Employee Enrollment Information

If no, do you have a VISA to work in the US?

If yes, what type of VISA classification do you have?

Has bond or security clearance ever been denied and or canceled?

Do you have a criminal record?

Are you currently under any court ordered probation?

Have you ever been shown by credible evidence, e.g., court order or jury, a department’s investigation or other reliable evidence to have abused, neglected or

deprived a child or adult or to have subjected any person to serious injury as a

result of intentional or grossly negligent misconduct?

Under the American with Disabilities Act of 1991, this program is required to reasonably accommodate individuals with a disability. The reasonable accommodation requirement applies to the application process, any pre-employment testing, interviews and actual employment, but only of the program supervisor is made aware that an accommodation is required. If you are disabled and require accommodation, you may request it at any time during the interview process. You are obligated to inform the program director of your needs if it will impact your ability to perform the job for which you are applying.

Have you read the job description for the position for which you are applying? Are you in all respects able to adequately perform the duties as described?

Do you have a valid driver’s license?

Do you have a state or federally issued ID?

Have you had CPR training in the past two years?

Have you had first aid training in the past two years?

Have you had Fire Safety Training In the last two years?

KIDazzle Child Care, Inc. requires annual child care training, are you willing to participate? 

Have you completed any child care training courses this calendar year?

Do you have certificates for these courses?

Education: Please attach all documentation of qualifying education

Experience: Please indicate experience working with groups of children. Please indicate ages of

Employment History: Record of Employment: Past 10 years Please list employment history for the past ten (10) years, beginning with your most recent or last employer. If you have been unemployed during any time within the past ten years, list how you spent your time, e.g. (student, unemployed, raising children, etc.) If you need additional space please use a separate employment record form

References: Please list people that can attest to your work experience, work ethic and character and would be willing and available to speak with KIDazzle staff and respond to any federal questionnaires.

I certify that all information on this application is correct. I have not given any false statements concerning my education, experience, work history, criminal record or any other questions on this

A. Center Policies and Procedures

B. Emergency Weather Plans

C. Employee’s assigned duties and responsibilities

D. Reporting of suspected child abuse

E. Childhood Injury Control

F. Childhood Disease Control

G. Rules & Regulations

H. Required Training

1. I understand that KIDazzle Child Care is a smoke-free environment. Accordingly, center personnel shall not smoke or use tobacco at any time on the child care premises, playground, or any vehicle used to transport children.

2. I understand that staff or any persons being supervised by the staff not be  allowed in the center when knowingly has or presents symptoms of fever, diarrhea, or any other contagious disease.

3. I understand that staff, chaperones, or volunteers shall not be under the  influence of or consume alcohol, marijuana, or any other controlled substance while on the child care premises, during the hours of operation, or at any time or place where there are children present for whom the center staff is responsible.

4. I understand that I cannot be assigned to diaper changing responsibilities while simultaneously being assigned to kitchen and food preparation duties.

5. I understand that I can not be scheduled to perform child care duties for more than twelve hours within a twenty-four hour period.

6. I understand that all substitute employees must be at least 18 years old and must be made aware of all center policies and procedures

7. I understand that I must maintain current CPR and First Aid certification.

8. I understand that the center has a “Hands Off” discipline policy. There will be no form of corporal punishment: no hitting, spanking, pushing, pinching, yanking, grabbing, pulling, etc. I understand that this rule applies to all children regardless of any personal relationships.

9. I understand that the center does not tolerate any form of verbal abuse to  children, parents, or other staff. I understand that this rule applies to all children regardless of personal relationships.

10. I understand that I cannot withhold food, outside time, or restroom privileges for any reason. No disciplinary actions should ever be taken for a toileting accident.

11. I understand that all information obtained at KIDazzle is confidential and  should not be openly discussed with anyone except my direct supervisor.

12. I understand that only Lead Teachers have the authority to talk with parents concerning any negative information and that even Lead Teachers must advise the administrative staff prior to any negative information being given to parents.

13. I understand the KIDazzle Child Care, Inc. dress code policy.

14. I understand that I will not be compensated for any time on my timecard that is unscheduled and unapproved.

15. I understand the KIDazzle Child Care, Inc. training policy and that I may be suspended and/or terminated if I fail to adhere to the training requirements.

16. I understand the three strike attendance policy. I understand that absenteeism will result in suspension and/or termination.

17. I understand that all children must be supervised at all times.

18. I understand that at no time shall I sleep on KIDazzle property or at any other time that I am supervising children. This includes riding the bus during field trips.

19. I understand that headphones, cell phones, or any other electronic devices are not allowed to be used during company time.

20. I have been given a copy of the KIDazzle Child Care, Inc. Employee Handbook and the Rules and Regulations for Day Care Centers and/or the Rules and Regulations for Child Care Learning Centers.

21. I understand that failure to comply with any of these rules may be grounds for immediate termination.

WELCOME to KIDazzle Child Care & Learning Center where it is our goal to create a safe learning environment, supportive of every child’s individual needs. Each class provides age-appropriate developmental and educational material designed to stimulate natural curiosity in children.

KIDazzle Child Care & Learning Centers are:

• Privately owned and operated
• Licensed by the states of Georgia and Tennessee
• Approved for the state-funded Pre-K program in Georgia and Tennessee
• Quality Rated by the states of Georgia and Tennessee
• Partners with the Metro Atlanta YMCA to provide the federally funded Headstart Program

Services Include:

• Low Child: Staff Ratios
• State-approved Educational Curriculum
• Secured entrances to all buildings
• The abundance of age-appropriate educational supplies and materials
• Before school and after school programs
• Transportation from local elementary schools in the area

KIDazzle operates multiple locations, providing childcare services to over 400 children with approximately 90 employees.

You were chosen because we believe in you; we believe that you will work hard to provide the children and families we serve with the best program available. Welcome aboard!!

The Management & Staff KIDazzle Child Care

KIDazzle Child Care & Learning Center is an independent, dynamic, childcare provider, dedicated to pursuing excellence by promoting quality through developmental and age-appropriate childcare programs. Recognized for its an entrepreneurial spirit, innovation, professionalism, and in-depth knowledge of children’s needs, we strive to deliver the highest level of performance and quality in the following areas:

We will achieve even greater visibility and a higher level of recognition as a leader in the child care industry and the business community, We will strive to provide vision and direction in our industry and promote sound ethical business practices.

We will listen actively to the needs and requests of our customers, our clients, and the community. We will respond to requests quickly and efficiently, recognizing that our primary purpose is to provide top-notch service and a superior learning experience for the children that we service.

We will pursue quality in everything that we do and always strive to set new standards for the company. Only the highest quality products, programming, facilities, and staff will take the company forward.

We will develop and train our employees at every level of the company to stimulate and deliver peak performances on the job. Our company will reach it’s goal only when our employees; working as a team, reach theirs.

We will actively work with the community to understand their specific needs and develop programs that benefit the children that we service. We will continue to form alliances with community agencies that promote family values and have an interest in helping families

The Center Director/Personnel will be responsible for the daily administration, control and maintenance of the personnel function of KIDazzle Child Care & Learning Center. They will also be responsible for the ongoing maintenance and updating of the staff handbook to ensure the appropriateness and uniform application of personnel policies and regulations.

All material contained in the Handbook is presented merely for the information of the employee. The information contained herein is not intended to form any agreement between KIDazzle Child Care and Learning Center and any employee. All information contained in this Handbook is subject to change without notice by the ownership of KIDazzle Child Care & Learning Center.

KIDazzle is an equal opportunity/affirmative action employer. KIDazzle provides equal employment opportunities to all staff and applicants without regard to race, color, religion, age, national origin, marital status, physical handicap, military or status as a Vietnam veteran in compliance with applicable federal and state laws that pertain to nondiscrimination. Such action shall include, but is not limited to, employment, promotion, demotion, recruitment, recruitment advertising, lay-off, separation, rates of pay, other forms of compensation and selection for training programs.

Benjamin and Michele Hill, owners of KIDazzle Child Care & Learning Center, have overall responsibility for KIDazzle and lends support to and oversight for the Affirmative Action Policy. The Center Director/Personnel is responsible for the coordination and implementation of the policy.

(NAEYC –Code of ethical conduct, Principles P-1.1, 1.5 – 1.9)

Above all, we shall not harm children. We shall not participate in practices that are  disrespectful, degrading, dangerous, exploitative, intimidating, emotionally damaging, or physically harmful to children. This principle has precedence over all others in this code.

We shall be familiar with symptoms of child abuse, including physical, sexual, verbal, and emotional abuse and neglect. We shall know and follow state laws and community procedures that protect children against abuse and neglect

When we have reasonable cause to suspect child abuse or neglect, we shall report it to the appropriate community agency and follow p to ensure that appropriate action has been taken. When appropriate, parents or guardians will be informed that the referral has been made.

When another person tells us of a suspicion that a child is being abused or neglected, we shall assist that person in taking appropriate action to protect the child.

When a protective agency fails to provide adequate protection for abused or neglected children, we acknowledge a collective ethical responsibility to work toward the improvement of these services.

When we become aware of practice or situation that endangers the health or safety of children but has not been previously known to do so, we have an ethical responsibility to inform those who can remedy the situation and who can protect children from similar danger.

Child care providers have mandated reporters and that means that if you suspect any abuse or neglect you must report the suspicion to your immediate supervisor. You do not need to prove there is abuse or neglect; that is the responsibility of the Child Protective Services agency. If abuse or neglect is suspected you must:

1. Inform the Center Manager immediately. If the Center Manager is not available notify the Owners, Ben, Michele, or Robert Hill.

2. You will be requested to give a written statement of your suspicion and documenting the person that you reported it to. Please include the date and time of reporting.

The Center Manager or Management Team on Duty will:

1. Begin the assessment immediately upon notification

2. Take action if needed. If it is an incident that requires medical attention, take appropriate action and notify BFTS (DECAL) within 24 hours.

3. Call Ben and/or Michele Hill immediately to notify them that you are beginning an assessment of the circumstances.

4. Collect the basic facts – who, what, when, where, how

5. Include the name of the child, age, home address, home phone number, Mother/father name, address, phone number, allegation, any known evidence.

6. Call Child Protective Services to report the allegation

Assessing a Complaint of Child Abuse Against a Staff Member

The Center Manager or Management Team on Duty will:

1. Begin the assessment immediately upon notification

2. Take action if needed. If it is an incident that requires medical attention, take appropriate action and notify BFTS (DECAL) within 24 hours. Be sure to record the name of the Licensing worker.

3. If the incident does not require medical attention, conduct a complete assessment prior to calling licensing.

4. Call Ben and/or Michele Hill immediately to notify them that you are beginning an assessment of the circumstances.

5. Collect the basic facts – who, what, when, where, how

6. Include the name of child, classroom, location of the incident, time of the incident, identify planned activity, where was the supervision, other adults present

7. Get a written statement from the staff member accused

8. Get a written statement from any witnesses

9. Compile all data and discuss the allegation and the fact-finding with Owners. If both agree that the complaint appears to be credible, the staff must be immediately suspended with pay until further investigation is completed.

10. The additional investigation must be completed within 24 hours.

11. Call licensing worker if allegations are substantiated

12. Take appropriate disciplinary action

Sexual harassment and discrimination on the basis of gender will not be condoned. As a matter of practice and policy, KIDazzle is committed to maintaining an educational and working environment free of conduct that degrades or subjugates employees or students. This policy applies to administrative and support staff as well as students and is in keeping with the spirit and intent of Federal Guidelines (Title VII of the Civil Rights Act of 1964) on discrimination because of gender.

It is the policy of KIDazzle Child Care & Learning Center to provide each student and  staff member with an environment free from harassment.

Sexual harassment is any unwelcome sexual advances, requests for sexual favors, or  verbal or physical conduct of a sexual nature that interferes with performance by creating a hostile, offensive, or intimidating work environment, or is an expressed or implied condition of employment. Such behavior will be subject to disciplinary actions up to and including dismissal.

A. Any complaints relating to this type of misconduct should be reported to the Center Director immediately. Complaints will be treated confidentially and promptly and will be carefully investigated.

B. It is a violation of company policy for any staff member to retaliate against an individual who brings forth a complaint of sexual harassment.

A. The Center Director/Personnel is responsible for the implementation of the KIDazzle sexual harassment policy and the coordination of the grievance  process.

B. Each Center Director is responsible for creating an atmosphere free of  discrimination and harassment, sexual or otherwise, and for dissemination and implementation of this policy within his/her area responsibility. These individuals are also responsible for referring reported incidents of sexual harassment to the Center Director/Personnel.

C. It is the responsibility of all staff members to discourage sexual harassment, report such incidents, and cooperate in any investigation, which might result.

A.   Any employee who feels that he or she has been the victim of sexual harassment should contact their Center Director within fifteen (15) working days of the incident. This report can be either oral or written, but a written and signed statement of the complaint must be submitted by the complaining employee within three (3) working days of the initial report before an investigation can proceed.

B.   Upon receipt of the written complaint, the Center Director/Personnel will contact the person who allegedly initiated the sexual harassment. The person will be informed of the basis of the complaint and have the opportunity to respond to the complaint in writing within seven (7) working days.

C.   Upon receipt of the written response, the Center Director/Personnel, after conducting a thorough investigation, will submit in writing a confidential summary of the complaint, the response, the facts of the investigation, and a determination of whether sexual harassment has occurred to the Executive Director and/or the owners. All parties will be notified in writing of the Center Director/Personnel’s decision.

D.   If it is determined that sexual harassment has occurred, disciplinary action, up to and including termination, will be taken. The severity of the discipline will be determined by the severity and frequency of the offense, or other conditions surrounding the incident.

E.   An employee’s failure to report the occurrence of sexual harassment within fifteen (15) working days may be deemed as a waiver of any action by KIDazzle. Failure to file a written report within three (3) working days of the verbal report will be considered a withdrawal of that report. If the person against whom the complaint of sexual harassment is filed fails to respond to the complaint with seven (7) working days of notification, the appropriate disciplinary actions will be taken.

A lawyer in the complaint-resolution process may not represent employees.

KIDazzle permits relatives to be employed at KIDazzle under certain conditions. Relatives are defined as husband, wife, mother, father, child, sister, brother, aunt, uncles cousins, or an in-law relationship. KIDazzle forbids employees to be in a direct supervisory relationship.

Employees that become related during employment must notify their center manager immediately. Employees will have two weeks to conform to these policies. Failure to notify KIDazzle may result in termination.

KIDazzle permits children of employees to be enrolled at KIDazzle Child Care & Learning Center. KIDazzle believes it is in the best interest of the child and the employee to be located at different sites, whenever possible.

KIDazzle offers no discount for employee’s children. Employees must pay all applicable rates.

All staff members will participate in an orientation conducted by the Center Director/Personnel. During this orientation each member will receive important information to acquaint them with their jobs and KIDazzle. All necessary paperwork will be completed at this time, such as medical benefit plan enrollment, beneficiary designation forms, and appropriate federal and state tax forms. Each employee will be required to present KIDazzle with information establishing identity and eligibility to work in the United States in accordance with applicable law.

Employees should use this orientation to familiarize themselves with KIDazzle and the policies and benefits. Employees are encouraged to ask questions so they will understand all guidelines that affect and govern their employment relationship.

All newly hired staff are required to satisfactorily complete a ninety (90) day probationary period. During this period, the supervisor will be allowed an opportunity to determine if the employee demonstrates satisfactory temperament, knowledge, and skills to perform the work requirements and expectations of the position. The employee is also given an opportunity to adapt to the work requirements and KIDazzle Child Care & Learning Center.

-At the end of the first ninety (90) calendar days of employment, his/her supervisor will evaluate the employee’s performance in order to determine whether the employee will continue his/her employment with KIDazzle.

-The Center Director may extend the probationary period in writing. Extensions to the standard probationary period may not exceed sixty (60) calendar days.

-At the end of the extended probationary period, the Center Director must complete another performance evaluation with the appropriate recommendation regarding the employee’s continued employment. All documentation, including performance evaluations, will be included in the employee’s personnel file.

After successfully completing the probationary period the staff member will become a regular full or part-time employee of KIDazzle.

-Probationary employees may be separated from KIDazzle without cause.

-Probationary employees have no recourse through the grievance procedure.

-An employee in a probationary status may resign at any time by submitting a written notice to the Center Director.

-Regular, full-time employees who are promoted, or transferred, or whose jobs are reclassified are not re-categorized to probationary employee status; however, the transferred, promoted or reclassified employee must satisfactorily complete a 90-150 day evaluation period and its accompanying performance evaluation in the new job.

KIDazzle Child Care and Learning Center believes in promoting staff from within for those positions in which they are interested and qualify. KIDazzle has established a job posting program to give all staff an opportunity to apply for these positions. Vacancies are normally posted on designated bulletin boards at all locations. Postings generally include the title, salary range, minimum hiring specifications, and the closing date for filing applications. Positions are posted for at least five working days.

It is the policy of KIDazzle Child Care and Learning Center to hire individuals who are qualified for employment as determined by our standards of physical fitness, education, experience, aptitude, and character. All decisions regarding the recruitment, selection, and placement of employees are made solely on the basis of job-related criteria.

1. In order to recruit the type of person who can relate to and serve as models for children, consideration is given to applicants with and without extensive academic  training.

2. Experience and other attributes are weighed in making the final selection. All  hiring, however, must comply with the respective job criteria specified on the position description.

a. The Selection Committee will interview qualified candidates. The Center Director/Personnel will notify candidates of the date and time scheduled for job  interviews.

b. All recommended applicants will be interviewed by members of the management team and selected members of the teaching staff. Final approval will be the responsibility of the owners, Benjamin and Michele Hill.

c. Following a decision to hire the applicant, a medical examination and background investigation are required to determine the applicant's physical abilities to perform the job.

d. If the medical examination or background investigation discloses any  misrepresentation on the application form or information indicating that the individual is not suited for employment with KIDazzle, the applicant shall be refused employment, or if already employed, shall be terminated.

e. Training of the new employee is the responsibility of his or her supervisor.

• All employees must be at least 18 years of age and have a high school diploma
• No staff member is allowed in the Center who knowingly has, or presents symptoms of a fever or diarrhea or any other communicable disease.
• No person is allowed to smoke on the premises
• No staff member is allowed in the Center, at any time, under the influence of or consuming alcohol, illegal drugs or any other controlled substance
• No staff member assigned to diaper changing duties is allowed to prepare food during that same timeframe.
• No staff member is allowed to perform childcare duties for more than 12 hours in a 24 hour period.
• All staff must pass and remain in good standing with a Criminal Records Check.
• All Staff must completed CPR and First Aid or will obtain it within the first thirty days of employment or when the next class is offered at KIDazzle.
• All staff must complete a minimum of 25 hours of training per year.

It is the policy of KIDazzle Child Care and Learning Center to conduct thorough reference checks on all the potential KIDazzle employees.

1. Previous employers of all new employees will be contacted for verification of employment.

2. Employees are required to provide the names of three (3) professional references that either submit written letters or telephone references.

3. Employees are required to submit official transcripts of their highest grade completed and other certified training required in the job, which is placed in the individual’s personnel file.

4. All employees are required to have a satisfactory criminal records check prior to employment.

Promotions are based on individual merit and involve the shift of an employee from one level to another one, the latter usually requiring the assignment of a broader range of duties or requiring a higher skill level. Staff members are encouraged to seek higher positions for which they qualify.

In order to be eligible to apply for a posted position, an employee must meet the  minimum hiring specifications for the position, be in good standing in terms of his or her overall work record, and generally has been in his/her current position for a minimum of six months. Supervisors may recommend employees for posted positions.

All staff members are responsible for monitoring job vacancy notices and for completing and filing an application form with the Center Director/Personnel during the posting period for a specific opening.

Basic training is a requirement for continued employment with KIDazzle Child Care Learning Center. All employees must complete Infant & Child CPR and First Aid within thirty (30) days of hiring. Training requirements that meet each state’s rules and regulations must be adhered to. The following courses must be taken during the initial training sessions:

Prior to the employee’s first anniversary all employees must show evidence of completing 15 additional clock hours of state approved training. During subsequent years of employment, all staff must complete 40 clock hours of training, of which 25 hours must be state approved. Failure to meet these training guidelines will result in suspension of employment until the requirement is fulfilled. If the employee fails to fulfill this requirement within 30 days the suspension it will result in termination.

Transfers often occur to better utilize an employee's skill and ability, to offer a more congenial work environment, to meet specific needs of KIDazzle or to assist the employee in meeting his/her career goals. A transfer is the shift of an employee from one location to another or to a position with comparable skills at the same salary. Staff interested in applying for a transfer are not required to secure the approval of their immediate supervisor.

A supervisor may recommend the transfer of an employee from his or her work location. The recommendation, however, shall be discussed with the Center Director/Personnel prior to act on being taken.

When an employee transfers from one position to another, his or her accumulated leave, and service record will be transferred. However, the use of scheduling of accumulated leave is subject to the approval of the new supervisor.

All transfers are subject to the probationary policy as outlined in this Handbook.

A demotion is the change in an employee's status from one level of a position to a position having lesser responsibility and/or a lower starting salary. A supervisor may recommend that an employee be demoted if he or she renders unsatisfactory service or if the employee voluntarily requests a demotion.

The employee must receive in writing the reasons for the demotion. Prior to the effective date of action, he/she must be granted reasonable opportunity (not less than five working days) to appeal to the next highest level of authority. Demotions will occur only if there is a position available for which the employee is qualified.

It is the policy of KIDazzle Child Care arid Learning Center to make offers of employment and promotion in good faith and to stabilize employment so that employees may be provided with regular and continuous work. However, recognizing that reductions in force cannot always be avoided since they are usually made necessary by external factors beyond management's control, it is the intent of KIDazzle to administer such reductions in a manner that is fair, equitable, and without discrimination because of race, color, religion, sex, age, or national origin.

1.In the event that a reduction in the workforce becomes necessary management will attempt to carry out the necessary reductions in an equitable manner, using objective policies and procedures to safeguard the rights of employees.

It is management's responsibility to identify the individuals that will be affected by a reduction in force.

2. reduction in force shall be performance and length of service. Job seniority shall be the primary determinant only if the performance of the affected employees is relatively equal.

The primary considerations for retention of individuals affected by a

3. When a general reduction is necessary, the Executive Director and the Center Directors shall review the complete records of those affected and determine who is to be displaced considering the following factors:

a. The specific work, which must be continued by the program;

b. The flexibility of employees as determined by the transferability of their skills, training, knowledge, and experience to essential work;

   c. The quality of performance of the individual as documented by formal performance appraisals and their overall work records;

   d. Seniority, if work record and performance evaluations are equal.

4. If there is no distinguishable difference in the performance of incumbent employees affected by modification and/or elimination of existing position, individuals in the adversely affected group shall be selected for a reduction in the following order:

   a. Temporary employees;

   b. Employees who have not completed the probationary period;

   c. Part-time employees;

   d. Regular, full-time employees with the least seniority.

5. Supervisors shall give notice to affected employees at least two weeks before the effective date of reduction.

KIDazzle Child Care and Learning Center have established certain conditions under which employees may be terminated from employment. KIDazzle has developed standard procedures to be followed when it becomes necessary to terminate employees.

It is the policy of KIDazzle to terminate employment because of an employee's resignation, discharge for a cause, or as a result of a permanent reduction in the workforce. Discharge can result from employee misconduct or unsatisfactory job performance.

In the absence of a specific policy or written agreement to the contrary, employees are free to resign at any time, and KIDazzle reserves the right to terminate employment for any business reason. All recommended terminations must be approved by the management team.

1. All employees are expected to give written notice of their intent to resign.

a. All employees are expected to give two weeks' written notice;

b. Failure to give the required notice may result in forfeiture of company-paid benefits and ineligibility for re-employment.

2. Employees who resign because of a permanent reduction in the workforce will receive accrued annual leave pay up to the date of the reduction.

3. Any employee who is absent from work without prior approval or without  having notified the immediate supervisor of his or her absence or the reason for it will be considered as having resigned after the third consecutive day of absence.

Each employee's personnel file will contain only such information as is needed by KIDazzle in conducting its business or is required by federal, state or local law. The information normally will include:

a. Notice of employment

b. Application/Resume

c. Orientation

d. Performance/Probationary Reviews

e. Change of Status (e.g., promotions, transfers, demotion, salary adjustments,      termination, leave of absence and change in the employee's address, marital status, number of dependents, etc

f. Disciplinary Notices

g. Commendatory Letters

h. Verification of Education    

i. Any training certificates and/or degrees received since employment

j. I-9, W2, G4

k. Criminal Records Check

The information contained in each personnel file will be obtained directly from the employee to the greatest extent possible. When information must be obtained from an outside source, the employee will be informed of the identity of the source and the reason the company is obtaining the information.

Each employee is allowed to inspect his or her personnel record. A request to do so should be directed to the immediate supervisor who will schedule a date and time for inspection that is convenient for both the employee and the supervisor.

KIDazzle Child Care and Learning Center recognizes that employees with a life threatening illness such as HIV disease(s)/AIDS may wish to continue their employment, and in fact, continued employment may be therapeutically important. As long as employees who have HIV disease (s)/AIDS are able to maintain acceptable performance standards in accordance with established KIDazzle policies and procedures, and the weight of the medical evidence continues to indicate that HIV disease(s)/AIDS cannot be transmitted by casual workplace contact, employees with HIV disease(s)/AIDS will be permitted to continue to work.

KIDazzle will assure that people with any of the viruses shall be entitled to the same rights, nondiscriminatory practices, equitable treatment and opportunities as people with any other life threatening illness. Depending upon the medical circumstances of each condition, KIDazzle may regularly monitor or require the monitoring of the person's medical condition by requesting statements from the doctor.

KIDazzle administrators and supervisors have a duty and a responsibility to protect the confidentiality of medical information on all employees.

KIDazzle will provide, through workshops and seminars for its employees, up-to-date training and education on the transmission and prevention of HIV disease(s)/AIDS.

The promotion of safety and prevention of accidents is important to KIDazzle. It is the responsibility of the Center Directors and each individual to be safety-conscious and to follow safety and security practices in order to minimize the possibility of theft or personal injury. Employees are required to report to the Center Director unsafe working conditions and to wear the appropriate clothes or equipment for tasks that require safety precautions.

Disciplinary action will be taken against any employee who knowingly or unknowingly  violates safety regulations that pose a threat to himself or herself, or another KIDazzle staff member.

All observed safety and health violations and any accidents resulting in injuries to  employees or clients shall be reported immediately to the Center Director. In the case of an accident, a written report is to be submitted within 24 hours following the accident.

It is the policy of KIDazzle Child Care and Learning Center to require a physical examination, a TB screening and up-to-date immunization as a condition of employment and annually thereafter. These health documents are required for continued employment with KIDazzle Child Care. The objectives of this policy are: to hire and retain people in good health so that satisfactory work performance may be maintained, to help new employees recognize disabilities so that early correction may be obtained, and to help employees start an effective health program on their own.

The cost of these health examinations and screenings are the responsibility of the employee.

An employee engaging in any partisan political activity, meaning the election of a person to a public office, may not use KIDazzle's name, stationary, telephone, office, postal privilege, nor anything directly under KIDazzle's auspices that will portray the company in a partisan political position. Any employee who violates this policy is subject to disciplinary action that may include dismissal.

The intention of this policy is to assure KIDazzle's neutrality in partisan political issues and to encourage good citizenship by supporting the right of all persons to engage in the furtherance of democratic government.

KIDazzle Child Care arid Learning Center adheres to and is covered by the provisions of the Fair Labor Standards Act with regard to the employment of staff. This act, in part, establishes a minimum hourly wage and requires that KIDazzle provide payment of overtime for nonexempt employees.

In accordance with the Act, KIDazzle also supports the provision that employees of one sex are not offered or paid wages at a rate lower than those offered or paid employees of the opposite sex for substantially equal work with comparable experience. The provision is specific to the job which requires equal staff, effort and responsibility when such work is performed under similar working conditions.

For purposes of salary administration arid eligibility for overtime payments and employee benefits, KIDazzle staff is classified as follows:

Full-time Regular Staff - Staff hired to work KIDazzle's normal, full-time, forty-hour

workweek on a regular basis. Such employees may be "exempt" or "non-exempt" as defined.

Part-time Regular Staff - Staff hired to work fewer than twenty-five hours per week on regular basis.

Substitute Staff - Staff engaged to work full-time or part-time on KIDazzle's payroll with the understanding that their employment will end upon the completion of a specific assignment. (A temporary may be offered and may accept a new temporary position Such employees may be "exempt" or "non-exempt" as defined below.

NonExempt Employees - Employees who are required to be paid overtime at the rate of time and one half (i.e. one and one-half times) their regular rate of pay for all hours

worked beyond forty hours in a workweek, in accordance with the applicable federal wage and hour laws.

Exempt Employees - Employees are not required to be paid overtime, in accordance

with applicable federal wage and hour laws, for work performed beyond forty hours in a workweek. Center Directors, professional staff, and certain employees in administrative positions are typically exempt.

All staff members will be informed of employment classification and status as an exempt or nonexempt employee during the orientation session. If there is a change in position during employment as a result of a promotion, transfer, or otherwise, the Center Director will inform staff members of any change in exemption status.

Any questions regarding employment classification or exemption status should be directed to the Center Director.

It is the policy of KIDazzle Child Care and Learning center to establish working hours as required by workload, client service needs, and the efficient management of personnel resources

1. The normal workweek shall consist of forty (40) hours.

2. The normal workday shall consist of eight or ten hours of work. The schedule of hours for employees shall be determined by the center to which they are assigned. Employees shall be informed of their daily schedule of work hours, including breaks, and of any changes deemed necessary by KIDazzle.

3. Employees may be required to work overtime whenever it is deemed necessary by their supervisor. Overtime shall be assigned by a supervisor to employees in the particular job for which overtime is required. No employee shall be permitted to work overtime without the prior approval of the Center Director. For the purposes of overtime compensation, only hours worked in excess of forty during a workweek shall be considered for compensation.

4. Employees cannot be scheduled to work more than 12 hours in a twenty-four (24) hour period.

It is the policy of KIDazzle Child Care and Learning Center to provide breaks during the course of each workday.

1. In most cases, employees shall not be compensated during their lunch breaks. The Center Manager will schedule the duration and time of employee lunch breaks.

2. Whenever staff is present on a field trip and lunch is served as a part of the trip, it will be assumed that those staff persons have taken their lunch breaks. Whenever possible every attempt will be made to give a short break when we return to the center but this is not always possible.

3. The time for breaks should be taken in a designated non-work area if employees do not leave the building. AT NO TIME SHOULD FOOD BE EATEN IN THE CLASSROOM! Also, employees should not visit fellow employees in other work areas during lunch breaks.

All employees are required to sign in end out on the computer system provided. Employees shall sign in at the beginning of their work shift and then sign out at lunch. They should sign back in after lunch and then sign out at the end of their shift.

Employees that fail to sign in/out correctly will be docked an hour for each offense. This policy is being implemented to alleviate employees that come late and fail to sign in so that there will be no record of their tardiness. Please be aware that failure to report time correctly is considered theft of company assets.

Procedures for signing in/out on system:

• Each employee shall be assigned a personal code to be used when signing in/out. This code should not be used by any other employee.
• Employees should receive their time sheets by noon on Monday for the previous week. All corrections to the time sheet should be made. The time sheet should then be signed and turned in to the Administrator.
• Any changes in hours worked on a time sheet will be discussed with the employee prior to submittal for payroll processing. The employee and the supervisor must initial any changes.
• Unapproved absences shall not be considered as hours worked for pay purposes. The supervisor shall inform the employee if he/she will not be paid for certain hours of absence.

All KIDazzle staff is paid by check on a bi-weekly basis (every two weeks The scheduled payday is Monday, however, upon management discretion paychecks may be

available at the end of the employees work shift on Friday. In the event that a holiday

falls on the scheduled payday checks will be available the next business day. All required deductions, such as federal, state and PICA taxes and all authorized voluntary deductions, such as health insurance contributions, would be withheld automatically from the paychecks.

Employees should review their paycheck for errors. If an error is found, it should be reported immediately to the Center Director.

In the event that a paycheck is lost or stolen, the Center Director should be notified immediately, and a stop- payment will be put on the check. The stop-payment fee will be the responsibility of the employee. KIDazzle is unable to take responsibility for lost or stolen paychecks. If KIDazzle is unable to stop payment on the check, the employee alone will be responsible for such loss.

An employee classified, as a non-exempt staff member will receive compensation for approved overtime work as follows:

1. worked between the thirty-fifth and fortieth hours in any given workweek.

2. Employee will be paid their regular hourly rate of pay for all hours

Employees will be paid one and one-half times their regular- hourly rate of pay for all hours worked beyond the fortieth hour in any given workweek.

3. No overtime will be paid for “riding the clock”. This is the process of signing in early and signing out late.

The supervisor will provide the employee with reasonable notice when the need for  overtime work arises. Advance notice, however, may not always be possible.

The manner in which an employee makes use of his or her personal wages is a private matter. However, the creditor of employees may by law seek legal assistance to recover delinquent monies owed them through the process of garnishment of wages. KIDazzle is obligated to adhere to this judicial process and to deduct the required amount from the employee's paycheck.

KIDazzle employees are expected to meet, in a timely manner, all financial obligations owed to the company (tuition for employee dependents When an employee fails to meet this obligation, KIDazzle may withhold or deduct from the employee's paycheck any outstanding amount owed the company as a result of an accrued bill for goods, services or damages to KIDazzle property.

KIDazzle will no longer provide personal loans to employees. Advances against an upcoming paycheck will be made in emergency situations. When an employee receives an advance the full amount of the funds will deducted from their next paycheck.

Salaries will be reviewed on an annual basis according to the recommendations made by the Center Director, the Executive Director and the owners, Benjamin and Michele Hill. The supervisor makes recommendations for merit increases based on the overall job performance of the employee. All merit increases are contingent upon the annual budget and the availability of funding.

The total compensation at KIDazzle consists not only of the salary an employee is paid but also various benefits that are provided, such as group health and life insurance and total disability and retirement, as described in this Handbook.

Questions regarding the salary administration or an employee's salary should be directed to the individual's supervisor or the Center Director/Personnel.

To ensure that an employee performs his or her job to the best of their abilities, it is important that staff be recognized for- good performance. It is also important that employees receive appropriate suggestions for improvement when necessary. Consistent with this goal, the employee's performance will be evaluated by the supervisor on an annual basis. The employee will receive periodic written evaluations of his/her performance. Written evaluations normally will occur at the end of the probationary period (first 90 days of employment), as well as on an annual basis (by December 15th of each year

All written performance reviews will be based on an employee's overall performance in relation to his/her job responsibilities. It will also take into account his/her conduct, demeanor, and record of attendance and tardiness. Information derived from the annual performance appraisal will be used to determine the employee's eligibility for merit pay increases, as well as to identify the training needs of the employee.

After review of the written evaluation has been completed, the supervisor shall discuss the evaluation with the employee. The discussion should cover both the employee' a accomplishments and challenges so that positive aspects of his or her job performance are reinforced and unsatisfactory performance are targeted for improvement.

At the time of the discussion with the supervisor, the employee shall be given the opportunity to examine the written evaluation, correct inaccuracies and make written comments concerning any aspect of the evaluation. The written evaluation shall then be placed in the employee's personnel file.

KIDazzle has established a staff benefit program designed to assist employees and their eligible dependents in meeting financial obligations that can result from illness, disability and death.

This section of the Handbook is meant to highlight some features of the benefit programs. Group health and life insurance programs are described more fully in summary plan description booklets, which are provided when employees are eligible to participate in these programs. A complete description of the group health insurance programs is contained in KIDazzle master insurance contract with the insurance carrier, which is maintained in the corporate office. In the event of any contradiction between information appearing in this Handbook and/or SPD booklet, the information appearing in the master insurance contract shall govern in all cases.

In as much as insurance carriers do not always adjust their rate schedule changes to the contract year of KIDazzle, KIDazzle reserves the right to amend the provisions in respect to specific carriers or company fringe benefits during a contract year.

KIDazzle may establish at the start of any fiscal year a change in specific benefits for newly hired staff employees. Such changes shall apply only to new hires and to those with a break in service who are not approved for paid or unpaid leave of absence.

All full-time employees and their dependents are eligible to participate in KIDazzle group hospitalization, surgical, major medical and dental plans. KIDazzle group health insurance policy provides a comprehensive medical plan. Descriptions of the plan, enrollment cards and claim forms are available from the Center Director(s

Coverage begins on the first day of the month following the completion of the ninety-day probationary period. KIDazzle pays for a portion of the single health insurance costs. Employees who wish to cover their dependents must pay the additional dependent premium costs. Evidence of insurability is required for anyone (employee or dependent) who waits longer than thirty days after becoming eligible for life or health insurance benefits. Newborn dependents will be insured from their date of birth.

A dental plan is available to full-time staff. As an HMO, service is limited to a select group of dentists. Coverage begins on the first day of the month following the completion of the ninety-day probationary period. KIDazzle pays a portion of the single Dental insurance costs. Employees who wish to cover their dependents must pay the additional premium cost.

The provisions of the Worker’s Compensation Act cover staff members of KIDazzle. This insurance is designed to provide for the payment of medical expenses and partial salary continuation in the event of a work related injury or illness.

An employee who is injured on the job must immediately report such injury to the Center Director, whether or not medical treatment is required or refused. Failure to report the incident within ten (10) days may jeopardize the employee’s claim for benefits.

All eligible employees of KIDazzle are required to participate in the Social Security program. The requirements, benefits and privileges of Title III of the Social Security Act apply to all employees except those excluded by agreement with the Social Security Administration. Payroll deductions are made for the employee’s share of the cost of the insurance, with KIDazzle paying a match share.

The Social Security program provides retirement, disability, and health benefits. However, employees are encouraged to consider securing additional retirement options to provide the fullest measure of security during their post-employment years.

KIDazzle employs are covered under the Georgia and Tennessee state’s Unemployment Compensation Law. The insurance program is designed to provide salary benefits and to assist eligible employees who are temporarily unemployed through no fault of their own, are able and available for work, and are unsuccessful in finding work. KIDazzle pays these premiums.

KIDazzle is committed to providing various educational, training, and development opportunities for members of the staff in an effort to enhance their performance.

Staff in-service training and development programs are conducted periodically. Supervisors will grant time off for staff for in-service training as well as any other development courses without any requirement for make-up time. Classes offered “after hours” are not considered time worked and is therefore not eligible for overtime.

KIDazzle will attempt to make training available and to the extent that funds are available will subsidize the cost of some training.

Leave time is important to provide the opportunity for rest, recreation and personal activities. KIDazzle Child Care & Learning Center grants leave to its regular full time and part-time staff as indicated below.

All full-time regular employees accrue Leave after six months of continuous service. Leave is accrued in the following manner:

6months - 1 Year

1.54 hours for every 40 hours worked, up to 40 hours in a given week. This equates to 1 week of leave the first year.

After 1 Year of employment

1.54 hours for every 40 hours worked, up to 40 hours in a given week. This equates to 2 weeks of leave per year.

Staff members are required to take their accrued leave during the year. Leave time will accrue up to the maximum per year. If the employee does not take their time no additional time will accrue. No payments will be made in place of taking leave, except for accrued, unused leave at the time of separation from KIDazzle.

 

In the event that a holiday observed by KIDazzle falls within a scheduled annual leave period, the holiday will not be charged against the employee's accrued leave.

Staff members who are separated from KIDazzle are compensated for all unused leave.

KIDazzle Child Care and Learning Center provides paid time off to all full-time regular and part-time regular staff that have completed a ninety-day probationary period. The holidays observed are by site location and revised and distributed to employees annually prior to a new calendar year. See site manager for holidays for your site.

In order to be eligible to receive holiday pay, an employee is required to work his or her regularly scheduled hours the workday preceding and the workday following the holiday. In accordance with KIDazzle policy, an approved leave day or any other excused and paid day off is considered a day worked for purposes of holiday pay eligibility.

Employees with an employment contract, i.e. Prek, are paid based on the details of that contract and may not qualify for holiday pay.

Staff and faculty members affected by a pregnancy, childbirth, or related medical  conditions will be treated in the same manner for all employee-related purposes as  persons disabled for nonpregnancy related reasons. Employment policies regarding  duration of leave, availability of leave extensions, accrual of seniority, and other benefits and privileges during leave and reinstatement after leaves are applied to pregnancy-related disabilities on the same terms and conditions as they are applied to other disabilities. The following policies will apply:

1. Employees shall be entitled to use leave to the extent accrued for and period of time during the course of pregnancy when the employee is unable to work. This includes but is not limited to miscarriage, abortion, childbirth recovery, and adoption.

2. Once the employee has exhausted all accumulated leave, any remaining leave will be unpaid.

3. KIDazzle shall use its best efforts to reinstate staff to original or comparable jobs upon the individual's return to work from maternity leave. Such staff, however, shall not be guaranteed such a position.

4. The granting of parental leave will be based on the specifics of each case and with the approval of an employee`s immediate supervisor.

Maternity leave is not to exceed a three-month period and requires a medical release verification prior to returning to work.

When a death occurs in the family of a full-time regular or part-time regular employee, the employee will be compensated for time lost from the regular work schedule in accordance with the following guidelines.

Five (5) Days - Spouse, child, parents

Three (3) Days – Siblings, grandparents, mother-in-law, father-in-law, daughter-in-law, son-in-law, brother-in-law, sister-in-law

Time off – For all other relatives and friends time will be granted per the leave and .absenteeism policy.

Request for bereavement leave should be made to the Center Director.

Staff members are encouraged to exercise their constitutional rights and to participate in local, state and federal elections. Employees should make every effort to vote before or after their scheduled working hours. However, if an employee's regular working hours conflict with voting hours, the Center Director may grant a reasonable period of time off for the purpose of voting.

For a full-time regular staff member summoned to jury duty, KIDazzle will continue their salary during their active period of jury duty. They are also permitted to retain the allowance they receive from the court for such service. If they are not full-time regular staff members, they are given time off without pay while serving jury duty.

To qualify for jury or witness duty leave, staff must submit to their supervisor a copy of the summons to serve when it is received. In addition, proof of service must be submitted to the supervisor when their period of jury or witness duty has been completed.

A leave request form must be. completed with appropriate documentation attached and submitted to the Center Director.

Full-time regular and part-time regular employees who have one year of continuous  service may request unpaid personal leaves of absence for a period of up to ninety days. No more than one leave will be granted in 24 months. They must request personal leaves in writing at least two weeks prior to the time they wish such leave to commence. If the personal leave request is necessitated by an emergency they must notify their Center Director in writing stating the nature of the leave and the expected length of absence. The written request must be submitted within three days of the beginning of the leave. A leave form must be completed and submitted to the Center Director.

KIDazzle will make every attempt to place employees returning from personal leaves of absence in their former positions or positions comparable in status and pay, however, there is no guarantee that a position will be available upon return. Due to the nature of the business KIDazzle must maintain required staff: child ratios and will need to find replacements for employees during absences.

Leaves of absence for military or reserve duty are granted to full-time and regular part-time employees. A copy of military orders or other authorization documents for such duty must be presented to the faculty or staff member's Center Director. Military duty is defined as an ordered military duty in the service of the state or the United States, including schools conducted by the United States Armed Forces. Such duty must be of less than 30 days duration and must be performed as a member of one of the Armed Forces.

Employees may use their accrued leave during military service.

Eligibility for reinstatement after military duty or training is completed is determined in accordance with applicable federal and state laws.

In the event of inclement weather or other temporary emergency situations, the Executive Director and Benjamin and Michele Hill may (1) Implement Emergency Plan or (2) close KIDazzle entirely.

*The implementation of the Emergency Plan means that Parents may bring their children to the designated center that will be open. Members of the Emergency Team should plan to come to work as quickly as the weather permits. All other staff will call in by 8:00 AM for further instructions.

* The closing of KIDazzle means that classes are canceled and support functions and  operations (offices) will be closed. Employees are not expected to report to work unless they have been designated as emergency personnel who are needed to carry out essential services. During the emergency closing of KIDazzle, employees are considered on leave without pay.

Official notifications of center closing will be posted on the KIDazzle FACEBOOK page, and website. Notification will also be posted on all local Television stations' websites. Center managers may also be reached to verify closure.

As members of the KIDazzle Child Care and Learning Center Staff, employees are expected to exhibit an appropriate style of dress and behavior, accept job-related responsibilities, and maintain personal integrity at all times. The dress code for all KIDazzle employees is a KIDazzle collared shirt and khaki, navy, or black bottoms; Monday through Thursday. A KIDazzle shirt, either collared or T-shirt, and blue jeans are acceptable on Friday. No sleeveless attire may be worn at any time. An appropriate bottom includes slacks, skirts, or shorts. Skirts and shorts must be knee-length or longer and allow the wearer room to breathe and move freely. Employees may not wear hats unless issued and approved by KIDazzle. Jewelry must not interfere with the employee’s ability to perform their job duties. Visible tattoos are not allowed.

KIDazzle will provide one shirt to all employees. Additional uniforms are the responsibility of each employee. Failure to comply with the dress code policy will result in disciplinary actions. Employees that have not received a shirt issued by KIDazzle must wear a solid polo style or turtleneck shirt and appropriate bottoms.

All employees, permanent and temporary must comply with the dress code schedule. Please see Center Manager for the dress schedule.

Employees are expected to fulfill the responsibilities outlined in their job descriptions and in addition to maintaining a safe, healthy environment. These duties include but are not limited to the following:

-All toys must be disinfected routinely. Infant and toddler equipment – daily, or whenever, it has been in a child’s mouth. Children 3+ years old – weekly.

-All tables should be disinfected at the beginning of the day, before lunch, and at the end of the day.

-Chairs, cubbies, shelves must be wiped down weekly. These items must be free of clutter, dust, and debris.

-All toys must be disinfected routinely. Infant/Toddler – daily and/or as needed. Children 3+ years old – weekly.

-All sheets must be washed weekly or as needed. Infant sheets washed daily.

-All cots must be disinfected weekly. This means wiping a disinfecting solution over each cot.

-Trash cans must be emptied after each meal. In rooms that have diaper changing trashcans, these must be emptied every half-hour.

-Floors must be free of all debris and objects. They must be swept after all meals and at the end of the day. Floors must be mopped to remove any spills that occur during the day.

-Supplies assigned to the classroom should be kept in good condition.

-Teachers are responsible for materials assigned to their classes.

-Teachers should not sit on tables, shelves, or other classroom objects with the exception of chairs.

-Excessive loss of supplies and equipment may result in disciplinary action.

All teachers, leads, and assistants, are responsible for the full implementation of the  approved curriculum. Full implementation includes but is not limited to:

• Completed and implemented lesson plans
• Adherence to the daily schedule
• Anecdotal Notes
• Portfolio Management
• Developmental Assessments
• Referrals
• IEP/Plan of Care individualization
• Parent Conferences

In addition, infant and toddler teachers must complete a daily sheet on each child, each day they are in attendance. This applies to all children that are not potty trained and or not verbal.

-All children should leave the center with their shoes tied, their faces should be washed and their clothes neatly arranged or changed if needed.

-Chairs should be stacked.

-Tables wiped down.

-All shelves and toys neatly arranged.

-Floors swept

Disciplinary action is considered first and foremost a managerial tool to ensure effective job performance and conformance with established work rules. Disciplinary action is expected to help employees overcome work-related problems. Disciplinary steps should be viewed as part of a communication process to help ensure that staff members clearly understand their supervisor' a expectations regarding job performance and conduct. Therefore, it is important that attempts are made to improve performance or resolve conduct problems on an informal basis with discussions between employee and supervisor whenever possible. The Center Director/Personnel is available to provide assistance, mediation or counseling to employees or supervisors who are trying to resolve work-related problems.

Depending upon the nature and severity of the offense, disciplinary action may take one or more of the following forms:

-verbal warning

-written reprimand

-disciplinary probation

-suspension discharge/separation of employment

The term "misconduct" as used in this Handbook should be interpreted to include  inadequate job performance, unprofessional behavior, violations of KIDazzle policy, and attendance problems. In general, immediate supervisors have the primary responsibility for and authority to administer discipline. The Executive Director and the Center Director/Personnel also may be involved.

With the exception of verbal warnings, supervisors will provide employees with written documentation of the following and forward a copy of the document to the employee's personnel file.

a. the nature and extent of the problem;

b. the policy/procedure that has been violated and or the inadequate performance/conduct for which the disciplinary action is being taken;

c. for cases other than discharge suggested courses of corrective action;

d. if applicable, the past work record that included relevant counseling or disciplinary actions taken;

e. for cases other than discharge, a statement of consequences to the employee in the absence of improvement or the recurrence of the problem;

f. any follow-up action to be taken.

This requirement establishes a record of the performance/conduct problem, helps ensure that the employee has been counseled, and seeks to ensure that the employee and supervisor clearly understand the key issues surrounding the situation.

His/her immediate supervisor administers a verbal warning whenever an employee has engaged in relatively minor forms of misconduct. (See subsection violations Verbal warnings are administered in individual conferences between the supervisor and the employee. The supervisor explains fully the nature of the violation and the means by which the employee can ensure that the violation will not be repeated. The supervisor should document all verbal warnings.

Employees who persist in committing minor misconduct for which a verbal warning has been issued previously or who initiates more substantial fortes of misconduct may be subject to receiving a written reprimand. A written reprimand is a statement initiated by the employee's immediate supervisor but must bear the concurring signature of the Executive Director. When an employee receives a reprimand, he or she should sign it to acknowledge that it has been received. One copy of the reprimand must be given to the employee and another copy placed in the employee' a personnel file. If the employee refuses to sign, the written reprimand will still be placed in the employee's personnel file. A staff member who receives multiple reprimands within a 12-month period may be subject to immediate probation, suspension or discharge.

Disciplinary probation is imposed upon an employee who has received multiple reprimands or for initial misconduct that is more serious than one that would warrant a verbal warning or written reprimand. Disciplinary probation is initiated in writing (see Counseling and Documentation in this Handbook) , with the concurring signature of the Executive Director. While on disciplinary probation, an employee may be suspended or discharged for violations of KIDazzle policy or noncompliance with key conditions of the work plan. The period of disciplinary probation is determined by the supervisor, with the approval of the Executive Director and may not be less than three weeks nor exceed ninety(30) days. When the probation period has ended, the employee must be notified in writing the status of his or her conduct or performance. The probationary period has been either satisfactory, in which case the employee is returned to a regular status of employment, or has been unsatisfactory, in which case the employee will be separated from KIDazzle. An employee who is placed on disciplinary probation more than once within a 12-month period will be subject to dismissal.

An employee may be suspended from work:

1. as a severe and punitive disciplinary measure for major or repeated misconduct

OR

2. to allow time for further inquiry into alleged major misconduct that normally would result in a discharge.

Suspensions may occur with or without pay depending on the circumstances involved.

In carrying out their duties and responsibilities, all staff represents KIDazzle and as such should conduct themselves accordingly. Appropriate behavior is important at all times. KIDazzle expects staff to conduct themselves in a courteous and professional manner when interacting with students, visitors, or fellow staff members. Appropriate conduct includes adhering to the KIDazzle regulations, policies arid procedures; maintaining good attendance, and performing one's duties efficiently and effectively. Toward this end, KIDazzle has established a policy with regard to conduct violations, which are explained as follows:

Conduct violations are not limited to these offenses below, which are listed for illustrative purposes only:

Violations that may warrant disciplinary action up to and including discharge

a. Leaving children unattended;

b. wasting time or loitering during working hours;

c. Leaving KIDazzle premises or work area without permission during work hours.

d. Engaging in any activity during working hours that are not closely related to or part of the employee's work;

e. Failure to notify the immediate supervisor as prescribed in rules and regulations when absent from work or failure to give satisfactory reason for such absence;

f. Tardiness or unexcused absence.

g. Failure to accurately record time worked.

h. Inefficiency, negligence, or lack of application to work; productivity not up to standards.

i. Willful waste of materials or supplies;

j. Carelessness resulting in the damage to or destruction of tools, equipment, supplies, or other property belonging to or in charge of KIDazzle,

k. Failure to report an accident or injury of a student, other employee, self, or visitor to KIDazzle property;

l. Violation of or disregard for common safety practices and fire prevention rules established by KIDazzle Dazzle, such as smoking in an unauthorized area;

m. Discourteous treatment of KIDazzle constituencies -- students, parents, family members, administrators, fellow staff members, and visitors;

n. Gambling on KIDazzle property.

p. Sleeping during working hours; including field trips

Violations that may cause immediate discharge or suspension include:

a. Falsification of personnel records, including time cards and application for employment.

b. Failure to notify KIDazzle of any pre-existing illness(s) or condition(s) that may be aggravated by job activities;

c. Unexcused absence of three days without notification.

d. The unlawful use, possession, distribution, sale, or manufacture of illegal drugs and alcoholic beverages, including the improper use of prescription medicines on KIDazzle property or at any KIDazzle activity;

e. Insubordination: refusal to perform service as required by the supervisor or refusal to obey any order given in the usual course of employment.

f. Theft or pilferage, unauthorized use, hiding, removal, sabotage, defacing, or destruction of KIDazzle property;

g. Stealing from a fellow employee, student, KIDazzle officials, or others on KIDazzle property;

h. Conduct, which is disorderly, dishonest, unethical, immoral, or indecent and perpetrated on KIDazzle premises;

i. Threatening, intimidating, coercing, or interfering with fellow employees, students, KIDazzle officials, or others on KIDazzle property;

j. Fighting with a fellow employee, student, KIDazzle official, or others on KIDazzle property;

k. Conviction of a crime, whether or not on KIDazzle property;

l. Carelessness resulting in serious injury to fellow employees, students, KIDazzle officials, or others on KIDazzle property.

m. Falsifying time reporting of another employee;

n. Being under the influence of alcohol or drugs while at work.

KIDazzle rules concerning discharge are intended to be general guidelines to good judgment and fair treatment. (Just cause for dismissal is not limited to those violations listed above as there may be other offenses committed that may warrant this action

KIDazzle expects all employees to assume diligent responsibility for their attendance and promptness. If an employee is unable to work because of illness, he or she must notify his/her immediate supervisor at least one (1) hour prior to the start of the work schedule.

If an employee will be late for work, he or she must notify his/her supervisor  immediately.

KIDazzle may require an employee to be examined by a physician designated by KIDazzle when abuse is suspected (for example, when an employee's record indicates a pattern of absences before or after holidays and weekends)

Excessive absenteeism is defined as follows:

-Employees may have two unexcused absences.

-The third will result in suspension or termination.

-All absences are unexcused unless the employee has time available.

-Employees that have time available must use the time if they are absent. If employees want to save their time they will receive a written disciplinary action.

Employees are expected to be at work on time. Tardiness is defined as more than 5 minutes past the scheduled start time. Excessive tardiness is defined as follows: 

-Late arrival more than once a week

-Tardiness that follows a certain pattern. For Example, late every other Friday  morning

Excessive tardiness will result in suspension or termination.

All absences will be classified as unexcused unless a Request For Time Off Form is approved at least 48 hours before the requested time off.

KIDazzle does not condone any physical, verbal or mental abuse of children. No child enrolled at KIDazzle will be subjected to ridicule or be denied food or outside time because of behavior. Children should not be chastised for toileting accidents.

Redirection should be the first action in dealing with disciplinary issues. As a last resort, using “time out” will be considered acceptable. “Time Out” should be the exception and limited to severe cases. Children should not be brought to the office or administrative area for disciplinary issues. All disciplinary issues that are significant enough to relay to parents should be documented and a copy provided to the director prior to speaking with the parent. Inappropriate disciplinary procedures will result in immediate termination.

Two official parent conferences should be scheduled for each child. The first conference should occur prior to December 1st and another conference should occur prior to May 1st. Lead teachers are responsible for these conferences.

Lead teachers, after a written report has been submitted to Director or Family Service Coordinator, may discuss behavioral issues with parents in an unofficial meeting. No other staff may provide any parent with negative information about their child. If the parent has specific questions they should be instructed to speak with the Lead teacher, Family Service Coordinator, or Director. Violation of this policy will result in suspension.

No person has the authority to suspend or terminate a child from KIDazzle. A committee of Center director, Family Service Coordinator, Teachers, and Owners, will make the decision to suspend/terminate a child or family. The decision will be made after a review of data submitted by the teaching staff and the FSC. If the child involved is in Georgia Lottery Funded Pre-K the Office of School Readiness must make the final decision. Any person that violates this rule will be subject to immediate termination.

KIDazzle attempts to provide each classroom with adequate supplies and equipment and has purchased adequate resource materials for use by teaching staff. These materials are to remain on KIDazzle property unless the employee officially signs them out.

Teachers are requested not to bring their personal teaching items to the center. It is virtually impossible to know if a specific book or item belongs to KIDazzle or the teacher. Any material brought on site will become the property of KIDazzle Child Care & Learning Center.

Any books or materials received during training are the property of KIDazzle Child Care, Inc. and not the personal property of the employee attending the training

A field trip is defined as any time children are off of the center premises. Children must have a signed permission slip before they can participate in the trip. All children must have a KIDazzle T shirt and a nametag with their first and last name on it.

Often parents accompany KIDazzle on trips. While parents are always a great help, they have no responsibility to supervise any children other than their own. KIDazzle staff has total responsibility for supervision. A KIDazzle teacher should be at the front of the group and a KIDazzle staff person should be at the end of the group. Parents may be placed throughout the group.

Teachers are responsible for taking children to the restrooms while on field trips. Parents should not be allowed to take children to the restroom without a KIDazzle staff present.

Children should be counted before leaving the center, upon arrival at the destination, periodically throughout the field trip and prior to departure the roll should be taken. A copy of all persons attending the field trip should be left at the center and the lead teacher should take a copy.

If lunch was a part of the field trip, any staff attending the trip will take a short break instead of a lunch hour. The length of the break will depend upon staffing, time of day, etc.

It is necessary for employees of KIDazzle to restrict his/her personal business to non working hours. Only personal emergencies should be taken care during the course of a workday. When these emergencies occur employees should clock out and leave the center to handle the emergency.

In the event that debt collectors begin to call the center the Center Manager will ask the employee to provide information so that the KIDazzle telephone number not be called. Excessive collection calls may result in disciplinary action.

The telephones at KIDazzle are there for business, not personal calls. The administrators will take messages, when possible, for personal calls received during work hours. Employees may pick up their messages during their breaks. If the call is an emergency the employee will be called from class. An emergency is defined as a situation that will require you to leave the center. Please advise friends, family, other business contacts that you are unable to take telephone calls during work hours and to please not be rude to the person answering the telephone.

Long distance phone calls, Call return and other calling options are prohibited. Failure to comply will result in termination.

KIDazzle does not accept any collect calls. Any collect calls accepted will be the responsibility of the accepting party.

No electronic device should be on your person at any time that you are supervising children or at any time that is considered work time. These devices include but are not limited to cell phones, tablets, laptops, Bluetooth capable devices, computer watches etc.

Electronic Devices (KIDazzle owned)

KIDazzle issues tablets and laptops to meet specific guidelines of several state programs. These devices should be used during planning time or in the documentation of classroom activities.

Cell phones are available to drivers for use during bus runs and to other KIDazzle personnel. These telephones should not ever be used when driving the vehicle. If it becomes necessary to place or receive a call the driver should pull over and put the vehicle in park.

The use of KIDazzle property for personal use is also forbidden. Use of computers, printers, copiers, fax machines, or laundry facilities is considered inappropriate. Misuse of company property will result in suspension or termination.

KIDazzle desires that all of its centers operate in a professional manner. Loud talking, inappropriate singing, arguing and other types of loud noises should be avoided. Viewing non-child specific television programs is not allowed. Viewing FACEBOOK and other social media outlets are not allowed. Only child related music or instrumental music is allowed in the center. This television and music policy includes all administrative areas. Allowances for the kitchen may be made under the following conditions: 1) the sound of the music must be confined to the kitchen and 2) the door must be closed.

At no time should food be eaten in the classroom. The only exception would be for those teachers that participate in family style dining. All lunch breaks must be taken in designated non-work areas. Staff should not visit fellow employees in other work areas during lunch breaks.

When KIDazzle employees attend meetings, workshops, training, or conferences they are expected to conduct themselves in a professional manner at all times. Employees are expected to:

-Wear attire with the KIDazzle logo.

-Abide by any established rules for training/conference (start/end times, lunch,  etc.).

-Attend workshops/training as scheduled Refrain from negatively discussing any KIDazzle related business, employees, parents, or children.

-Maintain confidentiality in all discussions

In order to maintain a safe and comfortable working environment and to ensure compliance with applicable laws, smoking on KIDazzle property is strictly prohibited. Because KIDazzle may be subject to criminal and civil penalties for violations of applicable smoking laws, it must insist on strict adhesion to this policy. Employees smoking on company premises will be subject to disciplinary action.

KIDazzle prohibits the use of alcohol during work hours. Employees must not be under the influence of alcohol at any time. If there is any suspicions of being under the influence of alcohol the Center Manager may request a blood alcohol test. Failure to comply with request for test will result in termination. If tested and found positive employee will be suspended for three days without pay and put on a one-year probation. After returning to work any further incidents of alcohol on the job will result in immediate termination. Employees will be encouraged to seek and assisted in finding professional help

The use of alcohol on KIDazzle property, during operating hours or whenever children are present, will result in immediate termination.

KIDazzle also prohibits the use of illegal drugs and the abuse of prescription drugs. Random drug testing will be implemented. Failure to comply with a request for drug testing will result in termination. Any trace of any illegal substance will result in an immediate 3-day suspension without pay and put on a one-year probation. After an initial positive test employees must provide a negative drug test within 30 days. Failure to provide a negative drug test will result in termination.

All employees that drive vans and busses that routinely transport children must take drug tests at regular intervals to insure compliance with laws and insurance guidelines. Failure to comply with drug tests will result in termination.

The possession, use or sale of drugs on KIDazzle property will result in immediate termination.

KIDazzle is committed to providing a safe work environment and to fostering the well-being and health of its employees. That commitment is jeopardized when any KIDazzle employee illegally uses drugs on the job, comes to work under the influence, or possesses, distributes, or sells drugs in the workplace. Therefore, KIDazzle has established the following policy:

1.It is a violation of company policy for any employee to possess, sell, trade, or offer for sale illegal drugs or otherwise engage in the illegal use of drugs on the job.

2. It is a violation of company policy for anyone to report to work under the  influence of illegal drugs.

3.It is a violation of company policy for anyone to use prescription drugs  illegally. (However, nothing in this policy precludes the appropriate use of legally prescribed medications

4. As a condition of employment, employees must abide by the terms of this  policy and must notify KIDazzle in writing of any conviction of a violation of a criminal drug statute occurring in the workplace no later than five calendar days after such conviction.

5.Violations of this policy are subject to disciplinary action up to and including termination.

It is the responsibility of the company’s Center Managers to counsel employees whenever they see changes in performance or behaviors that suggest an employee has a drug problem. Although it is not the Center Manager’s job to diagnose personal problems, the manager should encourage the employee to seek help and advise them about available resources for getting help. Everyone shares responsibility for maintaining a safe work environment and co-workers should encourage anyone who may have a drug problem to seek help.

The goal of this policy is to balance our respect for individuals with the need to maintain a safe, productive, and drug-free environment. The intent of this policy is to offer a helping hand to those who need it while sending a clear message that the illegal use of drugs is incompatible with employment at KIDazzle.

Access to information on children, employees or other company information is confidential and should be treated as such. This information should not be discussed with other employees, either at KIDazzle or away from company property, family or friends. Confidential information obtained at KIDazzle should never be discussed in the presence of children. Violation of this policy will be grounds for suspension and/or termination.

Misunderstandings or conflicts can arise in any organization. To ensure effective working relations, it is important that such matters be resolved before serious problems develop. Should a situation persist that an employee believes is detrimental to him/her or to KIDazzle, he/she should follow the procedure described below;

Discussion of the problem by the employee with his/her supervisor is encouraged as a first step. If, however, this discussion fails to remedy the problem, he/she may proceed to Step Two.

If the problem is not resolved after discussion with the supervisor, the employee is encouraged to request a meeting, in writing, with the Executive Director. The written request should include all pertinent facts regarding the incident. In an effort to resolve the problem, the Executive Director will consider the facts, conduct an investigation, and also may review the matter with the Center Director/Personnel. The employee will normally receive a response regarding the problem within five working days of meeting with the Executive Director.

If the employee is not satisfied with the Executive Director's wishes to pursue the problem or complaint further, any complaint discussed informally or presented formally should (1) indicate the nature and extent of the problem, with a concise statement of the facts (2) identify the rule, regulation, policy or procedure, if any that is alleged to have been violated; and (3) indicate the remedy sought by the employee. This written summary should accompany the employee's request that the owners, Benjamin and Michele Hill, review the matter.

The owners, after full examination of the facts (which may include a review of the written summary of the employee's statement, discussions with all individuals concerned, and further investigation if necessary) normally will advise the employee of their decision within ten (10) working days. This decision is final.

KIDazzle does not condone nor tolerate any form of retaliation against employees availing themselves of this procedure. The procedure should not be construed, however, as preventing, limiting, or delaying KIDazzle from taking disciplinary action against any individual, up to and including dismissal, in circumstances (such as those involving problems of overall performance, conduct, attitude, or demeanor) where the KIDazzle deems disciplinary action appropriate. Separation from KIDazzle ends the right to the complaint resolution process.

Position: Lead Teacher

Qualifications: ECE Certification, ECE Degree, BS/BA in related field, EC Vocational Degree, CDA

• Physical stamina to keep up with active, young children.
• Physical constraints required include the ability to hear the conversational voice, with or without a hearing aid, the ability to see and read newsprint, with or without corrective lenses, to speak and be understood under normal circumstances, to lift and carry children and other items weighing up to 50 pounds, and the use of arms, hands, legs, feet with or without corrective devices to accomplish the job, including the evacuation of the building during emergencies.
• After an offer of employment is made, provide a current (within one year of the date of hire) physical examination by a physician and a TB test. At least annually thereafter, a tuberculin test or chest x-ray is required.
• Documentation of U.S. citizenship or eligibility to work in the U.S.
• Prior to employment present, a satisfactory Criminal records Check.
• Emotional Stability.
• Capacity to enjoy children and view their feelings and needs objectively and sympathetically to give them protection, help, and understanding.
• Ability to deal with undesirable behavior in a firm, constructive nonpunitive way.
• Capacity for and interest in learning more about children and how to work with them.
• Understanding of the responsibilities to safeguard children and the ability to use good judgment in emergencies. Ability to respond immediately to any emergency situation.
• Capacity for pleasant and cooperative relationships with parents and staff.

• Ability to motivate and generate enthusiasm among employees and to demonstrate understanding and fairness to all.
• Ability to be pleasant, positive and cheerful throughout the day.
• Must have a good sense of humor.

Daily Responsibilities

1. Carries out all goals, policies, and activities according to the educational and program objectives.

2. Plans and documents daily activities in the lesson plan book. Plans for the entire week in advance, using curriculum guidelines.

3. Keeps samples of daily work – dates and stores them in folders. Places other children’s work at eye level within the classroom

4. Saves all correspondence to parents. All correspondence must be pre-approved by the director.

5. Takes roll call daily and documents attendance. Assures correct procedures for signing children out of the center.

1. Is familiar with all policies in the Parent Handbook and Employee Handbook

2. Attends staff meetings and other related professional meetings.

3. Reports safety, health, and fire hazards to the Director.

4. Uses classroom log according to guidelines.

5. Prepares supply list and newsletters to be submitted to the Director by the 25th of each month.

6. Knows appropriate methods of discipline – positive reinforcement, logical consequences, encouragement, and redirection

7. Plans parent conferences twice per year or as needed or desired by the parents.

8. Maintains positive and open lines of communication with parents.

9. Keeps room straightened, clean and safe for children. During nap time, straighten shelves and cleans woodwork, etc., directs and helps with all cleaning procedures.

10. Plans and documents monthly fire drills and tornado drills.

11. Knows how to use a fire extinguisher.

12. Is CPR and First Aid trained within one month of employment.

13. Fills out incident and accident forms in case of an accident or injury. Knows and follows all emergency procedures.

14. Maintains clear communications with other staff, especially afternoon teachers.

15. Plans for holiday activities, birthdays, and open house.

16. Changes monthly room decorations and bulletin boards to reflect the seasons or holidays – all teachers actively participate in these projects.

17. Organizes and carries out special events.

18. Participates in minor policy writing pertaining to the improvement of the program.

19. Keeps the children clean and presentable– hands and faces washed, clothes straight, shoes tied.

20. Clean and change children’s clothes in the event of an accident.

21. Speaks correct English and encourages good grammar.

22. Encourages language development and positive social interaction; initiates group activities.

23. Encourages good manners

24. Introduces him/herself to parents in a pleasant, courteous way.

25. Helps with breakfast, lunch, snack routine. Encourages family-style dining. Ensures that all children receive appropriate servings of food. Serves children second helpings on request. Cleans tables, chairs, and floor after mealtime. Ensures that trash can is emptied after each meal. Stacks dishes and returns serving cart to the kitchen.

26. Helps with naptime routine. Develops and keeps updated a cot chart showing the cot assignment by a child. Ensures that all children have two pieces of sleeping cover – one bottom sheet and one top sheet. Sleeping equipment must be disinfected weekly and sleeping covers should be laundered weekly.

27. Does not chew gum or candy, does not stand around with hands in pockets or on hips. Does not have their arms crossed or sits around as if there is nothing to do.

28. Greets children and parents cheerfully, and addresses them by name.

29. Dispatches children quickly, efficiently, warmheartedly, and politely. Makes sure they have all of their papers, daily reports, hats, coats, gloves, and other belongings when they are picked up. Makes sure that their hands and faces are clean before they leave, and their shoes are tied. Helps with coats if needed.

30. Provides for the children’s emotional needs – gives hugs and comforts them especially when they are new and trying to adjust to a new environment.

31. Leaves classrooms clean and straight, ready for the next day. Ask the director to come and inspect the classrooms for several days to make sure that everything is orderly, neat, clean, and ready to receive children the next morning.

32. On Thursdays, performs all necessary duties of House cleaning day. Thoroughly cleans and repairs items such as books and games, straightens drawers, shelves and closets. Organizes manipulatives, games, dramatic play, blocks, and all learning centers.

33. Is actively engaged with the children at all times, inside and on the playground.

34. Knows opening and closing procedures.

35. Helps with the children’s physical needs such as going to the bathroom, buttoning coats, serving lunch, etc.

36. Act as role models in speech and behavior.

37. Participates in regular safety checks.

38. Respects the dignity and individuality of each child; knows that each child develops at a different rate and style.

39. Performs any and all duties as deemed necessary and assigned by immediate supervisor.

1. Promotes social, emotional, and academic growth of the children.

2. Provides a nurturing, cheerful, and stimulating environment.

3. Encourages children to show some responsibility for their own behavior and to demonstrate self-discipline.

4. Encourages children to work independently.

5. Helps children develop good listening skills

6. Teaches basic readiness skills for lifelong learning.

7. Implements a well-planned lesson plan each week.

8. Documents anecdotal notes

9. Assesses children at regularly scheduled intervals.

10. Provides a time for social interaction between children.

11. Always ensures that children are correctly supervised.

12. Helps the children build a good self-image and positive attitude

13. Always displays fairness, kindness, and patience – children observe these qualities by observing others.

14. Tries to send every child home feeling good about his/her day, notices every accomplishment no matter how small.

Position: Assistant Teacher

Qualifications: High School diploma, 2 years experience working with children

• Physical stamina to keep up with active, young children.
• Physical constraints required include the ability to hear the conversational voice, with or without a hearing aid, the ability to see and read newsprint, with or without corrective lenses, to speak and be understood under normal circumstances, to lift and carry children and other items weighing up to 50 pounds, and the use of arms, hands, legs, feet with or without corrective devices to accomplish the job, including the evacuation of the building during emergencies.
• After an offer of employment is made, provide a current (within one year of the date of hire) physical examination by a physician and a TB test. At least annually thereafter, a tuberculin test or chest x-ray is required.
• Documentation of U.S. citizenship or eligibility to work in the U.S.
• Prior to employment present, a satisfactory Criminal records Check.
• Capacity to enjoy children and view their feelings and needs objectively and sympathetically to give them protection, help, and understanding.
• Ability to deal with undesirable behavior in a firm, constructive nonpunitive way.
• Capacity for and interest in learning more about children and how to work with them.
• Understanding of the responsibilities to safeguard children and the ability to use good judgment in emergencies. Ability to respond immediately to any emergency situation.
• Capacity for pleasant and cooperative relationships with parents and staff.

• Ability to motivate and generate enthusiasm among employees and to demonstrate understanding and fairness to all.
• Ability to be pleasant, positive and cheerful throughout the day.
• Must have a good sense of humor.

Daily Responsibilities

1. Carries out all goals, policies, and activities according to the educational and program objectives.

2. Helps with classroom activities according to supervising teacher’s instruction.

3. Helps with breakfast, lunch, snack, and nap procedures.

4. Helps supervise children both inside and out.

5. Greets children and parents cheerfully, and addresses them by their names.

1. Is familiar with all policies in the Parent Handbook and Employee Handbook

2. Attends staff meetings and other related professional meetings.

3. Reports safety, health, and fire hazards to the Director.

4. Maintains positive and open lines of communication with parents.

5. Knows appropriate methods of discipline – positive reinforcement, logical consequences, encouragement, and redirection

6. Maintains positive and open lines of communication with parents.

7. Keeps room straightened, clean and safe for children. During nap time, straighten shelves and cleans woodwork, etc., directs and helps with all cleaning procedures.

8. Knows how to use a fire extinguisher.

9. Is CPR and First Aid trained within one month of employment.

10. Fills out incident and accident forms in case of an accident or injury. Knows and follows all emergency procedures.

11. Maintains clear communications with other staff.

12. Helps plan for holiday activities, birthdays, and open house.

13. Helps change monthly room decorations and bulletin boards to reflect the seasons or holidays – all teachers actively participate in these projects.

14. Organizes and carries out special events.

15. Participates in minor policy writing pertaining to the improvement of the program.

16. Keeps the children clean and presentable– hands and faces washed, clothes straight, shoes tied.

17. Clean and change children’s clothes in the event of an accident.

18. Speaks correct English and encourages good grammar.

19. Encourages language development and positive social interaction; initiates group activities.

20. Encourages good manners

21. Introduces him/herself to parents in a pleasant, courteous way.

22. Helps with breakfast, lunch, snack routine. Encourages family-style dining. Ensures that all children receive appropriate servings of food. Serves children second helpings on request. Cleans tables, chairs, and floor after mealtime. Ensures that trash can is emptied after each meal. Stacks dishes and returns serving cart to the kitchen.

23. Helps with naptime routine. Develops and keeps updated a cot chart showing the cot assignment by a child. Ensures that all children have two pieces of sleeping cover – one bottom sheet and one top sheet. Sleeping equipment must be disinfected weekly and sleeping covers should be laundered weekly.

24. Does not chew gum or candy, does not stand around with hands in pockets or on hips. Does not have their arms crossed or sits around as if there is nothing to do.

25. Greets children and parents cheerfully, and addresses them by name.

26. Dispatches children quickly, efficiently, warmheartedly, and politely. Makes sure they have all of their papers, daily reports, hats, coats, gloves, and other belongings when they are picked up. Makes sure that their hands and faces are clean before they leave, and their shoes are tied. Helps with coats if needed.

27. Provides for the children’s emotional needs – gives hugs and comforts them especially when they are new and trying to adjust to a new environment.

28. Leaves classrooms clean and straight, ready for the next day. Ask the director to come and inspect the classrooms for several days to make sure that everything is orderly, neat, clean, and ready to receive children the next morning.

29. On Thursdays, performs all necessary duties of House cleaning day. Thoroughly cleans and repairs items such as books and games, straightens drawers, shelves and closets. Organizes manipulatives, games, dramatic play, blocks, and all learning centers.

30. Is actively engaged with the children at all times, inside and on the playground.

31. Knows opening and closing procedures.

32. Helps with the children’s physical needs such as going to the bathroom, buttoning coats, serving lunch, etc.

33. Act as role models in speech and behavior.

34. Participates in regular safety checks.

35. Respects the dignity and individuality of each child; knows that each child develops at a different rate and style.

36. Performs any and all duties as deemed necessary and assigned by immediate supervisor.

1. Promotes social, emotional, and academic growth of the children.

2. Provides a nurturing, cheerful, and stimulating environment.

3. Encourages children to show some responsibility for their own behavior and to demonstrate self-discipline.

4. Encourages children to work independently.

5. Helps children develop good listening skills

6. Helps teach basic readiness skills for lifelong learning.

7. Helps to implement a well-planned lesson plan each week.

8. Provides a time for social interaction between children.

9. Always ensures that children are correctly supervised.

10. Helps the children build a good self-image and positive attitude

11. Always displays fairness, kindness, and patience – children observe these qualities by observing others.

12. Tries to send every child home feeling good about his/her day, notices every accomplishment no matter how small.

Position: Director

Qualifications: ECE Certification, ECE Degree, BS/BA in related field, EC Vocational Degree, CDA

• Physical stamina to keep up with active, young children.
• Physical constraints required include the ability to hear the conversational voice, with or without a hearing aid, the ability to see and read newsprint, with or without corrective lenses, to speak and be understood under normal circumstances, to lift and carry children and other items weighing up to 50 pounds, and the use of arms, hands, legs, feet with or without corrective devices to accomplish the job, including evacuation of the building during emergencies.
• After an offer of employment is made, provide a current (within one year of date of hire) physical examination by a physician and a TB test. At least annually thereafter, a tuberculin test or chest x-ray is required.
• Documentation of U.S. citizenship or eligibility to work in the U.S.
• Prior to employment present a satisfactory Criminal records Check.
• Capacity to enjoy children and view their feelings and needs objectively and sympathetically to give them protection, help and understanding.
• Ability to deal with undesirable behavior in a firm, constructive nonpunitive way.
• Capacity for and interest in learning more about children and how to work with them.
• Understanding of the responsibilities to safeguard children and the ability to use good judgement in emergencies. Ability to respond immediately to any emergency situation.
• Capacity for pleasant and cooperative relationships with parents and staff.

• Ability to motivate and generate enthusiasm among employees and to demonstrate understanding and fairness to all.
• Ability to be pleasant, positive and cheerful throughout the day.
• Must have a good sense of humor.

Daily Responsibilities

1. Carries out all goals, policies, and activities according to the educational and program objectives.

2. Plans and documents daily activities in the lesson plan book. Plans for the entire week in advance, using curriculum guidelines.

3. Keeps samples of daily work – dates and stores them in folders. Places other children’s work at eye level within the classroom

4. Saves all correspondence to parents. All correspondence must be pre-approved by the director.

5. Takes roll call daily and documents attendance. Assures correct procedures for signing children out of the center.

1. Is familiar with all policies in the Parent Handbook and Employee Handbook
2. Attends staff meetings and other related professional meetings.
3. Reports safety, health, and fire hazards to the Director.
4. Uses classroom log according to guidelines. 25th
5. Prepares supply list and newsletters to be submitted to the Director by the 25th of each month.
6. Knows appropriate methods of discipline – positive reinforcement, logical consequences, encouragement, and redirection
7. Plans parent conferences twice per year or as needed or desired by the parents.
8. Maintains positive and open lines of communication with parents.
9. Keeps room straightened, clean and safe for children. During nap time, straighten shelves and cleans woodwork, etc., directs and helps with all cleaning procedures.
10. Plans and documents monthly fire drills and tornado drills.
11. Knows how to use a fire extinguisher.
12. Is CPR and First Aid trained within one month of employment.
13. Fills out incident and accident forms in case of an accident or injury. Knows and follows all emergency procedures.
14. Maintains clear communications with other staff, especially afternoon teachers.
15. Plans for holiday activities, birthdays, and open house.
16. Changes monthly room decorations and bulletin boards to reflect the seasons or holidays – all teachers actively participate in these projects.
17. Organizes and carries out special events.
18. Participates in minor policy writing pertaining to the improvement of the program.
19. Keeps the children clean and presentable– hands and faces washed, clothes straight, shoes tied.
20. Clean and change children’s clothes in the event of an accident.
21. Speaks correct English and encourages good grammar.
22. Encourages language development and positive social interaction; initiates group activities.
23. Encourages good manners
24. Introduces him/herself to parents in a pleasant, courteous way.
25. Helps with breakfast, lunch, snack routine. Encourages family-style dining. Ensures that all children receive appropriate servings of food. Serves children second helpings on request. Cleans tables, chairs, and floor after mealtime. Ensures that trash can is emptied after each meal. Stacks dishes and returns serving cart to the kitchen.
26. Helps with a naptime routine. Develops and keeps updated a cot chart showing the cot assignment by a child. Ensures that all children have two pieces of sleeping cover – one bottom sheet and one top sheet. Sleeping equipment must be disinfected weekly and sleeping covers should be laundered weekly.
27. Does not chew gum or candy, does not stand around with hands in pockets or on hips. Does not have their arms crossed or sits around as if there is nothing to do.
28. Greets children and parents cheerfully, and addresses them by name.
29. Dispatches children quickly, efficiently, warmheartedly, and politely. Makes sure they have all of their papers, daily reports, hats, coats, gloves, and other belongings when they are picked up. Makes sure that their hands and faces are clean before they leave, and their shoes are tied. Helps with coats if needed.
30. Provides for the children’s emotional needs – gives hugs and comforts them especially when they are new and trying to adjust to a new environment.
31. Leaves classrooms clean and straight, ready for the next day. Ask the director to come and inspect the classrooms for several days to make sure that everything is orderly, neat, clean, and ready to receive children the next morning.
32. On Thursdays, performs all necessary duties of House cleaning day. Thoroughly cleans and repairs items such as books and games, straightens drawers, shelves and closets. Organizes manipulatives, games, dramatic play, blocks, and all learning centers.
33. Is actively engaged with the children at all times, inside and on the playground.
34. Knows opening and closing procedures.
35. Helps with the children’s physical needs such as going to the bathroom, buttoning coats, serving lunch, etc.
36. Act as role models in speech and behavior.
37. Participates in regular safety checks.
38. Respects the dignity and individuality of each child; knows that each child develops at a different rate and style.
39. Performs any and all duties as deemed necessary and assigned by immediate supervisor.

1. Promotes social, emotional and academic growth of the children.
2. Provides a nurturing, cheerful and stimulating environment.
3. Encourages children to show some responsibility for their own behavior and to demonstrate self-discipline.
4. Encourages children to work independently.
5. Helps children develop good listening skills
6. Teaches basic readiness skills for lifelong learning.
7. Implements a well-planned lesson plan each week.
8. Documents anecdotal notes
9. Assesses children at regularly scheduled intervals.
10. Provides a time for social interaction between children.
11. Always ensures that children are correctly supervised.
12. Helps the children build a good self-image and positive attitude
13. Always displays fairness, kindness, and patience – children observe these qualities by observing others.
14. Tries to send every child home feeling good about his/her day, notices every accomplishment no matter how small.

Helpful Numbers:

KIDazzle Child Care & Learning Center

Administrative Building 674 Joseph E. Lowery Atlanta, GA 30310 

(404) 753-8884

York 831 York Avenue Atlanta, GA 30310

(404) 753-7537

Peachtree Summit Federal Building 401 W. Peachtree Street Atlanta, GA 30308 

(404) 331-1600

FAA Regional Office Little Flyers 1701 Columbia Avenue College Park, GA 30337

(404) 305-6950

FAA/Hampton 49 Woolsey Road Hampton, GA 30228

(707) 210-7290

Lowery 201 Joseph E. Lowery Blvd Atlanta, GA 30314 

(678) 904-5152

FAA/Memphis Flying Start 3194 Independent Drive Memphis, TN 38118

(901) 368-8444

Michele Hill

(404) 522-7223 (home), (404) 213-4426 (Cell)

Benjamin Hill 

(404) 259-6630

Robert Hill

(404) 312-2918

Department of Family & Children’s Services

General Information - (404) 756-4900

Child Protective Services - (404) 756-4200

Eligibility - (404) 651-8306

Social Services - (404) 651-8306

PEACH - TANF Unit - (404) 651-5700

PEACH - Food Stamp Unit - (404) 651-5700

 

Fulton County Library (Main Branch) - (404) 730-1700

Fulton County Health Department - (404) 730-1211

American Red Cross - Metro Atlanta - (404) 851-9800

Hugh Spaulding - Grady Hospital - (404) 616-6191

Scottish Rite Hospital - (404) 256-5252 

Rite Call - 24 hour hotline - (404) 250-KIDS

Egleston Hospital - (404) 325-6000