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
Sample 1
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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 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. 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. 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 practice. Areas to develop from PCF To include diversity and identity, including r...
Sample 1

Related to Special Educational Needs and Disability Act (2001

  • 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%).

  • 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:

  • Family Medical Leave Act 1. If an employee takes a leave granted under this Article for a reason covered by the Family and Medical Leave Act, the leave shall be administered under the provisions of the FMLA. 2. Upon approval of the Superintendent and Association President, this Section may be modified as necessary to comply with federal law and rules and regulations. 3. The Board shall provide a copy of the policy on FMLA in the library of each building.

  • 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.

  • 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.

  • 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. B. For the purposes of providing the FMLA benefits the following definitions shall apply: 1. An eligible employee means an employee who meets the eligibility criteria set forth in the FMLA; 2. An employee's child means any child, regardless of age, who is affected by a serious health condition as defined by the FMLA and is incapable of self care. "Care" as provided in this section applies to the individual with the covered health condition;

  • 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).

  • Family and Medical Leave Act of 1993 The parties agree that the Employer may adopt policies to implement the Family and Medical Leave Act of 1993 that are in accord with what is legally permissible under the Act.

  • Family and Medical Leave Act The Family and Medical Leave Act will be followed in approving a Leave of Absence. Contract provisions that provide greater benefits than the Family and Medical Leave Act will be followed.

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