Understand how to plan and provide environments and services that support children and young people’s health and safety 1.1 Describe the factors to take into account when planning healthy and safe indoor and outdoor environments and services: All staff has a duty of care for children and each other within the setting. It is important that everybody is aware of government legislation regarding the schools Health and Safety policy in regards to potential risks and hazards and what should happen
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ensure a consistent and flexible approach to children’s care‚ learning and development in order for the child to meet the five every child matters outcomes. The welfare requirement is enforced by Regulations made under Section 39‚ (1) (b) of the Childcare Act 2006. There are six area covered by the early learning goals and educational programmes. Which are:- -Personal‚ Social and Emotional Development -Communication‚ Language and Literacy -Creative Development -Physical Development -Problem-solving
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obligation that anyone working in child care‚ whatever the type of service and whatever their role‚ is to keep children safe”. (Marilyn Hopkins LLB‚ Dip.Ed.. (March 2006). DUTY OF CARE. This will involve giving appropriate attention in particular tasks to ensure no one is harmed‚ watching out for potential hazards i.e. risk assessments preventing mistakes or accidents and making wise choices about steps undertaken
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Unit 4 Support Children and Young People’s Health and Safety 1. Describe the factors to take in account when planning healthy and safe indoor and outdoor environments and services. Regarding EYFS the components of a safe environment include: Safeguarding and promoting children’s welfare - All practitioners should have an up-to-date understanding of safeguarding children issues and be able to implement the safeguarding children policy and procedure appropriately. Staff should be able to respond
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children and attain appropriate records. 1.2 Explain expectations about own work role as expressed in relevant standards. All practitioners that work in an Early Years sector must comply with National standards such as the Childcare Act 2006 and the Health and Safety at work act 1974. It is also a requirement to work within the framework of the EYFS. Some settings have put together their own policies in which the employees should also abide by. Furthermore‚ I need to conform to the setting’s ethos
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EYFS. This is a mandatory framework for all early years providers which is used in all schools and early years child-minders. The Early Years Foundation Stage (EYFS) is a term defined in Section 39(1)(a) and (1)(b) of the British government ’s Childcare Act 2006. The EYFS comprises a set of Welfare Requirements and a set of Learning and Development Requirements known as Early Years Outcome. The legislation took effect from September 2008‚ this was then revised in 2012‚ from which they then founded
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EYMP EYMP1-1.1-Explain the legal status and principles of the relevant early years framework‚ and how national and local guidance materials are used in settings EYMP2-1.1-Explain each of the areas of learning and development and how these are important The EYFS is a stage of children’s development from birth to five years. The EYFS Framework describes how early years practitioners should work with children and their families to support their development and learning
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Part VII: Is the aspect of the legislation that relates to the early childcare and education sector. Regulations as to pre-school services: The law in Ireland provides for the regulation and inspection of pre-school childcare services. Under the childcare act of 1991 the HSE in Ireland is charged with ensuring the health‚ safety and welfare of preschool children attending services. Pre-school children are defined by law as children under 6 years of age‚ who are not attending a national school
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The Age Discrimination Act (2006) The Age Discrimination Act of 2006 is legislation passed by the UK parliament in London. It is intended to discourage ageism in the workplace; in other words‚ the discrimination against persons on the basis of their age. Instead‚ all employment decisions must be passed on competencies and skills. The retirement age in the UK is 65. Under the 2006 Act‚ workers have the right to request to continue working beyond the retirement age. Employers must honor this request
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BANGLADESH LABOUR LAW 2006-(RMG SECTOR) Table of Contents Page No. PART 1: WORKING CONDITIONS ..........................................................................................1 1.1 WAGES...............................................................................................................................4 1.1.1 Definition ................................................................................................................. 4 1.1.2 Persons responsible for the payment of
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