Readiness of Care Leavers Sample Clauses

The 'Readiness of Care Leavers' clause establishes criteria or procedures to assess whether individuals leaving care are adequately prepared for independent living. Typically, this involves evaluating the care leaver's skills, emotional stability, and access to necessary resources such as housing, education, or employment support. By setting clear standards for readiness, the clause helps ensure that care leavers transition safely and successfully, reducing the risk of negative outcomes such as homelessness or lack of support.
Readiness of Care Leavers. Care leavers will be prepared towards independent living through their pathway plan and the support and advice of their Personal Advisor (PA) as well as other professionals involved in their development. Care Leavers will be expected to engage in Tenancy readiness training which will be based on the JPPB (Housing) Moving on Moving in Toolkit. Relates to the local authority duty and responsibility to ensure partnerships forged between relevant agencies in the interests of Care leavers and looked after children and the moral obligation to provide the opportunities and supports that any good family would provide including to address the legacy of significant early disadvantage.
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Readiness of Care Leavers. Young people will be prepared towards independent living through their pathway plan and the support and advice of their Personal Advisor (PA) as well as other professionals involved in their development. Young people will be expected to engage in Tenancy readiness training which will be based on the JPPB (Housing) Moving on Moving in Toolkit. Relates to the local authority duty and responsibility to ensure partnerships are forged between relevant agencies in the interests of care experienced young people and the moral obligation to provide the opportunities and supports that any good family would provide including to address the legacy of significant early disadvantage.
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Readiness of Care Leavers. Care leavers will be prepared towards independent living through their pathway plan and the support and advice of their Personal Advisor (PA) as well as other professionals involved in their development. Care Leavers will be expected to engage in Tenancy readiness training which will be based on the JPPB (Housing) Moving on Moving in Toolkit.
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Related to Readiness of Care Leavers

  • 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.

  • Office Visits (other than Preventive Care Services) This plan covers office and clinic visits to diagnose or treat a sickness or injury. Office visit copayments differ depending on the type of provider you see. This plan covers physician visits in your home if you have an injury or illness that: • confines you to your home; or • requires special transportation; and • because of this injury or illness, you are physically unable to travel to the provider’s

  • Medical Care Leave An Employee who is unable to make the necessary arrangements for maintenance of personal health care outside of scheduled work time, shall be granted time off with pay. Such time off shall not exceed sixteen (16) working hours per calendar year. Hours in excess of sixteen (16) hours per calendar year shall be deducted from the Employee's sick leave accumulation.

  • License Requirements The Hotel’s alcoholic beverage license requires that the Hotel shall: (i) request proper identification (photo ID) of any person of questionable age and refuse alcoholic beverage service if the person is either under age or proper identification cannot be produced, and (ii) refuse alcoholic beverage service to any person who, in the Hotel’s judgment, appears to be intoxicated; and (iii) instruct its personnel to avoid encouraging patrons to consume alcoholic beverages (commonly referred to as “over-pouring”).

  • Switching System Hierarchy and Trunking Requirements For purposes of routing ECI traffic to Verizon, the subtending arrangements between Verizon Tandem Switches and Verizon End Office Switches shall be the same as the Tandem/End Office subtending arrangements Verizon maintains for the routing of its own or other carriers’ traffic (i.e., traffic will be routed to the appropriate Verizon Tandem subtended by the terminating End Office serving the Verizon Customer). For purposes of routing Verizon traffic to ECI, the subtending arrangements between ECI Tandem Switches and ECI End Office Switches shall be the same as the Tandem/End Office subtending arrangements that ECI maintains for the routing of its own or other carriers’ traffic.