Mental Sample Clauses

Mental. We strive to empower abused Indigenous women to her fullest cognitive capacity, enabling her to assess and plan an independent future with clarity, strength and hope. As advocates we shall nurture self-care as prerequisites to self-respect and a strong sense of self-worth. We provide encouragement, that she may assume courage and determination in working towards her own personal vision of empowerment. We endeavour to do this through education, referrals to other services and counselling. We believe that intellectual understanding of her victimization as as a wife and the effects of colonization as a Indigenous will provide personal and historical insight enabling her to shed low self-worth and the deleterious effects of physical, mental, emotional and spiritual abuse. Spiritual We strive to empower abused Indigenous women at her level of need, awareness and experience with the spiritual life power, strength and truth available from knowing the Great Spirit in a personal sacred manner; respecting inner illumination as dynamic over religious doctrines and dogmas. Spiritual counselling (Christian, Indigenous spirituality, etc.) and the use of the power of prayer as taught by our Elders during crisis, dysfunction, death, divorce, grief, trauma and illness is and always has been a Support base to our meaningful and vital existence. We recognize, encourage and promote the full use of the spiritual gifts attained when in unity and immersion with the Great Spirit. We Support our sisters in accessing all forms of empowerment, not disregarding the greatest avenues of empowerment obtained in union with the great Spirit. Through the avenues of charity and love, we strive to enable abused women to rediscover self-worth and self-esteem. LETTER OF UNDERSTANDING #1 BETWEEN: AND IKWE-WIDDJIITWIN INC., in the City of Winnipeg, in the Province of Manitoba, hereinafter referred to as the “Employer, UNITED FOOD AND COMMERCIAL WORKERS UNION, LOCAL NO. 832, chartered by the United Food & Commercial Workers International Union, hereinafter referred to as the "Union". The parties agree when IKWE-WIDDJIITWIN Inc. is provided grant funding outside of IKWE’s core funding, for a position that would not be or take away any work from any member of the bargaining unit, the parties will meet to discuss the conditions surrounding the position, including but not limited to: • Job descriptionWage rateLength of term • Full time/part time or casual If it is deemed that if the position is...
Mental participants learnt how to correctly throw a lacrosse ball using the lacrosse stick, how to catch a ball correctly and how to scoop a ball off the ground. Was it a Success? Xxxxxxxx was a success, as some of the students who participated stayed the whole two hours and did not go to any other station at Fun Day. The students who were leaders were respectful of the younger students and enjoyed sharing their knowledge of lacrosse. One teacher even asked how we could play more lacrosse at the school next school year. Was it Successful? Yes, the project was successful, the older students from Middle School had a leadership opportunity, and the young students from the elementary school were respectful, well behaved and really enjoyed the opportunity to play lacrosse. Might of even had a few recruits for field lacrosse in the fall. A couple of students from Xxx Xxxxxxxxx’x class also helped out. Canoe Journey – On June 26, our school enjoyed an opportunity to take some students to experience paddling in a First Nations ocean going canoe. Three parents also came with their children, as well as our Child and Youth Care Worker, Xxxx Xxxxxxxx. How it Fits into the Medicine Wheel Physical – All people who participated in the canoe day were paddling in the ocean, helping to pack the canoe into the water, out of the water, and onto the canoe trailer. It was a very physically demanding day for the participants. Mental – Participants were able to learn about the structure of paddles and how they help move the water in an efficient way. They also learnt that working together paddling is the most important part of being out in the canoe. Was It Successful? Definitely a successful journey, all paddlers had to work together harmoniously, and all the participants had an opportunity to learn about a valuable First Nations tradition. An event to do again next year!  Paddles – Our Elder, Xxxxxx Xxxxxxx and xxxxxx, Xxxxxx Xxxx came to our school to work with a small group of boys creating paddles. Xxxxxx already cut out the form of the paddle, and the participants were able to paint them using traditional west coast designs and animal symbols. Xxxxxx Xxxx shaping the paddles in the woodshop room. Students planning out their designs for the paddles A finished paddle. How it fits into the Medicine Wheel Physical – participants were able to choose from a variety of different animal forms to create paintings on their paddles. Mental – Our Elder taught the participants the different s...
Mental. We wanted to mark a time in April’s life so that she knows that she needs to expect herself to act in a more mature fashion. Many people spoke up and gave April the encouragement she needed to make the transition from girl to young adult. Emotional – I have worked with April since elementary school, so it was very emotional for me as she is growing up into a lovely young lady. Xxxxx’s parents also felt deep emotion as they are accepting that she is going through some major changes in her life. Her support staff also felt very emotional, as they work closely with Xxxxx and support her through her changes at OMS. Was it Successful? A very successful ceremony! Gifts that we made included war bonnets, mini drums, dragonflies, paddles, sage bundles and cedar headbands. April wore her shawl that she started in elementary school with myself, and finished in middle school. The boys learned a Nuu Chah Nulth prayer song from Xxxxx Xxxxxxxxxx and the adults who work with Xxxxx at her school were able to bond with her in a positive way. Ideas for Next Year  More big sticks for the field lacrosse workshops at other schools.  Money set aside to buy butts for the lacrosse sticks, and tape, to tape them on so they don’t come off.  Another Canoe Journey, with more money set aside for food, as we barely had enough money to feed the 24 participants who came.  This year, the counselor and I decided that next year, we will sit down in the fall to decide on a gift to be given to all the new grade six’s coming into OMS. We can work on the gifts starting in October, so that by May we will have enough items made to give a gift to a new grade six student. Goal Fitting into the OMS Growth Plan One of our OMS school goals ties directly into this First Nations Cultural Program – it is:
Mental noise Stress impacts how people process information. In this model, stress can impede the line of communication [45; 46]. Negative dominance In the negative dominance model, negative and positive information is processed simultaneously, with negative information bearing more weight [45]. As such, the audience may pay more attention to negative information and this information may be retained longer [46]. Trust determination This model emphasises the essentialness of establishing trust in risk communication and how trusted groups may be able to communicate when the public are having trouble accepting information [46]. Once trust is formed, other goals can be achieved [45].
Mental. Space” and Reinterpretation The properdigestion’ of experiences due to forgetting has the added benefit of freeing up mental “space”. Such space should not be characterised in terms of storage or capacity;

Related to Mental

  • Illness injury, or pregnancy-related condition of a member of the employee’s immediate family where the employee’s presence is reasonably necessary for the health and welfare of the employee or affected family member;

  • Incapacity If the Administrator shall receive evidence satisfactory to it that a Participant or any Beneficiary entitled to receive any benefit under the Plan is, at the time when such benefit becomes payable, a minor, or is physically or mentally incompetent to receive such benefit and to give a valid release therefor, and that another person or an institution is then maintaining or has custody of the Participant or Beneficiary and that no guardian, committee or other representative of the estate of the Participant or Beneficiary shall have been duly appointed, a Participating Fund may make payment of such benefit otherwise payable to the Participant or Beneficiary to such other person or institution, including a custodian under a Uniform Transfers to Minors Act or corresponding legislation (who shall be an adult, a guardian of the minor or a trust company), and the release of such other person or institution shall be a valid and complete discharge for the payment of such benefit.

  • Sickness Any employee off duty on account of illness or injury may be re- quired to produce a doctor’s certificate indicating date(s) of all clini- cal assessments, current medical restrictions and fitness to resume (or not resume) to regular or alternate duties. For non-occupational in- jury or illness of 15 consecutive work days or more or when return- ing to work with medical restrictions after a non-occupational injury or illness of any length of time, the employee must submit written authorization from their physician to the Health Services Section prior to the return to work date providing the above information. The employee may be required to visit the Health Services Section for a Return To Work health assessment. To be eligible for SBA benefits, an employee will not be required to provide a medical note for the first five days of absence in each cal- endar year for sickness or injury. From April 22, 2005 until December 31, 2005, all bargaining unit members will not be required to provide a medical note for the first three days of absence for sickness or injury within that period. The Commission will delete SBA By-law no. 4 which states “[f]or the third and subsequent incidents of illness in a calendar year, the first day will be deducted”. Employees required to report to the Health Services Section for a periodic health assessment will have any loss of pay made up. Should a dispute arise between the employee’s physician and the Health Services Section as to fitness to resume (or not) their regular or other work, the employee shall be referred to an independent medical consultant mutually agreed upon by the Union and the Commission for an independent medical examination (IME), and the consultant’s opinion of the employee’s physical or mental condition shall be considered in the decision finally made as to the employee’s fitness to resume their regular or other work. In lodging an appeal from the Health Service’s original decision, the employee shall guar- xxxxx the payment of the consultant’s fee. Should the original deci- sion of the Health Services be revised, the Commission shall pay the consultant’s fee. Should the Health Service’s original decision be sustained, the consultant’s fee shall be paid by the employee. In all disputes respecting fitness for work (or not) on medical grounds, the independent medical assessment must be utilized before proceeding to arbitration. The letter of referral to the independent medical consultant shall be signed by a representative of Manage- ment and a representative of the Union and shall contain information provided by the employee’s own Physician as well as any other per- tinent information. It shall also direct the independent medical con- sultant to send to both the Health Services Section and the Union any report or correspondence concerning the employee or any matter arising out of the referral. The employee shall be required to sign a letter authorizing the foregoing. Should the independent medical consultant’s decision remain in dis- pute concerning the employee’s fitness for duties, no medical evi- dence concerning the employee’s diagnosis or prognosis other than that provided to the independent medical consultant shall be intro- duced at any arbitration hearing. Employees will be required to notify their Supervisor or Foreperson of their intention of returning to work the day before actually return- ing to work. Failure to comply with the above could result in the employee being assigned other duties. It is understood that no employee will be sent home on account of inability or failure to notify the Foreperson or Supervisor.

  • Illness or Disability If, because of Employee’s illness or other disability for a continuous period of more than 45 days, Employee is unable to render the services required by the Company as provided herein, the Company may terminate Employee’s employment hereunder by written notice to Employee at least 30 days in advance of such termination. Upon such termination Employee shall not be entitled to any further payments of any nature, except for payment of (a) any earned but unpaid Annual Base Salary, (b) any unpaid bonuses and (c) unreimbursed business expenses (collectively, “Payable Amounts”). All Payable Amounts shall become due and payable on the date of such termination.

  • Inability to Perform 27. This Lease and the obligation of Tenant to pay rent hereunder and perform all of the other covenants and agreements hereunder on part of Tenant to be performed shall in no wise be affected, impaired or excused because Owner is unable to fulfill any of its obligations under this lease or to supply or is delayed in supplying any service expressly or impliedly to be supplied or is unable to make, or is delayed in making any repair, additions, alterations or decorations or is unable to supply or is delayed in supplying any equipment or fixtures if Owner is prevented or delayed from so doing by reason of strike or labor troubles or any cause whatsoever including, but not limited to, government preemption in connection with a National Emergency or by reason of any rule, order or regulation of any department or subdivision thereof of any government agency or by reason of the conditions of supply and demand which have been or are affected by war or other emergency.

  • PSYCHOLOGICAL SERVICES Psychotherapy is not easily described in general statements. It varies depending on the personalities of the psychologist and patient, and the particular problems you are experiencing. There are many different methods I may use to deal with the problems that you hope to address. Psychotherapy is not like a medical doctor visit. Instead, it calls for a very active effort on your part. In order for the therapy to be most successful, you will have to work on things we talk about both during our sessions and at home. Psychotherapy can have benefits and risks. Since therapy often involves discussing unpleasant aspects of your life, you may experience uncomfortable feelings like sadness, guilt, anger, frustration, loneliness, and helplessness. On the other hand, psychotherapy has also been shown to have many benefits. Therapy often leads to better relationships, solutions to specific problems, and significant reductions in feelings of distress. But there are no guarantees of what you will experience. Our first few sessions will involve an evaluation of your needs. By the end of the evaluation, I will be able to offer you some first impressions of what our work will include and a treatment plan to follow, if you decide to continue with therapy. You should evaluate this information along with your own opinions of whether you feel comfortable working with me. Therapy involves a large commitment of time, money, and energy, so you should be very careful about the therapist you select. If you have questions about my procedures, we should discuss them whenever they arise. If your doubts persist, I will be happy to help you set up a meeting with another mental health professional for a second opinion.

  • Psychologists Psychologists hired by the Employer, with no prior years of experience as a school psychologist, teacher, or prior years of military service shall be placed on Step 1 of the salary schedule effective July 1, 1990. Credit for combined years of prior experience as a school psychologist, teacher, and active military service experience shall be allowed at a rate of one (1) year for each twelve (12) months of continuous service up to a maximum of eight (8) years, as per credit requirements in Salary guidelines. Retroactive to the 2000 – 2001 school year, for new school psychologists, credit for combined years of prior experience as a school psychologist, teacher, and active military service experience shall be allowed at a rate of one (1) year for each twelve

  • Disability If the Executive's employment is terminated by reason of the Executive's Disability during the Employment Period, this Agreement shall terminate without further obligations to the Executive, other than for payment of Accrued Obligations and the timely payment or provision of Other Benefits. Accrued Obligations shall be paid to the Executive in a lump sum in cash within 30 days of the Date of Termination. With respect to the provision of Other Benefits, the term Other Benefits as utilized in this Section 6(c) shall include, and the Executive shall be entitled after the Disability Effective Date to receive, disability and other benefits at least equal to the most favorable of those generally provided by the Company and its affiliated companies to disabled executives and/or their families in accordance with such plans, programs, practices and policies relating to disability, if any, as in effect generally with respect to other peer executives and their families at any time during the 120-day period immediately preceding the Effective Date or, if more favorable to the Executive and/or the Executive's family, as in effect at any time thereafter generally with respect to other peer executives of the Company and its affiliated companies and their families.

  • Family Illness (a) In the case of illness or hospitalization of a dependent child of an employee, and when no one at the employee's home other than the employee can provide for the needs of the ill child, the employee shall be entitled, after notifying their supervisor, to use up to a maximum of two days' paid leave at any one time for this purpose.

  • Permanent Disability Executive’s “Permanent Disability” shall be deemed to have occurred if Executive shall become physically or mentally incapacitated or disabled or otherwise unable fully to discharge his or her duties hereunder for a period of ninety (90) consecutive calendar days or for one hundred twenty (120) calendar days in any one hundred eighty (180) calendar-day period. The existence of Executive’s Permanent Disability shall be determined by the Company on the advice of a physician chosen by the Company and the Company reserves the right to have the Executive examined by a physician chosen by the Company at the Company’s expense.