SKILLS AND EMPLOYMENT Sample Clauses

SKILLS AND EMPLOYMENT. Skills (19+)
Sample 1Sample 2Sample 3
AutoNDA by SimpleDocs
SKILLS AND EMPLOYMENT. Local Employment Agreement Non-financial contributions comprising of: 7 Progression into Employment (unemployed under 6 months) 5 Progression into Employment (unemployed over 6 months) 12 Apprenticeships (min NQV Level 2) 17 Work Experience placements (min 10 days) 99 School/College/University site visits 89 School / College Workshops London Plan Policy E11 Barnet ‘Delivering Skills, Employment, Enterprise and Training from Development through S106’ (SEET) Necessary – London Plan policy E11 expects development proposals to support employment, skills development, apprenticeships, and other education and training opportunities in both construction and end-use phases. Xxxxxx’s SEET SPD identifies in Table 1 that the threshold of delivery for SEET requirements is a residential of mixed use development of 25+ units. The provision of SEET opportunities is essential to ensure that residents benefit from the job opportunities created by new developments across the borough Directly related – The obligation is related to the site Fair and reasonable – The requirements are directly proportionate to the construction costs of the site as provided by the appellant. The provisions of each requirement are calculated using Appendix B of the SEET SPD. Required Obligation Provision in agreement for delivery Policy Background CIL Compliance Reg.122 30% Local Labour 2 Local supplier requirements HIGHWAYS Control Parking Zone (CPZ) Contribution Contribution of £100,000 towards the review of the existing CPZ and implementation of CPZ extension if need demonstrated. Contributions to be sought in instalments: 1st Instalment - £15,000 for the initial survey 2nd Instalment - £40,000 for the design and consultations 3rd Instalment - £45,000 for implementation London Plan Policy T6 Barnet Local Plan Policy DM17 Necessary – The development proposes 120 car parking spaces at a ratio of 0.39 spaces. It is noted that census data for the local area suggest that approx. 50% of households own at least one car. Therefore, based on car ownership data it is anticipated that there shall be overspill parking demand as a result of the proposed development. The site is located on the edge and within a CPZ, there are roads in vicinity that do not have controls (particularly to the south). It is noted that the hours of control don’t necessarily cover the typical hours of peak residential parking demand. Therefore, the local amenity may not be suitably protected from the potential negative impacts of ...
Sample 1
SKILLS AND EMPLOYMENT. Where is the Liverpool City Region currently? The recent performance of the economy has made a significant contribution to accelerating the achievement of the Government‟s priorities and targets. However, persistently high levels of worklessness, concentrations of deprivation and low skills attainment present some significant challenges and barriers to closing the productivity gap and delivering social justice for all communities. In order to realise our vision as a thriving international City Region by 2020 we have to close the economic gap compared to the rest of the UK, with an estimated £2.6bn of the gap caused by the relatively lower scale of economic activity. Much of this inactivity is concentrated in neighbourhoods that have also experienced acute and long-term problems of multiple deprivation. Action on employability and skills is key to raising the GVA of the City Region as we can: raise the productivity of the employed workforce raise the employment and have more people in work There is a large variation in performance across the City Region. The central urban district of Liverpool has witnessed the fastest growing employment in the North West while nearby areas such as Wirral and Sefton have suffered falling employment. Given the sub-region‟s history of relatively low labour demand, the overall economic performance has been strong and the number of benefit claimants has been reduced. Disadvantaged groups have not all benefited to the same extent from the recent growth in jobs: The over 50s gap has narrowed but not as much as the UK; Black and racial minorities groups had closed the employment rate gap with the Merseyside average but this has recently opened up; The lone parent rate has been improving but is below the GB level; Disabled people have also been closing the gap but have still not reached 40% - a gap of almost 30% with Merseyside. The gap has also widened for people with low or no qualifications and this is a significant challenge for the City Region. The region has a significant number of residents with no qualifications, 175,200 people. The Xxxxxx review (2006) states that by 2020 95% of jobs will require an NVQ level 2 or equivalent and two thirds of jobs will require an NVQ level 3. For example, a quarter of Knowsley boroughs working age population in particular has no qualifications. If the City Region is to compete within the UK for jobs and attract investment it must address these severe levels of people with no qualifications...
Sample 1
SKILLS AND EMPLOYMENT. Complete lack of basic skills and very limited work history combined with skills and/or employment being a priority for the woman Expressing desire to work/train etc Has basic skills and/or previous work experience but expressing need for advice/support in getting work etc At risk of losing employment due to offending Health (includes mental and physical health) Emergency treatment required Medication run out (not collected prescription etc) No medication available on release from custody Not taking medication (for diagnosed illnesses both physical and mental) Emergency contraception Refusal to accept any health assistance (risk of harm to self and/or others) No appropriate health service available but need identified Ongoing support required for health issues Undiagnosed health issues Sexual health Need to register at GP Need to register with Dentist Preventative action required (diet, exercise, smoking etc)
Sample 1
SKILLS AND EMPLOYMENT. This Service Level agreement recognises that to achieve the outcomes required it is necessary to align the skills levels of unemployed residents and school leavers with labour market demand. Through this agreement Jobcentreplus and Thurrock Council will work collaboratively with Skills Providers, for instance South Essex College and Thurrock Adult Community College, to provide bespoke and timely skills training to meet employer demands.
Sample 1

Related to SKILLS AND EMPLOYMENT

  • Labor and Employment The Subrecipient shall comply with the labor standards in Section 110 of the Housing and Community Development Act of 1974, as amended and ensure that all laborers and mechanics employed by contractors or subcontractors in the performance of construction work financed in whole or in part with assistance received under this agreement shall be paid wages at rates not less than those prevailing on similar construction in the locality as determined by the Secretary of Labor in accordance with the Xxxxx- Xxxxx Act, as amended (40 U.S.C. 3141, et seq.), and 29 CFR part 1, 3, 5, 6, and 7, provided, that this requirement shall apply to the rehabilitation of residential property only if such property contains not less than 8 units. The Subrecipient agrees to comply with the Xxxxxxxx Anti- Kick Back Act (18 U.S.C. 874) and its implementing regulations of the U.S. Department of Labor at 29 CFR part 3 and part 5. The Subrecipient shall maintain documentation that demonstrates compliance with applicable hour and wage requirements. Such documentation shall be made available to the Grantee for review upon request.

  • TRAINING AND EMPLOYEE DEVELOPMENT 9.1 The Employer and the Union recognize the value and benefit of education and training designed to enhance an employee’s ability to perform their job duties. Training and employee development opportunities will be provided to employees in accordance with college/district policies and available resources.

  • Labor and Employment Matters (a) Except as set forth in Section 3.25 of the Company Disclosure Schedule, (i) there is no labor strike, material labor dispute, slowdown, stoppage or lockout actually pending, or, to the knowledge of the Company, threatened against the Company or any of its Subsidiaries, and during the past three years there has not been any such action, (ii) no labor organization claims to represent the employees of the Company or any of its Subsidiaries, (iii) neither the Company nor any of its Subsidiaries is a party to or bound by any collective bargaining or similar agreement governing terms and conditions of employment with any labor organization, (iv) none of the employees of the Company or any of its Subsidiaries is represented by any labor organization and the Company does not have any knowledge of any current organizing activities on behalf of any labor organization among the employees of the Company or any of its Subsidiaries, nor, to the knowledge of the Company, does any question concerning representation exist concerning such employees, (v) there is no pending, or to the knowledge of the Company, threatened material unfair labor practice charge or complaint against the Company or any of its Subsidiaries before the National Labor Relations Board or any similar state or foreign agency, (vi) there is no material grievance arising out of any collective bargaining agreement, (vii) no material charges with respect to or relating to the Company or any of its Subsidiaries are pending before the Equal Employment Opportunity Commission or any other agency responsible for the prevention of unlawful employment practices, (viii) neither the Company nor any of its Subsidiaries has received notice of the intent of any federal, state, local or foreign agency responsible for the enforcement of labor or employment laws to conduct an investigation with respect to or relating to the Company or any of its Subsidiaries and no such investigation is in progress, (ix) the Company has procedures in place for collecting information about employee eligibility on Form I-9, collects such information and follows applicable Laws governing U.S. citizenship in all material respects, and (x) there are no material complaints, lawsuits or other proceedings pending or, to the knowledge of the Company, threatened in any forum by or on behalf of any present or former employee of the Company or any of its Subsidiaries alleging breach of any express or implied contract of employment, any law or regulation governing employment or the termination thereof or other discriminatory, wrongful or tortious conduct in connection with the employment relationship.

  • Employment and Employee Benefits Matters SECTION 6.7 Directors’ and Officers’ Indemnification and Insurance *

  • NON-DISCRIMINATION IN HIRING AND EMPLOYMENT Competitive Supplier agrees to conduct its operations and activities under this ESA in accordance with all applicable state and federal laws regarding non-discrimination in hiring and employment of employees.

  • Officers and Employees (a) The day-to-day operational management of the Company may be exercised by such officers of the Company as may be appointed from time to time in accordance with this Section 4.3 (the “Officers”). The Managers may appoint such Officers as they may determine from time to time. The Officers, subject to the direction and control of the Managers, shall do all things and take all actions necessary to run the business of the Company. Each Officer shall have the powers and duties as may be prescribed to him or her by the Managers and, to the extent not so prescribed, as generally pertain to their respective offices. Each Officer shall hold office at the pleasure of the Managers. Each Officer shall serve until the earlier of his or her death, resignation or removal, and any Officer may be removed at any time, with or without cause, by the Managers. Any vacancy in any office shall also be filled by the Managers. Any Officer may resign at any time by delivering his or her written resignation to the Managers.

  • Labor and Employee Relations (i) (A) None of the employees of the Company or any of its Subsidiaries is represented in his or her capacity as an employee of such company by any labor organization; (B) neither the Company nor any of its Subsidiaries has recognized any labor organization nor has any labor organization been elected as the collective bargaining agent of any of their employees, nor has the Company or any of its Subsidiaries signed any collective bargaining agreement or union contract recognizing any labor organization as the bargaining agent of any of their employees; and (C) to the Knowledge of the Company, there is no active or current union organization activity involving the employees of the Company or any of its Subsidiaries, nor has there ever been union representation involving employees of the Company or any of its Subsidiaries.

  • Work Unit and Employees Covered (Detailed and specific description of department and employees covered.)

  • Loss of Seniority and Employment A Nurse shall lose both Seniority and employment in the event that:

  • Essential Personnel For a period of one year commencing on the effective date of this Agreement, the Adviser and the Fund agree that the retention of (i) the chief executive officer, president, chief financial officer and secretary of the Adviser and (ii) each director, officer and employee of the Adviser or any of its Affiliates (as defined in the Investment Company Act of 1940, as amended (the "1940 Act")) who serves as an officer of the Fund (each person referred to in (i) or (ii) hereinafter being referred to as an "Essential Person"), in his or her current capacities, is in the best interest of the Fund and the Fund's shareholders. In connection with the Adviser's acceptance of employment hereunder, the Adviser hereby agrees and covenants for itself and on behalf of its Affiliates that neither the Adviser nor any of its Affiliates shall make any material or significant personnel changes or replace or seek to replace any Essential Person or cause to be replaced any Essential Person, in each case without first informing the Board of Trustees of the Fund in a timely manner. In Addition, neither the Adviser nor any Affiliate of the Adviser shall change or seek to change or cause to be changed, in any material respect, the duties and responsibilities of any Essential Person, in each case without first informing the Board of Trustees of the Fund in a timely manner.

Time is Money Join Law Insider Premium to draft better contracts faster.