Living with an angry child A public seminar

This seminar will teach the psychology behind anger and how it tends to play out in children. Parents will learn specific techniques for decreasing their own anger and loosening the emotional stranglehold of an angry child.

Internationally renowned speaker and trainer Holly van Gulden brings together her professional expertise and personal experience to illustrate these issues for parents and professionals, offering them practical techniques to help adopted children..

Benefits of attending

·       Learn practical techniques to help an angry child

·       Learn how to manage your own anger

·       Learn about the psychology of anger and how it plays out in your child

About the facilitator

Internationally renowned counsellor and speaker Holly van Gulden has been training adoptive and foster parents and professionals for over 24 years. Holly’s refreshing blend of humour and compassion has led her to be invited back repeatedly to speak at PAC.

Holly is an adoptive parent and grew up in a multi-racial, international family comprised of six children born to the family, four adopted children and several foster brothers and sisters.This experience has given Holly an extra insight into what it’s like to grow up adopted and to parent through adoption.

Date in London:
Tuesday 18 November 2014, 10.00am

Date in Leeds:

Wednesday 19 November 2014, 10.00am to 4.30pm – in Leeds

 

Venue in London:
Resource for London, 356 Holloway Road, London N7 6PA

Venue in Leeds:
The Brown Crow & Dragon, Selby Road, Whitkirk, Leeds LS15 7AY

 

Costs  

PAC and AAY subscribing local authorities:

Individuals: £78 (£ 93.60 incl. VAT); Couples: £146 (£175.20 incl. VAT)

Professionals: £135 (£162 incl. VAT)

PAC and AAY non-subscribing local authorities:

Individuals: £ 89 (£106.80 incl. VAT); Couples: £167 (£200.40 incl. VAT)

Professionals: £159 (£190.80 incl. VAT)

 

To register, please use the following link:  www.pac-uk.org/training/ , open the link to “Public seminars” and complete the online form. You will receive a confirmation as soon as the form has been submitted.

 

Kind regards

Conditions for prisoners with mental health problems in prisons

Photo of Diane Abbott

Diane Abbott (Hackney North and Stoke Newington, Labour)

To ask the Secretary of State for Health, what recent steps his Department has taken to improve conditions for prisoners with mental health problems in prisons in England; and if he will make a statement.

Photo of Norman Lamb

Norman Lamb (The Minister of State, Department of Health; North Norfolk, Liberal Democrat)

NHS England is improving prison mental health services through nationally developed service specifications, which are being rolled out across the prison estate in England, ensuring that there are national standards against which services can be measured.

Identification of those offenders with problems including mental health, learning difficulties and other vulnerabilities by liaison and diversion services may facilitate relevant support to these offenders, rather than a criminal justice systemintervention. This has potential to reduce caseload numbers and effectively divert away from custody or community sentences.

NHS England has rolled out a new, all age national Liaison and Diversion standard service specification and operating model to 10 trial schemes, serving 22% of the English population. Following evaluation of these schemes by 2015 and Treasury approval of a full business case in 2015, NHS England will roll out to cover 100% coverage of the population by 2017-18.

Improving offender mental health is a priority for the Government, as set out in the mental health strategy No Health, Without Mental Health in 2011. We have acted upon the recommendations of Lord Bradley’s 2009 review of people with mental health problems and learning disabilities in the criminal justice system, to ensure that prisoners have the same access to mental health services as the rest of population.

In addition, the Government’s Mandate with NHS England commits NHS England to develop better healthcare services for people in the criminal justice system. We have also asked the National Institute for Health and Care Excellence to develop guidelines on improving the mental health for people in prison, which it expects to publish in 2016.

Holiday Entitlement for Employed Workers

This has been reposted in good faith for information purposes but is not guaranteed as correct and accurate and is not a substitute for professional legal advice.

This article, originally produced for SmallBusiness.co.uk on 13/09/12, was updated on 28/05/14 due to legislatory changes 

It’s almost holiday season and with it the usual headaches for employers. The provisions contained within the Working Time Regulations 1998 (The Regulations) relating to holiday entitlement, together with recent case law has seen an increase in confusion on what workers are entitled to.

The law

Those who are genuinely self-employed where the organisation is the individual’s client rather than employer are not covered. However, there have been a number of cases where individuals, who might at first sight, appear to be self-employed (e.g. certain subcontractors), that have been found to be workers since they were contracted to perform work personally.

The right to holidays

The Regulations give workers the right to a minimum of 5.6 weeks’ paid leave per leave year up to a maximum of 28 days. This entitlement also includes public/bank holidays. Employers can also give workers more holiday than the statutory minimum should they wish to do so.

SEE ALSO: Holiday pay for sick workers worries employers

Workers have the right to holiday from their first day of employment. The accrual rate for new employees is given at the rate of one-twelfth of the statutory entitlement, rounded up to the nearest half day, on the first day of each month of the first year.

The holiday year may be fixed by a relevant agreement, (typically a Contract of Employment, a Workforce Agreement or a Collective Agreement with a recognised Trade Union). If not, it runs from the employees’ start date and each subsequent anniversary. Any holiday entitlement from the original 5.6 weeks’ leave must be taken within the holiday year in question otherwise it will be forfeited. There is, however, the possibility to carry over any additional leave (extra holiday leave agreed by the employer over the statutory minimum) from one holiday year to the next, if it is specified in a relevant agreement. Additionally, following the EAT decision in Sood Enterprises v Healy [2013] employees who have been unable to take their annual holiday entitlement because they have been off long term sick, will also be entitled to carry over at least four weeks’ leave from the previous leave year.

If a worker leaves having taken fewer holidays than he or she is entitled to, he or she should be paid in lieu of the untaken holiday. This does not need to be rounded up but cannot be rounded down.

If a worker leaves having taken more than he or she has accrued, a relevant agreement may provide for a deduction from pay in lieu of the excess holiday. In any calculation of holiday entitlement during the first year, all fractions are to be rounded up to the nearest half day, except on termination. Fractions of a day’s holiday at any time apart from in the first year of employment do not have to be rounded up.

Notification of holidays

If a worker wants to take a holiday they should give notice in writing of his or her intention to take any holiday. Under the Regulations the notice required is equivalent to twice the length of time of the holiday requested. If for any reason you are not able to let the worker take the time off you must tell them in writing within a further time period equivalent to the length of time of the holiday request. These notice requirements can be varied or dis-applied by agreement.

You may decide that you want to fix some or all of the holidays. If you do you will need to give notice in writing to each worker, which should be equivalent to twice the length of time of the holiday to be fixed. For example should you intend to operate a Christmas shut down you could notify all employees at the start of the year.

Holiday pay

Payment for holidays should be made at the rate of a “weeks’ pay” for each week of holiday taken under the Regulations. Where the worker has normal working hours (hours and pay does not vary week to week) then payment for holidays should be the same rate as worker’s normal pay and calculated on the basis of the worker’s normal hours of work. Normally, overtime pay is not counted in calculating the holiday pay for such workers, unless it is guaranteed by the employer and compulsory under the employee’s contract.

However, in the recent case of Neal v Freightliner, the Birmingham Employment Tribunal held that by virtue of a decision by the Court of Justice of European Union overtime payments should be included for at least the four weeks leave as prescribed by the Working Time Directive. Because this is only a Tribunal decision, it is not binding on other Tribunals. Additionally, the decision has been appealed to the Employment Appeal Tribunal, which is due to be heard on 30 & 31 July 2014.

Pending the outcome of this appeal, employers who do not include overtime payments when calculating statutory holiday pay for those employees with normal working hours may continue with this practice for the time being, at least until the outcome of the appeal is known. However, employers should be aware that they are accepting the risk that employees may challenge this practice at an Employment Tribunal and in some cases may seek arrears of holiday pay stretching back over a number of years. Employers facing such claims should seek legal advice.

For workers who have normal working hours but whose pay varies from week to week (e.g. pieceworkers), a week’s pay is calculated by taking average remuneration over the previous 12 working weeks.

For employees who do not have normal working hours, a week’s pay is calculated by taking average remuneration over the previous 12 working weeks.

When calculating the 12-week average, you must discount any weeks where the employee received no remuneration and will therefore need to consider earlier weeks where the employee did receive remuneration to bring the total to 12.

If there are no normal hours of work or the rate of pay varies, holiday pay is calculated on the basis of the average pay received by the worker in the previous 12 weeks discounting any weeks where there was no remuneration payable. If you decide to offer more days than the statutory minimum, you are free to make contractual provisions in a relevant agreement in relation to holiday pay for holiday entitlement in excess of the minimum 5.6 weeks.

An employer is not permitted to pay in lieu of the statutory minimum holiday entitlement unless the worker is leaving the organisation.

Part-time workers

Part time workers have a right to a pro rata proportion of the statutory minimum annual leave entitlement. For example, a part time worker who works three full days per week, will be entitled to take a three- fifths proportion of the 5.6weeks holiday. What this means is that he or she will be entitled to 16.8 days paid holiday per year. There is no requirement to round up entitlements to the nearest full day – although it may be easier to do so for administrative purposes. However, you cannot round the entitlement down to the nearest day.

Part time workers are protected from being treated less favorably than a full time counterpart. Any less favourable treatment could result in them pursuing a claim in the Employment Tribunal.

Tribunal claims

Workers who are denied their right to paid annual leave under the Regulations can bring a claim for compensation in the Employment Tribunal. Generally, such claims must be presented within three months of the date of the breach.

Where an employee is dismissed by an employer for asserting their rights under the Regulations, such dismissal will be automatically unfair and the employee could pursue a claim. In such cases, the employee does not need to have the usual two years qualifying service to bring an unfair dismissal claim. Employers must ensure that they have in place relevant agreements covering the holiday year, deduction of excess holiday pay entitlement upon termination and notification of holidays and refusal of holidays, or the default provisions in the regulations will apply. If there is no relevant agreement on the holiday year, the employer may well be faced with each employee on a different holiday year. Where current holiday rules operate in any way such as to deny a worker any entitlement under the regulations, the regulations will prevail. An employer cannot argue that overall its scheme is more beneficial to the worker.

Job Opportunity

Troubled Families Practitioner

Job Description

Our client is a leading charity that supports children and families in the most deprived parts of the UK. More than half the children in an average classroom will struggle to stay in education while dealing with challenging, often devastating circumstances at home – extreme poverty, mums who are victims of domestic violence, caring responsibilities, homelessness and parental addiction are just some of them. Our client looks beyond the classroom to understand the issues that can affect a child’s learning. They work on the simple ethos of ‘Children in School, Ready to Learn’. Their team of dedicated Practitioners offer a combination of specialist support and emotional and practical advice to vulnerable children and young people, working with them and their families to help overcome the barriers that are preventing them from learning.
They are currently recruiting for a Troubled Families Practitioner to join their team in East London until March 2015. Working 35 hours per week during term time, you will be responsible for supporting the local authorities response to the governments Troubled Families Programme by holding a caseload which will consist of families characterised by anti-social behaviour, unemploymentAbout Us
MacIntyre Academies Trust opened its first academy, in Headington, Oxford in September 2014. Endeavour Academy is a new and exciting Academy School for children and young people with autism and associated severe Learning Difficulties aged from 11 to 19 years old.

MacIntyre, a national charity founded in 1966 by the parents of a disabled child, is delighted to have been chosen as the sponsor for this new academy. With over 40 years of experience in providing specialist provision for over 1,000 children and adults with learning difficulties and autism across the UK, MacIntyre has developed a strong reputation, both nationally and locally in Oxfordshire, as a high quality, person centred organisation. We are currently Recruiting for a Head of Care to join our leadership team.

The Role
As the Head of Care you will be the Registered Manager for the Home as specified in the Children`s Homes Regulations 2001 and fulfil the obligations set out in the National Minimum Standards for Children`s Homes 2002. You will lead a team to deliver an outstanding quality of support and care to students on a full time and short breaks placement within the academy. You will be responsible for the day to day management of the home, promoting a student-centred caring environment throughout the academy, through high standards of professional practice, which are conducive to the physical, emotional, social, intellectual and spiritual needs of the children and young people. This also includes acting as the dedicated Child Protection and Safeguarding Officer within the Academy.
This is chance for you to have considerable input along with the Principal and Head of Key Stages on setting up of this new provision. You will be involved in the recruitment of the residential staff teams, development of procedures and the 24 curriculum. You will work closely with families, carers and the wider community to share the vision and direction of the academy. Whilst contributing to the creation of an ethos, provide the vision and direction which enables effective support, and achievement by students providing sustained improvement in their spiritual, moral, social, cultural, mental and physical well-being in preparation for the opportunities, responsibilities and experiences of adult life.

About You
Ideally you will be a Register Manager within a children`s home and have an NVQ level 4 in Child Care or equivalent. You will have practical experience of working with children and young people who have severe learning difficulties and autism, be a confident, effective manager with knowledge of regulatory standards and requirements. You will have demonstrative experience of working with large staff teams and the role will require you to have a calm and organised approach to work under pressure and be able to work flexibly. You will need to have excellent written and verbal communications skills. There may also be a requirement to travel when necessary.

To Apply
If you wish to apply simply download the application form and supporting documentation to be returned to us by the closing date by the closing date stated at the top of this advertisement.

MacIntyre Oxford Academy is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults. All positions will require an enhanced Disclosure and Barring Service check and registration with the DBS Update Service together with all other relevant recruitment checks. This includes an Ofsted requirement for individuals to obtain an overseas police check, if you have spent six months or more resident outside of the UK.

*Salaries are dependant upon qualifications and experience  and pupils not attending school. You will be based within the local authority and will work in close partnership with affected schools, children and young people, parents/carer’s, head teachers and social care/health professionals. The main purpose of this role is to work with families, supporting them and building their engagement to achieve positive outcomes. You will do this by delivering a flexible range of programmes of intervention, undertake outreach work including home visits, act as an advocate, mediator and negotiator in confrontational situations and solving problems as they arise.

To be considered for this role, you will hold a relevant qualification in education, social care or equivalent working experience in a similar environment. It is essential that you have significant experience of working with multiple agencies and knowledge of support services and referral routes available for troubled families. Experience of working with vulnerable children and families whilst effectively dealing with the social and emotional factors which affect a child’s capacity to learn and develop is also essential for this role along with an understanding of the Children Act 1989 and 2004 and of child protection legislation.
This role is to start early November and is subject to satisfactory references. Candidates must have an enhanced DBS issued within the last 6 months.

‘Internet-based Therapy: A New Way of Working’

TCCR Study Day

‘Internet-based Therapy: A New Way of Working’

29 November 2014, 9:30 – 16:00 

What are the implications of using Internet–based technology to deliver therapy and supervision sessions? This study day addresses the question of its security or insecurity as well as wider clinical and theoretical issues.

Fee:  £125 (£115 if booked and payment has been received by 17 November) Lunch is provided

Book now

Find out about other training courses available at our free Open Evening.

TCCR Open Evening

10 November 2014, 18:00 – 20:00 

Are you interested in further study and gaining an MSc, MA or Professional Doctorate qualification in psychotherapy?
Come and meet the TCCR Training Staff – have a glass of wine and find out more about our courses.

At our open evenings there will be a general description of each course. Organising tutors will be available for more detailed discussions on the particular course you are interested in. Current students will also be available for you to chat to.

Fee:  FREE, but registration is required 

Register now

If you know of anyone who would be interested please share this information. 

 

We are delighted that one of our members, Liz Greenway, has recently been announced winner of the 2014 Best Paper Award competition

We are delighted that one of our members, Liz Greenway, has recently been announced winner of  the 2014 Best Paper Award competition held by the Centre for the Study of Organisational Change (CSOC),  one of the only psychoanalytically-oriented groups studying organizations at a research university in the United States.  Her winning paper in entitled  ‘Consultancy on Deregistration to a Care Home for the Long-stay Mentally Ill:  You can take Stig out of the dump, but can you take the dump out of Stig?’

 
You can read the paper and find out more about CSOC by following this link:

Mentalizing & the Therapeutic Alliance

 

A seminar with Catherine Freeman
London, 26 November 2014 (Wednesday)

6:00PM – 9:00PM
Ambassadors Bloomsbury,12 Upper Woburn Place, WC1H 0HX 

Over the past few years, the word ‘mentalization‘ has become part of the vocabulary of many practitioners. At this seminar that would be relevant to psychotherapists, clinical psychologists, mental health workers and counsellors, Catherine Freeman provides a background to the development of a therapeutic approach which focuses on mentalizing and elucidates its practical applications. The model has its roots in psycho-analytical theory, attachment theory, evolutionary science and neuroscience and evolved in the context of the treatment of Borderline personality disordered patients.  The focus in the therapeutic encounter is on the enhancement of the mentalizing capacity rather than on insight. The therapist’s mentalizing stance is an important ingredient of therapeutic work. The seminar highlights the importance of working in the ‘here and now‘ and the therapist’s ability to reflect on their mentalizing ‘mistakes‘. Specifically, we look at:

 

  • The developmental experiences that facilitate the development ofthe ability to mentalize
  • The debilitating effect of a reduced capacity to mentalize and the modes of functioning that pre-date the mentalizing ability
  • Skills and techniques aimed at developing a mentalizing stance

 

Catherine Freeman is a psychoanalytic psychotherapist member of the UKCP with more than twenty years’ experience working with borderline personality disordered patients. She worked with Professor Anthony Bateman and contributed to the development of MBT while working at Halliwick Unit, St Ann’s Hospital, London, between 1988 and 2008, in conjunction with Prof. Fonagy. She is currently in private practice and is a clinical supervisor to personality disorder services in the NHS.

 

Seminar Schedule

 

6:00PM: Session 1:

Understanding the Mentalization based approach

 

This first session will introduce and explain:

  • How Professor Bateman and Professor Fonagy’s work on Attachment Theory has informed our understanding of attachment patterns and attendant behaviours and pre-mentalized modes of thinking (psychic equivalence, pretend mode and the teleological mode)
  • How insecure attachment forecloses the development of self-reflection and mentalizing while impacting ways of relating to self and others
  • How trauma-based patterns of relating can be understood in the therapeutic encounter

 

7:30PM: Coffee Break

 

7:45PM: Session 2: Implications for Therapy

 

In the second session, we build on our theoretical comprehension from the previous session and explore:

  • Adapting our whole therapeutic stance to enhance the quality of clinical interaction
  • The process by which the therapist models more healthy patterns of help-seeking through the recognition of his or her own failures to mentalize
  • How to optimise change through the development of the client’s mentalizing ability
  • How therapy influenced by mentalization is being applied in a variety of clinical settings with a range of client groups

 

9:00PM: Close

 

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