Voluntary Self-Identification

Completion of these questions is voluntary and will not affect your opportunity for employment or the terms or conditions of your employment. 

Race/ethnicity will be kept private and are only used for grant application purposes. Names or personally identifiable information will not be used. 

Please complete W-4 and upload below.

Please complete I-9 form and upload and documentation below.

Once your payroll paperwork has been received, you should receive an email from Paychex, our payroll processor, to set up an online account so that you can clock in and out, request time off and set up direct deposit (if desired).  Please allow 24 -48 hours to receive the email from our payroll processor. 

I, {name}, am aware that I am entitled to a 30-minute unpaid meal period that commences no more than five hours after the beginning of each shift under Washington State wage and hour regulations. However, I wish to voluntarily waive this meal period, and my signature below confirms my request to the Company.

I understand that upon notice, I may revoke this waiver and reinstate unpaid meal periods. Also, I understand that at any time the Company may adjust a meal period for business reasons or at its discretion.

I, {name} agree to complete the following within the times specified.

Within 3 Days of Start Date

• Merit Registration/STARS number/Background Check
• Blood Borne Pathogens Training
• Food Handlers Permit                                             
• Mandatory Reporter Video with signed contract
• Head Trauma Video with signed contract                         
• TB Test (will be emailed authorization for appointment)          
• Disaster Plan                                                                

Within 30 Days of Hire

• 1st Aid/CPR Training
• Orientation                                                                    

Within 60 Days of Hire

• 30 Hours STARS Training 

I understand that failure to do so may result in suspension from work until all required paperwork is completed.

1. Go to https://apps.dcyf.wa.gov
2. Login or Register to receive a STARS ID number.
3. Once registered, check email for STARS ID number.
4. Enter number below in space provided below.
5. Within MERIT, click on My Applications tab to start and complete Portable Background Check.  Cost: $12.  Use LASER Credit Card or pay with personal card and submit reimbursement form with receipt. 
6. If needed, set-up an appointment for Fingerprinting. Cost: $44.75. Use LASER Credit Card or pay with personal card and submit reimbursement form with receipt. 

Please read through the LASER Employee Handbook (updated April 2020) and sign below to acknowledge the following statement.

Acknowledgement
I, {name}, acknowledge that I have received and
have the responsibility to read and follow the LASER Staff Handbook. I
agree to follow and abide by its policies.

I understand that employment with LASER is at will. Employees have
the right to end their work relationship with LASER with or without
advance notice for any reason, and LASER has the same right. The
language used in this LASER Staff Handbook and statements made by
LASER employees or the LASER Board of Directors are not intended
to constitute a contract of employment, either express or implied, nor
are they a guarantee of employment for a specific duration.

Policy Acknowledgement and Understanding Form
LASER Childcare prohibits Leads, supervisors, and Directors from dating or intimately fraternizing with any subordinate.  Such relationships can be disruptive to the work environment, create a conflict or the appearance of a conflict of interest, and lead to charges of favoritism, discrimination, and claims of indirect sexual harassment.  Should an relationship develop between any LASER staff, both individuals are required promptly to disclose the relationship to the Executive Director.  While LASER Childcare has no desire to interfere with the private lives of its employees or their off-duty conduct, when such conduct impacts the work environment in a negative manner, LASER Childcare reserves the right to take whatever action is appropriate, in its discretion including up to termination of employment, to protect LASER Childcare’s interests.  

I have read, acknowledge, and understand the LASER Childcare Dating and Fraternization Policy.

I, {name} , grant LASER Childcare, its representatives and employees, permission to take photographs or record video-recorded material of me. I understand that LASER Childcare will retain and edit the product of my participation as part of its permanent collection and that the materials may be used for newsletters, publication, presentation on the World Wide Web and successor technologies, and for promotion of LASER Childcare in any medium.
By signing the form below, I hereby grant LASER Childcare ownership of the above mentioned material. I agree to the uses of my name and the above mentioned material, except for any restrictions noted below.

Printed Name {name}

Purpose: The purpose of this attendance policy is to establish clear guidelines and expectations for staff attendance at LASER Childcare. This policy aims to ensure consistent and reliable staffing to provide the best possible care and support for the children enrolled in our programs.

Attendance Expectations: All staff members are expected to report to work on time and maintain regular attendance. Punctuality and consistent attendance are critical for maintaining a safe and nurturing environment for the children in our care.

Point System: To track attendance and ensure compliance with our attendance expectations, we will implement a point system.

Points will be assigned based on the following criteria:

a. Late Arrival: Staff members who arrive more than 5 minutes after their scheduled start time will receive 1 point. For every extra 30 minutes late a half point will be added on.
b. Absence without Prior Notification: Staff members who are absent from work without notifying their supervisor or manager at least 2 hours before their scheduled shift will receive 2 points. Staff members who request non-sick time off on short notice (less than 24 hours before their shift) will receive 2 points. If the request is not granted and the staff member works their shift no points will be added. 
c. No-Call, No-Show: Staff members who fail to report to work and do not notify their supervisor or manager about their absence will receive 5 points.
d. Tardiness after Breaks: Staff members who return more than 5 minutes late from their scheduled breaks will receive 1 point for each occurrence.

Accumulation of Points: Points will accumulate over a rolling 90-day period. Points will be assessed on the date of each occurrence and will remain on the staff member's record for the next 90 days.

Consequences: The following consequences will be implemented based on the number of points accumulated by a staff member:

a. 3-5 Points: Verbal Warning and Counseling - The staff member will meet with their supervisor or manager to discuss their attendance record and identify areas for improvement.
b. 6-9 Points: Written Warning - The staff member will receive a written warning outlining the attendance issues and consequences if the attendance does not improve.
c. 10-12 Points: Suspension- The staff member will be placed on a 2 day suspension and closely monitored for their attendance and punctuality.
d. 13 Points and above: Termination - If a staff member accumulates 13 or more points within the rolling 90-day period, they will be subject to termination.

Attendance Incentives: We believe in recognizing and rewarding exceptional attendance. Staff members with perfect attendance (zero points) for a consecutive 90-day period will be eligible for an attendance incentive, which may include additional paid time off, gift cards, or other rewards at the discretion of the directors.

Reporting and Tracking: Supervisors or managers will be responsible for tracking attendance points and providing regular feedback to staff members regarding their attendance records. Staff members can inquire about their current point total by requesting the information from their supervisor or manager. If a staff member feels they were unfairly given attendance points they should speak directly with the Executive Director. 

Exceptions: There may be extenuating circumstances such as serious illness or a family emergency that can lead to excessive absences. In such cases, staff members should communicate with their supervisor or manager as soon as possible to discuss the situation and explore potential solutions. A staff member will not accumulate any points if a late arrival is due to use of sick leave for a bonafide illness or approved ADA accommodation.

This attendance policy will be reviewed periodically to ensure its effectiveness and may be updated as needed with prior notice to all staff members.

By signing below, you confirm that you have read and understood the attendance policy of LASER Childcare and agree to comply with its terms and conditions.

Effective communication is crucial for maintaining a positive and productive work environment. As a part of our commitment to professionalism and clear communication, we have established these email etiquette guidelines to ensure consistent and respectful communication across the organization. 

This email provides two areas to keep in mind when it comes to email communication. The first list of points is surrounding email etiquette, this is guidance surrounding professional communication. The second list of points is our email use policies, these must be adhered to when using your LASER email address. 

Please familiarize yourself with these guidelines and implement them in your email correspondence:

Email Etiquette 

• Meant to be Internal: Staff emails are meant to be used internally among LASER staff and board. For emailing parents, we should be using general email addresses, such as billing@, bryant@, or laurelhurst@ to communicate with parents.
• Use a Clear and Relevant Subject Line: Make sure your subject line accurately reflects the content of the email. A clear subject line helps recipients prioritize and understand the purpose of your email.
• Professional Greeting: Begin your email with a polite and appropriate greeting, such as "Dear [Name]," or "Hello Team," depending on the recipient(s).
• Concise and Relevant Content: Keep your emails concise and to the point. Clearly state the purpose of your email in the opening paragraph. Use bullet points or numbered lists for important details if necessary.
• Use Proper Grammar and Spelling: Proofread your emails before sending to ensure proper grammar, spelling, and punctuation. Clear and error-free communication reflects professionalism.
• Respectful Tone: Maintain a respectful and professional tone throughout your email. Avoid using slang, emojis, or overly casual language.
• Reply Promptly: Aim to reply to emails within a reasonable time frame. If you need more time to gather information, acknowledge receipt of the email and provide an estimated response time..
• Avoid Overloading with Attachments: If your email includes attachments, ensure they are relevant and necessary. Large attachments should be shared via Google Drive.
• Consider the Recipients: Think about who needs to receive the email. Use the "CC" and "BCC" fields judiciously. Only include individuals who genuinely need the information.
• Closing: End your email with an appropriate closing, such as "Best regards," or "Sincerely," followed by your name. 
• Think Before Hitting "Send": Before sending any email, take a moment to review its content, recipients, and attachments. Ensure you're conveying the intended message accurately.

Email Use Policy

This policy applies to all employees, contractors, and authorized users of LASER Childcare's email systems.

Policy:

Authorized Use:

• Email communication is to be used for work-related purposes only. Personal use should be kept to a minimum and should not interfere with job responsibilities.
• Employees should exercise good judgment when using email and adhere to the LASER values.

Confidentiality:

• Do not share sensitive, confidential, or proprietary information via email unless appropriate security measures are in place.
• Employees should be cautious about sharing personal information over email and avoid sharing any personally identifiable information (PII) of children, parents, or colleagues.

Professional Tone:

• All email communication should maintain a professional and respectful tone. Avoid using offensive, discriminatory, or inappropriate language.
  Emojis and informal language should be used only when appropriate.

Use of Company Branding:

• Emails sent on behalf of LASER Childcare should include the company's standardized email signature, which includes the logo, employee name (pronouns), title, contact information, and any required disclaimers.

Sensitive Information:

• Do not include sensitive information, such as passwords or account numbers, in email communication. Use secure methods of communication for such information.

Attachments:

• Attachments should be relevant to the subject of the email and virus-checked before sending.
• Large attachments should be sent through file-sharing services, and recipients should be notified of the link's content.

Copyright and Intellectual Property:

• Do not use copyrighted materials or intellectual property without proper authorization. Ensure compliance with relevant copyright laws.

Email Forwarding and Replying:

• When forwarding or replying to emails, ensure that the original message's content remains accurate and unchanged, and the email thread stays relevant to the conversation.

Unsolicited Emails and Spam:

• Do not send unsolicited emails or spam to colleagues or external contacts. Avoid subscribing colleagues to mailing lists without their consent.

Email Security:

• Report any suspicious or phishing emails to Meilin and Laurel at billing@laserchildcare.org.
• Employees should not open attachments or click on links from unknown or suspicious sources.

Monitoring and Privacy:
LASER Childcare reserves the right to monitor email communications for security, compliance, and operational purposes. Employees should have no expectation of privacy regarding their email communications on company systems.

Consequences of Violations:

Violations of this Email Use Policy may result in disciplinary action, up to and including termination of employment. Violations could also have legal and regulatory consequences.

Amendment and Review:

This policy may be amended or updated by LASER Childcare as needed. Employees will be notified of any changes, and they are responsible for reviewing and understanding the policy's latest version.

By using LASER Childcare's email systems, employees acknowledge and agree to comply with the terms outlined in this Email Use Policy.

By adhering to these email etiquette guidelines, we can collectively enhance communication efficiency and professionalism at LASER Childcare. If you have any questions or need further clarification, please don't hesitate to reach out to your Supervisors, Program Directors, or Executive Director. 

Thank you for your cooperation.

By signing below, you confirm that you have read and understood the attendance policy of LASER Childcare and agree to comply with its terms and conditions.