Cynulliad Cenedlaethol Cymru

Dangosir isod nifer y siwrneiau rhwng y cartref a Thŷ Hywel neu Barc Cathays am y cyfnod:

The Nation of Sanctuary plan has been developed through extensive cross-government working on the basis that all parts of the Welsh Government should be ensuring that schemes and initiatives are inclusive of those with protected characteristics, including refugees or asylum seekers. Accordingly, many of the actions in the plan reflect in-depth discussions about how existing funded schemes can be better aligned to the needs of these individuals.

In addition, however, there are some issues where existing budgets may not be able to respond to the needs of these individuals. Where this could be the case we have committed to exploratory actions in the plan, with a view to setting out recommendations to relevant Ministers on a case-by-case basis. I will provide an update to Members when the final plan is published later this year.

I can confirm that there is no minimum school size threshold for projects considered for 21st Century Schools and Education Programme investment.  However, projects must demonstrate that they are strategic, affordable, deliverable, aligned with Government objectives and value for money.

I met North Wales Tidal Energy in January 2017 to discuss the company’s tidal lagoon project off the North Wales coast.  The following September, the company also met with Welsh European Funding Office officials to explore the potential for EU Structural Funds to support some work around design development, supply chain mapping and an environmental study for the proposed tidal lagoon on the North Wales coastline.  However, an EU funding proposal was not progressed in this case. 

The scheme is very much at an early stage with significant steps required in understanding all its potential benefits and possible impacts.  We need to understand more about the possible coastal protection benefits the project could bring and encourage further learning on quantifying what these could be.  No funding has been provided to the company.  Last month, the company provided me with an up-date on the current status of the project and I have asked my officials to hold a further meeting with the company.  On the matter of tidal energy generation, we are currently considering the responses to the Welsh National Marine Plan which included a policy on tidal lagoons.

I met North Wales Tidal Energy in January 2017 to discuss the company’s tidal lagoon project off the North Wales coast.  The following September, the company also met with Welsh European Funding Office officials to explore the potential for EU Structural Funds to support some work around design development, supply chain mapping and an environmental study for the proposed tidal lagoon on the North Wales coastline.  However, an EU funding proposal was not progressed in this case. 

The scheme is very much at an early stage with significant steps required in understanding all its potential benefits and possible impacts.  We need to understand more about the possible coastal protection benefits the project could bring and encourage further learning on quantifying what these could be.  No funding has been provided to the company.  Last month, the company provided me with an up-date on the current status of the project and I have asked my officials to hold a further meeting with the company.  On the matter of tidal energy generation, we are currently considering the responses to the Welsh National Marine Plan which included a policy on tidal lagoons.

I met North Wales Tidal Energy in January 2017 to discuss the company’s tidal lagoon project off the North Wales coast.  The following September, the company also met with Welsh European Funding Office officials to explore the potential for EU Structural Funds to support some work around design development, supply chain mapping and an environmental study for the proposed tidal lagoon on the North Wales coastline.  However, an EU funding proposal was not progressed in this case. 

The scheme is very much at an early stage with significant steps required in understanding all its potential benefits and possible impacts.  We need to understand more about the possible coastal protection benefits the project could bring and encourage further learning on quantifying what these could be.  No funding has been provided to the company.  Last month, the company provided me with an up-date on the current status of the project and I have asked my officials to hold a further meeting with the company.  On the matter of tidal energy generation, we are currently considering the responses to the Welsh National Marine Plan which included a policy on tidal lagoons.

I met North Wales Tidal Energy in January 2017 to discuss the company’s tidal lagoon project off the North Wales coast.  The following September, the company also met with Welsh European Funding Office officials to explore the potential for EU Structural Funds to support some work around design development, supply chain mapping and an environmental study for the proposed tidal lagoon on the North Wales coastline.  However, an EU funding proposal was not progressed in this case. 

The scheme is very much at an early stage with significant steps required in understanding all its potential benefits and possible impacts.  We need to understand more about the possible coastal protection benefits the project could bring and encourage further learning on quantifying what these could be.  No funding has been provided to the company.  Last month, the company provided me with an up-date on the current status of the project and I have asked my officials to hold a further meeting with the company.  On the matter of tidal energy generation, we are currently considering the responses to the Welsh National Marine Plan which included a policy on tidal lagoons.

Darparodd Llywodraeth Cymru £3.2m yn 2017-18 tug at gostau rhedeg y gwasanaeth Cyflym rhwng y Gogledd a’r De sy’n cynnwys darparu dosbarth busnes.

Ymateb o sylwedd 

Ymateb o sylwedd

Our first duty has to be to protect the individual experiencing abuse.  Any individual who has concerns that someone is at risk of abuse or neglect must report their concerns to their local authority social services department or the police.  Contact information is available on local authorities’ websites and on DEWIS Cymru (https://www.dewis.wales/home).

Equally, any employee who is subject to attack or inappropriate behaviour should report those to the police.  Employers are responsible for complying with employment law, including protecting their staff from all forms of abuse and harm and ensuring staff know how and to whom they can report their concerns. 

Where the concerns relate to the individual’s ability to manage their responsibilities through a direct payment, the local authority should also be informed so that they can satisfy themselves that the individual  is capable of managing the direct payments arrangements and that their needs and outcomes are being met. 

Anyone who has eligible care and support needs and chooses to manage those needs through a direct payment can do so.  This can be wholly alternative to, or alongside, services commissioned by a local authority.  Where someone lacks capacity, a suitable person can be appointed to manage the arrangements on their behalf. 

These rights and entitlements are set out in the Social Services and Well-being (Wales) Act 2014 and the associated regulations and codes of practice and available in every local authority in Wales.  The specific code of practice on meeting needs requires local authorities to support direct payment recipients to address risks and to be compliant with health and safety requirements.

There are a number of direct payment support services and organisations in Wales which provide a range of employment-related functions to help individuals manage their direct payments.  These can range from simple management of the funding, risk and staff management to the discharge of more detailed and complex employer responsibilities.  A number of local authorities provide support services through in-house arrangements but individuals can also choose to engage one of the external agencies or manage the arrangements entirely on their own.  The level of choice and control is a matter for the individual themselves.   

A dedicated employer toolkit for employers of personal assistants is available on the Social Care Wales website which covers a wide variety of core responsibilities of employers and employees including the responsibilities of the Arbitration, Conciliation and Advisory Service: http://www.paemployertoolkit.wales/.

Our first duty has to be to protect the individual experiencing abuse.  Any individual who has concerns that someone is at risk of abuse or neglect must report their concerns to their local authority social services department or the police.  Contact information is available on local authorities’ websites and on DEWIS Cymru (https://www.dewis.wales/home).

Equally, any employee who is subject to attack or inappropriate behaviour should report those to the police.  Employers are responsible for complying with employment law, including protecting their staff from all forms of abuse and harm and ensuring staff know how and to whom they can report their concerns. 

Where the concerns relate to the individual’s ability to manage their responsibilities through a direct payment, the local authority should also be informed so that they can satisfy themselves that the individual  is capable of managing the direct payments arrangements and that their needs and outcomes are being met. 

Anyone who has eligible care and support needs and chooses to manage those needs through a direct payment can do so.  This can be wholly alternative to, or alongside, services commissioned by a local authority.  Where someone lacks capacity, a suitable person can be appointed to manage the arrangements on their behalf. 

These rights and entitlements are set out in the Social Services and Well-being (Wales) Act 2014 and the associated regulations and codes of practice and available in every local authority in Wales.  The specific code of practice on meeting needs requires local authorities to support direct payment recipients to address risks and to be compliant with health and safety requirements.

There are a number of direct payment support services and organisations in Wales which provide a range of employment-related functions to help individuals manage their direct payments.  These can range from simple management of the funding, risk and staff management to the discharge of more detailed and complex employer responsibilities.  A number of local authorities provide support services through in-house arrangements but individuals can also choose to engage one of the external agencies or manage the arrangements entirely on their own.  The level of choice and control is a matter for the individual themselves.   

A dedicated employer toolkit for employers of personal assistants is available on the Social Care Wales website which covers a wide variety of core responsibilities of employers and employees including the responsibilities of the Arbitration, Conciliation and Advisory Service: http://www.paemployertoolkit.wales/.

Our first duty has to be to protect the individual experiencing abuse.  Any individual who has concerns that someone is at risk of abuse or neglect must report their concerns to their local authority social services department or the police.  Contact information is available on local authorities’ websites and on DEWIS Cymru (https://www.dewis.wales/home).

Equally, any employee who is subject to attack or inappropriate behaviour should report those to the police.  Employers are responsible for complying with employment law, including protecting their staff from all forms of abuse and harm and ensuring staff know how and to whom they can report their concerns. 

Where the concerns relate to the individual’s ability to manage their responsibilities through a direct payment, the local authority should also be informed so that they can satisfy themselves that the individual  is capable of managing the direct payments arrangements and that their needs and outcomes are being met. 

Anyone who has eligible care and support needs and chooses to manage those needs through a direct payment can do so.  This can be wholly alternative to, or alongside, services commissioned by a local authority.  Where someone lacks capacity, a suitable person can be appointed to manage the arrangements on their behalf. 

These rights and entitlements are set out in the Social Services and Well-being (Wales) Act 2014 and the associated regulations and codes of practice and available in every local authority in Wales.  The specific code of practice on meeting needs requires local authorities to support direct payment recipients to address risks and to be compliant with health and safety requirements.

There are a number of direct payment support services and organisations in Wales which provide a range of employment-related functions to help individuals manage their direct payments.  These can range from simple management of the funding, risk and staff management to the discharge of more detailed and complex employer responsibilities.  A number of local authorities provide support services through in-house arrangements but individuals can also choose to engage one of the external agencies or manage the arrangements entirely on their own.  The level of choice and control is a matter for the individual themselves.   

A dedicated employer toolkit for employers of personal assistants is available on the Social Care Wales website which covers a wide variety of core responsibilities of employers and employees including the responsibilities of the Arbitration, Conciliation and Advisory Service: http://www.paemployertoolkit.wales/.

Our first duty has to be to protect the individual experiencing abuse.  Any individual who has concerns that someone is at risk of abuse or neglect must report their concerns to their local authority social services department or the police.  Contact information is available on local authorities’ websites and on DEWIS Cymru (https://www.dewis.wales/home).

Equally, any employee who is subject to attack or inappropriate behaviour should report those to the police.  Employers are responsible for complying with employment law, including protecting their staff from all forms of abuse and harm and ensuring staff know how and to whom they can report their concerns. 

Where the concerns relate to the individual’s ability to manage their responsibilities through a direct payment, the local authority should also be informed so that they can satisfy themselves that the individual  is capable of managing the direct payments arrangements and that their needs and outcomes are being met. 

Anyone who has eligible care and support needs and chooses to manage those needs through a direct payment can do so.  This can be wholly alternative to, or alongside, services commissioned by a local authority.  Where someone lacks capacity, a suitable person can be appointed to manage the arrangements on their behalf. 

These rights and entitlements are set out in the Social Services and Well-being (Wales) Act 2014 and the associated regulations and codes of practice and available in every local authority in Wales.  The specific code of practice on meeting needs requires local authorities to support direct payment recipients to address risks and to be compliant with health and safety requirements.

There are a number of direct payment support services and organisations in Wales which provide a range of employment-related functions to help individuals manage their direct payments.  These can range from simple management of the funding, risk and staff management to the discharge of more detailed and complex employer responsibilities.  A number of local authorities provide support services through in-house arrangements but individuals can also choose to engage one of the external agencies or manage the arrangements entirely on their own.  The level of choice and control is a matter for the individual themselves.   

A dedicated employer toolkit for employers of personal assistants is available on the Social Care Wales website which covers a wide variety of core responsibilities of employers and employees including the responsibilities of the Arbitration, Conciliation and Advisory Service: http://www.paemployertoolkit.wales/.

Our first duty has to be to protect the individual experiencing abuse.  Any individual who has concerns that someone is at risk of abuse or neglect must report their concerns to their local authority social services department or the police.  Contact information is available on local authorities’ websites and on DEWIS Cymru (https://www.dewis.wales/home).

Equally, any employee who is subject to attack or inappropriate behaviour should report those to the police.  Employers are responsible for complying with employment law, including protecting their staff from all forms of abuse and harm and ensuring staff know how and to whom they can report their concerns. 

Where the concerns relate to the individual’s ability to manage their responsibilities through a direct payment, the local authority should also be informed so that they can satisfy themselves that the individual  is capable of managing the direct payments arrangements and that their needs and outcomes are being met. 

Anyone who has eligible care and support needs and chooses to manage those needs through a direct payment can do so.  This can be wholly alternative to, or alongside, services commissioned by a local authority.  Where someone lacks capacity, a suitable person can be appointed to manage the arrangements on their behalf. 

These rights and entitlements are set out in the Social Services and Well-being (Wales) Act 2014 and the associated regulations and codes of practice and available in every local authority in Wales.  The specific code of practice on meeting needs requires local authorities to support direct payment recipients to address risks and to be compliant with health and safety requirements.

There are a number of direct payment support services and organisations in Wales which provide a range of employment-related functions to help individuals manage their direct payments.  These can range from simple management of the funding, risk and staff management to the discharge of more detailed and complex employer responsibilities.  A number of local authorities provide support services through in-house arrangements but individuals can also choose to engage one of the external agencies or manage the arrangements entirely on their own.  The level of choice and control is a matter for the individual themselves.   

A dedicated employer toolkit for employers of personal assistants is available on the Social Care Wales website which covers a wide variety of core responsibilities of employers and employees including the responsibilities of the Arbitration, Conciliation and Advisory Service: http://www.paemployertoolkit.wales/.

Following the winter storms of 2013/14, Conwy County Borough Council carried out emergency works to Llandudno North Shore in order to protect the town from the risk of coastal flooding.

All Flood and Coastal Erosion Risk Management Schemes require ongoing maintenance and management in order to function properly and sustain the intended standard of protection.