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

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

Within 30 Days of Hire

• Background Check (and any required fingerprints)
• 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 the MERIT Portal.
2. Login or Register to receive a STARS ID number.
3. Once registered, check email for STARS ID number.
4. Enter you STARS ID number 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 December 2025) 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}

 

This addendum supplements and clarifies the Attendance policy contained in the LASER Childcare Staff Handbook. All existing attendance, call-out, notification, and leave requirements remain in effect unless specifically modified by this addendum.

Reliable attendance and punctuality are essential to LASER Childcare's ability to maintain safe staffing levels and provide appropriate supervision to children. Employees are expected to report to all scheduled shifts on time, remain for the entirety of their scheduled shift, and follow LASER's established call-out and notification procedures when they are unable to work or expect to be late.

Use of Paid Leave for Absences
Employees may elect to use available earned sick hours for an absence when the absence qualifies for protected sick leave under applicable law.

However, when an employee elects not to use available sick hours for an absence, the absence must be covered by available accrued PTO. If an employee does not have sufficient accrued PTO to cover the absence, the missed time will be recorded as unpaid, unprotected time.

Employees will not be disciplined for absences related to the lawful use of protected sick leave. Discipline under this policy is based on an unprotected absence or tardiness that results in unpaid, unprotected time, or on other violations of LASER's attendance and call-out requirements.

Tardiness
Employees are considered tardy when they are not present and ready to work at their scheduled start time.

If an employee expects to be late to a scheduled shift, the employee must notify their direct Supervisor as soon as possible, but no later than the start of their shift and follow all applicable call-out procedures.

The employee may elect to use available sick hours if the reason for the late arrival qualifies for protected sick leave under applicable law. If sick leave has been exhausted or the employee does not elect to use sick hours, available PTO must be used to cover the missed time. If the employee does not have sufficient PTO to cover the missed time, and the reason for the leave is unprotected, the missed time will be recorded as unpaid, unprotected time and may result in disciplinary action under this policy.

Repeated or excessive tardiness may result in disciplinary action, even when individual instances of tardiness are brief. LASER may consider the frequency, pattern, duration, and circumstances of tardiness when determining whether corrective action is appropriate.

Any exception to this policy is at the discretion of LASER leadership and will be evaluated on a case-by-case basis.

Unpaid, Unprotected Time
Unpaid time is not protected time, unless required by law.

An employee may be subject to discipline when an absence or tardiness results in unpaid, unprotected time. This includes situations in which:

• The employee has exhausted available PTO and sick hours
• The employee elects not to use available sick hours and does not have sufficient PTO to cover the absence or tardiness
• The employee is absent for a reason that is not covered by applicable protected leave
• The employee fails to follow required call-out or notification procedures
• The employee fails to report for a scheduled shift without approved leave
• The employee's request for unpaid time off has been denied and the employee does not report to work; or
• The employee otherwise fails to report for scheduled work without approved or legally protected leave.

Discipline for Unpaid, Unprotected Time
Typically, discipline for an attendance violation resulting in unpaid, unprotected time is: a written warning, a final written warning, or termination of employment.

While LASER will generally take corrective action in a progressive manner, it reserves the right to consider the circumstances and seriousness of an attendance violation and to both give grace and take more serious disciplinary action, including termination, when warranted.

The disciplinary progression may also apply when an employee has exhausted available PTO and sick hours and is absent or tardy without other approved or legally protected leave.

Absences of More Than Three Consecutive Scheduled Shifts
As stated in LASER's existing Attendance policy, employees who are absent for more than three consecutive scheduled shifts must provide a doctor's note or other appropriate verification as required by LASER policy.

Employees remain responsible for following LASER's call-out and notification procedures throughout an absence.

Extended Illness and Other Extended Leave
Employees who are seriously ill or otherwise unable to work for an extended period should contact the Executive Director as soon as reasonably possible to discuss available leave and accommodation options.

When an employee has exhausted available sick hours and PTO and requires additional time away from work due to a serious health condition or other qualifying circumstance, the employee may need to pursue another form of protected leave or accommodation, including, when applicable:

Family and Medical Leave Act (FMLA) leave;
Washington Paid Family and Medical Leave (PFML);
A reasonable accommodation under the Americans with Disabilities Act (ADA) or other applicable disability accommodation laws; or
Another legally protected leave or accommodation for which the employee may qualify.
An employee who has exhausted available paid leave and requires additional time away from work due to a serious health condition should contact LASER to discuss whether a legally protected leave or reasonable accommodation may apply. Appropriate medical documentation or verification may be required where legally permitted.

If an employee does not qualify for, does not request, and/or does not receive approval for applicable protected leave or a reasonable accommodation, any resulting absence may be considered unpaid, unprotected time and may be subject to disciplinary action under this policy.

Pre-Planned Unpaid Time Off
LASER may, at its discretion, approve unpaid time off that is requested at least one month in advance.

Requests for pre-planned unpaid time off must be submitted in accordance with LASER's established time-off request procedures and are subject to operational and staffing needs.

LASER reserves the right to deny requests for unpaid, unprotected time off, including when approving the request would create staffing or operational difficulties. Approval of unpaid time off is not guaranteed.

If LASER approves a request for pre-planned unpaid time off, the approved absence will not be considered an attendance violation and will not be subject to disciplinary action under this policy.

If an employee's request for pre-planned unpaid time off is denied and the employee does not report for their scheduled shift, the absence will be considered unpaid, unprotected time and will be subject to the disciplinary protocol described in this addendum.

Call-Out and Notification Requirements
Employees must notify their direct Supervisor as soon as possible, but no later than the start of their shift, when they will be unable to report to work or expect to be late.

A message to a coworker is not sufficient notice unless the employee has been specifically instructed that the coworker is an appropriate person to receive the notification.

Failure to follow LASER's call-out and notification procedures may result in disciplinary action, regardless of whether the employee has available paid leave, unless the circumstances make timely notice impracticable or the employee is otherwise protected by applicable law.

Legal Protections
Nothing in this addendum limits an employee's right to use legally protected leave, request a legally protected accommodation, or exercise any other right protected by federal, state, or local law.

LASER will not discipline an employee for the lawful use of protected leave.

Employees remain responsible for following LASER's attendance, call-out, and notification procedures when legally permitted and reasonably practicable.

All other provisions of the LASER Childcare Staff Handbook remain in effect.

 

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.