Welcome to Compass Child Care, LLC.  This manual, while not an implied or express contract, states in general terms the policies governing your actions as an employee of Compass Child Care, LLC. and the benefits of employment with Compass Child Care, LLC.  It is the policy of Compass Child Care, LLC. that all employees are employed at the will of the agency.  We place special emphasis at Compass Child Care, LLC. on our employees as individuals and recognize that no manual can cover all situations.  It is our hope that everyone will be able to achieve the highest level of performance and job satisfaction possible.  Neither this manual, nor any other communication, shall bind Compass Child Care, LLC.to continued employment of any individual employee, or group of employees or guarantee employment for any specific length of time. 

 

The purpose of this manual is to set forth the personnel and administrative policies relative to the employees of Compass Child Care, LLC. It also explains benefits which you may receive as an employee.  You are encouraged to discuss any questions you may have with your immediate supervisor or with the your site Director.

 

In addition to reading this Personnel Policy Manual, employees of Compass Child Care, LLC. are also required to read the Compass Child Care, LLC. Parent Handbook and MN DHS Child Care Licensing Regulations.  Employees will be required to comply with all state licensing requirements and follow and enforce all policies and procedures as outlined in the Compass Child Care, LLC. Parent Handbook.  Compass Child Care, LLC. may from time to time require employees to read additional documents/publications which have bearing on their job performance.  Employees who fail to read and comply with any and all applicable documents/publications as assigned will be subject to disciplinary action up to and including termination.

 

Owners:

Amy Steiner Amy@CompassChildCare.com 

Ginger Olson Ginger@CompassChildCare.com  (Directors: please contact for payroll issues)

 

Regional Manager:

RegionalManager@CompassChildCare.com (Directors: this is your main contact)

 

Site Director

Blaine@CompassChildCare.com
CoonRapids@CompassChildCare.com
Isanti@CompassChildCare.com
EastBethel@CompassChildCare.com
Ramsey@CompassChildCare.com

 

Site Assistant Director

BlaineSupport@CompassChildCare.com
CoonRapidsSupport@CompassChildCare.com
IsantiSupport@CompassChildCare.com
EastBethelSupport@CompassChildCare.com
RamseySupport@CompassChildCare.com

 

Lead Teacher

Support Staff: Teacher, Assistant Teacher, Aide, Sub

This policy manual has been adopted by the owners of Compass Child Care, LLC.

 

The owners of Compass Child Care, LLC. reserve the right to adopt, amend and delete any policy herein in their sole discretion at any time without notice in the best interest of Compass Child Care, LLC.

 

Revisions and changes shall be supplied to you and will be available as soon as possible after adoption.  New policies or amendments to existing policies will be effective immediately for all employees unless otherwise noted on the policy. 

 

This policy manual will be reviewed at least every year. 

 

Recommendations for changes to the policy manual should be directed to the Regional Manager.  Employees making suggestions for changes/additions to this manual are required to submit their suggestion in writing, including their name and position, so the administration can discuss the suggestion as needed with the employee.  Employee suggestions should be delivered to the Regional Manager via email at RegionalManager@CompassChildCare.com

A.  STATE LICENSING AUTHORITY

 

MN Dept. of Human Services PO Box 64962 St. Paul, MN 55164-0962
Phone: 651-431-3809

 

A full printed copy of the licensing regulations/standards can be found in the site office.  Employees may also find the licensing regulations on the internet at the following link www.revisor.mn.gov/rules/9503.  These regulations/standards are included as part of this Personnel Policy Manual as if they were written herein and it is the responsibility of every employee to read, understand and follow the regulations.  Any violation of the regulations will result in disciplinary action up to and including termination. 

 

Employees are required to read and uphold the regulations and standards issued by MN DHS at all times during their employment. 

 

Employees are required to immediately notify the Director of any violations of licensing regulations by any person in the organization.   Failure to do so will result in disciplinary action up to and including termination. 

 

 

B.  OTHER PROFESSIONAL AFFILIATIONS

 

We are in the process of going through the quality rating process for Parent Aware.  You will be required to obtain additional training.  These standards are included in this manual as if they are written herein and it is the responsibility of every employee to read, understand and follow these regulations.  Any violation of the quality rating program/Parent Aware standards will result in disciplinary actions up to and including termination. 

 

 

Compass Child Care, LLC.is an equal opportunity employer.  All employment activities will be conducted in a manner to assure equal opportunity for all and will be based solely on the individual merit and fitness of applicants, candidates and/or employees.

 

A.  NON-DISCRIMINATION

 

Compass Child Care, LLC. recognizes the following legally protected classes for employees and all employment actions will be made without regard to an employee’s race, color, creed, religion, age, gender (including sexual orientation/preference), national origin, pregnancy, disability or veteran’s status.

 

Further, Compass Child Care, LLC.is an equal opportunity service provider and will provide its services to children and/or their family without regard to the child or family’s race, color, creed, religion, age, gender (including sexual orientation/preference), national origin, pregnancy, disability or veteran’s status. 

 

Any employee who acts in a discriminatory manner towards any person will be subject to disciplinary action up to and including termination.  This includes overt acts of discrimination through speech, writing or behavior as well as acts of indifference, failure to acknowledge another person and/or failure to act in a professional manner towards another person.

 

Employees hired for positions where the primary responsibility is direct supervision of children must be 16 years of age in accordance with the regulations established by MN DHS.

 

B.  WORKPLACE HARASSMENT

 

Compass Child Care, LLC. provides a workplace free of discrimination.  Actions, words, jokes, or comments based on an individual's gender, sexual orientation, race, age, ethnicity, religion, or any legally protected characteristic are not tolerated.  Actions by an employee that are designed to threaten, intimidate or bully another employee will not be tolerated.  Overt and subtle harassment creates an offensive, hostile, and uncomfortable work environment and is strictly prohibited. 

 

Compass Child Care, LLC. prohibits sexual harassment.  Compass Child Care, LLC. employees, volunteers, clients, and applicants have a right to work in a harassment free environment, including freedom from sexual harassment.  Sexual harassment is strictly prohibited and will not be tolerated.  Sexual harassment may be defined as, but not limited to:

 

·       Suggesting to an employee that submitting to sexual favors enhances employment opportunities and/or advancement.

·       Threatening or insinuating that refusal to submit to sexual advances will adversely affect employment appraisal, wages, advancement, assigned duties, shifts, or any other condition of employment or career development.

·       Offering unwelcome sexual advancement or flirtation.

·       Using sexually degrading words.

·       Offering sexually suggestive or erotic comments regarding a person's body or mannerisms.

·       Displaying sexually graphic pictures and/or objects in the workplace.

 

Supervisors shall maintain a workplace free of sexual harassment.  Sexual harassment polices shall be discussed with employees assuring that insulting and/or degrading sexual harassment shall not be tolerated.

 

C.  RETALIATION

All employees are encouraged to uphold and report violations of all rules, regulations, statutes, standards and laws to which Compass Child Care, LLC.is required to comply, to their supervisor, licensing authority and/or appropriate government agency.

Employees are protected from any retaliatory actions when they make a report of harassment, discrimination or violation of local, state, federal laws and regulations.  Any supervisor or employee that takes negative employment or disciplinary action against an employee because the employee is known or is suspected to have made a report of harassment, discrimination or violation of local, state or federal laws and regulations will be subject to disciplinary action up to and including termination. 

 

D.  COMPLAINT/REPORTING PROCEDURE

Harassment, threats, intimidation and bullying complaints should be reported immediately to the employee's supervisor.  If it is inappropriate to notify the supervisor, contact the Site Management or Regional Manager.  The reporting employee will be required to provide a written statement regarding the allegation of harassment as part of the investigation.

Harassment complaints will be investigated promptly and all information will be kept confidential.  Investigation results require the Regional Manager action and resolution.  All employees are required to fully cooperate in the investigatory process, including providing detailed written statements as directed by a supervisor or owner.  Any employee not cooperating with the investigation process will be subject to disciplinary action, up to and including termination.  The employee initiating the harassment complaint will be informed upon conclusion of the investigation whether harassment was determined to have occurred.  If the investigation determines that harassment occurred, the employee initiating the complaint may not be provided with details related to the corrective action and/or disciplinary action levied against the offending party as a matter of confidentiality.

Investigations confirming allegations of harassment of any kind require swift and prompt corrective action, reassignment, demotion and/or disciplinary action up to and including termination against the offending party.
 

Compass Child Care, LLC. strives to employ people who are the best qualified to meet the needs of the agency.  Employment shall be on the basis of proven competence or potential ability as indicated by academic achievement, personal attitude, and prior work experience in accordance with the qualifications and essential job functions listed on the job description.

Employees hired for positions where the primary responsibility is direct supervision of children must be 16 years of age in accordance with the regulations established by MN DHS

The employment of all persons shall be contingent upon the approval of the Regional Manager, cleared background study and finger prints and completion of all required employment documentation. 

Please note that the finger printing does cost roughly $9.10 and is done at the cost of the employee.  You must bring a check or pay ahead of time with the link you are given by management.  If you do not complete the finger printing by the deadline you will also be charged $40 to rerun the initial study. 

 

As a business in the of Minnesota the employer/employee relationship is established At Will.  The At Will employment relationship affords the employee the right to resign for any reason.  Likewise, the employer may terminate the relationship at any time, with or without cause and with or without notice. 

 

It is further understood that the At Will employment relationship may not be altered by any written document or by verbal agreement, unless such alteration is specifically acknowledged in writing and signed by an authorized executive of Compass Child Care, LLC.

Employees will be notified of the Employee Classifications into which their position fits on the job description and in their Offer Letter. 

Compass Child Care, LLC. reserves the right, in its sole discretion to change an employee classification at any time without prior notice. 

1.         Full-Time Employee:  A person who is regularly scheduled for at least 40 hours per week. 

2.         Part-Time Employee: A person who is regularly scheduled for less than 40 hours per week.

3.         Substitute: A person employed for a daily and/or weekly period to fill a vacancy created by the absence of an employee.  Substitutes will not be eligible for benefits.

4.         Exempt:  Employees not eligible to receive overtime pay as per DOL regulations.  Their salary covers all hours worked.  Exempt employees are paid to perform a job regardless of the number of hours required to accomplish all aspects of the job as outlined in the job description.  Exempt=Salaried

5.         Non-Exempt:  Hourly and salaried employees eligible to receive overtime pay as per DOL regulations.  Non-exempt employees are paid for the hours worked to complete their job as outlined in the job description. Non-Exempt= Hourly

6.         Classroom/Direct Care Staff:  This includes positions where the employee’s primary duties involve direct care and supervision of children.  Positions include Lead Teachers, Teachers, Assistant Teachers, Aides and Subs.

7.         Administrative Staff:  This includes positions where the employee’s primary duties involve supervision of employees, program/curriculum, financial and managerial responsibilities.  Positions include: Regional Manager, Director, Assistant Director and Office Staff.

Employees will be provided, at the time of hire or change of position, with a copy of the Job Description for their assigned position.  An employee’s assigned position can change at anytime.  The purpose of the Job Description is to provide specific detail of the duties, responsibilities and expectations for the position to which the employee has been assigned.  Job Descriptions will be amended from time to time at the discretion of and in the best interest of Compass Child Care, LLC.. 

 

Employees will be provided with updated copies of their Job Description following amendment and will be notified by their Supervisor when the new duties, responsibilities and expectations become effective.  Compass Child Care, LLC. will give as much notice as is practicable of changes, additions and amendments to Job Descriptions, but is not required to give any specific advance notice of changes.

 

Employees may be assigned duties and/or responsibilities by their Supervisors at any time that do not appear on their Job Description.  Employees are required to complete the assigned duties as if they were part of the written Job Description.  Employees who refuse to complete additional assigned duties will be subject to disciplinary action up to and including termination.

All position vacancies shall be posted at Connect2Compass.com for 1 business days prior to public listings so current employees may have the opportunity to apply for the position

 

This policy is not a guarantee that a current Employee (or parent) will be promoted/transferred or hired to fill the vacant position.  Compass Child Care, LLC. strives to employ persons who are the best qualified to fill the needs of the agency in accordance with the qualifications and essential job functions listed on the job descriptions. 

 

All advertisements or postings for job vacancies must be approved by the Regional Manager prior to posting.

All new applicants and current employees applying for a new position within the agency are required to complete the Compass Child Care, LLC. General Employment Application.  The Compass Child Care, LLC. General Employment Application can found compasschildcare.com/employment  To be considered for the position, the applicant must COMPLETELY fill out the General Employment Application and submit it in a timely manner as per the job positing.

 

If at any time after hire, it is determined that an employee of Compass Child Care, LLC. lied or misrepresented anything on the General Employment Application, the employee will be subject to disciplinary action up to an including termination.

 

Upon hire, employees will be required to complete additional documentation for employment and provide proof of credentials, certifications and experience as stated on the application. 

Employees are required to give 2 week or 10 business days notice of the intent to resign.  Notice must be given in writing to Management.  Employees may not be absent from work for any reason during the notice period unless meets exclusion guidelines by MN DHS/ MHD

Employees who give the required notice, return all agency property in their possession, are not absent from work during the notice period, comply with all applicable employment policies, and participate constructively in the exit interview will be considered eligible for re-hire. 

Employees who fail to meet the above requirements will be considered ineligible for re-hire.

 

In certain circumstances where the Regional Manager or Owner feels it is in the best interest of Compass Child Care, LLC., a resigning employee may be told they do not need to report for duty during the notice period.  Should this be the case, the resigning employee will be notified in writing and will be paid their regularly scheduled hours up to their date of resignation but would not need to report to work.

Employees will be considered to have abandoned their position, and have permanently separated themselves from employment, for reason such as:

1       Walking off the job without permission from your supervisor prior to the end of your assigned work period.

2       Leaving work prior to the arrival of any arranged coverage/substitute when a partial day leave is requested.  If the arranged coverage/substitute does not show, you can not leave until other coverage is arranged or an onsite supervisor indicates that you may leave without coverage after confirming that ratios can still be met.

3       Not reporting for work as assigned and/or not notifying your supervisor of your absence. 

4       Failing to return from any type of approved Leave of Absence according to the Leave Request/Approval

5       Failing to request and have granted an extension to an approved Leave of Absence in advance of the original expiration date of the Leave Request/Approval

Employees who abandon their position will be ineligible for rehire. 

Former employees are not permitted on Compass Child Care, LLC. property without prior permission from Site Management.  Former employees who wish to visit, volunteer and/or attend an agency function must contact the Director in writing, via email or via telephone to ask permission.  Granting permission is in the sole discretion of Site Management and will be based upon the best interest of the agency. 

Current Employees may not discuss any matters related to Compass Child Care, LLC. or its clients with a former employee.  Any inquiries made by a former employee to a current employee should be directed to Site Management.  As the former employee is no longer part of the Agency, any and all discussions with them by current employees would be a violation of the Confidentiality Policy and will result in disciplinary action up to and including termination.

Former employees should also be aware that professional codes of conduct and confidentiality still apply even after employment is terminated.  Compass Child Care, LLC. will seek to hold former employees accountable for any violation of client and or staff’s rights of privacy.  Further, Compass Child Care, LLC. will pursue all legal remedies available for actions which slander, defame and or impugn the business reputation of the agency.

 

Former employees will only be eligible for re-hire if they meet the following criteria:

1.     Gave appropriate notice prior to leaving employment (This may be waived in cases of emergency medical circumstances that make giving notice impossible);

2.     Returned all agency property prior to leaving employment;

3.     Constructively participated in an Exit Interview prior to leaving employment;

4.     Presented no issues following separation of employment, i.e.…maintained professional codes of conduct, maintained confidentiality according to agency’s confidentiality policy;

5.     Did not otherwise abandon her/his position.

 

Former employees seeking re-hire must personally contact the Regional Manager in writing, by email and/or by telephone to inquire as to their eligibility for re-hire prior to submitting an application.

Upon separation of employment, departing employees are required to return any and all agency property given to them during the course of their employment. 

 

Further, Compass Child Care, LLC. will pursue all legal avenues available to recover stolen property and/or work product including but not limited to contacting local police and filing a civil action for damages.

 

Employees will be assigned to a position for which they are qualified, based on the needs of the agency in an effort to provide services of the highest quality and efficiency, and to maintain compliance with MN DHS Compass Child Care, LLC. will make employee assignments in its sole discretion.  An employee’s assignment includes, position, pay, scheduled hours and location.

Compass Child Care, LLC. reserves the right to change an employee’s assignment at any time to continue to meet the needs of the agency and to maintain compliance with MN DHS.

Employees may request a change of assignment in writing to their immediate supervisor.  Employees should include the reason for the request, any and all benefits the change would provide the agency and the specific schedule, position and/or pay change the employee is requesting.  The Supervisor will review the request, discuss the reason and benefits the change offers the agency with the employee and the Regional Manager or Owners prior to making a final decision.  

Employees will be required to work overtime or alternate schedules as assigned by a Supervisor, Director, Executive Director and/or Owner.  Employees will be given as much notice as possible when changes to their normal work schedule are made.

Employees who refuse re-assignment will be subject to disciplinary action up to and including termination.

Provisional Employee:  An employee will be provisional for up 90 calendar days when initially hired or placed in a new position.  During the Provisional Period, Compass Child Care, LLC. will evaluate the provisional employee's performance to determine if she or he meets the standards set by Compass Child Care, LLC.as outlined by the job description, Personnel Policy Manual, state licensing regulations and/or accreditation standards.

Provisional employees are not eligible to use any form of paid absence. (Peacetime Emergency allowances will be made according to local government agencies)

A.  ONBOARDING/ORIENTATION

Provisional Employees will take part in Compass Child Care, LLC.’s On-boarding/Orientation Program.  This program is designed to teach new employees the functions of their job, the procedures and policies for which they are accountable and the agency’s corporate culture.  During the On-boarding/Orientation process, provisional employees are encouraged to ask questions and seek clarification of all material presented.  Provisional Employees should remember that the Provisional Period is a time when the agency is determining if the employee is a good fit for the agency, and employee should be considering if the agency is a good fit for them as well.  While learning and understanding are a continual process, it is expected that Provisional Employees should know the full extent of the employer’s expectations, functions of their job, licensing regulations and corporate culture by completion of the Provisional Period.  Throughout your first year there will be a required monthly meeting to equip you for your journey with us.  These trainings are approx. 2 hours long and are paid.  Over the 12 trainings in that year, 3 excused absences will be allowed but only 1 of those would be excused in your Provisional period.

 

B.  PROVISIONAL PERIOD PERFORMANCE REVIEW

When the employee nears completion of the On-boarding/Orientation Program and before the last day of the Provisional Period, their supervisor will conduct a Provisional Period Performance Review.  The employee will meet with their Supervisor to discuss the Review and the Supervisor will recommend that the employee be given regular employment status, have employment terminated.

Upon successful completion of the Provisional Period, the supervisor will recommend regular employee status for the employee to the Regional Manager.  The recommendation must be accompanied by a completed final Provisional Performance Appraisal.  Upon approval by the Regional Manager, the employee will attain regular employment status and thereby will be deemed eligible for those benefits provided to regular employees of the same classification. 

Should the provisional employee not be recommended for regular status, the employee will be terminated no later than the last day of the provisional period or any extension thereof.

Employment may be terminated at any time during the provisional period with or without cause.

All employment documentation required must be provided by the employee prior to acquiring regular employment status.

Voluntary Transfer:

A written request from an employee for transfer within their job classification may be considered by the Agency.  Written requests should be submitted to Site Management and must include the position to which the employee would like to be transferred, the reason for the request, and perceived benefits to the agency.  Compass Child Care, LLC. will evaluate the employee’s request based upon the needs of the Agency.  The decision to approve an employee’s transfer request is at the sole discretion of Compass Child Care, LLC.

Employees may apply for any vacant position within Compass Child Care, LLC. for which they are qualified and will receive the same consideration as any applicant for the position.

 

Involuntary Transfer:

As agency needs vary, Compass Child Care, LLC. reserves the right to change an employee's assignment in its sole discretion.  Changes to an employee’s assignment may include changes to one or more of the following: position, pay, scheduled hours, and/or location.

Employees who refuse a transfer will be subject to disciplinary action up to and including termination.

 

Compass Child Care, LLC.  may appoint an employee to fill a position on a temporary basis.

The employee may receive a pay adjustment during the acting appointment to compensate for additional duties and responsibilities as determined by the Owner on a case by case basis.

The employee will automatically return to her or his previous position and previous rate of pay when the acting appointment is completed.

Work schedules are prepared by Management each week and will be posted on Thursday mornings.  The schedule will include work hours, and days off.  Hours of attendance have been carefully planned and employees are required to work the hours and days for which they have been scheduled. 

Temporary and permanent schedule changes may be necessary to effectively meet the needs of the program.  Employees who refuse a schedule change will be subject to disciplinary action up to and including termination.

If you are unable to report to work for any reason, you must notify your immediate supervisor at least 1 ½ hours prior to your scheduled starting time.  Failure to notify your immediate supervisor in a timely manner will be considered unexcused and the employee will be subject to disciplinary action. Employees will not be permitted to use available leave time for an unexcused absence. Employees who fail to notify their supervisor at all will be considered to have abandoned their position, and the employee will be considered to have voluntarily terminated their position. 

Non-exempt employees must seek prior approval for completing work assignment at home.  Permission will only be granted in limited circumstances as employees are afforded time during their scheduled work day to complete all tasks as assigned in their Job Description.  Employees who find they can not complete assignments during their schedule hours of work should discuss this with their immediate supervisor.  Non-exempt employees who take work home without prior approval will be subject to disciplinary action up to and including termination. 

As required by licensing regulations and or Compass Child Care, LLC. employees will from time to time, attend trainings, meetings and/or conferences to meet Professional Development/Training Hours.  

 

In accordance with Federal and State Wage and Hour Laws, Compass Child Care, LLC will provide regularly scheduled Meal or Break periods for employees.

While Compass Child Care, LLC. strives to provide regular meal and break periods to employees, there may be times when, due to enrollment and employee absences, employees may be told by their supervisor that their meal or break period is being postponed, shortened or canceled on a given day.  Maintaining ratio at all times throughout the agency is of critical importance and employees are required to work as assigned to ensure ratios are maintained.  Any employee who ignores a supervisor’s instruction to postpone, shorten or miss a meal or break period will be considered to have abandoned their position and voluntarily resigned.

Meal or Break periods scheduled for more than 15 minutes in length will be UNPAID breaks.

Compass Child Care, LLC. and our state regulations require all employees to participate in career/professional development opportunities.  Compass Child Care, LLC. will provide opportunities for employees to participate in career/professional development through supervision, in-service training, meetings, and attendance at special training programs, conferences, and workshops.  The specific number of hours and/or credits required for each position will be indicated on the job description.

All employees attending professional development/training are required to complete a Training Report Form.  Compass Child Care, LLC. Will reimburse up to $5 a course for classes on Develop that are required for Parent Aware rating. 

Exempt employees do not receive additional compensation for attendance at a training event as it is considered part of their job duties to participate in Professional Development.

Any employee who does not receive the required number of training/professional development hours as stated on their job description and/or additional hours as assigned will be subject to disciplinary action up to and including termination. 

 

Required Training amounts:

More than 20 hours a week = 2 hours per month

Less than 20 hours a week = 1 hours per month

 

*This amount needs to be completed by the end of the calendar year.

In any emergency the safety and security of the children and employees is of the utmost concern.  Compass Child Care, LLC. requires that all employees act in a professional and calm manner in the face of any emergency.  Further, it is expected that all employees will attend to the safety and security of the children throughout an emergency scenario.

Due to severe weather conditions or other emergency situations, there may be times when the Compass Child Care, LLC. facilities may be closed.  Emergency closing is at the discretion of the Owner.

Severe Weather Conditions:

In the event of severe weather conditions, Compass Child Care, LLC. will generally follow the local school ditrict in determining whether or not to close the program.  Employees are instructed to listen to local radio and television stations for emergency closing information in these circumstances.  Stay tuned to Facebook and Brightwheel app for notifications of closure.

Employees are also instructed to contact site management for further instructions. 

Other Emergencies:

Other situations, including but not limited to, electrical power failure, lack of water, lack of heat or air conditioning, plumbing issues, hazardous road conditions, or other situations which may endanger the safety or health of children and employees, may result in Compass Child Care, LLC. facilities being closed at the discretion of the Owner.  Employees will be advised of their obligations in these situations.

In the event of emergency closing in the middle of the day, employees will be instructed by supervisory staff as to their responsibilities during the emergency.    Employees will be required to remain at the agency as long as there are children present.  This may require employees to remain after normal closing hours.  Employees must be mindful that compliance with Licensing Regulations must be maintained even in emergency situations.  Employees will be informed by supervisory staff as to when they are able to go home.  Employees may be required to go to another center to assist during an emergency closing.   Employees who refuse to cooperate during an emergency situation will be subject to disciplinary action up to and including termination. 

Employee Pay during Emergency Closings

Exempt and Non-Exempt employees will not be paid for days when Compass Child Care, LLC.is closed due to inclement weather or other emergency situation.  Unless they complete offered trainings on the date of closure.  Certificate of completion (with the date of closure) must be submitted to the director on the next business day.

When the agency closes after opening for the day, non-exempt employees will be paid only for the hours they actually work.  Non-exempt employees may choose to use accrued paid leave time for the balance of the regular work schedule when sent home due to inclement weather or other emergency situation.  Employees must complete a paid leave request form on or before the last day of the pay period in which the emergency closing occurs and submit it to Site Management.    Exempt employees who report to work and are sent home due to inclement weather or other emergency will be compensated for the entire day.

If an employee does not have accrued paid leave time, the employee will not be eligible for pay during inclement weather or other emergency closings as indicated in the above paragraphs. 

Alternate Safe Location

Compass Child Care, LLC. has created an emergency preparedness plan for each school.  Please see that in your orientation readings. 

 

A confidential file will be maintained on each employee containing all employment related documents such as the employment application, resume, job and salary history, performance appraisals, corrective action or coaching plans, disciplinary actions, general correspondence and other documents that pertain to employment with Compass Child Care, LLC..  To comply with the Americans with Disabilities Act, Compass Child Care, LLC. keeps all medically related information in a separate confidential file with restricted access.

Any false statements made by employees on their employment applications or personnel records will result in disciplinary action, up to and including termination.

An employee may have supervised access to their file during normal business hours upon request to Site Management.  Employment records may not be removed from the office.  Employees are prohibited from removing any documents from their employment record.  Employees may only add documentation to their employment record with the permission of Site Management.

The following is a list of documents that each employee is required to complete at the time of employment and update as needed throughout the course of employment. Employees who fail to provide the required documents within the prescribed time frame will be subject to disciplinary action up to and including termination.

 

1       General Employment Application

2       IRS Form W-9 and two forms of government issued identification

3       Emergency Information Form

4       Health Appraisal, Fitness for Duty

5       Proof of High School Graduation/GED

6       Proof of highest level of education achieved

7       All required clearances and background checks

8       Professional Development Certificates of Attendance

9       Confidentiality Agreement

10    Pediatric First Aid/Child CPR card within first 90 days.

11    DHS required documents

 

Certain positions may also require the following:

1       Employment Contract

2       Non-Compete Agreement

Compass Child Care, LLC. may store and/or transfer personal employee information in an electronic format.  Personal information may include name, address, social security number, driver’s license number, banking account information.  This information is kept and shared electronically for payroll, tax, and licensing purposes only.  Electronic storage and transfer of personal data is handled with special care and security considerations to protect the employee’s identity.

Compass Child Care, LLC. reviews and updates the security systems in place to protect the personal data stored electronically.

In compliance with state and federal laws, Compass Child Care, LLC. will provide specific written notice to employees should there be a beach of security which compromises any employee personal data.

 

Written requests for references should be directed to the following:  Regional Manager  

Compass Child Care, LLC. will release information regarding position(s) held and length of employment for reference purposes.  In order to release any additional information regarding employment, the employee must provide a signed release.  Confidential information will only be provided with the employee’s express written permission.  All requests for references must be in writing.  Compass Child Care, LLC. will not provide information by telephone.

Unless specifically authorized by Regional Manager,  employees are strictly prohibited from providing references for any employee under any circumstance including a personal reference. Any employee who provides a reference for another employee without authorization from a supervisor will be subject disciplinary action including termination.

Employment/Internship references for high school and/or college students will be provided upon written request of the student to the Regional Manager  and may include more subjective information related to quality of work, knowledge of child development or other relevant areas of expertise and work ethic as requested by an instructor, college professor or guidance counselor.

From time to time employees may request that Compass Child Care, LLC. verify employment, position held, salary, address, and other information for credit and other purposes.  Written requests must be made to the following:  On-site Management or Regional Manager. 

Requests for employment verification sent to any other employee may create a delay in releasing the information.  Unauthorized employees are strictly prohibited from responding to any request for employment verification.  All requests will be answered by On-site Management or Regional Manager. 

All requests must be made in writing.  Compass Child Care, LLC. will not verify employment by telephone.  The request must include the employee’s written authorization to release or verify any information.

Occasionally Compass Child Care, LLC. receives subpoenas for employee information.  Compass Child Care, LLC. is required by law to release the information requested in the subpoena and will comply with any subpoena it receives.  The employee and/or their Attorney at Law will receive a copy of everything submitted in response to a subpoena.

Employees and Volunteers with access to children are required to have the following clearances and background checks on file with Compass Child Care, LLC. prior to working in any capacity with children.

Employees may be asked to resubmit any clearances at anytime during the course of their employment.  Failure to comply with a request to resubmit for a clearance will result in termination.

Compass Child Care, LLC. will only discuss details of an employee’s employment status with the subject employee.  This includes but is not limited to: job assignment, salary, days off, attendance, performance, promotion, demotion and pay.  Compass Child Care, LLC. will not at any time entertain inquiries made by the parents, spouses and/or other acquaintances of an employee.  Compass Child Care, LLC. follows this policy because to do otherwise would be unprofessional and a violation of the employee’s rights of privacy.

Compass Child Care, LLC. will, at the employee’s request, discuss employment related information with the employee’s retained Attorney at Law.  The employee’s Attorney at Law MUST present a Letter of Representation before Compass Child Care, LLC. will communicate in anyway with them.

In the case of a personal or medical emergency, Compass Child Care, LLC. will contact a designated emergency contact person on the employees behalf.  Employees will be required to list an emergency contact person as part of their employment documentation.

Employees will be subject to disciplinary action up to and including termination when someone continues to contact and/or harass the employer regarding an employee’s employment status.  Further, the employer will contact the police to report any harassment.

The Owner and Regional Manager believe that the purpose of the Employee Conduct Policy is to set standards of workplace conduct, improve employee performance and customer service.  As such, the policies included in this section shall serve as a guide for supervisors and employees and shall be used as guidance in evaluating and correcting employee behavior and performance that does not meet standards.  Employees who fail or refuse to meet the standards of conduct outlined in the following policies will be subject to disciplinary action up to and including termination.

As the basic standard of fairness in the Agency, employees are to be informed of the types of behavior expected of them and the rules, regulations, policies, procedures, and practices by which they must abide.  Corrective actions result from failure to abide by the standards.  It is the policy of the Board of Directors that the standards of conduct for employees be equitably enforced. 

Each employee is expected to conduct her/himself in a manner befitting her or his status as an employee of Compass Child Care, LLC..  All employees shall refrain from actions or public announcements, which reflect adversely upon the Agency.  Employees shall exercise prudence and discretion in regard to all official business of the Agency.

A corrective action may include a reprimand, written warning, probation, suspension, or termination as deemed appropriate by Compass Child Care, LLC..  All disciplinary actions, with the exception of termination, will include a corrective action/coaching plan component that the employee is required to complete.  Any employee who fails or refuses to complete the corrective action/coaching plan as assigned will be subject to additional disciplinary action up to and including termination

Clients are our organization’s most valuable asset.  Every employee represents Compass Child Care, LLC.to our clients and to the public.  The manner in which we perform our jobs presents an image of our entire organization to our clients and the community at large.  Clients judge all of us by how they are treated by each and every employee.  Nothing is more important than being respectful, courteous, friendly, helpful, and prompt in the attention given to clients.

Your personal contact with the public, your manners on the telephone and the communications we send to clients are a reflection not only of your own professionalism, but also of the professionalism of Compass Child Care, LLC.  Positive client relations not only enhance the public’s perception or image of Compass Child Care, LLC., but may also pay off in increased grants and contracts. 

As a requirement of your employment all employees of Compass Child Care, LLC. will interact respectfully, courteously, and promptly with our clients.  In cases where a client (parent of an enrolled child, authorized pick up/emergency contact person) is being negative, aggressive, hostile and/or verbally abusive to any employee, the employee is expected to remain calm and professional and exit the situation as respectfully as possible.  The employee must immediately report the details of the client’s behavior to their supervisor.  Employees will be held accountable and disciplined according to Disciplinary Action Policy if they respond to a poorly behaving client in a negative, threatening or hostile manner.  Employees may be firm in stating that the client’s behavior is inappropriate and that they must stop or leave the premises immediately, but they may not engage in any type of verbal or physical altercation.

Employees who fail to have appropriate client relations will be subject to disciplinary action, up to and including termination.

The successful business operation and reputation of Compass Child Care, LLC.is built upon the principles of fair dealing and ethical conduct of our employees.  Our reputation for integrity and excellence requires careful observance of the spirit and letter of applicable laws and regulations, as well as a scrupulous regard for the highest professional standards of conduct, personal integrity and best business practices.

The continued success of Compass Child Care, LLC.is dependent upon our clients’ trust and we are dedicated to preserving that trust.  Employees owe a duty to Compass Child Care, LLC., and its clients, to act in a way that will merit their continued trust and confidence.

Compass Child Care, LLC. will comply with all applicable laws and regulations and expects its directors, officers, and employees to conduct business in accordance with the letter, spirit, and intent of all relevant laws, statutes, ordinances, and regulations and to refrain from any illegal, dishonest, or unethical conduct.

In general, the use of good judgment, based on high ethical principles, will guide employees with respect to acceptable conduct.  When a situation arises where it is difficult to determine the proper course of action, the employee should discuss the matter with his or her immediate supervisor, and if necessary, with the Executive Director for advice and consultation.  Where the course of action is still not immediately clear, the Executive Director or designee will consult with legal counsel or other consulting experts for guidance.

Compliance with this policy of Business Ethics and Conduct is the responsibility of every Compass Child Care, LLC. employee.  Disregarding or failing to meet this standard of business ethics and conduct will result in disciplinary action up to and including termination.

 

Compass Child Care, LLC.is not responsible for an employee’s personal items brought to any Compass Child Care, LLC. facility or to any work-related field trip or training session.

Employees are prohibited from storing personal items in the workplace.  This is to reduce confusion on ownership.  Work space is provided for the employee to successfully complete the requirements of her or his position

According to MN DHS licensing regulation, ALL prescription and/or over the counter medication must be kept out of reach of children.  Employees are strictly prohibited from carrying any prescription and/or over the counter medication, including vitamins and supplements on their person, in their purse or any work bag in their classrooms. 

 

INSPECTION AND SEARCHES

Compass Child Care, LLC. has the right to require employees, while on duty or on Compass Child Care, LLC. premises including parking lots, to agree to inspections of personal property, vehicles, as well as the offices, desks, and file cabinets assigned to them.  If an employee withholds consent to such an inspection, the employee will be immediately terminated.

Compass Child Care, LLC. reserves the right to remove an employee’s personal possession(s), which it deems inappropriate for the workplace.

An employee who is terminated will be supervised by management to clean out their work area, after hours. 

 

Compass Child Care, LLC. allows employees to enroll their children in the program.  Under most circumstances, an employee who has a child enrolled in the center where she or he is employed will be prohibited from providing direct care to her or his child. 

Any tuition reduction benefit is discussed in the Discounted/Free Tuition for Children of Employees Policy.

Employees are required to complete ALL enrollment documentation, including a fee agreement.  Employees with a child(ren) enrolled in the program are required to comply with all licensing regulations and parent policies. 

Compass Child Care, LLC. reserves the right to dis-enroll an employee’s child(ren) if the employee’s performance is affected by having their child(ren) at the center.  Employees must remember they are employed to perform a specific job description and must not allow themselves to be distracted by having their child(ren) enrolled in the program.  The employee must not interfere with the supervision or authority of their child(ren)’s classroom teacher or other staff as assigned to care for the employee’s child. 

Employees are required to have back up plans for their children’s care when the child is unable to attend the program due to illness or closure of the educational program for Professional Development.  Employees should not assume that they will be relieved from duty if their child is sick and must be sent home during the day.  Employees are accountable to ratios and continuity of care for the children in the program and MUST have contingency plans in place, emergency contacts and alternate pick-up persons on record in their child’s file. 

Compass Child Care, LLC. will not provide continued care to the children of terminated employees.  Employees who resign under favorable circumstances and are eligible for consideration for re-hire must discuss the continued enrollment of their child with Site or Regional Management.  Compass Child Care, LLC. will determine in its sole discretion whether continued enrollment of an employee who has resigned is permitted on a case by case basis.

Non-enrolled children of employees are PROHIBITED from entering upon agency property except with the prior approval of the Regional Manager or when the employee’s family is invited to participate in agency activities.

 

This Confidentiality Policy has been adopted to ensure confidentiality and protection of individual rights of privacy for children, families, and employees of Compass Child Care, LLC.  The individual dignity of children, families, and employees shall be respected and protected at all times in accordance with all applicable laws.

Information about children, families, or employees must not be divulged to anyone other than persons who are authorized to receive such information.  This policy extends to both internal and external disclosure of information.

An employee’s responsibility to maintain confidentiality regarding information learned about, children, their parents/guardians, families and other employees extends 24 hours per day, 7 days per week regardless of how or where the information was attained.  Employees must be diligent in their efforts to maintain confidentiality, and should be aware that there are job related consequences for violations of confidentiality and rights of privacy, and that there is also the potential for civil liability against the individual employee and the agency.

Confidentiality of Children’s and Families’ Information:

a.      All children’s records must be kept onsite in a locked and secure file.

b.     Access to children’s records is limited to employees with a “need to know”.

c.      Children’s records must not be removed from the center.

d.     Children’s records must never be left out on desks, tables, etc. where other people may have access to them.

e.      Children’s or families’ private information must never be discussed among employees except on the “need to know” basis.  Employees must be particularly aware of their surroundings when discussing this information.  Special caution must be taken to be sure other children, families, or employees do not overhear information that is confidential.

f.      Discussion of children’s or families’ information with volunteers, other families, friends, the employee’s family or any other community member is prohibited.

g.     Information and documents considered confidential include, but are not limited to medical records, educational records, special needs records, family records, financial records, and any other private information about the children or their families.

h.     All requests for release of information shall be directed to Site Management.

i.       Information will only be released to persons outside of Compass Child Care, LLC. with the express written consent of the child’s parent or legal guardian.

 

Confidentiality of Employee’s Information

a.      All employee records must be kept onsite in a locked and secure file.

b.     Access to an employee’s records is limited to appropriate supervisory employees.

c.      An Employee’s records must not be removed from the center.

d.     An Employee’s records must never be left out on desks, tables, etc. where other people may have access to them.

e.      An Employee’s private information must never be discussed among employees except on a “need to know” basis.  Employees must be particularly aware of their surroundings when discussing this information.  Special caution must be taken to be sure other children, families, or employees do not overhear information, that is confidential.

f.      Discussion of an employee’s information with volunteers, families, friends, or community members is prohibited.

g.     Information and documents, which are considered to be confidential include, but are not limited to medical records, educational records, employment records, financial or pay records, and any other private information about the employee.

h.     All requests for release of information to persons outside of Compass Child Care, LLC. shall be directed to Site Management or Regional Manager.

i.       Information will only be released to persons outside Compass Child Care, LLC. with the express written consent of the employee.

 

Confidentiality Related to Proprietary Information

Compass Child Care, LLC. has developed unique techniques, curriculum, and tools for evaluation, which make our program more competitive in the industry and are not to be revealed to sources outside of the company.  Anything, which the company or employee designs, produces, implements, and markets is treated as PROPRIETARY INFORMATION, also called trade secrets.  Proprietary Information includes, but shall not be limited to, the agency’s client list (including all address and contact information), employee list (including address and all contact information), curriculum (including themes, calendars, lesson plans), philosophy, mission statement, personnel policies, and parent handbook.

No employee may discuss Proprietary Information with other employees in any public place where it is possible they could be over heard.  Employees must understand that it is not only their duty to protect Compass Child Care, LLC.’s Proprietary Information during their term of employment, but the legal obligation continues even after separation from employment.  Employees are required to return any and all documentation that contains Proprietary Information at the time of separation of employment.  Compass Child Care, LLC.is ready and willing to enforce this obligation through all available legal remedies, as necessary.

 

Violation of Confidentiality Policy

Any employee/volunteer who violates the Confidentiality Policy will be subject to disciplinary action up to and including termination.  In addition to job related consequences, the employee/volunteer may face possible civil liability for their actions.

The foremost responsibility of any employee of Compass Child Care, LLC.is the appropriate supervision of all children assigned to their care.  Employees are required to comply at ALL TIMES with ratio requirements as outlined by the Licensing Authority and all other Licensing regulations related to the appropriate supervision of children.

NO CHILD OR GROUP OF CHILDREN IS TO BE LEFT UNATTENDED AT ANY TIME, FOR ANY LENGTH OF TIME. (School-age children can use the bathroom by themselves) Failure to maintain appropriate supervision at all times will result in disciplinary action up to and including termination.  Failure to appropriately supervise a child or group of children is cause for disciplinary action up to and including immediate termination.  Employees MUST be able to name and identify all children assigned to their care upon prompting to do so.

At various times, as the agency deems appropriate in accordance with philosophical and professional considerations, the classroom ratios may be lower than the state licensing standards require.  For example if the state requires a ratio of 1 adult to 10 four year old children, the center may choose to lower the ratio to 1 adult to 8 four year old children.  This change in ratio would become the expected level of appropriate supervision. 

From time to time as specifically directed by Site Management,  employees may be required to observe the higher state mandated ratio.  This will only be done in circumstances where employees have called out sick and/or not reported for duty, employees have quit without notice and a replacement has not been found or substitutes can not be placed for absent employees. 

Employees are prohibited from using physical forms of punishment, corporal punishment, severe verbal reprimands, embarrassing or humiliating forms of punishment including name calling, and/or withholding food or warmth from any child at any time.  Employees who engage in any type of prohibited form of discipline will be subject to disciplinary action up to and including termination.  In most cases an employee will be immediately terminated for any such offense. 

Employees are required to use positive forms of behavior modification and discipline to stop unwanted behaviors and encourage desired behaviors.  Employees are to be direct with children, providing clear descriptions of unwanted behaviors and then explain and model appropriate and desired behaviors.  Example:  “Joshua, we do not throw toys in this school.  Someone could be hurt.  We play with the toy like this (adult demonstrates behavior).  If you cannot play with the toy in a safe way, you will not be allowed to play with it.”

Time Out can be used to separate a child from a particular unwanted behavior.  Time Out may not be used for children under 24 months of age.  Children under 24 months of age should be redirected to another activity and/or the employee may engage directly with the child to model appropriate behavior. 

ut is over, the staff should review the reason the child was placed in Time Out, state clearly what the expected behavior is and model the behavior as appropriate.  The child should be asked (but not forced, as remorse should be sincere) to apologize to anyone they may have injured or wronged by their behavior.  Then the child should be directed to rejoin the group or resume their task with some encouraging and positive direction. 

Children who are exhibiting behavior that is dangerous to themselves and/or to others and are not responding to corrective measures should be referred to Site Management and removed if possible from the classroom.  If the child can not be removed from the classroom (staff should NEVER drag, carry or manhandle a tantrum throwing or non-compliant child) the other staff members should remove the other children from the immediate area or classroom while one staff member remains with the non-compliant child until additional assistance arrives.

 

The following is the policy on behaviors that you will be trained on in your on-boarding season.  

Behavior Guidance Policies and Procedures

 

General Requirements

A.      Staff will give the children a positive model of acceptable behavior and model the desired behaviors expected of the children.

B.      Curriculum and expectations need to be designed to meet the developmental level of the children ages 6 weeks to 12 years old in our care.

C.      Staff will utilize positive peer placement to reduce conflict as well as direct children toward constructive activities that have been planned for the children.

D.      Give children positive alternatives to problem behavior.  Direct children to a positive activity or channel for unacceptable behavior.

E.       Staff must protect themselves and all of the children in their care.  If a child is a danger to their peers, staff or to themselves the staff member needs to give an appropriate and immediate consequence.

F.       All consequences must be immediate and directly related to the unacceptable and or unsafe behavior.

 

Persistent Unacceptable Behavior

A.      In the event of a Persistent Unacceptable Behavior (PUB), which is described as an unacceptable behavior that requires an increase amount of staff guidance and time (including behaviors that result in the separation from the group five or more times in one week or eight or more times in two weeks, parents must be notified and updated daily.  Staff also need to observe and record the child’s unacceptable behavior as well as the date and time of behavior and staff’s response to the behavior.  Director and teacher will review observations and records and make an initial plan of action for staff to follow.  Parents/ guardians will be notified daily of child’s behavior throughout the day.

B.      When a child is displaying a persistent unacceptable behavior for longer than two weeks despite the efforts of the initial plan of action, parents/ guardians will meet with the director and lead teacher of the child’s classroom.  The director will discuss the persistent unacceptable behavior as well as propose a behavioral plan involving the child, staff and parental support and when appropriate, other child development professionals.

 

Prohibited Actions

A.      Under no circumstance are staff at Compass allowed to subject a child to corporal punishment, which includes but is not limited to: rough handling, shoving, hair pulling, ear pulling, shaking, slapping, kicking, biting, pinching, hitting, spanking and or restraining (a) child(ren.)

B.      Under no circumstance are staff at Compass allowed to subject a child to emotional stress, which includes but is not limited to: name calling, ostracism, shaming, making derogatory remarks about a child or the child’s family, using language that threatens, humiliates or frightens the child.

C.      A child will not be separated from the group unless it is a part of their plan of action for a persistent unacceptable behavior that has been approved and signed by parents/ guardians or if the rules stated in 9503.0055 subpart 4 are followed.

D.      Staff are to handle lapses in toileting with gentleness, kindness and discreteness.  No child will be punished for lapses in toileting.

E.       Any act of negligence will not be tolerated.  Under no circumstance are staff at Compass allowed to subject a child to negligent behavior as punishment (or any other time) which includes but is not limited to: withholding food, light, warmth, clothing or medical care.

F.       Staff will not use physical restraint to contain a child unless to physically hold a child where containment is necessary to protect a child or others from harm.

G.      Under no circumstance are the staff of Compass allowed to use mechanical restraints, such as tying when dealing with a child and an unacceptable behavior.

 

Separation from the Group

No child may be separated from the group unless the following has occurred:

A less intrusive method of guidance, such as redirection to a positive activity or behavior, has been tried and were ineffective.

B.      The Child’s behavior threatens the wellbeing of the child or other children in the program.  

C.      A child who requires a separation from the group must:

1.       Remain within an unenclosed part of the classroom/ playground where the child can be continuously seen and heard by a program staff person at all times.

2.       The child must be immediately invited back to the group and reintroduced to an activity once and only once the child’s unacceptable behavior has stopped or has gotten control of the behavior that precipitated the separation.

D.      No child may be separated from the group that is 16 months of age or younger.

 

Separation Report

All separations from the group must be noted on a daily log that must include the following: the child’s name, the staff person’s name, time, date, information indicating what less intrusive methods were used to guide the child’s behavior, how the child’s behavior continued to threaten the wellbeing of the child or other children in care.

E.       If a child is separated from the group three or more times in one day, the child’s parents/ guardians will be notified and shall be indicated on the daily log.  If a child is separated five or more times in one week, eight times or more in two weeks the procedures in Persistent Unacceptable Behavior.

 

Sleeping during working hours is prohibited for all employees.

Any employee who is found to be sleeping while on duty will face disciplinary action up to and including termination.  Sleeping on duty is cause for immediate termination for any employee responsible for the direct supervision of children as this behavior results in a failure to provide appropriate supervision of children and is a safety issue.

For the purpose of this policy, immediate family shall include any of the following persons:

 

            Husband                      Mother-in-Law                        Niece

            Wife                            Father-in-Law                         Nephew

            Mother                        Son-in-Law                             Brother-in-Law

            Father                          Daughter-in-Law                        Sister-in-Law

            Sister                           Step-Child                               Grandmother

            Brother                        Step-Parent                             Grandfather

            Daughter                     Aunt                                        Granddaughter

            Son                              Uncle                                       Grandson

            Any person residing in the employee's immediate household

Family members of current employees may be a valuable source of qualified applicants; however, members of the same family will not be permitted to work in the same room, unless supervision and ratios require it.

 

A conflict of interest is defined as an activity or interest which is inconsistent with or opposed to the legitimate best interest of Compass Child Care, LLC..  It is the policy of Compass Child Care, LLC. that all directors, officers, Policy Council members, contractors/consultants, and employees will avoid personal transactions or situations in which their personal interest will or appears to conflict with those of Compass Child Care, LLC..  For the purpose of this policy a member of an immediate family shall include any of the following persons:

 

            Husband                      Mother-in-Law                        Niece

            Wife                            Father-in-Law                         Nephew

            Mother                        Son-in-Law                             Brother-in-Law

            Father                          Daughter-in-Law                        Sister-in-Law

            Sister                           Step-Child                               Grandmother

            Brother                        Step-Parent                             Grandfather

            Daughter                     Aunt                                        Granddaughter

            Son                              Uncle                                       Grandson

            Any person residing in the employee’s immediate household

 

A conflict of interest occurs whenever an employee permits the prospect of direct or indirect personal gain to influence her or his judgment or action when acting on behalf of Compass Child Care, LLC. The following examples are representative but not inclusive of potential conflicts of interest:

a.      No employee shall do business with a member of her or his immediate family on behalf of Compass Child Care, LLC., unless the circumstances of the proposed relationship have been clearly reviewed by the Owners and has been deemed to have no potential or inherent conflict of interest qualities.

b.     All employees must deal with suppliers, contractors, clients, children, and all other persons doing business with Compass Child Care, LLC.in the best interest of Compass Child Care, LLC. without favor or preference based on personal consideration.

c.      No employee shall misuse privileged information or reveal confidential data to outsiders for the purpose of personal gain or for any reason other than agency purposes.

d.     No employee shall deal with Compass Child Care, LLC. or with one of Compass Child Care, LLC. clients or suppliers as a representative of another firm or for her or his own account.

e.      No employee shall participate in the selection, award or administration of a contract where to her or his knowledge she or he or her or his immediate family has a financial interest.

 

Employees of Compass Child Care, LLC. are strictly prohibited from fraternizing with any client of Compass Child Care, LLC..  Clients shall include the enrolled children, their siblings, the parents and/or guardians of enrolled children and anyone residing in the household(s) of enrolled children.

Clients of Compass Child Care, LLC. shall be provided with the best possible quality service.  Employees shall treat clients, vendors, co-workers and the public with courtesy, appropriate professional distance, and respect.

Attending a “social event” or a “private gathering” with a client of the Compass Child Care, LLC. shall occur only when approved in advance by Site Management.  

Employees should abstain from any intimate physical contact and/or romantic involvement with clients.  Employees should also avoid any unwelcome advances and intimate propositions made by clients.  Employees are required to report to their immediate supervisor any advances or attempts at intimate acts made by clients or co-workers.  Employees are strictly prohibited from dating the parent(s)/guardian(s) of currently enrolled children.

Employees should abstain from any intimate physical contact or involvement with other employees.  This shall include dating other employees. 

Employees should immediately report any action by a client or employee that would be considered a violation of this policy to his or her immediate supervisor.

Employees who violate this policy will be subject to disciplinary action up to and including termination.

 

Employees of Compass Child Care, LLC. are strictly prohibited from solicitation of any kind while on any Compass Child Care, LLC. property.

Unless approved by Site Management.

Employees who violate this policy will be subject to disciplinary action up to and including termination.

 

Compass Child Care, LLC. understands that from time to time employees may choose to take a second job for personal reasons.  Employees should be mindful that their performance while at Compass Child Care, LLC. should not be affected in any way by their hours or duties at their other place of employment.  Further, employees may not be employed in other places of employment that would negatively impact the professional reputation of the employee or whereby the duties performed at the other place of employment morally or ethically contradict the mission or philosophy of Compass Child Care, LLC.. 

Employees of Compass Child Care, LLC. are prohibited from accepting any employment from any client of Compass Child Care, LLC.  Clients shall include the enrolled children, their siblings, the parents and/or guardians of enrolled children and anyone residing in the household(s) of enrolled children.

 

Violation of this policy will result in disciplinary action up to and including termination.

All employees are expected to present a neat and clean appearance and to dress appropriately for their position and duties. Employee’s dress should reflect the professional nature of their position as well as be functional within the expectations and responsibilities of their job.  All articles of clothing must be of adequate size and should be worn in a manner that covers the employee’s midriff, chest, back and backside while performing all required job duties.  Further, all clothing must be clean, wrinkle-free and in good repair without unpleasant odors, holes, tears and stains.  Employees are required to wear appropriate foundation/undergarments at all times and at no time should said foundation/undergarments be seen though or outside of the employees clothing.

Employees working directly with children and any facilities staff are required to wear shoes with a rubber sole, with a closed front and back, which are fixed to the foot with laces, buckles, Velcro etc.  The most appropriate shoe for employees working directly with children is a sneaker or loafer style shoe.  

Employees should refrain from wearing perfumes and other fragrances as other employees and/or children may be allergic to them or may find them offensive.  From time to time, due to specific allergy issues of a child or staff member, employees in specific classrooms may be required to further restrict their use of fragrances, lotions, laundry detergent or fabric softener.  In these specific circumstances the employee(s) that are subject to the additional restrictions will be notified.

Tattoos. that are deemed inappropriate by management, should be covered by wearing appropriate clothing to cover them.  They are not to be covered with bandages, Band-aids etc.

Employee’s fingernails are to be trimmed to a length that does not present a risk of scratching children.   This is both for safety and hygiene purposes. 

Compass Child Care, LLC.is not responsible for damage to or loss of an employee’s articles of clothing, jewelry and/or accessories. 

Employees are required to maintain appropriate standards of personal hygiene and grooming at all times.  Hair must be washed and neatly groomed.

While working employees may perspire as you are expected to be active with the children.  Please be mindful of any personal odors and take care to use appropriate deodorant and/or soaps to prevent unpleasant body odor.  It is never a comfortable situation for employees to work in close proximity to or for children to get close to an employee with a body odor issue.  Please be sensitive to your fellow employees.

In the summer sandals may be worn if they are closed toe and strap around the heel. Kitchen staff must wear non-slip closed toe shoes at all times.

Violation of this policy will result in disciplinary action up to and including termination.

During hours of employment, or while on agency property, or with the use of agency funds, employees of Compass Child Care, LLC. are prohibited from the following:

·       Participation in any partisan or non-partisan political activity or any other political activity associated with a candidate, or contending faction or group, for an election for public or party office.

·       Participation in any activity to provide voters or prospective voters with transportation to the polls or similar assistance in connection with any such election.

 

·       Participation in any voter registration activity. 

These activities are permitted when employees are on their own time, with their own funds so long as the employee does not assert or intimate that the employer has anything to do with their political activities.  Therefore, employees are prohibited from identifying the employer in any was while engaging in political activity on their personal time.  This includes wearing agency logos, referring to the workplace in conversations related to political positions and/or listing the employer’s name on any sign or statement.

Violation of this policy will result in immediate termination.

Employees are strictly prohibited from speaking to any media source on behalf of Compass Child Care, LLC..  Compass Child Care, LLC. will designate an appropriate employee to speak on behalf of Compass Child Care, LLC.in response to an event or incident involving the program, any employee, parent, and/or child.  Compass Child Care, LLC. will authorize the release of any statement and/or press release prior to it going out to the public.
 

All media inquiries or requests for information from parents should be directed to Owner and the employee should refrain from editorializing and commenting in any manner as the comments could violate rules of confidentiality, and/or compromise an investigation into the event, incident or issue.
Any employee that speaks to the media without proper authority related to an event, incident or issue effecting Compass Child Care, LLC. and/or divulges confidential information regarding a child, parent or employee will be subject to disciplinary action up to and including termination. 
 

Employees who provide false or misleading information on any agency documentation including but not limited to, General Employment Application, Resumes, Documentation of credentials and/or past educational or employment history, Documentation of Professional Development, expense reports, payroll records, health appraisals, medical certifications, doctor’s notes for absences, incident/accident reports, written accounts of events, issues, or incidents involving children, parent or employees of the agency, children’s records will be subject to disciplinary action up to and including termination.
 

Employees will be required to sign all documentation with their name and date.  Refusal to sign documentation is considered insubordination and will result in disciplinary action up to and including termination.

Insubordination is defined as specific and direct disregard or refusal to comply with the legitimate directive of a supervisor.
 
If at any time an employee knows a supervisor’s directive to be illegal or out of compliance with licensing regulations, the employee should attempt to discuss the concern with the supervisor to gain a clearer understanding of the directive and to resolve the potential conflict.

Employees who are insubordinate will face disciplinary action up to and including termination.

Under the Child Protective Services Act, Mandated Reporters are required to report any suspicion of abuse or neglect to the appropriate authorities. 

ALL EMPLOYEES of Compass Child Care, LLC. are considered Mandated Reporters, under this law. 

Employees are required to report their suspicions of child abuse/neglect to DHS. Phone number is posted in every classroom.

 

 

GUIDELINES ON CHILD ABUSE

The following pages contain information relating to child abuse.  It is extremely important to make yourself familiar with the information, especially the parts pertaining to the characteristics of battered children and the indicators of child neglect.  If you have ANY suspicions or concerns regarding a child, please get in touch with the Director and begin to keep an anecdotal record of the child.

 

CHARACTERISTICS OF BATTERED CHILDREN

Abused children endure life as if they are alone in a dangerous world, with no real hope of safety.  Feeling unprotected, an abused child tries to protect himself in all the ways he can.

 

When a child has been injured the child usually appears to:

  Have no close feelings or affect with parents or other people.

  Be fearful.  Be quiet.

  Show no reaction to pain or expectation of being comforted.

 

Having had violent physical contact with adults in the past, the child is often:

  Wary of physical contact initiated by an adult.

 

When other children cry, the battered child:

            Becomes apprehensive and watches them cautiously and nervously.

 

The battered child will also become:

            Apprehensive when an adult approaches the crying child.

 

While in a new situation, the child:

            Seeks safety in sizing up the situation and being alert for danger.

 

Children who have been battered do not behave as typical children do.

They display many adult-like reactions.

 

INDICATORS OF CHILD NEGLECT

 

There are various characteristics that can describe child neglect in general, but for clarity, neglect can be divided into two subgroups: ­physical and emotional neglect.  These two aspects contribute to each other and rarely occur separately.  The following are characteristics that may indicate physical neglect:

1.    Malnourished

2.    Ill-clad or dirty

3.   Overcrowded or unhealthy sleeping arrangements

4.   Receiving inadequate supervision

5.   Totally unsupervised

 

Many of the above mentioned characteristics are also indicative of emotional neglect, along with the following:

1.    An insecure child, seemingly withdrawn or over­aggressive

2.    Failure to attend school regularly

3.    Constant friction in the home

4.    Exposure to unwholesome and demoralizing circumstances

5.    Denied normal nurturance

 

 

IMMUNITY FROM CIVIL OR CRIMINAL LIABILITY AND/OR EMPLOYMENT ACTION:

 

Any person who reports abuse or neglect, pursuant to the law or testifies in a child abuse hearing resulting from such a report, is immune from any criminal or civil liability as a result of such action. As mandated reporters, employees of Compass Child Care, LLC.can not be held liable for reports made to Child Protective Services which are determined to be unfounded, provided the report was made in “good faith.”  Further, the employee is immune from discharge, retaliation, or other disciplinary action for reporting under the Child Protective Services Act unless it is proven that the report is malicious.

PENALTY FOR FAILURE TO REPORT

Any person who knowingly fails to report suspected abuse or neglect, pursuant to the law or to comply with the provisions of the law is a disorderly person and subject to a fine of up to $500.00 or up to six months imprisonment or both, and will face disciplinary action up to and including termination.

Causes for reporting suspected child abuse or neglect include, but are not limited to:

·       Unusual bruising, marks, or cuts on the child’s body

·       Severe verbal reprimands

·       Improper clothing relating to size, cleanliness, season

·       Transporting a child without appropriate child restraints (e.g. car seats, seat belts)

·       Dropping off/Picking up a child while under the influence of illegal drugs/alcohol

·       Failing provide appropriate meals including a drink for your child

·       Leaving a child unattended for any amount of time

·       Failure to attend to the special needs of a disabled child

·       Sending a sick child to school over medicated to hide symptoms, which would typically require the child to be kept at home until symptoms subside.

·       Children who exhibit behavior consistent with an abusive situation

 

EMPLOYEES ACCUSED OF CHILD ABUSE/NEGLECT:

When an employee is accused of child abuse or neglect, whether the abuse or neglect is reported to have occurred at the facility or not, they will be placed on investigatory suspension pending the outcome of Child Protective Services investigation as well as any criminal charges filed against the employee.  Please refer to the Investigatory Suspension Policy [NUMBER] contained herein.  If the Compass Child Care, LLC.can provide an alternate work location where children are not present during any part of the day, the employee may be assigned to that location temporarily.  This will be considered on a case by case basis and determined at the discretion of [INDICATE POSITION]. 

Compass Child Care, LLC.will cooperate fully with any investigations into accusations of child abuse and/or neglect and all employees will be required to cooperate as well.

Compass Child Care, LLC.will maintain strict confidentiality regarding information involving both the accused employee and the child/children involved in the report. 

Employees indicated/founded and/or convicted of any crime against a child will be immediately terminated. 

Employees cleared of the accusation by Child Protective Services and/or found innocent of criminal charges will be returned to their position on the first business day following receipt of documentation proving all charges and investigations are closed.

Compass Child Care, LLC. recognizes four parts to an employee’s compensation package: base wage, increases for merit, cost of living raises, and employee benefits.  It is the intent of Compass Child Care, LLC.to pay wages and provide for merit and/or cost of living increases as well as maintain the various employee benefits; however, the ability to do so will depend entirely on what funds Compass Child Care, LLC. receives.  These amounts are often not known until well into any fiscal year or are fixed at the previous year’s level of funding.

Compass Child Care, LLC. funds come from several sources. 

The positions at Compass Child Care, LLC. require the employment of individuals with varied skills, background, education and experience. Compensation Plans from one program are not applicable to another program.

PAYWEEK:

The Agency work week begins Sunday 12:01 AM and ends on Saturday at midnight.

 

PAYPERIOD:

Employees will be paid Bi-Weekly on Friday.

When a payday falls on a holiday, paychecks will be issued on the day before the holiday. 

Pay checks will be available to employees from Direct Deposit or by mail.  If you choose to receive a paper check by mail we can not guarantee the date it will be delivered.  Direct Deposit enrollment and changes can be done with your site management.

 

FINAL PAYCHECK:

Final Paychecks will be issued to the employee on the next regularly scheduled pay date.  The final paycheck will be mailed to the employee’s address of record or direct deposit.  If employee does not give adequite notice of employment termination the final check will be reduced to current MN minimum wage hourly wage.  Adequate notice is defined as 2 weeks and/or 10 business days.

Employees will be notified on their Job Description and in their Offer Letter at the time of hire or transfer to a new position as to whether they are classified as “exempt” or “non-exempt” as determined by the Fair Labor Standards Act.  This policy addresses payment for overtime for non-exempt employees.  Definitions of Exempt and Non-Exempt employees can be found in the Employee Classification Policy.

Overtime occurs when a Non-Exempt employee WORKS over 40 hours in a week. Paid time off, Holiday Pay, Meals or Break Periods or other non-working time for which an employee may be paid, do not count towards calculating hours worked per week.  The pay week is defined in Payroll Policy.

The nature of the duties and responsibilities of some non-exempt employees may require occasional overtime work.  Overtime work should be considered an exceptional situation.

All overtime work must be approved by the employee’s immediate supervisor prior to working any overtime hours.  In cases when obtaining prior approval is not possible, such as situations involving late pick of children or other emergency or unforeseen situations, the employee must inform their immediate supervisor of the situation as soon as possible following the overtime hours. Employees who do not seek prior approval for working overtime will be subject to disciplinary action up to and including termination. 

As per Hours of Attendance/Work Schedules Policy, non-exempt employees are specifically prohibited from doing work at home without prior approval.  Approval will only be granted in limited circumstances with specific regard to whether the work will create an overtime pay situation.

A supervisor may inform an employee of the need to work overtime with little or no notice.  Employees who refuse overtime assignments may be subject to disciplinary action up to and including termination.

If a non-exempt employee is required to work overtime hours, the employee will receive monetary compensation for the additional hours worked at the rate of time and one half the employee’s regular hourly rate of pay as prescribed by applicable wage and hour laws.

When requesting reimbursement for purchases, employees will be required to submit an Expense/Travel Reimbursement Form and submit it to Director before the end of the month of purchase.  Employees must attach original receipts to the Expense Reimbursement Form.    Failure to submit an Expense Reimbursement Form and/or Original Receipts in a timely manner may result in denial of reimbursement.

Employees who fail to complete or falsify the Expense Reimbursement Form may be subject to disciplinary action up to and including termination and possible criminal penalties.

Failure to attach original receipts will result in a delay and/or denial of reimbursement of expenses.

 

CENTER/CLASSROOM MATERIAL RELATED EXPENSES:

Prior to purchasing items to be used in the center/classroom employees must get prior approval from Site Management.  If the employee does not secure prior approval for purchase of specific items, the employee will not be reimbursed and the items will be considered a donation to the program.

 

Employees must clock in and out in the Brightwheel app (including breaks).  Employees who falsify the Payroll Record will be subject to disciplinary action up to and including termination.  Employee who fail to complete the Payroll Record or submit it in a timely manner may have their paycheck delayed and may be subject to disciplinary action up to and including termination.  Employees are required to account for ALL hours worked on their payroll record. 

It is NOT the responsibility of the person who processes payroll to catch mistakes or complete missing information on payroll records.  Employees who fail to complete their payroll record may have their paycheck delayed so corrections can be made and/or may be issued a paycheck only for the hours recorded on the payroll record.  Any corrections MUST be made by the employee in writing with a supervisor’s approval.  Repeated mistakes or submission of incomplete payroll records will result in disciplinary action up to and including termination. 

Employees may not complete a payroll record for another employee under any circumstance.  Employees who are unable to complete their payroll record MUST contact their supervisor for assistance.  Completing another employee’s payroll record will result in disciplinary action up to and including termination for both employees involved.

If you need to adjust your times please see Site Management for request to change form.

Compass Child Care, LLC. will offer benefits to employees based upon available funding.  Each employee will be advised at the time of hire of the benefits for which they are eligible or may become eligible at the completion of the Provisional Period.  Employees will be notified of additional benefits and their eligibility during the course of employment.

Benefits may include, health care, dental, reduced child care for employees’ children, vacation and holiday pay.

Compass Child Care, LLC. does not guarantee any benefits to any employee.  Compass Child Care, LLC. reserves the right to change, cancel and/or deny benefits in its sole discretion to maintain the fiscal soundness of the agency or as other agency needs arise.

Compass Child Care, LLC. will comply with all laws and benefits administrator’s requirements for any benefit offered to employees.  Employees may be directed to the third party benefit administrator for specific compliance, eligibility, enrollment or cancellation for any benefits offered by Compass Child Care, LLC. 

Vacation time is earned after 1 year of employment at 2% of the hours you worked that year (roughly 1 week of your average hours).  Starting at your 365th day of employment you begin to accrue vacation time at 4% (roughly 2 weeks of your average hours).  Vacation time can not be used during your last 2 weeks of employment and is use or lose.  i.e. We do not pay out vacation time if you leave the company. 

Holiday pay is earned after 90 days of employment with Compass. You will get paid for the holidays we are closed for IF: you are normally scheduled for the day the holiday falls on & you do not call in sick the work day before or after the holiday.  8 hours is the maximum hours paid on a holiday.

 

Health Benefits are currently provided under Health Partners and is available to Full-Time Employees after 90 days of employment.  Compass Child Care, LLC. pays for 50% of the HSA plan for the employee.  The employee can add household to their insurance at their cost.  Please see Site Management for application and information.

Under a federal law called the Comprehensive Omnibus Budget Reconciliation Act of 1986 (COBRA), most employers sponsoring group health plans must offer an extension of health coverage (called ''continuation coverage'') to their employees at group rates under certain circumstances when coverage would otherwise end. We at Compass Child Care, LLC. abide by the requirements of COBRA. The circumstances which qualify for an extension of coverage are called ''qualifying events.'' Below is a list of qualifying events for yourself, your spouse, and your dependent children.

Qualifying Events For Yourself:

 

·       A reduction in hours worked makes you ineligible for coverage.

·       Termination of employment for reasons other than gross misconduct on                       your part

 

Qualifying Events For Your Spouse:

 

·       Death of employee.

·       Termination of your employment for reasons other than gross misconduct.

·       A reduction in employee's hours worked.

·       Divorce or legal separation.

·       Employee becomes eligible for Medicare.

 

Qualifying Events For A Dependent Child:

 

·       Death of employee.

·       Termination of parent's employment for reasons other than gross misconduct.

·       A reduction in parent's hours worked.

·       Parent's divorce or legal separation.

·       The dependent ceases to be a dependent child under the health plan.

 

You or a member of your family must inform the Human Resources Department of a divorce, legal separation, or a child losing dependent status within 60 days of the event. Compass Child Care, LLC. has the responsibility for notifying you or your family of continuation options within 14 days of your death, termination of employment, reduction in hours, notification of change in status, or Medicare entitlement. If you elect continuation of coverage, Health Partners is required to give you coverage which, as of the time coverage is being provided, is identical to the coverage provided under the plan to similarly situated employees or family members for whom a qualifying event has not occurred.

 

COBRA requires coverage be continued for a maximum of 18 months if you lose group coverage due to termination of employment or a reduction in hours. A second qualifying event, such as divorce or a dependent child losing dependent status may occur to your dependents while coverage is already being continued. If so, the continued dependents will be eligible for additional months of continued coverage, up to a maximum of 36 months from the date group coverage was first terminated. If group coverage is terminated because of death of the employee, divorce, legal separation, the employee's entitlement to Medicare, or dependent child losing dependent status, coverage may be continued for 36 months.

 

Your continuation coverage may be cut short for any of the following 3 reasons:

 

        1. Compass Child Care, LLC. no longer provides group health coverage to any of its employees.

        2. The premiums for your continuation coverage are not paid.

        3. You become covered under Medicare or another group health plan.

 

For additional information about continuation coverage, please contact Regional Manager or Owner.

Compass Child Care, LLC. will attempt to provide reduced child care services to employees’ children as the budget may allow.  Employees seeking to enroll their child(ren) in the program must discuss placement and possible tuition benefits with Site Management.  Compass Child Care, LLC. reserves the right to limit the number of employee’s children receiving free/reduced child care at the center at anytime. 

In order to receive any available discounted or free tuition, the employee must first apply for any available federal, state or local child care subsidy.  If an employee qualifies for federal, state, or local child care subsidy programs the employee would not qualify for discounted or free tuition under this benefit policy.

Employees are required to complete all enrollment documentation including a Contract for Services/Fee Agreement.  Employees who fail to pay tuition according to the Fee Agreement established upon enrollment will have their child care services terminated/suspended.  In addition, employees will be subject to disciplinary action up to and including termination for failure to pay tuition according to the Fee Agreement established upon enrollment.

Payment for the employee’s child care services will be deducted directly from the employee’s pay check.  Deduction is post-tax.  Employees will be required to complete a form authorizing Compass Child Care, LLC.to deduct the cost of their child care from their paycheck.

 

Compass Child Care, LLC. will be closed in observation of the following holidays:

 

New Year’s Day, Good Friday, Memorial Day, 4th of July, Labor Day, Thanksgiving, Friday after Thanksgiving, Christmas Eve & Christmas Day.

 

Generally, when one of the above listed holidays fall on a Sunday, it will be observed the following Monday.  Likewise, if the holiday falls on a Saturday, it will be observed the preceding Friday.

 

Employees,employed for more than 90 days, will be paid for their regularly scheduled hours for the day on which Compass Child Care, LLC.is closed for a holiday as Holiday Pay provided that the employee works their regularly scheduled hours the business day before and after the designated holiday.  Employees who are not regularly scheduled to work on a holiday will not be paid for the holiday. 

Hours paid as Holiday Pay are not considered hours worked and therefore are not counted when determining overtime pay for non-exempt employees.

In addition to the Holidays listed above the agency will close on the following days/dates for Employee In-service training:

President’s Day
Friday before Labor Day

Employees are required to attend ALL In-service days.  Employees may not be absent for any reason unless the employee is out on approved FMLA Leave, or is out related to a workplace injury.  Time off requests will not be granted if the requested days coincide with an In-service Training.  Employees who fail to attend a scheduled In-service Training will be subject to disciplinary action up to and including termination.

VACATION:

Employees will accrue vacation time as outlined below.  Employees are not eligible to use vacation time until they have completed 1 year of employment.  Employees will accrue vacation days on the date of anniversary.  Vacation days must be used within a year of accrual.

Scheduling of vacation time requires prior approval from Site Management.   Requests for vacation time are to be submitted to the Site Management at least 14 working days in advance of the first day of the requested time off.  A change to approved vacation time requires prior approval of Site Management.

Compass Child Care, LLC. has the right to deny an employee’s vacation request for any reason including but not limited to: other employees have requested the same vacation time, employee’s performance is not satisfactory and time off would disrupt corrective action efforts, special agency events or activities which would necessitate the employee’s presence.  Employees are discouraged from paying for or scheduling vacations until they have received approval.

Employees will be disciplined, up to and including termination for absences, which occur during the same time period as a Vacation Leave request, which was denied.

 

SICK LEAVE:

Sick leave is time off without pay for periods of illness or incapacity resulting from non-occupational or occupational injury, as well as for medical, dental, or optical examinations or treatments.

Sick leave may be used when the employee's illness or incapacity interferes with or makes it impossible for the employee to satisfactorily perform her or his assigned duties. 

Absences that are due to illness must be reported by 1.5 hours before shift starts on the first day of absence by contacting your supervisor.  If the employee is going to be out more than one day, she or he is required to call every day.  The employee's failure to report her or his absence could result in termination.  Excessive absence, even though reported, may result in disciplinary action up to and including termination.

An employee out on sick leave for more than 3 consecutive working days are required to submit to her or his supervisor a written statement from a physician indicating status/condition of illness and ability to return to work.

Work schedules have been established giving consideration to the student/teacher ratio, workloads, and coverage requirements.  Employee absences have a detrimental effect on these conditions.  While absence for illness and emergency situations may happen from time to time, employees will not be granted leave beyond their accrued vacation, sick, and personal leave as a standard practice. Emergency circumstances will be considered on a case by case basis. 

Leave without pay will only be granted in extenuating circumstances. Leave without pay must be approved in advance of the requested start date of the leave by your immediate supervisor.  Requests must be submitted in writing.  Employees will receive notice of the approval/denial for leave of absence in writing.

Leave without pay which has not been approved by your supervisor will be considered a voluntary termination.

In accordance with the Uniformed Services Employment and Re-employment Right Act (USERRA), Compass Child Care, LLC. will not discriminate against any person in any employment action based upon military service, application for military service and/or other military obligation.

Employees requiring leave under this policy must notify Compass Child Care, LLC. immediately upon receiving military orders that a Military Service Leave will be needed. 

Employees returning from Military Service Leave must report for duty within 14 days of discharge. 

Employee returning from Military Service Leave will be returned to their former or comparable position.  The returning employees status, pay and benefits will be the same upon return as they would have been had the employee not been called to active duty. 

If qualifications for the former position have changed during the Military Service Leave, Compass Child Care, LLC. will make a reasonable attempt at re-training the returning employee so they may become qualified for the position.

Under Military Service Leave, an employee may at the employees discretion, use any/all available paid leave time in conjunction with the Military Service Leave.

If an employee is dishonorably discharged from military service they are no longer protected under USERRA and any and all rights guaranteed there under are forfeited.  

When the death of a member of an employee's family, as listed below, necessitates her or his absence from work, up to 2 days with pay may be granted by the Regional Manager.

 

            Husband                      Mother                        Grandmother

            Wife                            Father                          Grandfather

            Son                              Brother                        Grandson

            Daughter                     Sister                           Granddaughter

            Anyone who permanently resides in the employee's household

 

When the death of a member of an employee's family listed below necessitates her or his absence from work, up to 1 day with pay may be granted by the Regional Manager:

 

            Mother-in-Law                        Step-parent                        Nephew

            Father-in-Law                         Step-child                        Brother-in-Law

            Son-in-Law                              Aunt                           Sister-in-Law

            Daughter-in-Law                     Uncle                          Niece

 

Employees must request Bereavement Leave as soon as possible in advance of the leave.

Compass Child Care, LLC.is required under the law to maintain compliance with all local and state Department of Health regulations including but not limited to reporting communicable diseases in children and employees, maintaining a hygienic environment and proper storage and service of food items.  Employees can find a copy of these regulations in office within the MNCCHC Binder.  Employees are required to comply with all posted and expressed policies and procedures to ensure compliance with Department of Health regulations.

All employees are covered by Workers Compensation Insurance. 

Accidents or injuries involving children must be reported immediately to Site Management.  Employees will be required to complete accident/injury reports for these incidents.  Employees will be advised by Site Management to call the child’s parents to apprise them of the incident/accident as necessary.  A parent is required to sign the accident/injury report within 24 hours following the incident/accident.  A copy of the signed accident/injury report will be given to the child’s parent and a copy should be given to Site Management.  These documents will become a part of the child's record. 

Accidents involving parents or visitors must be reported immediately to Site Management.  Employees will be required to complete accident/injury reports for these incidents.  The accident/injury report should be given to Site Management.  These documents will become part of the agency's record.

Any employee who fails to appropriately report, or files a false accident/injury report will be subject to disciplinary action up to and including termination.

The Bloodborne Pathogens policy covers all employees who “reasonably anticipate” coming into contact with human blood and other potential infectious materials (OPIM), which includes but is not limited to: semen, vaginal secretions, and any bodily fluid that visibly contains blood.  

Employees may, in the course of her or his daily activities, come into contact with other potentially infectious materials.  Those situations include, but are not limited to the following:

·       providing assistance after an accident has occurred with children, employees, parents and/or volunteers.

·       assisting children during medical procedures, i.e., first-aid, nose bleeds, times of illness, administration of medication, etc.

·       diapering children or cleaning up after a child has a toileting accident.

·       handling of contaminated items such as soiled clothing, tissues, and diapers.

·       cleaning up and handling broken glass and/or sharp objects

Employees are required to treat all children and fellow employees as though they are infected with a bloodborne pathogen regardless of a known medical condition, how they look, or what is known about their lifestyle.  Persons infected with Bloodborne Pathogens do not look a certain way, act in a particular fashion, are a certain age or lead particular lifestyles.  Persons with a bloodborne pathogen disease are not required to disclose their illness to the employees or administration of Compass Child Care, LLC.; as such information is confidential and protected by law.  Common Bloodborne Pathogens include but are not limited to: HIV, Hepatitis, Syphilis, and Herpes.  These and other Bloodborne Pathogens are transmitted primarily through blood, and other potentially infected materials (OPIM) which include but are not limited to: semen, vaginal secretions any bodily fluid that visibly contains blood.

Employees are required to report any incident of exposure to blood or OPIM to Site Management.  Additionally, the employee is required to complete an Exposure Control Incident Report. This can be found in the MNCCHC Binder in the office.   

The completed Exposure Control Incident Report must be turned in to Site Management within 1 hour of the exposure incident. An Exposure Incident Occurs when an employee comes in direct contact with or thinks they may have come in direct contact with another person’s blood or OPIM.  Should an employee wearing personal protective equipment (i.e. Gloves) get blood on the personal protective equipment, an exposure incident would only occur if the personal protective equipment were to be breached in some manner (i.e. A torn or broken glove).  Failure to report an exposure incident and/or complete and turn in the Exposure Control Incident Report as outlined above will result in disciplinary action up to and including termination.

Compass Child Care, LLC. will make available to the employee or volunteer the following within 24 hours of an Exposure Incident at Compass Child Care, LLC.’s expense: laboratory tests, including testing the employees blood, Hepatitis B Vaccination (if the employee has not been previously vaccinated against Hepatitis B) and a medical evaluation performed by a licensed medical professional.  The employee has the right to decline any, or all of the above if they so choose.  The employee is required to complete an Exposure Control Consent Form indicating the choices they have made.

Compass Child Care, LLC. provides the following personal protective equipment:  vinyl/latex gloves in a variety of sizes, and CPR guards.  Employees are required to have personal protective equipment in their immediate area at all times.  When traveling outside of the classroom area, employees are required to carry the First-Aid Bag/Hip Pack on their person at all times.  Employees are required to use the personal protective equipment in each and every instance warranted by this and other policies and procedures, in the manner in which the personal protective equipment is designed.  Failure to appropriately use personal protective equipment at any time will result in disciplinary action up to and including termination.

Employees should be mindful of blood or OPIM on their clothing or personal items.  Contaminated clothing and personal items must be cleaned and/or disposed of in a manner to ensure that further exposure does not occur.  This may require that an employee’s clothing be torn or cut off and/or thrown away.  Compass Child Care, LLC.is not responsible for clothing or personal items ruined or destroyed as a result of contamination and/or removal as per this policy.

Employees are required to attend an annual Bloodborne Pathogens and Universal/Standard Precautions Training.  Compass Child Care, LLC. will provide the required bloodborne pathogen training and employees will be notified in writing of the date and time of such training.  Failure to attend this training will result in disciplinary action up to and including termination.

 

Employees are required to use Universal/Standard Precautions when handling blood and other potentially infectious materials (OPIM), or when it is reasonably anticipated that contact with blood or OPIM will occur.  Other potentially infectious materials (OPIM) include any bodily fluids which visibly contain blood, semen, and vaginal secretions. 

Universal/Standard Precaution Procedures involve the use of protective barriers (latex or vinyl gloves and CPR guards) when it is reasonably anticipated that an employee may have contact with blood or other potentially infected materials (OPIM). Examples of when Universal/Standard Precautions should be used include but are not limited to: cleaning up blood, OPIM or unknown substances or spills, cleaning broken glass and/or other sharps, giving first aide to another person, changing a diaper or assisting in toileting routines and when using a needle to administer medication or test blood sugar. 

Employees who fail to use Universal/Standard Precautions EVERY TIME it is warranted will be subject to disciplinary action up to and including termination.

The following preventive measures are to be used to reduce the spread of all infectious and contagious diseases.

1.     Wash hands regularly.  Hand washing is the best way to protect both child and caregiver.  Use the recommended hand washing technique:

           

·       Use antibacterial liquid soap and scrub hands for 1 minute.

·       Scrub tops of hands, palms, between fingers and under nails.

·       Rinse under water with hands pointed down.

·       Dry hands with paper towels.

·       Turn off the water faucet with a towel before disposing of it.

2.     Wear disposable gloves while cleaning up blood, bloody saliva, urine, feces, or vomit, especially if there is a skin rash or open cut on your hands.  If skin contact is made with these substances, wash the affected areas with soap under running water and immediately report the Exposure Incident to Site Management.

3.     Follow the Diaper Changing Procedure each and every time a child’s diaper is changed.

4.     Change gloves after contact with each child.  Throw away disposable gloves after each use.  Wash hands after wearing the gloves.

5.     Place disposable diapers in a plastic bag.  Tie the bag securely. 

6.     Supervise toilet trained/training children to ensure that they wash their hands well after using the rest room.

7.     Wear disposable gloves when assisting a toilet trained/training child during toileting routines.

8.     Clean up blood, OPIM and unknown spills on surfaces with 1 part ordinary household bleach diluted in 10 parts water.  The bleach solution should be fresh and used on the day it is made.  Isopropyl alcohol, Lysol disinfectant, and hydrogen peroxide can also be used.

9.     Use CPR guards to minimize direct contact during mouth-to-mouth resuscitation in an emergency.

 

 

All facilities, grounds, and vehicles of Compass Child Care, LLC. are Smoke-Free Environments.  Smoking is prohibited in any of these areas.  Smoking includes Marijuana, tobacco, cigarettes, pipes, cigars, e-cigarettes, vaping, and/or chewing tobacco. 

In addition, employees are prohibited from becoming nuisances to Compass Child Care, LLC.’s neighbors by loitering on their property while smoking. 

Employees are prohibited from smoking at anytime while wearing the clothing they intend to wear to work on any given day to protect the infants and children with allergies and respiratory illnesses from any residue on your body, hair or clothing. 

Violation of this policy will result in disciplinary action. 

Compass Child Care, LLC. management shall take necessary measures to assure that the use of alcohol or unauthorized substances by employees does not endanger the health, safety, and security of our children, employees, volunteers, Compass Child Care, LLC. sites and the entire Compass Child Care, LLC. operation.

The unlawful manufacture, distribution, dispensation, possession, concealment, transportation, sale or use of unauthorized substances on Compass Child Care, LLC. premises, vehicles, or while conducting program business off site are absolutely prohibited.  The presence of an unauthorized substance(s) in an employee's system while on Compass Child Care, LLC. premises, vehicles, or while conducting Compass Child Care, LLC. business off premises is strictly prohibited.  Unauthorized substances include illegal drugs, unauthorized drugs and drug paraphernalia.  The abuse or misuse of alcohol, prescription drugs or over-the-counter drugs which have been legally obtained is also strictly prohibited on Compass Child Care, LLC. premises, vehicles, or while conducting Compass Child Care, LLC. business off premises.

The use of alcohol, on or in Compass Child Care, LLC. property or vehicles is also prohibited.

Employees are prohibited from coming to work under the influence of any drug, legal or illegal.  This includes alcohol, prescription medication which negatively affects an employee’s judgment, attentiveness or cognitive function and/or marijuana

Violation of this policy will lead to termination of employment. 

PRE-EMPLOYMENT REQUIREMENT

Compass Child Care, LLC. will require an applicant to provide information about all felony and misdemeanor convictions and information about all pending criminal charges, including deferred adjudication.  If the applicant refuses to provide information, the interview process will be terminated.  The references and employment history of the applicants will be checked before Compass Child Care, LLC. offers employment.  If there is evidence or reasonable suspicion of substance abuse or misuse, the applicant will be disqualified from consideration for employment.

EMPLOYMENT REQUIREMENTS

Compass Child Care, LLC. will check with the police to obtain information about all pending criminal charges, including deferred adjudication of all current Compass Child Care, LLC. employees.  Compass Child Care, LLC. management will advise all new employees of the program's policy to check with the police for evidence of a criminal history.

EMPLOYEE TESTING

If there is a reasonable suspicion of substance abuse or misuse, because the employee's behavior or health appears to endanger the health, safety, or well-being of the children, Compass Child Care, LLC. will require testing of the employee.  Confirmed positive tests of urine, blood or expired air, or refusal to submit to testing or refusal of permission to release substance testing information to appropriate management, will be basis for termination of employment.  Substance testing is not a part of Compass Child Care, LLC. ongoing evaluation program.  Substance testing may be required (1) where reasonable suspicion exists to warrant such testing; or (2) where necessary to comply with federal, state, or local regulations.

Refusal to comply with a request for testing is considered a violation of this policy and will result in disciplinary action up to and including termination.

Selection of quality controlled laboratories, standards and procedures for testing, chain of custody, verification of test results, retention of specimen where applicable are the responsibilities of the Compass Child Care, LLC. Regional Manager.  The Compass Child Care, LLC. Regional Manager will be assisted by a Medical Specialist in the selection of appropriate laboratories for substance abuse testing. 

INSPECTION AND SEARCHES

The Compass Child Care, LLC. program has the right to require employees, while on duty or on Compass Child Care, LLC. premises including parking lots, to agree to inspections of Compass Child Care, LLC. property, vehicles, as well as the offices, desks, and file cabinets assigned to them.  If an employee withholds consent to such an inspection, the employee will be immediately terminated.

REHABILITATION

A referral to a rehabilitation program will be offered to the employee who is found in violation of this policy.  Such a referral or participation in a rehabilitation program will not prevent termination of employment. 

Former employees who have participated in a counseling program and other related services and have demonstrated a successful recovery from dependency of drugs and/or alcohol may be considered eligible for re-hire.

NOTIFICATION OF AN INDICTMENT OR COMPLAINT

Employees are required to notify the Compass Child Care, LLC. program of any criminal drug statue indictment no later than 24 hours after such an indictment.  The center director of a program site must notify the Regional Manager if an employee at her or his worksite has been indicted or if there is a complaint within 8 hours after receiving such notice.  Further, the Center Director must notify the State Department of Human Services licensing division of an employee incident or complaint within 24 hours or on the next work day.  The Site Management will notify the employee of termination of employment due to violation of the Compass Child Care, LLC. program's Substance Abuse Policy, the Minnesota Minimum Standards, the Minnesota Controlled Substance Act, and the Federal Drug-Free Workplace Act of 1988.

IMPLEMENTATION 

It is the responsibility of the various site directors to implement the Compass Child Care, LLC. Substance Abuse Policy.  Each program site should address alcohol and drug abuse by (1) Teaching the facts about drugs and alcohol, (2) Explaining the Compass Child Care, LLC. Abuse Policy, (3) Addressing drug problems in employees meetings, (4) Raising the employees' awareness to the drug problem in the workplace, (5) Presenting a unified and visible commitment toward a drug-free workplace, and (6) Promoting a drug-free lifestyle.

INDICTMENT OR OFFICIAL COMPLAINT

The agency must ensure that a person who is indicted, or the subject of an official criminal complaint accepted by a county or district attorney alleging she or he committed a felony violation of any law intended to control the possession or distribution of any substance included as a controlled substance in the Minnesota Controlled Substance Act, must not be at the center while children are present and must not have contact with the children until the charges are resolved.

PERSONNEL RECORDS

The center must maintain personnel records for all employees and ensure that each employee's record includes a statement from the employee providing information about all felony and misdemeanor convictions, and all pending criminal charges, including deferred adjudication.

CONVICTION OF A FELONY VIOLATION

No one may serve as a center director or employee of a Compass Child Care, LLC. center who has been convicted of a felony violation of any law intended to control the possession or distribution of any substance included as a controlled substance in the Minnesota Controlled Substance Act.

CONTACT WITH CHILDREN

A person convicted of a felony violation of any law intended to control the possession or distribution of any substance included as a controlled substance in the Minnesota Controlled Substance Act must not be at the Compass Child Care, LLC. center while children are present and must not serve in any capacity where there is contact with children. 

People whose behavior or health appears to endanger the health, safety, or well-being of children must not be at the Compass Child Care, LLC. center.

People must not smoke in the children's presence or consume alcohol when children are at the center.

People who appear to be under the influence of alcohol or other drugs must not be in the center when children are present.

PERSONNEL ACTION

Violation and conviction of any law intended to control the possession or distribution of a controlled substance will lead to termination of employment as consistent with state licensing requirements for child care facilities. 

Employees are strictly prohibited from posting any confidential information obtained during the course of performing their duties from any child and/or employee file on their personal social networking site.   

Employees are strictly prohibited from including photographs of currently enrolled children and/or the families served by Compass Child Care, LLC.on any internet website and/or blog including but not limited to websites like Instagram, Twitter, and Facebook.

Employees are strictly prohibited from accessing and/or updating any personal social networking site during working hours.  Social Networking posts and updates during working hours are a reflection on your professionalism.  Persons reading your posts will make negative assumptions about your professionalism and attentiveness to the children.  This will ultimately reflect poorly on the agency and therefore is not permitted.   

Employees are PROHIBITED from “friending” or allowing parents/family of currently enrolled children and/or the children themselves to have access to their personal social networking site.  Any use of personal social networking sites should be limited to private groups and/or have the privacy settings so that access is limited to select persons only.  For example in terms of Facebook privacy should be limited to “friends only” so anyone not friends with the user would not be able to see the posts.  In terms of Twitter or Instagram privacy should be set so that only followers can view the user’s posts.  All other social media sites should be set to similar privacy settings.  This is to protect the professional reputation and privacy of the employee and keep the children and their families from making incorrect or negative assumptions about your ability to care for the child based on your Social Networking behavior.  It is of the utmost importance that your personal life be kept separate from your professional one. 

Further, any conduct on any social networking site that conflicts with or detracts from the employee’s professional reputation or interferes with their ability to perform the functions of their position, as outlined in the job description will result in disciplinary action up to and including termination. 

Any violation of this policy will result in disciplinary action up to and including termination.  Further, Compass Child Care, LLC.will pursue all legal remedies available for actions in violation of this policy.

CHAIN OF COMMAND: 

Employees are required to address any and all concerns, questions or problems with their immediate supervisor prior to escalating the discussion to higher supervisory levels, except in cases where the concern, question or problem directly involves their supervisor.  Employees should refer to Compass Child Care, LLC.’s Organizational Chart.

SOLUTION ORIENTED COMMUNICATION:

In any situation involving a difference of opinion, issue, problem or concern, Compass Child Care, LLC. expects that all employees engaged in discussion should remain focused on solving the problem.  In all workplaces there will be disagreements and conflicts.  The true test of a professional is how they handle the communication of ideas and opinions related to the problem or issue.  Employees engaged in gossip or behavior that undermines efforts to solve or resolve conflicts within the workplace will be subject to disciplinary actions up to and including termination.  Compass Child Care, LLC. values the opinions and concerns of their employees, however, every issue and every request can not always be handled in a way to make everyone happy or satisfied.  The goal for Compass Child Care, LLC.is to allow employees the opportunity to constructively communicate their ideas in an appropriate time and place so that effective decisions can be made. 

Employees may be asked to contribute ideas for solutions to the concerns, problems or issues they present to supervisors.  Employees should not expect to simply complain or “vent” frustrations at supervisors, as those are not solution oriented means of communication. 

Conflicts between employees will be addressed with both employees present.  Compass Child Care, LLC.’s supervisors will not referee between employees, but will instead expect both employees to act in a professional manner and attempt understand the other employee’s position and to ultimately resolve the conflict.  The only exception to this would be for complaints of harassment. 

The Performance Appraisal should be a positive growth experience for the employee and supervisor.  Performance Appraisals will be used to evaluate the entire period of employment since the employee’s last appraisal.

Performance Appraisals will be based strictly upon job performance.  Job descriptions will be utilized as the basis for the appraisal.  All employees will be given an opportunity at orientation to discuss their job descriptions to ensure that each employee understands her or his responsibilities and tasks.  All employees will be given a copy of the Performance Appraisal form.

Performance Appraisals will be used as a foundation to establish goals for the employee.  Employees will be encouraged to develop short and long-term goals for themselves and to discuss their goals with their supervisor.  Supervisors will monitor the employee’s progress toward attaining the goals by scheduling performance review meetings with the employee from time to time between formal Performance Appraisals.

Supervisors will also present to employees the goals of the agency and their role in the successful attainment of these goals.  Supervisors will keep employees informed of the agency's progress and any changes in the agency goals.

Supervisors will also solicit input from other employees who work closely with the employee being appraised.

Employees will be asked to complete a Survey prior to the Performance Appraisal meeting, which will include information about the job, working conditions, and goals.  The Survey will be discussed during the Performance Appraisal meeting.

Performance Appraisals will be conducted for Provisional Employees at least once prior to the end of the Provisional Period using the Agency's Provisional Employee Appraisal Form.

Following the Provisional Period, Performance Appraisals will be conducted at least annually for each employee.

Before the Performance Appraisal is presented to the employee, it will be reviewed and approved by the evaluating supervisor's superior.

Employees must acknowledge receipt of the Performance Appraisal by signing the instrument indicating that they have received a copy.  Any employee who refuses to sign acknowledging receipt of the Performance Appraisal will be subject to disciplinary action up to and including termination.

Employees will receive a copy of their Performance Appraisal.  Performance Appraisals will be placed in the employee's personnel record.

Any and all coaching or corrective action plans associated with the Annual Performance Appraisal must be completed in accordance with the steps and timeline provided in the Plan.  Employees who refuse or fail to satisfactorily complete the coaching or corrective action plans will be subject disciplinary action up to and including termination.

Reprimand

A reprimand may be given to any employee when a minor violation of agency policies or procedures has occurred. A reprimand may be given by any supervisor and need not be preceded by any other disciplinary action.

Employees are required to sign for receipt of a reprimand.  Signature of receipt does not indicate that the employee agrees with the reprimand, it simply indicates that they have received a copy of the document.  Failure or refusal to sign the reprimand will be considered insubordination and will result in disciplinary action up to and including termination.  

A copy of the Reprimand will be placed in the employee’s employment record.

 

Written Warning

Employees may be given a written warning for any violation of agency policies and procedures.  The written warning will clearly describe the deficiency in performance or conduct and will site the policy, licensing regulation and/or procedure violated.  The written warning will contain a corrective action plan, which will outline the necessary action to correct the deficiency(ies) and a time table under which the corrective action must occur. 

Employees are required to sign for receipt of a written warning and indicate that they will complete the corrective action.  Signature of receipt does not indicate that the employee agrees with the written warning, it simply indicates that they have received a copy of the document and understands the corrective action proscribed.  Failure or refusal to sign the written warning will be considered insubordination and will result in disciplinary action up to and including termination.  

Copies of all documentation regarding corrective action plans will be sent to the Regional Manager and be placed in the employee’s employment record.

 

Probation

In conjunction with any other form of disciplinary action, Management may place any employee on a probationary status.  Typically the probationary status will last as long as the proscribed corrective action plan, but may be for any period of time deemed appropriate by Management for up to 6 months.  Probationary status and length of probation will be included on the Corrective Action Plan.

While on Probation an employee is not permitted to use any accrued PAID Time Off.

Any violation of agency policy while on Probation will result in immediate termination.  Probation is a form of last chance agreement between Compass Child Care, LLC. and the subject employee.  By placing an employee in a probationary status, Compass Child Care, LLC.is indicating that the employee’s workplace conduct and/or job performance is far below acceptable standards but that Compass Child Care, LLC. wants to give the subject employee ONE FINAL CHANCE to meet the expectations of the position description and policies set forth in this manual, licensing regulations and all applicable accreditation standards. 

Investigatory Suspension

Management may suspend an employee for Investigatory purposes.  The Investigatory Suspension can be with or without pay as determined by Owner and will result in either full reinstatement, if appropriate, or further disciplinary action, including termination.

Examples of situations which would warrant use of Investigatory suspension include, but are not limited to:

            1.  Charges of driving while intoxicated.

            2.  Report of child abuse or neglect.

            3.  Accusations of theft.

            4.  Violation of Substance Abuse Policy.

            5.  Accusations of Harassment.

            6.  Any situation whereby the employee’s presence at work may interfere with an

investigation.

 

Employees are required to sign for receipt of an Investigatory Suspension.  Signature of receipt does not indicate that the employee agrees with the Investigatory Suspension, it simply indicates that they have received a copy of the document.  Failure or refusal to sign the Investigatory Suspension will be considered insubordination and will result in disciplinary action up to and including termination.  

 

Suspension

Suspension of an employee may occur at the discretion of the employee's immediate supervisor for infractions of the personnel policies, licensing regulations and/or other applicable standards.  Suspension of an employee will not require prior verbal or written disciplinary action.  The suspension notice will contain a corrective action plan, which will outline the necessary action to correct the deficiency(ies) and a time table under which the corrective action must occur. 

 

Suspension will be without pay. 

The employee will be notified in writing of the policy violations and the length of the suspension and any corrective action required upon return to work.  Employees are required to sign for receipt of the suspension notice and indicate that they will complete the corrective action.  Signature of receipt does not indicate that the employee agrees with the suspension, it simply indicates that they have received a copy of the document and understands the corrective action proscribed.  Failure or refusal to sign the suspension notice will be considered insubordination and will result in disciplinary action up to and including termination.  

When circumstances permit, an employee will be suspended upon receipt of the written notification. However, an employee may be suspended verbally if immediate suspension is in the best interest of Compass Child Care, LLC.

 

Termination

Termination shall not require prior verbal or written disciplinary action, suspension or other disciplinary action.  Compass Child Care, LLC.is an At Will employer and may terminate the employment relationship at any time with or without cause and without notice.  This policy is to be used as a guide for employee’s, but is not inclusive of the reasons or causes of termination from employment.

Termination is an action approved by Regional Manager or Owner.  Notification of Termination may be written or verbal. Verbal notification will be followed by written confirmation.

Causes for involuntary termination include, but are not limited to, the following:

 

·       Unsatisfactory provisional period

·       Falsifying or misusing records, including application

·       Violation of confidentiality rules

·       Theft or misuse of Agency funds, equipment, or property

·       Absence from work without notification and/or approval as per related policies

·       Discourteous treatment of the public, clients, co-workers

·       Inappropriate behavior

·       Non-performance of duties resulting in injury to the Agency, children, families, sub-contractors, vendors, or employees.

·       Being abusive or neglectful to children, parents, or employees

·       Violation of the Substance Abuse Control Policy

·       Failure to submit any required documentation within mandated/prescribed time frame

·       Neglect of duty or refusal to comply with directives of supervisor

·       Misuse of leave policies

·       Insubordination

·       Receipt of 2 suspensions for the same infraction during any 12 month period.

·       Failure to implement job specifics

·       Receipt of  3 warnings for any violations during any 12 month period; the date of the third warning will be the employee's last day of employment

·       Policy violations while on a disciplinary Probation

·       Failure to return to work following a leave of absence

·       Failure to meet deadlines as presented by supervisor

·       Failure to maintain compliance with child care licensing regulations and/or other applicable federal, state or local statutes or Professional Development Organization Standards.

 

I have read, understand and agree to follow the policies laid out in the Personnel Policy Manual.  I understand that policies may change and that my continued employment is my agreement to follow these policies.