Our Mission at WellKind School for Early Learners

At WellKind School for Early Learners we create opportunities for EVERY individual to deeply develop themselves and discover the diverse and unique talents that EACH one of us possesses.

The Vision of WellKind School for Early Learners

At WellKind School for Early Learners we believe that through promoting awareness of the 7 pillars of wellness and by purposefully connecting these areas, we will rise up as a community of fulfilled, passionate, joyful, and kind- hearted individuals armed with the knowledge and skills we need to become the best versions of ourselves and in turn use those skills to spark positive change in the world around us. We will be ambassadors for love, acceptance, peace and happiness in its fullest sense.  

Our Philosophy on Education says that each individual should aim to achieve balance of the seven pillars of wellness in order to reach their truest potential.

At WellKind School for Early Learners we believe that development in the areas of intellect, emotions, environmental awareness, relationships, healthy lifestyle, vocation, and human connectedness all have a valid and necessary place in the field of education.

We integrate awareness of the 7 Pillars of Wellness and through purposefully connecting these areas, we are preparing our students and team members to make lasting positive impacts on their communities.

Brain Building: Stimulating cognitive growth through exposure to new challenges which allow for problem solving strategies and critical thinking skills to emerge

Healthy Lifestyle: Promoting of healthy habits, leading an active lifestyle, activities to enhance muscular strength and coordination, and balanced nutrition

Emotional Growth: Actively working towards emotional intelligence, managing stressors, distinguishing and expressing feelings in a constructive way, and practicing a positive approach to life while facing obstacles with a curiosity to problem solve

Relationships: Creating conditions in which healthy relationships form and are maintained through talking, sharing in new experiences, and participation in events

Purpose & Passion: The personal and professional development of new skills and interests as well as seeking out opportunities to grow and learn through meaningful experiences

Environmental Impact: Awareness of our role in the community to protect our resources and advocating for keeping our world a clean, safe, and sustainable place to live

Gratitude & Appreciation: Seeking out all of the goodness around us, appreciating the beauty in life, and cultivating a culture where we work together towards this common goal of choosing to see through a lens of gratitude and appreciation

Our Core Values are the basis upon which the members of the company make decisions, plan strategies, and interact with one another. They reflect what is important to our organization and what it stands for. Our Core Values depict the highest standards we live by and embody what being the best version of ourselves looks like.

Lead with Integrity.

We believe that each and every one of us are called to lead with integrity. We recognize that as leaders what we say and what we do has a profound effect on the success of the organization and all of its members. Our dedication to all tasks, no matter how seemingly insignificant, speaks to the level of respect we have for ourselves and for all other members of this team. We know that once we stop putting our best effort forth in all areas, the entire organization suffers which is why we do what is right, just, and kind even when it appears no one is noticing.

Spread Positivity.

We recognize that a smile and a positive spirit goes a long way and influences everyone around us. We commit to keeping a positive outlook in the face of difficulty and seeing the bright side of things. We will not be energy vampires. We always have things to be grateful for and we will infuse our optimism into the good work we do. It is this contagious energy that will fuel us when the going gets tough. Positivity is an attitude and a mindset. It is not an emotion that comes and goes. It is a decision that we choose to live out moment by moment.

Lasting Impact.

We know that when we come together with a positive intention, we can do great things which have a lasting impact on everyone around us.  We strive to do meaningful work which creates an unforgettable impact and experience for all those we come into contact with.

Personal Growth.

We believe that the pursuit to achieve balance as individuals in the 7 pillars of wellness will lead to the best version of ourselves both in and outside the workplace. We see the personal and professional benefit in this goal. We realize that our students, families, coworkers, and our own selves will be the beneficiaries of this balanced and fulfilled self. We commit to taking the necessary steps to challenge ourselves and remain disciplined in incorporating wellness practices in our daily lives and constantly seeking to stretch ourselves to promote further growth where needed. We take full personal responsibility in working towards our own wellness so that we may inspire others to do so as well.  

Unity & Belonging.

We are all in this together. We understand the significance of our connectedness. No one, regardless of position or title, is more valuable than anyone else in this organization. We cultivate unity in the ways we work together towards our common goals of creating opportunities to develop the diverse and unique talents of each and every one of us. We are bonded by our desire to spark positive change in our learning community which will have a ripple effect on the world. We commit to building each other up and challenging each other as professionals to be better. We unite in the way we model behavior and attitudes which can be emulated by our students so that through us they may learn about peace, love, acceptance, and happiness. We foster an environment of belonging so that all team members, students, and families may feel safe and thrive. We hold each other accountable when we fail to reach this goal and we push each other to get up and try again.

Purpose of the Team Member Handbook

This Handbook provides information on procedures, policies and other team member matters. It also sets the tone for positive interpersonal relationships, professionalism, and standards of excellence among the team members of WellKind School for Early Learners. These policies are an important element in the relationship between the organization and individual members of the team.

These policies affect every team member and apply to all.

Team member policies are established and amended by the Owner and/or Director. Although adherence to these Policies is considered a condition of employment, nothing in this Handbook is intended to imply a contract or convey any contractual rights and it may be modified or revised by WellKind School for Early Learners at any time.

Policies will be reviewed periodically and changes or amendments will be presented to each team member. When changes are made, team members will be notified in writing. If you believe a policy has become outdated or is adversely affecting team member performance, please make the Executive Director aware.

Suggestions for inclusion in revised Handbooks are welcome.

These Personnel Policies shall apply in addition to any applicable laws and regulations. WellKind School for Early Learners also uses job descriptions, Parent Handbook, and other appropriate written materials to communicate work expectations and employee responsibilities.

All team members at WellKind School for Early Learners report to the Executive Director.

Administration of the Team Member Handbook and Policies.

The Executive Director has full responsibility for administration of personnel policies and shall ensure that the current “(Employee) Team Member Handbook / Personnel Policies” manual is available at all times to the team members and candidates for team member positions.

Each team member shall have access to the “Team Member Handbook / Personnel Policies” and after reading it thoroughly, shall sign a statement that he or she has read and understood the policies and agrees to honor his or her obligation to adhere to the policies.

The content of a manual does not constitute nor should it be construed as a promise of employment or as a contract between WellKind School for Early Learners. and any of its employees.

WellKind School for Early Learners at its option, may change, delete, suspend, or discontinue parts or the policy in its entirety, at any time without prior notice.

For the purpose of this Handbook, we will refer to all Employees as Team Members. The terms employee, team members member, and team member may be used interchangeably.

It is the intention of the organization to be in compliance with Federal, State, and local laws at all times. WellKind School for Early Learners does not discriminate in employment with regard to race, creed, national origin, political affiliation, marital status, age, gender, sexual orientation, or number of dependents.

A team comprised of people of varied religious, racial and cultural backgrounds is encouraged for the good of the children, their parents, and the community, as well as the team members and the organization. No employee shall aid, coerce or conspire to cause a dismissal or resignation of another employee because of illegal discriminatory factors.

Team Member File Requirements

Each team member must complete an Application for Employment, 4 clearances (State Police, FBI, Child Abuse, and NSOR), a W-4, an I-9, 2 letters of recommendation, a health statement and TB test, a Mandated Reporter training,  a Health and Safety Training and other such forms or statements as may be requested.

In addition, team members must provide diplomas and transcripts from all colleges and high schools attended.

The Team Member File shall be complete before the team member begins working directly with children.

Team Member records are confidential. They include evaluations, salary history, training records, application, resume, transcript, leave information, reference information, documentation of employment actions, letters from colleagues, parents, and children, and insurance information. If you wish to see your file at any time, please make this request to the Director.

Note: the 4 required clearances and the mandated reporter training must be renewed every 5 years as long as the team member remains on team members.

Team Member Qualifications

Qualifications for Team member positions include demonstrated competence and skill for each position to be filled.

Formal and informal training is required.

The Director will give each prospective team member information concerning the organization and programs of the Center, and will define the requirements and conditions of employment relative to each position.

Job applicants shall provide complete and accurate information about their education, training, experience, interests, capabilities, limitations, special skills and at least two outside references, preferably from former employers. Any factors

which might hinder effectiveness in the job shall be fully disclosed.

Team Member Health Requirements

Team members’ must be free of any health problems that could interfere with the performance of assigned job duties or endanger the health, safety, or well-being of the children. All employees must be able to see, hear, direct, assess, and intervene in their supervision of children.

All team members must be able to lift children and/or necessary equipment of up to 30 pounds, bend from the waist, stoop, kneel, and squat with ease. All team members must be able to get up and down from the floor with or without reasonable accommodations.

New team members are required to provide a Tuberculin (Tb) test showing freedom from tuberculosis (Tb) at the time of initial employment by a licensed physician or clinic as well as a current physical completed within the last 12 months.

Physicals must be completed again every 2 years (24 months) after initial physical was completed.

Additional tests and/or examinations may be required from time to time at the discretion of the director.

The cost of pre-employment exams will be borne by the employee. In the event of a positive tuberculosis test, the employee is required to present proof of follow-up action as recommended by a licensed physician or health professional.

Physical forms are available in the Main Office.

Assignment of Team Member Roles

All team members are employed subject to assignment or reassignment at the discretion of the Director. Any supplemental duties given to a team member, including those for which additional pay is received, may be modified or discontinued at any time.

Administrative Team Member Positions

Administrative position appointment is based upon qualifications and demonstrated competence for the position. These ideally include supervisory experience, training in early childhood education at an approved site, and experience in the field of child care and child development demonstrating ability to coordinate and integrate the various components of such programs.

Personal Qualities

Friendliness. Maintains a positive attitude towards others; alert to the moods and needs of others.

Honesty. Truthful about hours, sick and personal leave, and other matters. Accepts responsibility for own errors. Respects the property of others.

Integrity. Maintains wholesome interpersonal relationships free of gossip about other team members or about parents.

Punctuality. Keeps to agreed schedule, arriving promptly and honoring time limits of relief periods.

Dependability. Performs responsibilities as promised. Uses work hours for Center work. Self-motivated. Doesn’t abuse privileges.

Positive Attitude. Refrains from complaining openly. Discusses concerns privately with a Director.

Appearance. Neat, well groomed, appropriately dressed, poised, and well mannered. Adheres to guidelines of the team members handbook.

Patience. Exhibits self-control in dealing with others, avoids uncontrolled or abusive tone of voice.

Enthusiastic. Projects an evident interest in the job.

Relationships with Children

Individualization. Shows awareness of and concern for personal differences among individuals in dealing with each child’s needs, interests, and capabilities. Helps each child feel comfortable and special with an individual greeting, hug, or pat upon arrival.

Knowledge. Plans a variety of activities developmentally appropriate to each age and accomplishment level; thereby fostering exploration, investigation, and creativity.

Resourcefulness. Demonstrates creativity in designing programs and in use of materials.

Flexibility. Able to work with individuals and groups of children equally well.

Professional Manner. Uses appropriate language and relates behavior to growth and development. Helps children build self-esteem. Frequently bends to eye level when talking with children.

Discipline. Provides guidance in a positive manner; uses non-punitive methods.

Responsibility. Monitors and assesses each child’s growth, development, and performance; notes changes; maintains appropriate records and provides reports.

Tolerance. Treats all children equally, with respect, dignity, and empathy. Avoids prejudicial attitudes.

Good Example. Portrays positive attitudes, including sharing, concern for others’ feelings, interest in individuals, cooperation, etc.

Professionalism

Personal Growth. Committed to the idea of continuing personal and professional development. Pursues studies and/or reading to keep current in the field of early childhood development.

Loyalty. Supports the goals, objectives and philosophy of the Center. Adheres to policies and procedures.

Integrity. Respects confidentiality of information.

Cooperation. Committed to the concept of teamwork, shares ideas, materials, and services. Works in a comfortable manner with peers, supervisors, and assistants. Offers guidance in positive ways. Willing to share responsibilities and assume others’ tasks in emergencies.

Friendliness. Maintains a friendly but professional relationship with parents and co-workers.

Tolerance. Treats all parents equally and without favoritism, accepting all at their individual levels. Respects others’ rights to their individual ideas and points of view.

Receptive. Willing to accept and accommodate new ideas.

Overall Concern and Awareness

Safety and Health.  Gives primary consideration to the health and safety of the children at all times.

Organization. Keeps materials and equipment well ordered, presenting a neat and attractive appearance in the facility.

Responsible. Respects the use and care of materials and equipment, avoiding waste. Assumes personal responsibility for minor environmental problems overlooked by others.

As a member of WellKind School for Early Learners, you are expected to conduct yourself in a professional manner at all times.

Please remember that you are an example that others may look to for guidance.

You must dress and look neat and in good taste.

You should be punctual, dependable, tactful, discrete, and helpful.

You should be responsive to the needs of the children and to their parents, retaining your poise at all times.

You are expected to treat all information regarding members of the Center community (children, parents, team members, etc.) with strict confidence and to avoid gossip at all times.

Let parents know you take pride in your work and conduct yourself in a way that conveys this attitude through the care with which you undertake your daily activities.

Be accurate in the way you record and share necessary information about each child’s day. Parents should receive reliable daily information regarding their child’s eating, sleeping, bathroom, and activity patterns. 

 Remember that caring for other people’s children is different from caring for your own child or babysitting. The way we conduct ourselves in a classroom setting is much more formal. We maintain ratios, never leaving a child unsupervised, and we communicate in a professional way regarding a child’s day with families. Personal conversations, manners or speaking, or casually interacting are not appropriate in a child care setting.

Use proper language in describing your work. Remember by using words such as early learning center instead of daycare you are advocating for the field of early education. Don’t undervalue the important work you do by using outdated vocabulary to describe it.

Be advised that pick up and drop off times are the families ONLY chance to get an impression (a snapshot) of the type of educator you are and what it might feel like to be a student in your classroom from the child’s perspective. More than ever you should be putting your best foot forward to reflect the professional person that you are and who you aspire to be. It is extremely important to greet each family member, to smile, to say something positive about their child, using a cheerful tone of voice, and to be engaging with the children.

Don’t forget to have fun! Being professional in your conduct does not imply stiffness or formality. Have fun with the children and don’t be afraid to let them know how much you really do enjoy being with them. Let them see that you can share in their laughter just as readily as you share their feelings when they have been hurt and are crying. Let them know you can enjoy their view of the world.

Full-Time Salaried employees regularly work at least thirty (37) hours per week; receive a designated annual salary, paid bi-weekly.

Full-Time Hourly employees work at least thirty (35) hours per week and receive a designated rate per hour for hours worked, paid bi-weekly.

Part-Time Hourly employees work less than thirty (30) hours per week, as the Center requires, and receive a designated rate per hour for hours worked, paid bi-weekly and are not eligible for benefits (including paid time off).

Temporary, Summer and Substitute Workers employees fill in for regular team members members for a limited period of time (up to three months), are paid on an hourly basis, and are not eligible for benefits (including paid time off).

Individual compensation is established at the time of employment.

Compensation may vary according to the amount of responsibility associated with a particular position as well as the abilities, training, length of service, education and experience of each employee.

Salaries and wages are subject to review annually..

For the purpose of this Handbook, we will refer to all Employees as Team Members. The terms employee, team members member, and team member may be used interchangeably.

Teacher’s Aide $7.50-$9/hr.

A person selected for this position will be responsible for assisting a classroom’s Lead Teacher and/or assistant teacher with the general supervision and management of a class of children. Reports to and works with classroom Lead Teacher and/or Assistant Teacher

Qualifications

Must be at least eighteen years of age, and meet the requirements of the licensing agency. Must have a warm and friendly personality, be sensitive to the feelings and needs of others, be able to relate well to children, and be willing to fulfill responsibilities in accordance with the Center’s program and philosophy.

Responsibilities 

Responsibilities will include, but will not be limited to, the following

Assist in implementing the daily program under the direction of the Lead Teacher/Assistant Teacher.

Assist in preparing the learning environment, setting up interest centers, and preparing needed materials and supplies.

Help with the general housekeeping tasks.

Assist the Lead Teacher/Assistant Teacher in other ways as requested.

Maintain a professional attitude and loyalty to the Center at all times.

Treat all children with dignity and respect.

Attend all team members meetings and recommended training programs and conferences.

Participate in professional organizations that work for the improvement of early childhood education.

Assist Lead Teacher/Assistant Teacher with implementation of appropriate early childhood education experiences.

Help Lead Teacher/Assistant Teacher to supervise and promote activities designed to enhance the healthy emotional, social, intellectual, and physical development of children enrolled at the Center.

Help to maintain a neat and organized classroom.

Help children establish good habits of personal hygiene; change diapers and assist with toilet training.

Attend parent group and Center functions.

Supervise all activities to ensure safety at all times.

Report to Lead Teacher/Assistant Teacher any problem which may occur with the children.

Assistant Teacher $9-$11/hr.

A person selected for this position will be responsible for assisting a classroom Lead Teacher with the general supervision and management of a class of children.

Reports to and works with classroom Lead Teacher.

Qualifications

Must be at least eighteen years of age, in the process of becoming professionally prepared to be a teacher of young children, and meet the requirements of the licensing agency. Must have a warm and friendly personality, be sensitive to the feelings and needs of others, be able to relate well to children, and be willing to fulfill responsibilities in accordance with the Center’s program and philosophy.

Responsibilities

Responsibilities will include, but will not be limited to, the following

Assist in planning and implementing the daily program under the direction of the Lead Teacher.

Assist in planning and preparing the learning environment, setting up interest centers, and preparing needed materials and supplies.

Supervise the classroom when the Lead Teacher is out of the room.

Help with the general housekeeping tasks.

Assist the Lead Teacher in other ways as requested.

Maintain a professional attitude and loyalty to the Center at all times.

Treat all children with dignity and respect.

Attend all team members meetings and recommended training programs and conferences.

Participate in professional organizations that work for the improvement of early childhood education.

Assist Lead Teacher with implementation of appropriate early childhood education experiences.

Help Lead Teacher to supervise and promote activities designed to enhance the healthy emotional, social, intellectual, and physical development of children enrolled at the Center.

Help to maintain a neat and organized classroom.

Help children establish good habits of personal hygiene; change diapers and assist with toilet training.

Attend parent group and Center functions.

Supervise all activities to ensure safety at all times.

Report to Lead Teacher any problem which may occur with the children.

Observe, record, and report on the behavior of individual children as assigned.

Lead Teacher $12-$14/hr.

Reports to the Director.

Responsible for planning and executing the educational program in accordance with the purpose and goals of the program.

Responsible for the general supervision and management of a class.

Qualifications

Professionally prepared as a teacher of young children, especially in the field of early childhood education or development; meeting the requirements of the licensing agency. A sensitive, mature individual who relates well to children and adults.

Responsibilities

Responsibilities will include, but will not be limited to, the following

Plan, supervise, and implement the program for the class in accordance with the policies and philosophy of WellKind School for Early Learners.

Gear the program to the needs of individual children with concerns for their interests, handicaps, special talents, and individual style and pace of learning.

Consider individual children in relationship to their cultural and socioeconomic background.

Treat children with dignity and respect.

Plan and implement appropriate early childhood education experiences with a variety of materials in the fields of art, music, literature, science, etc.

Supervise and promote activities designed to enhance the healthy emotional, social, intellectual, and physical development of each child enrolled at the Center.

Supervise upkeep of all educational equipment and materials in assigned area.

Eat all meals with the children and encourage development of sound nutritional practices.

Help children to become aware of their roles as integral members of a group.

Maintain progress records of each child’s growth and development, prepare periodic reports, and review with Director and parents.

Work with parents to promote understanding of their child’s growth and development; encourage parent participation in school programs; attend parent group and Center functions; conduct conferences on request.

Be responsible for the ordered arrangement, appearance, decor, and learning environment of the classroom and its learning centers.

Assume an equal share of the joint housekeeping responsibilities for their classroom.

Attend all team members meetings. Plan and implement one team members training meeting each school year.

Participate in recommended training programs, conferences, courses, and other aspects of professional growth, maintaining current knowledge of early childhood practice.

Effectively train, supervise, and utilize classroom assistants and primary floaters.

Contribute to team members In-Service Training Program by planning, leading, or assisting in a workshop presentation or by developing resources.

Conduct parent conferences on each child’s school adjustment, classroom behavior, and developmental progress.

Plan and implement methods of establishing a positive liaison with parents. Communicate frequently with parents informally, with periodic notes and verbal communication as well as a Parent Letter at least monthly.

Assist in public-relations events sponsored by the school.

Supervise all activities to ensure safety at all times.

Prepare daily attendance report for children in assigned group.

Help children establish good habits of personal hygiene; change diapers and assist with toilet training as needed.

Maintain a professional attitude and loyalty to the Center at all times.

Participate in professional organizations that work for the improvement of early childhood education.

Introductory Period / Orientation

All newly hired team member will automatically be on an introductory status for up to 90 days. During this period he/she will be closely supervised to determine if the team member and position are a good fit. No specific cause is necessary for termination at any time during the introductory period. Job descriptions for each position at the Center are in this handbook. All team members should be familiar with their job description.

Period End Evaluation

After the introductory period has ended, a Director will prepare a written evaluation and the team member will prepare a self-evaluation. Input from parents (clients) and co-workers may also be requested. The evaluations will be discussed with the employee and an individualized training plan will be developed if necessary. The employee will sign and date the evaluations to indicate completion of the process. If the evaluation results indicate a need, the Introductory Period may be extended.

Team Member Evaluations

Team members will be eligible for performance evaluations on their employment anniversary date each year.

Note: employment anniversary date is considered to begin after initial (90 day) introductory period.

Annual evaluations by the director will serve as the basis for each employee’s continued employment, promotion, demotion, compensation changes, or termination. A self-evaluation will be completed by the employee annually. Input from parents (clients) and co-workers may also be requested. The evaluations will be discussed with the employee and an individualized training plan will be developed. The team members member will have an opportunity to make a statement on the evaluation with respect to any disagreement.

Ongoing Evaluations may be conducted at the discretion of a Director at any time. Results of an ongoing evaluation showing unsatisfactory performance may be grounds for Disciplinary Action or termination of employment.

Team Member Promotions/Pay Increases

Promotions shall be based on ability, preparation, qualifications, performance, and willingness to assume new responsibilities. All promotions and compensation changes shall be approved by the Director.

Pay increases for full time hourly team members and full time salaried team members increases will typically coincide with the anniversary of employment

Punctuality

All employees are expected to be reliable and punctual in reporting for work. Our goal is to provide consistency and stability for children, families, and team members as well as meet state ratios; so all employees are expected to maintain prompt, regular attendance.  Excellent attendance and punctuality are reflections of reliability and a positive work attitude. Both are an important part of job performance. Keep in mind that punctuality also refers to being ready to work at your scheduled time. Arriving at your scheduled time and then taking time to take a bathroom break, get settled, and make a coffee does not count as being punctual. All of these tasks should be completed prior to your start time so that you are ready to engage in job related responsibilities at your scheduled start time.

Check In-Check Out Responsibility

All team members shall “clock” in and out of Brightwheel on provided tablets.

Any failure to sign in or out in the Brightwheel App may result in payroll being reflective of the hours logged in the app. It is the staff’s responsibility to ensure their hours are properly recorded.

Daily “sign-in” time shall be no earlier than 5 minutes before your designated starting time and “sign-out” time shall be no later than 10 minutes after the designated finishing time, unless specifically previously authorized or requested by Administration.  Making sure  you are signed into the correct classroom is also an ongoing responsibility of the team member.

Breaks

Lunch breaks are established by the Administration and may be changed with little to no notice according to need and team members requirements.

Full-day (over 6 hours) team members shall have a lunch break after every 5 hours worked. Staff are required to take their entire designated lunch break and must sign in and out of the Brightwheel App to reflect the break period accurately. Wages are based on the actual hours worked during each pay period.

Work Week Schedule Availability

The Center is open from 7:15am to 5:15pm, Monday through Friday of each week, except for specified holidays. Flexible hours, which meet the needs of the Center, may be employed at the discretion of the Director.

Team member’s must be available to work the hours stated above.

Schedules are established by the Director and may be changed with little to no notice according to center family needs and team members requirements.

Overtime

All overtime must be approved by a Director in advance.

Hourly team members may not work more than 40 hours without Director’s authorization. Whenever possible an hourly employee’s work schedule will be adjusted to avoid working more than 40 hours within a work week. Keep in mind that if a holiday or closure day falls in a work week in which you would be paid for more than 40 hours, the extra hours will be paid as straight-time (at your rate of pay) not overtime (time and a half) since you didn’t actually “work” on the closure date even though you may be paid for the 8 hours. Example: You stayed an extra hour on Monday but the Center is closed on Friday. In this case, you would be paid for 41 hours regular time not 40 hours plus 1 hour of overtime.

Scheduling as it Pertains to Ratios

Maintaining Pennsylvania State ratios is of primary importance, therefore team members are not allowed to leave their classrooms until a replacement team member has arrived to their classroom or the child-team members person ratio has already been met. Visiting other classrooms to socialize is not permitted. Phone calls using work phones may be made to ask any job-related questions while you remain in your assigned classroom. Gathering of supplies should be made in advance to anticipate needs and to maintain proper ratios.

Making Appointments

In order to avoid scheduling difficulties, it is generally best to schedule appointments outside of work hours or during scheduled breaks, however it is understandable that this is not always possible. For that reason, it is in your best interest to seek guidance from the Director regarding best days or times based on the current schedule and available staff coverage. Once an appointment has been approved please understand that unforeseen circumstances such as school closings, weather, or staff unavailability may make it impossible to honor the intended appointment time so we ask for your continued support and flexibility.

Team Member Training and Professional Development

WellKind School For Early Learners professional development policy requires each team member to participate yearly in a minimum of twenty-four (24) clock hours of training in subject areas such as language development, child development, social and emotional development, health and safety practices, curriculum, positive interactions, inclusion and professionalism.

Regardless of previous experience and education, all team members are expected to continue their training in practices and techniques for teachers and caregivers of young children to acquire new knowledge and gain new skills. Training hours may include time spent in workshops, conferences, educational associations, formal schooling, self-instructional material, or planned learning opportunities provided by the Director, other team members, or consultants. The Center will make team members aware of training opportunities throughout the year.

WellKind School For Early Learners will pay (at its discretion) straight-time for pre-approved, required training hours. WellKind School For Early Learners will pay (at its discretion) for the cost of the training sessions. If a team members member is registered for a training session but does not attend for any reason, WellKind School for Early Learners is authorized to deduct any costs it has incurred from the team member‘s paycheck.

Team members are encouraged to pursue optional additional training in addition to the 24 hour minimum requirement if they have identified an area of need which should be discussed with the director. 

Team  Meetings

All team members (full-time, part-time, and support staff) shall attend monthly regularly scheduled team meetings and planning sessions outside of regular working hours, generally not exceeding two hours per month.  Team members will be given a minimum of 48 hours’ notice of meeting times and dates and should make every effort to attend as it is not only an opportunity to learn and share experiences but to come together as a team. If a team member cannot attend a meeting, they must provide a written excuse via email. The team member is also fully responsible to be up to date on all items covered on the agenda and be implementing any changes immediately following the meeting date with no exceptions.

Family Engagement Event Participation

WellKind Events are an important time to strengthen bonds with the families of the program. Events not only support our Relationships Pillar but also allow for time in which we can learn and grow as an organization. Your attendance is crucial and is a part of your job responsibilities. A formal written excuse will be expected for any team member who is unable to attend a Center sponsored event.

Curriculum Planning & Preparation

Team members who are responsible for curriculum planning and preparation will be allotted 1 hour of weekly paid planning time. Team members should use the team member lounge area to do their planning if available and convenient.  All lesson plans must be completed by the Friday prior to the week of implementation for approval. If lesson planning time is not available on any given week due to staffing or other scheduling issues, you are still expected to have lessons planned and prepared and you will be paid for that planning hour outside of your work time. Failure to be prepared for your students at any given time may result in disciplinary action.

The Director handles all team members scheduling for the Center, team members should contact the Director for:

Time Off Requests

To be submitted, in writing through email to elizabeth@wearewellkind.com at least one (1) week in advance (or more, to improve the probability of approval).

Requests will be returned with a response within 48 hours.

Note: some time off requests will not be able to be approved and will be denied due to scheduling conflicts or availability of substitute coverage.

Sick/Emergency Call-In

To facilitate scheduling, call the night before if feeling unwell, no later than 09:00 pm. If you become ill in the morning before work, call one hour and a half hour (1.5 hours) before your scheduled start time.

Direct contact with the Director is required.

It is not acceptable to just leave a voice message. You must receive a response via text or voicemail to ensure that the information has been received.

Be sure to have the Director’s phone number with you at all times.

Paid Time Off

No paid time off or sick time is provided for part time or temporary employees. Hourly full time employees must work at least 90 days before any paid time off (PTO) may be taken.

Paid Time Off accumulated during an employment year can be carried over to the following employment year not to exceed the maximum hour amount of 12 hours. Time off must be scheduled at least one week in advance with a Director, who will consider the needs of the Center, ease of substitution,  amount of time off requested, recent history of time off, and the employee’s wishes.

Only approved paid time off shall be granted with pay.

When employment is terminated as a result of reorganization or termination by the employer or by an employee, the employee is not able to receive pay for unused paid time off.

Time missed from work will automatically be deducted from accumulated Paid Time Off.  Paid Time Off cannot be taken in excess of actual Paid Time Off earned.

Any team member, who is not a designated lead classroom teacher, with a concern about some aspect of classroom operation or policy should first discuss the matter with the Lead classroom teacher.

If the Lead Teacher cannot resolve the concern independently and to the satisfaction of the other team member, within 24 hours the lead teacher or the other team member may verbally bring the matter to the attention of a Director.

If the Director is unable to arrive at a solution satisfactory to those involved, within 24 hours the Director will verbally bring the matter to the attention of the owner.

For convenience and expediency, the Director may ask the team members member to present the concern to the owner.

If a team member brings a concern to the owner without first consulting with a Director, the owner will ask the team members member to first confer with the lead teacher or Director as appropriate. A grievance may be filed in writing followed by an appointment to review the grievance.

At any time during the above process, a grievance may be filed in writing, and submitted to the appropriate individual in the designated chain of command. This will be followed by an appointment to review the grievance within seven (7) working days by the lead teacher, director, and/or owner as appropriate.

The owner’s action regarding the grievance is final. 

Team members attire should be practical while reflecting an attitude of pride and professionalism. Since team members act as role models for young children, choices must be consistent with conservative and generally accepted standards.

Team members are encouraged to dress comfortably, recognizing that work in an early childhood environment requires unhindered freedom of movement and is frequently quite messy.

Clothing must be clean and in good condition, with no obvious stains or holes. Team shirts are to be worn everyday unless the company has notified the employees of an exception. Shorts, skirts, and dresses should be of adequate length (as close to the knee as possible) to ensure coverage when moving and bending. Pants should be high rise without holes in any area other than the knee.

On dress down days, clothing choices must be modest. No halter tops or bare midriffs, No backless, off the shoulder, or “strapless” tops. No visible bras or bra straps (sports bras or otherwise). Women’s tops must have straps (wider than “spaghetti” straps).

Clothing must not present tobacco products, alcohol, drugs, violence, or sexual innuendo. Accessory choices should take into account concern for safety and hygiene as well as respect for prevailing cultural / social values.

Some tattoos and body piercing/jewelry may be deemed unacceptable at the discretion of the Center. (Tongue studs are strongly discouraged and, if worn, should not be noticeable.)

The way a team members member dresses makes a statement about how seriously they take themselves and their work. It should demonstrate common sense and respect for others (children, parents, team members) in the environment. No hoop earrings are allowed as children can easily pull  on them. Facial piercings should be removed if possible or changed to a discreet stud.

Hair should be clean and well-kept. Colors and styles of hair should reflect a professional standard and should not draw any attention to it. Nails should be kept a short to moderate length to ensure that no child get inadvertently scratched and that job responsibilities can be completed with ease (i.e. diaper changing, putting on shoes, zippering coats, playfully interacting with children)

Safe and practical footwear must be worn at all times. Shoes must be sturdy, low-heeled, and in good repair. For reasons of safety, some types of footwear, such as flip-flops, are not allowed. Footwear must be capable of remaining on the wearer’s foot in any position without any effort by the wearer. No high heels or open back shoes allowed for safety reasons. Open toed shoes should be worn with discretion as toys and other such items may drop on feet causing injury.

A Director may require an employee to improve or correct their appearance. Employees whose personal appearance, personal hygiene or demeanor is not appropriate for work will be asked to clock out and to return to work appropriately dressed.

For those employees who work in classrooms where shoes must be covered or removed for sanitary reasons, please keep in mind that when entering or leaving the classroom as a shoe change must be made. One cannot walk with the same footwear outside and then enter into the classroom bringing the dirt and grim from the hallways or other areas into the classroom setting.

IPad use is limited to job related responsibilities. Only team members should have access to the classroom IPad as children are NEVER permitted to use it for any reason.

iPads are an expensive classroom tool and if it is broken or lost while in THE Team member’s care they will be either fully or partially responsible to replace it.

Acceptable job related duties iPad should be used for:

Checking In-Out

Lesson planning

Sending notes and reminders to families

Documenting diapering and toileting

Documenting and distributing meals

Documenting activities through photo taking

Enhancing a planned activity through the use of media

Unacceptable examples of IPad use:

Personal reasons such as checking email, social media, or surfing the internet

Entertaining children (i.e. putting the Ipad in front of the children to watch something)

As a toy or tool for the children to use (i.e. allowing them to hold it to watch or search for something to use for drawing, listening to music, etc)

IPads are an important part of our program since their use supports your ability to complete job tasks more effectively as well as share the classroom-life experiences with families.

You should be using this tool as much as possible throughout the day, both indoors and outdoors. It is not acceptable to use the iPad less in order to keep it “safe”.

It is merely a reminder to be mindful in your daily use of it so that we may keep it in the best condition possible over the longest period of time.  

All classroom related equipment and furniture is the responsibility of the staff persons to keep in excellent condition. Sitting on furniture and misuse of equipment used to complete daily tasks is in direct violation of team member etiquette.  Team members may be financially responsible to replace broken or damaged equipment.

The Center is concerned for and is aware of its responsibility for the safety of the employees. Every effort has been made to safeguard our children and employees.

It is important that you comply with all security measures, perform your duties in a safe manner and follow all established safety rules.

You should discuss with your supervisor the potential hazards of your job and make sure you are familiar with any equipment you may need to operate. If you work with hazardous materials, be sure to ask your supervisor to review safe handling procedures with you. Immediately report any concerns that you have regarding your own personal safety, or the safety of other employees, children or families

Work Related Injury Insurance

All employees will be covered by Worker’s Compensation Insurance, and PA Unemployment Insurance. A team members member who is injured on the job must report the injury immediately to a Director and complete a “team members Injury Report”.

Failure to report may disqualify the employee from receiving any benefits. Certain injuries sustained in the course of employment will not be covered by the program.

Site Safety

It is a collaborative approach to ensure the classroom environments are safe. For that reason, each classroom is required to complete a daily safety checklist. These site safety checks will be verified on a monthly basis by administration.

If any hazard is identified, it is the team members person’s responsibility to attempt to rectify the situation immediately but is asked to seek assistance if this is not possible or not feasible.

Pick Up Persons

You should recognize each individual that arrives to the classroom. Any person who is not a regular pick up person with be carrying an authorized pick up badge and/or will be accompanied by another team member as proof of their legitimacy. Do not hesitate to ask the person who they are or ask them to show you their ID. Furthermore, if it appears to you that the pick up person is intoxicated, you have the right to delay or deny pick up of the child for safety reasons. No person under the age of 18 years may pick up a child, this includes siblings. It is the team members reasonability to release the child to an adult.

Injury and Illness Tracking

When an injury occurs in the classroom, it is the responsibility of the supervising team members person to fill out an injury report which will be signed by and given to the parent.

This report will explain the incident in a manner which protects the identity of any other child involved and shares the information with the family member in a thoughtful and caring manner. It is important to take care in the language chosen when writing an injury report. It may be necessary to ask for the assistance of an experienced team members person or your director when completing this task. In addition, a photo of the child’s injury should be attached to the child’s electronic portfolio for future reference. All injury reports should be turned into the director’s office after parents have signed and received their copy.

Illness should also be documented and attached to the child’s electronic portfolio.

A Suspected Illness Form should be filled out and given to the parent at pick up time. The director will review both injury and illness reports monthly for possible patterns and in an effort to minimize future occurrences.

Team members should be diligent about the prevention and elimination of illnesses by keeping the classroom environments sanitary and adhering to health and safety policies such as removing toys that have been mouthed, placing them in the soiled toys bucket, and sanitizing them before returning them to the play environment. Team members should also wipe down all surfaces children have access to and use proper handwashing procedures.

WellKind prides itself on building a trusting work environment that balances team members respect with the Center’s business needs.

To maintain this environment, team members must use good judgment, and act in a manner consistent with company objectives and values. To further enhance this goal, team members are prohibited from initiating or accepting employment arrangements (e.g “nanny or babysitting”) with WellKind School for Early Learners’ families while employed by the Center and for a period of twelve (12) months after their employment at the Center ends.

This non-compete agreement also applies to those individuals who plan to open their own child care center. No person should use the information and training gained while employed at WellKind School to work for or operate a business which would be considered direct competition for WellKind School. 

On occasion, employees may pick up a side job either seasonally or during the hours that WellKind is not in operation. Please note that the secondary employment should NEVER affect performance or attendance at WellKind School. While at WellKind, the focus should be solely on your role and responsibilities here. If a team member’s secondary employment includes selling of a product or service, team members are not allowed to solicit other employees or families during scheduled work hours to talk about the other company or attempt to sell products or services.

Within WellKind School for Early Learners confidential and sensitive information will only be shared with employees of WellKind School for Early Learners who have a “need to know” in order to most appropriately and safely care for your child.  Confidential and sensitive information about faculty, other parents and/or children will not be shared with parents, as WellKind School for Early Learners strives to protect everyone’s right of privacy.  Confidential information includes, but is not limited to: names, addresses, phone numbers, disability information, health related information, custody information, or any other such information deemed private of anyone associated with WellKind School for Early Learners.

Outside of WellKind School for Early Learners, confidential and sensitive information about a child will only be shared when the parent of the child has given written consent, except where otherwise provided for by law.  Parents will be provided with a document detailing the information that is to be shared outside of WellKind School for Early Learners persons with whom the information will be shared, and the reason(s) for sharing the information. 

Any parent who violates the Confidentiality policy will not be permitted on agency property thereafter.  Refer to the policy regarding Parents Right to Immediate Access for additional information regarding dis-enrollment of a child when a parent is prohibited from accessing agency property.

You may observe children at our center who are disabled or who exhibit behavior that may appear inappropriate (i.e. biting, hitting, and spitting).  You may be curious or concerned about the other child.  Our Confidentiality Policy protects every child’s privacy.  Employees of WellKind School for Early Learners are strictly prohibited from discussing anything about another child with anyone.

Confidentiality as  it pertains to Social Media

Social media are defined as online technology tools that enable people to communicate easily via the internet to share information. Some of the most popular social media are Facebook, Twitter, Instagram, and LinkedIn. You may think social media posts are private but they are NEVER PRIVATE. They can be copied by your friends and passed to people you don’t know. Never post any photos or information about a staff member, our organization, child or family involved in our care, either by name or by any other descriptive nature, on any social media site, ever. This includes positive as well as negative comments.

As your employer, we reserve the right to review sites to ensure adherence to this policy. Violations of this policy are grounds for discipline including the possibility of dismissal.

Social Media Friending

It is against WellKind Policy to accept friendship invites from parents enrolled in our program or to invite them to be your friend. If the “friendship” formed due to the relationship fostered at WellKind then it is not acceptable to engage with the person outside the professional setting. If the friendship existed prior to meeting at WellKind then you have a choice to unfriend the person or be extremely careful about whatever you are posting at all times.

Drop off and pick up times are the single most influential times for families to see what type of educator you are and to envision what kind of day their child will have or has had. This is your opportunity to show your best qualities. Drop off and pick up times are a snap shot, a mere 5 minutes, however those 5 minutes can very negatively affect the trust and positive relationship you are aiming to build with the parent. Some positive things that the parent should be seeing:

Engaged children,

Smiling faces,

Fun activities,

Teacher-Child  positive interaction,

Great supervision

Some things families should NEVER see at pick up or drop off:

• Yelling teachers,
• Disengaged teachers,
• Unsupervised Children,
• Unhappy children,
• An unclean environment

Doing your part to make sure that the parent has the very best snapshot of their child’s day is one of your primary roles.

Food and Drink

In accordance with Health and Safety Standards, employees are expected to sit,  eat, and engage in meaningful conversations with the children at snack and lunch times. Eating at any other time should be confined to the team members break room.

Employees are permitted to transport hot beverages in a covered and locked thermal cup only and should always place them out of reach of children.

Before entering the children’s environment, all beverages with a logo should be transferred from their original container to unmarked cups available in the team members’ break room.

In accordance with our Healthy Lifestyle Pillar, team members may not advertise food company brands in the classroom nor should they engage in eating less than healthy food choices in the classroom areas.

These wellness polices apply to Holidays and Birthdays as well. See our Policy on Healthful Celebrations for more information.

Team members are paid bi-weekly.

Paychecks will be available in the main office at the end of the work day on every other Tuesday of each month.

The company is obligated to make certain deductions and/or remittances to State and Federal agencies for such items as Social Security, unemployment tax, income tax, etc.

The company contributes an amount established by the federal government to each team member’s Social Security fund. Every team member must complete and submit a W-4 form to the Center when hired.

The Center cannot accommodate requests for pay advances.

Eligibility

Team members are eligible to receive benefits once they have passed their introductory period of up to 90 days.

Definitions

Paid Time Off – An employee benefit to be offered after the initial (90 day) introductory period to full-time, permanent employees. Paid (using Paid Time Off already accrued) time away from work, scheduled and approved by a Director at least one week in advance. Note: PTO for sick days should be requested as close to the desired absent date as possible. 

Allowable Time Off (which may be unpaid) – Employees required to report for jury duty or subpoenaed to appear as a witness in a trial or deposition may be granted leave without pay. Documentation must be provided to a Director. Employees are required to call the director when jury/witness duty is over each day to see if they are needed to work. It is expected that employees will return to work if time permits.

In the event of a death in the employee’s (or legal spouse’s ) immediate family (includes parents, child, spouse, or sibling), an employee may be absent for up to 2 days (additional time may be allowed based on circumstances)

Note: Allowed Time Off will be paid when Paid Time Off is available for the employee

Unexcused Personal Absence – When an employee fails to work his/her full assigned work schedule for any reason except PAID Time Off, or Allowed Time Off. Each continuous, uninterrupted period of such absence is considered one Unexcused Personal

Guidelines

Personal Absence time should be kept to a minimum; it is discouraged, and should be discussed with a Director.

Excessive Absence is considered two (2) unexcused personal absences in any ninety (90) day period or any four (4) unexcused absences in any twelve (12) month period. Excessive absence may also be categorized as unexcused absences- when an employee has exhausted their allotted paid time off (PTO) per 12 month period.

Employees with excessive absence will receive disciplinary action. Notification of absence must be given as far in advance as possible. team members should anticipate absence for illness the night before. Failure to provide adequate notification of absence without good cause will result in disciplinary action.

Absence. A half day off is counted as one Personal Absence, just as three days in a row are counted as one Personal Absence.

Paid Time Off (PTO)

After the (90 day) introductory period, a first year  full-time employee will begin to accrue Paid Time Off (PTO) at a rate of 1 hour rate per pay period for a total of 19 PTO hours.

Eligible PTO hours after year 1 for Full-Time Employees:

1-3 yrs = 28 hours or 3.5 days

4-6 yrs=40 hours or 5 days

7-9 years=48 hours or 6 days

10 or more years= 56 hours or 7 days

Note: No more than 12 hours of PTO may be transferred to the following year. At the end of the year you may choose to carry over any remaining hours not to be in excess of 12 hours or request a pay out of the remaining hours (no more than 12hrs).

Paid Holidays

The Center closes for 15 days per year including the following holidays: New Year’s Day (January), Easter Monday, Memorial Day (May), Independence Day Week (Fourth of July Week), Labor Day (September), Thanksgiving Day and the day after, and Christmas Day.

Regular full time employees with at least six (6) months service may receive holiday pay for the number of hours they would have been scheduled to work on each holiday.

Full Time Employees eligible to receive paid holidays will be paid for the vacation week of July 4th. Any other vacation time requested may be denied based on coverage circumstances, time of year, scheduled inspections, or other reasons. If you do not have accrued paid time off (PTO), any other vacation request may be considered and unexcused absence and will be unpaid.

To be eligible for Holiday Pay, an employee must work BOTH the work day immediately before  AND the work day immediately after the holiday.

If an employee is absent either day, they may receive Holiday Pay only if the absence qualifies as PAID Time Off (paid time away from work, using Earned Paid Time Off already accrued, scheduled and approved by a Director at least one week in advance).

Education Benefit

As a team member at WellKind School for Early Learners, you have the unique benefit of pursuing a degree in Early Childhood Education at little or no cost to you. We believe that it is essential for team members to deepen their understanding and knowledge of young children in order to meet their needs and stay up to-date on best practices through the study of a Child Development Associate Credential (CDA, an Associate’s Degree, or a Bachelor’s Degree. This coursework can be attained online through a reputable university all while maintaining full-time employee status through the assistance of the T.E.A.C.H. Program. To begin to pursue a CDA, team members must have passed their introductory period and for all other degrees, they must have reached 6 months of employment at WellKind to qualify. The first step is to fill out an application and see your Center Director for further guidance.

Employee Child Care Benefit

Full time employees may enroll their children in the Center if they have been an employee for 12 months or more, if an opening exists in the child’s age group, and if the employee is not assigned to work in that particular classroom.

Full-time employees may opt to receive a forty percent (40%) discount off of regular private tuition or regular weekly co-pay amount if they are not enrolled in the Medical Plan.

Employees must choose between the childcare discount benefit or the Medical Plan benefit, but may not receive both. The employee will be billed in advance as they choose (weekly, biweekly, or monthly) for the agreed upon days that their child(ren) is scheduled to attend.

If their child does not attend due to illness or otherwise, the employee is still financially responsible for the scheduled days and will be billed as such. If an employee is not working a full time schedule of 40 hours per week, then the child care benefit may not be extended to them. If the employee is no longer employed with the company, the child care benefit would then become invalid upon separation date. 

Staff Lounge

The Lounge is open to all team members during their scheduled break or lesson planning time. In the lounge you will find access to a comfortable couch on which to read or relax, an accommodating place to sit and enjoy a meal, a coffee and tea bar, a place to keep any personal refrigerated items, bookshelves with a wide array of professional development materials, and a computer for your use.  Please enjoy the dedicated space keeping in mind that it is the entire team’s responsibility to keep it neat and tidy. Also, be mindful of the needs of those around you when you are utilizing the space.

Wellness Room

Team members are encouraged to utilize the Wellness Room on a daily basis. In it you will find a variety of materials intended to promote wellbeing such as a yoga mat and instructional book, adult coloring book and colored pencils, soothing music and aromatherapy, self-help books to read there or borrow, positive affirmation materials, along with many other items to help you to feel good and relieve stress. Team members will also be offered well-breaks throughout the day where you will be invited to use the Wellness Room for 15 minutes to recharge before returning to your classroom.

Please keep in mind that the Wellness Room is for all team members to enjoy so it is everyone’s responsible to keep it neat and tidy. Also, please do not spend more than 20 mins at a time in the Wellness Room so that all may have the opportunity to benefit from its use.

Parking

Free and secure team member parking is available in the Center parking lot and will be identified by the Director. Team members may not park in reserved areas or in the spaces lining the building for the convenience and safety  of parents and visitors.

Telephone & Computer Use

Team members may use classroom telephones only for work purposes – related calls or emergencies. Team members are expected to use their own phones for personal calls while on breaks; avoid receiving personal calls while at work; receive/accept only emergency or work–related calls during working hours; and give friends, family, and others the Center phone number 570-346-8719 in case they need to reach you. Phone calls during break time should only be conducted in the  Break Room or outside the Center. Remember that the Center phone number is only for work-related or urgent messages.

The Center may take Disciplinary Action in cases of employee violation of Center policies, procedures, or instructions. One form of Disciplinary Action is a period of Disciplinary Probation, during which the employee is not eligible for review, pay increase, bonuses, paid time off, or promotion. If the problem is not corrected, this will result in additional Disciplinary Action or termination of employment.

The duration of a Disciplinary Probation period is at the discretion of a Director, but will  typically be for 60 – 90 days.

Team members disciplinary actions may include, but are not limited to, the following options:

1.A verbal warning by the supervisor to the employee with a dated note placed in the employee’s personnel file.

2.A written reprimand with copies for the employee and employee’s personnel file.

3.Suspension without pay for up to five days.

4.Demotion or reassignment of duties.

5.Probation with a written plan and time frame for improvement.

6.Dismissal.

It is not possible to list all the forms of behavior that are considered unacceptable in the workplace.

The following are examples of infractions of rules of conduct that may result in disciplinary action up to and including termination of employment.

1.Physical discipline of a child.

2.Absence from work without authorization.

3.Acts indicating a lack of good moral character.

4.Use of intoxicants while on duty or reporting to work under the influence of intoxicants.

5.Illegal possession or use of drugs.

6.Conviction of any offense or crime involving moral turpitude.

7.Disclosure of confidential information regarding children, parent, or other team members.

8.Falsification or omission of information regarding job qualification or information required on the employment application form.

9.Failure to comply with Department of Human Services, Department of Education, and/or PA Keystone Stars Standards.

10.Failure to treat children and adults with respect.

11.Repeated occurrence of failure to perform satisfactorily.

12.Lack of supervision of children or leaving children unattended

A Director may release an employee for malfeasance, incompetence, or in the event of reorganization.

Malfeasance generally indicates a serious behavior problem such as theft, unprofessional actions, drunkenness, drug or alcohol abuse, smoking or use of alcohol in or near the Center, misappropriation of funds, willful damage to property, assault, commission of a criminal offense, or other acts of misconduct including, but not limited to, any form of child abuse or neglect including use of physical force in disciplining a child, providing false pre-employment information, sexual harassment, violation of confidentiality of information, or failure to comply with Center policies or procedures. Release for MALFEASANCE shall require no notice and the employee shall forfeit all privileges.

Incompetence is measured in terms of such factors as:

1.Inadequate personality match for sound relationships with others at the Center;

2.Lack of growth or progress on the job;

3.Inadequate skill in performing duties;

4.Lack of understanding or acceptance of  Center’s mission, philosophy, or vision;

5.Excessive absenteeism or tardiness;  

6.Consistent failure to carry out assigned duties;

7.Failure to comply with licensing regulations;

8.Inappropriate treatment of children;

9.Unsuitable communication with parents.

10. Poor relationships in the professional community;

Depending on the nature of the unsatisfactory performance, the Director will prepare an evaluation, review it with the employee, and allow a reasonable opportunity for improvement. Following this period, the Director may give the employee notice of dismissal.

Reorganization includes any change in the philosophy, purpose, organization, or programs of the Center resulting in changes to job requirements, elimination of positions, or creation of new positions with no suitable place for the team members member concerned.

Employees released on a reorganization basis will receive at least two weeks’ notice. Such employees shall receive first consideration for filling new positions and the full cooperation of the Center in securing another position.

Child Abuse and Neglect

Children who attend our program are cared for, nurtured, and kept safe at all times. Because child abuse is a very serious allegation, policies are intended to protect both the children in our care as well as colleagues at the Center.

It is the Center’s goal to employ child care professionals who are committed to the highest standards of ethical behavior. To ensure the health and safety of young children in care, a policy of “Zero Tolerance for Child Abuse” is strictly enforced. Children at the Center should expect to be treated with kindness, concern, and respect at all times. Any employee who exhibits unprofessional behavior that could be construed as abusive may be dismissed from work without any accrued benefits or assistance in legal representation.

Any evidence of physical or sexual abuse or misconduct will be grounds for immediate dismissal.

Team members are advised that corporal punishment or physical discipline are considered abuse.

Any person who has information about behavior that may reasonably be characterized as known or suspected child abuse or neglect shall make a report directly to Childline, as required by law. Allegations of abuse shall be reported investigated.

Any employee accused of abuse or neglect shall have an opportunity to respond to the allegations. Until the issue is resolved, an employee suspected of abuse or neglect may be reassigned, suspended or placed on administrative leave, either with or without pay, at the discretion of the Director.

No Harassment

WellKind School for Early Learners does not tolerate the harassment of any employee by any other employee or supervisor for any reason. The Center is committed to a work environment in which all individuals are treated with respect and dignity and expects that all relationships among persons in the workplace will be business-like and free of bias, prejudice and harassment. In addition, harassment on the basis of sex is a violation of state and federal laws which subject the individual harasser to liability for any such unlawful conduct.

Sexual harassment is considered to exist whenever there are unwelcome sexual advances, requests for sexual favors, or any other verbal or physical conduct of a sexual nature when

1. Submission to the conduct is made either implicitly or explicitly a condition of the individual’s employment;
2. Submission to or rejection of the conduct is used as the basis for an employment decision affecting the harassed employee; or
3. The harassment has the purpose or effect of unreasonably interfering with the employee’s work performance or creating an environment which is intimidating, hostile, or offensive to the employee.

For example, sexually-oriented jokes, remarks, gestures, or pictures may often be offensive to other employees, and thus should not occur. The confidentiality of all parties involved in a sexual harassment charge will be respected to the extent it does not interfere with the Center’s obligation to investigate allegations of misconduct and to take corrective action.

Any employee who believes that he or she has been or may be subjected to such objectionable conduct is urged to contact a director immediately so that corrective and preventive actions can be taken promptly.

Any employee, supervisor, or director who becomes aware of any such objectionable conduct by any employee, supervisor, or director should immediately advise the owner to assure that such conduct does not continue.

Any employee, including supervisory or other management level personnel, who is found, after appropriate investigation to have violated this policy, will be subject to disciplinary action, depending on the circumstances, up to and including termination.

Smoking / Alcohol / Drugs

Smoking, alcohol, and drugs of any kind (except for valid prescription medication) are absolutely prohibited on or near Center facilities, inside or outside. Use of these substances in or near the Center are grounds for immediate termination.

The manufacture, distribution, dispensing, possession, sale, purchase or use of a controlled substance on Center property is prohibited. Being under the influence of alcohol or illegal drugs on Center property is prohibited. The illegal or improper use of alcohol or drugs on Center property is prohibited.

Attendance / Absence / Tardiness

All employees are expected to be reliable and punctual in reporting for work. Our goal is to provide consistency and stability for children, families, and team members; so all employees are expected to maintain prompt, regular attendance.  Excellent attendance and punctuality are reflections of reliability and a positive work attitude. Both are an important part of performance evaluations.

Recurring tardiness, excessive absence, and/or failure to provide adequate prior notice of absence without good cause, are grounds for disciplinary action, including termination.

Mobile/Cellular telephone

Cellphone use in the classroom is strictly prohibited. Mobile/cellular telephones may be turned on only during breaks, lunch hour, or before / after shifts. This includes any smart wearable devices such as watches, ear buds, etc.

Personal messages for team members should be directed to the front desk

570-346-8719.

The office will accept urgent or work-related messages for team members.

team members will only be interrupted in class for true emergencies.

Office computers and iPads may be used by team members only for work related projects. Individuals who wish to research other internet resources must have projects pre-approved by a director.

Voluntary Termination

Notice of resignation, tendered by an employee, shall be in writing and delivered to a Director at least 2 weeks (10 work days) in advance of the effective date for hourly employees, thirty (30) days in advance for salaried team members or team members in leadership roles whenever possible. A Director shall provide at least ninety (90) days notice when tendering a resignation to the Owner. A departing team members member is expected to bring all work up to date to permit a smooth transition.

Note: Hourly employees who fail to give 2 weeks’ notice in writing to the Director may receive a pay rate of current minimum wage reflected in their final pay. This is in accordance with Pennsylvania Department of Labor & Industry’s allowable policies.

All benefits an employee has accrued (i.e. paid vacation time, personal & sick days) are forfeited at time of termination and will not be paid out to the employee. This is applicable to voluntary and/or involuntary terminations. If an employee has not worked for at least 12 months in the program, all clearance fees and other fees associated with hiring regulations paid by the program will be taken out of the employee’s final check.

A person who has worked for WellKind in the past, left in good standing, and is subsequently rehired at the Center shall accrue benefits (excluding eligibility for medical insurance) in accordance with the following criteria

1. If the employee returns to work (other than on-call substituting) within three months of their last work date, the employee will receive “credit” for the previous period of work. OR
2. After an absence of more than six months, if an employee returns to work (other than on-call substituting) after attending college for an early childhood-related course of study since the employment termination date, the employee will receive “credit” for the previous period of work, provided the employee was continuously enrolled in an educational program seeking a degree or certification in a field related to Early Childhood Education.

A returning employee who does not meet the above conditions will be considered a new employee for purposes of qualifying for employment benefits.