I agree to give a full terms notice when leaving the school or full payment will be charged

Tanwood School for Performing Arts

Behaviour Policy
All children from an early age are encouraged to respect each other and their immediate
environment which helps to ensure the smooth safe running of Tanwood and provides an
enjoyable experience for all. Staff, parents and children have an active role to play within
this process and by working together we will enable the children to become caring and
thoughtful individuals. In order to achieve this. the staff in the school will-:
Adults in school will endeavour to provide a positive role model for the children with regard
to friendliness, care and courtesy.
Praise and endorse desirable behaviour such as kindness and work ethic
Apply the rules consistently so that children have the security of knowing what to expect
and can build up useful habits of behaviour.
Take positive steps to avoid a situation in which children receive adult attention only in
return for undesirable behaviour.
We recognise that codes for interacting with other people vary between cultures and
require staff to be aware of and respect those used by members of the school.
We do not use techniques intended to single out and humiliate individual children.
We only use physical restraint, such as holding, to prevent physical injury to children or
adults and/or serious damage to property. Details of such an event (what happened, what
action was taken and by whom, and the names of witnesses) are brought to the attention of
our school manager and are recorded in our Incident Book. A parent is informed on the
same day and signs the Incident Book to indicate that he/she has been informed.
Physical, mental, emotional or cyber bullying by parents, staff or students will not be
tolerated. In cases of serious misbehaviour, such abuse to staff or another child, stealing or
intentional damage to property we make clear immediately the unacceptability of the
behaviour and attitudes, by means of explanations rather than personal blame in the first
instance. We handle children’s unacceptable behaviour in ways which are appropriate to

their ages for example by distraction, discussion or by withdrawing the child from the
situation.
We work in partnership with children’s parents to address recurring unacceptable behaviour
Where appropriate this might be achieved by removing the child from the class for a short
period.
Staff will not raise their voices in a threatening way. Should a child consistently display
unacceptable behaviour staff will work in consultation with parents in order to support each
other in ensuring consistency in the management of the child’s behaviour. If the undesirable
behaviour is not resolved, parents will be asked to attend a formal meeting at which the
child may be asked to leave the school, either for a short, specified period (in which case
normal fees will apply) or permanently.

Child Protection Policy
With the safety of our families a number one priority, Tanwood is committed upholding Child Protection laws and policies within the school, at public performances and in the online arena (website and social media). Tanwood wishes to provide an enjoyable and safe dance experience for all pupils.
Personal Information
When joining Tanwood all pupils are required to complete a Registration Form which includes the opportunity to provide medical details and emergency contacts. It is the parent's responsibility to notify the school of any changes to their emergency contact details. In the event of an emergency these details can be accessed electronically by staff in order to communicate quickly and effectively. These details can be updated and each child’s details managed online via Dance Studio Pro. All details will be held in accordance with our Data Protection Policy.
Staff and Studios
All of our teachers and staff members have undergone official checks allowing them to work with children and all adults who may supervise children are asked to undertake Safeguarding Children training and a Disclosure and Barring Service Check. All our teachers are suitably qualified to teach, receive regular First Aid Training and have appropriate Safeguarding Children knowledge to protect the interests of our students. Any students assisting with classes will only do so under the direction of a qualified member of staff. All members of Tanwood staff are properly covered by public liability and professional negligence insurance.
During each class a register is taken to ensure the safety of every child. Every teacher has a good understanding of their responsibilities in the event of an emergency and are trained to deal with such situations should they arise. In the event of an emergency Tanwood will contact the emergency services first, then the parent / guardian of the student(s) involved by the contact numbers provided. Tanwood has a fully equipped First Aid kit and keeps a record of all accidents or incidents requiring treatment.

Lone Working

Due to the nature of dance training, on occasion some level of physical contact maybe necessary, all teachers do this sensitively and with the utmost discretion. Teachers also offer the option for lessons on a 1-2-1 basis, parents are welcome to attend these lessons. Usually these lessons do not take place for a substantial period of time but consent to teach alone will be assumed if this has not been expressly given by parents. Studio doors are always unlocked when working with children within the studios.

Allegations of Abuse and Neglect

The safety and wellbeing of our pupils is vital and Tanwood believes that every child, regardless of gender, age, racial origin, religious beliefs, disability or sexual orientation have the right to protection from abuse or neglect. Tanwood takes its responsibility to safeguard all pupils seriously and all members of Tanwood staff whether paid or voluntary, as part of their Safeguarding Children Training, are aware of their responsibility to report any concerns to the appropriate members of staff. Any allegation of abuse or signs of neglect will be taken seriously, with appropriate action undertaken promptly. Tanwood will investigate any allegation and take steps to ensure the welfare of the pupil. Reassurance will also be given to the pupil and or parents that the incident will be fully dealt with and any appropriate steps taken or updates communicated promptly. Written records will be kept of any reported concerns and these records will be made available to the relevant authorities should an investigation arise. In the event of an allegation against a member of staff a misconduct investigation will also take place.

Bullying

As detailed within our Behaviour Policy Tanwood takes bullying seriously and has measures in place to deal with this quickly and effectively. Tanwood aims to work in partnership with parents to help and support the victim and work with the perpetrator on changing their behaviour. A range of methods is used with offenders and to support victims.

Unsupervised Children

I am aware that some students have breaks and sometimes get dropped off early and like to wait before their lessons start. Tanwood is happy for this to continue as long as parents understand that we are not responsible for the children during this time. We request that if any student under the age of …… is being left unsupervised that teachers are made aware of this, however these children will not be directly supervised. Tanwood endeavours to have helpers available during the times our very young students are at the studios to assist them between classes and at busy times our reception desk is also manned. All staff whilst not directly responsible for children outside of their classes will do their utmost to ensure the safety and wellbeing of children during waiting and break times. The dance school is not responsible for any items or valuables during lesson times.
Premises and Risk Assessment
Tanwood regularly inspects the premises and equipment for faults and defects that may present hazards to our students and their families, Tanwood’s Risk Assessment is updated accordingly with repairs or replacements made as necessary. Records are kept of any incidents or injuries to pupils and members of staff. All fire alarms, extinguishers etc are regularly checked and details recorded. The school is cleaned regularly to minimise any potential hazard from rubbish or dirt. Tanwood operates a Non-Smoking policy with smoking not allowed anywhere on the premises, even when children are not present.

Code of Conduct
Unacceptable Behaviour
TANWOOD states that any unacceptable behaviour will not be tolerated, either within the Dance Studio or at any event/performance where TANWOOD is being represented.
Unacceptable behaviour may result in the pupil's exclusion from the school. Unacceptable behaviour will not be tolerated off parents/carers or other family members and could result in parent/carers or family members been banned from events/performances.
Unacceptable behaviour includes - swearing, spitting, fighting and derogatory comments towards others.
Most importantly whilst at examinations/performances/events you are all ambassadors and representatives of TANWOOD and we expect you to behave in a manner showing this.
You are encouraged to fully support your school and the dancers within it.
Should any issues arise that are a cause for concern, please let POLLYANN know and we will deal with the situation appropriately.

Class Etiquette
• Arrive on time
• Wear the appropriate footwear and dance wear
• Act in a polite and well mannered fashion towards teachers and students
• No food in the studio
• Only capped water bottles allowed in the studio
• Ask if need permission to leave during a lesson
• No hot drinks or takeout food allowed in the waiting premises
• No bad language to be used
• No smoking or drinking of alcohol

General School Policies
Late Policy
If your child is more than ten minutes late then they will not be allowed to participate in the class as we will have warmed up by this point and it is not safe for your child to join a class without warming up.

Uniform Policy
After attending the dance school for one month you will be expected to wear the correct dance uniform. Students need to ensure they are wearing the TANWOOD uniform to lessons, no other brands or logos should be worn. To ensure health and safety is met during lessons students should not wear jewellery, tie their hair back and not chew gum during lessons.

Break Policy
I am aware that some students have breaks and sometimes get dropped off early and like to wait before their lessons start. I am happy for this to continue as long as parents understand that I am not responsible for them during this time. I would certainly advise that younger students are not left by themselves during break times. The dance school is not responsible for any items or valuables during lesson times. For more guidance please see the unsupervised child policy.

Collecting your child
All parents/carers must come into the centre to collect their child if they are under 12yrs. Young children will not be allowed to walk out into the car park by their selves, it is also not the responsibility of assistant teachers to walk students out to the car parks.

Possible bad weather disruptions or cancellation of classes
In the event of bad weather I will make a decision as early as possible as to cancel dance or not. Notices will be sent out via text and email. Notices will also be put on the school website, facebook and twitter. The above procedure will also apply if lessons are cancelled for any other reason.

Attending other dance schools
I am happy for students to participate in other dance or performing art opportunities outside of the dance school. However, I would strongly advise students do not take lessons in the core subjects at other dance schools as this causes confusion for the child as the techniques used may conflict. The core subjects are Ballet, Tap and Modern. I also need to be made aware if your child is attending another dance school as it affects the pin number I give them for examinations. If your child’s commitments to another dance establishment starts to conflict with the ethos of TANWOOD your child will be asked to consider giving up lessons at one of the establishments.

Qualifications
If you wish to see copies of the Staffs DBS check please ask. Other qualifications can be found in the policy booklet.

Waiting Areas
All people using the waiting areas need to show respect to all other members of the school. Please ensure that your conversations are child friendly and no student should overhear bad language or swearing.
Please note that waiting areas are for students and their parents/carers only.

Absence

If you miss a lesson you will be charged for the full amount upon your return. If your child has poor attendance they may not be entered for exams or performances. If your child has a long term illness/injury and requires more than four weeks off a retainer fee will be required to secure your place at the dance school, this will be based on a percentage of your weekly fees. In popular classes where there is a waiting list, if your child’s attendance falls below 80% (in a half term) your place maybe given to a student on the waiting list

Illness

If a child is ill and not able to dance please do not send them to class. Due to Health and Safety and the health of other students, students who are ill will not be allowed to watch the class anymore. If a child becomes too ill to dance during a lesson I will phone their parent/guardian and they will need to be collected from dance

If your child is injured (for example broken arm, sprained ankle) they may be able to watch the class, however this needs to be discussed with Amy prior to the lesson



Guidance and Policy for Unsupervised Children

What age can children be left unsupervised at dance (including classes, exams, shows or other events run by the AGSOD)?

•The NSPCC recommends that all children under 13 years must be supervised by their parent, carer or guardian. This is due to concerns that they may not be mature enough to deal with an emergency or certain situations.

•It is a parent’s decision as to what age they allow their child to attend dance venues unsupervised.

•It is a parent’s responsibility to teach their child how to respond to emergencies or situations that may arise outside the house, so they feel confident when their child is not under their supervision.


AGSOD policy on unsupervised children

•Children in lessons are under the care and supervision of the principle teacher and or any other cover teacher

•Children who have breaks between classes or wait for classes to start are NOT under the supervision or responsibility of the dance school, the venue in which classes take place are also NOT responsible for your child during these times. Children under the age of 13 years should be supervised during any break times when taking dance classes. It is the parent’s responsibility to put plans into place to find suitable supervision during break times and the child should be informed of this.

•Children under the age of 13 who are not supervised by an adult must sign the below waiver form (which is now on the enrolment form) and return it to Amy Greaves as soon as possible.

•At dance events like shows and performances the AGSOD will ensure all children are supervised by the correct amount of chaperones backstage. These chaperones will have attended an in house child protection meeting and be aware of the dance school’s policy regarding supervising children.

• At other dance events like exams and competitions children under the age of 13 years old should be supervised by an adult over the age of 18 years+













Health and Safety

Amy Greaves School of Dance takes seriously their responsibility to ensure the safety of their pupils. All pupils must complete a Registration Form when joining the school with clear information regarding emergency contacts and any relevant medical history.
A copy of emergency contact numbers will be kept on class registers.

1. It is the parent's responsibility to notify the school of any changes to their emergency contact details
2. In case of a Fire emergency all teachers have a clear understanding of responsibilities. They must be understood by all following the procedures of the relevant centre.
3. The School will undertake regular assessment of risks regarding premises hired and any concerns will be raised with the providers
4. We are committed to ensuring all employees/volunteers are competent to do their tasks and to give them adequate training
5. It is the schools responsibility to keep a fully equipped First Aid Box at all hired premises. In case of an incident – an Accident / Incident report must be made
6. If required the school will contact the emergency services first, then the parent / guardian of the student(s) involved by the telephone number on the class registers
7. Parents understand that dance is as active as engagement as any sport, and whilst every effort is made to avoid them, injuries can happen. The school accepts no responsibility for injuries sustained via any means other than a teacher's negligence
8. Pupils will be supervised during class time only and parents / carers must ensure the safety of their children in the waiting, changing and toilet areas
9. Students/parents or guardians should inform the teacher of any special health considerations or existing injuries before participating in class
10. Parents must be responsible for ensuring your child's punctuality. Teachers are not available to supervise late pickups. Students may be refused entry if they are continuously late for class as they are missing out on warming up safely for class
11. Dress code must be observed at all times, especially footwear for safe dance practice. Only indoor dance shoes to be worn in the studio to protect the floor and for health and safety
12. Pupils should not wear any jewellery that may pose a risk to themselves or others (stud earrings, and jewellery worn for religious or cultural reasons are acceptable)
13. No food (or chewing gum) is allowed in the studio. Water is permitted in cap bottles
14. Please ensure that the elastics on your child's ballet shoes are secure and neither too loose nor too tight

Public Insurance Liability
TANWOOD has public liability insurance and the certificate is displayed in the information folder, which is avaliable during class time. Any locum teacher who teaches classes will be either covered via this insurance, or will have their own personal insurance.

Smoking Policy
TANWOOD has a non-smoking policy, and smoking is not permitted anywhere within the centre. This is due to the health hazards of smoking and passive smoking, and also because the centres regularly holds activities which involve young children.

Drugs & Alcohol Policy
TANWOOD has a strict no drugs & alcohol policy. Any pupil, teacher or volunteer found using drugs or alcohol whilst attending classes or working at the school, will be presented with a verbal warning. Parents will be advised if the pupil is under the age of 18 years.

Child Protection Policy
TANWOOD believes that:
• The welfare of children is vital
• All children, whatever their age, culture, disability, gender, language, racial origin, religious beliefs and/or sexual identity have the right to protection from abuse
• All suspicions and allegations of abuse will be taken seriously and responded to swiftly and appropriately
• All staff (paid/voluntary) working in dance have a responsibility to report concerns to the principal or other identified staff

The dance school has a duty of care to safeguard all children involved in dance from harm. All children have a right to protection and the needs of disabled children and others who may be particularly vulnerable must be taken into account. The dance school will ensure the safety and protection of all children involved in dance through adherence to the Child Protection guidelines.A child is defined as under 18 The Children Act 1989.

Policy Aims
The aim of the TANWOOD Child Protection Policy is to promote good practice:
• Providing children and young people with appropriate safety and protection whilst in the care of the studio
• Allow all staff/volunteers to make informed and confident responses to specific child protection issues

Promoting Good Practice
TANWOOD will encourage the following:
• Always working in an open environment (e.g. avoid private or unobserved situations and encouraging an open environment i.e. no secrets)
• Treating all young people/disabled adults equally, and with respect and dignity
• Always putting the welfare of each young person first, before winning or achieving goals
• Maintaining a safe and appropriate distance with dancers (e.g. it is not appropriate to have an intimate relationship with a child)
• Building balanced relationships based on mutual trust which empowers children to share in the decision making process
• Making dance fun, enjoyable and promoting fair play
• Ensuring that if any form of manual/physical support is required, it should be provided openly and according to guidelines provided by the ISTD/IDTA/TRINITY. Care is needed, as it is difficult to maintain hand positions when the child is constantly moving. Young people should always be consulted and their agreement gained. Some parents are becoming increasingly sensitive about manual support and their views should always be carefully considered
• Keeping up to date with the technical skills, qualifications and insurance in dance
• Involving parents/carers wherever possible (e.g. for the responsibility of their children in the changing rooms). If groups have to be supervised in the changing rooms, always ensure parents/teachers/coaches/officials work in pairs
• Being an excellent role model – this includes not smoking or drinking alcohol in the company of young people
• Giving enthusiastic and constructive feedback rather than negative criticism• Recognising the developments/ needs and capacity of young people and disabled adults – avoiding excessive training or competition and not pushing them against their will
• Keeping a written record of any injury that occurs, along with the details of any treatment given.
• Requesting written parental consent if dance centre officials are required to transport young people in their cars

Practice not acceptable You should never:
• Engage in rough, physical or sexually provocative games• Share a room with a child
• Allow or engage in any form of inappropriate touching
• Allow children to use inappropriate language unchallenged
• Make sexually suggestive comments to a child, even in fun
• Reduce a child to tears as a form of control
• Allow allegations made by a child to go unchallenged, unrecorded or not acted upon
• Do things of a personal nature for children or disabled adults that they can do for themselves

Guidelines for use of photographic filming at dance events
Videoing as a training aid: there is no intention to prevent the use of video equipment as a legitimate coaching aid. However, dancers and their parents/carers should be aware that this is part of the coaching programme and care will be taken in the storage of such films. If any other kind of photographic material or video of your child is required e.g. DVD of a performance or for advertisement material then parental permission will be requested. Students/parents/carers are not allowed to record or take photos during classes or performances.

Recruitment and selecting staff and volunteers
TANWOOD recognises that anyone may have the potential to abuse children in some way and that all reasonable steps are taken to ensure that unsuitable people are prevented from working with children. When undertaking pre selection checks the following should be included:
• All volunteers/staff should complete an application form. This will elect information about an applicant’s past and a self disclosure about any criminal record
• Consent should be obtained from an applicant to seek information from the Criminal Records Bureau​ (DBS CHECK)
• Two confidential references, including one regarding previous work with children. These references must be taken up and confirmed through telephone contact
• Evidence of identity (passport or driving licence with photo)

Responding to suspicions or allegations
It is not the responsibility of anyone working in the Dance Studio in a paid or unpaid capacity to take responsibility or to decide whether or not child abuse has taken place. However, there is a responsibility to act on any concerns through contact with the appropriate authorities.The dance school will assure all staff/volunteers that it will fully support and protect anyone, who in good faith reports his or her concern that a colleague/volunteer is or may be abusing a child.When there is a complaint against a member of staff there may be three types of investigation:
• A criminal investigation.
• A child protection investigation.
• A disciplinary or misconduct investigation.
The results of the police and child protection investigation may well influence the disciplinary investigation.

Suspected abuseAny suspicion that a child has been abused by either a member of staff or a volunteer should be reported to the principal who will take such steps as considered necessary to ensure the safety of the child in question and any other child who may be at risk.
Action to help the victim and prevent bullying in dance
• Take all signs of bullying very seriously
• Encourage all children to speak and share their concerns• Help the victim to speak out and tell the person in charge or someone of authority
• Create an open environment• Investigate all allegations and take action to ensure the victim is safe
• Speak with the victim and the bully/ies separately
• Reassure the victim that you can be trusted and will help them, although you cannot promise to tell no one else
• Keep records of what is said (what happened by whom, when etc)
• Report any concerns to the Principal

Action towards bullies
• Talk with the bully/ies explain the situation and try to get the bully/ies to understand the consequences of their behaviour• Seek an apology to the victim/s.
• Inform the bully’s parents
• Provide support for the teacher of the victim
• Impose sanctions as necessary
• Encourage and support the bully/ies to change behaviour
• Hold meetings with the families to report on progress
• Inform all appropriate members of the action taken
• Keep a written record of action taken (whom, when etc)




Payment Policy
Lesson Prices
½ hour lesson £2.30
¾ hour lesson £3.40
1 hour lesson £4.50



Payment Policy
1) Lessons can be paid for weekly. If you are paying weekly all payments need to be in by 3:45pm on Saturdays. If you attend lessons on more than one day please can all your class fees for the week be paid in one envelope on one day

2) Lessons can be paid for ½ termly at the start of the first lesson in the term

3) Lessons CANNOT be paid for two weeks or three weeks at a time

4) Lessons CANNOT be paid for monthly

5) I will be unable to work out people’s dance fees or write out invoices

6) If change is not requested during your lesson I will use this as credit towards your next lessons, please then deduct it off your next class. It is best where possible to pay with the correct amount

7) Fees CANNOT be paid for in arrears and if this happens a penalty fee may be incurred due to administration costs

How to pay?
- Cheque payable to Amy Greaves. DO NOT write on the back of the cheque. If you need to explain what the cheque is for please place it in one of the envelopes provided and write on the envelope

- Cash. Please place your cash in an envelope with your child’s full name on it. Even if you need change a envelope must be used, no lose money will be accepted

- Bank transfer. Bank details can be found in the policy booklet on the notice board at dancing. Please reference your child’s name and date the fees are for

What happens if you miss a payment?

- The first time you miss a payment a text message reminder will be sent 5% late fee will be added onto your payment


- The second time you miss a payment another text reminder will be sent, 10% late fee will be added onto your payment

- The third time a payment is missed I will speak to you and it may mean your child cannot participate in class

Who this notice applies to: All Parents/Guardians and students of Tanwood School for Performing Arts. -
Purpose
Tanwood School of Performing Arts is committed to protecting your privacy and complying with the General Data Protection Regulations which come into force on 25th May 2018.
Tanwood School of Performing Arts is required to retain information relating to students and their families which includes names, addresses, telephone numbers, email addresses and medical information relating to any allergies. The Company may also retain photographs of its clients to use to promote shows and to celebrate successes. When handling data, Tanwood School of Performing Arts will comply with the 6 privacy principles under the GDPR:
Lawfulness, fairness and transparency – Personal information shall be processed lawfully, fairly and in a transparent manner
Purpose limitations – Personal information shall be collected for specified, explicit and legitimate purposes
Data minimisation – Personal information shall be adequate, relevant and limited to what is necessary
Accuracy – Personal information shall be accurate and, where necessary, kept up to date
Storage limitations – Personal information shall be retained only for as long as necessary
Integrity and confidentiality – Personal information shall be processed in an appropriate manner to maintain security
All client data is stored securely on site and can only be accessed by authorised members of staff. The Company will not make data available to third parties for commercial or marketing purposes.
Tanwood School of Performing Arts is registered with the Information Commissioners Office (ICO).
Document Retention
Personal data will only be retained for the Company’s clients. Should you no longer wish to be a client of the company or should you not use the services of the Company for twelve months, then your data and that of the pupils will be deleted in accordance with current legislation
Your Rights

Right to be informed
Tanwood is required by law to hold ceetain information on it’s students and their families such as names, addresses, contact numbers and details of any medical or additional needs that may affect a students dance training. Tanwood also holds information of teachers who work at Tanwood, this information is required for Disclosure and Barring checks and is sent securely using a file transfer system to the provider.
Right to access
Every individual has the right to make a request for their data and Tanwood are required to respond within 1 month of any request
Right of access to your personal data and supplementary information, and the right to confirmation that your personal data is being processed
Right to be forgotten by having your personal data deleted or removed on request where there is no compelling reason for an organisation to continue to process it again (employers will have to respond without undue delay or and within 1 month of the request)
Right to restrict processing of your personal data, for example, if you consider that processing is unlawful or the data is inaccurate
Right to data portability of your own personal data for your own purposes (you will be allowed to obtain and reuse your data)
Right to object to the processing of your personal data for direct marketing, scientific or historical research, or statistical purposes.

Health and Safety Policy
This is a statement of general policy and arrangements for Tanwood
We will actively maintain and promote good health and safety procedures and will:
Maintain safe and healthy work conditions
Provide adequate control of the health and safety risks at our school
Be open to comments and suggestions from our students, their parents and other professionals on matters relating to health and safety
Provide information, instruction and supervision for employees and students and make them aware of this policy
Ensure all employees are capable of doing their tasks, hold any required qualifications, and that they receive adequate training
Record any harm or injuries that occur in an Accident Book and make changes where required to avoid similar incidents in the future
Regularly review and update this policy

Pollyann Tanner has overall responsibility for health and safety.
A First Aid box is located behind the reception desk
An Accident Book is located behind the reception desk
In the case of an emergency or serious injury, please contact the emergency services on 999






Risk Assessment


Description of the hazard
What is the risk and to whom?
How is the risk currently being managed?
What else can be done to manage the risk?
Who will do this?
When will this be done?
This was completed on:
Chairs lined-up against wall of dance studio
Staff and students may trip on the chair legs or fall into them
Chairs are stacked and kept away from the used space of the hall. Students are made aware that they are there.
Chairs could be moved to another room when lessons are taking place
School staff































































Online Classes during the COVID-19 crisis.

In order to participate in the online classes via Zoom you must agree to the following :

Your child needs to be supervised during a class , working in a safe environment , and wearing appropriate attire .
Your child must be warmed up and fit for the class to prevent injury .
Tanwood takes no responsibility for any injury sustained during any classes online.
The Tanwood Team.

TANWOOD SCHOOL FOR PERFORMING ARTS
STAFF HANDBOOK




Table of contents

1. Introduction
2. Equal Opportunities Policy
3. Health & Safety Policy
4. Training
5. Business expenses
6. Attendance and timekeeping
7. Appearance
8. Alcohol
9. Smoking
10. Use of email and the internet
11. Use of telephones and other facilities
12. Acceptance of gifts
13. Data Protection Policy
14. Whistleblowing Policy
15. Disciplinary Rules and Procedure
16. Code of conduct
17. Standards of good practice
18. Charters
19. Child protection policy
20. Data protection consent
21. Personal Details
22. Declarations

1. Introduction

This Staff Handbook provides you with a summary of the policies and procedures that operate in the Company. It should be read in conjunction with your contract of employment, as both documents form part of your terms and conditions of employment.

To respond to the changing needs of the Company as well as changes in legislation, the policies and procedures may need to be amended from time to time and when this occurs you will be informed of these changes.

If you have any questions about this Staff Handbook please contact the director.

2. Equal Opportunities Policy

The Company’s aim is to ensure that all of its employees and job applicants are treated equally irrespective of disability, race, colour, religion, nationality, ethnic origin, age, sex, sexual orientation or marital status. The Company shall appoint, train, develop and promote on the basis of merit and ability.

All employees have a duty both morally and legally not to discriminate against individuals. This means that there shall be no discrimination on account of disability, race, colour, religion, nationality, ethnic origin, age, sex, sexual orientation or marital status. Employees have personal responsibility for the practical application of the Company’s Equal Opportunities Policy which extends to the treatment of members of the public and employees.
Managers and supervisors who are involved in the recruitment, selection, promotion and training of employees have special responsibility for the practical application of the Company’s Equal Opportunities Policy.

The grievance procedure is available to any employee who believes that he or she may have been unfairly discriminated against.

Disciplinary action under the disciplinary procedure shall be taken against any employee who is found to have committed an act of unlawful discrimination. Discriminatory conduct and sexual or racial harassment shall be regarded as gross misconduct.

If there is any doubt about appropriate treatment under the Company’s Equal Opportunities Policy, employees should consult their manager.

3. Health & Safety Policy

The Company recognises that it is responsible for ensuring, so far as is reasonably practicable, the health, safety and welfare at work of its employees. The Company believes that pro-active management health and safety issues are an integral part of its obligations to its employees and to the wider community. This policy statement sets out in broad terms the legal responsibilities owed by the Company and by employees in relation to health and safety issues. It will only be possible for the Company to comply with these legal obligations if both its employees and any self-employed third parties on the Company’s premises understand that they are under a duty to take reasonable care for the health and safety of themselves and any of their colleagues who may be affected by their acts or omissions and that they are required to cooperate with the Company to enable the Company to perform its obligations.

4. Training

The Company is committed to the continuous development of all its employees. It is vital that employees possess the skills and knowledge to enable them to perform their duties effectively. Any needs should be discussed with the director on a regular basis. The Company may in its absolute discretion provide financial assistance for external training courses which have relevance to the employee’s current or likely future duties with the Company.

5. Business expenses

Employees will be reimbursed for fair and reasonable expenses that are incurred while conducting business on behalf of the Company, other than in the normal terms of business. Such reimbursement will be made by the Company upon submission of an expense report approved by the employee’s manager. Abuse of this right to claim expenses are considered to be gross misconduct which may result in dismissal.

6. Attendance and timekeeping

Employees are expected to attend work punctually at the hours defined in their contract of employment. Employees must receive prior approval from the director to leave the Company premises during working hours except during lunch breaks. This will enable the Company to ensure that employees can be located in the event of an emergency.

7. Appearance

Employees are expected to maintain a standard of personal hygiene, appearance and dress appropriate to their job.

8. Alcohol

The consumption of alcohol is not allowed on Company premises at any time, except where authorised by the employee’s manager. No employee should report to work whilst under the influence of alcohol. Breach of this policy may amount to gross misconduct which may result in dismissal.

9. Smoking

Smoking on Company premises is prohibited. Employees who do not comply with the no smoking policy will be subject to disciplinary action.

10. Use of email and the internet

Employees are encouraged to use email and the internet at work as a fast and reliable method of communication with significant advantages for business. However, employees need to be careful not to expose both themselves and the Company to certain risks and offences and that the misuse of these facilities can cause.

Using Email

Employees must not send any information that the Company considers to be confidential or sensitive over the email.

The email facility is provided for business purposes only.

Using the internet

Employees must not use the internet to gain unauthorised access or attempt to gain unauthorised access to computer material or private databases.

Employees must not use the internet for personal purposes whether during work hours or otherwise. Internet access is available purely for business use and it should be used for work related purposes only. Staff are reminded of the risk of computer virus.

Employees must not attempt to download or retrieve illegal, pornographic, liable, sexist, racist, offensive or unlawful material. Attempts to access such material will constitute a disciplinary offence and, in addition to access to the internet being withdrawn, the member of staff may be subject to disciplinary action which may result in dismissal.

• Information on the internet may not have been placed there with the owner’s permission. Therefore employees must obtain the permission of the copyright owner before transmitting, copying or downloading such information. Where the copyright owner’s consent has clearly been given, employees must comply with any terms and conditions stipulated concerning the downloading of such information.

• Information may contain viruses and therefore should not be downloaded from the internet without first obtaining the approval and/or instructions of the director concerning the downloading of such information which must be followed. Employees should only download such information that is required for a business purpose. The downloading of information of whatever nature for personal purposes is not permitted.

Tanwood’s Social Media Policy refers to all social networking sites, video/photo sharing sites, blogs, micro-blogs, wikis, podcasts, forums, instant messaging and geo-spatial tagging (for example, Facebook check-ins).

- Please remember that your anonymity on Social Media is never guaranteed and to exercise particular caution when posts, images or videos identify children in your care.
- Remain mindful that your behaviour on Social Media remains in keeping with Tanwood’s code of conduct.
- Any comments or posts perceived to be obscene, defamatory, threatening, harassing, discriminatory or hateful towards Tanwood staff, students or families may subject the owner to disciplinary or legal action.
- Should you wish to engage on Social Media while identifying as a studio volunteer or employee, you may only do so with integrity, respect, and adhere to privacy and confidentiality policy.
- Any content revealing or referring to sensitive studio information is not allowed to be shared online.
- Intellectual property laws (for example, costume design and choreography) must be observed by all studio patrons when posting online.
- While affiliated with our studio, we will not tolerate any posts that are racially, sexually, physically or religiously offensive.
- All matters pertaining directly to the studio - whether it be fees, scheduling, placements or performance opportunities - may not be communicated via Social Media. We have an open door policy and encourage all communication, complaints and feedback to be communicated to the principal directly.
- We discourage parents / students and teachers from becoming ‘friends’ or ‘followers’ on Social Media, unless there is an existing relationship. We consider all studio members to be family and as such feel the obligation to respect and monitor personal boundaries.
- Families found to be engaging in ‘hidden’ or ‘private’ groups formed for the specific purpose of discussing studio matters will be encouraged to join our closed Facebook group for public discussion and warned against discussing Studio matters in their private online groups.
- Photos or Videos taken from performances or rehearsals may NOT be posted online.
- You may not post photographs / videos that feature Tanwood pupils other than your own online without the proven consent of their parent/guardian.
- Identifying information of any featured minors - including names, ages or location - must be removed when posting on Social Media.



11. Use of telephones and other facilities

The Company’s telephones, mail, faxes and photocopying facilities are provided for business purposes only. Employees must limit personal usage to emergencies only.

12. Acceptance of gifts

Employees must not accept directly or indirectly any payment or any other benefit or thing of value of more than nominal value from any supplier or customer or from anyone else with any actual or perspective business relationship with the Company.
Friendships may develop between customers and employees. However, any relationship between a customer and an employee which is likely to jeopardise business relations in the Company is not acceptable. Employees must use their common sense to avoid any actual relationships.

13. Data Protection Policy

Employees may be required to give certain information relating to themselves in order that the Company may properly carry out its duties, rights and obligations as the employer. The Company will process and control such data principally for personnel, administrative and payroll purposes.

The term ‘processing’ may include the Company obtaining, recording or holding the information or data or carrying out any set of operation or operations on the information or data, including organising, altering, retrieving, consulting, using, disclosing, or destroying the information or data. The Company will adopt appropriate technical and organisational measures to prevent the unauthorised or unlawful processing or disclosure of data.

Employees are requested to sign the attached consent form giving consent to the Company to process data relating to them which may include sensitive data.

14. Whistleblowing Policy

Employees may, in properly carrying out their duties, have access to, or come into contact with information of a confidential nature. Their terms and conditions provide that except in the proper performance of their duties, employees are forbidden from disclosing or making use of in any form whatsoever such confidential information. However, the law allows employees to make a ‘protected disclosure’ of certain information. In order to be ‘protected’, a disclosure must relate to a specific subject matter (listed below) and the disclosure must also be made in an appropriate way.

If in the course of employment an employee becomes aware of information which they reasonably believe tends to show one or more of the following, they must use the Company’s disclosure procedure set out below:

that a criminal offence has been committed, is being committed or is likely to be committed;

that a person has failed, is failing or is likely to fail to comply with any legal obligation to which he is subject;

that a miscarriage of justice that has occurred, is occurring, or is likely to occur;

that the health or safety of any individual has been, is being, or is likely to be, endangered;

that the environment, has been, is being, or is likely to be, damaged;

that information tending to show any of the above, is being or is likely to be deliberately concealed.





Disclosure Procedure

Information which an employee reasonably believes tends to show one or more of the above should promptly be disclosed to the director so that any appropriate action can be taken.

Employees will suffer no detriment of any sort for making such a disclosure in accordance with this procedure. For further guidance in relation to this matter or concerning the use of the disclosure procedure generally, employees should speak in confidence to the director.

15. Disciplinary Rules and Procedure

1. The Company’s aim is to encourage improvement in individual performance and conduct. Employees are required to treat members of the public and other employees equally in accordance with the Equal Opportunities Policy. This procedure sets out the action which will be taken when disciplinary rules are breached.

2. Principles:

(i) The list of rules is not to be regarded as an exhaustive list.

(ii) The procedure is designed to establish the facts quickly and to deal consistently with disciplinary issues. No disciplinary action will be taken until the matter has been fully investigated.

(iii) At every stage employees will have the opportunity to state their case and have a right to be accompanied by a fellow employee.

(iv) Only a Director has the right to suspend or dismiss. An employee may, however, be given a verbal or written warning by their immediate superior.

(v) An employee has the right to appeal against any disciplinary decision.

3. The Rules:

Breaches of the Company’s disciplinary rules which can lead to disciplinary action are:

• Failure to observe a reasonable order or instruction;

• Failure to observe a health and safety requirement;

• Inadequate time keeping;

• Absence from work without proper cause (including taking parental leave dishonestly);

• Theft or removal of the Company’s property;

• Loss, damage to or misuse of the Company’s property through negligence or carelessness;

• Conduct detrimental to the interests of the Company;

• Incapacity for work due to being under the influence of alcohol or illegal drugs;

• Physical assault or gross insubordination;

• committing an act outside work or being convicted for a criminal offence which is liable adversely to affect the performance of the contract of employment and/or the relationship between the employee and the Company;

• Failure to comply with the Company’s Equal Opportunities Policy.

4. The Procedure:

(i) Oral warning

If conduct or performance is unsatisfactory, the employee will be given a formal oral warning, which will be recorded. The warning will be disregarded after six months’ satisfactory service.

(ii) Written warning

If the offence is serious, if there is no improvement in standards, or if a further offence occurs, a written warning will be given which will include the reason for the warning and a note that, if there is no improvement after twelve months, a final written warning will be given.

(iii) Final written warning

If conduct or performance is still unsatisfactory, or if a further serious offence occurs within the 12-month period, a final written warning will be given making it clear that any recurrence of the offence or other serious misconduct within a period of one month will result in dismissal.

(iv) Dismissal

If there is no satisfactory improvement or if further serious misconduct occurs, the employee will be dismissed.

(v) Gross misconduct

If, after investigation, it is confirmed that an employee has committed an offence of the following nature (the list is not exhaustive) the normal consequence will be dismissal:

• theft of or damage to the Company’s property, incapacity for work due to being under the influence of alcohol or illegal drugs, physical assault and gross insubordination, discrimination or harassment contrary to the Company’s Equal Opportunities Policy.

While the alleged gross misconduct is being investigated, the employee may be suspended, during which time he or she will be paid the normal hourly rate. Any decision to dismiss will be taken by the employer only after a full investigation.

(vi) Appeals

An employee who wishes to appeal against any disciplinary decision must do so to the director within two working days. The employer will hear the appeal and decide the case as impartially as possible.

Contracting teachers may be employed by other Studios provided they are located no closer than 5km/mi from Tanwood.
When working for another employee at a Studio, it is strictly prohibited for teachers to replicate choreography, costuming or creative content of any kind.

Should any faculty members decide at any time to open a Studio of their own, it must not be within a 5km/mi radius of Tanwood.

Upon leaving employment with Tanwood, for a period of 2 years after the termination of the Agreement the Employee shall not solicit or seek business from any customers or clients of the Employer who were customers or clients of the Employer at the time during the 2 years immediately preceding the termination of the Agreement.






16. Code of Professional Conduct for Teachers at Tanwood School for Performing Arts (in line with CDET)

Fundamental Principles
Our teachers will:
Behave with integrity in all professional and business relationships. Integrity implies not merely honesty but fair dealing, courtesy and consideration.
Strive for objectivity in all professional and business judgements.
Not accept a teaching post or undertake work for which he or she is not competent or qualified.
Carry out his or her professional work with due skill, care and proper regard for the technical and professional standards expected of him or her.
Integrity
Our teachers will:
Uphold and enhance the good standard and reputation of the school.
Work in a collaborative and co-operative manner with other dance professionals and organisations.
Not attempt to influence or intimidate any examiner at any examination or a judge at a competition.
Not discuss the merits or otherwise of competitors when acting as an adjudicator at any competition.
Objectivity
Our teachers will:
Work in an open and co-operative manner with students and families.
Ensure that students are not discriminated against on the grounds of sex, race, colour, religion, disability, national or social origin, property, birth or other status.
Competency
Our teachers will:
Acknowledge any limitations in his/her knowledge and competency and take steps to practice in a fully skilled manner.
Assist professional colleagues, in the context of his or her own knowledge, experience and sphere of responsibility, to develop their professional competence.
Due skill and diligence
Our teachers will ensure that no action or omission on his or her part, or within his or her sphere of responsibility, is detrimental to the interests or safety of students.
Courtesy and consideration
Our teachers will:
Always act in such a manner as to promote and safeguard the interests and well-being of students.
Justify student trust and confidence.

Confidentiality
Our teachers will ensure that confidential information obtained in the course of his or her professional work should not be used for personal advantage or be disclosed without the consent of the pupil or parent, except where there is a legal right or duty to disclose. All teachers should be aware of data protection legislation.

Publicity
The school may seek publicity for its services, and advertise its achievements in any way consistent with the dignity of the profession.
A teacher should, under no circumstances, promote his or her services, or the services of another teacher, in such a way, or to such an extent, that amounts to harassment of the prospective pupil or parent.
A teacher should not publish, or cause to be published, any notice, newspaper, advertisement or any other matter likely to damage the standing of the profession or to damage or depreciate the reputation of any colleague, or school
Promotional material may contain any factual statement, the truth of which a teacher is able to justify, but should not make any disparaging references to, or disparaging comparisons with, the services of others.


Teaching names
A teacher may teach under whatever name or title he or she sees fit.
A teaching name should not be misleading.
A teacher will not use any title, description or designatory letters to which he or she is not entitled.




Statutory Requirements
Our teachers will:
Comply with all statutory requirements affecting health and safety at work.
Ensure the provision of adequate public/products liability insurance and employer liability insurance.
Comply with all the statutory requirements affecting the running of the business, including registration of names, income tax, value added tax and any other matter required by law.
Ensure that you are in accordance with the law with regard to copyright, recording, public performance and other matters concerning printed matter and recorded music related to your work.

Health and safety
We will:
1 ensure that classes are of a size appropriate to the levels and techniques being taught. Students in each class should be of compatible age and/or standard

2 ensure that facilities provided are adequately maintained and provide:
Suitable flooring appropriate to the technique taught, with a safe surface; designed and constructed to minimise the risk of injury.
Adequate heating levels.
Suitable, secure and safe area for changing.

3 be prepared to deal with medical emergencies and keep records in an accident book.

4 keep a record on the premises of the name and address of:
All students taught by you on the premises.
Any person assisting in teaching or looking after students.
Any musicians in employment with you.
Any persons living at the premises.

5 ensure that all fire regulations are displayed and adhered to.


17. Standards of good practice for the Relationship between Teachers and Student and Principals of the school.
We will;
1 have written, clearly defined aims and objectives setting out the broad goals to be achieved by the school. A similar set of objectives will be stated which outline the benefits a pupil can expect to receive through the teaching staff’s conscientious implementation of them. Ideally a teacher will have a written policy on the treatment of injured students and also protection of children.

2 employ teaching staff with experience and qualifications appropriate to the levels and techniques to be taught. Student teachers should be trained and supervised to ensure maintenance of the school’s teaching standards.

3 conform to sound business practice and provide an efficient and fair fee system suitable to circumstances without undervaluing your services.

4 apply appropriate teaching aims and assessment procedures to students.

5 ensure that students and families receive or have access to advice when necessary.

6 use adequate and flexible teaching skills to create a productive learning environment.
Individual teachers will:
Encourage communication between student and him/herself and other students.
Communicate a love of dance and encourage the art of dance.
Demonstrate professional attitudes, including punctuality, reliability and responsible care of students.
Develop self-discipline and self motivation in the students.
Transmit general concepts of movement in addition to those of a particular dance style.
Develop in the students an appreciation of the characteristic style of each specific discipline taught.

7 recognise and develop each student’s potential and offer appropriate guidance for further progress.

8 endeavour to recognise physical anomalies/differences and limitations, modifying the teaching and seeking medical advice where necessary. The teaching and choreography must be anatomically safe, and physical corrections must be attempted in a careful and sensitive manner.

9 uphold the rules of the school and their registered society/organisations


10 They shall devote all of his/her working time, attention, knowledge, and skills to Tanwoods business interests and shall do so in good faith, with best efforts, and to the reasonable satisfaction of the Principal. They agree to refrain from any interest, of any kind whatsoever, in any business competitive to Tanwood. The Employee further acknowledges they will not engage in any form of activity that produces a “conflict of interest” with those of the Tanwood.

18. A Charter for pupils, parents and Teachers of Tanwood School for Performing Arts.

This charter is the basis of a three-way agreement between pupils, their parents and the school (the teachers and the directors) which defines clearly what we are setting out to achieve, what each of us promises, the standards we are setting and what we will do if things do go wrong.
Pollyann Tanner(director)

Pupils Promise

to attend school regularly and promptly
to set themselves high standards of work and to pursue them to the best of their ability
to complete all assignments to the best of their ability and on time
to develop regular habits of independent practice.
to use the support of teachers and parents in working successfully
to set themselves high standards of behaviour and to accept the proper discipline of the school
to respect one another, their parents, their teachers and other people they meet in school and in the community
to make sure that they are properly equipped for each lesson
to respect the school's equipment, buildings and grounds
to look after and return promptly all music costumes props and resource materials lent to them by the school
to set themselves high standards of personal hygiene and appearance, including being appropriately dressed for all activities
to participate as active members of the school, in outside activities, shows and competitions and so on, to the best of their ability
to promote the good name of the school within the community.

Parents Promise

to work in partnership with the school in the training of their children
to show their children regularly that they are interested in their work and that they support it
to provide appropriate equipment and uniform for their children
to provide a place where their children can regularly practice and encourage them to develop the self discipline to do it properly
to ensure that their children attend class regularly and promptly and to provide a clear written explanation of any legitimate absence
to support the school's standards of behaviour and to assist the school, promptly and whole-heartedly, in its efforts to sort out problems when they occur
to join, in positive partnership, in discussion with an appropriate teacher when there is any matter of concern regarding their children
to support, within their means, the school's efforts to raise funds to improve its facilities and support pupils' work
to promote the good name of the school within the community

School Promises

to use its resources as effectively as possible for the benefit of each of its pupils
to treat every pupil as an individual in a pleasant and caring environment in line with our equal opportunities statement.
to design its timetable in accordance with the demands of our examining bodies and to meet the needs of individuals and offer personal challenges.
to provide a disciplined atmosphere in which pupils can enjoy working
to develop self-discipline in its pupils and an ethos of mutual respect among all its members
to report regularly to parents on their children's progress and to make clear how pupils can best make progress
to inform parents promptly of any significant concern regarding their children and to offer an early opportunity for discussion with an appropriate member of staff
to provide advice and guidance in training, career, financial, and personal issues, with further referral where necessary.
to enhance our reputation as a school of high standards and to provide every opportunity for its pupils to achieve excellence
to provide teaching by professional, committed, well-trained and sensitive staff
to ensure the most favourable pupil: teacher ratio its resources will allow
to enter pupils for external examination/assessment,
to provide a wide variety of experiences to extend pupils and develop individual talents
to introduce a wide range of opportunities for learning outside the school
to welcome parents into partnership in the training of their children
to define a uniform for pupils which sets clear standards of smartness and is practical, hardwearing and inexpensive
to respond quickly, fully and courteously to questions and any complaint
to promote the good name of the school within the community

© Tanwood School for Performing Arts 2006

19. Tanwood School for Performing Arts Child Protection Policy

1. It is the policy of the school to provide efficient, up-to-date, enjoyable and safe instruction in dance to all pupils who enrol in the school or join in the classes or activities.
2. The premises and equipment will be checked regularly for any defects or faults that exist or may have developed which might present hazards to any attending the premises.
3. The premises will be cleaned regularly to prevent any hazard to health from accumulated dirt or rubbish.
4. All instruction will be geared to the previous experience and abilities of the pupil(s) and no person will be required to perform movements beyond their intrinsic capabilities. Staff will be sensitive to all pupils’ religious beliefs and culture.
5. No energetic instruction will be given without pupils undergoing a "warm-up" session, and after an energetic session completing a "warm-down" session.
6. Smoking is not permitted in the building .It will be restricted to areas where ventilation is adequate and to which young children will not be admitted.
7. A day book will be kept to allow records to be kept of any incident in the school, injuries of any nature to staff or pupils and the dates when fire extinguishers, fire alarms and so on have been serviced.
8. No very young pupil will be allowed to leave the school premises until collected by a parent, guardian or other adult authorized to do so by a parent or guardian. A member of staff will remain on the premises until all pupils have left.
9. No pupil under age 16 will be driven home by a member of staff in his/her car without the permission of a parent or guardian or in the event of an emergency.
10. Normally no member of staff will be alone with a young pupil for any substantial period of time without the consent of a parent or other authorized person.
11. Changing facilities will be provided. Where possible parents should supervise their own children in the changing area otherwise supervision will not be by a single adult.
12. No child may be photographed or videoed without the consent of parent or guardian.
13. No staff will knowingly be employed who have a criminal record for child molestation. Where appropriate suitable checks will be made with the Protection of Children Act list and the DfEE List 99 and if the applicant is recorded on either s/he will not be employed in a position that involves dealing with children.
14. Only suitably qualified persons will be employed in a teaching capacity while any student engaged to assist with teaching will work under the supervision of a qualified member of staff.
15. In the event of activities outside the school premises the instructors will regard themselves as being in "loco parentis" and, so far as applicable and within their control, apply the preceding and subsequent guide lines as if the event was in their own studio.
16. Teachers will avoid any unnecessary physical contact with pupils. However parents should understand that some aspects of teaching involve some contact. Where it is necessary teachers will use the utmost discretion and, in any event, not do so with another adult in the room.
17. The school principal(s) will ensure that s/he and the members of staff are properly covered against incidents involving public liability and professional negligence insurance.
18. The school principal(s) undertake not to involve in misleading or false advertising.
19. No form of discrimination, by religion, Colour, the child’s background and so on will be tolerated in the school.
20. At all times, all staff will endeavor to keep the highest standards of instruction, and behavior. The school principals retain the right to discharge from the school any pupil who persistently disrupts the tuition, uses offensive language, or other anti-social behavior.
20. Data Protection Consent



I hereby consent to information relating to me being processed, by the Company in order that it may properly carry out its duties, rights and obligations as my employer. I understand that such processing will principally be for personnel, administrative and payroll purposes.

I understand that information about me shall include information of a sensitive personal nature.

I also understand that the term ‘processing’ includes the obtaining, recording or holding of information or data or carrying out any operation or set of operations on the information or data, including organising, altering, retrieving, consulting, using, disclosing, combining, or destroying the information or data.

Uncollected child
Parents of children starting at the school are asked to provide specific information which is recorded
on our Registration Form, including:
Home address and telephone number
Place of work, address and telephone number (if applicable);
Mobile telephone number
Names, addresses, telephone numbers and signatures of adults who are authorised by the parents
to collect their child from the school, for example a childminder or grandparent;
Information about any person who does not have legal access to the child; and who has parental
responsibility for the child.
On occasions when parents are aware that they will not be contactable by the provided methods,
they need to provide alternative contact details to a member of staff.
On occasions when parents or the persons normally authorised to collect the child are not able to
collect the child, they provide the name, address and telephone number of the person who will be
collecting their child to a member of staff
Parents are informed that if they are not able to collect the child as planned, they must inform us so
that we can begin to take back-up procedures. We provide parents with our contact telephone
number and there is also the ability to contact the school via Messenger.
We also inform parents that - in the event that their children are not collected from school by an
authorised adult and the staff can no longer supervise the child on our premises - we apply our child
protection procedures as set out in our Child Protection policy.
If a child is not collected at the end of their classes /day, we follow the following procedures:
A check is made for any information about changes to the normal collection routines.
If no information is available, attempts will be made to contact parents/carers via the provided
contact numbers.
If this is unsuccessful, the adults who are authorised by the parents to collect their child from the
school - and whose telephone numbers are recorded on the Registration Form - are contacted.

All reasonable attempts are made to contact the parents or nominated carers.
The child does not leave the premises with anyone other than those named on the Registration Form
unless previously agreed
If no-one collects the child after one hour and there is no-one who can be contacted to collect the
child, we apply the procedures for uncollected children and contact our local authority social
services department
The child stays at school in the care of the school until the child is safely collected either by the
parents or by a social worker;
Social services will aim to find the parent or relative if they are unable to do so, the child will be
admitted into the care of the local authority.
Under no circumstances are staff to go to look for the parent, nor do they take the child home with
them.
A full written report of the incident is recorded.
Depending on circumstances, we reserve the right to charge parents for the additional hours worked
by our staff at private lesson rate.