorities to make enquiries where they have reasonable cause to suspect that a child in their area may be at risk of suffering significant harm. Local authorities shall make, or cause to be made, such enquiries as they consider necessary to enable them to decide whether they should take any action to safeguard or promote the child's welfare.
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Children Act 1989. Local authorities have duties to safeguard and promote the welfare of children within their area who are in need and so far as is consistent with that duty, to promote the upbringing of such children by their families by providing a range and level of services appropriate to those children's needs. This statutory guidance sets out how inter-agency organisations and individuals should work together to safeguard and promote the welfare of children. St Bart’s may from time to time share information with third party organisations where there is an appropriate legal gateway or a statutory requirement to do so. 5. Data Items shared
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Children Act 1989. Local authorities have duties to safeguard and promote the welfare of children within their area who are in need and so far as is consistent with that duty, to promote the upbringing of such children by their families by providing a range and level of services appropriate to those children’s needs. This statutory guidance sets out how inter-agency organisations and individuals should work together to safeguard and promote the welfare of children. BMBC may from time to time share information with third party organisations where there is an appropriate legal gateway or a statutory requirement to do so. For example BMBC may share your data with The Barnsley Teaching School in order to secure funding for your school or where BMBC would benefit from the legal gateway of the School Standards and Framework Xxx 0000 or with the Supporting Families Programme to promote access to public services for families with multiple disadvantages in line with the provisions of Part 5 in the Digital Economy Xxx 0000. Information will only be shared in accordance with school privacy notices, the governing legislation and government requirements. 5. Data Items shared A more detailed breakdown of the data that is collected by BMBC from schools is included in Appendix A but the list below gives an overview of the key areas of data. Service User Data Information Required 6. Protective Marking If Yes, to what level 1. Top Secret No 2. Secret No 3. Confidential Yes
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Children Act 1989. The Provision of Accommodation
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Children Act 1989. 17-year old‟s refusal of an offer of s.20 accommodation must be an “informed” decision, i.e. they must be aware of the potential consequences of acceptance and refusal. Good practice requires that competent young people who refuse to be “looked after” should receive a written acknowledgement of their decision, outlining the advice that has been given. This will be done by the member of Next Steps staff working with the young person which will provide an “audit trail” and will be shared, e.g. with the Housing Options Team. Some young people may lack the competence to make such a decision, and in a few of these cases a “best interests decision” under the Mental Capacity Act 2005 may be appropriate. Mental Capacity Act 2005 Children‟s Services staff who are unfamiliar with this legislation are expected to seek legal advice in these situations. Young people who refuse accommodation, or are not owed a duty under s.20, may be advised to apply to the housing authority, in this case the Housing Options Team, for assistance under Part 7 of the Housing Act 1996. It is in the young person‟s best interests that TfC and the Housing Options Team work together. It should also be noted that the refusal of s.20 accommodation does not make a young person “intentionally homeless” (not even in cases where the young person was accommodated whilst the Pathways Team completed an assessment). The Housing Options Team will consider each young person on their individual circumstances. Plans must be put into place to meet other needs in all circumstances – including when accommodation needs are not met by Together for Children. Most young people who are looked after under s20 are not entitled to claim benefits and as such Together for Children will pay the equivalent income maintenance amount of £57.90 each week. However, there are notable exceptions to this:  Lone parents  Disabled young people  Young people who are unable to work due to incapacity  Carers Young people falling into any of these groups should be able to claim benefits (including Housing Benefit) as usual. Young people who are being assisted under s17 only should retain their normal benefit entitlements.  Allocations Route (planned transition)  Relief/prevention route under HRA. Allocations Route: If the young person has been identified by TfC as ready to move onto supported accommodation, TfC will complete a housing register application with the young person at the earliest opportunity and submit this along wi...
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Children Act 1989. The Hirer shall ensure that any activities for children especially under eight years of age comply with the provisions of the Children Act 1989 and that only fit and proper persons who have passed the appropriate Criminal Records Bureau checks have access to the children.
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Children Act 1989. Under the Children Act 1989 the local authority is required to provide services for children and families (Section 17 and 27), including providing for children who are at risk or likely to be at risk of significant harm (Section 47). . M=used for matching, U=used for updating Item Matching/ Updating Who owns the data? Frequency of data exchange? How will information be exchanged? How long will data be held? LEA M LCC Daily/Weekly See 3.4 See 3.8 Establishment Number M LCC Daily/Weekly See 3.4 See 3.8 School Name M LCC Daily/Weekly See 3.4 See 3.8 Academic Year M LCC Daily/Weekly See 3.4 See 3.8 Surname MU LCC Daily/Weekly See 3.4 See 3.8 Forename MU LCC Daily/Weekly See 3.4 See 3.8 DOB MU LCC Daily/Weekly See 3.4 See 3.8 Gender MU LCC Daily/Weekly See 3.4 See 3.8 UPN MU LCC Daily/Weekly See 3.4 See 3.8 Preferred Surname MU LCC Daily/Weekly See 3.4 See 3.8 Preferred Forename MU LCC Daily/Weekly See 3.4 See 3.8 Middle Names MU LCC Daily/Weekly See 3.4 See 3.8 National Curriculum Yeargroup MU LCC Daily/Weekly See 3.4 See 3.8 SAON U LCC Daily/Weekly See 3.4 See 3.8 PAON U LCC Daily/Weekly See 3.4 See 3.8 Street U LCC Daily/Weekly See 3.4 See 3.8 Locality U LCC Daily/Weekly See 3.4 See 3.8 Town U LCC Daily/Weekly See 3.4 See 3.8 County U LCC Daily/Weekly See 3.4 See 3.8 Postcode MU LCC Daily/Weekly See 3.4 See 3.8 This should include name(s) and address(es) of any parent with whom the pupil normally or may normally reside Item Matching/ Updating Who owns the data? Frequency of data exchange? How will information be exchanged? How long will data be held? Surname of parent/carer MU LCC Daily/Weekly See 3.4 See 3.8 Forename of parent/carer MU LCC Daily/Weekly See 3.4 See 3.8 SAON U LCC Daily/Weekly See 3.4 See 3.8 PAON U LCC Daily/Weekly See 3.4 See 3.8 Street U LCC Daily/Weekly See 3.4 See 3.8 Locality U LCC Daily/Weekly See 3.4 See 3.8 Town U LCC Daily/Weekly See 3.4 See 3.8 County U LCC Daily/Weekly See 3.4 See 3.8 Postcode MU LCC Daily/Weekly See 3.4 See 3.8 Phone number MU LCC Daily/Weekly See 3.4 See 3.8 Date child moved to live with this parent U LCC Daily/Weekly See 3.4 See 3.8 As Basic data plus the following: Item Matching/ Updating Who owns the data? Frequency of data exchange? How will information be exchanged? How long will data be held? Date last attended U School Termly See 3.4 See 3.8 Absence reason U School Termly See 3.4 See 3.8 Action undertaken to date U School Termly See 3.4 See 3.8 School responsible person (name) U School Termly See 3.4 See ...
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Children Act 1989. Local authorities have duties to safeguard and promote the welfare of children within their area who are in need and so far as is consistent with that duty, to promote the upbringing of such children by their families by providing a range and level of services appropriate to those children's needs. This statutory guidance sets out how inter-agency organisations and individuals should work together to safeguard and promote the welfare of children. DMBC may from time to time share information with third party organisations where there is an appropriate legal gateway or a statutory requirement to do so. As stated above this agreement covers the sharing of information between all Partners listed in section 4 above and who are identified as holding relevant information for the purposes of developing, implementing, monitoring and evaluating this agreement for the provision of pupil and school level data between schools, academies and Xxxxxx Metropolitan Council.
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Children Act 1989. The Hirer shall ensure that any activities for children comply with the provisions of The Children Act 1989.
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Related to Children Act 1989

  • Pro-Children Act Grantee certifies that it is in compliance with the Pro-Children Act of 2001 in that it prohibits smoking in any portion of its facility used for the provision of health, day care, early childhood development services, education or library services to children under the age of eighteen (18), which services are supported by federal or state government assistance (except such portions of the facilities which are used for inpatient substance abuse treatment) (20 USC 7181-7184).

  • Family Medical Leave Act (FMLA A. The State acknowledges its commitment to comply with the spirit and intent of the leave entitlement provided by the FMLA and the California Family Rights Act (CFRA) referred to collectively as "FMLA." The State and the Union recognize that on occasion it will be necessary for employees of the State to take job- protected leave for reasons consistent with the FMLA. As defined by the FMLA, reasons for an FMLA leave may include an employee's serious health condition, for the care of a child, spouse, or parent who has a serious health condition, and/or for the birth or adoption of a child. B. For the purposes of providing the FMLA benefits the following definitions shall apply: 1. An eligible employee means an employee who meets the eligibility criteria set forth in the FMLA; 2. An employee's child means any child, regardless of age, who is affected by a serious health condition as defined by the FMLA and is incapable of self care. "Care" as provided in this section applies to the individual with the covered health condition;

  • Family Medical Leave Act 1. If an employee takes a leave granted under this Article for a reason covered by the Family and Medical Leave Act, the leave shall be administered under the provisions of the FMLA. 2. Upon approval of the Superintendent and Association President, this Section may be modified as necessary to comply with federal law and rules and regulations. 3. The Board shall provide a copy of the policy on FMLA in the library of each building.

  • Defend Trade Secrets Act of 2016 Influencer acknowledges receipt of the following notice under 18 U.S.C § 1833(b)(1): “An individual will not be held criminally or civilly liable under any Federal or State trade secret law for the disclosure of a trade secret that (A) is made (i) in confidence to a Federal, State, or local government official, either directly or indirectly, or to an attorney; and (ii) solely for the purpose of reporting or investigating a suspected violation of law; or (B) is made in a complaint or other document filed in a lawsuit or other proceeding, if such filing is made under seal.”

  • Family and Medical Leave Act of 1993 The parties agree that the Employer may adopt policies to implement the Family and Medical Leave Act of 1993 that are in accord with what is legally permissible under the Act.

  • Family and Medical Leave Act (FMLA In accordance with the Family and Medical Leave Act (FMLA) of 1993, the Board will grant a leave of absence for one or more of the following: 1. Because of the birth of a son or daughter of the employee, and in order to care for such son or daughter; 2. Because of the placement of a son or daughter with the employee for adoption or xxxxxx care; 3. To care for the employee's spouse, son or daughter, or par- ent, in laws or members of blended families or other per- sons in a similar relationship that live in the family house- hold or are in a similar family relationship who has a serious health condition; or, 4. The employee is unable to perform the essential job func- tions because of a serious health condition. As of February 2008, an employee who is the spouse, son, daughter, parent or the next of kin of a covered service mem- ber can take up to 26 weeks of FMLA leave during a single twelve (12) month period to care for the injured service mem- ber. The same eligibility requirements apply for employees requesting a leave under this category. Regulations as estab- lished by the Department of Labor will be followed when granting leaves under this provision. FMLA leaves are only available to employees who have been employed by the District for at least twelve (12) months and have worked 1,250 hours during the previous twelve (12) month period. Such leaves are counted against an employee's annual FMLA leave entitlement. Under the FMLA, an employee is eligible for a total of twelve (12) work weeks of leave in a twelve (12) month period. This twelve (12) month period is measured back from the date a requested leave is to begin. Continuation of medical, optical and dental benefits and the right to job restoration ceases when an employee has used twelve (12) work weeks of FMLA leave in the twelve (12) month period. (See Section B, Medical Leave of Absence). An employee requesting a FMLA leave must provide the Xxxxx- xxxx Superintendent of Human Resources at least thirty (30) days advance notice of when the leave is to begin. If such no- xxxx is not practicable, then notice is to be provided as soon as practicable. When a leave denoted as (1) or (2) above is granted, the leave must be taken in one (1) continuous increment, and must be concluded within twelve (12) months of the date of birth or placement. Employees granted such leave must utilize accu- mulated vacation days and accumulated personal business days (in that order), after which time the leave is unpaid. When a leave denoted as (3) above is granted, the employee must utilize accumulated sick leave time, accumulated vacation days, and accumulated personal business days (in that order), after which time the leave is unpaid. When a leave denoted as (4) above is granted, the employee must utilize accumulated sick leave days and accumulated per- xxxxx business days (in that order), after which time the leave is unpaid. After these days have been used and if more sick time is needed, the employee may choose to use accumulated vacation time. When additional time is needed during the 90 calendar day (13 week) LTD elimination period, the employee may use available vacation days. If the employee has pur- chased and is filing for short term disability, vacation days may be used during the 14 day elimination period. Vacation days cannot be used once the short term disability coverage starts. Leaves denoted as (3) or (4) above must be supported by med- ical certification from a health care provider stating (1) the date on which the serious health condition commenced, (2) the probable duration of the condition, (3) the appropriate medical facts, and (4) a statement that the employee is unable to per- form the essential functions of his/her position, or that the em- ployee is needed to care for the person. The District reserves the right to require the employee to obtain the opinion of a sec- ond health care provider designated or approved by the District concerning any information within the medical certification. When a FMLA leave denoted as (1) or (2) above is granted to spouses who are both employed by the District, the total amount of time on leave (in total for both employees) cannot exceed twelve (12) weeks of FMLA time. At the expiration of a medical leave or if the employee wishes to return to work before completion of the leave, there must be a physician's certification confirming his/her fitness to return to work. The District may condition the employee's return to work upon a fitness for duty examination and approval by a health care provider designated by the District. The District will continue to provide an employee's medical, optical and dental insurance while he/she is on a FMLA leave for a period of up to twelve (12) weeks on the same terms and conditions as prior to the leave. An employee on a FMLA leave shall not engage in any outside or supplemental employment. The District may recover insurance premiums paid while an employee was on an unpaid FMLA leave if: 1. The employee fails to return to work for at least thirty (30) days after the expiration of the leave; and 2. The failure to return is for a reason other than a serious health condition, or other circumstances beyond the control of the employee. Certification from the health care provider may be required for this purpose. An employee returning from a FMLA leave will be restored to the position he/she left, or to an equivalent position with equiv- alent benefits, pay and other terms and conditions of employ- ment. If the employee has not satisfactorily completed the probation- ary period at the commencement of a FMLA leave, then upon cessation of the leave, the employee must work the days need- ed to complete the probationary period.

  • Age Discrimination Act of 1975 The Contractor shall comply with the Age Discrimination Act of 1975 (42 U.S.C. § 6101 et seq.), as amended, and any applicable regulations. No person in the United States shall, on the basis of age, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under, any program or activity receiving Federal financial assistance.

  • Family Medical Leave (a) An employee is entitled to family medical leave in accordance with the provisions of the Employment Standards Act. (b) An employee who is on Family Medical Leave shall continue to accumulate seniority and service and the Home will continue to pay its share of the premiums of the subsidized employee benefits, including pension (if permitted by the Plan and matched by the employee) in which the employee is participating during the leave. (c) Subject to any changes in an employee’s status which would have occurred had he or she not been on Family Medical Leave, the employee shall be reinstated to her former position.

  • OMNIBUS PROCUREMENT ACT OF 1992 It is the policy of New York State to maximize opportunities for the participation of New York State business enterprises, including minority and women-owned business enterprises as bidders, subcontractors and suppliers on its procurement contracts. Information on the availability of New York State subcontractors and suppliers is available from: NYS Department of Economic Development Division for Xxxxx Xxxxxxxx Xxxxxx, Xxx Xxxx 00000 Telephone: 000-000-0000 Fax: 000-000-0000 email: xxx@xxx.xx.xxx A directory of certified minority and women-owned business enterprises is available from: NYS Department of Economic Development Division of Minority and Women's Business Development 000 Xxxxx Xxxxxx Xxx Xxxx, XX 00000 212-803-2414 email: xxxxxxxxxxxxxxxxx@xxx.xx.xxx xxxxx://xx.xxxxxxxxxxxxxx.xxx/FrontEnd/VendorSearchPu blic.asp The Omnibus Procurement Act of 1992 requires that by signing this bid proposal or contract, as applicable, Contractors certify that whenever the total bid amount is greater than $1 million: (a) The Contractor has made reasonable efforts to encourage the participation of New York State Business Enterprises as suppliers and subcontractors, including certified minority and women-owned business enterprises, on this project, and has retained the documentation of these efforts to be provided upon request to the State; (b) The Contractor has complied with the Federal Equal Opportunity Act of 1972 (P.L. 92-261), as amended; (c) The Contractor agrees to make reasonable efforts to provide notification to New York State residents of employment opportunities on this project through listing any such positions with the Job Service Division of the New York State Department of Labor, or providing such notification in such manner as is consistent with existing collective bargaining contracts or agreements. The Contractor agrees to document these efforts and to provide said documentation to the State upon request; and (d) The Contractor acknowledges notice that the State may seek to obtain offset credits from foreign countries as a result of this contract and agrees to cooperate with the State in these efforts.

  • Family Medical Leave or Critical Illness Leave a) Family Medical Leave or Critical Illness leaves granted to a permanent teacher, long-term occasional teacher or teacher hired into a term position under this Article shall be in accordance with the provisions of the Employment Standards Act, as amended. b) The teacher will provide to the employer such evidence as necessary to prove entitlement under the Employment Standards Act. c) A teacher contemplating taking such leave(s) shall notify the employer of the intended date the leave is to begin and the anticipated date of return to active employment. d) Seniority and experience continue to accrue during such leave(s). e) Where a teacher is on such leave(s), the Employer shall continue to pay its share of the benefit premiums, where applicable. To maintain participation and coverage under the Collective Agreement, the teacher must agree to provide for payment for the teacher’s share of the benefit premiums, where applicable. f) In order to receive pay for such leaves, a teacher must access Employment Insurance and the Supplemental Employment Benefit (SEB) in accordance with g) to j), if allowable by legislation. An employee who is eligible for E.I. is not entitled to benefits under a school board’s sick leave and short term disability plan. g) The Employer shall provide for permanent teachers, long-term occasional teachers and teachers hired into a term position who access such Leaves, a SEB plan to top up their E.I.

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