Special Educational Needs and Disability Act (2001 Sample Clauses

Special Educational Needs and Disability Act (2001. Equality Act (2010) requirement] Any specific needs or circumstances to be taken into account Yes. If possible, NQSW to find copy of dyslexia report containing recommendation of appropriate software to support written work. Supervisor to send off report to apply for recommended or equivalent software to be installed on West Sussex laptop. Plans for induction What form will the induction take? Shadowing colleagues, visiting schools/childrens homes, attending training course, Health and Safety Training, liaising with other social work team to gain information. Working and building relationships with professional colleagues from within childrens services, health, education, and partners including the voluntary sector. Introductions to casework and families. Who will organise the induction? Supervisor produced a two week induction list of pre-arranged visits and relevant training course. Additionally provided details of visits and contacts for NQSW to arrange visits. Workload Management and use of protected development time How will work be agreed and allocated? Supervisor to be responsible for the allocation of work through supervision. Supervisor to undertake caseload waiting monthly with NQSW. NQSW to develop skills in self management of workload, being mindful of accepting work from colleagues if caseload is demanding and seeking support where needed. Work allocated will include a variety of children’s care management tasks with children across the o-18 age range to allow NQSW to develop a range of skills. How will the 10% reduction in workload be achieved and managed? Building a caseload of around 15, dependent on weight of individual cases. What learning experiences will be available to the NQSW Professional development: To develop into the role of qualified social worker from final year student. Being mindful of not taking on too much work, as recognised within final report from student placement, ensure NQSW can manage workload and not taking on extra duties from duty if it will mean reduced commitment to current cases. Child protection procedures, including court work; child protection planning, home visits, FWI recording process, observation of colleagues. Child looked after process: FWI process, time scales and responsibilities. Developments of disability knowledge; attend training courses, gain knowledge from working closely with families. Shadow CAP process to ensure I feel confident in managing CAP when appropriate. Develop confidence in own prac...
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Special Educational Needs and Disability Act (2001. Equality Act (2010) requirement] Any specific needs or circumstances to be taken into account Does the ASYE consider that he or she has any disability or specific learning needs that need to be taken into consideration in relation to completion of the ASYE? Yes/No No/None If yes, please outline the nature of the disability and detail how these will be accommodated in in learning and assessment process. Plans for induction
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Related to Special Educational Needs and Disability Act (2001

  • Short-Term Leave and Disability Plan (STLDP) Subject to paragraphs 3.4-3.8 below, full-time teachers will be allocated one hundred and twenty (120) STLDP days on the first day of each school year. If a teacher’s employment status is less than full time, the teacher’s eligibility for short- term disability days shall be prorated by the ratio that the teacher’s FTE status is to full time status. Teachers on an unpaid leave of absence are not eligible to access benefits under this article for the portion of the workday for which the teacher is on an unpaid leave of absence. Teachers eligible to access short-term leave and disability coverage shall receive payment equivalent to ninety percent (90%) of annual grid salary (calculated by annual grid salary inclusive of any applicable allowances, multiplied by 90% divided by 194), in accordance with the terms of this central agreement.

  • Short-Term Leave and Disability Plan Top Up (STLDPT) For teacher absences that extend beyond the eleven (11) sick leave days provided above, teachers will have access to a sick leave top up for the purpose of topping up salary to one hundred percent (100%) under the Short-term Leave and Disability Plan. This top up is calculated as follows:

  • ILLNESS AND DISABILITY 8.0 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:

  • Family Medical Leave Act Pursuant to the Family and Medical Leave Act of 1993, an employee who has been employed at least twelve (12) months and worked at least 1,250 hours during the prior 12-month period is entitled to twelve (12) work weeks of leave during any 12-month period without pay but with group health insurance coverage maintained for one or more of the following reasons:

  • 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.

  • Family Educational Rights and Privacy Act The Charter School is subject to all provisions of the Federal Family Educational Rights and Privacy Act, 20 U.S.C. § 1232g. In the event the Charter School closes, it shall transmit all official student records in the manner prescribed by the State Board.

  • Unpaid Educational Leave After one (1) year of continuous employment, permission shall be granted for leave of absence for a maximum of one (1) year without pay for study, without loss of accrued benefits.

  • Family Medical Leave Act (FMLA A. The State acknowledges its commitment to comply with the spirit and intent of the leave entitlement provided by the FMLA and the California Family Rights Act (CFRA) referred to collectively as "FMLA." The State and the Union recognize that on occasion it will be necessary for employees of the State to take job- protected leave for reasons consistent with the FMLA. As defined by the FMLA, reasons for an FMLA leave may include an employee's serious health condition, for the care of a child, spouse, or parent who has a serious health condition, and/or for the birth or adoption of a child.

  • Short-Term Disability Leave In order to access short-term disability leave, medical confirmation may be requested and shall be provided on the form attached as Appendix “C” to this Agreement. In either instance where an Employee does not provide medical confirmation as requested, or otherwise declines to participate and/or cooperate in the administration of the Sick Leave Plan, access to compensation may be suspended or denied. Before access to compensation is denied, discussion will occur between the union and the school board. Compensation will not be denied for the sole reason that the medical practitioner refuses to provide the required medical information. A school board may require an independent medical examination to be completed by a medical practitioner qualified in respect of the illness or injury of the Board’s choice at the Board’s expense. In cases where the Employee’s failure to cooperate is the result of a medical condition, the Board shall consider those extenuating circumstances in arriving at a decision.

  • Short Term Disability The Employer agrees to provide Short Term Disability benefits to all active full-time employees from the first (1st) day of an accident or the first (1st) full-time day of hospitalized or the fourth (4th) day of sickness. The Plan will pay sixty-six and two thirds percent (66 2/3%) of basic earnings for the first two (2) weeks, then Unemployment Insurance will pay fifteen (15) weeks, then the Plan will resume payments for thirty-five (35 weeks).

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