Early Leavers Sample Clauses

POPULAR SAMPLE Copied 1 times
Early Leavers. If a child leaves a setting before the end of a term the child’s record should be amended to reflect this via the Provider Portal. If the Provider Portal has closed an Early Leaver Form should be completed and emailed to the FIS team. Each Spring Term Childcare Providers are required to submit mandatory data to the DfE via Solihull Council about their childcare service. This data results in Solihull Council receiving the Early Years Funding budget for the following financial year. The data is also used by the DfE to inform their policy makers. Failure to provide this information to Solihull Council will result in payment of Early Education Funding to be withheld. The DfE Eligibility Checking System (ECS) is used to ascertain the validity of codes issued by HMRC to give families access to free childcare where they meet the set criteria. This is the terms and conditions of Early Education Funding in Solihull and explains the expectations of Solihull Council and Solihull Childcare Providers. Childcare Providers must adhere to guidance within the agreement to receive EEF payments and remain on the register of EEF settings. FIS will refresh eligibility codes in the Provider Portal 5 times a year so that Childcare Providers will see the latest code information on a child’s record on their Headcount Claim.
View SourceView Similar (3)
Early Leavers. Benefits vest immediately. The invested capital will continue to grow in line with investment returns over the period from leaving to retirement. The employee may chose to continue the policy on an individual basis or transfer the accumulated value to the new employers pension plan. Upon leaving the death in service and disability cover will lapse. The employee may however, elect to convert his capital to a form with restitution on death.
View Source
Early Leavers. 25. Notice about early leaving must be sent in writing to the Head of School or Head of Admissions, at least 30 days in advance of the leaving date to ensure paperwork can be completed. 26. You must complete a respective withdrawal form and return this to the Head of School or Head of Admissions. 27. Refunds will be given in line with the table below. August 1st to October 31st 30 days 60% November 1st to January 31st 30 days 30% February 1st to April 8th 30 days 10% April 9th to final day of school 30 days No refund 28. If for any reason, upon leaving, you have paid less than the amount owed according to the refund schedule, you will be required to pay the remaining amount. 29. No student records will be released until all outstanding payments are settled. 30. In cases where students are suspended or dismissed for unsatisfactory conduct or academic progress, the school reserves the right to withhold any refund of tuition or fees. 31. In the event of force majeure, which causes a student or students to withdraw from the school or otherwise miss regularly scheduled school days, tuition fees already paid for the school year will not be refunded. 32. Force majeure is defined as an event such as an act of God, accident, fire, flood, war, riot, civil unrest, act of terrorism, chemical or biological contamination, strikes, industrial disputes, outbreak of epidemic or pandemic of disease, extreme weather, construction/facility defects, cyber-attack, compliance with any law or governmental order, rule, regulation or direction (including that of a local authority), failure of utility service or transportation, that cannot be reasonably anticipated or controlled by the school. 33. You accept that all fees are non-refundable. Only the school deposit is refundable if all outstanding amounts are settled. 34. No refund of fees can be made for absence due to illness or any other causes. 35. The school will use its reasonable efforts to provide alternative teaching if the school is required to close for any reason, including by means of remote learning.
View Source

Related to Early Leavers

  • Family Leave 1. An Appointing Authority shall grant to a full time or part time employee who has completed his/her probationary period, or if there is no such probationary period, has been employed for at least three consecutive months, an unpaid leave of absence for up to twenty-six (26) weeks in conjunction with the birth, adoption or placement of a child as long as the leave concludes within twelve (12) months following the birth or placement. The ability to take leave ceases when a ▇▇▇▇▇▇ placement ceases unless the need for additional leave is directly connected to the previous placemen 2. New employees who have completed six full months of employment but remain within their probationary period may request the appointing authority to waive their remaining wait time for FMLA. Such request shall include submission of satisfactory medical evidence that demonstrates either a.) an existing catastrophic illness; or b.) a problematic pregnancy that prevents the employee from being able to perform the functions of her position. Any leave granted under this waiver will be charged against the employee’s FMLA leave as described in this section. The remaining rights and obligations under Section 8 shall apply. 3. At least thirty (30) days in advance, the employee shall submit to the Appointing Authority a written notice of his/her intent to take such leave and the dates and expected duration of such leave. If thirty (30) days notice is not possible, the employee shall give notice as soon as practicable. The employee shall provide upon request by the Appointing Authority proof of the birth or placement or adoption of a child. 4. If an employee has accrued sick leave, personal leave, compensatory leave, or vacation credits at the commencement of his/her family leave, the employee may use such leave credits for which s/he may be eligible under the sick leave, personal leave or vacation provisions of this Agreement. The Appointing Authority may, in his/her discretion, assign an employee to temporarily backfill for an employee who is on family leave. Such assignment may not be subject to the grievance procedure. 5. At the expiration of the family leave, the employee shall be returned to the same or equivalent position with the same status, pay and length of service credit as of the date of his/her leave. If during the period of the leave, employees in an equivalent position have been laid off through no fault of their own, the employee will be extended the same rights or benefits, if any, extended to employees of equal length of service in the equivalent position in the department. 6. Employees taking an unpaid leave of absence under this provision will accrue sick and vacation leave benefits only for the first eight (8) weeks of such unpaid leave. Notwithstanding any other provision of the Agreement to the contrary, the family leave granted under this Article shall not affect the employee's right to receive any contractual benefits for which s/he was eligible at the time of his/her leave. 7. During the time an employee is on family leave, the employee shall be entitled to group health insurance coverage benefits on the same terms and conditions in effect at the time the leave began, provided the employee continues to pay the required employee share of premium while on leave. If the employee fails to return from leave, the Commonwealth may recover, as provided under FMLA, the cost it incurred in maintaining insurance coverage under its group health plan for the duration of the employee's leave.

  • Vacations; Leave The Employee shall be entitled to annual paid vacation in accordance with the policies established by the Board of Directors for executive employees and to voluntary leave of absence, with or without pay, from time to time at such times and upon such conditions as the Board of Directors may determine in its discretion.

  • Paternity Leave 7.4.6(a) An employee will provide to the employer at least ten weeks prior to each proposed period of paternity leave, with:

  • Disability Leave a. An employee who has suffered possible injury in the performance of assigned duties shall immediately undergo such medical examination as the appointing authority deems necessary. He or she shall not be considered absent from duty during the time required for such examination. b. A regular employee who is unable to perform any appropriate work assignment because of disability incurred in the performance of assigned duties shall be entitled to the following disability leave benefits, in addition to those provided pursuant to the California Worker's Compensation Insurance Act. (1) During any period of disability for which payment is not provided under Worker's Compensation Insurance, the employee shall be placed on disability leave with pay to the extent of any leave with pay which he or she has accrued. Such disability leave with pay shall be charged against the employee's accrued leave with pay. (2) During any period of disability for which payment is provided under Worker's Compensation Insurance, the employee shall elect either: (a) Retain any Workers' Compensation Benefits received during the pay period and receive full pay. The employee shall use their accrued sick leave, vacation CTO and HIL on an hour- for-hour basis to cover all hours the employee is absent from duty due to the work-related disability during the applicable pay period. Or, (b) Retain any Workers' Compensation Benefits received during the pay period and receive a partial paycheck in an amount so that the partial pay and the Workers' Compensation Benefits added together are equivalent to the employee's full pay. The employee shall use their accrued sick leave, vacation, CTO, and HIL in an amount equal to one-half of the number of hours the employee was absent from work during the pay period due to the work-related disability. If, however, the amount of the Workers' Compensation Benefits is subtracted from the employee's full pay for the time off due to the disability, and the remainder is less than one-half of the amount of such full pay, then only the number of leave balance hours necessary to equal that remainder shall be charged. (3) The choice of either (2)(a) or (2)(b) above shall be an irrevocable choice for the duration of the disability leave resulting from the work- related injury. However, if the employee returns to work for a period of at least thirty (30) calendar days, the employee may again elect to choose either option b.(2)(a) or b.(2)(b) for any subsequent disability leave taken as a result of (or relating to) the same injury. c. All disability leave provisions of this section shall terminate when the employee uses all accrued sick leave, vacation, CTO or HIL balances, or upon the date of the employee's recovery from disability, receipt of permanent disability under Workers' Compensation Insurance, retirement, termination from County employment, or death.

  • Maternity Disability Leave Parental Leave