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Reducing worklessness and improving employability Sample Clauses

Reducing worklessness and improving employability. Supporting people into work can provide a route out of poverty and tackle inequality. While improvement indicators for National Outcomes 1, 2 and 3 include growing employment opportunities and prospects for people and business; additional support is required for people who have been unemployed for a long time, for single parents, for people with disabilities; for young people leaving school with no positive destination and adults who may need support in literacy and numeracy. Although the unemployment rate in Highland is below the Scottish average (1.9% compared to 2.3%) there are pockets of persistently high rates in small areas. Rates tend to be higher in remote rural areas and small towns. In some small urban areas rates of can be up to three times the Highland average with higher rates of long term unemployment. Unemployment is more prevalent among certain client groups in the Highlands, but overall, is less concentrated than is the case in the rest of Scotland. Although the ‘sick and disabled’ working-age jobless on DWP benefits have been growing in Highland they are the largest group of jobless people. Around 18% of the working age population have a disability. In February 2007, the Incapacity Benefit / Severe Disability Allowance claim rate in Highland was 8% (10,415) and lower than the Scotland rate of 9.6%. In Highland Claim rates in the more deprived areas of some small towns were particularly high at 18% and with more than one in five working age people claiming in some of the Highland data zones within the 15% most deprived in Scotland. In May 2007 there were 1850 lone parents claiming Income Support (NOMIS lone Parent Statistical Group). From 2004-5 to December 2007, 855 parents have registered for assistance with moving into employment through the Working for Families programme managed through the Council. Of these 479 have been assisted into paid or voluntary work or entered or completed training or education. Others continue to be supported and evidence from Job Centre Plus shows that of all client groups moving into employment, those most likely to sustain that position are lone parents. The number of children with an out of work lone parent was 2,455 for Highland in August 2005 (latest available information from Children’s Tax Credit sample dataset). With this number of children affected and with changes coming to the benefit entitlements of lone parents, Community Planning Partners will identify how to continue to support lone parents fu...

Related to Reducing worklessness and improving employability

  • Employability Executive acknowledges (i) that Executive has sufficient abilities and talents to be able to obtain, upon the termination of Executive’s employment, comparable employment from another business while fully honoring and complying with the above covenants concerning confidential information and contacts with the Company’s or any of its Affiliates’ customers or employees, and (ii) the importance to the Company and its Affiliates of the above covenants. Accordingly, for a period of one (1) year following the termination of Executive’s employment with the Company and upon the Company’s reasonable request of Executive, Executive shall advise the Company of the identity of Executive’s new employer and shall provide a general description, in reasonable detail, of Executive’s new duties and responsibilities sufficient to inform the Company of its need to request a court order to enforce the above covenants.

  • CONTINUOUS IMPROVEMENT 3.1 The Supplier shall adopt a policy of continuous improvement in relation to the Services pursuant to which it will regularly review with the Authority the Services and the manner in which it is providing the Services with a view to reducing the Authority's costs (including the Framework Prices), the costs of Contracting Bodies and/or improving the quality and efficiency of the Services. The Supplier and the Authority will provide to each other any information which may be relevant to assisting the objectives of continuous improvement and in particular reducing costs.

  • PREVAILING WAGE RATES - PUBLIC WORKS AND BUILDING SERVICES CONTRACTS If any portion of work being Bid is subject to the prevailing wage rate provisions of the Labor Law, the following shall apply:

  • PROFESSIONAL IMPROVEMENT The parties’ support the principle of continuing training of teachers, participation by teachers in professional organizations in the areas of their specialization, leaves for work on advanced degrees or special studies, foreign travel and participation in community educational projects.

  • Alignment with Modernization Foundational Programs and Foundational Capabilities The activities and services that the LPHA has agreed to deliver under this Program Element align with Foundational Programs and Foundational Capabilities and the public health accountability metrics (if applicable), as follows (see Oregon’s Public Health Modernization Manual, (xxxx://xxx.xxxxxx.xxx/oha/PH/ABOUT/TASKFORCE/Documents/public_health_modernization_man ual.pdf): a. Foundational Programs and Capabilities (As specified in Public Health Modernization Manual) b. The work in this Program Element helps Oregon’s governmental public health system achieve the following Public Health Accountability Metric, Health Outcome Measure: c. The work in this Program Element helps Oregon’s governmental public health system achieve the following Public Health Accountability Metric, Local Public Health Process Measure:

  • Union Activity on Premises and/or Access to Premises The Union agrees that neither it, nor its officers, agents, representatives and members will engage in the solicitation of members, holding of meetings or any other Union activities on Hospital premises or on Hospital time without the prior approval of the Hospital, except as specifically provided for in this Agreement. Such approval will not be unreasonably denied.

  • Abuse, Neglect, Exploitation Grantee will; a. take all steps necessary, to protect the health, safety and welfare of its clients and participants. b. develop and implement written policies and procedures for abuse, neglect and exploitation. c. notify appropriate authorities of any allegations of abuse, neglect, or exploitation as required by 25 TAC § 448.703.

  • Volunteer Firefighting Leave Leave without pay will be granted when an employee who is a volunteer firefighter is called to duty to respond to a fire, natural disaster or medical emergency.

  • Professional Improvement Leave A teacher may be granted leave to be used for the teacher's professional improvement. Professional improvement days may be approved by the superintendent and used for the purpose of: 1. Visitation to view other instructional techniques or programs. 2. Conferences, workshops, or seminars conducted by colleges, universities, or vocational schools. The teacher planning to use a professional improvement day shall notify the principal at least one week in advance of the proposed absence. The teacher shall be required to file a written report with the principal within one (1) week of attendance at such event. Also, the teacher may/shall be requested to return with materials and/or information to be shared with other teachers. The expense of attending such visitation, conference, workshop, or seminar will be paid by the Board when the proper reimbursement applications are sent to the district office. In cases where attendance at a convention, workshop, seminar, or other educational activity is deemed to be of value only to the individual teacher, leave may be granted for attendance with either no expenses or limited expenses being underwritten by the district. In these cases, no written or verbal reports will be required.