Keeping in Touch. (KIT) Days
Keeping in Touch. You need to tell us about changes to your personal details or situation. We need to tell you about changes that affect you.
Keeping in Touch. The teacher will ideally have contact with each pupil every day via a variety of communication methods. However, parents, carers and the pupils themselves will discuss the frequency of this more appropriately on a 1:1 basis. Teachers will answer emails from parents during the working day. There is no expectation that they will reply to emails in the evening or at the weekend. Any safeguarding concerns must be reported to SLT immediately following the same procedures we use in school and must be logged on BehaviourWatch, our school recording system. If any children are not completing the set work, the teacher should aim to get the child engaged in the usual way. The teacher will discuss work issues with parents/carers and agree on the next steps. Pupils and Parents Staff can expect parents and pupils learning remotely to: • Be contactable during the school day • Complete work to the deadlines set by teachers where possible • Seek help if they need it • Alert teachers if they are unable to complete a piece of work • Make the school aware if their child is sick or otherwise can’t complete the work • Seek help from the school if they need it e.g. asking for resources or for an explanation of an activity. Senior Leaders Alongside any teaching responsibilities, senior leaders are responsible for: • Co-ordinating the remote learning approach across the school including daily monitoring of engagement. • Monitoring the effectiveness of remote learning through regular feedback and meetings with teachers and subject leaders, reviewing work set or reaching out for feedback from pupils and parents. • Monitoring the security of remote learning systems, including data protection and safeguarding considerations • Accessing or arranging any support or resources for families who are entitled to additional support e.g. DfE Laptop/Ipad scheme.
Keeping in Touch. In the course of our day to day communications with you we would normally use Telephone SMS Secure email Secure on-line ‘portal’ We like to operate a paperless communication approach but can send paper documents by post if preferred. Please take the earliest opportunity to let us know your preferences and please let us know if you would like a particular font size when we write. Marketing Preference We may from time we may send marketing messages to you; opting in means that you are consenting to receive the occasional marketing messages from Xxxxxxxxx Wealth. Tick here to opt in You can opt out at any time – just let us know by emailing xxxx@xxxxxxxxxxxxxxx.xx.xx by post or telephone.
Keeping in Touch. If you have an enquiry regarding the management of the Fund please contact the Investment Manager on (00) 0000 0000.
Keeping in Touch. We always want to stay in touch with you. Please do add our email address to your directory o avoid our emails being classifi ed as spam. Through email, through notices posted repeatedly on our website and social media accounts, we will communicate any information pertinent to the Insular Health Care products you have purchased. Please do update us of any change in your email address and other contact information so that you do not miss out on any important notices. Please find below a list of the notices we may send through email and possibly through SMS. ● Confirmation of your purchase ● Confirmation of your successful registration ● Confirmation of your availment ● Confirmation of your product’s termination
Keeping in Touch. If you are absent from work on sick leave or for a reason relating to your health/disability for more than 7 days and have followed the usual procedures for notifying the organisation of your absence I will keep in contact in the following way: Who will contact whom? How will contact be made? Phone/email? How often? Weekly When? Time of day stated Conversations while you are on sick leave These are topics we will explore whether to discuss while you are absent, for example: How are you feeling What support can be offered/sought Current work Planned phased return to work Return to work date etc. Return to Work When you are ready to work after a period of sickness or disability related absence of more than [X] days we will meet to review this agreement and make any necessary amendments. At this return to work meeting we will also discuss: For example: Current work issues A phased return/back to work plan What to tell the team Assessments to review existing reasonable adjustments (Access to work, GP, occupational health) and identify new adjustments that might be needed etc. Unauthorised absences from Work If you are absent from work and have not followed usual procedures for notifying us that you are sick or absent for a reason relating to your disability, we have agreed that I will do the following: For example: Try to contact you on your mobile and/or notify your emergency contact whose up to date details are as follows: Please return to Programme Manager to be filed in the relevant personnel file.
Keeping in Touch. Except during the 2 weeks immediately after childbirth (i.e. the compulsory maternity leave period) a “keep in touch” day may be used to enable the employee to attend work without losing their right to SMP/SAP or contractual maternity/paternity/adoption pay. Up to 10 keep in touch days may be undertaken during the maternity leave period without bringing the maternity/paternity/adoption leave to an end. There should be no pressure on employees to come into work. There is no obligation on an employee to undertake work, nor is there any obligation on the college to provide work. The keep in touch days (and the amount of salary paid for work done on such keep in touch days) must only be arranged by mutual agreement. It is recommended that the employee should receive his/her normal salary for working on a KIT day. If a KIT day is agreed, the purpose should be agreed in advance so that both parties are clear what the employee will actually do. This can include training, a meeting or other activities to help the employee keep in touch. Shared parental leave in touch days Each parent will be entitled to carry out work for their employer during a period of shared parental leave without bringing the period of leave to an end. The total number of days an employee may work during ShPL will be 20 days each and any day worked does not extend a period of ShPL. An employer cannot require an employee to carry out work during a period of ShPL. ‘Work’ may include training or any activity undertaken for the purposes of keeping in touch with the workplace. Shared parental leave in touch days will be additional to the 10 KIT days which will continue to be available to a woman whilst she is on maternity leave. Reasonable contact by an employer or employee during a period of ShPL does not bring the period of leave to an end. Care and adoption meetings A pregnant employee is entitled to take reasonable paid time off during her normal working hours for antenatal care appointments. Wherever possible she should arrange her appointments at the start or end of her working day. Evidence of appointments must be provided to the line manager upon request. Expectant fathers and partners of pregnant women are entitled to take unpaid time off work to attend two antenatal appointments with the expectant mother. The time off is capped at six and a half hours for each appointment. Colleges are not entitled to ask for any evidence of the ante-natal appointments, such as an appointment card, as th...
Keeping in Touch. You can continue to help us to give people of all abilities the freedom to live the life they choose. We would love to send you information about our work, fundraising activities and how you can help give people the freedom to live. Are you happy for us to contact you using the contact details you have provided us: Email: Yes No Phone: Yes No Text/SMS: Yes No We will write to you by post from time to time to keep you up to date with how you can help us and to share our latest news, activities and appeals with you. If you prefer not to hear from us by post, please tick here: You can update your preferences at any time by contacting us on 01563 830340 or at the address below. We will never sell your information and will only share it with trusted service providers who are working on our behalf or if we are required to do so by law. Your data may also be used for analysis purposes to help us provide the best service possible. Information about how we protect and use your personal data is set out in our privacy policy which we encourage you to read here: xxx.xxxxxx.xxx.xx/xxxxxxxxxxx-xxxxxxx-xxxxxx After your event, please forward your funds raised as soon as possible to the Fundraising & Communications Department at the address below. Cheques should be made payable to Hansel Foundation. Alternatively a BACS payment can be made using the following account details: RBS Account: Hansel Foundation Account No: 00207179 Sort Code: 832643 Please use “Fundraising” and your name as the BACS reference. Your donation will help us to personalise care and support opportunities to give each person we assist the freedom to live. Your donation will be used for this purpose however should you have a particular project or service in mind that you would like to support please let us know in writing. We will always do our best to support your wishes but if a project becomes fully funded or ends we retain the right to use your donation for another purpose. Once completed, please return to: Hansel, Fundraising & Communications Department, Broadmeadows, Symington, KA1 5PU or by email to xxxxx.xxxx@xxxxxx.xxx.xx PLEASE REMEMBER TO SAVE (Where Applicable) THIS DOCUMENT PRIOR TO RETURNING TO HANSEL! THANK YOU FOR YOUR SUPPORT! Page 2 of 2 Hansel Foundation: Scottish Charity Ref No SC001514 | Registered in Scotland Reg No SC038440 Hansel Alliance: Scottish Charity Ref No SC027681 | Registered in Scotland Reg No SC184374 Registered as a charity under the National Assistance Act 1948. Co...
Keeping in Touch. 15.17.1. Whilst an employee is on Parental Leave, the manager shall be responsible for keeping in regular contact with the employee and the employee is responsible for keeping abreast of important initiatives and changes in the workplace.
