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Angelwings36 02:00 PM 01-29-2013
I am looking at hiring on an employee to help me with my work load in the next 3-6 months and I would like to build a solid employee handbook prior to this. Does anyone have suggestions as to what I should include in it and would anyone be willing to show me their employee handbook so I have some where to start?

Thanks.
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MarinaVanessa 05:22 PM 01-29-2013
I personally don't have any employees at the moment since my family helps me out but I was looking into it for the past couple of months and so I've been thinking about it. I've been working on one for our child care association's website (as reference) and I'm writing it as if it were for my business so if you wouldn't mind waiting I should be done with it in about a week, just remind me.

I'm putting pretty much everything in it that you can possibly think of so that others can edit it and remove whatever they don't think is necessary. It's also written in a more professional manner but it can easy be written in anyone's own words and simplified to sound more personal. HTH
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Michael 05:45 PM 01-29-2013
Another Employee Handbook thread: https://www.daycare.com/forum/showthread.php?t=36816
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ashleyh 09:14 PM 01-29-2013
I am not familiar with canadian laws but am willing to share my novel lol (32 pages)

. The page numbers need fixing as well as policies tweaked but I can send it if you're interested.
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Starburst 10:14 PM 01-29-2013
Just ask some of the things you are okay with or not okay with and look into local laws.

Some questions:
What is her job title (DC assistant; DC, infant/toddler, or PreK teacher, DC sub)? What will her duties entitle (active with children learning or mostly just helping with cleaning and meal prep)? Will she be expected to pick kids up or drop them off at school/bus stop? Will she be required to drive children to school on rainy days? Will she drive your car or her car? Will she be reembersed for gas if she uses her car? Will she be responsible for walking a group of kids some where, like to the park, without you? Will she be responsible for staying with kids who cannot go on field trips? Will she help you for graduation/field trips/date nights (and will she be paid or reembersed for her time/fees)? Is she allowed to invite other people (like her kids) to graduations/field trips and other daycare events?

Is it okay if she advertises to babysit/nanny daycare kids after hours/weekends? Is it okay if daycare parents ask her to (are they allowed to)? If so are you willing to possibly be implicated or held responsible if something happens? If she does this against your promission what is the consciequence (warning/ probation/ termination)? What are some things that can lead to termination?

What hours do you expect them to be available (when will you let them know your schedual)? Will they have breaks? Will they be allowed to leave during nap/breaks? Will you pay for holidays you get paid off that they are expected to work (like Labor Day if they work mondays)? Are you willing to pay them if they stay during nap if you are over your 1 adult and _ kids ratio or find something else for them to do? Is this long term/short term or temperary with a chance of being occational (such as a sub for drs appointments)?

Will she be responsible for paying CPR/first aid classes and fingerprint/ background check or will you pay for it? Do you expect her to take certain ECE/CD or Health Safety and Nutrition classes, if so are you willing to pay all and or will she have to pay all or will you pay (most or some) and take it out of her check every week for tuition and books until it is paid up?

Is she allowed to mention your business or refer you to other families (limit/forbid if you are at capacity)? Is she allowed to give potential DCPs your home/business/cell number, business cards, or E-mail adress?

What type of clothing is she allowed to wear during work (e.i. can she wear pj bottoms? Does she have to wear an apron {some old centers do that})? Is she allowed to wear sandles/flip flops or only closed toe shoes (safety issue)? Does she need to take her shoes off before coming in the house? Are you willing to provide a "uniform" for her (an approriate top and bottom) that she must keep at work that you are willing to wash for her? Is she allowed to drop by or volunteer on her days off?

What is acceptable and not acceptable (cursing or smoking on daycare property during hours)? What they are expected to do if a child misbehaves (take action{give time-outs}, or just tell you)? Are they allowed to share personal infromation with families (like asking parents personal information about their children)? Are they allowed to tell DCF's about your personal life or other daycare families/children (can they tell DCFs things if you are pregnant)? Can they talk about the child to the parent (can they tell the parent if the child acted up if you are there)? Is she allowed to disipline the daycare children (or your children)?

If she has kids is she allowed to bring them to work? If so is she expected to pay or have some of her pay deducted if it fills a spot that is in demand? Will she have any say (like giving suggestions) about your business (ads/websites/ furnatures/ decor or adding new services)?

If she decided to open up her own daycare in the same town, is there a certain neighborhood or amount of ft/mile you would feel comfortable with her staying away from and willing to help with daycare questions or referals? Is she allowed to work at your daycare and another daycare at the same time? Are they allowed to tell your "trade secrets" with other providers?-----> Some jobs make you sign a paper saying you understand that you can get sued if you share company secrets with similar businesses.
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Angelwings36 07:13 AM 01-30-2013
Originally Posted by MarinaVanessa:
I personally don't have any employees at the moment since my family helps me out but I was looking into it for the past couple of months and so I've been thinking about it. I've been working on one for our child care association's website (as reference) and I'm writing it as if it were for my business so if you wouldn't mind waiting I should be done with it in about a week, just remind me.

I'm putting pretty much everything in it that you can possibly think of so that others can edit it and remove whatever they don't think is necessary. It's also written in a more professional manner but it can easy be written in anyone's own words and simplified to sound more personal. HTH
If you would be willing to share your employee handbook with me in a week I would greatly appreciate that! I really just need something so I know where to start.
Reply
Angelwings36 07:14 AM 01-30-2013
Originally Posted by ashleyh:
I am not familiar with canadian laws but am willing to share my novel lol (32 pages)

. The page numbers need fixing as well as policies tweaked but I can send it if you're interested.
Hello Ashleyh I would love to take a look at your employee handbook if you don't mind.
Reply
Angelwings36 07:15 AM 01-30-2013
Originally Posted by Starburst:
Just ask some of the things you are okay with or not okay with and look into local laws.

Some questions:
What is her job title (DC assistant; DC, infant/toddler, or PreK teacher, DC sub)? What will her duties entitle (active with children learning or mostly just helping with cleaning and meal prep)? Will she be expected to pick kids up or drop them off at school/bus stop? Will she be required to drive children to school on rainy days? Will she drive your car or her car? Will she be reembersed for gas if she uses her car? Will she be responsible for walking a group of kids some where, like to the park, without you? Will she be responsible for staying with kids who cannot go on field trips? Will she help you for graduation/field trips/date nights (and will she be paid or reembersed for her time/fees)? Is she allowed to invite other people (like her kids) to graduations/field trips and other daycare events?

Is it okay if she advertises to babysit/nanny daycare kids after hours/weekends? Is it okay if daycare parents ask her to (are they allowed to)? If so are you willing to possibly be implicated or held responsible if something happens? If she does this against your promission what is the consciequence (warning/ probation/ termination)? What are some things that can lead to termination?

What hours do you expect them to be available (when will you let them know your schedual)? Will they have breaks? Will they be allowed to leave during nap/breaks? Will you pay for holidays you get paid off that they are expected to work (like Labor Day if they work mondays)? Are you willing to pay them if they stay during nap if you are over your 1 adult and _ kids ratio or find something else for them to do? Is this long term/short term or temperary with a chance of being occational (such as a sub for drs appointments)?

Will she be responsible for paying CPR/first aid classes and fingerprint/ background check or will you pay for it? Do you expect her to take certain ECE/CD or Health Safety and Nutrition classes, if so are you willing to pay all and or will she have to pay all or will you pay (most or some) and take it out of her check every week for tuition and books until it is paid up?

Is she allowed to mention your business or refer you to other families (limit/forbid if you are at capacity)? Is she allowed to give potential DCPs your home/business/cell number, business cards, or E-mail adress?

What type of clothing is she allowed to wear during work (e.i. can she wear pj bottoms? Does she have to wear an apron {some old centers do that})? Is she allowed to wear sandles/flip flops or only closed toe shoes (safety issue)? Does she need to take her shoes off before coming in the house? Are you willing to provide a "uniform" for her (an approriate top and bottom) that she must keep at work that you are willing to wash for her? Is she allowed to drop by or volunteer on her days off?

What is acceptable and not acceptable (cursing or smoking on daycare property during hours)? What they are expected to do if a child misbehaves (take action{give time-outs}, or just tell you)? Are they allowed to share personal infromation with families (like asking parents personal information about their children)? Are they allowed to tell DCF's about your personal life or other daycare families/children (can they tell DCFs things if you are pregnant)? Can they talk about the child to the parent (can they tell the parent if the child acted up if you are there)? Is she allowed to disipline the daycare children (or your children)?

If she has kids is she allowed to bring them to work? If so is she expected to pay or have some of her pay deducted if it fills a spot that is in demand? Will she have any say (like giving suggestions) about your business (ads/websites/ furnatures/ decor or adding new services)?

If she decided to open up her own daycare in the same town, is there a certain neighborhood or amount of ft/mile you would feel comfortable with her staying away from and willing to help with daycare questions or referals? Is she allowed to work at your daycare and another daycare at the same time? Are they allowed to tell your "trade secrets" with other providers?-----> Some jobs make you sign a paper saying you understand that you can get sued if you share company secrets with similar businesses.
Thank you so much Starburst all the information that you shared with me will help me a ton to put my employee handbook together!!
Reply
Clara 10:02 PM 05-09-2013
Originally Posted by Starburst:
Just ask some of the things you are okay with or not okay with and look into local laws.

Some questions:
What is her job title (DC assistant; DC, infant/toddler, or PreK teacher, DC sub)? What will her duties entitle (active with children learning or mostly just helping with cleaning and meal prep)? Will she be expected to pick kids up or drop them off at school/bus stop? Will she be required to drive children to school on rainy days? Will she drive your car or her car? Will she be reembersed for gas if she uses her car? Will she be responsible for walking a group of kids some where, like to the park, without you? Will she be responsible for staying with kids who cannot go on field trips? Will she help you for graduation/field trips/date nights (and will she be paid or reembersed for her time/fees)? Is she allowed to invite other people (like her kids) to graduations/field trips and other daycare events?

Is it okay if she advertises to babysit/nanny daycare kids after hours/weekends? Is it okay if daycare parents ask her to (are they allowed to)? If so are you willing to possibly be implicated or held responsible if something happens? If she does this against your promission what is the consciequence (warning/ probation/ termination)? What are some things that can lead to termination?

What hours do you expect them to be available (when will you let them know your schedual)? Will they have breaks? Will they be allowed to leave during nap/breaks? Will you pay for holidays you get paid off that they are expected to work (like Labor Day if they work mondays)? Are you willing to pay them if they stay during nap if you are over your 1 adult and _ kids ratio or find something else for them to do? Is this long term/short term or temperary with a chance of being occational (such as a sub for drs appointments)?

Will she be responsible for paying CPR/first aid classes and fingerprint/ background check or will you pay for it? Do you expect her to take certain ECE/CD or Health Safety and Nutrition classes, if so are you willing to pay all and or will she have to pay all or will you pay (most or some) and take it out of her check every week for tuition and books until it is paid up?

Is she allowed to mention your business or refer you to other families (limit/forbid if you are at capacity)? Is she allowed to give potential DCPs your home/business/cell number, business cards, or E-mail adress?

What type of clothing is she allowed to wear during work (e.i. can she wear pj bottoms? Does she have to wear an apron {some old centers do that})? Is she allowed to wear sandles/flip flops or only closed toe shoes (safety issue)? Does she need to take her shoes off before coming in the house? Are you willing to provide a "uniform" for her (an approriate top and bottom) that she must keep at work that you are willing to wash for her? Is she allowed to drop by or volunteer on her days off?

What is acceptable and not acceptable (cursing or smoking on daycare property during hours)? What they are expected to do if a child misbehaves (take action{give time-outs}, or just tell you)? Are they allowed to share personal infromation with families (like asking parents personal information about their children)? Are they allowed to tell DCF's about your personal life or other daycare families/children (can they tell DCFs things if you are pregnant)? Can they talk about the child to the parent (can they tell the parent if the child acted up if you are there)? Is she allowed to disipline the daycare children (or your children)?

If she has kids is she allowed to bring them to work? If so is she expected to pay or have some of her pay deducted if it fills a spot that is in demand? Will she have any say (like giving suggestions) about your business (ads/websites/ furnatures/ decor or adding new services)?

If she decided to open up her own daycare in the same town, is there a certain neighborhood or amount of ft/mile you would feel comfortable with her staying away from and willing to help with daycare questions or referals? Is she allowed to work at your daycare and another daycare at the same time? Are they allowed to tell your "trade secrets" with other providers?-----> Some jobs make you sign a paper saying you understand that you can get sued if you share company secrets with similar businesses.
=============
Thanks for helping my brain jump start pulling together an employee handbook. Some of your points I would have never thought of.

Clara, aka NannyC
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nrasqld345 11:41 PM 05-09-2013
Can an employee be terminated for cause for something not written in the employee handbook? Does anyone have any advice of where i can go for guidance with this topic?
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Starburst 01:19 AM 05-10-2013
Originally Posted by nrasqld345:
Can an employee be terminated for cause for something not written in the employee handbook? Does anyone have any advice of where i can go for guidance with this topic?
It depends on the state. In the state of California all work is considered "At will" which means that either the employee or employer could terminate the contract (quit or fire) for any unforeseen reasons without notice. You could also put "The provider/Employer reserves the right to suspend, put on probation, or terminate an employee for any reason they see fit, Including but not limited to..." and then you can list all the things you can think of but those are still not the only reasons you can fire an assistant.

Maybe you could put in your HB under reasons for termination something about:
"Due to unforeseen circumstances", "failure to comply with policies", "sharing daycare secrets with competitors", "taking or posting unauthorized pictures, video, or sharing confidential information about an employer, employer's family/pets/home, daycare children, daycare families, and other daycare personnel", "failure to complete duties in a reasonable amount of time regularly", "spreading rumors about the business, the provider, their family, daycare children/families, and other daycare employees", "lying on job application (perjury)", "lying to the employer (also perjury)", "endangering the health or well-being of the provider, provider's family/pets, daycare children, daycare families, and other daycare personnel", "scheduling conflicts", "major conflicts that arise between a daycare family and the daycare employee", "failure to stay up-to-date on job requirements (CPR/1st aid certification)", or "irreconcilable differences".
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nannyde 04:48 AM 05-10-2013
https://www.daycare.com/nannyde/cate...stants-helpers
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Tags:employee, employee - handbook, employee contracts, employee interview
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