The Council will Sample Clauses

The Council will. 3.2.1 In the case of xxxxxx children, the Council’s early education funding team will generate an 11-digit code; beginning with 400 and email this to the xxxxxx parents which will then be used by the xxxxxx parent to secure an available place with a provider.
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The Council will. 7.2.1 Fund all children who have been identified as eligible for the EYPP through the online eligibility checker.
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The Council will. THE SCHOOL/GOVERNING BODY WILL…  provide a model complaints policy to ensure that schools are well advised and supported on handling complaints;  develop model policies, procedures and practices in order that schools are well advised and supported on employment issues;  promote and monitor policies and practices related to equal opportunities;  provide Human Resources (HR) support via an SLA; and  exercise its responsibilities in accordance with the Staffing of Maintained Schools (Wales) Regulations 2006.  set up committees to deal with complaints and disciplinary issues;  adopt rules and procedures to regulate the conduct and discipline of all staff working at the school;  develop effective and agreed HR management policies, procedures and practices which conform with legislation;  secure equal opportunities for all staff and students;  exercise its responsibilities in accordance with the Staffing of Maintained Schools (Wales) Regulations 2006;  inform the local authority of issues of concern that could result in bringing the school and/or the Council into disrepute;  give immediate priority to any safeguarding issues that become apparent;  aim for openness, transparency and a no-blame culture when learning from any experiences arising from complaints; and  where appropriate, seek and follow Council guidelines for dealing with and protecting genuine whistle-blowers. B17 Recruitment and selection of staff The successful recruitment and selection of staff is essential to the effectiveness of a school. The LA will endeavour to support schools in this through advice and support in the logistics of the process and school should refer to the HR SLA and the process map for appointments which set out where the exact responsibilities lay. Also, LA officers and CSC Challenge Advisers and Senior Challenge Advisers will be supportive in offering professional advice on the educational issues relating to recruitment. THE COUNCIL WILL: THE SCHOOL/GOVERNING BODY WILL:  The following points summarise the service as offered by HR; the detailed service is as per the annual SLA:  provide advice and support in the recruitment and selection process;  advertise vacant posts on school instructions;  carry out pre-employment checks as necessary, including DBS checks;  enter staff onto the payroll; and  update and amend staff records promptly and accurately.  In addition, for headteacher and deputy headteacher posts, LA officers including HR and/or challenge a...
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The Council will. THE SCHOOL/GOVERNING BODY WILL:  provide budget information annually to schools in conjunction with their formula allocations, along with indicative allocations for the following two years;  offer an SLA to primary and special schools to help schools monitor and manage their budgets;  advise schools on budget management as necessary;  ensure governing bodies understand their responsibilities in sound financial management and prudent use of public funds;  audit school financial arrangements and practices;  intervene as necessary to ensure compliance with financial and educational regulations;  publish annually a statement setting out details of its planned individual schools budget, showing the budget share for each school, the formula used to calculate those budget shares, and the detailed calculation for each school (Section 52 School Standards and Framework Act 1998 - Budget Statement);  after each financial year, publish a statement showing outturn expenditure at school level, and the balances held in respect of each school; and  withdraw delegated funding from governing bodies that fail to  subject to the provisions of the Financial Scheme for Schools, spend budget shares for the purposes of their school;  spend budget shares on any additional purposes prescribed by the Welsh Government;  comply with the Financial Regulations for Schools and Standing Orders for Contracts for Schools, when incurring expenditure;  ensure the council’s School Private Fund regulations are adhered to; and  plan to avoid a deficit budget. If a school sets a deficit budget at the start of a financial year greater than 5% of the annual budget or £10k (whichever is higher), a formal deficit plan needs to be submitted, for authorisation by the Director of Education and Family Support and the S151 Officer. comply with delegation requirements.
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The Council will. THE SCHOOL/GOVERNING BODY WILL:  work with schools to update the 2007 Bridgend Learner Entitlement Statement 14-19 and then to realise the goals and aspirations set out in the 2014-15 revised Statement;  support collaboration between the full range of providers in the public, private and voluntary sector, in order to extend both access to, and the scope of the learning pathways available to post-14 learners in the authority;  lead strategic planning to secure the extension of opportunity and the efficient and effective use of resources 14-19 especially in the context of the Welsh Government Post-16 Planning Funding system introduced in 2014;  support and participate in the work of the Bridgend Post-14 Learning Partnership to plan the collaborative delivery of an extended curriculum and robust governance arrangements between relevant institutions to underpin this delivery;  support the co-ordination and procurement of provision to ensure that resources are used effectively and efficiently, to maximise equality of learning opportunity and to help ensure that a coherent infrastructure exists to support this;  work with schools to publish annually an option menu of formal learning opportunities for post-14 and post-16 learners in line with the requirements of the Learning and Skills (Wales) Measure 2009;  work with all schools and post-16 providers to develop the local area prospectus and envisaged through Welsh Government policy on the Youth Guarantee;  participate at governing body, headteacher and senior management levels in the development of collaborative arrangements to extend the range of choice, progression pathways and flexibility for learners in accessing appropriate programmes of study and accreditation post-14, including alternative provision, and post-16;  ensure that the local area curriculum and learner support offered throuph the school meet the requirements for key stage 4 and post-16 as laid out in the Learning and Skills (Wales) Measure 2009 and related regulations;  provide high-quality impartial advice, guidance and support to pupils on the options and choices available to them at 14 and 16, including, where necessary, personalised learning coaching and individual learning pathway plans;  comply with agreed protocols concerning learner support and collaborative curriculum arrangements;  provide the LA with the school and pupil level data needed: o to support effective strategic and operational planning; o to comply with and rep...
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The Council will. 5.1 pay all rates and taxes.
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The Council will. Direct the Supported Person towards information and support services in the local area. Support the Supported Person to consider creative, innovative and flexible options to meet their outcomes. Ensure that the Supported Person understands the responsibilities involved with receiving a Direct Payment. Carry out regular monitoring and auditing of the Direct Payment account in a proportionate and effective manner. Undertake an annual non- residential Financial Assessment to confirm any contribution that the Supported Person must make to their support. Provide 4 weeks’ notice of any changes to the Direct Payment. Provide support to the Supported Person should risks arise with the Direct Payment or where circumstances arise when a Direct Payment may be terminated. Make final decision on whether or not a family member can be employed by the Supported Person. Make Direct Payments to the Supported Person in accordance with the Direct Payments Agreement until such times as it has been agreed by both parties that they stop, or the council considers that they are no longer appropriate or until the Supported Person has requested they stop The Council may terminate a Direct Payment if: a) The Supported Person becomes ineligible to receive Direct Payments b) The Direct Payment has been used wholly or partly for some purpose other than to secure the provision of the support to which it relates : c) The Council considers reasonable grounds that the Supported Person has breached criminal law or a civil law obligation in relation to the support which the Direct Payment relates; or The Direct Payment has been used wholly or partly to secure the provision of support by a family member other than in circumstances where the family member is permitted to provide support as agreed with the practitioner. Ensure that the Supported Person is aware of the council’s Complaints procedure, should they wish to use it. The Council will not have any liability whatsoever for the service arranged by the Supported Person other than providing the Direct Payment.
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The Council will i. Maintain the pitch to a suitable standard which includes mowing, fertilising, weeding and verti-draining when necessary.
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The Council will 
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Related to The Council will

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  • Technical Committee 1. The Technical Committee shall comprise:

  • Professional Development Committee There shall be a Professional Development Committee composed of at least two (2) representatives of the Association and an equal number of representatives from the Hospital. Each party may have alternates to replace a member from time to time.

  • CENTRAL LABOUR RELATIONS COMMITTEE C4.1 OPSBA, the Crown and OSSTF agree to establish a joint Central Labour Relations Committee to promote and facilitate communication between rounds of bargaining on issues of joint interest.

  • Negotiations Committee H.3 At all negotiations meetings with the Employer representatives for a renewal of this Agreement, the Union may be represented by a negotiations committee composed of five (5) bargaining unit members. No deduction from the regular pay of such Employees will be made for attendance at such meetings with the Employer’s representatives held during the Employee's regular working hours. The Union has the right to have up to an additional five (5) members, including Union Officers, on the Negotiating Committee at no cost to the Employer.

  • Joint Job Evaluation Committee The parties entered into agreement December 17, 1992, to ensure the Joint Gender- Neutral Job Evaluation Plan remains current and operational and to that end endorsed the Joint Gender-Neutral Job Evaluation Maintenance Agreement. The parties agree that a guiding principle for the Committee is that there shall be no discrimination between male and female employees wherein a person of one sex is paid more than a person of the other sex for similar or substantially similar work.

  • Training Committee The parties to this Agreement may form a Training Committee. The Training Committee will be constituted by equal numbers of Employer nominees and ETU employee representatives and have a charter which clearly states its role and responsibilities. It shall monitor the clauses of this Agreement which relate to training and ensure all employees have equal access to training.

  • Recognition of Union Stewards and Grievance Committee In order to provide an orderly and speedy procedure for the settling of grievances, the Employer acknowledges the rights and duties of the Union Stewards. The Xxxxxxx shall assist any Employee, which the Xxxxxxx represents, in preparing and presenting her grievance in accordance with the grievance procedure.

  • JOINT LABOUR MANAGEMENT COMMITTEE 18.01 A Joint Labour Management Committee shall be established to attend to those matters which are of mutual interest. To ensure its effectiveness the Committee shall be separate and apart from the grievance procedure.

  • Joint Union/Management Committee It shall be appropriate for either the Union or the University to request that a Joint Union/Management committee be convened, with Environmental Health and Safety as a participating member, to discuss health and safety concerns and to explore options for addressing those concerns through appropriate training or other approaches.

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