Staff are required to maintain constant visual and auditory supervision of children during outdoor activities. For Seedlings (ages 2-3), the staff-to-child ratio must be 1:4, while for Sprouts (ages 3-4), it must be 1:6. To ensure full coverage, staff must position themselves strategically throughout the outdoor learning area. Before engaging in outdoor activities, a thorough safety inspection of the area must be conducted to identify and address any potential hazards.

1a. Inclement Weather Procedures

Staff must follow the program's weather safety guidelines for determining appropriate outdoor activities. In cases of extreme weather (severe heat, cold, storms, poor air quality), staff must implement alternative indoor nature-based activities from the program's inclement weather curriculum bank. Staff are required to check weather forecasts daily and prepare appropriate clothing recommendations for families. All staff must be familiar with and follow the emergency response procedures for severe weather events.

2a. Accident/Incident Forms All accidents must be reported immediately to the Director/Assistant Director. Accident(s) reports must be filled out, signed by an administrator, given to parents, and copied for the child’s file. Close supervision of children is the best anecdote to accidents. Use risk management to keep the environment safe and hazard free. We strive to provide the best in equipment, that is kept maintained, and in overall good working conditions, so all children will be safe in the classroom or playground areas. Safety is a joint effort of all staff and employees requiring all of us to become risk managers. Director’s must inform parents ahead of time of any accidents with a phone call.

Prohibits the possession of any dangerous items including, but not limited to, firearms, ammunitions, knives, and explosive devices on the premises of a state licensed child care facility. - Addresses the presence of firearms and ammunition in a licensed group child care center as follows: - Firearms, ammunition and other potentially dangerous items may not be kept on the premises. This code applies regardless of whether or not the individual is licensed to carry a concealed weapon under Law. This code does not apply to law enforcement officers while engaged in their official capacity.

3a. Zero Tolerance for Workplace Violence

Within reason, do whatever is necessary to protect the lives and health of employees and provide a workplace free from verbal abuse, threats, or as a result that could cause or result in harm to those who are employed. We have a definitive “zero tolerance” for violence of any kind, including threats of violence.

3b. Drug and Alcohol Policy

We advocate that our institution be free from the unlawful manufacture, distribution, dispensation, possession or use of controlled substances by employees. Additionally, employees are to work free from the effect of alcohol and other performance-impairing substances. Drug testing may be required by any employee, who while on duty, demonstrates signs of being under the influence, and demonstrates inappropriate behavior suggesting impairment or who is observed consuming alcoholic beverages or drugs. Refusal to cooperate with drug testing and/or rehabilitation will result in immediate discharge. Violations of this policy will subject the employee to disciplinary action up to and including discharge. Because prescription medication can also affect an individual’s demeanor and job performance, it is the employee’s responsibility to notify the Administrator/Program Director if he or she is taking legal prescription drugs. Such prescription drugs must be given under medical supervision and may not interfere with the performance of job duties. Depending on the seriousness and circumstances of the offense, and at the company’s sole discretion, an employee who tests positive for drugs and/or alcohol may be referred to a counseling, rehabilitation, or employee assistance program. Refusal to cooperate in this program may result in discipline, up to and including termination.

4b. Consider establishing a Parent-Staff Advisory Committee — this group would meet periodically to discuss center operations, share information, provide both groups with the opportunity to communicate concerns, and assist with the planning and conduct of special events for the children and staff. 4c. Communication between Staff is encouraged to work as a team. If an employee has an issue with another employee talk to the other employee first. If a solution is not reached with open communication, the Director can help. The Director`s door is always open for employee’s questions and concerns. Please make use of the Communication Binders in each room to note any unusual or pertinent contact with others. 4d. Other Communications Methods For special events, field trips or urgent notifications, you can send home printed material. If you cannot give this directly to the parent to make sure they sees it, rather than trusting a younger child to remember it or burying it in a diaper bag. Set up a secure drop box so parents can drop off their payments after hours. Put up eye-catching posters in prominent places at the center to share information about upcoming special events or outings, and to remind parents of holiday closures or temporary changes in the center's operating hours. Send daily or weekly reports home with infant and toddler parents describing the child's day, so parents know whether the child took a nap, played outdoors and ate his meals.

6b. Record Keeping All employees are to record their time at the facility in the Day Care staff attendance binder. This record keeping is mandatory.

6c. Staff Absences If a staff member is unable to come to work, please call the Director ________________________. If the Director is unavailable keep trying texting or email is acceptable to start however a phone call is mandatory. Please make sure that the Director is contacted prior to 6:00 am. A doctor’s note will not be required for illnesses, unless the absence is for 3 days or more. And should be given to the Director. Please note that if you take responsibility for the opening shift which starts at 6:20 am to 7:00 am it is absolutely mandatory that you open the daycare in the morning. If you are ill you will have to notify the Director 24hrs prior to your shift or you will be expected to be at work. If the opening staff is not willing to comply by this then she will be losing this shift ASAP. Please remember by accepting the opening shift it will still be your responsibility to open the Center depending on the severity of your illness. Every attempt will be made to send you home as soon as possible. Please DO NOT take this shift if you are not willing to show up to work under any circumstances.

6d. Time off for Appointments Staff must inform the Director as soon as possible of the appointment. Staff should try to arrange appointments around their work schedule. All appointments will be written on the calendar and approved by the Director. Please note that 48 hrs. Is mandatory for all appointments in most cases. Requests will be evaluated based on a number of factors, including anticipated work load requirements, staffing considerations and hardship to the daycare operations during the proposed period of absence.

6e. Sick Days provides employees with time off due to illness. All sick days must be accompanied by a doctor’s note if longer than 3 days. All sick days are unpaid. Staff members need to call in sick as soon as they believe they may not be able to be at work, but no later than 12:00 p.m. the night before they are scheduled. You may call either the director or assistant director at home with the numbers provided to you during orientation. If it is after 12:00 p.m. the night before your shift or before you are scheduled to begin work the next day, you should call in sick only if it is an emergency or you are contagious as it is difficult to find substitutes on short notice. If you are still unable to come to work please make sure you call the Director or Assistant Director before 5 AM that morning.

7a. Methods of Guidance: Use of positive reinforcement • Support positive behavior by praising the child at all times • Encourage self-control, self-respect and respect for others • Guide the children in a positive and gentle way • Interact positively in response to conflict and inappropriate behaviors in order to • help children to make proper choices • Re-direction • Give the child the time to calm down • Set clear and simple limits • Time away is used only if the child loses control and tries to harm him/her or • others If behavior concerns arise, staff will speak to the manager who will try to deal with the situation before addressing the issues to the parent. We believe that talking and listening to the children are also the most reliable ways to dealing with the behavior. A major influence that could affect the child’s self-esteem is not feeling the support from the most important people that surround them.

7b. Experiencing negative feedback from peers can be very negative on the child’s self-esteem. As a result, consequences occur such as: • Low social intersection skills • Little or no effort towards realizing their projects or goals • Irresponsible, shy • Might become aggressive/hostile • Unsure/anxious • Lack of confidence on goals they achieve • Poor performance • Increase of the risk of depression By communicating positively with the children, they will be able to deal with positive and negative emotions, act independently, assume responsibility of their acts, take pride in their accomplishments and have high self-esteem.

7c. Guide/Model Problem Solving: • Intervene when conflict is noticed • Identify and sum up the problem in a non-judgmental manner • Ask questions as some problems may require further investigation until a • statement can be made that the children feel comfortable with • Decide on a mutually agreeable solution and follow through (this may involve • notifying the parent of the conflict)

7d. Facilitate Effective Problem Solving: During the problem-solving process, the staff is expected to stay calm (it is difficult to solve problems when staff is emotional and owns the problem), take time (proper solving requires time and energy), keep the child’s perspective (children’s small problems and conflicts are important to them). We also use other methods to avoid conflict such as redirection, offering choices and restructuring the environment. Our Guidance philosophy is one which we feel best meets the needs of the children. We encourage children to talk about their feelings rather than to use aggressive behavior to express feelings of anger, hurt or confusion. We encourage children to independently deal with their conflicts and encourage them to reach a solution.

• Disciplinary action is to be reasonable given the particular circumstances.

• Under no circumstances can the following actions be employed or applied:

• physical punishment, restraint, confinement or isolation • verbal or physical degradation

• emotional abuse

• staff must not deny or threaten to deny any basic necessity.

7e. Bullying Policy: We have a No Bully Zone for Staff or Children/Parents. We take this very seriously. At a low level, our staff will immediately interrupt the bullying situation and follow our guidance policy. At a high level, the child who is bullying will be removed from the situation and will shadow a staff member until the parent(s) arrives. The parent will be appraised regarding the bullying event and sign an incident report. Please note that ongoing bullying can be grounds for termination of child care services at our center.