Bliss

I have spoken with ACAS and it seems there is no specific legislation. Therefore, we can continue to allow all staff to take unpaid time to attend appointments.

Again, thank you for your advice.

Thank you for your thoughts. I will call ACAS tomorrow and let you know the outcome.

We have a member of staff who is hearing impaired, so needs to attend medical appointments several times a year. We generally ask staff to make appointments before/after sessions, or take time off without pay (or swap a shift).

However, the new staff member requires the whole day, and cannot "negotiate" appointments.

Is anyone else in a similar position, and how do you manage this? I am thinking about the legislation regarding Disability Discrimination.

Many thanks.

• Does everyone pay for staff to come to meetings, or is it a voluntary option? I'm sure this subject has been covered before, but just wondered if things had changed over time, eg some settings were unable to afford to pay staff to attend meetings?

Lots of food for thought! We are considering writing a Lunch Time policy as this time is part of the funded hours, therefore incorporates the EYFS. Children bring in lunch boxes from home and we have similar problems so feel we need some guidelines both for consistent practice in the setting, and for parents/carers. Does anyone already have such a policy in place and would be happy to share?

OK, thanks - so no excuses for not doing it yet, then! Thanks for your replies.

Having downloaded and read the new Common Inspection Framework, I am now attempting to write our SEF. However, the documents on Ofsted's website are still those from 2013. Does anyone know if the SEF is being or has been updated, should I complete the old SEF, or wait?

I know the summer is when many settings update their SEFs so wondered what everyone else was doing? Thanks!

Thank you, Sue Bear! This is a lot more relevant than others I had found.

Does anybody have a Maternity Risk Assessment for a pack-away setting, please?

Thank you for taking the time to find out this information - I tried and found similar, but was not quite sure whether if she has been employed for 26 weeks elsewhere, we would still need to take statutory maternity pay on. It would seem not.

Thanks for the advice - will have a chat to make the situation clear and see what she plans to do.

Happy New Year!

We interviewed for a pre-school practitioner before Christmas, and appointed someone to start yesterday. She arrived and announced that she found out she was pregnant over Christmas. She is on probation for 6 months. What are the legal implications for maternity pay? Anyone have any advice?

Thanks!

Thank you for your replies! Hi Lashes - I'm in Colchester. Would be interested in seeing your template if you are able to download it?

Have just found the thread on Management Issues about the new Code of Practice so there may be some help there!

Good to know others are trawling the site looking for a starting point - hadn't started to thing about updating policies until I'm confident I know what's going on!

Has anyone produced or used a sample template to link to the new Code of Practice to replace the layout of IEP's?

In Essex we are referring to the One Plan, but have only seen a front cover for the plan. I have begun to put my own form into practice, based on Assess, plan, do, review headings until I came across something already devised.

Thank you.

Has anyone produced or used a sample template to link to the new Code of Practice to replace the layout of IEP's?

In Essex we are referring to the One Plan, but have only seen a front cover for the plan. I have begun to put my own form into practice, based on Assess, plan, do, review headings until I came across something already devised.

Thank you.

I am relieved to read so many settings have to ask their staff to do work "in their own time" but concerned after reading an article in Nursery World this week regarding minimum wage. It seems that by doing work at home (in own time) we are breaching Working Time Directive, as the hours worked mean we are lowering the minimum wage actually paid. (It is explained in full in the article!)

Not only that, but HMRC are cracking down on this, and businesses could be fined up to £20,000 per staff member?????

Have I understood this correctly, and if so, what are we to do? Like many other settings, we can only afford the minimum staffing ratios, plus a spare to cover breaks and parent meetings. There is no time for "non contact" as we need everyone with the children. Doing LJ's with the children would be ideal, but with younger children having toilet accidents, needing support elsewhere this just never happens.

I am manager/owner, and have worked every day of the holidays - I wouldn't get through the amount of preparation required to be ready to return. Is that OK because I "want" to work in my own time?

Any thoughts really appreciated.

Enjoy the rest of the holidays!!!!!

Many thanks for your responses - and I am with you, Catma. That is what I hoped I would hear just to confirm my own thoughts. He has lasted the week, so hopefully will be wearing the T-shirt on Monday!

We are about to recruit our first male member of staff. He has never worked in early years before, but his job description is the same as a practitioner - he is planning to study for qualifications, etc, and we will support him in his role alongside his female colleagues.

I wondered how other settings have managed to successfully integrate a male member of staff, both with colleagues, but particularly with parents/carers. I am hoping there will be no negative comments, but need to be prepared just in case. I have no qualms about the children thoroughly enjoying having a male about!

Many thanks for any advice/experiences.

We are looking for a cheap, easy way to print photos too. What type of printers do other settings use? We pack away each day so need something light and small. Found that printing straight onto plain paper used up too much ink. Thanks.

Does anyone know the sign for "Agreements" - taking children on Forest School session and want to be inclusive!

May thanks!

What a brilliant, passionate, professional letter! Will copy this and take to show everyone at work to show how others are trying to make a change, and we could join them! May be motivated to write to our own MP to give support to the cause.

Thank you for these - will use both - and will return to the earlylearning website for loads of other stuff!

I would be grateful if anyone can direct me to a website where I can download the simple signs and symbols used for the pre-school daily visual timetable. Many thanks.

Very interesting discussions! All our staff are on different rates of pay, as we feel whatever their qualification, some perform distinctly better than others - often level 2 outperforming level 3's. By this, I mean they put more effort into working with their key children, profiles, volunteer for co-ordinator roles, volunteer to attend training to take responsibility for their own learning and practice, etc. We are trying to support all staff to aim for targets to improve their practice, but otherwise wait for the minimum wage to increase before changing any rates of pay.

I am about to apply for funding for a member of staff, and the application form states that it is advisable to have a contract in place with the trainee with regard to undertaking the training. Does anyone have such a contract, or suggest wording I could use? Many thanks.

Just seen the article on Motivational Planning - explains it much better than I did!