zilongwang/ReadingBank huggingface dataset:
Twenty per cent of the jurors on death juries believe that an aggravating factor can be established by preponderance of the evidence or only to a juror’s personal satisfaction. Id. at 10. Judge Leonard B. Sand & Danielle Rose, Proof Beyond a Reasonable Doubt: Is There a Need For A Higher Burden of Proof When the Sentence May Be Death, 78 Chi.- Kent L. Rev. 1359 (2003). Reasonable doubt may represent less than 95% certainty in the minds of many jurors and although judges ask jurors to be convinced that the defendant is guilty prior to convicting him, empirical data suggest that jurors may not apply as rigorous a standard as desired. Id. at 1366. Many jurors believe that they must unanimously agree that a mitigating circumstance is present in the case before it can be considered. John Theodore Eisenberg, Stephen P. Garvey, Lessons from the Capital Jury Project, Chapter 5 in Beyond Repair? America’s Death Penalty, Duke University Press 144-77 (2003). 66% of Carolina jurors and 42% of North Carolina jurors believed that all jurors had to agree on the existence of a mitigating circumstance before the jury could consider that factor in reaching a decision. Id. at 158. Luginbuhl & Howe, Discretion in Capital Sentencing Instructions: Guided or MisGuided? 70 Ind. L. J. 1161 (1995). comprehension is worse when mitigating factors are considered. Jurors were confused about the burden of proof and unanimity was poor. Almost half (49%) thought unanimity was required for mitigating circumstances and 41% thought the standard of proof for mitigating factors was beyond a reasonable doubt. Id. at 1167. Eisenberg & Deadly Confusion: Juror Instructions in Capital Cases, 79 Cornell L. Rev.1 (1993). “The great majority of jurors-in excess of sixty percent in both life and death cases-erroneously believe that jurors must agree unanimously for mitigating circumstances to support a vote against death.” Id. at 225. Many jurors also believe that mitigating circumstances must be established beyond a reasonable doubt and a disturbing percentage of jurors did not understand that they could consider any factor in mitigation.
1 Publication Title: 2 Web Link: 3 Journal Name: 4 Journal Volume: 5 Pages: 6 Year: Authors First Name Middle Name Last Name Author: 1 Author: 2 Author: 3 Author: 4 Author: 5 1 Publication Title: 2 Web Link: 3 Journal Name: 4 Journal Volume: 5 Pages: 6 Year: Authors First Name Middle Name Last Name Author: 1 Author: 2 Author: 3 Author: 4 Author: 5
Political Theory; Ch 7: The Civic Culture: A Philosophic Critique, pp. 141-178. d. Social Construction, Experience and Self-Correction Grossback, Peterson and Stimson, Mandate Politics, Preface and Chs 1-3, 6,7; Remainder strongly recommended** See also Hershey, “Campaign Learning, Congressional Behavior and Policy Change,” in Wright, et. al., Congress and Policy Change. e. Economic world views, inequalities, ideology and political choice Stiglitz, The Price of Inequality, Chapters 5-9** Bartels, Unequal Democracy. Chapters 2-10** Why, When and How We Learn Socialization, Experience and Observation Jean Piaget, The Moral Judgment of the Child, Ch 1; and 174-196; 313-325; 325-406** Easton/Dennis, Children in the Political System, Chs 1,2,15, 16** Mansbridge, “Politics as Persuasion,” in Dynamics of American Politics** McPherson, Abraham Lincoln and the Second American Revolution, Chs. 2,3,5,6 * b. Cognitive Capacity, Anxiety and Learning Graber, Processing Politics, Ch 2, 3* Bateson, “The Cybernetics of ‘Self’,” 34 Psychiatry 1, also in G. Bateson, Steps to an Ecology of Mind.* Marcus and MacKuen, “Anxiety, Enthusiasm, and the Vote: The Emotional Underpinnings of Learning and Involvement During Presidential Campaigns,” APSR 87: 672-85* c. Structure-induced Learning Huckfeldt and Beck, Dynamics of American Politics, Ch. 11: Contexts, Intermediaries and Political Behavior.”* Cohen, Radicals, Reformers, Reactionaries, Ch. 4* Review: Putnam, Making Democracy Work, Chs 4, 5 Towards an Organizational Model of Learning Argyris and Schon, Organizational Learning II – all *** Assignments: What are the principle arguments that a cybernetic perspective (Deutsch, Nerves) makes with regard to the nature of human learning; what are the implications of these arguments for
M 12·0 1·0 n 6·67 20 ÷ smallest 6·67 6·67 simplest ratio 1 3 empirical formula: CH3 (b) molecular formula = = 2 × CH3 = C2H6 10 (a) nitrogen oxygen % 30·3 69·7 M 14·0 16·0 n 2·16 4·36 ÷ smallest 2·16 2·16 simplest ratio 1 2 empirical formula: NO2 (b) molecular formula = = 2 × NO2 = N2O4 11 (a) carbon hydrogen oxygen % 40·92 4·58 54·50 M 12·0 1·0 16·0 n 3·41 4·58 3·41 ÷ smallest 3·41 3·41 3·41 × 3 1 1·34 (1⅓) 1 simplest ratio 3 4 3 empirical formula: C3H4O3 (b) molecular formula = = 2 × C3H4O3 = C6H8O6 12 (a) carbon hydrogen oxygen % 26·67 2·22 71·11 M 12·0 1·0 16·0 n 2·22 2·22 4·44 ÷ smallest 2·22 2·22 2·22 simplest ratio 1 1 2 empirical formula: CHO2 (b) molecular formula = = 2 × CHO2 = C2H2O4 13 (a) n(Pb) = = = 0·01425 mol (b) m(S) = m(lead sulfide) – m(lead) = 3·42 − 2·95 = 0·47 g n(S) = = = 0·0146 mol
Length of service Less than 1 year 1 to less than 3 years 3 to less than 5 years 5 to less than 10 years 10 to less than 15 years 15 to less than 20 years Over 20 years 8% 12% 11% 22% 13% 11% 23% 7% 11% 12% 21% 15% 10% 23% Employment Type Permanent Fixed Term 83% 17% 90% 10% Diversity of sample size (identifying questions) 2010 Survey respondents 2011 Survey respondents Is English your first language? 98% 98% Do you identify as an Aboriginal or Torres Strait Islander? 2% 2% Do you have a Disability? 4% 4% Do you have caring responsibilities for another person? Child Elderly relatives Other 41% 7% 5% 43% 8% 5%
APPENDIX 2: 2010 2011 Strongly Agree Agree Neither Agree or Disagree Disagree Strongly Disagree Don’t Know 2010 Percentage Score Equivalent 100% 80% 60% 40% 20% Excluded from results 2011 Percentage Score Equivalent 100% 75% 50% 25% 0% Excluded from results Average Score Equivalent* 4 3 2 1 0 Excluded from results *The ’numeric scores’ above displays any response option to which scoring/weighting has been applied. For example, in a 5 point scale where the highest response is ‘Strongly Agree’ for a question, as this carries the highest possible scoring of 4, this will be displayed as ‘4’ in the responses report.
Connie Sparks GENERAL POLICIES AND PROCEDURES All practices and policies that have been established by the affect the instructional program either directly or indirectly. High priority is placed on cooperation, attitude, professionalism and enthusiasm. There is a prevailing atmosphere that, not only permits, but, encourages progress, change and innovations for the promotion, development and continuous improvement of the effectiveness, quality and relevancy of the instructional program. It is imperative in this district that the employees form a cooperative team, and concentrate all efforts toward providing an outstanding educational program for the students of this community. Sincere efforts must be made to maintain this relationship and singleness of purpose, is essential in keeping this district the outstanding educational institution it is. The school day for teachers is from until Advise the principal or supervisor of absence as soon as need arises, in advance if possible, and see that the substitute teacher has access to materials and equipment necessary for instruction. If the regular assignment is not to be used, a special lesson must be provided. Teachers will be assigned special duties by the respective principals. Special duty assignments may be: bus duty, assembly duty, club sponsor, grounds, gymnasium, etc. Recognizing the fact that, at times, conditions necessitate teachers leaving the campus at various times during the school day, we wish to state the following policy: In order to maintain a controlled and balanced program it is necessary that all students must be supervised at all times while at school. It is with this thought in mind that teachers are not to leave the campus during the school day without authorization from the administrative unit concerned. Teachers are required to log in and out in their campus office when leaving and returning to their school campus. General Practices, Procedures, and Policies Leaving Classroom Unattended: WHEN A TEACHER LEAVES A CLASSROOM UNATTENDED, HE IMMEDIATELY SUBJECTS HIMSELF TO A CHARGE OF NEGLIGENCE IN THE EVENT A CHILD IS INJURED. Too often when a teacher leaves the room, children (at times) will be prone to sword fight with rulers or poke at one another with pencils, scissors or engage in some other enjoyable activity only to injure someone. Should a suit arise over the injury of the child under this set of circumstances the teacher simply has no defensible grounds. If a teacher must leave the room for any reason, then, the teacher should somehow contact the school principal and either get their expressed permission to leave the room, or have them provide a substitute in the room for those minutes the teacher is gone.
Employee handbook template Table of contents 1. INTRODUCTION • Welcome from leadership team • Information about the organisation • Mission/values • Strategic plan • Organisational chart and national structure 2. JOINING THE ORGANISATION • Signing up – forms to complete • Working • Access to building/car parking • Business Cards • Dress code 3. REMUNERATION AND BENEFITS • Salary and wage payments • Salary review process • Salary deductions • Time in lieu policy 4. TRAVEL POLICY (within NZ and overseas) • Authorisation and bookings • Use of credit cards • Expense reimbursement • Personal effects/insurance 5. VEHICLE POLICY • Use of company cars • Use of own car – reimbursement 6. PERFORMANCE DEVELOPMENT • Annual appraisal process • Performance Development Plan • Competencies • Training and development – support 7. CODE OF CONDUCT • Conflict of interest • Confidentiality • Copyright and protection of intellectual property • Dealing with interviews • Privacy relating to treatment of personal information
TABLE OF CONTENTS Purpose of Handbook………………………………………………………………… 4 Employee Expectations …………………………………………………………….. 4 Attendance …………………………………………………………………….. 4 Cancelations …………………………………………………………………... 4 Dress Code ……………………………………………………………………… 5 Conduct ………………………………………………………………………….. 5 Harassment ……………………………………………………………………. 5 Drugs and Alcohol …………………………………………………………… 6 Social Media …………………………………………………………………… 6 Personal Communications ………………………………………………. 7 Ownership of Resources …………………………………………………. 7 Authorization to Comment ……………………………………………… 8 Employee Status 8 Evaluations/Performance Appraisals………………………………… 8 Progressive Discipline ……………………………………………………… 9 Employment ……………………………………………………………………. 10 Salary Administration ……………………………………………………………….. 10 Employment Classification ……………………………………………… 10 Overtime …………………………………………………………………………. 11
Discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA. Enforcement An employee may file a complaint with the U.S. Department of or may bring a private lawsuit against an employer. FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or local law or collective bargaining agreement which provides greater family or medical leave rights. Benefits [Rising retirement and healthcare legislative reforms and regulatory changes cause the terms of benefits plans to change frequently. Because such changes are often unilaterally decided by the entity providing the benefits or are mandated by law, it is a good idea to avoid describing the benefits plans in too much detail. Employees should be told whom they can contact for detailed information on benefits offered.] The City currently offers a competitive benefits package. The of the City’s benefits plans are subject to change, and the City is not responsible for any changes in or elimination of benefits or benefit plans. Please see the _________ [appropriate personnel/human resource/payroll employee] for specific information on the City’s benefit plans. Health Insurance – [insert a brief description of who is covered and what portion of benefits is paid by the employee.] Retirement – [insert brief description. If applicable, state that benefits and participation are determined by the State Retirement System.] Disability – [insert description] Workers’ Compensation [Workers’ compensation benefits are governed by law and should not be discussed in detail in a policy. Employees should be instructed to report any on-the-job injuries to their supervisors.]
Name: Date: Recognition: How do you enjoy spending a day off? What’s your favourite treat or snack food? What are your hobbies? Behaviours or characteristics that I’m most proud to bring to the workplace include: Meaningful forms of recognition to me include (check all that apply): ⧠ verbal acknowledgement ⧠ written acknowledgement ⧠ a chance to be creative ⧠ being asked for my expertise ⧠ being asked to take on new responsibilities ⧠ opportunity to learn a new skill ⧠ opportunity to be more involved in projects ⧠ other: I prefer to receive recognition (check all that apply): ⧠ in private ⧠ in small groups ⧠ as part of a more formal ceremony
Employee Safety Training Matrix Training Frequency Cal/OSHA Section Reference Administration Parks Maintenance Police Public Works Recreation Community Service Water Aerial Devices I/(3yr) , x x x Aerosol Transmissible Diseases I/A X Asbestos Awareness I/A , X X Battery Handling & Maintenance I x X X Bloodborne Pathogens I/A X X X X X Compressed Gas Safety I , X X X Confined Entry I/U , X X Defensive Driving (staff who drive while at work) I X X X X X X Electrical Safety I X X X Emergency Action/Fire Prevention I/U , X X X X X X Emergency Eye Wash I X X X Equipment Operation Safety (department specific) I/U X X X X X X Ergonomics - Office I X X X X X X Ergonomics – Back Safety I X X X X X X Excavation/Trenching/Shorting I X X X Fall Protection I X X X X X X First Aid/CPR (designated staff) I/C (2yr) X X X X X X
Development Goal What do you want to change? What will result from this change? What would success look like? I will improve____________________________________ so that _________________________________. I will know that I have been successful when _______________________________________. Tasks/Activities What specific tasks/activities will you do to help reach your goal? Target Dates When will you start/stop and complete each action? Support Needed/Barriers To Overcome What help will you need and from whom? What barriers will you likely face? 1. 2. 3. 4. 5. Review your progress every 90 days.
Reporting via electronic storage Sending USB/flash drives, floppy disks, CD-ROMs and DVDs Replacement media 4 Physical Specifications Floppy disks and zip disks USB/flash drives CD-ROMs and DVDs Number of on media 5 Record Specifications Header records Physical records 13 Forms Changes to data records, values and definitions The following have been updated: 5 Record Specifications Field length for all records increased from 800 to 996 format DT has been changed to D and the format for dates have changed from DDMMCCYY to CCYYMMDD. Reporting Party Identity Data Record (previously ESS Provider Identity Data Record) ESS provider removed from field names The value for Report specification version number field has changed from FESSA001.0 to FESSA002.0 NEW FIELD – Date timestamp report created NEW FIELD – ESS start–up business indicator NEW FIELD – Contact phone number area code REMOVED FIELD – Branch number REMOVED FIELD – Address for service of notices indicator REMOVED FIELD – ESS provider preferred correspondence method REMOVED – Supplier Australian business number CHANGED TYPE – Reporting party Australian business number was changed from Mandatory to Conditional CHANGED FIELD TYPE – Email address changed from Conditional to Mandatory Employee Details Data Record (previously Employee Data Record) Employee removed from field names NEW – Financial year NEW FIELD – Number of schemes NEW FIELD – SRN/HIN NEW – Scheme type
CHANGED VALUE – TFN amounts withheld from discounts field has changed from reporting value in cents to a value reported in whole dollars File Data Record NEW FIELD – Count of IDENTITYs on file NEW FIELD – Count of DESSs on file 6 Data Field Definitions and Validation Rules Reporting of address details Field definitions and edit rules The following have been introduced: 5 Record Specifications Introduced DT field format which is a date time stamp in the format Introduced NS format which is a numeric field that can be blank filled. Intermediary Data Record (replacing Supplier Data Records 1, 2, & 3) The following have been removed: 5 Record Specifications Supplier Data Record 1 (replaced with Intermediary Data Record) Supplier Data Record 2 (replaced with Intermediary Data Record) Supplier Data Record 3 (replaced with Intermediary Data Record) Field Codes – removed from all data records ACRONYMS Acronym Description ABN Australian business number ATO Australian Taxation Office CHESS Clearing House Electronic Subregister System EOF end of file ESS employee scheme HIN Holder identification number SIPO Software Industry Partnership Office SRN Security holder reference number TFN tax file number
Employment Application Employment Office: Mailing Address: 1030 N. Charles 3rd Fl Human Resources Baltimore, MD . 410.837.5410 Move from field to field with the Tab key Enter just numbers for Dates, Phone Numbers and Salaries; formatting is automatic APPLYING FOR : VACANCY # 20 - OR POSITION TITLE: Please attach resume if applicable Last Name First Name Middle Home Phone Work Phone Street Address Other Phone City State Zip Email address Are you authorized to work for all employers in the on an unrestricted basis? Yes No Please indicate your availability: Full Time Part Time Contractual Temporary/If and When How did you hear of this position? EMPLOYMENT HISTORY (BEGIN WITH MOST RECENT POSITION) Employer Dates Employed MM/YYYY to MM/YYYY From / To / If current employer, may we contact? Address Phone Duties/Responsibilities Position Held Salary Start: End: Supervisor’s Name Reason for Leaving Employer Dates Employed MM/YYYY to MM/YYYY From / To / If current employer, may we contact? Address Phone Duties/Responsibilities Position Held Salary Start: End: Supervisor’s Name Reason for Leaving Employer Dates Employed MM/YYYY to MM/YYYY From / To / If current employer, may we contact? Address Phone Duties/Responsibilities Position Held Salary Start: End: Supervisor’s Name Reason for Leaving
Action plan principle Activity description List at least one tangible activity your organisation has planned to tackle mental health stigma and discrimination for each action plan principle. Internal lead(s) Outline who is responsible for each activity Timescales Provide planned timescales and dates Performance measure(s) Outline how you will monitor impact and success Demonstrate senior buy-in How will you show that your senior leaders are committed to addressing mental health in the workplace? How will your Pledge Signing activities demonstrate commitment from your senior leaders? Demonstrate accountability and recruit Employee Champions Measuring the impact of your plan from the beginning is important. How will you ensure that this action plan is successfully implemented? Employee Champions can help you implement
Have you: Completed your action plan? Written a website summary of your activity? Got a copy of your logo in JPG format? Arranged a date for your signing? Got the name of who is signing the pledge on behalf of your organisation? Arranged a location for the signing? If the answer to all of the is yes, please submit this information to our website .
Under the Equality Act (2010), people who are married or in a civil partnership are protected against any direct discrimination against them. Due to their status, single people and those in relationships outside of marriage or civil partnership are not protected under the Act. Pregnancy and maternity Pregnant women are protected against any discrimination on the grounds of their pregnancy, maternity leave or statutory leave entitlements. Discriminatory treatment towards a woman during the time of her pregnancy is not handled as sex discrimination. A pregnant woman is protected against being dismissed, demoted, or disciplined due to her pregnancy, maternity leave or statutory leave entitlements. Examples of pregnancy and maternity leave discrimination include: being dismissed or disciplined due to asking for time off work to attend ante-natal classes being dismissed or disciplined due to being unable to complete work duties because of health and safety reasons Race Race discrimination covers all aspects of employment, from recruitment through to pay and training to terminating a contract of employment. All four of discrimination are covered under race discrimination: direct discrimination: someone being treated less favourably based on their actual or perceived race, or being associated with someone of actual or perceived race indirect discrimination: policies, practices and procedures that disadvantage people of a particular race harassment: when unwanted conduct directly related to someone’s race violates an individual’s dignity and a hostile, humiliating, degrading, or offensive environment victimisation: the unfair treatment of an employee due to them making or supporting a complaint directly relating to racial discrimination Religion or belief Under the Equality Act (2010), it is deemed unlawful to discriminate against someone based on their religion or belief. The provision includes protection for those of all religious beliefs and also those who have no religious belief. To be covered by this protection a religion must have a clearly defined structure. A belief may be philosophical or religious. Organisations should have a fair recruitment and selection process and employment practices that treat everyone in a fair manner irrespective of their religion or belief. Sex Sex discrimination means that an employer cannot discriminate against you because of your gender (including transgender).
InTASC 10 CAEP 1.3 CAEP 4.2 CAEP 4.3 Q49. The teachers engage in professional learning opportunities. All Respondents 44 43.18% (19) 54.55% (24) 2.27% (1) 0% (0) 0% (0) InTASC 9 CAEP 1.2 CAEP 1.3 CAEP 4.2 CAEP 4.3 Q50. The teachers show evidence of reflection in professional practice (e.g., planning, delivering, and evaluating instruction). All Respondents 43 27.91% (12) 53.49% (23) 13.95% (6) 4.65% (2) 0% (0)
Rating Rate a candidate by selecting up to 5 stars Contact Click the envelope to send the candidate an email via the jobactive website Date Notified Displays the date the job seeker was notified by email Events Click show events to display a full audit history for each candidate Select Click to select a candidate in the list Clear All Click to clear candidates from the list Move to Unsuccessful Click to move the selected candidate to the Unsuccessful Candidate section Notify Successful Click to notify the candidate of an interview or if successful Select All Click to select all candidates in the list To move a candidate to Unsuccessful select the relevant candidate and click the Move to Unsuccessful button To notify a candidate that you would like them to attend an interview or were successful select the relevant candidate and click the Notify Successful button A Notify Successful email template will be displayed, where you can edit the message. Once the message is correct click the Notify Successful button to send your email Unsuccessful Candidates Steps: Click the Unsuccessful Candidates expand icon to display the candidates you have moved to this list The Unsuccessful Candidates screen has a number of functions: Field Name Description Name Click the candidates name to view their job matching profile View Click the relevant link to view the candidates resume or cover letter. Candidates added via
Thank you for your interest in hosting a young person to have a Trailblaze paid work experience placement within your museum. Trailblaze is part of our offer to give young people the opportunity to gain valuable part-time paid experience in a role that is tailored towards their needs and aspirations.
HIGHER & DEGREE APPRENTICESHIPS FOR FOOD ENGINEERS Employer Consultation 26th March in the Conference Room (NCFM Building) NCFM in partnership with the University’s School of Engineering are keen to consult on the proposed content and mode of delivery of the following qualifications to underpin the newly approved standard for the Advanced Food Engineer Degree Apprenticeship and the planned Food Engineering Higher Apprenticeship and would very much welcome the input of Food Engineering Managers. 12.30 Arrival & Lunch 13.00 Welcome, Introductions, overview and update of Higher and Degree Apprenticeships landscape Introduction to NCFM and the Lincoln School of Engineering Overview of the full apprenticeship development framework Food Engineering apprenticeship standards Professor Val Braybrooks Dean of NCFM 13.20 Delivery discussion - Content Assessment Dr Mike Gallimore Keith Brewood Isabel Campelos 14.00 Mode of delivery and student support Mode of attendance – balancing attended sessions and distance learning Demonstration of the DL platform (Blackboard) and OneFile Requirements for teaching and student support Vanessa Sutton Alex Borman 15.00 Progression and recruitment Progression from the Level 3 Food and Drink Engineering Maintenance Apprenticeship Apprenticeship recruitment Sharon 15.30 Plenary and next 16.00 Depart
Whether to grant additional pension to an active member or within 6 months of ceasing to be an active member by reason of redundancy or business efficiency (by up to £6,500 p.a.) R31 Policy is to not to grant any additional pension to an active member or within six months of ceasing to be an active member by reason of redundancy or business efficiency. Whether, for a member leaving on the grounds of redundancy or business efficiency on or before 31st March 2014, to augment membership (by up to 10 years). The resolution to do so would have to be made within 6 months of the date of leaving. Hence this discretion is spent entirely after 30th September 2014. B12 Policy is not to grant any augmentation to a member leaving on the grounds or redundancy or business efficiency. Whether to waive, on compassionate grounds, the actuarial reduction applied to deferred benefits paid early under B30 B30(5), TPSch 2, para 2(1) Policy is to continue to take to Pensions and Investments Committee* in order for it to consider whether an actuarial reduction is appropriate. Whether to waive, on compassionate grounds, the actuarial reduction applied to benefits paid early under B30A B30A(5), TPSch 2, para 2(1) Policy is to continue to take cases to Pensions and Investments Committee* in order for it to consider whether an actuarial reduction is appropriate. Waive, on compassionate grounds, the actuarial reduction applied to benefits paid early for a post 31.3.98. / pre 1.4.08. leaver or a councillor leaver 31(5) & TPSch 2, para 2(1) Policy is to continue to take cases to Pensions and Investments Committee in order for it to consider whether an actuarial reduction is appropriate. Councillor optants out and pre 1.4.08. employee optants out only to get benefits paid from NRD if employer agrees 31(7A) Policy is to councillor optants out and pre 1 April 2008 employee optant outs to only get benefits paid from normal retirement date (NRD). Whether to ‘switch on’ the 85 year rule upon the voluntary early payment of deferred benefits? TPSch 2, para 1(2) & 1(1)(f) & R60 Not yet published. No
Work Placement Health & Safety Monitoring Record Date: Monitoring review due Department vet is being conducted for Name of person undertaking assessment: Employer Details Employer’s name: Number of employees: Less than 5 More than 5 Workplace address: Postcode: Main contact: Position: Health and safety contact: Telephone no. E-mail address: Supervisor(s): Enforcement action (Prosecutions, Notices) Occupational Tasks/Activities Undertaken and Assessed Type of work carried out by student/learner Of the above which activities assessed on this visit 1 Employers Liability Insurer Policy Number Expiry Date 2 Is the Health and Safety Policy still relevant and current? Yes/No 3 Are risk assessments and control measures still relevant and up to date, taking into account the age, previous experience, maturity and lack of awareness of risks of the learner/young person? Yes/No 4 Are accident, incidents and first aid measures still relevant and up to date? Yes/No 5 Are adequate supervision, training, information and instruction arrangements still in place? Yes/No Specifically: Is adequate competent supervision provided? Is on-going instruction and training given? Was/is induction received? Yes/No Yes/No/NA Yes/No 6 Are work equipment and machinery arrangements adequate and up to date? Yes/No 7 Are personal protective equipment and clothing arrangements still adequate and up to date? Yes/No 8 Are fire risk assessments and emergency arrangements still adequate and up to date? Yes/No 9 Is the working environment still safe and healthy? Yes/No 10 Ofsted or CQC report does not raise any H&S issues. – Strike through if not applicable Yes/No Learner assessment Are learner risk assessments in place for all learners in this work placement? Have they been reviewed where applicable? Is the student receiving any additional support as required
You can find out more about pensions and being a member of NEST by visiting their website at www.nestpensions.org.uk or search online for NEST pensions. You can also get general information on pensions and saving for later life from [Yours sincerely/faithfully] [Enter name of employer or person acting on behalf of employer] [Enter signature] © NEST Corporation 2018. All rights reserved. The communications available in this document are only to be used by participating employers of NEST. It is the responsibility of the user to ensure that the correct communication is issued in the circumstances. The user should ensure that it is in receipt of the current version of the communication before issuing it by regularly checking the NEST website for updated versions. If you’re in any doubt about how pensions legislation applies to you we recommend that you seek specialist legal advice and nothing in this document should be taken to amount to such advice. We don’t make any representation or warranty, express or implied, that the communications available in this document are accurate, complete or error free. We don’t accept responsibility for any loss or damage, whether in contract, tort (including negligence), breach of statutory duty, or otherwise, even if foreseeable, caused as a result of reliance on the communications contained in this document, which are intended to be for guidance only, nor do we accept responsibility for loss or damage, whether in contract, tort (including negligence), breach of statutory duty, or otherwise, even if foreseeable, caused due to any inaccuracy, incompleteness or error. For the avoidance of doubt, this disclaimer applies whether the user issues the communication in its original form or as amended by the user.
Contents A tailored notice for eligible jobholders who must be automatically enrolled into NEST. An alternative standard notice for eligible jobholders who must be automatically enrolled and non-eligible jobholders who have opted in to NEST. 3 A standard notice for eligible jobholders who are being automatically re-enrolled into NEST at your automatic re-enrolment date. 7 A tailored notice for non-eligible jobholders who can opt in to NEST. 20 An alternative standard notice for non-eligible jobholders who can opt in to NEST and workers without qualifying earnings who can ask to join NEST. 3 A tailored notice for non-eligible jobholders who have opted in to NEST. 7 A tailored notice for workers without qualifying earnings – also known as entitled workers - who can join NEST. 9 An optional notice for eligible and non-eligible jobholders who are already members of a qualifying pension scheme. 1 An optional notice for workers without qualifying earnings who are already members of a workplace pension scheme. This can also be used as an alternative optional notice for eligible and non-eligible jobholders who are already members of a qualifying pension scheme. 2 A standard notice explaining that you’re a waiting period. This is sent out to workers when you haven’t assessed the type of workers they are. Workers who are existing members of a qualifying pension scheme should be included in the list of recipients for this notice. If you don't want to include them, you can use Employer notice 6. 5 A standard notice explaining that you're using a waiting period. This is sent out to workers when you haven’t assessed the type of workers they are. Use this notice if you don't want to inform workers who are existing members of a qualifying pension scheme. 8 A tailored notice explaining that you're using a waiting period. This is sent out to eligible or jobholders who aren’t already existing members of a qualifying pension scheme.
Employer notice 2.1S An alternative standard notice for non-eligible jobholders who can opt in to NEST and workers without qualifying earnings who can ask to join NEST [Enter date] Dear [worker’s name] We’re now offering NEST as our workplace pension scheme to help you put money aside for your retirement. Workers who can ask to opt-in and get a contribution from us You can choose to opt in to NEST if you’re: not already a member of an existing qualifying workplace pension scheme aged at least 16 but under 75 earning more than £6,032 working, or if you ordinarily work, in the UK. If you become a member of NEST you can make member contributions into your retirement pot, we’ll contribute too. If you’re eligible you’ll also get extra money from the government through tax relief. NEST uses the relief at source method of claiming tax relief. This means that you make contributions from your pay after the deduction of tax − if you pay tax. If you’re eligible for tax relief, NEST will claim this for you from HMRC and add it to your pot. At the moment, basic rate tax relief is 20 per cent. So you’ll only need to pay 80p in every pound and NEST will claim another 20p from the government. If we don’t have your National Insurance number NEST won’t usually be able to claim basic rate tax relief on your behalf, so please make sure you’ve given it to us so you don’t miss out on any extra money. If you pay tax at a higher rate, you may be able to get more tax relief on your contributions. You’ll need to claim this yourself by contacting HMRC at www.hmrc.gov.uk. If you want to become a member of NEST, you’ll need to let us know by [enter the details of your own process stating that written notices need to be signed and any electronic notices need to include a statement that the worker has personally submitted it]. Contributing to your NEST retirement pot We calculate contributions based on your [qualifying earnings/base salary/total pay – delete as applicable or insert another earnings basis that you’re using]. This [means your annual earnings that fall between £6,032 and £46,350. It] includes [list the parts of pay that you’ll include when you calculate contributions – for instance, salary, overtime or allowances].
you we recommend that you seek specialist legal advice and nothing in this document should be taken to amount to such advice. We don’t make any representation or warranty, express or implied, that the communications available in this document are accurate, complete or error free. We don’t accept responsibility for any loss or damage, whether in contract, tort (including negligence), breach of statutory duty, or otherwise, even if foreseeable, caused as a result of reliance on the communications contained in this document, which are intended to be for guidance only, nor do we accept responsibility for loss or damage, whether in contract, tort (including negligence), breach of statutory duty, or otherwise, even if foreseeable, caused due to any inaccuracy, incompleteness or error. For the avoidance of doubt, this disclaimer applies whether the user issues the communication in its original form or as amended by the user
LIFE WORK BALANCE Companies that offer benefits and policies to allow employees to manage the competing demands of Work, family, friends and community have a competitive advantage in recruiting, retention, and productivity and customer service levels. The following questions address how your policies and practices support the challenges of balancing the demands of work and life. 1. What steps has your organization undertaken that support life work balance? Include any examples such as flex time, remote work place, telecommuting and occasional work from home. 2. What other alternatives do you offer to a traditional work schedule? 3. Please check all that apply regarding programs, incentives or benefits that you offer to promote health and wellness. Comprehensive Wellness Programs Health Club/Gym Membership Smoking cessation classes or reimbursement for classes Weight loss classes or reimbursement for classes Blood pressure checks/cholesterol checks/Flu shots Stress reduction/Time management Wellness Pre-natal classes Only what is provided through insurance Other (please specify) 4. What organizationally unique things do you do to improve employees work life balance? (Example: Provide time off for school activities or coaching etc.) RECOGNITION AND REWARDS Effectively applying fundamental principles of rewards and recognition lets employees know that their valuable contributions are important and their efforts are appreciated. The following questions address some of these fundamental considerations and how they are applied in your organization. 1. What recognition programs are in place to acknowledge your employee’s performance? 2. Does your company have a budget for recognition programs? Yes No Yes No
Company name Referee name Referee’s relationship to you Referee contact telephone number and address Is this your current employer? Dates you were employed at this company – from – to May we contact this referee prior to your acceptance of any job offer made? Declaration Before a formal offer of appointment is made, Chwarae Teg will seek verification of the details provided by the successful candidate about their present/most recent employment. The successful candidate will also have to produce evidence of relevant qualifications and proof that they are eligible to work in the UK. I understand that information supplied on this application form may be used for monitoring purposes. I agree that, subject to a formal offer of employment being made, references may be obtained. The statements made by me in this application are true to the best of my knowledge and belief. Any false statement may be sufficient cause for rejection or, if employed, dismissal. Signed: Date: Please complete and return the Equal Opportunities monitoring form alongside your application form. Without both documents your application will not be processed. Please return this form to
According to the Job Accommodations Network (JAN), a free, confidential service funded by ODEP, 46 % of employers report that accommodations needed by employees and job applicants with disabilities cost absolutely nothing (i.e., simple, no cost adaptations). For those accommodations requiring a cost, the typical one-time expenditure was $500. More information about low cost, high impact accommodations can be found on the . JAN has provided expert consultation on cost-effective accommodations, the ADA, and assistive technologies for more than 25 years. Will worker’s compensation and health care costs increase? Most large- and medium-sized businesses report no significant increase in costs. Employers also report that any costs are outweighed by the value that workers with disabilities bring to the workplace. The benefits of hiring workers with disabilities are demonstrated in the . Tools & Resources Ways to Recruit Talented Workers with Disabilities Table 1. Strategies used by companies to proactively recruit people with disabilities. Source: 2008 Survey of Employer Perspectives on the Employment of People with Disabilities, ODEP. Strategy Percent Rank Postings at job service or workforce employment center 23.7 1 Contacting college and university career centers 13.1 2 Partnerships with disability-related advocacy organizations 11.8 3 Including people w/disabilities in diversity recruitment goals 9.5 4 Postings at disability-related publications 8.8 5 Postings at disability-related websites 8.3 6 Postings or tables at disability-related job fairs 6.8 7 Postings at Department of Vocational Rehabilitation 4.0 8 Ways to Hire, Retain and Advance Employees with Disabilities Employer tax credits and incentives Disability awareness training Visible top management commitment Mentoring
EMPLOYER POSTING Is the required OSHA Job Safety and Health it’s the Law poster displayed in a prominent location where all employees are likely to see it? Are emergency telephone numbers posted where they can be readily found in case of emergency? Where employees may be exposed to toxic substances or harmful physical agents, has appropriate information concerning employee access to medical and exposure records, Material Safety Data Sheets (MSDSs) and Safety Data Sheets (SDSs) been posted or otherwise made readily available to affected employees? Are signs concerning exit routes, room capacities, floor loading, biohazards, exposures to x-ray, microwave, or other harmful radiation or substances posted where appropriate? Is the Summary of Work-Related Injuries and Illnesses (OSHA Form 300A) posted during the months of February, March and April? RECORDKEEPING Are occupational injuries or illnesses, except minor injuries requiring only first aid, recorded as required on the OSHA 300 log? Are employee medical records and records of employee exposure to hazardous substances or harmful physical agents up-to-date and in compliance with current OSHA standards? Are employee training records kept and accessible for review by employees, as required by OSHA standards? Have arrangements been made to retain records for the time period required for each specific type of record? (Some records must be maintained for at least 40 years.) Are operating permits and records up-to-date for items such as elevators, air pressure tanks, liquefied petroleum gas tanks, etc.?
Your project plan Activity When? Responsible? What is it? What do you need to do to prepare? Target Date Enhanced Data Validation Document February 2014 MyCSP Document to inform you of the interface validation changes and actions you need to carry out; Ensure you understand this document and the impacts to your business, and that the relevant parties within your organisation review this document. Your comments: Detailed Employer Impacts Document March 2014 2015 Programme Document to provide the next level of detail on Migration, New Joiners / Re-joiners, Payroll Interface and Process Changes, Effective Pension Ensure you understand this document and the impacts to your business, and that the relevant parties review this document. Your comments:
members to this content and providing hard copies to those members who do not have internet access. Prepare your project plan and gain approval from the designated manager who is responsible for the 2015 changes in your organisation Prior to April 2014 You Complete the next few pages of this document and produce an outline of how you are planning to implement the 2015 scheme changes. You should get approval of your plan from the designated manager responsible for the 2015 changes. Use the activities outlined in this document to clarify how you will approach the 2015 scheme changes and set up a project file. Your comments: Initiate Internal Project Meeting Prior to April 2014 You Introduction to the 2015 scheme changes and those who will be working to implement it. Set-up regular meetings to report, monitor and track progress / risks / issues. Your comments: Complete 1 April 2014; July 2014, October 2014 and January 2015. You Use the self-assessments in this document to rate your readiness on each of the points which need to be addressed. Go through self-assessment stage by stage. If you are not rating yourself as 2 on each point you will need to go back and put more detailed plans in place. If you have any issues raise these with the Employer Engagement leads Submit your reports to 2015employers@cabinet-office.gsi.gov.uk Your comments: 1-2-1 Assessments / Conference Calls April 2014; July 2014, All The Employer Engagement Leads will meet with you to discuss your Attend conference calls / 1-2-1 sessions. Where 1-2-1 sessions are requested you
Agri-food Manufacturing/ Engineering Visitor Economy Renewables* Ports & Logistics* Health & Care 1515 1141 172 85 169 6 30 126 Factors preventing the business from growing Availability of appropriately skilled staff 19 19 10 30 11 30 24 23 Availability of appropriate local skills training 13 13 10 16 8 15 14 15 Poor transport infrastructure 30 35 22 29 33 22 25 40 Poor IT infrastructure 19 21 17 24 14 31 24 14 The way the local planning and development control system operates 19 21 15 14 19 26 14 14 Lack of available premises/land 14 15 12 15 10 49 13 15 Poor local supply chain 10 10 6 11 9 15 19 14 Lack of business support services 13 14 6 14 12 58 9 14 Poor cash flow 24 25 15 36 25 31 21 24 Lack of capital for investment 25 26 18 34 28 22 23 24 Poor county profile i.e. in of attracting staff from outside the county 16 17 6 24 12 15 7 19 Poor sector profile 13 14 8 14 14 37 14 23 Other 10 10 9 7 9 20 0 15 None 29 25 37 27 32 0 32 25 Bold font signifies a statistically significantly higher figure compared with the average minus the tested; italics signifies a statistically significantly lower figure than average minus the sub-group tested
Counterparts The Agreement may be executed in two or more counterparts, any one of which shall be deemed the original without reference to the others. IN WITNESS WHEREOF, the Employee has hereunto set his hand, and the Company has caused presents to be executed in its name and on its behalf, all as of the day and year first above written. ____________________ ___________________ (Employee) (The Employer) Name: _________________ Represented By: Designation: ______________
Declaration of Criminal Convictions, Cautions & Bind-Over Orders In Confidence 1.Are you included in the Adult’s Barred List? (if yes please give details) YES NO 2. Do you have any cases pending? (if yes please give details) YES NO 3. Do you have any convictions, cautions, informed warnings, diversionary youth conferences or bind-over orders that are not subject to ‘filtering’ (as defined by the Rehabilitation of Offenders (Exceptions) Order (NI) 1979, as amended in 2014)? YES NO If yes, please provide details below, giving as much information as you can, including, if possible, the offence, the approximate date of the court hearing and the court which dealt with the matter. 4. Have you ever been the subject of an Adult Abuse investigation which alleged that you were the perpetrator? YES NO If yes, please list full details below including the name of police unit or HSC Trust involved in the investigation. If possible please provide the approximate date/s. Declaration and Consent: I declare that the information I have given is complete and accurate. I understand that I will be asked to complete an Access NI Disclosure Certificate Application form if I am considered to be the preferred candidate. I consent to the appropriate Access NI check being made and I agree to enquiries relevant to this declaration. Signature: ____________________________________ Date: ______________________ Print Name: __________________________________ Any Surname previously known by: __________________________________