Employing Personal Assistants Sample Clauses

Employing Personal Assistants. 1.1If you choose to use your Cash PB to employ a Personal Assistant (someone employed directly by you to provide care) then you must understand that you have certain responsibilities as an employer and ensure that the legal duties of an employer are undertaken. Employment law can be complex and subject to change, as such you are advised to obtain appropriate advice. There are a number of organisations who can offer support; these include ACAS and Skills for Care. We recommend that you check information on the internet (xxxx://xxx.xxxxxx.xxx.xx), xxx.xxxx.xxx.xx and Skills for Care website (xxx.xxxxxxxxxxxxx.xxx.xx) to ensure you have the right advice. Employment support can be purchased from a number of liability insurance companies. Your broker can provide you with information about employment support providers. In addition to the above, most Public Liability Insurance premiums (which you must have as an employer) have a 24 hour employment advice line attached to the policy; you should check your policy for this cover.
Sample 1
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Employing Personal Assistants. 14.1 Where the Appointed Suitable Person uses Direct Payments to employ a Personal Assistant, they must meet their obligations under employment, tax, National Insurance, and pension law requirements, and keep records accordingly. If asked by the County Council, the Appointed Suitable Person will provide copies of these records.
Sample 1
Employing Personal Assistants. (this section is only relevant to Customers who choose to directly employ a Personal Assistant with their Direct Payment.)
Sample 1

Related to Employing Personal Assistants

  • Educational Assistants Teachers are responsible to assign instructional duties to Educational Assistants who are allocated to students in their classroom by the Principal.

  • Educational Assistance To qualify for reimbursement, an employee must be a regular employee upon enrollment. To be approved, the courses described below must be related to the employee's present position or career development:

  • Personal Harassment (a) The Employer and the Union recognize the right of employees to work in an environment free from personal harassment and agree that employees who engage in personal harassment may be disciplined.

  • Personal Freedom 20.1 The personal life of an Employee is not an appropriate concern for the attention of the Board except as it may directly inhibit the Employee from performing properly his/her assigned functions during the workday.

  • Volunteer Peer Assistants 1. Up to eight (8)

  • Personal Leave Without Pay Leave of absence without pay may be granted by the College for legitimate personal reasons.

  • Restricted Employment for Certain State Personnel Contractor acknowledges that, pursuant to Section 572.069 of the Texas Government Code, a former state officer or employee of a state agency who during the period of state service or employment participated on behalf of a state agency in a procurement or contract negotiation involving Contractor may not accept employment from Contractor before the second anniversary of the date the Contract is signed or the procurement is terminated or withdrawn.

  • Additional Assistance The Borrower shall provide such cooperation, information and assistance, and prepare and supply the Administrative Agent with such data regarding the performance by the Issuing Insurance Companies of their obligations under the Pledged Policies and the performance by the Borrower of its obligations under the Transaction Documents, as may be reasonably requested by the Administrative Agent from time to time.

  • Personal Belongings Tenant agrees not to leave any personal belongings (including lawn furniture) in the parking areas, common halls, sidewalks, lawn areas or other common areas of the apartment community.

  • Personal Leaves 8.11.4.1 As approved by the Board, personal leaves without pay may be granted in cases of exceptional need for up to six (6) months. Any such leave exceeding one (1) semester shall not be counted toward tenure or promotion or for computing salary increments. These leaves may be extended by the PVPAA upon recommendation of the xxxx for up to one (1) year.

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