成人头条

Table of Contents

The Center

The 成人头条 Child Development Center is licensed by the Kansas Department of Health and Environment. The Center has a licensed capacity of 97 children. The center serves children 6 weeks through 6 years in age, and is open to WSU students, staff, faculty and alumni.
The Center, located at 3026 E. 21st St. N. is open year-round, Monday through Friday from 7:30 a.m. to 5:30 p.m., and observes all WSU holidays except Fall and Spring Break. Enrollment is offered full day.

The phone number for the center is 316-978-3109.

Back to top

Mission Statement

The 成人头条 Child Development Center is dedicated to serving the needs of young children by providing a high-quality, culturally diverse early childhood program within a safe, nurturing environment. The Child Development Center encourages the physical, social, emotional, creative and cognitive development of each child through the use of developmentally appropriate practices. The 成人头条 Child Development Center is also dedicated to serving the needs of 成人头条 students. We provide employment opportunities as well as hands on learning, life skills and educational trainings for students. We offer these to students as a way to introduce them to early childhood education and related degrees.

Back to top.

Philosophy

It is the philosophy of the 成人头条 Child Development Center and its staff that children, their families and society benefit from high-quality early childhood programs. We believe that there is a critical link between a child's early experiences and later success in life. We believe that you cannot separate child care and education; children learn best through their play, interactions and experiences.

The learning environment at the CDC is structured in such a way as to give the child an opportunity to independently explore, select, create and problem solve. Classrooms are organized around interest centers and play areas that include art, math, science, language arts, blocks, dramatic play and cooking and nutrition. CDC staff plan and facilitate these experiences for the total development of your child. We celebrate cultural diversity and incorporate multicultural perspectives throughout our curriculum.

Back to top

Absentee Policy

Staff members are responsible for maintaining regular attendance according to his/her schedule. Whenever a staff member must be absent for illness, family illness, appointments, etc. the following apply:

Obtaining a Substitute

It is the employee's responsibility to cover his/her entire schedule and responsibilities with an approved sub. The Assistant Director, Michelle Jarboe will update a current substitution list of all employees able to cover. It is the responsibility of the Lead Teacher to have this current list and to have an absent request form. It is the Lead Teacher's responsibility to keep a current substitute folder in their classrooms so that the office staff is able to locate it for the substitute. The folder shall contain a class list and information about each child, parent names, lesson plans, daily schedule, emergency exits, and location of pertinent items including snacks, cot diagram (if applicable), and names of teaching assistants who work in your room, etc.

Sling

Post on sling with the hours and rooms that you need covered. Please tag people who are able to cover in the post. It is then your responsibility to follow up. You may also call/text people. If you are tagged in a post on Sling, you must be responding to that post. Please put this next to an app on your phone that you check daily. Be sure notifications are set to on.

Notifying the Office

It is the Lead Teacher's responsibility to notify the office (316-978-3109) or call/text the Director Jillian Hoefer, Assistant Director Michelle Jarboe or the Administrative Specialist Amy Mease if the office is closed, that you will be absent and who will sub for you.

Absence Request Form

It is the Lead Teacher's responsibility to submit an absence request form for planned or unplanned absences and to have it approved by the Director (prior to the absence if it is planned). The request form must be placed in Jill's mailbox for approval. An absence request form must be submitted at least 2 weeks in advance for planned absences. If you have an unexpected absence you must notify Jill, Michelle or Amy, and upon returning to the center you must fill out an absent request form and fill out your exemption time sheet.

Emergency / Serious Illness

If an employee is very ill and feels he/she cannot make the phone calls specified in this policy, he/she should notify the Director, Jillian Hoefer, the Assistant Director, Michelle Jarboe or the Administrative Specialist, Amy Mease and they will assist you in finding coverage. It is unacceptable to have parents, spouses or friends call in if you are sick or unable to come to work.

Nowhere, in any employment, would employers look favorably upon excessive absences or tardiness. In childcare and education, an absent teacher or teaching assistant means an interruption in the program and an adjustment for the children. The number of days/hours missed each semester will be included on your evaluation.

Back to top

Accident Reports

If a child is injured at the Center, the teacher in charge shall administer first aid and then complete an Accident Report Form describing the injury. An Accident Report Form shall be filled out if: the injury leaves a mark, bump, or cut on the skin; if it involves a burn; any injury involving the head, even if there are no visible signs of the injury; if a child bites/is bitten. The purpose of the form is to notify parents of the injury, how it happened, and what steps we took to administer first aid and to correct (if possible) the circumstances that caused the injury.

A parent must sign the form to acknowledge that he/she is aware of the child's injury. The parent gets the original of the form the day of the injury; one copy shall be kept in the office. The parent shall be notified by phone of the injury if it is a head injury, a bite that breaks the skin, an allergic reaction, and any injury that might need medical attention. If a student assistant is required to complete an Accident Report Form, a lead teacher or administrative staff member must provide an authorizing signature. A parent signature is also required.

Back to top

Ages of Children Served

Back to top

Attendance

When parents notify the office of a child's absence, we will notify the teacher. It is the teacher's responsibility to check their mailbox daily. If a parent informs the teacher of an upcoming absence or extended absence, the teacher shall notify the office. If a child is absent for more than three days without explanation from the parents, the teacher should make a call to the home and then inform the office of the child's absence and the reason.

Back to top

At-Will Employment

Employment in the state of Kansas is considered to be "at-will." The "At-will" relationship affords the employee the right to resign for any reason. We do, however, hope to provide a work environment which will encourage you to remain with our program. Likewise, the employer may terminate the relationship at any time, with or without cause and with or without notice. It is further understood that the "At-will" employment relationship may not be altered by any written document or by verbal agreement, unless such alteration is specifically acknowledged in writing and signed by the Director.

Back to top

Authorized Adults / Signing In and Out

The arrival and departure of children are extremely important events. Parents develop opinions about the Center, teachers and the program from these interactions. Please greet visitors, parents, and children by introducing yourself as they enter your assigned room and acknowledge them when they leave.

Parents must clock their child in and out everyday using the system at the front office. In the event that another authorized person picks up or drops off the child other than the parents the lead teacher in the classrooms will sign the child in and out and notify the office.

A parent(s) must designate, in writing, all other adults who may pick up their child from the Center. If an unfamiliar adult comes to pick up a child, check the listing of authorized adults for the child and if their name is listed, check their identification. If you recognize the person listed, you do not need to check I.D. The authorized adult must sign the child out on the daily attendance record with their signature.

When a child arrives for the day you will need to write down the time of arrival and initial that and then when the child leaves for the day you will need to write down the time of departure and initial.

IMPORTANT: No matter how insistent a person may be, if he / she is not on the list, you CANNOT let the child leave. If you need assistance please call the front desk immediately.

Back to top

Babysitting Policy

We take great pride in the high quality child care services we provide at the 成人头条 State University Child Development Center (CDC). While at the CDC, staff and volunteers are under the supervision of the director and teachers professionally trained in early childhood education. However, because we have no supervisory authority or control over staff and volunteers who provide babysitting services away from or outside of the CDC's premises, we cannot be responsible for their acts while engaged in such activity. The CDC does not recommend or become involved in the recommendation of any of our staff or volunteers for outside babysitting away from the CDC's premises. Any arrangement for such services is strictly between you and the staff member or volunteer. The CDC is not a party to any outside babysitting agreement nor can the CDC make any guarantees, warranty, or representations as to any outside babysitting services. Please be advised that should you engage the services of any CDC staff member for babysitting services away from or outside of the CDC's premises, the Child Development Center will not be responsible or liable for any acts or omissions in connection with such services, or for any WSU CDC staff member while providing such services. If a staff member transports your child from the CDC premises as part of any babysitting services away from the CDC premises, the CDC is not responsible for any injuries that may be incurred during that transportation. If you choose to hire WSU Child Development Center's staff to perform babysitting for you or your family away from or outside of the CDC premises, you must sign a waiver form, entitled "Waiver and Release for the 成人头条 State University Child Development Center Staff Babysitting," before any such services take place. Failure to sign the required waiver form or to otherwise comply with this policy could result in your child or children being terminated from continued enrollment at the CDC. A copy of the referenced waiver form can be obtained in the front office and will be available to sign at each new registration or reenrollment. Please be aware that our staff cannot babysit for you during a time they are supposed to be working at the CDC.

Back to top

Biting Policy

Biting is a natural developmental stage that many children go through. It is usually a temporary condition that is most common between thirteen and twenty-four months of age; but can be seen after in some cases. The safety of the children at the center is our primary concern. The center's biting policy addresses the actions the staff will take if a biting incident occurs.
Toddlers bite other toddlers for many different reasons. A child might be teething or overly tired and frustrated. He or she might be experimenting or trying to get the attention of the teacher or his peers. Toddlers have poor verbal skills and are impulsive without a lot of self-control. Sometimes biting occurs for no apparent reason. The center will encourage the children to "use their words" if they become angry or frustrated. The staff members will maintain a close and constant supervision of the children at all times.

The following steps will be taken if a biting incident occurs at our center:

• The biting will be interrupted with a firm "Ouch, biting hurts".
• Staff will stay calm and will not overreact.
• The bitten child will be comforted.
• Staff will remove the biter from the situation. The biter will be given something to do that is satisfying.
• The wound of the bitten child shall be assessed and cleansed with soap and water. If it is determined that there was a blood exposure further steps need to be taken.
• The parents of both children will be notified of the biting incident. Appropriate forms will be filled out.
• Confidentiality of all children involved will be maintained.

If we see that there is a consistent biter these steps will be taken.

• The biter will be shadowed by an adult at all times. They will be given the tools to help when a situation arises so that the child does not bite. If the teacher sees that the biting is subsiding and the biter is using words than the shadowing technique will subside so that the child will have the opportunity to use the tools that were given to them on their own.
• If we see that the shadowing technique is not working. A touch rule will be implemented. This is where the child has to be physical touched by an adult at all times, i.e. holding their hand, touching their back, having them sit in their lap. This will ensure that the child has no opportunity to be close enough to a child to bite. This will be in place until the teacher decides to go back to a shadowing technique.
• If after both of the techniques are in place and there is still no improvement or the child continually goes back to biting, other interventions may be implemented. These will include but are not limited to a behavior specialist brought in, suspension of the biter, parental observations, behavior charts implemented and in a last resort termination of the child's contact.

Back to top

Cell Phone Policy

I am an employee on the payroll of the 成人头条 Child Development Center. I understand that I am paid to supervise, love, and care for the children. I also understand that this is my number one priority. I also understand that I cannot adequately supervise children while on my cell phone. I have been informed that there is no cell phone use while I am at work. This includes even having a cell phone on my person while on the job. I understand that there is a business phone which may be used for emergencies, but that any other phone calls, texts, and face-booking need to be done off-site and on my own time. I may have my cell phone while in the employee lounge on my break and only. As of today I understand that my cell phone must not be on my person while working. I may leave it in my car, at home or in a designated place in the classroom closet. I have been given the center's number for emergencies, which is 316-978-3109. I understand that if I am caught using a cell phone while on the clock I will be terminated. Even having my phone on my person during work hours counts as usage. I understand if I am caught chatting on the classroom phone for personal reasons while not on break it is also grounds for termination. I certify that I understand these conditions of employment and that I will abide by them beginning immediately. Any exceptions to this rule may be made only by the Director / Administration of the WSUCDC.

You will be expected to take your cell phones on field trips with you to use only in the case of an emergency. You may not use your phone for personal reasons, texting, calling, Facebook, etc.

Back to top

Children's Illness

Children with signs of a communicable disease cannot be admitted into the Center. Teachers and parents are to look over the child briefly upon arrival at the center for any signs of illness such as:

• A temperature over 100 degrees taken in the armpit. A temperature should be taken by the Director/Administrative Specialist. When a child is found to have a temperature over 100 degrees, the Lead Teacher will call and inform the parents. Children sent home with a fever, for whatever reason, are not to return to the CDC until 48 hours after they are fever free (without the aid of fever reducing medication) from the time you send them home.
• Diarrhea -- more than one abnormally loose stool per day. Must be diarrhea free for 24 hours.
• Vomiting -- Free of upset stomach & vomiting for 24 hours.
• Inflammation of the eyes.
• Skin lesions, i.e., impetigo, ringworm, and scabies.
• Any undiagnosed rash.

Children at the center showing any or a combination of any of the following symptoms are to be taken to the office and a parent called to take the child home. Only lead teachers or administrative staff may call parents. A complete medication illness form is required.

For illnesses other than fever, diarrhea and vomiting, children must be kept home the recommended number of days. According to the Public Health Regulations for the Control of Communicable Diseases

Back to top

Classroom Safety

The staff is responsible for the safety and well-being of each child. In doing so, the staff shall be responsible for the following safety precautions:

• The classroom shall be arranged to allow for freedom of movement with no sharp corners, unanchored bookshelves or other safety hazards
• All furniture and equipment shall be in good repair
• Carpeting shall be kept clean
• Walls shall be kept clean and free of dirt, paint, or cracks
• Classrooms shall be kept clean and free from accumulated trash and dirt
• All medications and cleaning substances or any toxic substances shall be kept under lock and key with the key out of children's reach
• Any items in need of repair or cleaning shall be reported to the administration

Back to top

Cleaning / Disinfecting

Teachers shall implement proper and frequent cleaning and disinfecting practices and routines to provide a clean environment for children and to help prevent the spread of disease. Disinfecting with chemical agents (bleach, disinfectant) destroys specific, harmful germs. Teachers shall use the following guidelines for cleaning and disinfecting:

• Surfaces and objects contaminated with blood, urine, vomit or stool: clean and disinfect immediately, staff members must wear gloves
• Objects handled by young children (ex. toys, mouthed objects, table tops, door handles): clean and disinfect at least daily and when soiled
• Diapering area: clean and disinfect after each diaper change
• Water tables: clean and disinfect at least daily and more often if soiled
• Uncarpeted areas: clean and disinfect daily and when soiled
• Carpeted areas: spot clean and disinfect when there is body fluid soiling
• Please leave a note with the cleaning crew about any rugs or carpet areas that need to be cleaned and disinfected.

Back to top

Communication with Parents

Parents are communicated with daily both at drop off and pick up. It is also a requirement that Lead Teachers email parents on a daily basis about what the children have done that day, any concerns or other important information or reminders. You will also be required to send out a Happy Gram once a week that is specific for each child, giving parents a closer look into what their child does at school. Lead teachers are responsible for adding and updating the Kriyo App every day for the parents.

Back to top

Conduct and Ethics

The reputation of The 成人头条 Child Development Center is built upon the ethical conduct of our employees, and the overall success of the business is tied to this as well. Our reputation for integrity and excellence requires careful observance of the spirit and letter of applicable laws and regulations, as well as a scrupulous regard for the highest professional standards of conduct and personal integrity.

The Child Development Center is dependent upon our families' trust and we are dedicated to preserving that trust. Employees have a duty to the CDC and its families to act in a way that will merit the continued trust and confidence of the public.

The CDC will comply with all applicable laws and regulations and expects its
Teachers and Assistants to conduct business in accordance with the letter, spirit, and intent of all relevant laws, statutes, ordinances, and regulations and to refrain from any illegal, dishonest, or unethical conduct. In general, the use of good judgment, based on high ethical principles, will guide employees with respect to acceptable conduct. When a situation arises where it is difficult to determine the proper course of action, the employee should discuss the matter with the Director, Jillian Hoefer. Compliance with these principles of conduct and ethics is the responsibility of every CDC employee. Disregarding or failing to meet any of the following standards may result in disciplinary action up to and including termination.

Families (the children whom we serve, and their parents, guardians, and other family
members) are our Center's most valuable asset. Every employee represents The 成人头条 State University Child Development Center to our families and to the public. The manner in which we do our jobs presents an image of our entire organization. Families judge all of us by how they are treated by each and every employee. Nothing is more important than being, respectful, courteous, friendly, helpful, and prompt in the attention given to families. Our personal contact with the public, our manners on the telephone, and the communications we send to families are a reflection not only of ourselves, but also of the professionalism of The CDC. Positive interactions with our families not only enhance the public's perception or image of the CDC, but also help us to obtain grants and other monies. It is expected that all employees of The CDC will interact respectfully, courteously, and promptly with our families. All of the families have the right to their privacy. Do not discuss the children and families publicly or with family members, either by name or physical description. Some of the families have also restricted photography permission for their children; please refer to the Social Media policy for more information. Employees who fail to have appropriate interactions with our families will be subject to disciplinary action, up to and including termination.

In general, employees need to maintain a sense of decorum when interacting with others at the Center and observe general rules of proper conduct. Staff are expected to act in a caring, honest, respectful, and responsible manner consistent with CDC's mission statement. Staff should always portray a positive role model by maintaining an attitude of loyalty, patience, courtesy, tact, and maturity. This includes things like, refraining from intimate displays of affection towards others in the presence of children, parents, and other staff. Prohibiting profanity, inappropriate jokes, sharing intimate personal details, or any kind of harassment in the presence of children, parents, or other staff.
Staff are required to report any violations by other staff members of these or other policies listed in the handbook to the Director for possible action. Such reporting is confidential.

While our employees are encouraged to develop professional and personal connections with one another, gossiping, spreading rumors, and other similar types of negative behavior are discouraged. Gossip which could affect the ability of the Center or staff to conduct business, maintain good community or employee relations, or otherwise impact The 成人头条 Child Development Center in a negative way may result in disciplinary action for the employee who has engaged in the conduct.

Back to top

Conferences

Parent conferences can and should be rewarding experiences. A parent conference is a meeting between a child's parent(s) and teacher. The meeting brings out a good understanding of the child and his or her development. Parent conferences are to be scheduled by the teacher and will be held twice a year.

There are several reasons for parent conferences. The first is progress. This means the rate at which each child is developing and meeting developmental milestones. Each child's developmental portfolio demonstrates this clearly and should be shared with families at that time. Conferences can also be arranged to discuss behavior 鈥� these are general conferences just to touch base with the parent. The parent can report on such things as the child's attitudes, health, family relationships, interests, and any social factors that may come into play with the child's development.

The teacher should report on such things as the child's attitude toward school and other children and progress in his/her development. In a parent/teacher conference you are expected to talk to the parent about any concerns/questions you or they have, what the child has learned, what they are learning, and what they will be learning.

Back to top

Confidentiality

It is contrary to the interest of the Center and those we serve, to give out information regarding children and their parents. Such information should be held in strict confidence and should not be discussed with anyone outside of the Center. We trust all staff members will appreciate the value of respect for one's privacy. Inside the Center such information shall be discussed only when it will benefit the care we offer the children and the parents. Be very sensitive to children's developmental needs and family information in public places such as the hallway or classroom with other parents in the room. Personal pictures of the children are not to be taken. Information, pictures, and talking about the children will not be allowed on blogs, personal webpages, Facebook, Twitter, Instagram, Snapchat or any other social media outlet. Protection of the interests of each child and family is vital in maintaining a standard of professionalism and privacy.

Back to top

Discipline Policies

Teachers use many techniques to assist children in resolving conflicts. Although methods vary depending on children's ages and the severity of the situation, all teach problem-solving skills and instill an intrinsically motivated sense of right and wrong. Teachers use the following techniques when dealing with conflict situations:

Conscious Discipline

• Limit setting: Children are given basic, clear, and concise rules to guide their behavior. Boundaries and expectations expand as children develop.
• Consistency: So children know what to expect, limits and expectations are consistent throughout the classes, and all adults respond in a similar way to conflict situations.
• Tone: A kind yet serious tone delivered by intervening adults reinforces children's sense of security and lets them know the situation is under control.
• Modeling: Adults clearly demonstrate compassionate, caring behaviors that set examples for children to follow.
• Passive intervention: Teachers give children time to work through their own problems, but are there to help if things escalate to destructive or aggressive behavior.
• Physical intervention: Children are physically separated if they begin to hurt each other.
• Identifying/ interpreting: Teachers clarify problems, diffuse tension, and facilitate problem solving.
• Validating feelings: Acknowledging one's own emotions and those of other children facilitates learning.
• Generating options/solutions: Children are given tools to settle conflicts (negotiate, make retribution, collaborate, etc.).
• Redirection: A request to stop a negative behavior is accompanied by a suggestion for an appropriate behavior to replace it.
• Natural consequences: Teachers point out and reinforce natural consequences as they occur. Children see the results of their own behavior and begin to modify it accordingly. "You threw sand after we asked you not to. Now you need to leave the sandbox and find a different area to play in."

Teachers shall plan their programs as to minimize behavior problems by:

• Planning a program that is appropriate for the age and individual levels of the children.
• Providing a balance between active/quiet and self-directed/teacher-directed activities.
• Carefully planning transitions between activities.
• Focusing 100% attention on the children, guiding their behavior, facilitating their learning, interacting (including listening, listening, listening) and encouraging them as they meet and strive to overcome new challenges.

Back to top

Dispensing Medication

Prescription and non-prescription medication shall be given only if the Authorization for Dispensing Medication form is filled out completely and signed by a parent or guardian. Prescription medication should have a pharmacy label with the child's name, the name of the medication, dosage, dosage intervals, the name of the physician and the date the prescription was filled. Non-prescription medications should not be administered to any child unless the CDC has a written order from the parent or guardian. Medication is to be administered by the classroom Lead Teacher, Assistant Director, Michelle Jarboe, by the Administrative Specialist, Amy Mease or the Director, Jillian Hoefer in the teachers' absence.

The staff member dispensing medication must sign the authorization, and record date and time it was given. When the lead teacher is not in the room, the TA is responsible for having the parent complete an authorization form when a new medication is brought to the center.

Store all medication in a locked box in the refrigerator or other locked storage located in all the classrooms.

Back to top

Do's and Don'ts

Do

1. Speak in a calm, kind voice.
2. Speak directly to the child; do not call across a room.
3. Speak in short, meaningful sentences appropriate to the child's level of understanding. Begin the sentence with the child's name.
4. Get down on the child's level if possible so that the child can see your face.
5. Keep your emotions under control.
6. Praise the child for appropriate actions.

Don't

1. Make fun (harass, humiliate, name call, embarrass) the child.
2. Give the child a choice if he cannot, in reality, have a choice
3. Compare the child with another child. "See how clean Johnny's table is."
4. Be dishonest with the child. "Johnny didn't mean to hit you."
5. Make a child feel guilty by saying "I'm ashamed of you." Instead express your feelings "That makes me angry when you do that."
6. Make a child feel inferior by saying, "You're big now. Only babies cry.
7. Make a child say they are sorry.

Back to top

Dress Code

All employees are expected to present a neat and clean appearance and to dress appropriately for their position and duties. An employee's appearance and dress should reflect the professional nature of the position as well as be functional within the expectations and responsibilities of the job. Please note that the CDC is not responsible for damage to or loss of an employee's articles of clothing, jewelry and/or accessories.

Unacceptable dress includes, but is not limited to:

1. Shorts. The only acceptable shorts are Bermuda shorts or basketball shorts that hit the knees.
2. Short dresses or short skirts. Dresses and skirts must be longer than your knees and easy to move in.
3. Tank tops or spaghetti straps
4. Low scoop neck shirts or blouses (at no time should undergarments be visible). V-neck shirts must have a shirt underneath.
5. Clothes that expose the stomach/backside. Staff should wear tops long enough to cover the bottom when bending or squatting. Undergarments should never be visible.
6. Clothing with logos and pictures that are inappropriate for children (profanity, sexual innuendoes, violence, drugs, and similar content)
7. Jewelry which may present a safety hazard (long necklaces/earrings, etc.)
8. No high heels or high top boots with heels. Shoes must be worn through the center.
9. No Leggings, yoga pants, stretch pants or jogging pants (nothing tight)

During swimming activities, staff should wear one piece swimsuits.. Appropriate clothing should be worn over the swimsuit when transporting children to and from the Center and the pool. Employees who are found to be in violation of the dress code may be asked to go home to change.

The following describes dress that is appropriate for staff while working at the CDC: Clothing that is modest and provides coverage, clothing that allows the staff member to move freely, sit on the floor and be with the children, shoes that allow that staff member to comfortably play outside with the children and play games with them, clothing that allows the staff member to be comfortable with the messy activities of the program. Staff should be dressed neat, clean, comfortable, approachable and properly covered. No holes, stains, or rips in clothing.

Staff wearing 成人头条 tops and / or bottoms; there may not be any other college name on them.

Back to top

Emergency Procedures

Fire drills will be conducted monthly. Teachers must shut windows and close doors behind them. One teacher will lead children out the nearest, designated exit, and the second teacher will follow the children out. Children and teachers will stay together based on class. They will move to the far back of the small parking lot and gather on the sidewalk. Teachers must take the emergency bag, children's files and sign-in sheets. Teachers are to take roll and a head count when safely outside the building. Teachers will lead children inside the building after the designated person in charge has given the all-clear.

Tornado drills will be conducted monthly, April through September. The Director will announce the drill. Teachers will lead children to the designated tornado drill location, located outside Room 8 in the storm shelter. Children will sit on the floor against the wall. Teachers must take the emergency bag, children's files and sign-in sheets. Teachers are to take roll and a head count when safely at the designated location. Teachers will lead children back to the classrooms after the designated person in charge has given the all clear.

Earthquake procedures: Stop, drop and cover. Stay calm. Grab the emergency bag to have with you. Stop what you are doing, drop to the floor, crawl to a table and cover your head. Have the children and yourself get under a table away from windows, pulling the chairs up to the table to help protect from anything that might fall. Stay under the table for several minutes after the shaking has stopped because of aftershocks. If there are no tables available to get under position yourself and the child against an interior wall with your head covered. If you are outside when an earthquake acquires, immediately drop to the ground and cover your head. Stay away from places where tall buildings and power lines could fall on you. Once the shaking has stopped and you have waited several minutes slowly come out from under the tables. Make sure that you are aware of any broken glass or other things that could hurt you or the children. If you happen to be in the car transporting children slow down and pull over to the side of the road. Stay in the car.

Back to top

Employee's Child or Relative

The 成人头条 Child Development Center allows employees to enroll their minor children in the program. Employees seeking to enroll their child(ren) or other relations in the program must discuss placement with the Director. Under most circumstances, an employee who has a child or relative enrolled in the Center will be prohibited from providing direct care to her or his child or relative. This means that an employee's child or relation will never be allowed to be in the same room with that employee under their care. Discipline will be handled by the child's teacher not the employee during working hours and while the child is in the classroom. The CDC further reserves the right to dis-enroll an employee's child if the employee's performance is affected by having his or her child at the Center. Employees must remember they are employed to perform a specific job and not allow themselves to be distracted by having their child or other relations enrolled in the program. Employees are prohibited from interfering with the supervision or authority of their child(ren)'s classroom teacher. Visiting an employee's child or relative may only happen during scheduled events (as long as the employee is not working) or on a break time. "Relative" is defined as a member of an individual's family, including wife, husband, son, daughter, mother, father, brother, sister, brother-in-law, sister-in-law, son-in-law, daughter-in-law, mother-in- law, father-in-law, aunt, uncle, niece, nephew, grandmother, grandfather, stepparent, and stepchild.

Back to top

Employee Files and Forms

A hanging file folder on each employee is kept in the Copy Room. In accordance with licensing regulations, each staff member must have the following on file:

1. Health Department File -- Contains records of experience, education, references, required coursework, required in-service, health assessment (which should include negative TB skin test result), Signs and Symptoms Course Certificate, First Aid Course Certificate and any and all other forms needed to document compliance with the Kansas Department of Health and Environment.
2. Personnel File -- Contains current tax withholding forms, I-9 forms and all other required forms determined by WSU Human Resources for payroll purposes. Information regarding attendance will be included in this file.
3. Professional Growth File -- Contains yearly evaluation forms and notes of observation and correspondence pertaining to the employee's professional growth and job performance.

Back to top

Field Trips

Teachers may take children on walks or trips to the WSU campus, as the Center has obtained written permission for on-campus trips. The Director, Jillian Hoefer must approve arrangements for off-campus field trips at least 2 weeks in advance, including a completed field trip request form (Field Trip Approval Form). Written permission must be obtained from all parents. When leaving the Center's premise, you must note the time you left, where you are going, when you will be back, and the names of the staff persons present on the trip. You must also provide the front office with a copy of your completed permission form before leaving the Center. Anytime you are planning on leaving the center to go on a walk the parents must be notified that they will be leaving the building. This can be done prior to the walking trip or a teacher is required to call a guardian to let them know.

Each teacher is responsible for planning and organizing classroom field trips. Many teachers find that planning all yearly field trips at the beginning of the year is helpful. It is helpful to announce the field trips for the year with dates, times and locations to the parents at the beginning of the year. This allows parents to make plans and increases the teacher's chance of getting enough field trip drivers.

Field trips may be planned using University vehicles. Teachers may drive these vehicles. If additional vehicles are needed, parents may drive their personal cars, but must provide a copy of their license and auto insurance. Children will be transported in accordance with the current Kansas laws regarding seat belts/booster seats/car seats.

Emergency medical forms and health assessments for each child must be taken on the trip. A first aid kit must be in each vehicle. If a parent is driving another child besides their own they must have the other child's emergency forms with them in the car in case of an accident. A first aid kit must be in the field trip bag that is taken on every field trip.
It is expected that when leaving the center for any reason (walk, field trip, etc.) you will carry your cell phone with you. In this case, cell phones should only be used in the event of an emergency and not for personal calls, texting, checking Facebook, etc.

Back to top

Funeral / Bereavement Leave

Reasonable leave with pay may be granted to employees by the direct supervisor for a period of mourning after a loss of any member of the employee's or their spouse's immediate family. The term "immediate family" as used here, includes spouse, domestic partner, parents, grandparents, children, grandchildren, brother, sister, aunt, uncle, niece, nephew; related by blood, marriage or adoption. The term "domestic partner" as used here, means a person with whom another person maintains a household and intimate relationship, other than a person to whom such a person is legally married to. Such leave shall in no case exceed six working days. Factors of relationship and necessary travel time will be considered in determining the proper amount of time that will be granted.

Back to top

General Health and Safety

Teachers will ensure that the children:

• Brush their teeth after breakfast and lunch.
• Wash their hands before and after meals, after toileting, and coming in from outside.
• Wash their faces after meals.
• Children remaining at the Center for more than four hours shall be encouraged to nap according to their individual needs. Children who do not sleep shall have a quiet time.
• Each crib shall be equipped with an individual bottom sheet. Sheets will be laundered nightly. Each child shall have a sleep sack, provided by the parent. Children shall not share bedding.
• Each child has a mat and blanket combo. These are taken home by parents every Friday to be laundered. In the event that a child has an accident or the combo is soiled for any reason, we have cot sheets and extra blankets in the resource room for them to use.
• Cots shall be separated from each other by at least two feet in all directions except when boarding on the wall. Cots may also be arranged so that children are head to feet. When not in use, cots shall be stored in a clean, sanitary manner.
• Teachers will monitor the bathroom if more than one child is using it.

Teachers must report any suspected child abuse immediately to the Director, Jillian Hoefer, the Assistant Director, Michelle Jarboe or Administrative Specialist, Amy Mease.

Back to top

Hand Washing

Hands should be washed upon arrival at the Center, before handling food, after every diaper change, use of the bathroom, before using the water table, after touching pets, after being outside and after blowing/wiping noses. In order to teach good HAND WASHING skills to children, please help them wash their hands as noted above. Research has shown that proper HAND WASHING is effective in reducing the spread of communicable illness/disease.

How: Wet hands with warm, running water, apply liquid soap, wash hands vigorously for 20 seconds. Rinse well with fingertips pointed down, dry hands with a paper towel and turn off faucet with a paper towel. Children are to follow these exact steps.

Back to top

Harassment

成人头条 Child Development Center employees, volunteers, families, and applicants have a right to work in a discrimination-free environment, including freedom from sexual harassment. Actions, words, jokes, or comments based on an individual's sex, race, age, ethnicity, religion, or any legally protected characteristic are not tolerated. Both overt and subtle harassment create an offensive, hostile, and uncomfortable work environment and are strictly prohibited. This section concerns any and all types of harassment, with particular attention to the definition of sexual harassment. Harassment of or by an employee requires investigation.

Back to top

Hiring Practice

The WSU CDC promotes the hiring of qualified individuals without regard to race, religion, color, national origin, gender, age, sexual orientation, marital status, status as a Vietnam Era Veteran or disability, provided they meet the position requirements established by the Center.

Prospective employees will be required to submit a letter of interest, a current resume, proof of appropriate degree and credentials, and the names, phone numbers, and address of three references to the Center, followed by an interview with the Search Committee. The prospective employee may be required to try out in the classroom.

Final selection of an employee shall be the responsibility of the Director, Jillian Hoefer, in consultation with the search committee and other teachers in the center, and with the approval of the Affirmative Action Office.

Back to top

Holidays

It is impossible to totally ignore holidays/celebrations, especially the Christmas season, in view of the flurry of activities generated by them. We need to be aware of, and sensitive to, the diversity of customs and beliefs represented by the children in our Center. It goes without saying that no child should be embarrassed or made to feel alienated because of his or her parents' specific faith or beliefs. Each holiday season provides an opportunity to emphasize mutual understanding, acceptance and brotherhood among all racial, ethnic and religious elements of the human family. Activities should not involve children in worship activities and should be structured to present the culture rather than the religious emphasis of the season/holiday.

Days the Center will be Closed

WSU and the CDC will be closed the following state holidays:

• Labor Day
• Thanksgiving and the Friday after
• Holiday Shut down around Christmas (usually one-two weeks)
• New Year's Day
• Martin Luther King Jr. Day
• Independence Day

Other days the CDC will be closed:

• Three days in August and two days in January (right before semester starts) for teacher in-services and trainings.
• Two conference days in the Fall semester.
• One conference day in the Spring semester.
• One week for Spring Break
• Half-day the Wednesday before Thanksgiving

Back to top

Important Phone Numbers

Back to top

Job Requirements / Duties

• I must ensure that children of any age are always supervised and cared for by an adult, and never left alone or unattended.
• I understand that using physical punishment or use of verbal threats or harsh, loud or abusive language in the presence of or directed toward a child can lead to immediate termination.
• I whole-heartedly accept my responsibility to interact actively and in a positive manner with the children individually and in groups, and will give them my full attention at all times. I will play with the children and guide them in scheduled activities.
• I understand that feeding time for infants and toddlers, as well as older children, is a time to be nurturing and loving. In accepting this responsibility, I understand that bottles are never to be propped and children will be held during bottle feeding. A teacher must always be sitting down with children while they are eating.
• I understand that I must follow the instructions of the Director, Jillian Hoefer, the Assistant Director, Michelle Jarboe and Administrative Specialist, Amy Mease and will treat them in a respectful manner.
• I understand that I must be polite and responsive to parents.
• I must see that children are kept clean during the day (hands, faces, noses, diapers) and that I must return a clean and tidy child with all of his/her belongings to the parent at the end of the day. Soiled diapers must always be changed before a parent leaves with their child.
• I understand that other assignments will be made in accordance with my job description including, but not limited to, cleaning the room furniture, equipment, toilets and assisting in serving/preparing meals.
• I understand that TAs in my classroom may be moved from one classroom to another, as staffing needs require, or even sent home, when the adult-to-child ratio has been met for the classroom.
• I understand that I must not attend to personal business during scheduled work time.
• I understand that sleeping during naptime is unacceptable may result in a written reprimand.
• I understand that information about parents, children or fellow employees is confidential and should never be shared with anyone else.

Lead Teachers are also responsible for creating and implementing weekly lesson plans (including a parent letter and extended lesson plans), goals for each child, daily emails, happy grams, monthly individual lesson plans and keeping each child's individual portfolios current.

All Lead Teachers are given a paid plan time/break time daily. During this time, you will be able to work on lesson plans, daily emails, happy grams, etc. Please make sure you are using this time wisely.

Lead Staff members will attend Lead Staff meetings (as scheduled by the Director) and bi-weekly One on One meetings with the Director, Jillian Hoefer. Coverage is provided for these meetings.

Back to top

Jury Duty

If you are called to jury duty you will get paid for it, however you will need to find your coverage.

Back to top

Laminator

Before using, staff members shall be trained on its use. Leaving the laminator on and letting it run completely out of paper will damage the machine. Notify the office if the paper gets low and office staff will replace it. Staff may use the laminator for classroom use.

Back to top

Lead Staff Hours

Lead staff hours are Monday-Friday 7:30 a.m. to 3:30 p.m. Lead Staff members are expected to arrive on time. Children arrive at the Center as soon as the doors open at 7:30. It is the responsibility of the Lead Teacher to be here by 7:20 a.m. (Monday-Friday) to prepare for the days lessons and greet their children as they arrive. The Director, Jillian Hoefer must approve any additional hours/overtime.

Back to top

Lesson Plans

Lead Teachers are responsible for posting lesson plans on their Parent Information Board by Monday morning before the children arrive, for the current week. Weekly activities must be planned in accordance with the school's philosophies and curriculum guidelines of developmentally appropriate practice and discovery learning. Teachers shall plan activities to balance the day/week for the children and to avoid neglect of any one curricular area. A lesson plan form will be distributed to all teachers and will be used to plan weekly curriculum. Lesson plans for the following week must be completed and emailed to the Director by 3:30 p.m. on Thursday.

Back to top

Mailboxes

Each staff member has a mail box located in the front receptionist area which should be checked at least once every day the staff member is at work. It is also EXTREMELY important to check your email every day. This is how most correspondences, in-service opportunities, parent questions, etc. may be delivered.

Back to top

Maintenance

Room / building organization and cleanliness

It is the responsibility of each staff member to keep rooms and the building neat, safe, clean, organized, attractive and appropriate for children. The lead teacher is required to have the classroom ready each day before the children arrive, and closing teachers are responsible for putting the room back in a clean and orderly way at the end of the day. Teachers will encourage children to clean up after themselves in the restrooms, making sure that the water is off, sinks and counters are wiped off, toilets are flushed, and there is no paper on the floor.

Back to top

Maternity Leave

The Paid Parental Leave (PPL) Program at 成人头条 State has been established to implement the Kansas Board of Regents (KBOR) Paid Parental Leave policy effective July 1, 2019. PPL provides eligible employees designated as a Primary or Secondary Caregiver with paid leave at 100% of their base rate of pay following the birth or adoption of a child (up to six (6) years of age). At this time, eight weeks is paid by WSU.

Back to top

Meal and Snack Routines

Children should wash their hands before being seated for breakfast/lunch/snacks. Toddler meals may be dished up by the staff members. Preschoolers are encouraged to serve themselves family style in an orderly manner. Children are encouraged to try all foods, however, if a child is not interested in a particular food, do not force him/her to try it. Food is not to be used as a reward or punishment. No outside food can be brought inside and eaten in front of the children. Teachers are to only eat when the children are eating and eat what they have.

All children need to be encouraged to sit at the tables during meal/snack time. Encourage the children to show courtesy by not eating until everyone is served. All children are encouraged to serve at least a portion of the meal themselves. After finishing the meal, preschool aged children should be instructed how to scrape leftover food from their plate into the small dish bins and dumping fluids into the designated area. Children should be encouraged to help as much as possible. Teachers are to encourage and demonstrate pleasant conversation at the tables. Teachers may eat the same food while the children are eating, however, when the children are close to finishing, all staff must finish as well. Do not rush the children through a meal, however, do not allow children to play in their food. After lunch, have the children use the bathroom, wash their hands/face, and brush their teeth.

Staff should wear plastic kitchen gloves when handling food. Teachers shall wash and sanitize table surfaces before meals and snacks. After meals, the table shall be washed with bleach/water solution and the floor swept. When meals are served in the lunch room, there will be an assigned person to clean all tables and sweep all floors.

Back to top

Medical Emergency Policy

DO NOT leave an injured child unattended or leave the other children. Have another teacher assume responsibility for the other children if you have to leave the area to care for an injured child. Provide basic first aid. A first-aid kit is located in each room.

If an injury is serious enough to be considered an emergency, the teacher or Director should call 911 for ambulance assistance. One staff member will accompany the child to the hospital. Staff members are not allowed to transport children in their cars! The teacher or Director will contact the parent(s) who should meet their child at the designated hospital emergency room (the child must be taken to the hospital stated as the preference on the Emergency Medical Form) or to the nearest hospital (HCA Wesley Medical Center). The emergency release form and current physical for the child must be sent with the child and staff member to the emergency room.

After the child has received emergency medical care, WSU CDC personnel must complete an Accident Report Form. A copy of the Accident Report Form shall be given to the Director and a copy shall be placed in the child's file. The original will go to the parent(s).

Back to top

Newsletters

Newsletters shall be informative, positive and attractive in appearance; spelling and grammar shall be correct. All newsletters shall be typed. A final draft of the newsletter is to be emailed to the Director, Jillian Hoefer by Thursday, 4 p.m. Parents will then be emailed a copy of the newsletter by the Director. Computers are provided in the resource room as well as wireless internet. The front office computer can be used by staff only after clearing it with the Administrative Specialist, Amy Mease. There is a computer up front next to Amy's computer that may be used if it is available.

Back to top

Non-Fraternization

At The 成人头条 Child Development Center, we strive to build relationships with the children in our care and their families, as well as with others we interact with at the Center. While friendships can result from this, it is imperative that employees treat families, vendors, co-workers, and the public with courtesy, appropriate distance, and respect. Employees should abstain from any intimate physical contact with families. Employees should also avoid any unwelcome advances and intimate acts made by families. Employees are required to report any unwelcome advances or attempts at intimate acts made by families or co-workers to the Director. Employees should immediately report any action by a family or employee that would be considered a violation of this policy to the Director.

Back to top

Notice of Non-Discrimination Statement

成人头条 does not discriminate in its employment practices, educational programs or activities on the basis of age (40 years or older), ancestry, color, disability, gender, gender expression, gender identity, genetic information, marital status, national origin, political affiliation, pregnancy, race, religion, sex, sexual orientation, or status as a veteran. Retaliation against an individual filing or cooperating in a complaint process is also prohibited. Sexual misconduct, relationship violence and stalking are forms of sex discrimination and are prohibited under Title IX of the Education Amendments Act of 1972. Complaints or concerns related to alleged discrimination may be directed to the Director of Equal Opportunity or the Title IX Coordinator, 成人头条, 1845 Fairmount, 成人头条, KS 67260, telephone 316-978-3187.

USDA Non-Discrimination Statement

In accordance with federal civil rights law and U.S. Department of Agriculture (USDA) civil rights regulations and policies, this institution is prohibited from discriminating on the basis of race, color, national origin, sex (including gender identity and sexual orientation), disability, age, or reprisal or retaliation for prior civil rights activity.

Program information may be made available in languages other than English. Persons with disabilities who require alternative means of communication to obtain program information (e.g., Braille, large print, audiotape, American Sign Language), should contact the responsible state or local agency that administers the program or USDA鈥檚 TARGET Center at (202) 720-2600 (voice and TTY) or contact USDA through the Federal Relay Service at (800) 877-8339.

To file a program discrimination complaint, a Complainant should complete a Form AD-3027, USDA Program Discrimination Complaint Form which can be obtained online at: , from any USDA office, by calling (866) 632-9992, or by writing a letter addressed to USDA. The letter must contain the complainant鈥檚 name, address, telephone number, and a written description of the alleged discriminatory action in sufficient detail to inform the Assistant Secretary for Civil Rights (ASCR) about the nature and date of an alleged civil rights violation. The completed AD-3027 form or letter must be submitted to USDA by:

1. mail:
   U.S. Department of Agriculture Office of the Assistant Secretary for Civil Rights
   1400 Independence Avenue, SW
   Washington, D.C. 20250-9410; or
2. fax: (833) 256-1665 or (202) 690-7442; or
3. email: program.intake@usda.gov

This institution is an equal opportunity provider.

Back to top

Parent Communication

Parent Communication is very important. Make an effort to let each parent know something about what his or her child did during the day. Be open to reasonable parent requests and questions. If you are in doubt, please ask the Director. Follow specific parent instructions or requests that are determined to be within the scope of our program. Pay special attention to getting parent requests communicated to all staff members working with the child!! For staff working in infant and toddler classrooms, you will be required to complete a daily report sheet for parents. Staff working in preschool classrooms must complete daily report sheets for parents requesting this form. Communication Logs are also critical in communicating with both your Teacher Assistants and families. They are to be filled out each day and turned in to the front office on Friday afternoons. Daily emails are sent to parents to let them know about the day. It is the lead teacher's responsibility to update and add information for parents to the Kriyo App daily.

Back to top

Pet Care

It is the teacher's responsibility, when keeping classroom pets, to maintain them and their containers in a clean and sanitary manner. Feeding and cleaning procedures must be posted on the cage. Pets will not be allowed if they interfere with the cleanliness of the room or the safety of the children. Pets are not to be left unattended outside of their containers.

Back to top

Photo Copier

A copy machine is available to all teaching staff and may be used to copy newsletters and curriculum materials. Personal use of the copier is not allowed.

Back to top

Playground / Outdoor Play

The teacher will enforce the following playground rules and inform teaching assistants to enforce them also:

1. Children may not throw sand or tire chips.
2. Children may not climb up the slide.
3. Children must slide feet first down the slide and must be on their bottoms.
4. No toys from the classroom or toys from home are allowed outside on the playground. Balls, shovels, or other outdoor materials are not allowed on climbing structures.
5. Tricycles stay on the sidewalk. Children must be seated to ride tricycles. If a child runs into the wall or another child while riding the tricycle they will lose their turn.
6. Children must sit down to swing. Only one child will be allowed on the swing at a time. Children may not stand on the swing.
7. Pushing, shoving and wrestling are not allowed.
8. Staff are to be actively involved with the children on the playground. Staff must be positioned to view all parts of the playground. Staff must be spread out throughout the playground so that they are on opposite ends of the playground from each other.
9. No climbing on the fence.
10. No climbing on top of the monkey bars.

While you are outside with the children, it is your responsibility to be actively engaged with the children. Adults should be spread out over the playground, able to see all areas.
The children are taken outside daily (except in cases of inclement weather) for fresh air and exercise at least one hour a day

Infants and Toddlers will not go outside if there is precipitation or if the temperature is 35 degrees or below with the wind chill factored in. Preschoolers will not go outsides if there is precipitation but may go outside for limited amounts of time when the temperature is 30 or above with the wind chill factored in. When going outside on cold days, teachers will assure that coats are zipped and caps (or hoods) and mittens are on.

Infants and Toddlers may go outside if the temperature is 90 degrees or below with the heat index factored in. They may also go outside if the temperature is 90-95 if they are in complete water play, again with the heat index factored in. Preschoolers may go outside if the temperature is 95 degrees or below with the heat index factored in. They may also go outside if the temperature is 95-100 if they are in complete water play, again with the heat index factored in. When we do go out on hot days, teachers need to be mindful of the effect of heat on the children. We will provide opportunities for shade, plenty of water, and limit the amount of time the children are outdoors.

Back to top

Posted Information

Each classroom teacher is responsible to assure that the following are posted in the room:

• Emergency Policies
• Allergies
• Diapering Policy (for infant and toddler classrooms)
• Pet care (by pet container)
• Class list, including parent names
• On the Parent Board: Each classroom teacher is responsible to post the following on his/her classroom "Parent Information Board".
• Current Weekly Lesson Plan
• Current Weekly Classroom Newsletter
• Daily Classroom Schedule
• Current School-wide Newsletter (optional)
• Field Trip Information and/or Upcoming Events
• Current Information on Early Childhood Education (optional)
• Other鈥�coupons, pictures of children participating in activities for that week (optional)
• On the Door (message board):
• Brief description of activities children participated in for the day should be on the dry erase board before leaving each day.

Back to top

Professionalism

All children, parents, staff members and visitors should be treated with kindness, friendliness, patience and respect. Staff should refrain from gossip, loud talking, and other unnecessary noise and forms of conduct, which could disturb the program and distract from the professionalism of the Center.
The care and education of all young children is taken very seriously at the Center. Each individual staff member is part of a team whose main goal is the well-being of the children. All staff members are expected to present themselves in a professional and caring manner, which includes due respect for each other 鈥� staff members, parents, children, and other WSU students.

Back to top

Record Keeping

It is the responsibility of the Lead Teacher to keep accurate and up-to-date copies of enrollment forms, copies of medical records, field trip waivers, accident report forms, Authorization to Dispense Medication forms, and any other classroom activity warranting permanent or temporary records. Communication logs are kept on file for 6 months to a year. Daily sign-in sheets, communication logs and meal count sheets are to be turned in at the end of each week to the office.

Back to top

Resignations, Dismissals, Grievances

A teacher may be terminated by the Director for gross negligence in performing required duties, failure to provide quality performance, refusing to work when needed and available, continuous personal conflicts with other visitors, staff members, parents, or children and gossiping with other staff members, students, parents, or visitors. Teachers will be counseled where there is a deficiency in performance and every effort will be made to help the teacher solve a problem.

There are, however, exceptions to this rule. The following are grounds for immediate dismissal:

1. Striking or abusing a child, humiliating a child, withholding food from a child as punishment.
   Removing food that is being played with or sending a child from the table when he / she is playing with food consistently instead of eating is NOT considered withholding food. Food has been offered, the child has not eaten it. However, this should be done only as a last resort and only in extreme cases.
2. Abuse or inconsiderate treatment of parents, staff or visitors.
3. Unauthorized removal of property.
4. Unauthorized removal of records or unauthorized divulgence of parents', children's, or Center's confidential information.
5. Leaving children unattended and / or unsupervised.
6. Leaving your work shift without prior authorization.

An employee will give a two-week notice in writing of intent to resign from his/her job at the Center.
Employees shall state their grievances in writing and submit them to the Director. The Director is responsible for submitting grievances to the Vice President for Wellness Services.

Disciplinary Process for Employees

An employee may be terminated by the Director for gross negligence and in the event that an employee is found to be in violation of one or more policies outlined in this handbook, the disciplinary process may be initiated. While this is generally a process of escalating actions, certain violations may be more egregious in their severity, frequency of occurrence, and/or scope, and thus could warrant a disciplinary action higher on the list, up to and including termination of duties. The determination of the specific disciplinary action to be undertaken is at the discretion of the Director, and will be appropriate to the nature of the offense.

1. Reprimand
A reprimand may be given to any employee when a minor violation of Center policies or
procedures has occurred. A reprimand may be either verbal or written. Verbal reprimands will be documented by the Director, Jillian Hoefer, and the documentation will be placed in the employee's personnel file. Written reprimands will include brief documentation of the incident and the date on which it occurred. Written reprimands require that a copy of the written reprimand be given to the employee, and a copy of the reprimand signed by the employee to acknowledge receipt of the document must be placed in the employee's file.

2. Written Warning
For more serious violations of policies and procedures, or repeated minor violations, an
employee may be given a written warning. The written warning will clearly describe the
deficiency in the performance or conduct, and will cite the policy, licensing regulation, or
procedure violated. The written warning will contain a corrective action plan, outlining the necessary action(s) to correct the deficiency and a timetable in which the corrective action must occur. A copy of the written warning and the corrective action plan will be given to the employee. Employees are required to sign a copy of the written warning, acknowledging its receipt, which will then be placed in the employee's personnel file. Signing the written warning does not indicate that the employee agrees with the contents; it simply indicates receipt of a copy of the written warning. Failure or refusal to sign the written warning will be considered insubordination and will result in disciplinary action up to and including termination. Copies of all documentation regarding corrective action plans will be retained by the Director.

3. Investigatory Suspension
For suspected severe, but unconfirmed allegations of policy and procedure violations, the Director may initiate an Investigatory Suspension of the employee. During this time, the employee is suspended without pay. The outcome of an investigatory suspension is generally either full reinstatement (if the employee is found not to be in violation of the policies) or further disciplinary action, up to and including termination of employment. Examples of situations which would warrant use of Investigatory suspension include, but are not limited to:

• Charges of driving while intoxicated
• Leaving a shift without prior approval
• Report of child abuse or neglect
• Accusations of theft
• Leaving children unattended or unsupervised
• Violation of the Substance Abuse Policy
• Other similar situations

Investigatory suspension may not exceed 10 working days without the approval of the
Director.

4. Suspension
Suspension of an employee may occur at the discretion of the Director for specific, major infractions of the Personnel Policies. Suspension of an employee will not require prior verbal or written disciplinary action. Suspension may be used in circumstances where a confirmed violation of policies is not considered severe enough to warrant termination of employment, and where the employee can be successfully rehabilitated to effectively discharge the duties of the position. Possible violations are similar to those on both the list for Investigatory Suspension and Termination, though certain violations are still subject to immediate termination of employment, without recourse to an initial suspension. Each situation is different, and will be treated as such. Suspension will be without pay. The employee will be notified in writing of the specific charges and the length of the suspension, and will be provided with a copy of this notice. The employee is required to sign a copy of the suspension notification to acknowledge receipt of same. Failure to sign the suspension notification will be considered insubordination and will result in disciplinary action, up to and including termination. When circumstances permit, an employee will be suspended upon receipt of the suspension notification. However, an employee may be suspended verbally if immediate suspension is in the best interest of The 成人头条 Child Development Center, its employees, or the children under the Center's care. Written notification in these circumstances will promptly follow via certified mail. Suspension by verbal notice may be given by the Director/Assistant Director, followed immediately by written approval of the Director.

5. Termination
Involuntary termination does not necessarily require prior verbal or written disciplinary
action. The CDC, in accordance with Kansas law, is an "at-will" employer and may terminate the employment relationship at any time with or without cause and without notice. This policy is to be used as a guide for employees, but is not inclusive of all possible reasons or causes for termination from employment. Termination is an action which must be approved by the Director. Notification of Termination may be written or verbal. Causes for involuntary termination include, but are not limited to, the following:

• Unsatisfactory provisional period
• Falsifying or misusing records, including application
• Violation of confidentiality rules
• Theft or misuse of WSU CDC's funds, equipment, or property
• Absence from work without notification and/or approval as per related policies
• Discourteous treatment of the public, families, or co-workers
• Inappropriate behavior
• Non-performance of duties resulting in injury to the Center, its children, families, or employees.
• Continuous personal conflicts with other staff, co-workers, parents or visitors
• Being abusive or neglectful to children, parents, or employees
• Violation of the Substance Abuse Policy
• Failure to submit required documentation within mandated time frame
• Neglect of duty or refusal to comply with directives of Director
• Misuse of leave policies
• Insubordination
• Receipt of 2 suspensions for the same infraction during any 12 month period.
• Failure to implement job specifics
• Receipt of 3 written warnings for any violations during any 12 month period; the date of the third warning will be the employee's last day of employment
• Failure to return to work following a leave of absence
• Failure to meet deadlines as presented by Director

Once employment has been terminated under this action, the employee is expected to return any keys and other property of the Center to the Director, and leave the Center at that time. The former employee will be escorted out of the building, and is no longer permitted on CDC property without the written approval of the Director.

Any of the former employee's personal property or effects which remain at Center will be packed and shipped to the former employee's home address.

Resignation
Although we want every employee to stay with us for as long as possible, sometimes new opportunities arise that an employee may wish to explore. While we do not wish to hinder our employees from pursuing these endeavors, we also ask that our employees provide ample opportunity for us to seek suitable replacements for the departing employee. As such, employees are required to give two (2) weeks' notice of the intention to terminate employment. Notice must be given in writing to the Director. If submitted by any other method other than directly to the Director, the two week period begins upon receipt of the notice by the Director, not when the notice was mailed or otherwise sent.

Back to top

Resource Room Storage

Generally, classroom materials and supplies are stored in the classrooms. Teacher resource room storage is for supplies ordered by the Center and made available to the staff. Staff may use the items from the shelves, for any Center related projects.

The refrigerator in the teacher resource room may be used to keep staff lunches and drinks. Staff members are responsible for removing those items each day. Keeping the kitchen clean and organized is a group project and it is important that each staff member clean up after him/herself. Please clean up any messes, wipe the table, fold laundry, and put away any times when appropriate.

Back to top

Smoking

The use of alcohol, drugs or tobacco products is not permitted in the Center, on the playground, or on the grounds. Before returning for your shift after smoking, you must wash your hands and have a fresh shirt to change into.

Back to top

Social Media

The posting of confidential and identifying information about the children, parents, or staff at the Center on social media (e.g., Facebook, MySpace, Twitter, etc.) is strictly prohibited. In no way does The CDC wish to abridge the rights of its employees to engage in critical commentary and observations that may relate to the Center and its operations; however, when such commentary and observations occur within a public forum and contain confidential information, it may result in disciplinary action for the employee. As with the use of social media, the publication of photos from the Center, whether online or otherwise, is generally prohibited without prior approval from the Director. Staff may take pictures of the activities in their classrooms to share with the families of the children in our care (Shutterfly) or as appropriate (to document a child's progress, etc. in portfolios). As mentioned previously, some families have chosen to restrict photograph permissions, and it is expected that all employees will abide by those wishes. These restrictions will be noted in each child's folder. Professional appearance on social media is also critical to how the CDC is perceived. If an employee chooses to have interactions with other staff members, or families via social media it is understood that that employee is representing the Child Development Center. All pictures, updates and postings have to be representative of a model employee and adhere to all regulations and policies of the Child Development Center.

Back to top

Staff Bulletin Board / Weekly Update

The board is located inside the teacher resource room. It is used to inform staff of new policies, workshops, field trip opportunities, etc. It is the staff's responsibility to check the board for current information and announcements.

Back to top

Staff Evaluations

Teachers are observed and informally evaluated on an on-going basis. Informal evaluations will occur each fall semester. Teachers will receive a formal evaluation yearly in May prior to reappointment. This evaluation will be discussed with the teachers, individually, and they will have the opportunity to sign the evaluation signifying that they have read it. Teachers may accept the evaluation and/or write a statement concerning any points on which they disagree. The evaluations and any statements will become part of the teacher's working file.

In order for our Center to run smoothly, staff members must be willing to work together. When a concern arises with another staff member, the Director, Jillian Hoefer and the other parties involved will discuss the concern. The concern will be discussed and improvement goals will be determined along with an appropriate time-line. The conference will be documented in writing, signed by the individuals present during the conference, and placed in the individual's personnel file. If the individual is showing an effort at meeting the goals but has not yet met all designated goals within the stated time period, the Director reserves the right to determine if a second conference is necessary to continue working towards improvement or if the individual's employment should be terminated. If the individual has not made an effort toward improvement during the stated time period, the individual's employment will be terminated.

Back to top

Staff Illness

It is extremely important that you keep yourself in good physical and mental health. The care and education of young children while very rewarding can also be very draining. In order to provide quality care and education to our children, you will need to have a lot of energy and an alert mind. Employees who become ill at the Center must make sure that their shift is covered prior to leaving.

COVID Policy

As COVID is relatively new in our world and ever-changing, the Child Development Center does follow all the KDHE guidelines associated with COVID protocols. The Child Development Center does have a separate, more detailed policy that all staff are required to sign upon being hired.

Back to top

Staff Meetings

Staff meetings are scheduled once a month on a Friday or as scheduled by the Director, Jillian Hoefer. The Director, the Assistant Director, Administrative Specialist and Lead Staff are expected to attend all staff meetings. An absence to a required meeting should be approved by the Director prior to the meeting. It is the responsibility of the staff member missing the meeting to obtain information missed from the meeting.

Back to top

Staff Professional Development

The Center supports the growth and development of staff as follows:

• Continuing Education.
• Conferences and seminars directly related to the teacher's job.
• Consultations and observations.

All requests will be submitted in writing to the Director, Jillian Hoefer. The Center will reimburse such requests to the extent that budgeted funds are available. In the event that funds are not available, the teachers may request conference and seminar time for which they will assume the expense.
Teachers may leave the Center during working hours for program enrichment activities if consent is obtained from the Director, Jillian Hoefer and she/he makes arrangements for sufficient staff coverage.

Teachers are eligible for tuition assistance when taking classes at WSU. Applications are available each semester through WSU and online through the HR Department.

Back to top

Staff Qualifications

• Associate's Degree in Early Childhood Education and one year experience teaching the same age level. It is preferred that Lead Teachers have a four-year degree in Early Childhood Education or a related field such as Elementary Education (which should be combined with extensive course work and/or experience in Early Childhood Education).
• Ability to relate joyfully and sensitively to children.
• Evidence of emotional maturity.
• Physical stamina.
• Ability to supervise student assistants and other personnel.

Training in:

• First Aid
• Signs and Symptoms of Childhood Illness
• Child Abuse Recognition and Reporting/Head Trauma
• Child Development Class
• SIDS training
• CPR Training
• Breast Feeding Mothers
• Negative TB test.
• Completed KBI form.
• Fingerprinting
• Training in Conscious Discipline
• Kansas Department of Health and Environment Health Assessment form signed by a doctor or a nurse clinician stating that the teacher is in good health.

Back to top

Storage Closets

Teachers are responsible for keeping their classroom storage closets clean and orderly. We encourage teachers to store materials in plastic storage containers with lids and discourage the use of cardboard boxes.

Back to top

Sun Safety

Sun Safety / Skin Cancer Awareness Policy

The WSU Child Development Center has established a set of policies that reduce exposure to UV radiation. This policy demonstrates our institutional commitment to sun safety and Skin cancer awareness. We encourage outdoor play every day when weather and air quality conditions permit. When outdoor temperatures seem uncomfortable, are above 90潞F or lower than 30潞F, including wind chill, scheduled outdoor play activities and times may be altered. Children should be dressed in clothing appropriate for weather conditions. We are concerned about sun safety all year around, but particularly late spring through the early fall season, when the sun's rays are the strongest. Sunburn, skin cancers, and cataracts later in life can be the result of childhood sun exposure. Even on days when the temperature seems only pleasantly warm, cloudy days or hazy days, skin and eyes should be protected from the sun. Each spring we include information about sun protection in parent pages. Each year we provide staff training about sun safety, including how to recognize the signs of heat stress and how to give first aid for heat-related illness.

Here are ways that we implement:

• The CDC is continually trying to find grants and other resources to help reduce UV exposure to the children who attend the CDC.
• Efforts that have been made are to ensure that there is a covered area on the playgrounds for the children. For the Toddler playground we have a shade tree and a covered carport area. For the Preschool playground there is a partially covered gazebo, shade trees and a covered carport area.
• There is at least once a year where sunscreen is offered free of charge to parents. Sunscreen is applied every time a child is going outside-even on cloudy days. We ask parents to provide a bottle of SPF 15 (or higher numbered) sunscreen lotion or cream and SPF 15 (or higher numbered) lip balm, labeled with their child's name. Parents must first determine their child is not allergic to the sun protection products provided for the child's caregiving day. Our program's medication permission form must be completed for the sunscreen/sunblock products. We apply sunscreen and lip balm 20 minutes before children are to go outdoors for periods 10 minutes or longer. We reapply sunscreens after water play. For swimming activities, we recommend waterproof sunscreen, we store sunscreen out of reach of children.
• On field trips or walks sunscreen is applied.
• Parents are encouraged to bring in long sleeves, longer swim pants and water shoes for outdoor water play in which more skin is exposed. We suggest this sun protective clothing for children and adults. Light-colored, loose-fitting, lightweight, cotton clothing, which covers arms and legs, best protects delicate skin from the sun's burning rays. Wide-brimmed hats will help protect faces, necks, and ears. Closed shoes, worn with socks, will protect the ankles and tops of feet.
• Sunglasses are also encouraged. Children and adults with light-colored eyes are vulnerable to damage from the sun's rays, including the development of cataracts over time. Sun glasses can protect both children's and adult's eyes. Toy sun glasses, however, can be harmful to children's eyes. Children's glasses should be shatterproof. All sun glasses must block UV-A and UV-B rays. Sun glasses labeled, "Meets ANSI Z80.3 General Purpose UV requirements," or "Meets ANSI Z80.3 Special Purpose requirements" are best. Sunglasses are labeled with the owner's name.
• Sun safety fact sheets are given to parents at least twice a year.
• We are aware that water, snow, sand and cement reflect the sun's rays and can cause sunburns.

Upon request a parent can ask for more information on sun safety and skin care awareness.

Back to top

Supervision

Children will be supervised at all times and will never be left anywhere unattended.
At times when it is necessary for teachers to separate (for example, one teacher on the playground, one teacher cleaning/preparing classroom) each teacher shall be responsible for a number of children so that no one teacher is left over-ratio. Upon coming back together as a group there is to be an immediate count to make sure all children are accounted for.

Teachers always need to know how many kids they have and WHO they are with at any given time. Anytime a class leaves the room, or is coming back to the room they need to do a name to face check. Have your classroom check in sheet with you whenever leaving the room.

Back to top

Teacher Assistants

Teachers are also responsible for reporting any comments or concerns regarding Teacher Assistants in writing to the Director, Jillian Hoefer. Each semester the Director will provide evaluation forms to Teachers to evaluate the Student Assistant assigned to their classrooms. If a concern arises with a teacher assistant it is the Lead Teachers responsibility to first discuss this with the assistant. Then if the concern/problem is not resolved the Director, Jillian Hoefer will intervene. The teacher is responsible for continuous training of the teacher assistants assigned to his/her classroom and providing the following classroom orientation:

• Tour of classroom
• Classroom policies
• Teacher expectations of Teacher Assistant
• Children's files 鈥� location and confidentiality
• Releasing children 鈥� sign in/out sheets, location of authorized release forms
• Daily schedule
• Classroom safety
• Location of first aid kit
• Diaper changing procedure 鈥� emphasize wearing gloves and hand washing
• Emergency procedures
• Discipline policy
• Playground rules

Back to top

Telephone Policy

The Center telephones are for business purposes. Staff may not receive telephone calls while they are in the classroom except in an emergency. Telephone messages will be taken in the front office and left in each staff member's mailbox. Staff members are responsible for checking their mailboxes for all messages. Cell phones are not to be in the "on" position when in the Center, this includes naptime. Phone calls, text messages and IMs are to be returned only on your break.

Back to top

Time Keeping / Overtime

Accurate recording of time worked is the responsibility of every employee. Employer will determine the hourly schedule for each employee. Employees should record the beginning and ending time of all work shifts, and any split shifts or other departure from work for personal reasons. Clock in and clock out will be done at the front desk. Overtime must be approved by the director. You not work more than your scheduled 40 hours a week unless approved.

Back to top

Toileting

Children wearing diapers will be changed on a regular schedule and as needed. Changing tables shall be disinfected after each use. Staff will wash their hands before and after diapering, and wash the child's hands after diapering. Staff will also use plastic gloves when changing a child. Children are not to be left unattended on the changing table. Diapering procedures are posted in classrooms with children under 3 years of age. Teachers of preschool classrooms are required to remind children to go to the restroom, assist them, and help clean up/change a child in the event of an accident.

Toilet accidents should be treated as that: accidents! The child should not be shamed or made to feel bad. Simply require the child to change his/her own clothes, bag any soiled clothes/belongings, and remind them that if they need to go potty to tell someone or ask for help if they need it. The attitude should be: I know you'll do better next time. Staff must wear gloves at all times while helping a child who has had an accident, changing a child's diaper, or helping them wipe.

Teachers shall change children's clothes if they become wet or dirty. Soiled clothes shall be removed in a sanitary manner, placed in a plastic bag, closed securely and placed in the child's cubby to be sent home. CHILDREN'S PERSONAL ITEMS MAY NOT BE LAUNDERED AT THE CENTER. Soiled underpants or training pants MAY NOT be rinsed out before placing in a plastic bag. Teachers shall wash hands immediately after changing soiled clothing.

Staff members who have soiled clothing shall change clothes immediately. The CDC has extra shirts for staff members; however it is the employee's responsibility to have an extra pair of clothes on hand in case of emergencies.

Bathrooms need to be checked and cleaned frequently throughout the day. Use paper towels only to clean toilets, etc. Make sure children are flushing toilets and paper towels are disposed of in waste baskets. Check with each classroom teacher for cleaning duties to be carried out during naptime.

Back to top

Training / In-service

All teaching staff must obtain 16 clock-hours of training pertaining to the care and education of young children per KDHE calendar year. Upon hire each employee is required to take two online classes through KCCTO and CPR/First within the first 30 days. The center will host in-person monthly in-services at the center as well as options for online KCCTO classes. Each employee is required to attend an in-service or take a class each month, if this does not happen then a verbal warning will be issued. The next month then the employee will be required to attend an in-service and take an online class or take two online classes, if this does not happen then the employee will be written up. The next month if the employee does not take the required in-services they will be terminated. Once the 16 in-service hours are completed for the KDHE calendar year the employee does not have to attend anymore in-services, but it is highly recommended that the employee still attend as they have helpful information. It is a teacher's responsibility to maintain all their hours. The center will pay for all trainings.

Back to top

Video Policy

Children should not bring videos from home. Movies will only be shown to children when it is used as a supplement to the theme for the week. The movie must be rated G and must be educational in nature. Teachers may show an educational video for 20 minutes per day or an approved full-length feature that is no longer than 100 minutes one day per week. Before showing a video, it must be approved by the Director, Jillian Hoefer and submitted with the week's lesson plans. A request form must be completed with the name of the video and how it relates to the lessons for the week.

Back to top

Visitors

We have an "OPEN DOOR" policy and we welcome parents and others to visit our center. We will notify teachers in advance of scheduled visitors. Besides prospective parents, we also have student teachers, teacher observers, administrators and an occasional "drop in" visitor. Staff are expected to be courteous at all times to these visitors and welcome them to our center.

Back to top

Volunteering

We love to have people volunteer here at the WSU Child Development Center. An employee cannot volunteer while they are scheduled to work, they must be off the clock. All volunteers must check in at the front desk and sign in and out. Since we are a not for profit center all volunteer hours can be used for philanthropy hours for sororities, fraternities, classes or any other means. Volunteers all have a KBI background check and must complete a health assessment and a TB test. Opportunities to volunteer are offered monthly with Kid's Night Out events and daily with classroom activities and projects.

Back to top

Weapons Policy

A. Beginning July 1, 2017, any individual who is 21 years of age or older and who is lawfully eligible to carry a concealed handgun in Kansas shall not be precluded from doing so on the 成人头条 campus except in buildings and public areas of buildings for which adequate security measures are provided, as restricted in this policy or Kansas Board of Regent's policy, and except as otherwise prohibited by law.

B. There are no University buildings that have been designated as gun-free with permanent adequate security measures. The University may designate a specific location as temporarily gun-free, with appropriate signage, and use temporary adequate security measures after submission and approval by the Governance Committee of the Board. Appropriate notice will be given whenever this temporary designation is made.

C. Each individual who lawfully possesses a handgun on campus shall be wholly and solely responsible for carrying, storing and using that handgun in a safe manner and in accordance with the law, Board policy and University policy. Nothing in this policy shall be interpreted to require individuals who lawfully possess a handgun to use it in defense of others.

D. Possession of weapons, other than concealed handguns, anywhere on any campus location shall be prohibited. This includes the open carry of any weapon, including a handgun or handguns. Every entrance to each building and facility at any campus location shall be conspicuously posted with appropriate signs indicating that openly carrying a weapon into that building or facility is prohibited. Additional signs may be posted as appropriate.

Back to top