2018 Program Support & Policies
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Placement of Children with Relatives
STATE STATUTES Current Through January 2018 WHAT’S INSIDE Placement of Children With Giving preference to relatives for out-of-home Relatives placements When a child is removed from the home and placed Approving relative in out-of-home care, relatives are the preferred placements resource because this placement type maintains the child’s connections with his or her family. In fact, in Placement of siblings order for states to receive federal payments for foster care and adoption assistance, federal law under title Adoption by relatives IV-E of the Social Security Act requires that they Summaries of state laws “consider giving preference to an adult relative over a nonrelated caregiver when determining a placement for a child, provided that the relative caregiver meets all relevant state child protection standards.”1 Title To find statute information for a IV-E further requires all states2 operating a title particular state, IV-E program to exercise due diligence to identify go to and provide notice to all grandparents, all parents of a sibling of the child, where such parent has legal https://www.childwelfare. gov/topics/systemwide/ custody of the sibling, and other adult relatives of the laws-policies/state/. child (including any other adult relatives suggested by the parents) that (1) the child has been or is being removed from the custody of his or her parents, (2) the options the relative has to participate in the care and placement of the child, and (3) the requirements to become a foster parent to the child.3 1 42 U.S.C. -
14-436 Statement of Adult Acting in Loco Parentis (As a Parent)
TANF/SFA FOR CHILDREN LIVING WITH UNRELATED ADULTS Statement of Adult Acting in Loco Parentis (as a Parent) Fill out this form if you are caring for a needy child you are not related to and you do not have court-ordered custody or guardianship of the child. SECTION 1. AGENCY INFORMATION (COMPLETED BY AGENCY STAFF ONLY) 1. COMMUNITY SERVICES OFFICE (CSO) 2. CASE MANAGER NAME 3. UNRELATED ADULT’S CLIENT ID NUMBER SECTION 2. INFORMATION ON ADULT CARING FOR THE CHILD (PLEASE PRINT CLEARLY) 4. LAST NAME 5. FIRST NAME 6. MIDDLE NAME 7. PHONE NUMBER (INCLUDE AREA CODE) ( ) 8. CURRENT ADDRESS (STREET, CITY, AND ZIP CODE) 9. PREVIOUS ADDRESS (STREET, CITY, AND ZIP CODE) SECTION 3. INFORMATION ON THE CHILD’S PARENTS (PLEASE PRINT CLEARLY) 10. NAME OF CHILD’S MOTHER 11. MOTHER’S PHONE NUMBER 12. MOTHER’S CURRENT OR LAST KNOWN ADDRESS ( ) 13. NAME OF CHILD’S FATHER 14. FATHER’S PHONE NUMBER 15. FATHER’S CURRENT OR LAST KNOWN ADDRESS ( ) SECTION 4. INFORMATION ABOUT YOUR RELATIONSHIP WITH THE CHILD (PLEASE PRINT CLEARLY) 16. Do you have permission from the child’s parents to care for the child? Yes No If yes, is it in w riting? Yes No 17. EXPLAIN HOW THE CHILD CAME TO LIVE WITH YOU 18. How long do you expect the child to live w ith you? 19. Are you planning to seek court-ordered custody or guardianship? Yes No SECTION 5. INFORMATION ABOUT THE CARE AND CONTROL OF A CHILD "In loco parentis" means in the place of a parent or instead of a We consider you as acting in loco parentis when: parent. -
Expanded Medical Leave Under the Families First Coronavirus
Expanded Medical Leave Under the Families First Coronavirus Response Act Recognizes that it takes a Village to Raise a Child By: Alison Smith, Partner in Kelley Kronenberg’s Fort Lauderdale office. By now, most employers are familiar with, and have had to implement, aspects of the Families First Coronavirus Response Act (“FFCRA”), (i.e., paid and/or family medical leave). Pursuant to the Emergency Family and Medical Leave Expansion Act (“EFMLA”), which as the name suggests, expands the Family and Medical Leave Act (“FMLA”), most employers with fewer than 500 employees are required to provide any employee who has worked for their company for at least 30 days, up to 12 weeks of job-protected leave. The first 10 days are unpaid (unless the employee requests paid sick leave or uses accrued leave time), and the remainder is paid for up to another 10 weeks (assuming the employee has not already used or exhausted FMLA leave for other qualifying reasons). Pay provided must be no less than two-thirds of the employee's regular rate, capped at $200 per day and $10,000 in the aggregate. This leave is specifically permitted so that the employee (who must not be able to work or telecommute), can provide child care for a son or daughter under the age of 18 if that child’s school or place of care is closed, or the childcare provider is unavailable due to a public health emergency (or, if the child is 18 years of age or older, has a mental or physical disability and is incapable of self-care because of that disability). -
On Your Own, but Not Alone a Handbook to Empower Florida Youth Leaving Foster Care
On Your Own, But Not Alone a handbook to empower florida youth leaving foster care By the bar-youth empowerment project of the american bar association with florida’s children first, inc. Copyright © 2008 American Bar Association ISBN 1-60442-460-5 ISBN 978-1-60442-460-7 None of the reproduced material may be sold or included as part of a for-profit transaction. The views expressed herein have not been approved by the House of Delegates or the Board of Governors of the American Bar Association and, accordingly, should not be construed as representing the policy of the American Bar Association, Casey Family Programs, or the Eckerd Family Foundation. Reprints encouraged with appropriate attri - bution. Youth illustrations and graphic design by Kimberly Ridge, Hasten Design Studio, Inc., Washington, DC. This publication was made possible in collaboration with Casey Family Programs, whose mission is to provide, improve – and ultimately prevent the need for – foster care. On Your Own, But Not Alone a handbook to empower florida youth leaving foster care By the bar-youth empowerment project of the american bar association with florida’s children first, inc. Table of Contents Acknowledgments . 1 How Do You Manage Your Money? . 17 Bank Accounts . 17 About This Handbook . 3 Credit Cards . 18 Budgeting Money . 19 How Can You Get Involved in Saving Money . 20 Your Community? . 5 Identity Theft . 20 Recreational Activities . 5 Volunteer Opportunities . 5 How Do You Find a Place to Live? . 22 Meet Former Foster Youth . 6 Foster or Group Home . 22 Advocate for Former Foster Youth . 6 Relatives and Friends . -
Standards of Practice for Pediatric Palliative Care Professional Development and Resource Series
STANDARDS OF PRACTICE FOR PEDIATRIC PALLIATIVE CARE PROFESSIONAL DEVELOPMENT AND RESOURCE SERIES STANDARDS OF PRACTICE FOR PEDIATRIC PALLIATIVE CARE PROFESSIONAL DEVELOPMENT AND RESOURCE SERIES STANDARDS OF PRACTICE FOR PEDIATRIC PALLIATIVE CARE PROFESSIONAL DEVELOPMENT AND RESOURCE SERIES ii Table of Contents 1 / Introduction 1 2 / What is Pediatric Palliative and Hospice Care? 3 3 / How Does Pediatric Palliative Care and Hospice Differ from Palliative Care and Hospice for Adults? 5 4 / Identifying Children for Pediatric Palliative Care and Hospice 7 5 / Clinical Excellence and Safety (PPC CES) 11 6 / Compliance with Laws and Regulations (CLR) 15 7 / Ethical Behavior and Consumer Rights (PPC EBR) 19 8 / Inclusion and Access (PPC IA) 25 9 / Organizational Excellence (PPC OE) 29 10 / Patient and Family-Centered Care (PPC PFC) 33 11 / Performance Measurement (PPC PM) 39 12 / Stewardship and Accountability (PPC SA) 43 13 / Workforce Excellence (PPC WE) 45 iii STANDARDS OF PRACTICE FOR PEDIATRIC PALLIATIVE CARE PROFESSIONAL DEVELOPMENT AND RESOURCE SERIES 1 / Introduction PROFESSIONAL DEVELOPMENT AND RESOURCE SERIES 1 Introduction / The palliative care and/or hospice interdisciplinary team provides family centered care that includes the child and family as one unit of care, respecting individual preferences, values, and cultural beliefs, with the child and family active in decision making regarding goals and plan of care. The family and caregivers have the right to be informed about the illness, potential treatments and outcomes. The family -
Families First Coronavirus Response Act (FFCRA) FAQS for the Child Care Qualifying Reason and Return to School
Families First Coronavirus Response Act (FFCRA) FAQS for the Child Care Qualifying Reason and Return to School H.R. 6201, the Families First Coronavirus Response Act (FFRCA), went into effect April 1, 2020 and will apply through December 31, 2020. In addition to other applicable leave available to state employees, H.R. 6201 provides eligible employees who are unable to work or telework due to certain qualifying reasons related to COVID-19 with a period of paid leave. Division E of the FFCRA, the “Emergency Paid Sick Leave Act” (EPSLA) entitles employees to take up to two weeks of paid sick leave for certain qualifying reasons. Also, Division C of the FFCRA, the “Emergency Family and Medical Leave Expansion Act” (EFMLA) permits eligible employees to take up to twelve weeks of expanded Family and Medical Leave for certain qualifying reasons. The law provides that employers who are health care providers or emergency responders may elect to exclude their employees from these provisions. Also, employers can exclude employees who are health care providers or emergency responders from these provisions even if the employer has not excluded its entire agency from the provisions. The qualifying childcare reason is when a person unable to work or telework because they are caring for their child whose school or place of care is closed (or childcare provider is unavailable) due to COVID-19 related reasons. 1. If an employee is home with their child because their school or place of care is closed, or childcare provider is unavailable, are they entitled to paid sick leave, expanded family and medical leave, or both—how do they interact? An employee may be eligible for both types of leave, but only for a total of twelve weeks of paid leave. -
Au Pair Childcare, of Course. It's More Flexible Than
Choosing Au pair childcare, of course. It’s more flexible than daycare and more theaffordable than right a nanny. childcare 11 important questions to ask yourself before making a decision. CULTURALCARE.COM © COPYRIGHT 2018, CULTURAL CARE AU PAIR Finding the right childcare provider for your children is a big decision. You want quality childcare that stimulates and nurtures your children, gives you peace of mind and doesn’t break the bank. We’ve listed the types of options that are available as well as 11 questions to ask yourself to help determine which one is the best fit for you. We recommend staying open to options you may never have considered before— you might be surprised to discover what kind of childcare works best for your family! Here are the childcare options widely available to American families: Center-based daycare Family daycare Au pair Childcare provided by a Childcare provided by A young adult from overseas who state-regulated center in a individuals in the providers’ own joins a family for up to two years group setting; individual home; required to have a state to provide childcare; all Cultural childcare workers’ education and health and safety license. Care au pairs are screened, training requirements vary by trained and American Heart setting and state. Association-certified in adult and pediatric CPR/AED and First Aid. Nanny Nanny share Family coverage An individual who cares for An individual who cares for Childcare provided by a family children in a family; may or children from more than one member like a grandparent or may not be formally trained. -
It's About Time: Parents Who Work Nonstandard Hours Face Child Care
IT’S ABOUT TIME! Parents Who Work Nonstandard Hours Face Child Care Challenges by Dionne Dobbins, Ph.D., Karen Lange, Catherine Gardey, Jen Bump, MA and Jacob Stewart Many companies expect workers — Working families face a huge challenge: finding quality, especially workers affordable child care for their children. That struggle is not new, but we’re seeing a societal shift that’s adding earning low-income— to to the challenge. Fewer Americans are working standard schedules, the traditional Monday through Friday, 8-hour be available on demand. workday. More people are working nonstandard hours That means parents (NSH) —nights, weekends, and irregular hours— and the current child care system fails to accommodate them.i need more than “day” Occupations requiring NSH are increasing in today’s care for their children. economy— the so-called 24/7 economy. Many retailers are open 24 hours a day and 7 days a week. News organizations Parents need child operate around the clock and technology allows people to work outside of normal office hours. The availability of care that aligns with child care during NSH must be addressed or the economy the realities they face, will feel the effects. If parents cannot find child care during these hours, they may leave or decide not to join the including child care that workforce and employers may be left short-staffed. The lack of quality child care during NSH threatens to affect our is available when they future workforce. have to work long hours This paper spotlights the need for child care during NSH. It begins with an overview and definition of NSH child or irregular schedules. -
FFCRA and Paid Leave to Care for a Child
Fact Sheet October 2020 | Job Quality Team FFCRA and Paid Leave to Care for a Child Across the country, schools and child care providers remain closed because of the COVID-19 pandemic. Parents are struggling to work, maintain their families’ economic security, and care for children who would normally be in child care or attending school.i This burden is acutely felt by women, single parents, women of color, families of color—particularly Black, Latinx, and American Indian and Alaska Native families—families with low incomes, and workers with unpredictable schedules.ii Recognizing the pandemic’s effect on children and their families, Congress created a temporary right in the Families First Coronavirus Response Act (FFCRA) to paid leave to care for a child whose school is closed or child care provider is unavailable because of COVID-19.iii This was the first time Congress required federal paid leave for private sector workers—an important initial step in ensuring workers paid low wages have access to these benefits during the COVID-19 pandemic. Along with other guidance and FAQs, the U.S. Department of Labor (DOL) recently issued a Revised Rule, interpreting the FFCRA.iv This fact sheet provides information from DOL’s Revised Rule and sub-regulatory guidance on working parents’ rights to COVID-related paid sick days and paid family leave to care for a child whose school is closed or child care provider is unavailable.v As recognized by a federal district judge, many of DOL’s interpretations of the FFCRA continue to significantly undermine the law’s purpose of providing crucial paid sick days and paid family leave to employees who need to care for themselves and others. -
The Role of Professional Child Care Providers in Preventing and Responding to Child Abuse and Neglect
CHILD ABUSE AND NEGLECT USER MANUAL SERIES U.S. Depanment of Health and Human Services Administration for Children and Families Administration on Children, Youth and Families Children's Bureau Office on Child Abuse and Neglect The Role of Professional Child Care Providers in Preventing and Responding to Child Abuse and Neglect Kathy Karageorge Rosemary Kendall 2008 U.S. Department of Health and Human Services Administration for Children and Families Administration on Children, Youth and Families ChildrenÊs Bureau Office on Child Abuse and Neglect Table of Contents PREFACE ......................................................................................................................................................1 ACKNOWLEDGMENTS ....................................................................................................................... 3 1. PURPOSE AND OVERVIEW....................................................................................................... 7 2. RECOGNIZING CHILD ABUSE OR NEGLECT ...................................................................... 9 Types of Maltreatment ..................................................................................................................10 Cultural Diff erences ......................................................................................................................18 3. REPORTING SUSPECTED CHILD ABUSE OR NEGLECT ................................................... 21 Legal Requirements ......................................................................................................................21 -
Nanny and Au Pair Fact Sheet
Nanny and Au Pair What is a Nanny? Nannies and other home-based childcarers are employed by you to provide care for children usually in your own home. They will fit in with unusual working hours, and work part time or even live in if required. Some Nannies may also agree to do additional jobs around the house such as cooking and washing. Most Nannies will have a recognised childcare qualification or nursery nurse training but note that this is not compulsory. Nannies can be provided through agencies that will carry out their own specific checks on their staff it is advisable to check with the agency what checks they do. This may include disclosure and barring checks (previously known as criminal records checks) and may stipulate a minimum qualification requirement and regular renewal of qualifications such as first aid. You should always ask for references from previous childcare roles. What is an Au Pair? Au pairs and other home-based childcarers are employed by you to provide care for children usually in your own home. They are usually single, young women from overseas. They come to the UK to study English, live with a family and help out in the home for a maximum of five hours a day. In exchange they must have two days off, and be provided with a weekly allowance (usually around £50-£150), meals and their own room. Au pairs are not registered or usually trained to work with children so are generally considered inappropriate to care for a young baby, but can be a good option when it comes to providing affordable after-school care. -
Understanding and Coping with Mitochondrial Disease
From the parents’ view … When we first heard that our daughter, Alexis, was diagnosed with Mitochondrial disease, we really didn't know what it was. We also learned that not too many people had heard of it before. Our daughter had many tests performed to reach the diagnosis of Mitochondrial disease. So once we received the news we were actually glad to finally have some answers. No parent wants their child to be ill, but we have learned to accept the disease and live with it on a day to day basis. We also learned that each person with Mitochondrial disease is affected differently by it. Alexis is severely affected by the disease, so each day with her is special. Meeting other children with Mitochondrial disease and their families have become a great support for us. We can relate to their daily struggles and if we need advice, they are there for us. My advice that I would give to others affected by Mitochondrial disease is to not give up. We can all fight this disease together. The hardest part sometimes is people not knowing enough about the disease. We really need to start educating people about it. Chris and Stephanie Understanding and coping with Mitochondrial disease A guide for parents The health care team at the Neuromuscular and Neurometabolic Centre wrote this book to answer some common questions about Mitochondrial disease. We hope that you will find it helpful. During your child’s care, you will meet the members of our team. We will work closely with you and your child to meet your needs.