School Staff Sample Clauses

School Staff. It is important that staff who agree to support, supervises or administer medicines understand the basic principles and legal liabilities involved and have the confidence to deal with any emergency situations. Training should be provided and taken. Whole staff awareness training will be provided when a significant or developing need occurs. At the time of writing this policy, the key staff involved in medical conditions support are;  Xxxxxxx Xxxxxxx  Xxxx Xxxxxx  Xxxxx Xxxxx  Xxxxx XxXxxxx  Xxxxxxx Xxxxx
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School Staff. Prior to or at the beginning of each school year, school personnel will be invited to meet with SACC Provider to discuss the SACC Provider's programs.
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School Staff. Should you wish to talk to the class teacher please contact the school office who can make arrangements or they will ask the teacher to contact you after school. Alternatively, you can speak to the class teacher after 3.00pm to arrange an appointment. Pastoral issues can be discussed with a member of our Pastoral Team. Xxxx Xxxxxx and Xxxx Xxxx are based full time in the school. Xxx Xxxxxxxxx is the school’s Pastoral Team Leader and is a good point of contact for parents. Xxxx Xxxxx, the school’s Special Needs Co-ordinator, is very happy to meet with parents and can be contacted through the school office.
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School Staff. Anonymous Surveying With all District staff, we will deploy an anonymous survey on Monday, February 13 that allows staff to provide honest feedback to the proposed changes. We can consider the *messenger*: should it come from the District or should it come from the communications agency? There are pros and cons to both; but it comes down to what *messenger* will encourage participation and solicit the most honest responses. If Brownstone, we will make use of Surveymonkey to ensure all responses are collected accurately.
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School Staff. 17.10 ESTABLISHING STAFF COMMITTEE Each school staff shall have the right to form a staff committee structure. which promotes and facilitates a democratic, process in school-based decision making.
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School Staff. SCHOOL shall ensure that it’s coaching and other staff and agents (collectively, "School's Staff") cooperate fully with the TRAINERS' decisions that pertain to the health and/or injury status of an athlete, including, without limitation, disqualification from athletic participation. Without limiting any other provision of this Agreement, HOSPITAL may terminate this Agreement immediately upon failure of School's Staff to adhere to a TRAINER'S decision. Only a physician may overrule a TRAINER'S decision, but the TRAINER and Team Physician and/or Summa Sports Medicine Medical Director, in looking out for the best interest of the athlete, may decide to not allow clearance based on the following: a specialist had withheld the athlete and the clearance comes from a non-specialist OR the TRAINER and/or Team Physician/Sports Medicine Medical Director, based on their evaluation and/or witnesses symptoms and the athlete's decrease in the ability to perform the activities without pain and loss of function, may feel that it is in the best interest of the athlete not to participate. In the event that SCHOOL fails to ensure the full cooperation of School's Staff, or in the event that a TRAINER'S decision is overruled, SCHOOL shall be obligated to indemnify, defend and hold harmless HOSPITAL, its officers, directors, agents and employees, including, without limitation, the TRAINERS, in accordance with Section 8.B. hereof.
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School Staff. We will:  Support your child to achieve his/her maximum potential in all areas of school life and xxxxxx a love of learning  Encourage your child to be a responsible and respectful citizen, making decisions based on the values agreed by the school community  Send home an annual Report of Achievement  Arrange Parents Consultation meetings for you to see, hear and talk about your child’s progress in school  Work with you to ensure effective home/school communication and maximum support for your child’s learning  Be available, through our Open Door policy, to discuss any concerns you may have and take swift and appropriate action  Keep you informed about school activities through regular newsletters and notices about special events Signature of Headteacher: ……………………………………………………………... Date: ……………………………………………………………... HOME/SCHOOL AGREEMENT FOR:
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Related to School Staff

  • Responsibility of school staff to  design and implement engaging and flexible learning experiences for individuals and groups  inform parents and carers regularly about how their children are progressing  design and implement intellectually challenging learning experiences which develop language, literacy and numeracy  create and maintain safe and supportive learning environments  support personal development and participation in society  xxxxxx positive and productive relationships with families and the community  inform students, parents and carers about what the teachers aim to teach the students  teach effectively and set the highest standards in work and behaviour  clearly articulate the school’s expectations regarding the Responsible Behaviour Plan for Students and the school’s Dress Code policy  ensure that parents and carers are aware that the school does not have personal accident insurance cover for students  advise parents and carers of extra-curricular activities operating at the school in which their child may become involved (for example Program of Chaplaincy Services, sports programs)  set, xxxx and monitor homework regularly in keeping with the school’s homework policy  contact parents and carers as soon as is possible if the school is concerned about the child’s school work, behaviour, attendance or punctuality  deal with complaints in an open, fair and transparent manner in accordance with departmental procedure, Complaints Management – State Schools  treat students and parents with respect . I accept the rules and regulations of the Xxxxxx Road State School as stated in the school policies that have been provided to me as follows: □ Responsible Behaviour Plan for Students □ ICT Network Agreement □ Consent Form □ Parents Notice for Religious Instruction in School Hours Information provided in Parent Handbook: □ Complaints Management – Section 8.1 □ Student Dress Code – Section 10.0 □ Homework – Section 7.0 □ Voluntary Financial Contributions – Section 3.8 □ Absences – Section 12.1 □ School Excursions – Section 5.4 □ Accident Insurance Cover for Students – Section 3.9 □ Appropriate Use of Mobile Phones and other Electronic Equipment by Students – Section 8.5 I acknowledge:  That I have read and understood the responsibilities of the student, parents or carers and the school staff outlined above; and  That information about the school’s current rules, policies, programs and services, as outlined above has been provided and explained to me. Student Name: Student Signature: …….……………………… Parent/Carer Name: Parent/Carer Signature: ..……………………. Xxxxxxx Xxxx (Principal) / Xxxxxx Scammells & Xxxxx Xxxxxx (Deputy Principals): …….…………………………………

  • Key Staff The Contractor shall employ the key staff members listed below. The State requires the Contractor to have key staff members dedicated full-time to the Contractor’s Indiana Medicaid product lines. In some instances key staff must be dedicated to Hoosier Healthwise. Contractor must employ sufficient staff to achieve compliance with contractual requirements and performance metrics. The Contractor shall have an office in the State of Indiana from which, at a minimum, key staff members physically perform the majority of their daily duties and responsibilities, and a major portion of the Contractor’s operations take place. The Contractor shall be responsible for all costs related to securing and maintaining the facility for interim start-up support and the subsequent operational facility. Upon award of the Contract, the Contractor shall deliver the final staffing plan within thirty (30) calendar days after notice of award; such plan will include a resume for each proposed key staff person outlined below for acceptance by FSSA. FSSA reserves the right to approve or disapprove all initial and replacement key staff prior to their assignment to Hoosier Healthwise FSSA shall have the right to require that the Contractor remove any individual (whether or not key staff) from assignment to the program. The Contractor shall ensure the location of any staff or operational functions outside of the State of Indiana does not compromise the delivery of integrated services and the seamless experience for members and providers. The Contractor shall be responsible for ensuring all staff functions conducted outside of the State of Indiana are readily reportable to OMPP at all times to ensure such locations does not hinder the State’s ability to monitor the Contractor’s performance and compliance with Contract requirements. Indiana-based staff shall maintain a full understanding of the operations conducted outside of the State of Indiana, and must be prepared to discuss these operations with OMPP upon request, including during unannounced OMPP site visits. Except in the circumstance of the unforeseeable loss of a key staff member’s services, the Contractor shall provide written notification to OMPP of anticipated vacancies of key staff within five (5) business days of receiving the key staff person’s notice to terminate employment or five (5) business days before the vacancy occurs, whichever occurs first. At that time, the Contractor shall present OMPP with an interim plan to cover the responsibilities created by the key staff vacancy. Likewise, the Contractor shall notify OMPP in writing within five (5) business days after a candidate’s acceptance to fill a key staff position or five (5) business days prior to the candidate’s start date, whichever occurs first. In addition to attendance at vendor meetings, all key staff must be accessible to OMPP and its other program subcontractors via telephone, voicemail and electronic mail systems. As part of its annual and quarterly reporting, the Contractor must submit to OMPP an updated organizational chart including e- mail addresses and phone numbers for key staff. OMPP reserves the right to interview any prospective candidate and/or approve or deny the individuals filling the key staff positions set forth below. OMPP also reserves the right to require a change in key staff as part of a corrective action plan should performance concerns be identified. The key staff positions include, but are not limited to: Chief Executive Officer – The Chief Executive Officer or Executive Director has full and final responsibility for plan management and compliance with all provisions of the Contract.

  • Classroom Management The certificated classroom teacher demonstrates in his/her performance a competent level of knowledge and skill in organizing the physical and human elements in the educational setting.

  • Support Staff The Chief Superintendent or designee shall be authorized to grant short leave of absence to support staff in accordance with this section as follows:

  • Contractor Staff All employees of the Contractor, or of its subcontractors, who perform Project Based IT Consulting Services under the resulting Authorized User Agreement, shall possess the necessary qualifications, training, licenses, and permits as may be required within the jurisdiction where the services specified are to be provided or performed, and shall be legally entitled to work in such jurisdiction. All persons, corporations, or other legal entities that perform Services under the Contract on behalf of Contractor shall, in performing the Services, comply with all applicable Federal, State, and local laws concerning employment in the United States. The following requirements shall apply in addition to the requirements of Appendix B, section 42, Employees, Subcontractors and Agents, unless otherwise agreed to by the Authorized User: Staffing Changes

  • STAFF ORIENTATION 4101 The Employer shall provide an appropriate orientation program for nurses newly employed. The orientation program shall include such essential information as policies, nursing procedures, the location of supplies and equipment, fire, safety and disaster plans. Where necessary, orientation shall be provided for nurses moving to a new area of practice. 4102 The Employer shall provide a program of inservice education for nurses pertinent to patient care. 4103 The Employer shall provide, access to reference materials as is required in relation to maintaining current knowledge of general nursing care. APPENDIX "A" - SALARIES A1. Effective April 1, 2013 - Monthly salaries include a 2% general increase. - Hourly salary is calculated as (monthly salary x 12) ÷ annual hours. Nurse Classification Annual Hours Start Year 1 Year 2 Year 3 Year 4 Year 5 Year 6 20 Year 1 Licensed Practical Nurse 2015 Hourly 25.198 26.022 26.836 27.825 28.732 29.745 30.804 31.420 Monthly 4,231.164 4,369.528 4,506.212 4,672.281 4,824.582 4,994.681 5,172.505 5,275.942 Annual 50,773.970 52,434.330 54,074.540 56,067.375 57,894.980 59,936.175 62,070.060 63,311.300 Nurse II 2015 Hourly 32.917 34.066 35.218 36.419 37.593 38.811 39.587 Monthly 5,527.313 5,720.249 5,913.689 6,115.357 6,312.491 6,517.014 6,647.317 Annual 66,327.755 68,642.990 70,964.270 73,384.285 75,749.895 78,204.165 79,767.805 Nurse II (20 Year Scale) 2015 Hourly 33.575 34.747 35.923 37.148 38.345 39.587 Monthly 5,637.802 5,834.600 6,032.070 6,237.768 6,438.765 6,647.317 Annual 67,653.625 70,015.205 72,384.845 74,853.220 77,265.175 79,767.805 Nurse III 2015 Hourly 34.168 35.321 36.523 37.697 38.787 39.975 41.201 42.025 Monthly 5,737.377 5,930.985 6,132.820 6,329.955 6,512.984 6,712.469 6,918.335 7,056.698 Annual 68,848.520 71,171.815 73,593.845 75,959.455 78,155.805 80,549.625 83,020.015 84,680.375 Nurse III (20 Year Scale) 2015 Hourly 34.851 36.027 37.254 38.451 39.563 40.775 42.025 Monthly 5,852.064 6,049.534 6,255.568 6,456.564 6,643.287 6,846.802 7,056.698 Annual 70,224.765 72,594.405 75,066.810 77,478.765 79,719.445 82,161.625 84,680.375 Nurse IV 2015 Hourly 35.340 36.649 37.959 39.387 41.024 42.612 44.273 45.158 Monthly 5,934.175 6,153.978 6,373.949 6,613.734 6,888.613 7,155.265 7,434.175 7,582.781 Annual 71,210.100 73,847.735 76,487.385 79,364.805 82,663.360 85,863.180 89,210.095 90,993.370 Nurse IV (20 Year Scale) 2015 Hourly 36.047 37.382 38.718 40.175 41.844 43.464 45.158 Monthly 6,052.892 6,277.061 6,501.398 6,746.052 7,026.305 7,298.330 7,582.781 Annual 72,634.705 75,324.730 78,016.770 80,952.625 84,315.660 87,579.960 90,993.370 Nurse V 2015 Hourly 37.305 38.733 40.369 41.957 43.690 45.388 47.157 48.100 Monthly 6,264.131 6,503.916 6,778.628 7,045.280 7,336.279 7,621.402 7,918.446 8,076.792 Annual 75,169.575 78,046.995 81,343.535 84,543.355 88,035.350 91,456.820 95,021.355 96,921.500 Nurse V (20 Year Scale) 2015 Hourly 38.051 39.508 41.177 42.797 44.564 46.296 48.100 Monthly 6,389.397 6,634.052 6,914.305 7,186.330 7,483.038 7,773.870 8,076.792 Annual 76,672.765 79,608.620 82,971.655 86,235.955 89,796.460 93,286.440 96,921.500 Nurse Practitioner 2015 Hourly 42.515 45.635 47.511 49.385 51.408 52.437 Monthly 7,138.977 7,662.877 7,977.889 8,292.565 8,632.260 8,805.046 Annual 85,667.725 91,954.525 95,734.665 99,510.775 103,587.120 105,660.555 Nurse Practitioner (20 Year Scale) 2015 Hourly 43.365 46.548 48.461 50.373 52.437 Monthly 7,281.706 7,816.185 8,137.410 8,458.466 8,805.046 Annual 87,380.475 93,794.220 97,648.915 101,501.595 105,660.555 Weekend Worker Rates Annual Hours Start Year 1 Year 2 Year 3 Year 4 Year 5 Year 6 20 Year 1 Weekend Worker - Licensed Practical Nurse 2015 Hourly 28.977 29.925 30.861 31.999 33.042 34.206 35.425 36.133 Monthly 4,865.721 5,024.906 5,182.076 5,373.165 5,548.303 5,743.758 5,948.448 6,067.333 Annual 58,388.655 60,298.875 62,184.915 64,477.985 66,579.630 68,925.090 71,381.375 72,807.995 Weekend Worker - Nurse II 2015 Hourly 37.855 39.176 40.501 41.882 43.232 44.633 45.526 Monthly 6,356.485 6,578.303 6,800.793 7,032.686 7,259.373 7,494.625 7,644.574 Annual 76,277.825 78,939.640 81,609.515 84,392.230 87,112.480 89,935.495 91,734.890 Weekend Worker - Nurse II (20 Year Scale) 2015 Hourly 38.612 39.959 41.311 42.720 44.097 45.526 Monthly 6,483.598 6,709.782 6,936.805 7,173.400 7,404.621 7,644.574 Annual 77,803.180 80,517.385 83,241.665 86,080.800 88,855.455 91,734.890 Weekend Worker - Nurse III 2015 Hourly 39.293 40.619 42.002 43.352 44.605 45.971 47.381 48.329 Monthly 6,597.950 6,820.607 7,052.836 7,279.523 7,489.923 7,719.297 7,956.060 8,115.245 Annual 79,175.395 81,847.285 84,634.030 87,354.280 89,879.075 92,631.565 95,472.715 97,382.935 Weekend Worker - Nurse III (20 Year Scale) 2015 Hourly 40.079 41.431 42.842 44.219 45.497 46.891 48.329 Monthly 6,729.932 6,956.955 7,193.886 7,425.107 7,639.705 7,873.780 8,115.245 Annual 80,759.185 83,483.465 86,326.630 89,101.285 91,676.455 94,485.365 97,382.935 Weekend Worker - Nurse IV 2015 Hourly 40.641 42.146 43.653 45.295 47.177 49.003 50.914 51.932 Monthly 6,824.301 7,077.016 7,330.066 7,605.785 7,921.805 8,228.420 8,549.309 8,720.248 Annual 81,891.615 84,924.190 87,960.795 91,269.425 95,061.655 98,741.045 102,591.710 104,642.980 Weekend Worker - Nurse IV (20 Year Scale) 2015 Hourly 41.454 42.989 44.526 46.201 48.121 49.983 51.932 Monthly 6,960.818 7,218.570 7,476.658 7,757.918 8,080.318 8,392.979 8,720.248 Annual 83,529.810 86,622.835 89,719.890 93,095.015 96,963.815 100,715.745 104,642.980 Weekend Worker - Nurse V 2015 Hourly 42.900 44.543 46.425 48.251 50.244 52.196 54.230 55.315 Monthly 7,203.625 7,479.512 7,795.531 8,102.147 8,436.805 8,764.578 9,106.121 9,288.310 Annual 86,443.500 89,754.145 93,546.375 97,225.765 101,241.660 105,174.940 109,273.450 111,459.725 Weekend Worker - Nurse V (20 Year Scale) 2015 Hourly 43.758 45.434 47.353 49.216 51.249 53.240 55.315 Monthly 7,347.698 7,629.126 7,951.358 8,264.187 8,605.561 8,939.883 9,288.310 Annual 88,172.370 91,549.510 95,416.295 99,170.240 103,266.735 107,278.600 111,459.725 1 Eligibility for the 20 Year increment is determined in accordance w ith Article 2105.

  • Students Payments which a student or business apprentice who is or was immediately before visiting a Contracting State a resident of the other Contracting State and who is present in the first-mentioned State solely for the purpose of his education or training receives for the purpose of his maintenance, education or training shall not be taxed in that State, provided that such payments arise from sources outside that State.

  • ONA Staff Leave For an employee with at least two (2) years full-time or equivalent service (e.g. 3,000 hours of part-time RN service), upon application in writing by the Union to the Employer, an unpaid leave of absence may be granted to such employee selected for a secondment or a temporary staff position with the Ontario Nurses' Association. Such leave shall not be unreasonably denied or extended beyond twelve (12) months. Notwithstanding Article 11.10, there shall be no loss of service or seniority for an employee during such leave of absence. It is understood that during such leave the employee shall be deemed to be an employee of the Ontario Nurses' Association. The employee agrees to notify the Employer of her or his intention to return to work at least ten (10) weeks prior to the date of such return. The employee shall be reinstated to her or his former position, unless that position has been discontinued, in which case the employee shall be given a comparable job. During such leaves of absence all salary, statutory benefits, pension, vacation and benefits will be kept whole by the Employer and the Union agrees to reimburse the Employer for such salary and Employer contributions to benefits unless the Union decides to take sole responsibility for these employee obligations.

  • Prosthodontics We Cover prosthodontic services as follows: • Removable complete or partial dentures, for Members 15 years of age and above, including six (6) months follow-up care; • Additional services including insertion of identification slips, repairs, relines and rebases and treatment of cleft palate; and • Interim prosthesis for Members five (5) to 15 years of age. We do not Cover implants or implant related services. Fixed bridges are not Covered unless they are required: • For replacement of a single upper anterior (central/lateral incisor or cuspid) in a patient with an otherwise full complement of natural, functional and/or restored teeth; • For cleft palate stabilization; or • Due to the presence of any neurologic or physiologic condition that would preclude the placement of a removable prosthesis, as demonstrated by medical documentation.

  • TOOL STORAGE 1. A company shall provide on all construction jobs in towns and cities, and elsewhere where reasonably necessary and practicable (or if requested buy the employee), a suitable and secure waterproof lock-up solely for the purpose of storing employees’ tools, and on multi-storey and major projects the company shall provide, where possible, a suitable lock-up for employees’ tools within a reasonable distance of the work area of large groups of employees.

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