Employee Handbook

General Requirement & Expectations of all Staff

All staff are expected to:

  • Be on site 10-15 minutes before scheduled shift.
  • Sign in and out EVERY day through Kindertales every day
  • Be respectful of others, this includes refraining from all gossiping.
  • Address all clients in a proper manner and to be helpful when required
  • Exhibit good hygiene and class
  • No excessive perfume, cologne or body odor.
  • Be dressed appropriately for all seasons. Be a role model for children.
  • Adhere to dress code – casual yet professional. All personal body parts must be covered
  • No inappropriate wording on shirts or inappropriate images
  • Have indoor shoes, running shoes, casual footwear
  • Use discretion when talking to parents and children about concerns. Always deliver the message in a positive manner
  • Attend all staff Meetings via ZOOM or in person, they are considered mandatory therefore paid
  • Keep your annual up to date requirements for RECE
  • At least 1 professional development course a year for all employees.
  • Keep you up to date CPR/First Aid and Immunizations
  • Build good relationships with parents
  • Relay all information about the children in your care to your supervisor
  • Inform parents and management of all injuries, no matter how slight
  • No social phone calls. Phones are to be kept open for incoming calls from parents unless there is an emergency or pre-approved by management
  • Be willing and open to fill in another staff’s position due to the operational needs
  • To stay late or leave early according to children’s schedules
  • Not to leave until the ratios of the children decrease
  • It is MANDATORY to participate in programs from the County of Hastings
  • It is expected of you to participate in seminars or courses that are offered though The County of Hastings/Family Space
  • Inform the site Manager of all situations that arise
  • Be punctual returning from scheduled breaks
  • Deal with emergencies in a calm and orderly fashion – report all emergencies directly to the supervisor immediately.
  • Have fun with the children, be creative with your programs

Personal Communication devices – Cellphones, watches Etc.

Any device that can send you any alert to take your attention while with children is not permitted during program time unless approved by management. If an employee is caught disobeying this policy, you may be immediately terminated by the management.

Absences & Leave (unpaid unless otherwise stipulated)

All staff are permitted 5 non-consecutive days for sick, mental health or family emergency in a calendar year. You will not be required to supply a doctor’s note for these days.

  • After the 5 days granted are used, you may be required to provide a doctors note for future absences.
  • If management sees a pattern in absentees with a certain employee, management will request a doctor’s note if it is considered reasonable. What is reasonable? Depends on the unique circumstances of the specific employee and their record of work.
  • When reporting absences during business hours you must call the Centre and speak to the manager.
  • When reporting when the centre is closed you must text the manager and follow up with a call the next day if the manager has not responded.
  • Failure to communicate may result in disciplinary action.
  • Up to (3) days are granted at the employee’s hourly rate for lost time due to the death of a husband, wife, common -law spouse, father, mother, child, sister, and brother.
  • One day will be granted at the employee’s hourly rate for a father-in-law, mother-in-law, sister-in-law, brother-in-law, biological grandparents, biological aunt, biological uncle, biological grandchild, or a foster child that’s in your care.
  • Up to 18 months is granted for maternity leave. This is based on the employee’s decision.
  • Any other leave of absence will be based on a legal documentation provided by the employee. This will be reviewed by the employee and management to determine the best protocol for both ethe employee and the business.

Health & Safety Standards

  • Hold and maintain a current and up to date CPR & First aid Certificate
  • Keep your 10-year booster updated (tetanus and Diphtheria)
  • Report any Health or safety hazards at the center or on playground to supervisor immediately and secure and contain the area.
  • Maintain and follow the sanitary practices and fire drill procedures that are clearly posted in each room in the center.
  • If using any sanitizer and cleaners read labels or WHMIS reports regarding usage.
  • Doctor’s note may be required after a contagious disease – or repeated periods of illness.
  • Pick up litter/broken toys -inside & out – also to pull weeds/grass that grow in sand or along fence – encourage children to help.

Vulnerable Sector

  • a vulnerable sector check must be done prior to your start date. Must be original copy.
  • this document will need to be updated every 5 years
  • declaration form must be signed for year 2, 3 and 4 on the anniversary date on your VSC Behavior Management & Playground policy
  • These policies and procedures must be read and signed off before you start employment
  • found in policy Book in supervisor’s offices. You will also be required to review this policy annually and to sign off at that time.
  • To exercise control work with your co-workers to be consistent and clear when dealing with children in a reasonable and age-appropriate manner.

Position Vacancy

  • Vacated position will be posted internally (in the staff room) prior to public advertising.
  • A written request for a change of program/centers may be submitted to supervisor
  • A decision will be given after it is reviewed by Directors

Termination Notice

Written notice of termination to be given to supervisor/Director 2 weeks prior to termination date. Written notice of termination of employment by the employer is given in accordance with employment standards act

Stat Holidays

If you qualify, Stat holiday’s will be paid for the following: New Years, Family Day, Good Friday, Victoria Day, Canada Day, Labour Day, Thanksgiving, Christmas Day and Boxing Day. Paid hours for these days are based on a 4-week average for the previous weeks worked. To qualify, you must have worked your last regular scheduled shift before and immediately after the holiday

Wages

  • Base wage is minimum wage
  • Training wage is minimum wage
  • Provincial wage enhancement is 2.00 per hour working with the children directly, however this wage does not have to be a permanent position. It can be supply staff as well. This can be terminated at any time according to direction from the County of Hastings
  • GOG funding, as per directed by Hastings County. This funding is not guaranteed.
  • Workforce Funding, currently sitting at $1.00 per hour for staff with RECE. This is part of the CWELLC funding as it is not a permanent position.

Vacation

  • Permanent employees receive 2 weeks’ vacation after completing a full year of service – 4% vacation pay is given with each pay period – after five years you receive 3 weeks at 6% vacation. Extra vacation time is granted at the Directors approval
  • Vacation is to be taken in a block of 3- 5 days. Other single days may be approved by the directors. Vacation MUST BE REQUESTED in writing and sent to Darlene’s email at kindernorth@kinderlearningcentres.com.
  • Lay off may occur during low periods of clientele, option to be on call for supply and to be called back (provided they have met acceptable employment standards). Depending on the length of the lay-off, you may be required to update your employee file.

Benefits

Please ask management for current details as they may change time to time

  • Health/Dental – Employees are eligible to apply once they have completed their probationary period. Kinder Learning Centres covers half the costs.
  • Goodlife Corporate memberships. -All employees of Kinder Learning Centres can sign up for a Goodlife Membership at a 20% reduced rate. Please make a request to management and you will be assigned a kinder email account to sign up with at https://corporate.goodlifefitness.com

Evaluations

Evaluations will occur after the initial 3-month probation (unless issues arise earlier and then
every 12 months

IT IS YOUR RESPONSIBILITY TO KNOW AND UNDERSTAND ALL THE MATERIALS IN THE EMPLOYEE HANDBOOK. FAILURE TO COMPLY WITH ANY OF THE RULES OR REGULATIONS LAID OUT IN PART OR IN WHOLE CAN RESULT IN IMMEDIATE DISMISSAL.