Staff
Kai Ming Daycare Center Staff Handbook
Hiring Process
The hiring process at Kai Ming Daycare Center begins with an interview with our director. All faculty and staff members must undergo a background check pursuant to Massachusetts law. The background check will include a check by the Massachusetts Department of Social Services, (DSS), the Massachusetts Department of Early Education and Care (EEC). A Criminal Offender Record Check via the Massachusetts Criminal Offenders Records Information Act, known as a CORI will be conducted.
All staff members including volunteers are subjected to the same requirements concerning background checks, physical examination and the abuse and neglect policy.
Staff members are required to provide qualification of education certificate as well as first aid and CPR certificates.
Required Upon Hiring
All requested paperwork must be completed and submitted. A physical exam is required to be submitted annually.
Submitted at time of Interview
Applicants must submit the following to be considered:
· Cover Letter
· Resume
· References
· Copies of all applicable certificates and licenses
· Copies of qualification of education certificates
· Completed Employment Application
Non-Discrimination Policy
Kai Ming Daycare Center does not discriminate on the basis of Race, Color, Religion, Sex, Sexual Orientation, Marital Status, Age or Disability. Kai Ming Daycare Center is an equal opportunity employer.
Confidentiality
Staff members have to be aware of their position, status and image as role models as well as their access to confidential information. Therefore, all staff has to take special precautions as to their behavior and actions. Gossip, inappropriate jokes or discussing anything about children in public is not allowed. During work time personal business even personal phone calls are not allowed. The children and your duties should be of prime concern.
Parents are our partners and your image in their eyes says a great deal about our Center. Inappropriate behavior by the staff reflects badly upon our Center. Personal cell phones should be turned OFF during the work day and if a staff member needs to make a personal telephone call due to an emergency, for example, they will be given 3-5 minutes and they should make it in private from the telephone in the main office
Promotion
Staff will receive a promotion as a reward supporting the Daycare Center and for doing good work and showing enthusiasm.
Probationary Period
All new employees must undergo a six (6) month probationary period. During this period the employee will receive close supervision and receive on the job training.
During the probationary period the Director may recommend and initiate termination of the employee. Advance notice is not required
At the end of the probationary period the Director will decide to a.) terminate the employee, b.) make the employee permanent or c.) extend the probationary period.
Termination/Dismissal Policy
The Termination/Dismissal policy includes both voluntary and involuntary termination. All employees voluntarily terminating are required to provide two (2) weeks advance notice.
All employees being terminated involuntarily shall receive a notice stating the reason for termination such as causes beyond his/her control such as funding cutbacks, rescheduling, or unanticipated closing of the Center.
Voluntary Termination
All staff, faculty, employees and volunteers are required to provide at least two (2) weeks advance notice of termination to the director. In addition a letter of resignation indicating the reason for termination is requested as well as a termination interview.
Grounds for Discipline, Suspension or Dismissal
Any employee, staff member or volunteer may be suspended or be terminated for any of the following:
· Failure to follow Kai Ming Daycare Center policies, rules and regulations
· Failure to abide by the Kai Ming Daycare Center Code of Conduct (below)
· Failure to follow instructions or directives issued by a supervisor
· Unauthorized or unexplained absence
· Tardiness
· Deceptive or inaccurate or false statements in resume or application
· Falsifying records
· Contracting a communicable disease
· Failure to renew certain licenses, certificates or annual exams
· Failure to interact with children in an appropriate manner
· Failure to make required reports concerning abuse and neglect per the abuse and neglect policy below.
· Obscene Language
· Leaving the job without permission
· Failure to cooperate in an abuse and neglect investigation per the policy below
· An accusation of abuse or neglect (see #5 below)
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