Special Educational Needs and Disability Sample Clauses

Special Educational Needs and Disability. 12.1. You must inform the School of any situations where any special arrangements may be needed in relation to the Pupil. The School shall advise you if we have any concern about the Pupil’s progress but we do not undertake to diagnose dyslexia or other conditions. 12.2. Any formal assessment or diagnosis that may be required by the School at its sole discretion must be obtained at your expense. If you refuse to permit or pay for any such formal assessment or diagnosis, the Head may require you to remove the Pupil in which case no notice or fees in lieu of notice will be required. 12.3. Any additional provision that is required to identify or meet particular needs over and above that which is provided generally for the benefit of pupils, and in particular any one- to-one tuition will be charged additionally to the fees. If the School has entered a contract with a third party to make such additional provision, and you withdraw the Pupil from the School midway through an academic year, the School reserves the right to charge you for the cost of that provision up to the earliest date on which the said contract can be terminated after you have given notice of withdrawal. 12.4. If the Head reasonably concludes after consultation with you that the School cannot provide adequately for the Pupil’s needs, you may be required to remove the Pupil in which case no notice or fees in lieu of notice will be required. 12.5. The School will take such steps and make such reasonable adjustments as may be required by law to make provision for any disability that the Pupil may have.
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Special Educational Needs and Disability. 13.2.1 You must, as soon as possible, disclose any particular known or suspected circumstances relating to your child’s health, physical and mental well-being, allergies, physical disabilities, self-care needs or learning difficulties or social circumstances which could have the effect of impacting on your child’s learning and social behaviours, 13.2.2 We shall advise you if we have any concern about your child's progress, but we do not undertake to diagnose dyslexia or other specific conditions. A formal assessment can be arranged either by you or by the School at your expense. You may be asked to withdraw your child if, in the opinion of the Head, the School cannot provide adequately for your child's special educational needs or disability. In these circumstances the School will not charge you fees in lieu of notice provided that you made full disclosure of any emerging issues and special circumstances which could affect the School’s decision to offer a place prior to that decision being made. Reasonable adjustments will be made in respect of a child with a disability.
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Special Educational Needs and Disability. SEND Does the child have any Yes identified special educational needs? Education Health Care Plan No SEND support Yes Main areas of need and Cognition and Learning; social skills. support: Xxx finds it difficult to maintain friendships with his peers. He struggles with writing. How are these needs being Xxx receives 'meet & greet' by a teaching assistant every morning and addressed? attends the ‘Sun room’ at break times and lunchtimes where he is supervised by an teaching assistant. At lunchtime, he goes out to play for part of it where he is supervised. He receives support during assembly time four times a week and LAC support twice a week. He also has a keyworker who supports him on a regular basis. Xxx is on Stage 2 of the SEND Register and he now meets the criteria for an Education Health Care Needs assessment which is about to be sent off once it has been signed by xxxxxx carers. He stays in class for literacy where a teaching assistant is allocated to support him. In numeracy lessons, he is taught by the SEND Co in a small group of 6 where he receives targeted support. Work is differentiated for Xxx and different teaching and learning styles are used to meet his needs. He has long and short term outcomes which are documented on his SEND Support Plan and strategies are put in place to ensure he meets these outcomes. Date of next SEND review: 18/06/2019 Please provide electronically the latest SEND Support Plan or IEP/IPP (if appropriate) Name of person responsible N/A for the Transition to Adult Services Plan (For Y9, 10 and 11 with an EHCP or Statement only): Attendance % Attendance: 100% Attach an Attendance sheet: % Authorised Absence: 0 % Unauthorised Absence: 0 Number of lates: 1 Reason for lates: Transport - traffic Any health issues/medical No appointments impacting on attendance? (If yes please give further information) Has the young person taken No a holiday during school time? If so what date was it agreed? Exclusions Has the young person No received a fixed term exclusion? SDQ Score (Carer): 16 SDQ (Teacher): 10 Please be sensitive if the child/young person is present From the Teacher's SDQ, Strengths - Considerate of other people's feelings. Needs - Xxx does what SEMH strengths or not have a good friend. He gets on better with adults than his peers. needs have been identified? Rather solitary – tends to play alone. What support is available for Lunchtime and after school clubs. Nurture group for 30 minutes 2 x SEMH needs if appropriate? we...
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Special Educational Needs and Disability. Children issued with an Education and Health Care Plan will gain a place at the school named in the plan, as part of that process under the Section 234 of the Education Act 1996. For applications for the year of entry, a catchment area for the school will be determined in relation to the address at which the child is ordinarily resident on the closing date. Information on the catchment area for the school can be obtained by contacting the Local Authority School Organisation Team (Appendix 1) • Rotherham - RMBC (Rotherham Metropolitan Borough Council) Mapping (xxxxxxxxx.xxx.xx) • Doncaster - School catchment areas - City of Doncaster Council • Sheffield - School catchment areas | Sheffield City Council You can use the catchment map to find your catchment area school. Oversubscription criteria In the event that there are more applications than places available, the following oversubscription criteria will be applied:
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Special Educational Needs and Disability. SEND Does the child have any Yes identified special educational needs? Education Health Care Plan Yes In which local authority is the Central Bedfordshire EHCP held?
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Related to Special Educational Needs and Disability

  • ILLNESS AND DISABILITY At the beginning of each school year each teacher shall be credited with ten (10) days of leave, the unused portion of which shall accumulate from year to year to one hundred fifty-five (155) days pro-rated based on the teacher’s regularly scheduled work day/week. The leave days may be taken by a teacher for the following reasons and subject to the following conditions:

  • Death and Disability (a) The Employment Term shall terminate on the date of Employee’s death, in which event the Company shall, within 30 days of the date of death, pay to his estate, Employee’s Base Salary, any unpaid bonus awards (including any bonus award for a plan year that has ended prior to the time employment terminated where the award was scheduled to be paid after the date employment terminated), reimbursable expenses and benefits owing to Employee through the date of Employee’s death together with any benefits payable under any life insurance program in which Employee is a participant. Except as otherwise contemplated by this Agreement, Employee’s estate will not be entitled to any other compensation upon termination of this Agreement pursuant to this subparagraph 8(a). (b) The Employment Term shall terminate upon Employee’s Disability. For purposes of this Agreement, “Disability” shall mean that Employee is unable to engage in any substantial gainful activity by reason of any medically determinable physical or mental impairment which can be expected to result in death or can be expected to last for a continuous period of not less than 12 months. For purposes of determining Employee’s Disability, the CEO may rely on a determination by the Social Security Administration that Employee is totally disabled or a determination by the Company’s disability insurance carrier that Employee has satisfied the above definition of Disability. In case of such termination, Employee shall be entitled to receive his Base Salary, any unpaid bonus awards (including any bonus award for a plan year that has ended prior to the time employment terminated where the award was scheduled to be paid after the date employment terminated), reimbursable expenses and benefits owing to Employee through the date of termination within 30 days of the date of the Company’s determination of Employee’s Disability, together with any benefits payable under any disability insurance program in which Employee is a participant. Except as otherwise contemplated by this Agreement, Employee will not be entitled to any other compensation upon termination of his employment pursuant to this subparagraph 8(b).

  • Optional Life and Disability Coverages In order for coverage to become effective, the employee must be in active payroll status and not using sick leave on the first day following approval by the insurance company. If it is an open enrollment period, coverage may be applied for but will not become effective until the first day of the employee's return to work.

  • Short-Term Leave and Disability Plan Top up i. Teachers accessing STLDP will have access to any unused Sick Leave Days from their last year worked for the purpose of topping up salary to one hundred percent (100%) under the STLDP. ii. This top-up is calculated as follows: Eleven (11) days less the number of sick leave days used in the most recent year worked. iii. Each top-up from ninety percent (90%) to one hundred percent (100%) requires the corresponding fraction of a day available for top- up. iv. In addition to the top-up bank, top-up for compassionate reasons may be considered at the discretion of the board on a case by case basis. The top-up will not exceed two (2) days and is dependent on having two (2) unused Short Term Paid Leave Days in the current year. These days can be used to top-up salary under the STLDP. v. When Teachers use any part of an STLDP day they may access their top up bank to top up their salary to one hundred percent (100%).

  • Life and Disability Insurance The Company will provide term life and disability insurance payable to the Employee, in each case in an amount up to a maximum of one times the Employee’s base salary in effect from time to time, provided however, that such amount will be reduced by the amount of any life insurance or death or disability benefit coverage, as applicable, that is provided to the Employee under any other benefit plans or arrangements of the Company. Such policies will be in accordance with the Company’s standard policies from time to time with respect to such insurance and the rules established for individual participation in such plans and under applicable law.

  • For death and disability The Company may also terminate the Employment, at any time, without notice or remuneration (unless notice or remuneration is specifically required by applicable law, in which case notice or remuneration will be provided in accordance with applicable law), if: (1) the Executive has died, or (2) the Executive has a disability which shall mean a physical or mental impairment which, as reasonably determined by the Board, renders the Executive unable to perform the essential functions of his employment with the Company, with or without reasonable accommodation, for more than 120 days in any 12-month period, unless a longer period is required by applicable law, in which case that longer period would apply. Upon termination for death or disability, the Executive shall be entitled to the amount of base salary earned and not paid prior to termination. However, the Executive will not be entitled to receive payment of any severance benefits or other amounts by reason of the termination, and the Executive’s right to all other benefits will terminate, except as required by any applicable law.

  • ’ Compensation Insurance and Disability Benefits Requirements New York State Workers’ Compensation Law (WCL) §57 & §220 requires the heads of all municipal and state entities to ensure that businesses applying for permits, licenses or contracts, document that they have appropriate workers’ compensation and disability benefits insurance coverage. These requirements apply to both original contracts and renewals, whether the governmental agency is having the work done or is simply issuing the permit, license or contract. Failure to provide proof of such coverage or a legal exemption will result in a rejection of a Vendor Submission or renewal. A Vendor may not be awarded a Contract unless proof of workers’ compensation and disability insurance is provided to OGS. 1. Proof of Compliance with Workers’ Compensation Coverage Requirements: An XXXXX form (certificate of insurance) is NOT acceptable proof of workers’ compensation coverage. In order to provide proof of compliance with the requirements of the Workers’ Compensation Law pertaining to workers’ compensation coverage, a Vendor/Contractor shall: a) Be legally exempt from obtaining Workers’ Compensation insurance coverage; or b) Obtain such coverage from an insurance carrier; or c) Be a Workers’ Compensation Board-approved self-insured employer or participate in an authorized self-insurance plan. A Vendor seeking to enter into a Contract with the State of New York shall provide one of the following forms to OGS at the time of Vendor Submission, and thereafter, within three (3) days of request: a) Form CE-200, Certificate of Attestation for New York Entities With No Employees and Certain Out of State Entities, That New York State Workers’ Compensation and/or Disability Benefits Insurance Coverage is Not Required, which is available on the Workers’ Compensation Board’s website (xxx.xxx.xx.xxx); (Reference applicable Solicitation and Group #s on the form.); b) Certificate of Workers’ Compensation Insurance: i) Form C-105.2 (9/07) if coverage is provided by the Vendor/Contractor’s insurance carrier, the Vendor/Contractor must request that its insurance carrier send this form to OGS, or ii) Form U-26.3 if coverage is provided by the State Insurance Fund, the Vendor/Contractor must request that the State Insurance Fund send this form to OGS; c) Form SI-12, Certificate of Workers’ Compensation Self-Insurance available from the New York State Workers’ Compensation Board’s Self-Insurance Office; or d) Form GSI-105.2, Certificate of Participation in Workers’ Compensation Group Self-Insurance available from the Vendor/Contractor’s Group Self-Insurance Administrator.

  • INJURY AND DISABILITY 23.01 Where an Employee is absent due to illness or injury which is compensable by WSIB, the following shall apply: (a) The Employee will not be eligible for paid holidays, sick leave, uniform allowance, or any other benefits of this Agreement, except where specified otherwise, during any absence covered by WSIB. (b) Provided that the Employee returns to work within fifty-two (52) consecutive weeks of the date of illness or injury, time spent on WSIB shall be considered as time worked for the purpose of calculating the current year’s vacation entitlement under the terms of the Agreement. 23.02 In the case of an absence due to a compensable accident, the Employee will be paid at her regular rate of pay for all scheduled hours on the day of the accident. 23.03 In the case of an absence due to a compensable accident, where the anticipated length of such absence is four (4) months or more, the Employer will post notice of the vacancy in accordance with the job posting procedure (Article 11) of this Agreement. Where the anticipated absence is less than four (4) months, the Employer may fill the position at its discretion. 23.04 The injured Employee shall have a period of thirty-six (36) months from the date of the injury within which she shall preserve the seniority which she has accrued in accordance with Article 9 and within which she shall have the right to return to work upon the recommendation of the WSIB or the attending physician, which shall indicate to the Employer that the Employee has the physical capability to perform her normal job. (a) If a full-time Employee returns to work within fifty-two (52) weeks following the commencement of a WSIB claim, and the Employee’s former permanent position still exists, the Employee will be returned to her former job, former shift if designated, classification and rate of pay. All Employees who fill vacancies as a result of the above absences shall likewise be returned to their former permanent positions. (b) If an Employee returns to work after fifty-two (52) weeks following the commencement of the WSIB claim but prior to thirty-six (36) months mentioned in Article 23.04 above, she shall be returned to her former job, or to work of a comparable nature at the same salary level and without loss of seniority or benefits accrued in accordance with Article 9. (This would be effected by the returning Employee displacing the Employee with the least seniority in the category to which she is returning.) 23.06 If, on the recommendation of the WSIB or the attending physician, the Employee is capable only of performing work of a different kind or of a lighter nature, and such work is available within the Home in a classification that is covered by this Agreement, then the returning Employee may exercise her seniority if he/she has the qualifications and can perform the duties without training other than orientation, by bumping into the job at the applicable salary level, displacing the Employee with the least seniority in the classification.

  • Group Life and Accidental Death and Dismemberment (a) The Employer will pay 100% of the premiums for the group life and accidental death and dismemberment insurance plans. (b) The plan will provide basic life insurance in the amount of $50,000 and standard 24 hour accidental death and dismemberment insurance until age 65. At the age of 65 the amount of coverage will decrease to $25,000 until the age of 70, at which time the group insurance coverage will cease. Employees may purchase additional insurance provided this option is available by the carrier. The Employer will deduct the appropriate amount from the employee's pay for this option. (c) On termination of employment (excluding retirement) coverage for group life will continue without premium payment for a period of 31 days during which time the conversion privilege may be exercised; that is, the individual covered may convert all or part of their group life insurance into any whole life, endowment or term life policy normally issued by the insurer and the insurer's standard rates at the time, without medical evidence. (d) Employees will be entitled to advance payment of Group Life Benefits in accordance with Memorandum of Agreement #7 (Re: Advance Payment of Group Life Benefits).

  • Effective Date Term Termination and Disconnection 3.1 Effective Date This Agreement shall become effective upon execution by all Parties.

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