Staff

Handbook
Staff Hire Requirements  
To be employed by the GSDC, employees must undergo a Criminal Offense Record Information
check, Sexual Offender Registry Information Check, undergo fingerprinting, completion of
Pediatric Abusive Head Trauma and Orientation trainings, and must become and remain
certified in First Aid and CPR.
Absentee & Tardiness Policy
If a staff member is going to be absent, the director must be informed at least 2 hours before
the start of their shift. The director will be responsible for finding coverage. If the staff member
will be out for sickness for more than two days, a doctor’s note will be required to return to
work. If a staff member is going to be late, they must inform the director immediately.
The staff member may use their sick days without notice, but personal days must be approved
by the director. If an employee runs out of sick time, they may take unpaid leave.
Excessive absences or tardiness will be subject to disciplinary action. More than 3 absences
(nonconsecutive) or tardies in one month will result in a written warning. The next
absence/tardy will result in a suspension. If the problem persists, the employee may be
terminated.
Alcohol and Drug Policy
GSDC has a strict no alcohol and drug policy. There are to be no illegal drugs or alcohol on the
premises of the daycare. Staff cannot report to work under the influence of any drugs or
alcohol. The only exception to this rule is prescribed medications that do not inhibit or impair
the employee’s ability to carry out their job. Any staff member found to be in possession or
under the influence of drugs or alcohol on the premises will be immediately terminated.
Any over the counter medication (so long as it doesn’t impart the staff member’s ability to carry
out their job) may be stored in the lockers in the staff break room. They must be locked and put
away in this room, so that children will not have access to it.
Smoking Policy
GSDC is a smoke-free facility. All employees and visitors will be required to leave the premises
to smoke.
Benefits / Time Off Requests  
All full-time employees will receive 5 paid Personal days and 10 Sick days per year. Part-time
employees will receive 3 paid Personal days and 5 sick days per year. We also offer employee
sponsored health insurance, which is optional.
Sick days may be taken at any time and should be reported to the director for payroll purposes.
Personal days must be approved by the director before being used. If an employee doesn’t use
all the personal or sick time, it will accrue and roll over to the next year with no expiration.
Cell Phone Policy
Cell phones are considered a distraction in the classroom. GSDC has a no phone policy in all
classrooms. All staff must keep their personal cell phones locked up in the lockers in the staff
break room. Cell phones may be used on breaks, but they cannot be carried into the classroom.
Staff members should give the center’s phone number to family members for emergencies. Any
emergency calls will be given to the staff member and the situation can be assessed by the
director for further action.
Dress Code 
It is the policy of GSDC that each employee’s dress, grooming, and personal hygiene should
adhere to the following guidelines.
A. General Guidelines: Employees are expected to present a professional image at
all times. Employees should wear appropriate clothing that is comfortable and
safe for movement in the classroom. Employees should use good judgement in
following the guidelines below in determining appropriate dress and grooming.
B. Grooming: Employees personal grooming should contribute to a clean and neat
appearance. The following guidelines are applicable to personal grooming:

 Hair, beards, sideburns, and mustaches must be clean and neatly

groomed.

 Nails should be worn at a conservative length, usually about one

inch, for safety and sanitary purposes.

 Tattoos that are explicit or offensive must be covered.

C. Guidelines for Acceptable Attire: Classroom employees are professionals and
should dress accordingly. Clothing must be clean and neat at all times. Examples
are:
i. Pants

 Jeans, khakis, capris, and shorts that reach the knee are
appropriate for the classroom. Any jeans (including pants,
dresses/skirts, jackets or vest) must be clean and free of
tears/holes. Leggings can be worn under a dress or tunic.
  Inappropriate pants include sweatpants, exercise pants, yoga
pants, and any spandex or other form fitting material, such as
people wear for biking.
ii. Skirts Dresses and Skirted Suits

 Casual dresses and skirts, and skirts that are split below or slightly
above the knee are acceptable. Dress and skirt length should be at
a length at which you can sit comfortable in public. It is
recommended to wear shorts under dresses and skirts.

 Skirts that are above the knee or tight are not appropriate.
iii. Shirts, Tops, Blouses, and Jackets

 Casual shirts, dress shirts, sweaters, polos, oxford shirts, or turtle

necks are acceptable attire for work. All sleeveless shirts should
reach the edge of the shoulder or a jacket/cardigan should be
worn over it. Jackets/cardigans are acceptable as long as they
have no icons or offensive words on them.

 Inappropriate attire includes tank tops or spaghetti straps

(without a jacket/cardigan), midriff tops, shirts with offensive or
inappropriate words/terms/pictures/cartoons/slogans/logos on
them, halter tops, tops with bare shoulders, and sweatshirts.
iv. Shoes and Footwear

 Conservative walking shoes, athletic shoes, flats, clogs, loafers,

sandals with straps, and boots with a low heel, no bigger than 4
inches.

 Inappropriate food wear includes bare feet, flip-flops, sandals

with no backs, and slippers.
v. Jewelry, Makeup, Perfume, and Cologne should be in good taste. Jewelry
(especially long earrings or hoop earrings) that dangles is not permitted
for safety issues.
vi. Hats and Head Coverings

 Hats may be worn outside for protection from the weather, but
should not be worn inside.

 Head covers that are required for religious purposes, or to honor

cultural traditions are allowed.
 D. Exceptions: At its discretion, GSDC may grant reasonable accommodation for
religious, medical, or disability reasons.
Grievance Procedure
If any employee has a complaint or grievance, they can inform the center director, Thelma
Bryant. All complaints are taken seriously and will be investigated and mediated to come to the
best solutions for all staff members involved. At GSDC, we operate with an open door policy
and want to ensure our positive atmosphere with employees that are happy and comfortable.
If the employee is not comfortable speaking about this with the center director, they may
contact the Board Chairman, Kavya Padilla (606-123-4567).
Contacting The Program
If you need to speak to the director during business hours, please call the center’s landline
phone. After hours, please contact the director through her personal phone. Be aware that the
call may not be answered between the hours of 11 PM through 5 AM. You may leave a
voicemail if the director cannot be reached.
Non-Discrimination Policy
GSDC does not discriminate in hiring based on age, gender, ethnicity, sexual orientation, or
disability. There will be no tolerance for any kind of discrimination or harassment toward
employees, families, children, or volunteers.
Payroll Policy and Schedule
Employees will clock in and out using the fingerprint computer system. If there is an issue with
clocking in, please see the director and fill out a form requesting the changes being made to
your timesheet. Payroll is processed every two weeks and will be direct deposited on every
other Friday, unless there is a holiday (Thanksgiving, Christmas, etc.). Holiday payrolls will be
processed on Wednesday (of that week) instead of Friday.
Staff Disciplinary Policy
Describe your disciplinary process in detail (discussion, written warning, etc.) or a brief
description of what would warrant disciplinary action (excessive tardiness, absenteeism, failure
to perform duties of job, etc.
Behavior Guidance Policy/Guidelines
GSDC uses redirection, time-away, and conscious discipline techniques to manage and prevent
negative behaviors. If an employee requires assistance, the director should be contacted
immediately.
Under no circumstances should any form of corporal punishment (including but not limited to:
spanking, hitting, biting) be used. Staff may also not use food (as a reward or punishment), time
outs, or isolation to discipline a child.
Confidentiality Policy
As an employee of GSDC, all staff must maintain the confidentiality of coworkers, children, and
the families that we serve. Any information regarding a child and family should be shared on a
need to know basis. Employees are not to discuss a child or family in front of other children or
families. Any staff member found to be violating confidentiality may be subject to disciplinary
action up to suspension or termination.
Inclement Weather Policies
GSDC follows the local school district’s closing and delays. If GSDC closes due to weather, staff
and families will be notified by text and email. If a staff member is unable to make it in during
inclement weather, they must contact the director immediately.
Suspicion of Child Abuse or Neglect/Mandated Reporter Policy  
As teachers and child care workers, we are mandated reporters of child abuse and neglect. If
you suspect child abuse or neglect, you must contact the child abuse hotline at (877) 597-2331,
and make a report. Notify the director immediately of your report.