College Community Early Childhood

Center

Employee Handbook

2010-2011

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Welcome to the College Community Early Childhood Center (ECC). We are pleased to have you as a member of our team! We believe that attracting and

maintaining a high-quality workforce is essential to providing quality programming to the children and families we serve.

The following Employee Handbook is designed to help us work together with a common set of guidelines, policies & practices. The handbook will serve as a part of our orientation process for our new employees, as well as ongoing reference for current staff. It is your responsibility to review the employee and parent handbooks. If you have any questions regarding the handbooks, or about the policies & procedures at ECC, please ask the Director or Assistant Director for clarification.

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TABLE OF CONTENTS Introduction.....pg 5 Overview of ECC…..pg 6 Vision Statement…..pg 6 Program Goals of Center…..pg 6 Programs…..pg 6 Administrative Designees…..pg 6-7 School Board…..pg 7 Department of Human Services…..pg 7 Employment Opportunities…..pg 7 Equal Opportunity Employer…..pg 7-8 Hiring Procedures…..pg 8 Orientation…..pg 8 Employment Requirements…..pg 8 Health Exam and TB test…..pg 8-9 Criminal Background Check…..pg 9 Mandatory Trainings/Certifications…..pg 9-10 Work Assignments…..pg 10 Employment at Will…..pg 10 Hire Date/Seniority…..pg 10 Employment Classifications…..pg 11 Special Programs…..pg 11 Assignment of Positions/ Work Schedules…..pg 11 Establishment of New Positions…..pg 11 Re-Employment…..pg 11 Job Descriptions…..pg 12 Compensation/Benefits…..pg 12 Wages/Salaries…..pg 12-13 Overtime…..pg 13 Payment/Pay period…..pg 13 Paid Holidays…..pg 13-14 Medical/Dental Insurance…..pg 14 Vacation…..pg 14-15 Sick Leave…..pg 15 Floater Days…..pg 16 Family Medical Leave (FMLA)…..pg 16 Bereavement Leave…..pg 16 Jury Duty…..pg 16 Worker’s Compensation…..pg 17 Employee Child Care…..pg 17 Performance & Evaluations…..pg 18 Probationary Period…..pg 18

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Performance Evaluations…..pg 18 Discipline Procedures…..pg 18-19 Workplace Professionalism…..pg 19 Confidentiality…..pg 19 Parents’ Right to Privacy…..pg 19 Standards of Conduct…..pg 19-20 Non-Discrimination…..pg 21 Teamwork…..pg 21 Grievance Procedures…..pg 21-22 Dress Code…..pg 22 Telephones & Office Computer Use…..pg 22-23 Parent Handbook…..pg 23 Smoking/Substance Abuse…..pg 23 Resignation…..pg 24 Leaves/Absences…..pg 24 Absenteeism…..pg 24 Absenteeism due to Inclement Weather…..pg 24-25 Request for Absence/Substitute Policy…..pg 25-26 Unscheduled Absence….pg 26 Unpaid Leave…..pg 26 Workplace Safety & Emergencies…..pg 26 ID Badge…..pg 26 Visitors/Volunteers…..pg 26-27 Emergency Procedures…..pg 27 Safety in the Workplace…..pg 27-28 Hazardous Communication/Worker’s Right to Know…..pg 28-29 On the Job Injuries…..pg 29 Child Abuse Reporting…..pg 29 Medication…..pg 30 Pick Up Authorization…..pg 30-31 Building Keys…..pg 31 Abuse of Student by Employee…..pg 31 Sexual Harassment…..pg 32 Daily Routines…..pg 32 Parking…..pg 32 Supplies/Materials…..pg 33 Employee’s Personal Items…..pg 33 Employee lounge/work room…..pg 33 Breaks…..pg 33 Mailboxes…..pg 33-34 Reporting time worked…..pg 34

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INTRODUCTION This Handbook is a compilation of policies adopted by ECC regarding its relationship with its employees. The policies contained in this Handbook are designed and intended to be only general guidelines and are not to be considered binding upon ECC. The contents of this Handbook are compiled for information only. Although adherence to these Personnel Policies is considered a condition of employment, the plans, policies, and procedures described in this Handbook are not conditions of employment. The language contained in these policies is not intended to create nor should it be construed to constitute a contract of employment between ECC and any one or all of its employees. Furthermore, the language contained in these policies is not intended to create nor should it be construed to constitute any type of promise or guarantee of specific treatment. These policies shall apply in addition to any applicable laws and regulations. The following policies supersede and replace any prior expression of policy on the subject by ECC. With the exception of employee wages, which must be approved by the College Community Board of Directors, ECC reserves the exclusive right to modify, revoke, suspend, terminate, or change any or all of the following plans, policies, or procedures, in whole or in part, in the sole discretion of ECC and at any time with or without notice. Annually, the Board reviews and approves this document for publication. ECC also uses the New Staff Orientation training, job descriptions, Parent Handbook, ECC Hangers, Staff Development, and other appropriate written materials to communicate work expectations and employee responsibilities.

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OVERVIEW OF ECC Vision The College Community Early Childhood Center exists to meet the individual needs of the children and families we serve. With this as our focus, we strive to establish and maintain quality centered programs, based on open communication between families and each other. With integrity, loyalty, and commitment we are a unified team, working together towards our vision, in one accord. Primary Goals of the Center

• To create a setting in which children will find warmth, comfort, and gentleness as well as an abundance of opportunities for movement, exploration, and self-discovery according to individual needs, interests, and abilities.

• To assist each child to grow to his fullest potential by recognizing each stage of development and fashioning the environment (i.e. curriculum, facilities, staff) designed to nurture and facilitate growth during each stage.

• To help children achieve independence, self-discipline, social competence, self-knowledge, enthusiasm for learning, positive attitudes, intellectual growth, and an organized approach to problem solving.

• To assist parents and families in understanding the development stage of their child, enabling them to contribute most effectively to the child’s growth and enrichment.

Programs ECC strives to meet the needs of our community by offering a variety of quality programs, which include; full-day child care, part day preschool, inclusive preschool, before and after school care, and summer camp. (Please refer to the Employee Training Manual for information regarding ECC’s practices for implementing quality programs). We are limited to the number of children we are able to serve in each program and a waiting list of families desiring to enroll their children in one of our programs has been established. Administrative Designees On days when there is no Director in the building and/or in the event that the Director cannot be reached, the Assistant Director and School Age Coordinator have been appointed as Administrative designees. The duties of the Administrative Designee will include:

• Instruct staff to carry out any duties required to meet work and staffing needs.

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• Supervise staff and attend to minimal personal issues needing immediate attention, including obtaining staff coverage when necessary.

• Report any or all personnel issues to the Director immediately upon his/her return. • Direct all communications and actions in cases of personnel illness or injury. • Maintain office coverage and attend to any office duties necessary to maintain the

function and services of ECC. • Assist staff, children, and parents, addressing any or all concerns within their

abilities. • Act as a representative for the building and spokesperson for the staff in case of

emergency (fire, tornado, etc.) School Board The School Board is the basic governing body of ECC. The staff will be responsible to the Director of ECC. The Director will be responsible to the designated building Principal. The building Principal will be responsible to the district Superintendent. Department of Human Services (DHS) The Iowa Department of Human Services has been delegated authority to develop and enforce rules governing the licensing of childcare centers and preschools. All licensed childcare centers and preschools must follow these state regulations. A copy of the Iowa Department of Human Services Licensing Standards and Procedures for Child Care Centers is located in the Director’s office and is available to all ECC parents, guardians, employees, and visitors. EMPLOYMENT OPPORTUNITIES Equal Opportunity Employer ECC shall provide equal opportunity to all employees and applicants for employment in accordance with all applicable Equal Employment Opportunity laws, directives and regulations of federal, state and local governing bodies and agencies. ECC shall take affirmative action in recruitment, appointment, assignment and advancement of women, minorities and disabled. Individuals who file an application with ECC will be given consideration for employment if they meet or exceed the qualifications set by the ECC Director and Building Principal for the position for which they apply. In employing personnel, ECC shall consider the qualifications, credentials, and records of the applicants without regard to race, color, creed, sex, marital status, national origin, religion, age or disability. In keeping with the law, ECC shall consider the veteran status of applicants.

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For further information regarding inquiries by employees or applicants for employment regarding compliance with equal employment opportunity and affirmative action, please refer to EOE policies as set by the School Board. Hiring Procedures Procedures may include, but may not be limited to the following:

• Application • Interview • Classroom observation & evaluation • Reference Inquiries of at least three references, professional and/or personal • Copies of transcripts, diplomas, or certificates • Background and criminal records check (Federal and State) • Fingerprinting • Completion of Employment Verification Forms • Submission of Health Exam, including Tuberculosis (TB) test

Orientation Upon initiation of employment, all employees will receive an Orientation to ECC’s policies and procedures, which includes, but is not, limited to the following:

• Center Tour • Classroom/Program specific training • The health and safety policies and procedures

(The Center Director, Assistant Director, and/or Lead Teacher will complete the previous three trainings with the new employee with in the first 14 days of employment.)

• Minimum licensing requirements • Center Goals, Philosophy, and Vision • Child guidance and behavior management methods • Teamwork

(The new employee will complete the above four trainings using the New Staff Orientation Training tape and binder within the first 90 days of employment.)

EMPLOYMENT REQUIREMENTS Employment requirements include, but may not be limited to the following: Health Exam and Tuberculosis test A current physical and TB test, (completed no more than 6 months prior to), is required for all employees upon initiation of employment. Employees are responsible for updating their physical and TB test. Physicals and TB tests must be updated every three years. The Early Childhood Center will reimburse up to $60.00 of the

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uncovered expenses of the required physical. The employee must present the insurance explanation of benefits to show the expense that is not covered or a signed statement if the employee has no insurance coverage. Criminal Background Check All persons at the Center, who have direct access to the children and are counted toward ratio, whether paid or volunteer, must complete a Federal and StateCriminal Background Check and Fingerprinting prior to working at the Center. Employees are required to complete a Criminal Background Check every two years thereafter. In the event that an individual’s background check is returned having a founded criminal history, the employee has the right to appeal and must do so within 10 days of receiving notification. At the discretion of the Director, the employee may continue to work at the Center during the appeal process. Employment would then be contingent upon the final notification from the Iowa Department of Human Services, and the final decision of the Administration of the School District and ECC. Mandatory Trainings/Certifications

A. Mandatory Reporting of Child Abuse: All employees must complete an approved Mandatory Reporting of Child Abuse training course by the end of their probationary period. An approved, online, independent training is available through College Community School District. Employees are responsible for updating their training. Training must be updated every 5 years or in accordance with the Department of Human Services Regulations.

B. Bloodborne Pathogens/Universal Precautions: All employees must complete an approved training course by the end of their probationary period. An approved, online, independent training is available through Prepare Iowa, a DHS certified website. Employees are responsible for updating their training. Training must be updated annually.

C. First Aid/CPR certification: All employees must obtain an approved certification card in Pediatric First Aid and Infant, Child, and Adult CPR through an approved program within their first year of employment. Until they have both a first aid and CPR card on file, they may not have sole or primary responsibility for a group of children. First Aid and CPR must be updated immediately upon expiration of certification as indicated on your certification card.

D. New Staff Orientation: All employees are required to view the New Staff Orientation Training video and complete the workbook by the end of their 90-day probationary period. Failure to complete the training within the time allotted may result in immediate termination of employment.

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E. Additional Required Trainings & Professional Development: Employees are required to keep track of their training hours and complete this training in a timely manner. ECC will pay the registration fees for trainings for employees upon request. However, if ECC pays for a training and an employee does not attend, the employee is responsible to repay ECC for registration fees. Each situation is based on the Director’s recommendation. Following are additional required trainings:

• Twenty contact hours of training from one or more of the following topical areas: child development, guidance and discipline, developmentally appropriate practices, nutrition, health and safety, communication skills and professionalism. At least four hours of the ten contact hours of training shall be received in a sponsored group setting. Six hours may be received in self-study using a training package approved by the Director.

• Following the first year of employment, employees shall receive twenty contact hours of training from one or more of the topical areas listed above.

• Attend Center scheduled Professional Development Days and trainings as required. The center will provide an ongoing in-service training program for the staff. This training may include retreats, in-service workshops, parent meetings, consultation with professionals in the field, and attendance at classes.

• Trainings that are approved prior by the Director may be paid for by the ECC. This will be to the Director’s recommendation. If the ECC pays the registration fee for a staff member and they do not attend the training, the ECC has the right to ask the employee to reimburse the ECC for the registration fee paid.

WORK ASSIGNMENTS Employment at-will We hope that you will have a productive and rewarding employment relationship with us. Nonetheless, employment terminations can occur, and you should understand that your employment is at will. This means that just as you are free to resign at any time, we reserve the right to discharge you at any time, with or without notice and without compensation except for time actually worked. Nothing in this handbook or that is said or written anyplace else should be construed as a promise of permanent employment, of discharge for just cause only or of a right to any particular corrective action or discharge procedures. All employees are employees at will whose employment may be terminated for any reason or no reason at all in the sole discretion of management.

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Hire Date/Seniority The date of hire of a regular employee will become the seniority date for determining wage increases. Time worked, as a substitute employee will NOT count toward the seniority date. Employment Classifications The following is a list of classification categories for ECC’s employees:

• Full-time: Means an employee who is assigned to work a regularly scheduled position for thirty hours or more per week. Full time employees are eligible for benefits as outlined in this handbook

• Part-time: Indicates an employee is scheduled to work fewer than 30 hours per week.

• School Year Only: An employee who is scheduled to work during the school year only following the public school calendar.

• Temporary: An employee hired for a period not exceeding three months and who is not entitled to regular benefits. An extension of a temporary work classification for an additional three-month period, or less, may be granted, if upon review by management, the assignment is clearly found to be necessary. A temporary employee may be full time or part time.

Special Programs Employees hired under programs involving federal or state grants, such as those under the heading of work experience, on the job training, or public service employment or other such program participants shall be placed in training positions or assignment as deemed necessary by the employer for the duration of the special program. No employee in a job shall be displaced because of the operation of this paragraph. Assignments of Positions/Work Schedules All staff members are employed subject to assignments or reassignments, including hours per week one is employed, at the discretion of the Director. The Director reserves the right to change staff assignments and schedules, with or without advance notice, according to the work and staffing requirements. Any supplemental duties given to a staff member, including those for which additional pay is received, may be modified or discontinued at any time. Furthermore, any temporary increase in assignment cannot be considered for the purpose of receiving benefits or increasing current benefits received. Establishment of New Positions In the event of a major change of job content or the installation of a new job, the employer shall establish a new rate in accordance with the present practice.

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Re-Employment A person who has worked for ECC in the past, left in good standing, and subsequently returns to work at the Center will be considered a new employee for qualifying for benefits and are subject to the 90-day probationary period. Job Descriptions Upon hiring, individuals will be provided a copy of their job description. All employees are expected to be aware of and to carry out duties detailed in the job descriptions. Copies of all job descriptions are located in the ECC office and the District’s Administrative office. COMPENSATION/BENEFITS Wages/Salaries Wages are set for each employee according to agreement between the Director and the employee subject to approval of the board of directors. Wages and salary ranges are assigned for each position depending on job responsibilities and/or compensation for flexibility within assignment for reasons related to employee’s educational needs. Hourly Rates 2010: Effective June 7, 2010 Probationary

Rate Base Rate

1st (4yrs) Longevity

2nd (8yrs) Longevity

Toddler/Preschool Lead Teacher (4 year degree)

$12.96 $13.48 $14.85 $15.54

Toddler/Preschool Lead Teacher (2 year degree)

$11.96 $12.05 $13.42 $14.14

Infant Lead Teacher $10.39 $10.85 $12.11 $12.80 On-Site/Lead Teacher $13.29 $13.81 $15.17 $15.86

School Age Lead Teacher Teacher – College Degree

$10.17 $10.58 $11.99 $12.71

School Age Lead Teacher/ Office Assistant-College Degree

$10.35 $10.78 $12.22 $12.71

School Age Lead Teacher College Enrolled

$9.06 $9.53 N/A N/A

Assistant Teacher I (College Degree)

$9.81 $10.43 $11.83 $12.57

Assistant Teacher II (No College Degree)

$8.89 $9.33 $10.72 $11.44

College Enrolled Assistant Teacher

$8.79 $9.20 N/A N/A

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High School Enrolled Assistant Teacher

$7.86 $8.16 N/A N/A

Training Pay All Staff

N/A $8.67 N/A N/A

Substitutes N/A $9.81 N/A N/A

Summer Camp Counselors High School Enrolled $8.16

College Enrolled $9.00

Camp Counselor $10.00

Employees shall be paid at the Probationary Rate for the duration of their Probationary Period as described on page 17. They will move to the Base Rate upon successful completion of the Probationary Period, as reflected on the Employee Evaluation and the successful completion of the ISU New Staff Orientation Program. Employees will move to the first Longevity Rate on their fourth anniversary of their hire date. Employees will move to the second Longevity Rate on their eighth anniversary of their hire date. It is the employee’s responsibility to inform the Director of an upcoming anniversary date that entitles them to a pay increase due to longevity. The wage rate of the Administrative Assistant, Assistant Director, and School Age Coordinator will be set by the Director and District Administration, taking into consideration their longevity and specific duties. Overtime Staff members who work more than 40 hours per week will be entitled to overtime pay at a rate of one and a half times the regular wage rate. The Director or the Assistant Director must authorize all overtime. Vacation hours, holiday hours, sick leave hours and personal leave hours are not included when calculating overtime. Overtime covers only actual hours worked. Overtime is based on a 40-hour week. Payment/Pay Period Employees shall be paid twice a month, no later than the 15th and 30th. With the exception of substitutes, employees are required to have their paychecks deposited directly into their checking or savings account. Paid Holidays ECC recognizes six holidays per year which all employees who work 30 or more hours per week shall receive their regular day’s compensation. These holidays are:

• New Year’s Day • Memorial Day (observed the last Monday in May) • Fourth of July

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• Labor Day (observed the first Monday in September) • Thanksgiving Day • Christmas Eve • Christmas Day • New Year’s Eve

When a holiday listed in this section falls on Saturday or Sunday the employer will designate the Friday preceding or the Monday following as the recognized holiday. Holidays, which occur during scheduled vacation time, will be paid as holiday pay and not as vacation pay. If an employee is on a leave of absence without pay, then the employee will not be paid for that holiday. Other days surrounding holidays that ECC is closed will be used as un-paid days or can be used as vacation pay. Employees must be available to work the workday prior and the workday following the holiday unless the time-off has been pre-approved by the program supervisor. Medical/Dental Insurance Employees may participate in the District’s medical/dental insurance program if they are employed a minimum of 30 hours per week. Paperwork can be obtained from the Assistant Director, and must be submitted prior to the 1st of the month following their hire date. The employee will be responsible for the entire premium. Employees may pay the premium with pretax dollars. New employees or employees whose hours are increased indefinitely to 30 hours or above per week will have until the 1st of the month following their hire or increased in hours to request coverage. Employees that decline coverage under any of the situations above will not be eligible to sign up later unless a qualifying event would occur. Vacation Staff assigned to a minimum of 30 hours per week, year round, will qualify for 10 days of paid vacation after working 12 months from the day of such assignment. Starting the 12th year of employment, staff will receive 15 days of paid vacation. The number of vacation hours will be based on the employees average weekly hours worked. For the purpose of determining length of service in awarding vacation days, the employee’s anniversary date will be used. The hours worked September 1 through June 1 divided by the number of work days in that time period will determine the number of hours that will be paid for each day of vacation. Summer hours will be counted for the 12-month qualifying period but will not be used in the vacation calculation. If an employee has been employed for a period of more than twelve months, payment for vacation days earned will be paid on a pro rated basis upon layoff, retirement, resignation or dismissal, if an employee gives 14 days notice in case of resignation or retirement.

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The Director or Assistant Director shall approve all vacation leaves. ALL time-off requests need to be submitted to the Administrative office at least one week prior to the time that is being requested off. Final decisions as to the number of employees on vacation at any time, for any shift or classification, as to any vacation dates are subject to the approval of the Director or the Assistant Director. Employees are strongly discouraged from requesting vacation during the first month of the school year or the first two weeks of the summer program. Staff taking unapproved vacation days will be considered a no call/no show for that day. Employees who have not earned vacation days are strongly discouraged from requesting unpaid vacation days. It is requested that an employee who has had time-off approved, write on the official calendar (located on the Crest ECC break room door) their days off and who is their substitute. It is the employee’s responsibility to make sure they know the date of their anniversary of employment, so that they know when they will start earning vacation days. Sick Leave Regular employees will be granted sick leave with pay for personal illness per the following schedule:

• Employees will receive an hour of paid sick leave for each 20 hours of employment. Unused sick leave can accumulate to a maximum of 720 hours.

• Sick Leave applies only to non-elective healthcare needs. Elective procedures (ex. Dental cleaning, yearly checkup) should not be scheduled during working hours.

• Sick Leave is applied only to the employee’s health needs and cannot be used for other purposes.

• Employees may be asked to provide a doctor’s excuse if two or more sick days are taken in a row.

• Employees are required to provide documentation i.e. sick leave requests greater than one working day in length.

• An employee whose employment terminates in good standing and who has accumulated more than 80 hours of sick leave will receive payment for accumulated sick leave greater than 80 provided the employee provides two weeks notice of termination of employment. This shall be limited to 100 hours.

• Employees may be required to substantiate claims for sick leave benefits. • Pregnancy, in and by itself, does not qualify an employee for benefits of sick leave.

Only illness of temporary disability resulting from this condition shall qualify an employee to use the available sick leave benefits.

• Employees who accumulate more than 80 hours of sick leave by December 1, may buy back-unused sick leave, but shall be limited to 100 hours per year and shall leave 80 hours of accumulated sick leave available for sick leave use.

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Floater Day Full time employees who work year round will qualify for one floater day each year. This day cannot be used the first thirty days of the school year. A floater day cannot be used before a holiday or vacation or to extend a holiday or vacation. Final decisions as to floater days will be at the sole discretion of the director or designee. Family Medical Leave Employees are entitled to family medical leave to the same extent and subject to the same terms and conditions as set forth in the Family Medical Leave Act of 1993 and the regulations implementing the Act. No provisions of the Act is diminished by the inclusion of this provision in this agreement nor are the preexisting family or medical leave provisions in this document. FMLA includes, but may not be limited to:

• All eligible employees are eligible for twelve (12) weeks of unpaid leave in accordance with the provisions of FMLA. However, allowed/available paid leaves must be utilized prior to and counted as a part of said twelve (12) weeks of leave.

• Intermittent leave and reduced work-week are permitted subject to department head approval or medical necessity.

• Employees shall provide thirty (30) days' advance notice of their desire to use FMLA leave when its use is foreseeable.

• Employees shall provide medical certification within fifteen (15) calendar days of a request for medical certification by the district.

Bereavement Leave Employees will be granted up to four days leave for the purpose of attending the funeral of or attending to urgent business connected with the death of a spouse, parent, children or stepchildren. An employee will be granted two days leave for the purpose of attending the funeral of, or attending to urgent business connected with the death of parents-in-law, grandchildren, grandparents, brother, sister, aunt, uncle, niece or nephew. If the funeral is held at a site more than 100 miles from Cedar Rapids, one additional day will be approved. Jury Duty The employer shall pay all employees serving on any jury the difference in salary between jury pay and his/her regular salary while in such service. If employee is discharged from the jury before the workday ends, he/she must report immediately to the employer for work. This shall be construed to mean pay for the regular working hours of the employee selected for such jury duty. Employees who work the 2nd and 3rd shifts shall be transferred to the day shift for pay purposes for the tour of jury duty.

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Worker’s Compensation Any employee injured while engaged in work covered by Workers Compensation Insurance which results in absence from work, may be compensated by the school district for loss of wages caused by such injury, for the difference between the amount paid by the Workers Compensation Fund and the basic compensation rate of the employee, for a period not to exceed the number of sick leave days credited to the employee, and if the employee requests sick leave. In order to receive such supplemental benefits, a written statement from a practicing physician licensed under the State of Iowa describing the nature and the appropriate department head may require extent of the injury in detail. Employee Child Care ECC employee’s children may attend any of our programs. Employee’s children must attend on the same basis as any other child (consistent schedule, space available, etc.). Employees must add their child(ren)’s name to the Center’s waiting list to which priority status will than be given. Employees must fill out a ECC Staff-Child Care Agreement before their child starts in the program. In the event that space is available and an ECC staff member wishes to enroll their child in our program, ECC will subsidize the following percentages of the normal tuition for employees who are assigned to work 30 hours or more per week (not including temporary assignments).

• First year of employment—No discount • Second year of employment—20% • Third year of employment—30% • Fourth year and thereafter—40%

There will be no discount for staff children in the Infant and Toddler rooms. (All children previously enrolled in one of ECC’s programs will still follow previous discounts.) Employees must comply with ECC’s tuition policies. All ECC employees who use daycare for times they are not scheduled to work, such as Christmas Break, In-Service Days, summer break and other days off will have to pay the full price for the daycare that day. The reduced daycare rate for employees is to be used only when an employee is scheduled to work and is working. Please see the Director for additional information and criteria. Exceptions can be given by the discretion of the Director.

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PERFORMANCE AND EVALUATIONS Probationary Period All new employees shall be on probation for 90 working days from their initial date of hire. Absences will not count towards the 90 working days. If at any time during the probationary period, it is determined by the Director or Assistant Director that the employee is incapable of successfully performing the job; the employee will be immediately terminated. Any employee retained by the employer, after completion of the probationary period, shall automatically obtain regular employee status upon completion of the New Staff Orientation Program packet. Performance Evaluations All new employees will be subject to a 45 day evaluation during their Probationary Period and then again upon completion of their 90 day Probationary Period. Thereafter, Supervisors will periodically, and may at any time, conduct a written appraisal of an employee’s performance. Such appraisals are intended to provide employees with feedback regarding their work performance. Some of the behaviors that management considers in a performance appraisal include job performance, job commitment, attendance, punctuality, attitude, cooperation, and interactions with children & families. An employee’s initial performance should be conducted at or about the time that his or her trial period is completed. Subsequent performance appraisals should be conducted annually for Lead Teachers and support staff. Discipline Procedures ECC utilizes the principle of progressive discipline or corrective action in addressing performance deficiencies or misconduct of employees. Corrective and/or disciplinary action taken against employees must be appropriate to the circumstances. In determining what constitutes appropriate corrective/disciplinary action, ECC, may consider, but is not limited to consideration, of the following factors:

• nature of the misconduct • performance problem • or other cause for the disciplinary actions that have been taken with the employee

in the past ECC expressly reserves the sole and exclusive right to determine what constitutes appropriate corrective/disciplinary action at all times. A wide variety of behaviors can lead to disciplinary or corrective action, including but not limited to, those listed under code of conduct. Corrective and/or

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disciplinary actions may, in appropriate situations and as determined by ECC in its sole discretion, include the following:

• Verbal counseling session • Verbal reprimand/warning • Written reprimand/warning • Written performance improvement action plan • Suspension • Probation/Re-evaluation • Any other appropriate corrective action, including demotion—with subsequent

decrease in pay • Dismissal/termination of employment

ECC hereby expressly reserves the exclusive right to determine which, if any, of the above-mentioned actions will be taken at any time. Any employee, whose employment is involuntarily terminated by ECC, may receive a written statement of the basis for that action. The option of progressive discipline does not imply a guarantee of continued employment. WORKPLACE PROFESSIONALISM Confidentiality As you work with children, families and other staff, you may gain information about them that is private and confidential. The staff is expected to treat all information regarding members of the school community (including children, parents, staff, student teachers and volunteers) with strict confidence. This information should only be shared or discussed in private with those who are directly involved and who need access to the information in order to work effectively with the individual(s). The types of information that are considered confidential include but are not limited to: phone numbers, work schedules, medical history or conditions, family circumstances, behavioral challenges of adults or children and other personal information. All staff should be conscientious of this, and should encourage and remind others to do the same. Breeches of confidentiality may be grounds for termination. Parents’ Right to Privacy Parents have the right to privacy, which means that staff should not be contacting them outside of the work day, or excessively during the work day. All calls to parents should be made during an employee’s work day and kept to a minimum. Standards of Conduct The code of employee conduct requires that employees conduct themselves according to the highest standards of fairness, decency, professional and personal

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integrity and that employees act in good faith, within the scope of their authority, within the law, within ECC’s policies and procedures, and in the best interest of ECC and its consumers. ECC has established, and may establish from time to time, standards of employee conduct. Violations of ECC’s standards of employee conduct may, in the discretion of ECC, result in disciplinary or corrective action, up to and including termination of employment. A wide variety of conduct may violate ECC’s standards of employee conduct, including but not limited to the following:

• Violation of ECC policies and or DHS licensing policies. • Violation of a family’s right to confidentiality and privacy • Falsification of records, either prior to or during employment at ECC • Willful misrepresentation of dependents for purposes of medical coverage or other

benefits. • Use of alcohol or other drugs during working hours. • Smoking in non-approved areas. • Abuse of sick leave or excessive use of leave time. • Excessive absenteeism. • Excessive use of ECC’s telephones or other office equipment during work hours for

personal business. • Continual tardiness (even a few minutes) creates a hardship on the center and

interferes with child-to teacher ratios. Employees are expected to arrive for duty in sufficient time to be in their classroom at the assigned time. Tardiness will result in disciplinary action. This also applies to repeated tardiness when returning to work from breaks & lunch.

• Lack of cooperation or refusal to follow instructions. • Unreasonable acts which result, or may result, in personal injury, property damage,

or other loss to others. • Disorderly conduct, including disrupting the workplace, fighting, threatening,

insulting or otherwise abusing others. • Inappropriate dress and/or grooming. Clothing should be comfortable enough to

allow staff to participate in children’s activities yet appropriate to the workplace. • Theft or misuse of ECC equipment, supplies and other property. • Sexual harassment or sexual misconduct in violation of ECC’s policies.

Employees are expected to conduct themselves with the utmost professionalism while on or near the premises or off the premises on ECC business such as a field trip or ECC family event. This includes but is not limited to demonstrating tact about the children or their families in front of others & in the classroom, discretion and integrity in interactions with others; exhibiting respectful and polite behavior towards staff, parents and children.

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Non-Discrimination It is an unfair practice for any employer to discriminate against any person in terms conditions, or privileges of employment. ECC has a corresponding obligation to maintain a working environment free of intimidation, threats, slurs, or other overt or subtle forms of harassment due to age, race, sex, ancestry, national origin, color, religion, marital status, creed, disability or sexual orientation. Teamwork It is our belief that every member of the organization is an important element to the group’s success and therefore they should have the opportunity to contribute. Teamwork is not only limited to working together but it collectively means to achieve whatever is planned, by helping each other. Teamwork is the spirit to care for others in your group, help them, support them and attaining the goal of the Center collectively without infighting. Teamwork is communicating about your decisions, listening to your team members, and acting on their advice some of the time. Teamwork is all about communication. When either a problem arises, individually or within the group, it is great to have people with whom you can discuss solutions. Being approachable is also a key component to being a part of a team, as this will allow the doors of communication to open. Teamwork can be best defined using these words: Communication, Helpful, Attainable Goals, Approachable, Creative and Effective problem solving skills.

Teamwork - Leaving behind me for the greater benefit of we.

Grievance Procedures We recognize that job related or personal concerns may affect an individual employee’s ability to function to full potential. We believe that the employee and the other party (ies) can best resolve most problems on the job. If you need assistance with the best approach, it is recommended that you discuss the problem with the Director. The complaint procedure outlined below deals with problems or conflicts that are a violation of ECC’s policy, procedure or condition. Recognizing that differences may arise in the workplace, the following procedure has been developed to ensure that work related problems might be expressed and investigated so that an outcome can be decided which is fair to all parties. For purposes of this policy and procedure, a complaint shall be defined as an alleged violation of policy, procedure, or condition of employment. The following steps are to be taken in secession to that point of resolution of the complaint.

• An employee with a complaint should bring the situation to the attention of the Director within fourteen days of the alleged occurrence or knowledge of the violation. The Director will investigate the complaint and provide and explanation

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and/or a proposed solution within seven calendar days of notification by the employee.

• If the proposed resolution of the complaint is not satisfactory to the employee, the employee will submit written information concerning the complaint to the president of the School Board. The School Board will investigate and reply in writing to the employee within fourteen calendar day

All staff are encouraged to discuss any personal problems with the Director. Dress Code Staff attire should be practical while reflecting an attitude of pride and professionalism. Since staff act as role models for young children, choices must be consistent with conservative and generally accepted standards. Staff is encouraged to dress comfortably, recognizing that work in an early childhood environment requires unhindered freedom of movement and is frequently quite messy. The way a staff member dresses makes a statement about how seriously they take themselves and their work. It should demonstrate common sense and respect for others (children, parents, visitors, staff) in the environment. Though an employee may be required to improve or correct their appearance at the discretion of the Director, the following guidelines have been established when considering what to wear to work:

• Clothing should be clean and in good condition. • Clothing must be modest and ensure coverage of areas between the neck and thighs

when moving and bending. • Clothing must not present tobacco products, alcohol, drugs, violence, or sexual

innuendo. • Accessory choices should take into account concern for safety and hygiene as well

as respect for prevailing cultural/social values. • Clothing must not have holes or tears in them (such as jeans). • Safe and practical footwear must be worn at all times. For reasons of safety staff

are strongly encouraged to refrain from some types of footwear such as flip-flops, high heals, open-toed sandals, etc. while working directly with the children.

• Summer attire: Please refrain from wearing the following during the warmer weather: halter tops, slippers, tank tops (with less than 1” straps), beachwear (unless going to the pool), spandex or other form-fitting pants, distracting/offensive/revealing clothing, clothing that exposes the abdomen/chest/buttocks, and shorts that are shorter than finger-tip length

Employees whose personal appearance, personal hygiene or demeanor is not appropriate for work will be asked to leave and return to work appropriately dressed. In such event, an employee will not be compensated for their time while away from the Center.

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Telephone & Office Computer Use The district telephone system is intended as a support service to the instructional program. The use of the system for personal use limits its availability for its intended purpose and should be kept to a minimum. The use of the system for business activities of a profit making nature is considered an unethical and unacceptable practice. Long distance calls for personal business or business not related to our school operation should be charged to your home phone. Please log all long distance phone calls. Long distance calls can only be made from the phones in the office. Mobile/cellular telephone use in the classroom is strictly prohibited in classrooms and anytime an employee is responsible for the supervision of children, unless it is an emergency. Computers in the ECC Administrative offices are intended for use by administrators only. Several other computers are available for staff use (i.e. in the workroom, building computer labs) and may be used only for work related projects. Due to a shortage of computers available to staff, please be considerate of others by limiting the amount of time you spend on the computer. Because we have an abundance of staff who take their breaks at the same time, typically during the children’s “nap times”, it is preferred that staff limit their usage on the computer to that of checking their Prairie email account only. Teachers have first priority for computer use for lesson planning. A teacher may ask another staff member to vacate the computer, so that she/he may have usage. Parent Handbook The ECC Parent Handbook provides information about the center, the services we offer, and written policies and procedures that parents/guardians are expected to follow. To ensure the consistency of implementation of these policies and procedures all employees are expected to be familiar with the parent handbook and implement all policies contained within it. Smoking/Substance Abuse Smoking, or the use alcohol and drugs of any kind (except for valid prescription medication) are not permitted anywhere in the building or on campus. Use of these substances in or on District property is grounds for immediate termination. The manufacture, distribution, dispensing, possession, sale, purchase, or use of a controlled substance on District property is prohibited. Being under the influence of alcohol or illegal drugs on District property is prohibited.

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Resignation Notice of resignation, tendered by an employee, shall be in writing and delivered to the Director at least fourteen (14) days in advance of the effective date. A departing staff is expected to bring all work up to date to permit a smooth transition. LEAVES/ABSENCES Absenteeism ECC recognizes that circumstances beyond an employee’s control may cause him or her to be absent from work on occasion. However, ECC defines generally accepted standards of attendance as no more than three percent (3%) of scheduled time off from work, or five occasions, during a one-year period, not including vacation, or bereavement leave. In that regard, ECC recognizes two distinctly different categories of absenteeism:

• Excessive use of leave time: Absence caused by legitimate illness or other legitimate circumstances, but which exceeds the standard, interferes with proper performance and/or hinders the ratios necessary for the safety of the children.

• Abuse of sick leave: Use of accrued sick leave when legitimate illness is not involved. Depending on the cause of the absences, disciplinary action could be taken. Each employee’s special circumstances will be looked at individually. ECC reserves the right to discipline, including the right to terminate, an employee for excessive use of leave time or abuse of sick leave. Absenteeism due to Inclement Weather or Building Closure All employees are expected to report to work as scheduled. However, in the event of extreme weather conditions, building closure, or other disaster (hereafter referred to as “extreme incident”), certain guidelines as listed below shall be implemented.

In the event of snow or extreme icy conditions, ECC makes every effort to maintain a normal schedule.

• The Director, along with the District Superintendent, will determine by 5:45 am if the Center is going to open as scheduled. If the center is closed or opening late then the Director will place a message on the center phones by 6:00 am for families and begin contacting ECC employees as established by the Center Phone Tree. In addition, action will be taken to ensure that information is posted on the District website and local news stations.

• If it begins to snow during a workday, employees will be released from work as census allows. The Director will try to recognize individual circumstances, but in general, everyone should plan to work their entire shift.

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Additional Guidelines: • Employees shall contact their supervisors for information about work schedules and

verify their work schedules with their supervisors. Additionally, every employee is responsible for making sure that he or she answers their phone and checks their messages. If an employee is not at their listed phone number, then they should alert their supervisor to a number where they can be reached.

• All employees are expected to make reasonable adjustments and efforts in order to report to work. Examples of reasonable efforts include but are not limited to planning ahead to take a bus, starting out earlier than usual and carpooling.

• If an employee reports to work less than two hours late or is given permission to leave work less than two hours early during the first 24 hours of the extreme incident, the employee should be paid for a full scheduled shift. After that, they will be paid for hours worked.

• If an employee is unable to report to work during the first 24 hours of the extreme incident, the employee may: take leave without pay, charge the absence to accrued vacation or personal leave, work extra hours to make up for lost time only upon approval of the Director. Every attempt will be made to provide reasonable opportunities for the employee to work some extra hours to make up for lost time within a given pay period.

• After the initial 24-hour period, employees will be expected to report to work as scheduled. If an employee reports later, is given permission to leave work early, he or she will be paid only for hours worked. Employees who are absent after the initial 24-hour period must obtain supervisory approval. Failure to do so will be considered an unapproved absence subject to disciplinary action.

It is essential that every employee call the Director to update them as to their situation. Failure to do so will be considered an unapproved absence subject to disciplinary action. Request for Absence/Substitute Policy Employees may request time off in advance for various reasons. All requests must be in writing, on the appropriate “Request for Absence” form, accompanied by a “Coverage for Time Off” form and submitted to the Assistant Director or Director (or Program Assistant for School Age Program employees) NO LESS than five days in advance. Approval of requests is subject to staffing and center needs. Submission of “Request for Absence” does not guarantee approval of time off. To avoid any problems, employees should refrain from making plans such as travel/vacation arrangements until after a request has been approved. Pre arranged travel/vacation plans do not guarantee approval for absence either. All employees must first attempt to obtain their own coverage. Coverage may be obtained by utilizing substitutes from the substitute list or internal staff willing to work additional hours that will not interfere with their regular assignment. If an employee cannot obtain their own coverage, attempts made must be indicated on the “Coverage for Time Off” form, to which then the Administrative Assistant will

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aid the employee in obtaining coverage. All time-off requests must be written on the master calendar (found on the break room door at the Crest ECC office) with the intended substitute’s name after the employee’s name. Unscheduled Absences Whenever possible, you should schedule your time off in advance, because unscheduled absences place a hardship on the children and fellow employees who must take up the extra workload. In order to ensure proper coverage it is essential that you directly contact the Administrative Assistant or Assistant Director (School Age Coordinator for School Age staff) when you are sick or if an emergency comes up, as early as possible the evening before work, or no later 2 hours prior to the start of your shift. If the Administrative Assistant or Assistant Director (School Age Coordinator for School Age staff) cannot be reached, then you should contact the Director. Leaving a voicemail, email, or text message is NOT considered having made contact in and of itself. In the event that your attempts to contact the Administrative Assistant or Assistant Director are unsuccessful you are expected to either arrange a substitute on your own, ensuring that the substitute can cover your shift immediately OR attend work until coverage is obtained. Unpaid Leave Because of the unique needs particular to a Child Care Center, unpaid time off work or leave of absence are viewed as exceptional rather than the rule and will be reviewed by the Director on a case-by-case basis. The Director will consider criteria such as staffing and center needs, the employee’s individual circumstance, performance, attendance and length of service. WORKPLACE SAFETY & EMERGENCIES ID Badge All employees will be provided an Identification Badge. For safety purposes, staff must wear their badge at all times while during work hours. In addition, this badge is used to document your hours worked each day. Please refer to “Reporting Time Worked" section for additional information. Visitors/Volunteers Visitors and/or volunteers must be cleared through the ECC office. An adult must accompany all visiting children. Parents have unlimited access and are encouraged to visit our programs. They will be asked to check with ECC office personnel before

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visiting. Children of staff members should follow the same visitation policy. The purpose of the visitation should be cleared with the Director or Administrative Assistant. All staff members should make appropriate child care arrangements when his/her children’s school is not in session. Older children, 13 years old or older (at least middle & high school age) of a staff member may volunteer at the building if appropriate tasks can be assigned to them. Visitors must sign in at the office and fill out appropriate paperwork before going to the classroom. Any visitor without an identification badge should be escorted to the main office. Emergency Procedures In order to ensure the safety of staff and children in the buildings, we have numerous emergency guidelines posted throughout the building, which include procedures in the event of a fire or tornado. Each classroom needs to post the Emergency Guidelines by each exit. In addition, each classroom is equipped with the District’s “Crisis Binder” which identifies specific emergencies and protocol for responding to each emergency. Employees are expected to know what to do in the event of an Emergency, having full knowledge of all Center emergency procedures and being familiar with the information contained in the “Crisis Binder”. In an emergency, please remember to remain calm, and use common sense. In the event that you must leave your classroom or the building always take with you classroom attendance, first aid kit, and children’s emergency numbers. Safety in the Workplace The personal safety and health of each employee of the College Community School District is of primary importance. To the greatest extent possible, the District is committed to providing the safest work environment possible for all employees regardless of job duties. It is the philosophy of the District that all employees shall cooperate in all areas of safety while performing the functions of their position. Only through such cooperation can the District effectively provide a safe working environment for all employees. The District accepts the responsibility for leadership of the safety and well-being of all employees, for the effectiveness and improvement of work conditions, and for providing the safeguards necessary to ensure safe working conditions. It is the Administrations responsibility to develop the proper attitudes toward safety for themselves and for those they supervise. Employees are responsible for cooperation concerning safety in the workplace and to be in compliance with safety rules and guidelines established by the District. The following list of guidelines is meant to be general rules to follow by all employees of the College Community School District. In addition to items mentioned below, workers will follow all guidelines and safety precautions associated

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specifically with their job duties as outlined by District Handbooks and Manufacturer’s Specifications.

• It is everyone’s responsibility to work in a safe manner and follow all safety guidelines as prescribed in employee manuals.

• All employees shall immediately report unsafe working conditions or practices. • Employees will be provided instructions, manuals, and safe handling procedures for

products and equipment. If this does not occur, employees should request training, and/or, safe handling instructions of all items used in the workplace that they are not familiar with or feel they are not adequately trained to utilize.

• Employees shall practice “proper lifting techniques” when handling heavy objects. Lift with the legs and a straight, upright back.

• Employees shall not handle or operate equipment outside the scope of their normally assigned duties without proper training.

• Appropriate attire, including footwear, shall be worn at all times depending on the job to be performed and the weather conditions.

• Protective clothing, goggles, gloves, etc. shall be worn when prescribed by the manufacturer.

• Ladders or approved step stools shall be utilized to reach high areas. Stepping on desks, chairs, other furniture or items not meant for this purpose is prohibited.

• All employees should work to maintain a clean working environment at all times, free of waste paper and items that may cause a hazard.

• Employees should be familiar with the location of Fire Extinguishers, Defibrillators, and first aid items in the buildings and locations they are assigned.

Hazardous Communication/Worker’s Right to Know In accordance with Board Policy 403.4 and the District’s SAFETY PROGRAM (HAZARDOUS COMMUNICATION/WORKERS RIGHT TO KNOW PROGRAM) all employees shall read, view, and review the hazardous training disclosure materials provided by the District. Certified staff (Teachers & Administrators) shall utilize the online training materials provided at www.aea.10.k12.ia.us. Employees will click on “Professional Development”, “Mandatory Training”, “Online Training”, and “Right to Know”. User Name and Passwords can be obtained from the Director of Buildings and Grounds. Non-Certified (All other Employees) shall view the District approved training video and sign the verification/attendance form provided by the District to verify date of training session. District Responsibilities:

• District Administrators shall be responsible for providing appropriate “Right to Know” training to all new employees and existing employees who have been temporarily or permanently transferred and when any new chemical is used within the building.

• District Administrators, or designee(s), shall be responsible for maintaining Material Safety Data Sheets (MSDS) for all chemicals used in the buildings. An alphabetical

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master list and individual copy of each MSDS sheet shall be provided to the Director of Buildings and Grounds for the District Master Files.

• The District shall provide, train, and monitor the use of, appropriate safety equipment and supplies for employee use of chemicals and hazardous materials.

Employee Responsibilities:

• Employees shall participate in the required “Right To Know” training as provided by the District.

• Chemicals and Hazardous materials shall be used per manufacturer’s instructions. • Employees shall use only approved, properly marked, containers for mixing and

storage of District approved chemicals. • Employees shall familiarize themselves with the location and information contained

in the District-provided MSDS information booklets and appropriately use the safety equipment and supplies provided by the District.

• Employees shall notify District Administration when training, supplies and/or safety equipment have not been provided

On the Job Injuries Any staff who is injured during the course of performing their job duties must report the incident (no matter how small) to the Director or Assistant Director immediately, within 24 hours. If the injury is potentially serious then a health care provider must see the employee. When applicable the employee must request a written release from the health care provider indicating when an employee can return to work, and to what limitations (if any) the employee should observe. The executive director will review the limitations to see if work can be provided to meet these specifications. Child Abuse Reporting Any school official or certificated employee, who knows or has reason to suspect that a child has been subjected to abuse or neglect, will make an immediate report to the Department of Human Services as required by law, including a phone call and written paperwork. Any person who, in good faith, participates in making such a report or in any judicial proceeding resulting there from will be immune from civil or criminal liability. It is not the responsibility of the school official or employee who initiated the report to prove that a child has been neglected or abused. Such investigations are to be made by the Department of Human Services. For that reason, school employees and officials will not contact the child's family or any other person (besides the proper agency) to determine the cause of suspected abuse or neglect or to make any kind of judgment in the matter. The Superintendent will prepare and implement such procedures as he thinks necessary to accomplish the intent of this policy.

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Medication Sometimes children in our programs need medication during the day. If a child needs medication, the parent MUST fill out the Medication Authorization Form completely (and sign it) and provide the medication in its original container. Medication must be stored in a place that children do not have access to—it does not need to be a lock box. Please label any nonprescription medications with the child’s name; prescription medications must have the ‘doctor’ label on it stating the name of the child and the dosage amount. If the medication is for emergency purposes such as an Epi-Pen, it shall be located out of reach of children in the room but immediately accessible for all staff to obtain. Procedures for dispensing medication:

• Parents must fill out the Medication Authorization Form completely. • Medication must be stored in a container that children cannot have access to during

the day. • Every day that the child is in program and there is a Medication Authorization in

effect, the Lead Teacher (or someone assigned by the Lead) must either distribute the medication and fill out the appropriate ‘blanks’ on the form or write the reason the medication was not given and initial the form.

ECC understands that employees may possess their own personal medications for individual reasons. Employees are expected to ensure that their medications are inaccessible to children at all times. If an employee chooses to store their medication in one of the Center’s medication boxes, they are required to follow all Center and DHS policies established for storing medication. Pick up Authorization On each child’s emergency forms, parents have identified specific individuals who are pre-authorized to pick-up their child. Please keep in mind that we need to keep children safe. This means that if you are unsure about who is picking up a child, do not release the child until you are sure. Please contact the Director for assistance. Pick-Up Procedures:

• If you do not recognize the person: If someone comes into the classroom asking to take a child home, please ask for picture identification and look for the name on the child’s intake. If the name is not on the classroom copy, also check the original in the Director’s office. Without picture identification and the name written on the intake, we cannot release the child.

• If you recognize the person: If someone you know comes into the classroom asking to take a child home, please check to make sure that the person is written on the intake form. If the person is not written down, we cannot release the child.

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• Siblings: Sometimes, an older sibling (16 years or older) comes to pick up a child. Remember, the parent must write down the name of the older sibling on the intake giving permission for the pick-up. In addition, we ask that the Director and parent discuss the appropriate age and responsibility level of the older children prior to writing their name on the intake.

• Custody issues: Sometimes, a parent will state or write that the other parent cannot pick-up the child. Please let the parent know that we need official documentation (court papers, restraining orders, etc) stating that the other parent cannot pick-up the child; without these papers, we may release the child to the other parent. If custody concerns arise, please contact the Director immediately.

• Foster Care: If a child is in foster care, the foster parent must fill out a new ‘pick-up authorization section’ on the last page of the intake. The foster parent can name the individuals that are allowed to pick-up the child while the child is in foster care. Additionally, staff at the Department of Human Services (356-6050) are authorized to pick-up children in foster care.

Building Keys Building keys and appropriate room keys are issued to select staff upon request. Staff members are responsible for the security of their room. It is the teacher’s responsibility to unlock and lock their classroom door. When the custodial staff cleans your room, they will leave the room as the teacher left it, locked or unlocked. Teachers are responsible for the keys. If a security card or key is lost, report it to the office immediately. We will decide if there is a need to re-key the lock or to replace the card/key for you. Keys are not to be loaned to unauthorized personnel or duplicated. All keys and the security card need to be returned to the office at the end of each school year for an inventory. You may check it out again once the secretary finishes the inventory. Security systems have been installed in all campus buildings and employees are not allowed to enter the buildings after hours or on weekends without proper authorization from the Director and means to disarm the security system. Abuse of Child by Employee Per Chapter 281-102.1 - 102.14 and College Community Board Policy 400.12, the College Community School District has adopted a procedure for investigating allegations of abuse of children by ECC employees. Any alleged abuse situation should be reported to Jim Rotter, College Community School District, 401 76th Ave. S.W., Cedar Rapids, IA 52404. This level one investigation can be initiated through this office by the completion of a written report. The district will conduct in-services regarding this topic on a regular basis.

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Sexual Harassment Harassment of employees will not be tolerated in the school district. The school district includes school district facilities, school district premises, and non-school property if the employee is at any school sponsored, school approved or school related activity or function where students are under the control of the school district or where the employee is engaged in school business. Harassment includes but is not limited to, racial, religious, national origin, age, disability, and sexual harassment. Harassment by board members, administrators, employees, parents, students, vendors, and others doing business with the school district is prohibited. Employees whose behavior is found to be in violation of this regulation will be subject to disciplinary action, up to and possibly including discharge. Other individuals whose behavior is found to be in violation of this regulation will be subject to appropriate sanctions as determined and imposed by the Superintendent/designee or Board of Directors. Sexual harassment shall include, but not be limited to, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

• Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment;

• Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or

• Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.

Other types of harassment may include, but not be limited to, jokes, stories, pictures or objects that are offensive, tend to alarm, annoy, abuse or demean certain protected individuals and groups. Employees who believe they have suffered harassment may file a complaint with the Superintendent. An employee who files a complaint shall not be subject to retaliation as a result of having filed the complaint. DAILY ROUTINES Parking In order to allow adequate parking for parents, staff must refrain from parking in the main lot directly in front of the Prairie Crest building. Staff is required to park in either the directly across from or to the right of this main lot. At Prairie Ridge and Prairie View, and Prairie Heights, please make all attempts to park in spaces furthest from the buildings. Prairie Heights does have an additional back parking lot, just left of the building, and ECC staff must park there.

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Supplies/Materials ECC has an abundance of materials in storage throughout the Prairie Crest building. Staff are encouraged to utilize these materials for purposes of enhancing children’s learning and development. In addition, employees are expected to maintain the organization of these storage areas and avoid “dumping” materials when placing them in storage. Employee’s Personal Items Every employee must limit their personal items that they bring and leave at ECC for use in their designated classroom. Make sure to label your personal items with your name in a clearly seen location. These items can only be brought in for educational purposes. If you use ECC funds to purchase any item, then it belongs to ECC. If you resign your position or your position is terminated, you will be allowed to have adequate time to locate your items and take them home. Any item that is not clearly marked with your name, will be the property of ECC and remain at the center. Please remember that ECC is not a storage place for your items. When you are finished using them in your classroom, please take them back home. Employee lounge/workroom The ECC employee lounge/work room is located next to the ECC office. Employee mailboxes, a community computer and printer, and various materials and supplies are located in this area. Employees are encouraged to utilize this room during their breaks as well. A soda/snack machine has been placed in the room for employees to purchase items from. Please refrain from consuming these items in classrooms when children are present. In general, children should not be in the lounge/workroom. If it is necessary for a teacher or staff member to supervise their children, it will be the responsibility of the adult to keep the child(ren) within eyesight at all times and to keep the area neat and organized. Breaks The schedule for full-time employees includes a paid fifteen-minute break for every four hours of working and an unpaid “lunch” when working 6 or more hours per day. The Director schedules breaks and lunches and though every attempt will be made to maintain the consistency of these times for each staff, they are subject to change at anytime, with or without advance notice, based on work and staffing needs. Mailboxes All employee mailboxes are located in the ECC staff workroom. It is very important that staff check their mailbox on a daily basis for important

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information or documents vital to your employment and clean your mailbox out once a week. A staff newsletter, The ECC Hanger, will be provided each Friday and distributed in each person’s mailbox. Each staff is responsible for his/her own mailbox and its contents. Reporting time worked Staff members are responsible for swiping their ID Badge through the designated Time Clock to record the actual time worked. In addition, employees must document their times on the Employee Attendance Record located next to the mailboxes in the ECC workroom. These times must be filled out immediately when you arrive & leave. Failure to do so may result in a delay in receiving your paycheck or no payment if documentation cannot be obtained and verified. All time worked including changes in your schedule, vacations, personal leave, unpaid leave, sick time, etc. must be recorded appropriately on the attendance record.