The free entitlements Clause Samples

The free entitlements. ‌ 7.1. The free entitlements, also known as ‘free places’ or ‘free hours’ are: Eligibility‌ 7.2. The DfE sets the dates of birth for the start of eligibility for the free entitlements, as set out in the table below. School term dates are not taken into account when determining eligibility. 1 April and 31 August 1 September (autumn term) 1 September and 31 December 1 January (spring term) 1 January and 31 March 1 April (summer term) 7.3. The provider should check original copies of documentation to confirm a child has reached the eligible age on initial registration. The provider can retain paper or digital copies of documentation to enable the local authority to carry out audits and fraud investigations. Where a provider retains a copy of documentation this must be stored securely and deleted when there is no longer a good reason to keep the data.‌ 7.4. The local authority must ensure that a child has a free entitlement place no later than the beginning of the term following the child and the parent meeting the eligibility criteria for the free entitlements.‌‌ 7.5. Children who have been admitted to primary school and are attending a state- funded or independent school reception class are not entitled to any additional free hours outside their school reception class place as local authorities can meet their duty to secure the universal entitlement through reception class provision. 7.6. A child who takes up their free entitlement part way through the year will be entitled to a pro-rata’d number of hours adjusted to reflect the portion of the year remaining. 7.7. Providers must not invoice parents for free entitlement hours with the intention of refunding these costs once funding for the free entitlements has been received from BFC. Free places for 2-year olds‌ 7.8. A child will be entitled to the free hours from the term after both of the following conditions are satisfied: 7.9. Eligible 2-year olds are entitled to a free place offering 570 hours a year over no fewer than 38 weeks of the year. The free entitlement may be stretched over more than 38 weeks (and up to 52 weeks). This means taking fewer hours per week, subject to a maximum of 570 hours a year.‌‌ 7.10. If a child is entitled to free hours a code will be issued to the parent which they can share with their chosen childcare provider. Childcare providers should verify the 2-year-old eligibility code before confirming the availability of a funded place and/or the child starts attending. 7.11. Providers sh...
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The free entitlements. 7.1. The free entitlements, also known as ‘free places’ or ‘free hours’ are: • the 15 hour entitlement for the most disadvantaged 2 year olds • the 15 hour entitlement for parents of 3 and 4 year olds (the universal entitlement); and • the 30 hour entitlement for working parents of 3 and 4 year olds (the extended entitlement).
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The free entitlements. Paragraph 7.1 - Added reference to the Bracknell Forest Council website (with link) for guidance on signing up to and using the provider portal
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Related to The free entitlements

  • No Entitlements (1) Neither the Plan nor the Award Agreement confer on the Participant any right or entitlement to receive compensation, including, without limitation, any base salary or incentive compensation, in any specific amount for any future fiscal year (including, without limitation, any grants of future Awards under the Plan), nor impact in any way the Company Group’s determination of the amount, if any, of the Participant’s base salary or incentive compensation. This Award of RSUs made under this Award Agreement is completely independent of any other Awards or grants and is made at the sole discretion of the Company. The RSUs do not constitute salary, wages, regular compensation, recurrent compensation, pensionable compensation or contractual compensation for the year of grant or any prior or later years and shall not be included in, nor have any effect on or be deemed earned in any respect, in connection with the determination of employment-related rights or benefits under law or any employee benefit plan or similar arrangement provided by the Company Group (including, without limitation, severance, termination of employment and pension benefits), unless otherwise specifically provided for under the terms of such plan or arrangement or by the Company Group. The benefits provided pursuant to the RSUs are in no way secured, guaranteed or warranted by the Company Group. (2) The RSUs are awarded to the Participant by virtue of the Participant’s employment with, and services performed for, the Company Group. The Plan or the Award Agreement does not constitute an employment agreement. Nothing in the Plan or the Award Agreement shall modify the terms of the Participant’s employment, including, without limitation, the Participant’s status as an “at will” employee of the Company Group, if applicable. (3) Subject to any applicable employment agreement, the Company reserves the right to change the terms and conditions of the Participant’s employment, including the division, subsidiary or department in which the Participant is employed. None of the Plan or the Award Agreement, the grant of RSUs, nor any action taken or omitted to be taken under the Plan or the Award Agreement shall be deemed to create or confer on the Participant any right to be retained in the employ of the Company Group, or to interfere with or to limit in any way the right of the Company Group to terminate the Participant’s employment at any time. Moreover, the Separation from Service provisions set forth in Section (C) or (D), as applicable, only apply to the treatment of the RSUs in the specified circumstances and shall not otherwise affect the Participant’s employment relationship. By accepting this Award Agreement, the Participant waives any and all rights to compensation or damages in consequence of the termination of the Participant’s office or employment for any reason whatsoever to the extent such rights arise or may arise from the Participant’s ceasing to have rights under, or be entitled to receive payment in respect of, any unvested RSUs that are cancelled or forfeited as a result of such termination, or from the loss or diminution in value of such rights or entitlements, including by reason of the operation of the terms of the Plan, this Award Agreement or the provisions of any statute or law to taxation. This waiver applies whether or not such termination amounts to a wrongful discharge or unfair dismissal.

  • Leave Entitlements (a) A sessional practitioner will be entitled to pro rata leave entitlements in the same ratio as the number of sessions allocated bears to 10. If during any qualifying period the number of sessions allocated to a sessional practitioner varies, the number will be averaged over the qualifying period. (b) A sessional practitioner will be entitled to paid public holidays in accordance with Clause 35 – Public Holidays if the public holidays occur on a day on which a session is normally worked. If a sessional practitioner is required to work on a public holiday the provisions of Clause 32 – Shift, Weekend and Public Holiday Penalties subclause (5) will apply.

  • Basic entitlement 7.4.2(a) After twelve months continuous service, parents are entitled to a combined total of 52 weeks unpaid parental leave on a shared basis in relation to the birth or adoption of their child. For females, maternity leave may be taken and for males, paternity leave may be taken. Adoption leave may be taken in the case of adoption.

  • Entitlements Every employee (a) who, (i) becomes the natural parent of a child, or assumes actual care and custody of their new born child, or (ii) adopts a child under the law of a province; and (b) who has completed their probationary period or seven consecutive months of employment, whichever comes first; and (c) who submits to the Co-operative an application in writing for parental leave where possible at least four (4) weeks before the day specified in the application as the day on which the employee intends to commence the leave; is entitled to, and shall be granted parental leave, consisting of a continuous period of up to sixty-three (63) weeks.

  • Leave Entitlement You will be entitled to such number of leaves which shall be in accordance with the policies of the Company and the applicable laws in this regard.