Living Arrangement Sample Clauses

Living Arrangement. The living situation of the Roommates should be solidified in Article IX. Thus, select the first checkbox if the Roommates will live in specific bedrooms or select the second checkbox if the Roommates will be required to share bedrooms with each other. X. Proration Period (30)
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Living Arrangement. 1. The Employee and Employer agree that (check one option below): ❑ Option 1: Employee will live in the Employer’s home, residing on the premises permanently or for extended periods of time (“Live-In”).
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Living Arrangement. The living situation of the Roommates should be solidified in Article IX.
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Living Arrangement. The Dog is not to live in a garage, doghouse, or any type of outbuilding. While the Adopter is at home, the Dog shall not remain solely in one room. Additionally, the Dog shall not be confined to either a crate or a room for more than eight (8) hours a day, and must have free roam of the house as a family member and companion. The Dog is not to be left with small children at any time when unattended by an adult. The Dog will be provided fresh food and water daily in adequate quantities to maintain good health.
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Living Arrangement. [LA-02] If child is currently in a Living Arrangement, where does the child reside: (choose one) = [ ] 00 N/A 40 College 41 Correctional Institution 42 Halfway House 43 Homeless Shelter 44 Own Home/Apartment 45 ICPC Adoptive Home (incoming) – DO NOT USE FOR Out of Home Placement 46 ICPC ▇▇▇▇▇▇ Home (incoming) – DO NOT USE FOR Out of Home Placement 47 Inpatient Psychiatric Care 48 Inpatient Medical Care 49 Job Corps 50 Runway 51 Relative Home – DO NOT USE FOR Out of Home Placement 52 Respite Care- Not Psychiatric Respite 54 Father’s Home – DO NOT USE FOR Out of Home Placement 55 Father and Stepmother/Paramour – DO NOT USE FOR Out of Home Placement 56 Mother’s Home – DO NOT USE FOR Out of Home Placement 57 Mother and Father’s Home – DO NOT USE FOR Out of Home Placement 58 Mother and Stepfather/Paramour – DO NOT USE FOR Out of Home Placement 59 Trial Home Visit (Aftercare) 99 Other [PL-01] Child’s current placement is: (choose one) = [ ] 41 Emergency ▇▇▇▇▇▇ Home Care 50 Alternative Living Units 42 Formal Kinship Care 51 Emergency Group Shelter Care 43 Intermediate ▇▇▇▇▇▇ Care 52 Residential Group Homes 44 Pre-Finalized Adoptive Home 53 Teen Mother Programs 45 Refugee Child 54 Therapeutic Group Homes 46 Regular ▇▇▇▇▇▇ Care 55 Independent Living Residential Program 47 Restricted (Relative) ▇▇▇▇▇▇ Care 48 Treatment ▇▇▇▇▇▇ Care Residential Treatment Centers 49 Treatment ▇▇▇▇▇▇ Care (Private) 56 Residential Treatment Centers ▇▇▇▇ [PL-02] If OTHER, please specify: [PL-03] How many placements has child had in the last 12 months?: [PL-04] Is Youth placed in their home jurisdiction? [1] _Yes [2] [PL-05] IF NO above, what is the 2 digit jurisdiction placed in ? [ ] [1] No Change in last 12 months [2] Less restrictive level of care [3] More restrictive level of care [4] Same level of care. [5] Information not available should be selected if there is not enough information in the case file, or review participants in attendance do not have sufficient information to allow for an answer. [1] Transition towards Permanency Goal [2] Placement with Relatives [3] Placement with Siblings [4] Other [5] Not Applicable should be selected if the move did not occur for a positive reason, or the child did not experience a placement move in the past 12 months [PS-03] If the child’s most recent placement change was primarily related to provider specific issues, please indicate the primary issue below. [1] Provider home closed [2] Provider request (due to issues unrelated to the child) [3...
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Living Arrangement. Will there be a physical separation? What are the considerations? Options for moving out? (Many couples choose or need to remain in one home; with the new agreed upon parameters, many couples can easily create space for this new way of being with one another. Take a look at what might work for your circumstances, particularly if you have kids. If you don’t feel as though you can trust each other to stick to the new terms, it may be best to physically separate). NOTE: if you feel you are in danger, please notify me immediately.
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Related to Living Arrangement

  • Consulting Arrangement The Company hereby engages Consultant as an independent contractor and not as an employee, to render consulting services to the Company as hereinafter provided and Consultant hereby accepts such engagement for a period commencing on July 18, 2001 and ending on the July 17, 2002. Consultant agrees that Consultant will not have any authority to bind or act on behalf of the Company. Consultant shall at all times be an independent contractor hereunder, rather than an agent, coventurer, employee or representative of the Company. The Company hereby acknowledges and agrees that Consultant may engage directly or indirectly in other businesses and ventures and shall not be required to perform any services under this Agreement when, or for such periods in which, the rendering of such services shall unduly interfere with such other businesses and ventures, providing that such undertakings do not completely preempt Consultant's availability during the term of this Agreement. Neither Consultant nor his employees will be considered by reason of the provisions of this Agreement or otherwise as being an employee of the Company or as being entitled to participate in any health insurance, medical, pension, bonus or similar employee benefit plans sponsored by the Company for its employees. Consultant shall report all earnings under this Agreement in the manner appropriate to its status as an independent contractor and shall file all necessary reports and pay all taxes with respect to such payments.

  • Flexible Working Arrangement (a) The Parties recognise the importance of flexible working arrangements and the right of Employees to make requests under section 65 of the Fair Work Act for flexible working arrangements. An Employee may request a flexible working arrangement if any of the following circumstances apply to the Employee: (i) the Employee is pregnant; (ii) the Employee is the parent, or has responsibility for the care, of a child who is of school age or younger; (iii) the Employee is a carer (within the meaning of the Carer Recognition Act 2010); (iv) the Employee has a disability; (v) the Employee is 55 or older; (vi) the Employee is experiencing violence from a member of the Employee’s family; (vii) the Employee provides care or support to a member of the Employee’s immediate family, or a member of the Employee’s household, who requires care or support because the member is experiencing violence from the member’s family.

  • Working Arrangements (i) The former industry practice whereby all Employees on site working in direct sunlight were relocated to shaded or air- conditioned areas when the temperature reached 32°C, will no longer operate. (ii) At temperatures below 35°C workers are not to be relocated out of direct sunlight unless the work environment creates a serious risk to their health and safety, having regard to the nature of the tasks being undertaken, provided that the task or activity being performed is completed and the penalty provisions as for emergency work under the Award shall apply. (iii) Once the temperature reaches 35°C work will cease, and workers may leave the site, provided that the task or activity being performed is completed and the penalty provisions as for emergency work under the Award shall apply. (iv) During periods of hot weather, work in air-conditioned environments shall continue as normal. Workers will walk a reasonable distance through the open to and from amenities and the air-conditioned workspace, provided it does not pose a serious threat to their health or safety. Alternatively, where the Employer can artificially ventilate covered spaces onsite and reduce the temperature to below 35°C, work may continue as normal subject to consultation and agreement with affected Employees to comply with the provisions of this clause. (v) By agreement with the OH&S committee and head contractor during periods of Inclement Weather (heat) the Saturday break roster can be applied to weekday work.

  • Flexible Working Arrangements In accordance with the Employment Relations Act 2000, an employee affected by family violence may request a short-term (two months or less) variation of their employment arrangements to assist the employee to deal with the effects of family violence.

  • Monitoring Arrangements (i) Summary details of the service provided by the HR team will be monitored by the Service Provider and will be discussed with the Client as part of agreed annual review procedures; (ii) Any concerns arising on the part of the Client or Service Provider regarding the operation of this Agreement should be highlighted as soon as possible so that the matter causing concern can be addressed at the earliest opportunity.