On enquiry a welcome pack will be given to prospective parents and an introductory visit will be suggested. On receipt of a completed Waiting List Enrolment Form, the child’s name will be added to the waiting list. There is no charge for this.

Nursery places are subject to availability. There will be equality of access to nursery places as outlined in our Equal Opportunity Policy. When a place becomes available within a suitable age group, parents of a child from the top of the list will be offered a place according to the start date required. Priority will be given to children requiring all day care five days a week, then to those requiring all day care on two, three or four days per week, particularly those who can be successfully matched to make a full time place. Siblings of children currently attending will also take priority of places.

Our website will answer most questions but feel free to contact us if you require any further information.

The Early Years Foundation Stage (EYFS) is how the Government and early years professionals describe the time in your child’s life between birth and the age of 5.  This is a very important stage as it helps your child get ready for school, as well as preparing them for their future learning and successes.  From when your child is born up until the age of 5, their early years experience should be happy, active, exciting, fun and secure and support their development, care and learning needs.

We follow a legal document called the Early Years Foundation Stage Framework.

The EYFS Framework exists to support all professionals working in early years to help your child, and was developed with a number of early years experts and parents.  In 2012, the framework was revised to make it clearer and easier to use, with more focus on the things that matter most.  This new framework also has a greater emphasis on your role in helping your child develop.

The EYFS Framework explains how and what your child will be learning to support their healthy development.  Your child will be learning skills, acquiring new knowledge and demonstrating their understanding through seven areas of learning and development.  Children should mostly develop the three prime areas first.  These are:

 Communication and language
 Physical development
 Personal, social and emotional development

These prime areas are those most essential for your child’s healthy development and future learning.  As children grow, the prime areas will help them to develop skills in four specific areas.  These are:

 Literacy
 Mathematics
 Understanding the world
 Expressive arts and design

These seven areas are used to plan your child’s learning and activities.  The professionals teaching and supporting your child will make sure that the activities are suited to your child’s unique needs.  This is a little bit like a curriculum in primary and secondary schools, but it is suitable for very young children, and is designed to be really flexible so that staff can follow your child’s unique needs and interests.  Through the EYFS, children learn by playing and exploring, being active, and through creative and critical thinking, which takes place both indoors and outside.

 

If you have a child and are thinking of going back to work you may be able to get Child Tax Credit to help with the child care costs. If you are on a low income, you may also qualify for Working Tax Credit. This could mean getting back up to 80 per cent of your childcare costs up to a limit of £140 a week for one child and £240 a week for two children. You use us as a registered Nursery for this to apply.

Each employer will have their own policies on maternity leave, pay and your rights at work during pregnancy and whilst on maternity leave. At the very least your employer must offer the statutory minimum as set out in Government guidelines.

Rules that came into force on April 2007 have extended the length of time new mothers can take off work and still get paid. A woman who is an employee can now benefit from up to 26 weeks of Ordinary Maternity Leave and 26 weeks of Additional Maternity Leave, making one year in total.

To qualify for Statutory Maternity Pay (SMP) you must have been employed for a continuous period of at least 26 weeks before the qualifying week, which is the 15th week before the baby's due date. You can receive SMP for up to 39 weeks, as long as you meet the conditions. If you have the right to it you will get it even if you decide to leave your job before you start receiving it. You do not have to repay it if you decide not to go back to work or leave your job whilst receiving SMP.

If you are employed you can choose when you want your SMP to start. This will normally coincide with your Ordinary Maternity Leave. Unless your baby is born sooner, the earliest SMP can start is 11 weeks before the week your baby is due, although you can continue to work until the day of childbirth if you wish to do so. You can change your leave dates at any time by giving your employer 28 days notice.

Your employer will pay you 90% of your average weekly earnings for the first six weeks of Ordinary Maternity Leave then up to £112.75 for the remaining 33 weeks. You pay tax and National Insurance in the same way as on your regular wages. Your employer reclaims the majority of Statutory Maternity Pay from their National Insurance contributions and other payments. To qualify for SMP you must pay tax and national insurance as an employee (or would pay if you earned enough). All pregnant women are entitled to reasonable paid time off for ante-natal care.

For up-to-date information about your maternity rights, the following websites can provide you with all the help and information you need.
1) www.direct.gov.uk/en/Parents/workingparents
2) www.workingfamilies.org.uk

Help from employer’s

Some employers offer a childcare allowance or vouchers as part of a ‘salary sacrifice’ scheme. It is worth asking your line manager, personnel or human resources department whether your employer runs a scheme like this.

Large local employers like the NHS and LAs can be encouraged to help with childcare costs. From April 2005, the Government plans to reform the existing tax and National Insurance (NI) exemptions to support the National childcare strategy.

The changes from 2005 focus on employer-supported childcare, for example workplace nurseries and childcare vouchers and provide a better incentive for employers to support the provision of childcare for employees.

Childcare vouchers

Childcare vouchers are a way of paying for childcare, usually with a paper voucher redeemable by the childcare provider. Childcare vouchers are usually administered by a voucher provider for an administration fee.

Childcare subsidies

This is an amount paid to a childcare provider to subsidise the cost of staff care. An example would be a £5 a day subsidy for a holiday play scheme.

Workplace provision

Workplace, or in-house provision, is where the employer is wholly or partly responsible for financing and managing the provision; or when the care provided is on premises, which are made available solely by the employer. In practice this means either a workplace nursery or an in-house or on-site holiday play scheme. A contractor may run the scheme as long as it fits the above criteria.

Full information can be found in the Childcare section of the Inland Revenue website.

 

We regard snack and lunch times as an important part of the children’s day. Eating represents a social time for children and adults and helps children to learn about healthy eating. To help us comply with government initiatives and for the general well-being of the children, we adhere to the following guidelines:

1) At snack time, we aim to provide healthy and nutritious food which meet the children’s individual dietary needs and promote healthy eating.

2) For the lunch times sessions, children can bring a balanced packed lunch with them or else freshly cooked food will be provided.

Procedures

We follow the procedures below to promote healthy eating at Rising stars.

1) Prior to a child attending rising stars preschool, we enquire about his/her medical, cultural and/or dietary needs – including any known allergies. This information is recorded on a registration form and signed by parents/carers. We ask that parents advise the preschool of any changes to their children’s dietary needs –including allergies.

2) To ensure continuity of care, we display current information about individual children’s dietary needs so that all staff and volunteers are fully informed about them.

3) We aim to ensure that children receive only food and drink that is consistent with their dietary needs and preferences as well as their parent’s wishes.

4) In order to protect children with food allergies, we discourage children from sharing and swapping their food with one another and constantly supervised.

5) Through discussion with parents and research reading by staff, we obtain information about the dietary rules of the religious groups to which children and their parents belong, of vegetarians, vegans and about food allergies and intolerances. We take account of this information in the provision of food and drinks.

6) We organize snack and lunch times so that they are social occasions in which children and staff participate.

7) All tables are cleaned with an approved antibacterial solution.

8) We have fresh drinking water available for the children throughout each session. We inform the children about how to obtain the water and help them if necessary.

9) We inform parents of our policy on healthy eating

Snack time: Drinks and snacks provided by Rising Stars is of low salt and sugar content where possible.Mid-morning snacks include fresh fruit and/or vegetables with a carbohydrate accompaniment such as whole meal wraps, crackers with butter, cheese, bread sticks, houmous dips, cheese and chive dips, Fresh water is supplied to drink.

Lunch time: for child who do full days we provide a healthy balanced lunch for their child. Avoid including any kind of sweets and chocolate bars.

We suggest:

1) Sandwiches with children’s favorite fillings (excluding peanut based fillings)

2) Yoghurts

3)  Small portion of crisps or savory snacks (to bring in lunch)

4) Fresh fruit/vegetables – we can chop or peel if necessary

5) Other suggestions: dried fruit,pasta or rice salads, raw vegetables with dips, tinned fruits. Please ensure there are no nuts in these food or any traces of nuts. We are unable to heat up foods. Please provide foods which do not require heating up.

We take care not to provide foods containing nuts or nut products and are especially vigilant where we have a child who has a known allergy to nuts. To avoid the risk of a child with a known nut allergy being exposed to nuts during a lunch time session, we ask parents not to provide packed lunches that include nuts or nut products (e.g. snack bars, peanut butter, and pesto).

 

We are committed to safeguarding, promoting the welfare of children & young people and expects all staff, students & apprentices to share this commitment. The Prevent Duty & Promoting British Values has been introduced from 1st July 2015 in all schools, registered early years childcare providers and all Registered later Early years childcare providers are subject to a duty under section 26 of the Counter-Terrorism and Security Act 2015, in the exercise of their functions, to have “due regard to the need to prevent people from being drawn into terrorism”. This duty is known as the Prevent duty. Here at Rising Stars we take Safeguarding very seriously, therefore to ensure that we adhere to and achieve the Prevent duty we will; provide appropriate training for staff as soon as possible. Part of this training will enable staff to identify children who may be at risk of radicalisation. We will build the children’s resilience to radicalisation by promoting fundamental British values and enabling them to challenge extremist views (for early years providers the statutory framework for the EYFS sets standards for learning, development and care for children from 2-5 thereby assisting their personal, social and emotional development and understanding of the world).

We will assess the risk, by means of a formal risk assessment, of children being drawn into terrorism, including support for extremist ideas that are part of terrorist ideology. We will ensure that our staff understands the risks so that they can respond in an appropriate way. We will be aware of the online risk of radicalisation through the use of social media and the internet. As with managing other safeguarding risks, our staff will be alert to changes in children’s behaviour which could indicate that they may be in need of help or protection (children at risk of radicalisation may display different signs or seek to hide their views). The Key Person approach means we already know our key children well and so we will notice any changes in behaviour, demeanour or personality quickly.

We will not carry out unnecessary intrusion into family life but we will take action when we observe behaviour of concern. The key person approach means that we already have a rapport with our families so we will notice any changes in behaviour, demeanour or personality quickly. We will work in partnership with our LSCB & Mash Team for guidance and support. We will build up an effective engagement with parents/carers and families. (This is important as they are in a key position to spot signs of radicalisation). We will assist and advise families who raise concerns with us. It is important to assist and advise families who raise concerns and be able to point them to the right support mechanisms. We will ensure that our staff will undertake Prevent awareness training (as a minimum) so that they can offer advice and support to other members of staff. We will ensure that any resources used in the setting are age appropriate for the children in our care and that our staff have the knowledge and confidence to use the resources effectively. This policy is intended to serve as guidance for practitioners to recognise the signs of those who are at risk and also to inform parents of our legal requirement to put this policy into operation. The prevent of duty care policy is part of our wider safeguarding duties in keeping children safe from harm, and this new policy reinforces our existing duties by spreading understanding of the prevention of radicalisation.

Staff Responsibilities

All practitioners must be able to identify children who may be vulnerable to radicalisation.

There is no single way of identifying an individual who is likely to be susceptible to a terrorist ideology, but staff should be alert to changes in children’s behaviour, including even very young children, which could indicate they may be in need of help or protection. These behaviours can be evident during circle time, Role play activities and quiet times. Quiet times are a good time for children to make disclosures as this is the period that children are closest to their key persons. People from any walks of life can be drawn into radicalisation and not necessarily from a particular religion or ethnicity.

Terrorism is not promoted by any religion. The Prevent duty does not require childcare providers to carry out unnecessary intrusion into family life but we are required to take action when observe behaviour of concern.

Cultivating British Values

The best way to help children resist extremist views or challenge views such as creationism is to teach them to think critically and become independent learners, which is fundamental to the Characteristics of Effective Learning and Teaching embedded in the EYFS. We endeavour to support our children through the EYFS by providing stimulating and playful learning opportunities to help them develop positive diverse and communal identities, as well as their well-being, their empathy and emotional literacy, while continuing to take action to eradicate inequalities, bullying, discrimination, exclusion, aggression and violence; all of which fosters and secures, children’s pro-social behaviours and responsible citizenship and real sense of belonging. What to do if you suspect that children are at the risk of radicalisation. Follow the setting normal Safeguarding Procedures including discussing with the designated safeguarding lead, and where deemed necessary, with children’s social care. In Prevent priority areas, the local authority will have a Prevent lead that can also provide support. The Safeguarding Lead can also contact the local police force or dial 101 (the non-emergency number). They will then talk in confidence about the concerns and help to access support and advice. The Department for Education has dedicated a telephone helpline (020 7340 7264) to enable staff to raise concerns relating to extremism directly. Concerns can also be raised by email to counter.extremism@education.gsi.gov.uk. Please note that the helpline is not intended for use in emergency situations, such as a child being at immediate risk of harm or a security incident, in which case the normal emergency procedures should be followed.

We are committed to the inclusion of all children. All children have the right to be cared for and educated to achieve the best possible outcomes, to share opportunities and experiences and develop and learn alongside their peers. We provide a positive and welcoming environment where children are supported according to their individual needs.

We recognise that some children may have additional needs that may require particular help, intervention and support. These needs may be short-lived for a particular time in the child’s life or may require longer-term or lifelong support. At all times we will work alongside each child’s parents and any relevant professionals to share information, identify needs and help the child and their family access the support they need.

In accordance with our admissions policy, we are committed to providing a childcare place, wherever possible, for children who may have special educational needs (SEN) and/or disabilities according to their individual circumstances, and the nursery’s ability to make any reasonable adjustments in order to provide the necessary standard of care. All children will be given a full settling in period when joining the nursery according to their individual needs.

Where we believe a child may have learning difficulties and/or a disability that has not previously been acknowledged, we will work closely with the child’s parents and any relevant professionals to establish the child’s needs and to secure any action that may be required. We recognise that children with disabilities may not have SEN but may need the nursery to make reasonable adjustments to enable them to make full use of the setting's facilities.

Where we have emerging concerns about a child and/or where a child has identified additional needs or a disability, we will find out as much as possible about the needs of the child and any support the child or family may need to ensure the child makes the best progress in their learning and development. We do this by:

1) liaising with the child’s parents

2) observing each child’s development and monitoring such observations regularly

3) liaising with any other relevant professionals engaged with the child and their family

4) seeking any specialist help or support

5) researching relevant publications/sources of help

6) reading any reports that have been prepared

7) attending any assessment or review meetings with the local authority/professionals.

Legal framework and definitions

The relevant legislation underpinning this policy includes:

1) Special Educational Needs and disability Code of Practice: 0 to 25 years  

2) The Children and Families Act 2014, Part 3

3) The Equality Act 2010

4) Special Educational Needs and Disability Regulations 2014

5) Statutory Framework for the Early Years Foundation Stage (from September 2014)

6) Working Together to Safeguard Children 2013

We use the definitions set out in the law to describe SEN and disabilities.

1) A child has SEN if they have a learning difficulty or disability, which calls for special educational provision to be made for them.

2) A learning difficulty or disability means that a child of compulsory school age has a significantly greater difficulty in learning than the majority of other children of the same age; and/or has a disability which prevents or hinders them from making use of the sort of facilities generally provided for others of the same age.

3) For children aged two or more, special educational provision is educational provision that is additional to or different from that made generally for other children of the same age. For a child under two years of age, special educational provision means educational provision of any kind.

4) A child under compulsory school age has SEN if he or she is likely to have a learning difficulty or disability when they reach compulsory school age or would do so if special educational provision was not made for them.

5) A disability is defined in the Equality Act 2010 as ‘a physical or mental impairment which has a long-term and substantial adverse effect on their ability to carry out normal day-to-day activities’. ‘Long-term’ is defined as ‘a year or more’ and ‘substantial’ is defined as ‘more than minor or trivial’. This definition includes sensory impairments such as those affecting sight or hearing, and long-term health conditions such as asthma, diabetes, epilepsy, and cancer. Children with such conditions do not necessarily have SEN, but there is a significant overlap between disabled children and those with SEN. Where a disabled child requires special educational provision they are also be covered by the SEN definition.

Aims:

The setting has regards to the statutory guidance set out in the Special Educational Needs and Disability Code of Practice: 0 to 25 years (2014). We have clear arrangements in place to support children with SEN and disabilities. We aim to:  

1) Recognise each child’s individual needs through gathering information from parents and others involved with the child on admission and through our procedures for observation and assessment

2) Ensure all staff understand their responsibilities to children with SEN and disabilities and have regard to the guidance given in the Special Educational Needs and Disability Code of Practice 2014

3) Plan, provide or help parents to obtain any additional help or support for any needs not being met by the universal service provided by the setting

4) Include all children and their families in our provision, making reasonable adjustments where needed

5) Provide well-informed and suitably trained practitioners to help support parents and children with special educational  needs and/or disabilities

6) Identify any emerging concerns that might suggest a child has special educational needs and/or disabilities at the earliest opportunity and plan for those needs through a range of strategies

7) Share any information received and assessments made by the setting with parents and support parents in seeking any help they or the child may require.

8) Seek any additional help needed including requesting an Education, Health and Care (EHC) Needs Assessment where the setting's own actions are not helping the child to make progress 

9) Work in partnership with parents and other agencies in order to meet the individual children's needs, including health services and the local authority, and seek advice, support and training where required

10) Monitor and review our practice and provision and, if necessary, make adjustments and seek specialist equipment and services if needed

11) Ensure that all children are treated as individuals/equals and are encouraged to take part in every aspect of the Pre-school day according to their individual needs and abilities

12) Ensure that gifted and talented children who learn more quickly are also supported

13) Encourage children to value and respect others

14) Challenge inappropriate attitudes and practices

15) Promote positive images and role models during play experiences of those with additional needs wherever possible

16) Celebrate diversity in all aspects of play and learning.

Methods

We will:

1) Develop and maintain a core team of staff who are experienced in the care of children with additional needs. Staff will be provided with specific training to help them make any special educational provision needed and meet the requirements of the Special Educational Needs and Disability Code of Practice 2014

2) Identify a member of staff to be our Special Educational Needs Co-ordinator (SENCO) and share their name with parents (see below for an explanation of their role)

3) Provide a statement showing how we provide for children with learning difficulties and/or disabilities and share this with staff, parents and other professionals

4) Ensure that the provision for children with learning difficulties and/or disabilities is the responsibility of all members of staff in the setting.

5) Ensure that our inclusive admissions practice includes equality of access and opportunity

6) Ensure that our physical environment is, as far as possible, suitable for children and adults with disabilities

7) Work closely with parents to create and maintain a positive partnership which supports their child(ren)

8) Provide differentiated activities to meet all individual needs and abilities to give a broad and balanced early learning environment for all children including those with learning difficulties and/or disabilities

9) Ensure that parents are consulted with and kept informed at all stages of the assessment, planning, provision and review of their child's care and education, including seeking any specialist advice

10) Ensure that children’s views are sought and listened to

11) Use a graduated approach (see explanation below) to identifying, assessing and responding to children who have emerging difficulties, suggesting they may have special educational needs or a disability that requires a different approach

12) When planning interventions and support, agree the outcomes and the expected impact on progress and a date for review

13) Hold review meetings with parents at the agreed times and agree any changes or adjustments to support

14) Seek any further advice or support needed including multi-agency approaches, working with our Area Senco and Education Phycologist and Early Support, requesting an Education, Health and Care (EHC) Needs Assessment where the nursery’s own actions are not helping the child make progress.

15) Liaise with other professionals involved with children with learning difficulties and/or disabilities and their families, including transfer arrangements to other settings and schools. We work closely with the next school or care setting and meet with them to discuss the child’s needs to ensure information exchange and continuity of care

16) Provide parents with information on sources of independent advice and support

17) Keep records of the assessment, planning, provision and review for children with learning difficulties and/or disabilities

18) Provide resources, in so far as we can (human and financial), to implement our SEN/disability policy

19) Ensure the privacy of children with learning difficulties and/or disabilities when intimate care is being provided

20) Provide in-service training for practitioners and volunteers

21) Raise awareness of any specialism the setting has to offer, e.g. Makaton trained staff

22) Ensure the effectiveness of our SEN/disability provision by collecting information from a range of sources e.g. assessment information, targeted plans and outcomes, staff and management meetings, parental and external agencies’ views, inspections and complaints. This information is collated, evaluated and reviewed annually

23) Provide a complaints procedure and make available to all parents in a format that meets their needs e.g. braille, audio, large print, additional languages

24) Monitor and review our policy annually. 

The role of the Special Education Needs Co-ordinator (SENCO)

The role of the SENCO is to provide a lead for staff in relation to SEN and disabilities and to make sure procedures are followed, appropriate records kept and parents are involved.  The child’s practitioner (key person) will normally remain responsible for working with the child on a daily basis and for planning and delivering an individualised programme. The particular responsibilities of our SENCO are:

1) ensuring all practitioners in the setting understand their responsibilities to children with SEN and the setting’s approach to identifying and meeting SEN

2) advising and supporting colleagues

3) ensuring parents are closely involved throughout and that their insights inform action taken by the setting

4) Liaising with professionals or agencies beyond the setting.

Graduated approach

In line with requirements of the Special Educational Needs and Disability Code of Practice, we take a graduated approach to working with children with emerging concerns and their families. This approach includes:

1) An analysis of the child’s needs including whether we should seek more specialist help from health, social services or other agencies

2) An agreement about the interventions and support needed and the expected impact on progress and a date for review

3) Implementation of the interventions or programmes agreed, including assessing the child’s response to the action taken

4) A review of the effectiveness of the support and its impact on the child’s progress by the key person, SENCO, the child’s parent(s) and the views of the child, including any agreed changes to outcomes and support

5) Revisiting this cycle of action in increasing detail and frequency including seeking further specialist help to secure good progress until the SENCO, key person, the child’s parent(s) and any other professionals involved agree intervention is no longer needed or decide to request an education, health and care needs assessment (see below).

Education, Health and Care (EHC) Needs Assessment and Plan

If the help given through the setting’s graduated approach is not sufficient to enable the child to make satisfactory progress, we may request, in consultation with the parents and any external agencies already involved, an assessment of the child’s needs by the local authority. This is called an Education, Health and Care (EHC) assessment. The assessment will decide whether a child needs an EHC assessment plan. This plan sets out in detail the education, health and social care support that is to be provided to a child who has SEND. The local authority will consult with parents and let them know the outcome of the assessment.

Early help assessment

If we believe a child and their family would benefit from support from more than one agency, for example, where a child may have difficulties linked to poor housing or difficult domestic circumstances, we may request or carry out an inter-agency assessment to get early help for the family. This early help assessment aims to ensure that early help services are co-ordinated and not delivered in a disjointed way.

Early Support

Where children have disabilities we may seek additional help and resources through the Early Support Programme which co-ordinates health, education and social care support for the parents and carers of disabled children from birth to adulthood.

We recognise that young children will experience many transitions in their early years; some of these planned and some unplanned. We are sensitive to the impact of such changes to children and this policy sets out the ways in which we support children going through these transitions.

Some examples of transitions that young children and babies may experience are:

1) Starting nursery 

2) Change of Keyworker

3) Starting school or moving nurseries

4) Family breakdowns

5) New siblings

6) Moving home

7) Death of a family member or close friend

8) Death of a family pet.

Staffs are trained to observe their key children and to be sensitive to any changes in their behaviour and personality. We respectfully ask that parents inform us of any changes in the home environment that may impact on their child so staff can be aware of the reasons behind any potential changes in the child’s behaviour.

Starting nursery

We recognise that starting nursery may be difficult for some children and their families. We have a settling in policy to support the child and their family.  

Starting school or moving childcare providers

Starting school is an important transition and some children may feel anxious or distressed. We will do all we can to facilitate a smooth move and minimise any potential stresses. This following process relates to children going to school. However wherever possible, we will adapt this process to support children moving to another childcare provider e.g. childminder or another nursery.

1) We provide a variety of resources that relate to the school, e.g. uniform to dress up in, a role play area set up as a school classroom, photographs of all the schools the children may attend. This will help the children to become familiar with this new concept and will aid the transition

2) We  invite school representatives into the nursery to introduce them to the children

3) Where possible we use other ways to support the transition to school, e.g. inviting previous children from the nursery who have moved on to school to come back and talk to the children about their school experiences

4) Where possible we plan visits to the school with the key person. Each key person will talk about the school with their key children who are due to move to school and discuss what they think may be different and what may be the same. They will talk through any concerns the child may have and initiate activities or group discussions relating to any issues to help children overcome these

5) We produce a comprehensive report on every child starting school to enable teachers to have a good understanding of every child received. This will include their interests, strengths and level of understanding and development in key areas. This will support continuity of care and early learning. 

Family breakdowns

We recognise that when parents separate it can be a difficult situation for all concerned. We will offer our support at this time and ensure we do all we can to support families and the child.

Moving home and new siblings

We recognise that both these events may have an impact on a child. Normally, parents will have advance notice of these changes and we ask parents to let us know about these events so we can support the child to be prepared. The key person will spend time talking to the child and providing activities that may help the child to act out any worries they have, e.g. through role play, stories and discussions. 

Bereavement

We recognise that this may be a very difficult time for children and their families and have a separate policy on bereavement which we follow to help us offer support to all concerned should this be required.

If parents feel that their child requires additional support because of any changes in their life, we ask that you speak to the nursery manager and the key person to enable this support to be put into place.

We wil work with parents in providing quality care for their children.

1) All parents are welcome to visit the setting at any times to observe or join in the nursery activities. Parents are encouraged to take part in setting activities, e.g. event we hold such as McMillian coffee morning and parties, Outings, and general setting's activities like storytelling.

2) Parents can help celebrate festivals by cooking with the children or just spending time talking about their culture and festivals

3) Parents have access to their childs record and are consulted in respect of the care given through discussion and questionnaires.

4) Information about setting activities and events is regularly distributed via a monthly newsletter

5) Parents are able to view all the policies of the setting at any time.

6) We encourage parents to feedback to us through completing parent feedback forms and questionnaires of their first impressions of our setting, which is reviewed and taken on board.

7) Parents evening are held at least wice a year

8) Nursery outings/ social events are arranged for both parents, families and children

What we do-

1) We ask parents to try and establish a good relationship with the staff. Your child's key worker will give you regular feedback about your child's progress.

2) Parents of children under the age of three are given a daily feedback about their child's day and are provided with a weekly diary.

3) Comprehensive written reports are given annually

4) We hold regular open evenings for parents This gives parents an opportunity to discuss their child's progress and any concerns they may have with their child’s key workers

 

We believe that children flourish best when they know how they and others are expected to behave. Children gain respect through interaction with caring adults who act as good role models, show them respect and value their individual personalities. The setting encourages and praises positive, caring and polite behaviour at all times in and provides an environment where children learn to respect themselves, other people and their surroundings.

Children need to have set boundaries of behaviour for their own safety and the safety of their peers. Within the setting we aim to set these boundaries in a way which helps the child to develop a sense of the significance of their own behaviour, both on their own environment and those around them.

We aim to:

1 ) Recognise the individuality of all our children and that some behaviours are normal in young children e.g. biting due to teething

2) Encourage self-discipline, consideration for each other, our surroundings and property

3) Encourage children to participate in a wide range of group activities to enable them to develop their social skills

4) Ensure that all staff act as positive role models for children

5) Encourage parents and other visitors to be positive role models and challenge any poor behaviour shown .

6) Work in partnership with parents by communicating openly.

7) Praise children and acknowledge their positive actions and attitudes, therefore ensuring that children see that we value and respect them.

8)  Encourage all staff working with children to accept their responsibility for implementing the goals in this policy and to be consistent.

9) Promote non-violence and encourage children to deal with conflict peacefully.

10) Provide a key person system enabling staff to build a strong and positive relationship with children and their families.

11) Provide activities and stories to help children learn about accepted behaviours, including opportunities for children to contribute to decisions about accepted behaviour where age/stage appropriate.

12) Have a named person who has overall responsibility for behaviour management.

 The named person Angella Lyder for managing behaviour will:

1) Advise other staff on behaviour issues.

2) Along with each room leader will keep up to date with legislation and research.

3) Support changes to policies and procedures in the setting.

4) Access relevant sources of expertise where required and act as a central information source for all involved.

5) Attend regular external training events, and ensure all staff attend relevant in-house or external training for behaviour management. We keep a record of staff attendance at this training.
 

Our setting rules are concerned with safety and care and respect for each other. We keep the rules to a minimum and ensure that these are age and stage appropriate.  We regularly involve children in the process of setting rules to encourage cooperation and participation and ensure children gain understanding of the expectations of behaviour relevant to them as a unique child.

Children, who behave inappropriately by physically abusing another child or adult e.g. biting, or through verbal bullying, are helped to talk through their actions and apologise where appropriate. We make sure that the child who has been upset is comforted and the adult will confirm that the other child's behaviour is not acceptable. We always acknowledge when a child is feeling angry or upset and that it is the behaviour that is not acceptable.

When children behave in unacceptable ways:

1) We never use or threaten to use physical punishment/corporal punishment such as smacking or shaking.

 2) We only use physical intervention for the purpose of averting immediate danger or personal injury to any person (including the child) or to manage a child’s behaviour if absolutely necessary. We keep a record of any occasions where physical intervention is used  and inform parents on the same day, or as reasonably practicable.

3) We recognise that there may be times where children may have regular occasions where they lose control and may need individual techniques to restrain them. This will only be carried out by staff that have been appropriately trained to do so. Any restraints will only be done following recommended guidance and training and only with a signed agreement from parents on when to use it. We will complete an incident form following any restraints used and notify the parent.

4) We do not single out children or humiliate them in any way. Where children use unacceptable behaviour they will, wherever possible, be re-directed to alternative activities. Discussions with children will take place as to why their behaviour was not acceptable, respecting their level of understanding and maturity.

5) Staff will not raise their voices (other than to keep children safe).

6) In any case of misbehaviour, we always make it clear to the child or children in question, that it is the behaviour and not the child that is unwelcome.

7) We decide how to handle a particular type of behaviour depending on the child’s age, level of development and the circumstances surrounding the behaviour. This may involve asking the child to talk and think about what he/she has done. All staff support children in developing empathy and children will only be asked to apologise if they have developed strong empathy skills and have a good understanding of why saying sorry is appropriate

8) We help staff to reflect on their own responses towards challenging behaviours to ensure that their reactions are appropriate.

9) We inform parents if their child’s behaviour is unkind to others or if their child has been upset. In all cases we deal with inappropriate behaviour in setting at the time. We may ask parents to meet with staff to discuss their child's behaviour, so that if there are any difficulties we can work together to ensure consistency between their home and the setting. In some cases we may request additional advice and support from other professionals, such as an educational psychologist.

10) We support children in developing non-aggressive strategies to enable them to express their feelings.

11) We keep confidential records on any inappropriate behaviour that has taken place. We inform parents and ask them to read and sign any incidents concerning their child.

12) We support all children to develop positive behaviour, and we make every effort to provide for their individual needs.

13) Through partnership with parents and formal observations, we make every effort to identify any behavioural concerns and the causes of that behaviour. From these observations and discussions we will implement an individual behaviour modification plan where a child’s behaviour involves aggressive actions towards other children and staff, for example hitting, kicking etc. The manager will complete risk assessments identifying any potential triggers or warning signs ensuring other children’s and staff’s safety at all times. In these instances we may remove a child  from an area until they have calmed down or distract them away with another activity.

Anti-bullying

Bullying takes many forms. It can be physical, verbal or emotional, but it is always a repeated behaviour that makes other people feel uncomfortable or threatened.  We acknowledge that any form of bullying is unacceptable and will be dealt with immediately while recognising that physical aggression is part of children’s development in their early years.

We recognise that children need their own time and space and that it is not always appropriate to expect a child to share. We believe it is important to acknowledge each child’s feelings and to help them understand how others might be feeling.

We encourage children to recognise that bullying, fighting, hurting and discriminatory comments are not acceptable behaviour. We want children to recognise that certain actions are right and that others are wrong.

At our setting, staffs follow the procedure below to enable them to deal with challenging behaviour:

1) Staff are encouraged to ensure that all children feel safe, happy and secure.

2) Staff are encouraged to recognise that active physical aggression in the early years is part of the child’s development and that it should be channelled in a positive way.

3) Children are helped to understand that using aggression to get things is inappropriate and they will be encouraged to resolve problems in other ways.

4) Our staff will intervene when they think a child is being bullied, however mild or harmless it may seem.

5) Staff will initiate games and activities with children when they feel play has become aggressive, both indoors or out.

6) Staff will discuss any instance of bullying fully with the parents of all involved to look for a consistent resolution to the behaviour.

7) If any parent has a concern about their child, a member of staff will be available to discuss those concerns. It is only through co-operation that we can ensure our

8) children feel confident and secure in their environment, both at home and in the setting.

9) All concerns will be treated in the strictest confidence.

10) By positively promoting good behaviour, valuing co-operation and a caring attitude, we hope to ensure that children will develop as responsible members of society.

With the implementation of the General Data Protection Regulation (GDPR) on Friday 25th May 2018 we would just like to make you aware of the following:

Privacy Notice - Our Privacy Notice has now been updated to reflect all of the new changes in legislation. This also contains information on what we do with your data and how you can access it. To find out more you can read our Privacy Policy at our settings.

 

Our nursery is committed to protecting the privacy and security of your personal information. This privacy notice describes how the Nursery collects and uses personal information about employees of the Nursery. Employees whom are the Employed by the Nursery known collectively as You, in accordance with the General Data Protection Regulation (GDPR).

The Nursery is a “data controller”. This means that we are responsible for deciding how we hold and use personal information about you. We are required under data protection legislation to notify you of the information contained in this privacy notice.

This notice applies to Employees, Children and Parents. This notice does not form part of any contract of employment or other contract to provide services. We may update this notice at any time but if we do so, we will provide you with an updated copy of this notice as soon as reasonably practical.

It is important that Employees, read and retain this notice, together with any other privacy notice we may provide on specific occasions when we are collecting or processing personal information about you, so that You are aware of how and why we are using such information and what Your rights are under the data protection legislation.

DATA PROTECTION PRINCIPLES  

We will comply with data protection law. This says that the personal information we hold about You must be:

1. Used lawfully, fairly and in a transparent way.

2. Collected only for valid purposes that we have clearly explained to You and not used in any way that is incompatible with those purposes.

3. Relevant to the purposes we have told You about and limited only to those purposes.

4. Accurate and kept up to date.

5. Kept only as long as necessary for the purposes we have told You about.

6. Kept securely.

THE KIND OF INFORMATION WE HOLD ABOUT YOU  

Personal data, or personal information, means any information about an individual from which that person can be identified. It does not include data where the identity has been removed (anonymous data).

There are “special categories” of more sensitive personal data which require a higher level of protection, such as information about a person’s health or sexual orientation.

Employees:

We will collect, store, and use the following categories of personal information about Employees:

•       Personal contact details such as name, title, addresses, telephone numbers, and personal email addresses.

•       Date of birth.

•       Gender.

•       Marital status and dependants.

•       Next of kin and emergency contact information.

•       National Insurance number.

•       Bank account details, payroll records and tax status information.

•       Salary, annual leave, pension and benefits information.

•       Start date and, if different, the date of an Employee’s continuous employment.

•       Location of employment or workplace.

•       Copy of driving licence (where applicable).

•       Recruitment information (including copies of right to work documentation, references and other information included in a CV or cover letter or as part of the application process).

•       Employment records (including job titles, work history, working hours, holidays, training records and professional memberships).

•       Personnel files and training records including performance information, disciplinary and grievance information, and working time records.

•       Information about your use of our information and communications systems.

•       Records of any reportable death, injury, disease or dangerous occurrence.

We may also collect, store and use the following “special categories” of more sensitive personal information:

•       Information about an Employee’s race or ethnicity.

•       Information about an Employee’s health, including any medical condition, accident, health and sickness records, including:

•       where an Employee leaves employment and under any share plan operated by a group company the reason for leaving is determined to be ill-health, injury or disability, the records relating to that decision;

•       details of any absences (other than holidays) from work including time on statutory parental leave and sick leave; and

•       Where an Employee leaves employment and the reason for leaving is related to their health, information about that condition needed for pensions and permanent health insurance purposes.

HOW IS YOUR PERSONAL INFORMATION COLLECTED?  

Employees:

We collect personal information about Employees through the application and recruitment process, either directly from candidates or sometimes from an employment agency or background check provider. We may sometimes collect additional information from third parties including former employers, credit reference agencies or other background check agencies.

We will collect additional personal information in the course of job-related activities throughout the period of when an Employee works for us.

HOW WE WILL USE INFORMATION ABOUT YOU  

We will only use Your personal information when the law allows us to. Most commonly, we will use Your personal information in the following circumstances:

1. Where we need to perform the contract we have entered into with You.

2. Where we need to comply with a legal obligation.

3. Where it is necessary for our legitimate interests (or those of a third party) and Your interests and fundamental rights do not override those interests.

We may also use Your personal information in the following situations, which are likely to be rare:

1. Where we need to protect Your interests (or someone else’s interests).

2. Where it is needed in the public interest or for official purposes.

Situations in which we will use Employee personal information

We need all the categories of information in the list above (see Employee section within the Paragraph entitled ‘The Kind of Information We Hold About You’) primarily to allow us to perform our contracts with Employees and to enable us to comply with legal obligations. The situations in which we will process Employee personal information are listed below.

Making a decision about an Employee’s recruitment or appointment.

Checking an Employee is legally entitled to work in the UK. Paying an Employee and, if an Employee is an Employee or deemed Employee for tax purposes, deducting tax and National Insurance contributions (NICs).

Providing any Employee benefits to Employees.

Enrolling you in a pension arrangement in accordance with our statutory automatic enrolment duties.

Liaising with the trustees or managers of a pension arrangement operated by a group company, your pension provider and any other provider of employee benefits.

Administering the contract we have entered into with an Employee.

Conducting performance and/or salary reviews, managing performance and determining performance requirements.

Assessing qualifications for a particular job or task, including decisions about promotions.

Gathering evidence for possible grievance or disciplinary hearings.

Making decisions about an Employee’s continued employment, engagement.

Making arrangements for the termination of our working relationship.

Education, training and development requirements.

Dealing with legal disputes involving Employees, including accidents at work.

Ascertaining an Employee’s fitness to work.

Managing sickness absence.

Complying with health and safety obligations.

To prevent fraud.

To monitor your use of our information and communication systems to ensure compliance with our IT policies.

To ensure network and information security, including preventing unauthorised access to our computer and electronic communications systems and preventing malicious software distribution.

Equal opportunities monitoring.

Some of the above grounds for processing will overlap and there may be several grounds, which justify our use of an Employee’s personal information.

If Employees and Parents fail to provide personal information

If Employees fail to provide certain information when requested, we may not be able to perform the respective contracts we have entered into with Employees, or we may be prevented from complying with our respective legal obligations to Employees.

Change of purpose

We will only use your personal information for the purposes for which we collected it, unless we reasonably consider that we need to use it for another reason and that reason is compatible with the original purpose. If we need to use your personal information for an unrelated purpose, we will notify the Employee, as is appropriate in the circumstances, and we will explain the legal basis, which allows us to do so.

Please note that we may process an Employee’s, personal information without their respective knowledge or consent, as relevant to the circumstances, in compliance with the above rules, where this is required or permitted by law.

HOW WE USE PARTICULARLY SENSITIVE PERSONAL INFORMATION  

”Special categories” of particularly sensitive personal information require higher levels of protection. We need to have further justification for collecting, storing and using this type of personal information. We have in place an appropriate policy document and safeguards, which we are required by law to maintain when processing such data. We may process special categories of personal information in the following circumstances:

1. In limited circumstances, with Employee explicit written consent.

2. Where we need to carry out our legal obligations or exercise rights in connection with Employee employment.

3. Where it is needed in the public interest, such as for equal opportunities monitoring or in relation to our occupational pension scheme.

Less commonly, we may process this type of information where it is needed in relation to legal claims or where it is needed to protect an Employee, a Child or a Parents’ interests (or someone else’s interests) and the Employee, Child or Parent as is appropriate is not capable of giving consent, or where the Employee or Parent has already made the information public.

The Nursery’s obligations as an employer

We will use particularly sensitive personal information of Employees in the following ways:

•       We will use information relating to leaves of absence, which may include sickness absence or family related leaves, to comply with employment and other laws.

•       We will use information about the physical or mental health of an Employee, or their disability status, to ensure Employee health and safety in the workplace and to assess the fitness of Employees to work, to provide appropriate workplace adjustments, to monitor and manage sickness absence and to administer benefits including statutory maternity pay, statutory sick pay, pensions and permanent health insurance.

•       We will use information about an Employee’s race or national or ethnic origin, religious, philosophical or moral beliefs, or an Employee’s sexual life or sexual orientation, to ensure meaningful equal opportunity monitoring and reporting.

Do we need Employee consent?

We do not need the consent of Employees if we use special categories of personal information in accordance with our written policy to carry out our legal obligations or exercise specific rights in the field of employment law. In limited circumstances, we may approach Employees for their written consent to allow us to process certain particularly sensitive data. If we do so, we will provide Employees with full details of the information that we would like and the reason we need it, so that Employees can carefully consider whether they wish to consent. Employees should be aware that it is not a condition of their contract with the nursery that they agree to any request for consent from us.

INFORMATION ABOUT CRIMINAL CONVICTIONS  

We may only use information relating to criminal convictions where the law allows us to do so. This will usually be where such processing is necessary to carry out our obligations and provided we do so in line with our data protection policy.

Less commonly, we may use information relating to criminal convictions where it is necessary in relation to legal claims, where it is necessary to protect the interests of You (or someone else’s interests) and You are not capable of giving your consent, or where an Employee or a Parent, as is relevant to the circumstances, has already made the information public.

We envisage that we will hold information about criminal convictions.

We will only collect information about criminal convictions if it is appropriate given the nature of the role and where we are legally able to do so, which includes but is not limited to Disclosure and Barring Service (“DBS”) checks. Where appropriate, we will collect information about criminal convictions as part of the recruitment process or we may be notified of such information directly by you in the course of you working for us. We will use information about criminal convictions and offences in the following ways:

To conduct a DBS check on each Employee, to record the date of the DBS check, the number of the DBS check and the name of the body conducting the DBS check.

We are allowed to use your personal information in this way to carry out our obligations. We have in place an appropriate policy and safeguards which we are required by law to maintain when processing such data.

AUTOMATED DECISION-MAKING  

Automated decision-making takes place when an electronic system uses personal information to make a decision without human intervention. We are allowed to use automated decision-making in the following circumstances:

1. Where we have notified Employees of the decision and given the Employee as is appropriate 21 days to request reconsideration.

2. Where it is necessary to perform the contract with an Employee, appropriate measures are in place to safeguard the Employee’s, rights as is appropriate.

3. In limited circumstances, with explicit written consent from the Employee as is appropriate, and where appropriate measures are in place to safeguard Employee’s rights.

If we make an automated decision on the basis of any particularly sensitive personal information, we must have either explicit written consent from an Employee as is appropriate, or it must be justified in the public interest, and we must also put in place appropriate measures to safeguard an Employee rights as is relevant in the circumstances.

You will not be subject to decisions that will have a significant impact on you based solely on automated decision-making, unless we have a lawful basis for doing so and we have notified the Employee as is appropriate in the circumstances

DATA SHARING  

We may have to share Employees, data with third parties, including third-party service providers and other entities in the group.

We require third parties to respect the security of Your data and to treat it in accordance with the law.

Why might the Nursery share Employee, personal information with third parties?

We will share your personal information with third parties where required by law, where it is necessary to administer the working relationship with you or where we have another legitimate interest in doing so.

Which third-party service providers process my personal information?

”Third parties” includes third-party service providers (including contractors and designated agents), local authorities, regulatory bodies, schools and other entities within our group. The following third-party service providers process personal information about you for the following purposes:

Regulatory bodies – for ensuring compliance and the safety and welfare of the children.

 

 

We will share personal data regarding your participation in any pension arrangement operated by a group company with the trustees or scheme managers of the arrangement in connection with the administration of the arrangements. 

 

How secure is my information with third-party service providers and other entities in our group?

 

All our third-party service providers and other entities in the group are required to take appropriate security measures to protect your personal information in line with our policies. We do not allow our third-party service providers to use Your personal data for their own purposes. We only permit them to process your personal data for specified purposes and in accordance with our instructions.

 

What about other third parties?

 

We may share your personal information with other third parties, for example in the context of the possible sale or restructuring of the business. In a situation we will, so far as possible, share anonymised data with the other parties before the transaction completes. Once the transaction is completed, we will share your personal data with the other parties if and to the extent required under the terms of the transaction.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

It is important that Parents read and retain this notice, together with any other privacy notice we may provide on specific occasions when we are collecting or processing personal information about You, so that You are aware of how and why we are using such information and what Your rights are under the data protection legislation.

DATA PROTECTION PRINCIPLES  

We will comply with data protection law. This says that the personal information we hold about You must be:

1. Used lawfully, fairly and in a transparent way.

2. Collected only for valid purposes that we have clearly explained to You and not used in any way that is incompatible with those purposes.

3. Relevant to the purposes we have told You about and limited only to those purposes.

4. Accurate and kept up to date.

5. Kept only as long as necessary for the purposes we have told You about.

6. Kept securely.

THE KIND OF INFORMATION WE HOLD ABOUT YOU  

Personal data, or personal information, means any information about an individual from which that person can be identified. It does not include data where the identity has been removed (anonymous data).

There are “special categories” of more sensitive personal data which require a higher level of protection, such as information about a person’s health or sexual orientation.

We will collect, store, and use the following categories of personal information about Children:

•       Name

•       Date of birth

•       Home address

•       Dietary requirements

•       Attendance information

•       Photographs and video clips of the Child to signpost Children to where their belongings are stored at the Nursery that they attend, and also for general display purposes

•       Emergency contact should Parents be unavailable and the emergency contact’s contact details

•       Record book for each Child containing the work of the Child whilst at the Nursery, observations about the Child’s development whilst at the Nursery from Employees of the Nursery, specific examples of the Child’s progress, photographs demonstrating the Child’s development whilst at the Nursery, and personal details of the Child (e.g. their date of birth) (“Progress Report”)

•       Records relating to individual Children e.g. care plans, common assessment frameworks, speech and language referral forms

•       Accidents and pre-existing injuries forms

•       Records of any reportable death, injury, disease or dangerous occurrence

•       Observation, planning and assessment records of Children

We may also collect, store and use the following “special categories” of more sensitive personal information:

•           Information about a Child’s race or ethnicity, spoken language and nationality.

•           Information about a Child’s health, including any medical condition, health and sickness records.

•           Information about a Child’s accident or incident reports including reports of pre-existing injuries.

•           Information about a Child’s incident forms / child protection referral forms / child protection case details / reports.

We will collect, store, and use the following categories of personal information about Parents:

•       Name

•       Home address

•       Telephone numbers, and personal email addresses.

•       National Insurance number.

•       Bank account details.

We may also collect, store and use the following “special categories” of more sensitive personal information:

 •          Information about a Parent’s race or ethnicity, spoken language and nationality.

 •          Conversations with Parents where Employees of the Nursery deem it relevant to the prevention of radicalisation or other aspects of the governments Prevent strategy.

HOW IS YOUR PERSONAL INFORMATION COLLECTED?  

Children and Parents:

We collect personal information about Children and Parents from when the initial enquiry is made by the Parents, through the enrolment process and until the Children stop using the Nursery’s services.

HOW WE WILL USE INFORMATION ABOUT YOU  

 

We will only use Your personal information when the law allows us to. Most commonly, we will use Your personal information in the following circumstances:

1. Where we need to perform the contract we have entered into with You.

2. Where we need to comply with a legal obligation.

3. Where it is necessary for our legitimate interests (or those of a third party) and Your interests and fundamental rights do not override those interests.

We may also use Your personal information in the following situations, which are likely to be rare:

1. Where we need to protect Your interests (or someone else’s interests).

2. Where it is needed in the public interest or for official purposes.

Hold About You’) primarily to allow us to perform our obligations (including our legal obligations to Children. The situations in which we will process personal information of Children are listed below.

•       Upon consent from the Parents, Personal Data of Children will be shared with schools for progression into the next stage of their education.

•       Personal information of Children will be shared with local authorities without the consent of Parents where there is a situation where child protection is necessary.

•       The personal information of Children will be shared with local authorities without the consent of Parents for funding purposes.

•       Ofsted will be allowed access to the Nursery’s systems to review child protection records.

•    To ensure we meet the needs of the Children

•    To enable the appropriate funding to be received

•    Report on a Child’s progress whilst with the Nursery

•    To check safeguarding records

•    To check complaint records

•    To check attendance patterns are recorded

•    When a Child’s Progress Report is given to its Parent in order for that Parent to pass the same Progress Report to a school for application or enrolment purposes

Situations in which the Nursery will use personal information of Parents

We need all the categories of information in the list above (see Parents section within the Paragraph entitled ‘The Kind of Information we Hold About You’) primarily to allow us to perform our contracts with Parents and to enable us to comply with legal obligations. The situations in which we will process personal information of Parents are listed below.

•       The personal information of Parents will be shared with local authorities without the consent of Parents for funding purposes.

•       To report on a Child’s attendance

•       To be able to contact a Parent or a Child’s emergency contact about their Child

•       To ensure nursery fees are paid

If Parents fail to provide personal information

If Employees and Parents fail to provide certain information when requested, we may not be able to perform the respective contracts we have entered into with Employees and Parents, or we may be prevented from complying with our respective legal obligations to Employees, Children and Parents.

Change of purpose

We will only use Your personal information for the purposes for which we collected it, unless we reasonably consider that we need to use it for another reason and that reason is compatible with the original purpose. If we need to use Your personal information for an unrelated purpose, we will notify the Child or Parent, as is appropriate in the circumstances, and we will explain the legal basis which allows us to do so.

Please note that we may process a Child’s or a Parent’s personal information without their respective knowledge or consent, as relevant to the circumstances, in compliance with the above rules, where this is required or permitted by law.

HOW WE USE PARTICULARLY SENSITIVE PERSONAL INFORMATION  

”Special categories” of particularly sensitive personal information require higher levels of protection. We need to have further justification for collecting, storing and using this type of personal information. We have in place an appropriate policy document and safeguards which we are required by law to maintain when processing such data. We may process special categories of personal information in the following circumstances:

1. In limited circumstances, with Parent explicit written consent.

2.  Where it is needed in the public interest, such as for equal opportunities monitoring or in relation to our occupational pension scheme.

Less commonly, we may process this type of information where it is needed in relation to legal claims or where it is needed to protect a Child or a Parents’ interests (or someone else’s interests) and the Employee, Child or Parent as is appropriate is not capable of giving consent, or where theParent has already made the information public.

INFORMATION ABOUT CRIMINAL CONVICTIONS  

We may only use information relating to criminal convictions where the law allows us to do so. This will usually be where such processing is necessary to carry out our obligations and provided we do so in line with our data protection policy.

Less commonly, we may use information relating to criminal convictions where it is necessary in relation to legal claims, where it is necessary to protect the interests of You (or someone else’s interests) and You are not capable of giving your consent, or where a Parent, as is relevant to the circumstances, has already made the information public.

We envisage that we will hold information about criminal convictions.

We will only collect information about criminal convictions if it is appropriate given the nature of the role and where we are legally able to do so, which includes but is not limited to Disclosure and Barring Service (“DBS”) checks. Where appropriate, we will collect information about criminal convictions as part of the recruitment process or we may be notified of such information directly by you in the course of you working for us. We will use information about criminal convictions and offences in the following ways:

•       To conduct a DBS check on each Employee, to record the date of the DBS check, the number of the DBS check and the name of the body conducting the DBS check.

We are allowed to use your personal information in this way to carry out our obligations. We have in place an appropriate policy and safeguards which we are required by law to maintain when processing such data.

AUTOMATED DECISION-MAKING  

Automated decision-making takes place when an electronic system uses personal information to make a decision without human intervention. We are allowed to use automated decision-making in the following circumstances:

1. Where we have notified Parents of the decision and given the Employee of the Parent as is appropriate 21 days to request a reconsideration.

2. Where it is necessary to perform the contract with Parent and appropriate measures are in place to safeguard the Child’s or the Parent’s rights as is appropriate.

3. In limited circumstances, with explicit written consent from Parent, as is appropriate, and where appropriate measures are in place to safeguard Parent rights.

If we make an automated decision on the basis of any particularly sensitive personal information, we must have either explicit written consent from a Parent as is appropriate, or it must be justified in the public interest, and we must also put in place appropriate measures to safeguard a Parents rights as is relevant in the circumstances.

You will not be subject to decisions that will have a significant impact on You based solely on automated decision-making, unless we have a lawful basis for doing so and we have notified the Parent as is appropriate in the circumstances.

DATA SHARING  

We may have to share Child or Parent data with third parties, including third-party service providers and other entities in the group.

We require third parties to respect the security of Your data and to treat it in accordance with the law.

Why might the Nursery share Child or Parent personal information with third parties?

We will share Your personal information with third parties where required by law, where it is necessary to administer the working relationship with You or where we have another legitimate interest in doing so.

Which third-party service providers process my personal information?

”Third parties” includes third-party service providers (including contractors and designated agents), local authorities, regulatory bodies, schools and other entities within our group. The following third-party service providers process personal information about you for the following purposes:

Local Authorities – for funding and monitoring reasons (e.g. equal opportunities and uptake of funded hours)

Regulatory bodies – for ensuring compliance and the safety and welfare of the children

Schools – to provide a successful transition by ensuring information about the child’s progress and current level of development and interests are shared

 We will share personal data regarding your participation in any pension arrangement operated by a group company with the trustees or scheme managers of the arrangement in connection with the administration of the arrangements. 

How secure is my information with third-party service providers and other entities in our group?

All our third-party service providers and other entities in the group are required to take appropriate security measures to protect Your personal information in line with our policies. We do not allow our third-party service providers to use Your personal data for their own purposes. We only permit them to process Your personal data for specified purposes and in accordance with our instructions.

What about other third parties?

We may share Your personal information with other third parties, for example in the context of the possible sale or restructuring of the business. In this situation we will, so far as possible, share anonymised data with the other parties before the transaction completes. Once the transaction is completed, we will share Your personal data with the other parties if and to the extent required under the terms of the transaction.

We may also need to share Your personal information with a regulator or to otherwise comply with the law.

DATA RETENTION  

How long will you use my information for?

We will only retain Your personal information for as long as necessary to fulfil the purposes we collected it for, including for the purposes of satisfying any legal, accounting, or reporting requirements. Details of retention periods for different aspects of your personal information are available in our retention policy which is available from the manager. To determine the appropriate retention period for personal data, we consider the amount, nature, and sensitivity of the personal data, the potential risk of harm from unauthorised use or disclosure of Your personal data, the purposes for which we process Your personal data and whether we can achieve those purposes through other means, and the applicable legal requirements.

In some circumstances we may anonymise Your personal information so that it can no longer be associated with You, in which case we may use such information without further notice to You. Once you are no longer a Child benefiting from the Nursery’s services or a Parent, as is appropriate, we will retain and securely destroy your personal information in accordance with our data retention policy.

RIGHTS OF ACCESS, CORRECTION, ERASURE, AND RESTRICTION  

Your duty to inform us of changes

It is important that the personal information we hold about You is accurate and current. Please keep us informed if Your personal information changes during your working relationship with us.

Your rights in connection with personal information

Under certain circumstances, by law You have the right to:

•       Request access to Your personal information (commonly known as a “data subject access request”). This enables You to receive a copy of the personal information we hold about You and to check that we are lawfully processing it.

•       Request correction of the personal information that we hold about You. This enables You to have any incomplete or inaccurate information we hold about You corrected.

•       Request erasure of your personal information. This enables Parents to ask us to delete or remove personal information where there is no good reason for us continuing to process it. You also have the right to ask us to delete or remove Your personal information where You have exercised Your right to object to processing (see below).

•       Object to processing of Your personal information where we are relying on a legitimate interest (or those of a third party) and there is something about Your particular situation which makes You want to object to processing on this ground. You also have the right to object where we are processing Your personal information for direct marketing purposes.

•       Request the restriction of processing of Your personal information. This enables Parents, as is appropriate, to ask us to suspend the processing of personal information about You for example if You want us to establish its accuracy or the reason for processing it.

•       Request the transfer of Your personal information to another party.

If You want to review, verify, correct or request erasure of Your personal information, object to the processing of Your personal data, or request that we transfer a copy of Your personal information to another party, please contact the manager in writing.

What we may need from You

We may need to request specific information from You to help us confirm your identity and ensure Your right to access the information (or to exercise any of Your other rights). This is another appropriate security measure to ensure that personal information is not disclosed to any person who has no right to receive it.

RIGHT TO WITHDRAW CONSENT  

In the limited circumstances where You may have provided Your consent to the collection, processing and transfer of Your personal information for a specific purpose, You have the right to withdraw Your consent for that specific processing at any time. To withdraw Your consent, please contact [the manager]. Once we have received notification that You have withdrawn Your consent, we will no longer process Your information for the purpose or purposes You originally agreed to, unless we have another legitimate basis for doing so in law.

CHANGES TO THIS PRIVACY NOTICE  

We reserve the right to update this privacy notice at any time, and we will provide You with a new privacy notice when we make any substantial updates. We may also notify You in other ways from time to time about the processing of your personal information.

 

If you have any questions about this privacy notice, please contact Arvinder Brar by email arvinder@arproperties.co.uk 

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