Behaviour Management Policy Sample Clauses

Behaviour Management Policy. I acknowledge I have read and understood each of these documents, and that I am bound by their terms, and I will continue to be bound by the Terms and Conditions of Enrolment as they may be amended from time to time and re-published accordingly by the College.
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Behaviour Management Policy. 6.1 Behavior management policy approved by SPEA Schools strive to offer all their students a hazard free and emotionally safe environment in which they can achieve their full academic and personal potential. The school has a zero-tolerance policy for bullying in all its forms. Bullying is the intentional and deliberate intimidation of another person through emotional, physical, psychological and/or cyber means. Instances of proven and intentional bullying may result in immediate expulsion of the aggressor from the school. The matter will be referred to SPEA for ratification. Aligned with the above, the school will not tolerate any form of defamation or intentional harm practiced through social media forums. Parents and students in all grade levels using any social media forum must, at all times, demonstrate respect for the members of the school community (including all students and personnel) Parents and students must not breach confidentiality, defame or make threats to any person in the school community; Instances of proven and intentional breach of the above will result in sanctions that may include suspension from the school. At BIPs we follow the student behaviour management policy of 2018 regulation for the behaviour of students and the 2020 Distance Learning update: 6.2 Behavior management policy approved by the school Alongside the By Law of Conduct we use a 4 Stage process for students to rectify their behaviour before it escalates. This involves: • Verbal Warning • Name on the board • Name crossed off (documented) • Removal by Supervisor (documented) Within the first 2 stages the student can change their behaviour and the incident will not be documented. 6.2.1 Classroom learning Please see point 6.2
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Behaviour Management Policy. I acknowledge I have read and understood each of these documents, and that I am bound
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Behaviour Management Policy. 9.1 A child may not endanger him/herself or any other child attending the Centre. 9.2 A child may not intrude on others working or play space by using threatening or aggressive behaviors. 9.3 A child may not destroy property. 9.4 MAEC & CDC staff reserve the right to have parents remove their child from the CDC for physical or verbal abuse towards any children or staff if all other behavior management procedures have failed.
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Behaviour Management Policy. St Brendan’s Before & After School Club uses effective behaviour management strategies to promote the welfare and enjoyment of children attending the Club. Working in partnership with parents, we aim to manage behaviour using clear, consistent and positive strategies. The Club rules are clearly displayed at every session, and are discussed regularly.
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Behaviour Management Policy. I acknowledge I have read and understood each of these documents, and that I am bound by their terms, and I will continue to be bound by the Terms and Conditions of Enrolment as they may be amended from time to time and re-published accordingly by the College. Signature _ _ Date I, _ _[com plete full name of parent 2], agree to the terms of the: (a) Terms and Conditions of Enrolment; and (b) Enrolment Policy; and (c) Parent Code of Conduct; and (d) Fee Collection Policy; and (e) Business Terms as published on the College website; and
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Behaviour Management Policy. 6.1. Behaviour Management Policy Approved by SPEA: 6.2. Behaviour Management Policy Approved by the School: 6.2.1 Classroom Learning (Face to Face): The responsibilities of the school include: The responsibilities of the parents include: Attendance and punctuality. In case of repeated tardiness and absenteeism the following applies:
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Behaviour Management Policy. The Manager and relevant members of staff from the Nursery School will work closely with a Parent to address any behavioural concerns and will, as appropriate, take advice from the Surrey County Council Early Years Advisor to discuss the options available. It is the responsibility of the Parent to support the Nursery School and other external authorities to address any behavioural concerns. If in the reasonable opinion of the Manager and with reference to advice from the Surrey County Council Early Years Advisor and other external authorities it is considered that the continued presence of a child is detrimental to the health, safety or well-being of the child, other children, or members of staff, the Nursery School reserves the right to suspend and/or terminate care of a child. The Admissions and Settling In policy sets out our approach to settling in a child in the Nursery School during the first week. Each child is allocated a Key Worker, who will act as the primary point of contact for a Parent. Informal conversations between a Key Worker and a Parent are normal during the week at drop-off and or pick-up times. Formal reports are issued at the end of the academic year, and a formal one to one meeting will be held with a Parent at the end of each academic term. For all new children, a Starter Report will be compiled over the first four weeks to assess a child’s development and to identify any potential special educational needs. It is now an EYFS requirement that when a child is aged between two and three, nursery school practitioners must review their progress as part of the 27-month health review. The EYFS also states that “Practitioners should encourage parents and/or carers to share information from the progress check with other relevant professionals, including their health visitor and the staff of any new provision the child may transfer to”. As part of our Open-Door policy, a Parent is free to request an appointment with their child’s key worker at any time during the academic year. It is the responsibility of a Parent to immediately raise any concerns regarding the services provided by the Nursery School, with either 1) a child's Key Worker or 2) a Manager or Deputy Manager of the Nursery School. A written formal complaint from a Parent will be addressed with reference to the Complaints policy.
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Related to Behaviour Management Policy

  • SPAM POLICY You are strictly prohibited from using the Website or any of the Company's Services for illegal spam activities, including gathering email addresses and personal information from others or sending any mass commercial emails.

  • Employment Policies The employment relationship between the parties shall also be governed by the general employment policies and practices of the Company, including those relating to protection of confidential information and assignment of inventions, except that when the terms of this Agreement differ from or are in conflict with the Company’s general employment policies or practices, this Agreement shall control.

  • Harassment Policy It is the policy of CUPE as an Employer to ensure that the working environment is conducive to the performance of work and is such that employees are not hindered from carrying out their responsibilities. The Employer considers harassment in the work force to be a totally unacceptable form of intimidation and will not tolerate its occurrence. The Employer will ensure that victims of harassment are able to register complaints without reprisal. Harassment is a form of discrimination and includes personal harassment. Harassment shall be defined as any improper behaviour by a person which is offensive to any employee and which that person knows or ought reasonably to have known would be inappropriate or unwelcome. It comprises objectionable conduct, comment or display made on either a one-time or continuous basis that demeans, belittles or causes personal humiliation or embarrassment to an employee. The parties to this Agreement will work together to ensure that all employees, and CUPE members understand their personal responsibility to promote a harassment-free working environment. Appendix “U”, herein below shall be followed respecting matters referred to directly herein.

  • EMPLOYMENT POLICY 5.01 The Union and the Employer will cooperate in maintaining a desirable and competent labour force. The Employer will notify the Union of manpower requirements giving as much prior notice as possible. The Union will provide a list of manpower available. The Employer at its discretion may hire employees so listed or from other sources. 5.02 The Employer has the right to hire new employees as needed, provided that no new employee(s) will be hired while there are qualified, available employees who are laid off due to lack of work. An employee hired for a specific project outside the free travel zone shall be deemed as a local hire and will not be entitled to paid travel time or related expenses while working on that project. 5.03 To assist in the efficient placement of appropriately skilled members it is agreed that the Employer will inform the Union Office of members who are laid off and when employees are hired whether from the Union list or from another source. Laid off members are also required to notify the Union of their status. 5.04 New employees shall serve a probationary period of ninety (90) calendar days (3 months). During the probationary period, the Employer may terminate a probationary employee at its sole discretion provided it is not motivated by bad faith. Probationary employees are covered by the Agreement, excepting those provisions which specifically exclude such employees. During probation, all terms and conditions of the Collective Agreement apply amended as follows: a. A probationary employee who is a licensed journeyman may be paid one dollar and fifty cents ($1.50) less than the journeyman rate during the probation unless the parties agree otherwise or where the employee is hired through the Union’s Employment Assistance Service. b. Probationary apprentices shall be paid a percentage of the journeyman probationary rate during probation unless the parties agree otherwise or where the employee is hired through the Union’s Employment Assistance Service. 5.05 The Employer may contract out electrical work provided it does not result in the layoff of electricians in the bargaining unit.

  • Safety Policy The City agrees to maintain in safe working condition all facilities and equipment furnished by the City to carry out the duties of each bargaining unit position, but reserves the right to determine what those facilities and equipment shall be. The Association agrees to work cooperatively in maintaining safety in the Xenia/Xxxxxx Central Communications Center.

  • Investment Policy Investment objectives, policies and other restrictions for the management of the Investment Assets, including requirements as to diversification, are set forth in Exhibit A to this Agreement. The Sub-Advisor must discharge its duties hereunder in accordance with Exhibit A as revised or supplemented in separate written instructions provided from time to time by the Advisor or the Fund’s Board of Directors.

  • Management; Community Policies Owner may retain employees and management agents from time to time to manage the Property, and Owner’s agent may retain other employees or contractors. Resident, on behalf of himself or herself and his or her Guests, agrees to comply fully with all directions from Owner and its employees and agents, and the rules and regulations (including all amendments and additions thereto, except those that substantially modify the Resident’s bargain and to which Resident timely objects) as contained in this Agreement and the Community Policies of the Property. The Community Policies are available at xxxxx://xxxxxxxxxxxxxx.xxx/policies.pdf or on request from the management office and are considered part of this Agreement.

  • Enterprise Information Management Standards Grantee shall conform to HHS standards for data management as described by the policies of the HHS Office of Data, Analytics, and Performance. These include, but are not limited to, standards for documentation and communication of data models, metadata, and other data definition methods that are required by HHS for ongoing data governance, strategic portfolio analysis, interoperability planning, and valuation of HHS System data assets.

  • Investment Policies The Borrower is in compliance in all material respects with the Investment Policies.

  • Management Plan The Management Plan is the description and definition of the phasing, sequencing and timing of the major Individual Project activities for design, construction procurement, construction and occupancy as described in the IPPA.

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