A Member of International League of Christianschools

CalvaryChildcareCenter

Staff Handbook

2016-2017

Rosemary Odle, Director

A Member of International League of ChristianSchools

NC License #3255031

What We Believe:

Purpose/History4

Preface4

To The Staff 4

Objective5

Licensing 5

Notice of Nondiscriminatory Policy5

Staff Grievance and Discipline:

Grievance Procedures6

Corrective Action6

Personnel Benefits:

Part-Time Benefits8

Full-Time Benefits8

Employee Discount8

Insurance8

Holidays paid8

Personal Time Off9

Death in Family9

Jury Duty9

Resignation9

Employee’s Childs Tuition9

Center Policies:

Unemployment Compensation10

Hiring Policy10

Confidentiality Policy/Agreement10

Attendance11

Visitors 11

Open Door Policy11

Phone Calls12

Smoking12

Parking12

Mandatory Meetings/Events12

Suggestion & Recommendation Procedures12

Dress Code 12

Training & Probation Period/Evaluations14

Christian Character14

Professional Conduct15

Classroom Information

Conferences & Communication15

Staff Supervision of Children15

Working With Children16

Discipline of Children17

Safety Procedures

General Safety19

Allergies19

Accidents/Incidents19

Infectious Policy Procedures21

Handling Contaminated Items22

Child Abuse Reporting23

Change List24

Purpose/History

Since August 1975, CalvaryBaptistChurch has viewed its Child Care Ministry as an important, integral part of the life and work of the church, and in keeping with the teaching of Jesus who said, “Let the children come unto me.”

Our purpose for Calvary Child Care Ministry is to show children the love of Christ through the touch and instruction of our teachers and staff. We do that by using the Wee Learn curriculum for the Infants and Ones and the Essential curriculum for the Two – PreK 4. Our goal is to develop well-rounded children who are ready to enter elementary school. Our program is structured to provide care for children from 6 weeks old thorough PreK4 and before/after care for elementary aged children through 12 years old.

It is our intent that the program benefits the child, the parent and the community. We wish to provide opportunities for children to be with other children and develop wholesome relationships with teachers and peers. We want to provide play opportunities that can help the child develop mentally, emotionally, physically, and socially to provide children with a chance to develop their own interest through both a structured curriculum.

Preface

Your daily responsibilities in care for the children at Calvary Child Care Ministry are most important to all concerned. We ask that you carry out these responsibilities conscientiously and with a positive attitude. The children in your care are young and impressionable. The example you set for them will mold their lives.

The children must always come first and should never be left alone for any reason. Children should be disciplined for their own sake in a kind and loving manner and should never be shouted at or humiliated.

Since this is a Christian childcare center and we try to follow the example of Christ. It is our hope that you will do your part in helping to nurture the children in the spirit and admonition of Christ. We us the Essentials Curriculum as our bases for Christian teaching. Each classroom is required to perform at least, but not limited to, one Bible based activity per day.

Listed in this handbook are the rules and regulations, which we ask all staff members to use as their guide in caring for the children. It is our hope that this handbook will be of benefit to you in promoting a happier, safer child care.

TO THE STAFF

We appreciate very much your part in the Calvary Child Care Ministry as a staff person. It is a very important position that puts you in the role of influencing a large number of children. Because of this, you should always be sure your behavior here at the center and in public places away from the center is above reproach.

Even though you are assigned to only a small group of children during the day, it is our hope that you will be aware of the needs of any child in the center and will also assist as needed.

Your efforts to always maintain excellent care of the children and a clean facility are appreciated.

Please feel free to make comments or suggestions that will help the Calvary Child Care Ministry serve children and community better.

Objectives

To provide a nurturing Christian atmosphere, with Christian teachers that exemplify God’s Love by showing acceptance, grace, patience, and care to children and adults.
To Develop in each child a Love for Christ by teaching Christian values and lifestyles using Biblical concepts through stories, songs, and activities.
Provide a nurturing Christian atmosphere that facilitates children’s total development in their own time, not by when it is expected.
To develop in children social responsibility by teaching them acceptance, understanding, grace, and respect for themselves and fellow students and the environment.
To provide a safe environment designed to encourage independence, confidence, and self-worth in each child as an individual and as a member of a group.
To spiritually and academically prepare children, in all areas of development, for their future educational journey.

Licensing

CalvaryChildcareCenter is licensed through the state of North Carolina. The reports are available in the front office.

Notice of Nondiscriminatory Policy

CalvaryChildcareCenter admits staff of any race, color, national and ethnic origin to all the rights, privileges, programs, and activities generally accorded or made available to staff in the center. It does not discriminate on the basis of race, color, and national and ethnic origin in administration of its educational policies, admissions policies, and scholarship from other school-administered programs.

Staff Grievance and Discipline

Grievance Procedures

Any staff member who has an issue with another staff member, a policy or procedure conflict, or other ChildCareCenter issue/concern is to take their concern(s) to the director or office manager. This is always to be the first step to dealing with any problem.

If the problem is with the Director, the next level supervision will be the Child Care Committee. If you need to meet with the Child Care Committee, you can call the church secretary (919-596-2592) and ask to schedule a meeting with the Committee. The Committee will meet with all parties involved to discuss the issue(s) and mediate the final outcome/resolution. Acting as the liaison between the ChildCareCenter and the Church, Committee members may, if they feel it necessary, discuss the issue with the Church Personnel Committee. The Committee’s decision will be the final response.

Corrective Action

1. In the event of a non-immediate violation, the employee is to be verbally counseled by the director, making it clear what rule was violated, why the rule exists and the need for compliance.

2. In the event of a second violation of the same or similar offense occurring within one year, another discussion with the director is repeated making it clear what rule was violated, why the rule exists and the need for compliance. At that time, the employee will be placed on probation with a written probationary notice placed in the employee’s personnel file. It will be emphasized that continued violation of the same or similar offense will result in severance of the working relationship.

3. In the event there is a third incident involving the same or similar offense within one year of the first occurrence, the employee will be terminated. A statement to that effect shall be placed in the employee’s file and signed by the employer and employee. If the employee refuses to sign the document, the director will make a signed notation.

Reasons that could result in immediate termination: (Steps 1-2-3 are not required.)

Director will review all details and circumstances of offense, gather documentation and make a decision.

Striking or abusing a child.
Working under the influence of an unauthorized controlled substance or alcohol.
Serious breach of operating rules.
Unprofessional treatment of children, families, staff, or visitors.
Unauthorized removal of record or Center Property.
Divulgence of confidential information.
Unwillingness to work toward improving areas of weakness documented on an employee’sevaluation.
Refusal to attend staff meetings or training sessions.
Any felony convictionsor willful falsification of any documents or statements.
Leaving child/children unattended.
Use of obscene or abusive language.
Working over time without authorization or recording incorrect sign in or out times. Failure to contact the office when absent or late!
Unprofessional behavior with/towards other employees or parents (i.e. harassment or mistreating).
Breaking or not following a DHHS, Health, Fire guideline or regulation.

Personnel Benefits

PART-TIME EMPLOYE BENEFITS

Part-time is defined as employees who work 29 hours or less per week.

Part-time employees receive paid holiday pay. See Holiday chart below.

Part-time employees do not receive vacation or personal time off.

FULL-TIME EMPLOYEE BENEFITS

Paid benefits are not in effect until the 90-day probationary period is complete. At this time, there are 2 options from which the employee may choose.

Daycare Employee Discount:The employee may choose an employee discount for their children enrolled hi the center. The center will give the employee a discount of $175.00 per month on then* child's account, regardless of the number of children the employee has enrolled. Also, annual registration fees are waived.

Insurance;Each employee has the opportunity to enroll in our health insurance program. In order to be eligible, the employee must work at least 30 hours per week. The center will pay $175.00 per month per employee towards their health insurance premium and the remaining balance of their premium will be withdrawn bi-weekly from their payroll check. At their own cost:

Each employee working at least 20 hours is allowed to participate in the AFLAC policies
that the center offers.

A retirement plan through the Southern Baptist Convention is available to each full time
employee.

Holidays (paid): All employees are eligible for the following paid (7) holidays after 90 days of employment. You must also work the day before and the day after a holiday to received this pay, unless you have an approved vacation day. If a holiday falls on a Saturday, we will be closed on the Friday before. If a holiday falls on a Sunday, we will be closed the following Monday.

Holidays:
New Year's Day / January 1st
Good Friday / Friday before Easter
Memorial Day / Last Monday in May
Independence Day / July 4th
Labor Day / First Monday in September
Thanksgiving / Thursday and Friday
Christmas Day / December 25th

Christmas Week, unlike all other holidays, is un-paid. Any weekend holidays will be taken on the prior Friday or the following Monday - to be announced.

An employee must work the day prior to and after a holiday to receive holiday pay, unless vacation time was previously scheduled.

Personal Time Off: Days will be given from the beginning of each calendar year.

Days Off due to Death in the Family: An employee absent due to death in their immediate family will be paid up to 3 days. Immediate family includes parents, spouse, siblings or child.

Jury Duty: Employees who serve on jury duty will be paid the difference between what is paid for the service and their regular rate of pay. No additional time may be needed.

Days Off Benefits

12 Months of Service / 36 Months of Service / 5 Years of Service
Vacation / 5 Days / 10 Days / 15 Days
Holidays - Paid / 7 Days / 7 Days / 7 Days
Personal Time Off / 3 Days / 6 Days / 8 Days
Days Off due to Death in the Family / 3 Days / 3 Days / 3 Days

Vacation days MUST be used within the year they are earned; no days may be rolled over to the next year.

Resignation

Any employee wishing to resign his/her position is asked to provide the director with a two week written notice and any employee not providing two weeks notice prior to his/her resignation will forfeit any vacation or personal days left for the current year.

Employee Child’s Tuition

Any staff member with a child that is 6 weeks old or older (up to 5th grade or 12 years old) may enroll the child in the ChildCareCenter provided the center has the adequate classroom space. Tuition for an employee’s child will be 1/2 of the normal rate. After 1 year of employment, staff’s 1st child will attend free and will pay ½ the normal rate for any other children. (Children must be blood related or adopted.) Staff will not be charged the annual Registration fee but will be required to pay Summer Activity Fees. Staff must sign their children in and out daily and place the children in appropriate classrooms. The Children will not be allowed to roam the building or grounds unsupervised. Your child is not allowed to “visit your classroom” at any time. All staffs’children will be expected to abide by the centers rules and follow CCCM discipline policy.

Center Policies

Unemployment Compensation

AccordingNorth Carolina unemployment tax law, Calvary Child Care is not required to file unemployment taxes. Therefore, upon your termination, the ChildCareCenter will not pay unemployment benefits.

Hiring Policy

No Calvary Child Care Committee member, nor a member of their immediate family, may be employed by the Child Care Ministry.

No person shall hold a supervisory position over member of his/her immediate family.

Confidentiality Policy/Agreement

All information (incident/accident reports, illnesses, progress reports, family information, etc.) concerning the children is STRICTLY CONFIDENTIAL. Do not discuss issues concerning children with other parents or any one outside of the Center.
All information concerning staff is STRICTLY CONFIDENTIAL.
Do not discuss sensitive issues in areas where it may be overheard. Find a private space for these discussions.
All files kept at the Center are confidential. Do not remove files from the Center for any reason.
Staff should bring all concerns, problems, and complaints to the attention of the Director. Do not discuss concerns, problems or complaints with parents or others not associated with the Center.
Authorized personnel who have access to the children’s files: Director, Financial Secretary, and Office Manager.
Information about children and families is shared only on a need-to-know basis. Staff in the entire center may not need to know about it. Be discriminate about information that you share about other families and staff. We want to provide a high quality service, which ensures continuity for children as they move from one classroom to another. If information can assist another teacher in providing services, then it may be shared for these purposes.
When sensitive information about children and families or staff is to be thrown away, it must be shredded.
No information regarding children and families should be left on desks. Computer screens need pass wordedscreen savers.
Whenever an employee feels a child has a developmental issue and feels they need to be referred for further screening and testing,the teacher must consult the director. These issues must be documented. Then the teacher and director will meet and discuss it with the parents. These decisions need to be made very carefully.

Attendance

To ensure proper ratios and to maintain DHHS standards in regards to consistency, employees should notify the directorif he/she is to be absent or tardy. All personnel are expected to maintain regular attendance. Excessive, habitual and unauthorized absences and tardiness cannot be tolerated. If an employee misses three days in a row they will be requested to provide a doctor’s note when returning.

If an employee knows he/she needs time off, the director needs to be contacted so arrangements can be made. If arrangements cannot be made, it is the employee’s responsibility to work his/her shift.

In the case of illness, the employee is required to contact the director or the school at least two hours before scheduled arrival time. If an employee must leave a message, a follow up call to responsible individual is mandatory.

Every employee is responsible for signing in and out each day on the time sheet and on the computer. Failure to sign in and out or complete a time sheet could result in not being paid for time worked. (The director must approve any time worked other than scheduled work time. The director must initial any time difference.)

Payroll is made every other week.

Visitors

CCCM welcomes visitors. However, all persons who are not staff, volunteers or parents must sign in during their visit at the center! Any visitors, including spouses and family members, can be distracting to the work environment and their time should be limited to 10 minutes. If you have any visitors, please have them check in through the office before entering your room. They must sign the Visitor/Volunteer log and state a valid reason for being on the premises.

Open Door Policy

Here at Calvary our parents are welcome to come in at any time to observe their child’s class, volunteer to help, or do an activity with the class. We also encourage our infant room parents to come as often as they would like to spend time with their baby feeding or playing with them. If there’s anything we can do to assist our parents, do your best to accommodate them.

We also have an open door policy to the community agencies that we consult with. They are welcome to come in at anytime to observe and to help. They must sign in at the office. Our quality should not just happen on days we are expecting visitors but everyday we are here; you should always be prepared.

Phone Calls

Teachers are NOT to be on the phone or texting during work hours. Exceptions will be made for emergencies. The employee’s first responsibility is to his/her class. Personal calls should be limited to breaks and after hours. Before calling or texting a parent, teachers must get office approval.

Smoking

North Carolina Law Prohibits Smoking In Any PublicBuilding!
Employees who wish to smoke must do so in their vehicle or OFF the center’s property! (Don’t leave cigarette butts lying on the ground.)