Staff Regulations
When a group of people are working together, it is necessary to have a common rule of conduct so that the actions of one individual will not be detrimental to other staff persons or the Center. The purpose of these rules is not to impose unfair restrictions or limit the rights of anyone, but to define and protect the rights of all who work here and to ensure that all staff work under the same conditions.
Grounds for Immediate Discharge
Most rules involve common sense and accepted standards of good conduct. Violation of the following rules is considered serious and may result in immediate discharge without warning. This list is not intended to be all-inclusive because the Center reserves the right to discharge any employee based upon the needs of the Center.
1. Striking or abusing a child, endangering the life of a child, humiliating a child, using abusive language toward any child, withholding food from a child as punishment.
2. Abuse or inconsiderate treatment of parents, staff or visitors.
3. Unauthorized removal of property.
4. Unauthorized removal or alterations of records or unauthorized divulgences of confidential information regarding children, families or the Center.
5. Refusal to perform assigned work or follow instructions.
6. Gross carelessness or negligence.
7. Willful destruction of property.
8. Sleeping during working hours.
9. Coercing or inciting others to limit work performance or engage in any practice in violation of Center rules.
10. Unauthorized absence(s). The employee must obtain permission from the
Director to be absent.
11. Not maintaining required credentials.
12. Falsification or alteration of any Center record such as a timesheet, vacation and sick time taken, or training course completion.
13. Any type of substance abuse while working at GBP
.
14. Reporting to work in an impaired state.
15. Theft of Center or another employee’s property.
Other Rules
In addition to the basic rules listed above, there are other rules which require disciplinary action if violated. These rules include (but are not limited to) the following:
1. Work Time: Work time is for work. Any conduct, which interferes with work time, will not be tolerated. Also, staffs are not permitted to leave work areas during work time without the permission of their supervisor. Work time does not include recognized breaks. No using cell phones during work times.
2. Work Performance: Employees are expected to put in a fair day’s work.
Unsatisfactory work, poor performance, producing work below standard,
loafing or excessive time away from the job, permitting avoidable waste, and
lack of cooperation jeopardizing children and other staff is not permitted.
3. Care: All children, parents and visitors should be treated with kindness,
friendliness, patience and respect. Staff should refrain from gossip, loud talking and other unnecessary noise, and forms of conduct that could disturb the program and detract from the professionalism of the Center.
4. Confidentiality: It is contrary to the interest of the Center and those we serve to give out information regarding children and their parents. Such information should be held in strict confidence and should not be discussed with anyone outside the Center. Inside the Center, such information should be discussed only when it will benefit the care we offer the children and the parent. Refer any inquiries on children, their performance and parents to the Director.
5. Absenteeism or Tardiness: Staff are expected to have a regular attendance
record. Excessive, habitual and unauthorized absence and tardiness are disruptive to the care of the children and creates a burden on other staff. The act of calling does not in itself constitute an excuse for an absence; the reason for the absence shall be given. Staff must be in their classrooms on their job, ready to perform assigned tasks at their starting time.
6. Security & Safety: Every caution must be taken to guard against accidents to children and other staff. It is the responsibility of every staff person to correct unsafe conditions such as liquid, food, paper, extension cords on the floor, or any other condition, which could cause an accident. If staffs are unable to correct unsafe conditions or fire hazards, they are required to report them to the Center Director immediately. All accidents must be reported in writing immediately on Center Incident Journal or Incident Report as well as informing the Center Director.
7. Fire Rules: It is the responsibility of all employees to understand their role in an emergency. This includes understanding and familiarization with the
location and operation of fire extinguisher, reporting a fire to the fire department, and knowledge of evacuation plans and all fire exits.
8. Smoking: Employees may not smoke within 50 feet of the Center.
9. Food and Beverages: Discreet drinking of non-alcoholic beverages is allowed in the classroom with the stipulation that it is not at the child’s level, and that it is in a secure place approximately four feet from the floor. Eating the same food with the children during mealtimes and special events is permitted and encouraged for role modeling, socialization and encouragement to try new foods; however, teachers must be aware of children with food allergies in their space and not expose children to foods that might cause an allergic reaction.
10. Telephone calls: In order that Center phones may be free to conduct Center business, the use of phones for personal reasons should be limited to emergency situations. Telephone messages will be taken and left on the employee’s mailbox.
11. Internet Acceptable Use Policy: Access to the Internet is provided to
employees when there is a necessity to work done in the classroom. The Center’s connection to the Internet may not be used for any of the following activities: to access, create, transmit, print or download material that is derogatory, defamatory, obscene or offensive, such as slurs, epithets, or anything that may be construed as harassment or disparagement based on race, color, national origin, sex, sexual orientation, age, disability, medical condition, marital status, or religious or political beliefs; to access, send, receive or solicit sexually-oriented messages or images; downloading or disseminating copyrighted material; to download software; to transmit personal comments or statements through e-mail or to post information to newsgroups that may be mistaken as the position of the Center; to disclose confidential information through Internet e-mail or newsgroups; to download personal e-mail or Instant Messaging software to Center computers; to send or participate in chain letters, pyramid schemes or other illegal schemes; to solicit or proselytize others for commercial purposes, causes, outside organizations, chain messages or other non- job-related purposes; or to endorse political candidates or campaigns.
12. Sexual Harassment Policy: The Center is committed to creating and
maintaining a workplace free of sexual harassment. Improper conduct in the
workplace is inappropriate and will not be tolerated. This conduct includes:
a. Expressed or implied requests for sexual favors as a condition of job
retention, promotion or other benefit of employment
b. Unwelcome physical contact
c. Harassment or other behavior (such as telling sexually explicit jokes,
improper suggestions, graphic or descriptive comments or discussions
about an individual’s body or physical appearance, degrading verbal
comments, offensive sexual flirtations and intimidation).
Any complaints of harassment should be referred immediately to the Center
Director. All investigations will be conducted on a confidential basis, and at no time will the complainant be retaliated against. Appropriate disciplinary action (up to and including dismissal) will be taken when warranted. False complaints will not be tolerated and may lead to disciplinary action (up to and including dismissal) against the false accuser.
13. Drug- and Alcohol-Free Workplace: The unlawful use, possession and/or
distribution of a controlled substance (drugs and alcohol) is prohibited at the
Center. Any abuse of this policy shall be reported to the Center Director
immediately.
14. Workplace Violence Policy: The Center is committed to providing a safe & healthy workplace for all employees. To that end, it is the Center’s policy that workplace violence in any form is unacceptable. Any form of violence by an employee against another employee, child, parent, vendor or visitor, including but not limited to physical attack, intimidation, threats or property damage, will be cause for disciplinary action up to and including dismissal. Prohibited acts of workplace violence include threats, intimidation, and physical attack or property damage. A Threat is the expression of intent to cause physical or mental harm. Such an expression constitutes a threat without regard to whether the person communicating the threat has the ability to carry it out, and without regard to whether the threat is made on a present, conditional or future basis. In determining whether the conduct constitutes a threat, including whether the action was intended as a threat, the totality of the circumstances will be considered. Physical Attack is unwanted or hostile physical contact such as hitting, pushing, kicking, shoving, throwing of objects or fighting. Intimidation includes but is not limited to stalking or engaging in actions intended to frighten, coerce or induce distress. Property Damage is intentional damage to property, employees, vendors or visitors to the Center. A Weapon is any object used to attack or intimidate another person. This policy covers every employee of the Center. It covers such employees while engaged in any activity related to their employment with the Center, whether on Center property or elsewhere. An employee who believes that s/ has been the target of workplace violence should report this to the Center Director. In emergency situations the employee should call 911. It is the Center Director’s responsibility, when notified, to respond in prompt and effective fashion. Effective response includes a full and prompt investigation, disciplinary action as appropriate and follow-up with victims and any affected staff. All employees are encouraged to be alert to the possibility of violence on the part of employees, former employees, customers and strangers. Any report of violence will be handled in a confidential manner, with information released only on a need-to-know basis. Employees who act in good faith by reporting real or implied violent behavior or violations of this policy will not be retaliated against or subjected to harassment. Deliberately false or misleading reports of violence under this policy will be handled as incidents of unacceptable personal conduct and the employee making such false or misleading reports will be subject to disciplinary action under the Center’s disciplinary policy.
STEP 1: In the event of a violation of any rule (other than the rules that may require immediate discharge) in the first instance, the employee is to be verbally counseled by the Center Director to clarify what actions or behaviors are being questioned, which rule or practice was not followed, why the rule exists and the need for compliance. The
Center Director will document this interaction.
STEP 2: In the event of a second violation of any rule, the Director will counsel the staff person and a written report of the incident will be place in the employee’s personnel file. The reason for the rule(s) and the need for compliance will be explained. At that time, the staff person will be placed on probation. A written notice of
the probationary status will be given to the employee, and a copy will be placed in the employee’s personnel file. It will be explained to the staff person that continued violation of Center rules would result in termination.
STEP 3: In the event there is a third rule violation of any rule within one year of the second occurrence, the employee may be terminated. A notice of termination will be placed in the employee’s personnel file, to be signed by the employee. If the employee refuses to sign the notice, a notation to that effect will be placed on the form and signed by the Director.
As these guidelines are implemented, the Director will be called upon to use his/her judgment regarding the severity of the offense, length of service of the employee, the attitude and intent of the employee to correct his/her performance, and any mitigating circumstances.
When a group of people are working together, it is necessary to have a common rule of conduct so that the actions of one individual will not be detrimental to other staff persons or the Center. The purpose of these rules is not to impose unfair restrictions or limit the rights of anyone, but to define and protect the rights of all who work here and to ensure that all staff work under the same conditions.
Grounds for Immediate Discharge
Most rules involve common sense and accepted standards of good conduct. Violation of the following rules is considered serious and may result in immediate discharge without warning. This list is not intended to be all-inclusive because the Center reserves the right to discharge any employee based upon the needs of the Center.
1. Striking or abusing a child, endangering the life of a child, humiliating a child, using abusive language toward any child, withholding food from a child as punishment.
2. Abuse or inconsiderate treatment of parents, staff or visitors.
3. Unauthorized removal of property.
4. Unauthorized removal or alterations of records or unauthorized divulgences of confidential information regarding children, families or the Center.
5. Refusal to perform assigned work or follow instructions.
6. Gross carelessness or negligence.
7. Willful destruction of property.
8. Sleeping during working hours.
9. Coercing or inciting others to limit work performance or engage in any practice in violation of Center rules.
10. Unauthorized absence(s). The employee must obtain permission from the
Director to be absent.
11. Not maintaining required credentials.
12. Falsification or alteration of any Center record such as a timesheet, vacation and sick time taken, or training course completion.
13. Any type of substance abuse while working at GBP
.
14. Reporting to work in an impaired state.
15. Theft of Center or another employee’s property.
Other Rules
In addition to the basic rules listed above, there are other rules which require disciplinary action if violated. These rules include (but are not limited to) the following:
1. Work Time: Work time is for work. Any conduct, which interferes with work time, will not be tolerated. Also, staffs are not permitted to leave work areas during work time without the permission of their supervisor. Work time does not include recognized breaks. No using cell phones during work times.
2. Work Performance: Employees are expected to put in a fair day’s work.
Unsatisfactory work, poor performance, producing work below standard,
loafing or excessive time away from the job, permitting avoidable waste, and
lack of cooperation jeopardizing children and other staff is not permitted.
3. Care: All children, parents and visitors should be treated with kindness,
friendliness, patience and respect. Staff should refrain from gossip, loud talking and other unnecessary noise, and forms of conduct that could disturb the program and detract from the professionalism of the Center.
4. Confidentiality: It is contrary to the interest of the Center and those we serve to give out information regarding children and their parents. Such information should be held in strict confidence and should not be discussed with anyone outside the Center. Inside the Center, such information should be discussed only when it will benefit the care we offer the children and the parent. Refer any inquiries on children, their performance and parents to the Director.
5. Absenteeism or Tardiness: Staff are expected to have a regular attendance
record. Excessive, habitual and unauthorized absence and tardiness are disruptive to the care of the children and creates a burden on other staff. The act of calling does not in itself constitute an excuse for an absence; the reason for the absence shall be given. Staff must be in their classrooms on their job, ready to perform assigned tasks at their starting time.
6. Security & Safety: Every caution must be taken to guard against accidents to children and other staff. It is the responsibility of every staff person to correct unsafe conditions such as liquid, food, paper, extension cords on the floor, or any other condition, which could cause an accident. If staffs are unable to correct unsafe conditions or fire hazards, they are required to report them to the Center Director immediately. All accidents must be reported in writing immediately on Center Incident Journal or Incident Report as well as informing the Center Director.
7. Fire Rules: It is the responsibility of all employees to understand their role in an emergency. This includes understanding and familiarization with the
location and operation of fire extinguisher, reporting a fire to the fire department, and knowledge of evacuation plans and all fire exits.
8. Smoking: Employees may not smoke within 50 feet of the Center.
9. Food and Beverages: Discreet drinking of non-alcoholic beverages is allowed in the classroom with the stipulation that it is not at the child’s level, and that it is in a secure place approximately four feet from the floor. Eating the same food with the children during mealtimes and special events is permitted and encouraged for role modeling, socialization and encouragement to try new foods; however, teachers must be aware of children with food allergies in their space and not expose children to foods that might cause an allergic reaction.
10. Telephone calls: In order that Center phones may be free to conduct Center business, the use of phones for personal reasons should be limited to emergency situations. Telephone messages will be taken and left on the employee’s mailbox.
11. Internet Acceptable Use Policy: Access to the Internet is provided to
employees when there is a necessity to work done in the classroom. The Center’s connection to the Internet may not be used for any of the following activities: to access, create, transmit, print or download material that is derogatory, defamatory, obscene or offensive, such as slurs, epithets, or anything that may be construed as harassment or disparagement based on race, color, national origin, sex, sexual orientation, age, disability, medical condition, marital status, or religious or political beliefs; to access, send, receive or solicit sexually-oriented messages or images; downloading or disseminating copyrighted material; to download software; to transmit personal comments or statements through e-mail or to post information to newsgroups that may be mistaken as the position of the Center; to disclose confidential information through Internet e-mail or newsgroups; to download personal e-mail or Instant Messaging software to Center computers; to send or participate in chain letters, pyramid schemes or other illegal schemes; to solicit or proselytize others for commercial purposes, causes, outside organizations, chain messages or other non- job-related purposes; or to endorse political candidates or campaigns.
12. Sexual Harassment Policy: The Center is committed to creating and
maintaining a workplace free of sexual harassment. Improper conduct in the
workplace is inappropriate and will not be tolerated. This conduct includes:
a. Expressed or implied requests for sexual favors as a condition of job
retention, promotion or other benefit of employment
b. Unwelcome physical contact
c. Harassment or other behavior (such as telling sexually explicit jokes,
improper suggestions, graphic or descriptive comments or discussions
about an individual’s body or physical appearance, degrading verbal
comments, offensive sexual flirtations and intimidation).
Any complaints of harassment should be referred immediately to the Center
Director. All investigations will be conducted on a confidential basis, and at no time will the complainant be retaliated against. Appropriate disciplinary action (up to and including dismissal) will be taken when warranted. False complaints will not be tolerated and may lead to disciplinary action (up to and including dismissal) against the false accuser.
13. Drug- and Alcohol-Free Workplace: The unlawful use, possession and/or
distribution of a controlled substance (drugs and alcohol) is prohibited at the
Center. Any abuse of this policy shall be reported to the Center Director
immediately.
14. Workplace Violence Policy: The Center is committed to providing a safe & healthy workplace for all employees. To that end, it is the Center’s policy that workplace violence in any form is unacceptable. Any form of violence by an employee against another employee, child, parent, vendor or visitor, including but not limited to physical attack, intimidation, threats or property damage, will be cause for disciplinary action up to and including dismissal. Prohibited acts of workplace violence include threats, intimidation, and physical attack or property damage. A Threat is the expression of intent to cause physical or mental harm. Such an expression constitutes a threat without regard to whether the person communicating the threat has the ability to carry it out, and without regard to whether the threat is made on a present, conditional or future basis. In determining whether the conduct constitutes a threat, including whether the action was intended as a threat, the totality of the circumstances will be considered. Physical Attack is unwanted or hostile physical contact such as hitting, pushing, kicking, shoving, throwing of objects or fighting. Intimidation includes but is not limited to stalking or engaging in actions intended to frighten, coerce or induce distress. Property Damage is intentional damage to property, employees, vendors or visitors to the Center. A Weapon is any object used to attack or intimidate another person. This policy covers every employee of the Center. It covers such employees while engaged in any activity related to their employment with the Center, whether on Center property or elsewhere. An employee who believes that s/ has been the target of workplace violence should report this to the Center Director. In emergency situations the employee should call 911. It is the Center Director’s responsibility, when notified, to respond in prompt and effective fashion. Effective response includes a full and prompt investigation, disciplinary action as appropriate and follow-up with victims and any affected staff. All employees are encouraged to be alert to the possibility of violence on the part of employees, former employees, customers and strangers. Any report of violence will be handled in a confidential manner, with information released only on a need-to-know basis. Employees who act in good faith by reporting real or implied violent behavior or violations of this policy will not be retaliated against or subjected to harassment. Deliberately false or misleading reports of violence under this policy will be handled as incidents of unacceptable personal conduct and the employee making such false or misleading reports will be subject to disciplinary action under the Center’s disciplinary policy.
STEP 1: In the event of a violation of any rule (other than the rules that may require immediate discharge) in the first instance, the employee is to be verbally counseled by the Center Director to clarify what actions or behaviors are being questioned, which rule or practice was not followed, why the rule exists and the need for compliance. The
Center Director will document this interaction.
STEP 2: In the event of a second violation of any rule, the Director will counsel the staff person and a written report of the incident will be place in the employee’s personnel file. The reason for the rule(s) and the need for compliance will be explained. At that time, the staff person will be placed on probation. A written notice of
the probationary status will be given to the employee, and a copy will be placed in the employee’s personnel file. It will be explained to the staff person that continued violation of Center rules would result in termination.
STEP 3: In the event there is a third rule violation of any rule within one year of the second occurrence, the employee may be terminated. A notice of termination will be placed in the employee’s personnel file, to be signed by the employee. If the employee refuses to sign the notice, a notation to that effect will be placed on the form and signed by the Director.
As these guidelines are implemented, the Director will be called upon to use his/her judgment regarding the severity of the offense, length of service of the employee, the attitude and intent of the employee to correct his/her performance, and any mitigating circumstances.