Plantilla de Manual del Personal

Welcome to [Center Name]. We are dedicated to providing a safe, nurturing, and enriching environment for every child in our care. Our team is the heart of our program, and this handbook is designed to set you up for success by clearly communicating our expectations, policies, and the support available to you.

By signing your acknowledgment of this handbook, you confirm that you have read, understood, and agree to abide by all policies contained within. This handbook is not a contract of employment and may be updated at any time with written notice.

Staff members are classified based on their regularly scheduled hours and role:

• Full-Time: Employees regularly scheduled to work 30-40 hours per week. Full-time employees are eligible for the full benefits package as described in Section 6.
• Part-Time: Employees regularly scheduled to work fewer than 30 hours per week. Part-time employees may be eligible for prorated benefits depending on hours worked.
• Substitute / On-Call: Employees called in on an as-needed basis to maintain required staff-to-child ratios. Substitute staff do not receive benefits but are subject to all policies in this handbook.

[Center Name] is an equal opportunity employer. We do not discriminate in hiring, compensation, promotion, termination, or any other condition of employment based on:

• Race, color, or ethnicity
• Religion or creed
• Sex, gender identity, or sexual orientation
• National origin or ancestry
• Age (40 and older, per the ADEA)
• Disability (physical or mental, per the ADA)
• Genetic information (per GINA)
• Veteran or military status
• Any other characteristic protected by federal, state, or local law

These protections are grounded in Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and the Genetic Information Nondiscrimination Act (GINA). Employees who believe they have experienced discrimination should report it to the director immediately.

• Pay Schedule: Staff are paid on a [bi-weekly / semi-monthly] basis. Pay dates fall on [specify days]. If a pay date falls on a holiday, paychecks will be distributed on the preceding business day.
• Direct Deposit: Direct deposit is strongly encouraged and available to all employees. Enrollment forms are provided during onboarding.
• Overtime: Non-exempt employees (as classified under the Fair Labor Standards Act) will be paid 1.5x their regular rate for all hours worked over 40 in a workweek. Overtime must be pre-approved by the director. Working unauthorized overtime may result in disciplinary action.
• Pay Reviews: Compensation is reviewed annually during performance evaluations. Pay increases are not guaranteed and are based on performance, center budget, and market conditions.

Reliable attendance is essential in childcare because staff absences directly impact legally required staff-to-child ratios.

• Scheduled Hours: Your regular schedule will be communicated upon hire. The center operates from [opening time] to [closing time], Monday through Friday.
• Punctuality: Staff are expected to arrive at least 10 minutes before their scheduled shift to prepare their classroom.
• Absence Notification: If you are unable to report to work, you must notify the director by phone (not text) at least [2 hours] before your shift begins. Leave a voicemail if there is no answer.
• No-Call / No-Show: Failing to report to work and failing to notify the director constitutes a no-call/no-show. Two consecutive no-call/no-shows may be treated as voluntary resignation.
• Excessive Absences: A pattern of frequent absences (even when reported) will be addressed through progressive discipline, as it compromises ratios and places additional burden on other staff.

• Paid Time Off (PTO): Full-time employees accrue [X] days of PTO per year, beginning after [90 days] of employment. PTO requests must be submitted at least [2 weeks] in advance and are approved based on staffing needs.
• Sick Leave: [X] days of paid sick leave per year. Staff must stay home when symptomatic (see Section 12, Health & Safety Protocols). Many states and municipalities have mandatory paid sick leave laws - check your local requirements.
• Holidays: The center is closed on the following paid holidays: [New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, day after Thanksgiving, Christmas Eve, Christmas Day, New Year's Eve]. Staff required to work on holidays will receive premium pay.
• Health Insurance: [If offered, describe eligibility, employer contribution, and enrollment window. If not, note that employees may access coverage through the Health Insurance Marketplace.]
• Childcare Discount: Employees receive a [X%] discount on tuition for their own children enrolled at the center, subject to available space.
• Professional Development Stipend: Up to [$X] per year toward approved training, conferences, or college coursework related to early childhood education.

Staff must dress in a manner that is safe, comfortable, and appropriate for active interaction with young children:

• Footwear: Closed-toe, non-slip shoes are required at all times. No flip-flops, sandals, or high heels.
• Jewelry: No dangling earrings, long necklaces, or bracelets that children could grab and pull. Small stud earrings are acceptable.
• Clothing: Clean, neat, and free of offensive graphics or language. Clothing should allow you to sit on the floor, bend, and move freely.
• Infant Room Staff: Additional restrictions apply: no buttons, pins, small accessories, or detachable decorations that could become choking hazards. Hair longer than shoulder length must be pulled back.
• Hygiene: Staff are expected to maintain good personal hygiene. Strong fragrances (perfume, cologne) should be avoided as children may have sensitivities.

• Required staff-to-child ratios must be maintained at ALL times, including during transitions, outdoor play, mealtimes, nap time, and field trips.
• If ratios are at risk of being exceeded (e.g., you need to leave the room for any reason), you must alert the director or a float staff member BEFORE leaving the classroom. Do not leave until a replacement is physically present.
• Staff may never leave children unsupervised for any reason, even for a brief moment.
• During nap time, at least one caregiver must be present and awake in each room where children are sleeping.
• When children are combined across classrooms (early morning drop-off, late afternoon pickup), the ratio requirement follows the youngest child in the group.

• Children must be within sight AND sound of a caregiver at all times. Both conditions must be met simultaneously.
• Head counts are required during every transition: moving between rooms, going outdoors, returning inside, loading/unloading vehicles, and at field trip locations.
• Outdoor supervision requires staff to position themselves so that all children are visible. Staff should spread out, not cluster together.
• No personal phone use while supervising children. This includes texting, social media, phone calls, and web browsing. Phones must be stored in the designated area (see Section 15).
• Doors to unsupervised areas (storage rooms, staff break rooms, maintenance closets) must remain closed and locked or child-proofed.
• Volunteers, student teachers, and visitors are never to be left alone with children and do not count toward ratios.

As a childcare professional, you are legally required to report suspected child abuse or neglect. This is not optional, and it is an individual obligation - you cannot delegate it to your supervisor.

What to Do

• Report directly to your state's child protective services (CPS) hotline or to local law enforcement.
• Report based on reasonable suspicion, not proof. You do not need to be certain.
• Reports can be made anonymously in most states, and reporters acting in good faith are protected from liability.
• Document what you observed (physical signs, child's statements, behavioral changes) with dates and details.
• Also notify your director after making the report, so the center can cooperate with any investigation.

What NOT to Do

• Do NOT investigate. That is the job of CPS and law enforcement.
• Do NOT notify the suspected abuser (including a parent) that a report has been or will be made.
• Do NOT wait for someone else to report, for additional evidence, or for approval from your supervisor.

Signs to Watch For

• Unexplained or recurring bruises, burns, welts, or fractures
• Sudden behavioral changes: withdrawal, aggression, fearfulness, regression
• Flinching at sudden movements or reluctance to go home
• Inappropriate sexual behavior or knowledge beyond the child's developmental stage
• Neglect indicators: persistent hunger, poor hygiene, unsuitable clothing for the weather, untreated medical needs

Our center uses positive guidance techniques to help children develop self-regulation, empathy, and social skills. All behavior guidance must be age-appropriate, respectful, and constructive.

Approved Techniques

• Redirection to a different activity or area
• Offering choices ("You can play with the blocks or the puzzles")
• Natural and logical consequences
• Positive reinforcement and specific praise ("I noticed you shared the crayons - that was kind")
• Modeling expected behavior
• Brief, supervised cool-down periods (not isolation) appropriate to the child's age

Staff who witness prohibited behavior by a colleague must report it to the director immediately. Retaliation for reporting is prohibited.

Handwashing Requirements

Staff and children must wash hands with soap and running water for at least 20 seconds:

• Upon arrival at the center
• Before and after preparing or serving food
• Before and after eating
• After diapering or assisting with toileting
• After outdoor play
• After handling bodily fluids (runny noses, blood, vomit)
• After handling animals or cleaning up animal waste

Staff Illness

Staff must stay home if experiencing: fever of 100.4°F or higher, vomiting, diarrhea, contagious rash, or other symptoms that could spread to children or colleagues. Staff may return 24 hours after symptoms resolve (or per physician clearance).

Universal Precautions

• Disposable gloves are required when handling any bodily fluids, blood, or open wounds
• Contaminated surfaces must be cleaned and sanitized immediately
• Soiled clothing should be bagged separately and sent home with the child; do not rinse at the center

Medication Administration

Medication may only be administered with a signed parent authorization form specifying: medication name, dosage, schedule, and physician signature (for prescription medications). All doses must be logged with time, dosage, and staff initials.

All staff are responsible for knowing their role in each type of emergency. Emergency procedure training is completed during orientation and reviewed at least annually.

• Fire Evacuation: Follow posted evacuation routes. Grab the emergency binder and attendance clipboard. Conduct a head count at the designated assembly point. Do not re-enter the building until cleared by the fire department.
• Severe Weather / Tornado: Move all children to the designated interior safe rooms (away from windows). Assume a protective position. Take attendance. Remain until an all-clear is issued.
• Lockdown: Lock classroom doors, cover windows, move children away from doors and windows, remain silent. Do not open the door until law enforcement or the director gives the all-clear.
• Medical Emergency: Call 911 immediately for life-threatening situations. Administer first aid/CPR if trained. Notify the director and contact the child's parents.

Emergency supplies (first aid kits, AED if applicable, fire extinguishers) are located at [specify locations]. All staff must participate in all scheduled drills, which are documented in the drill log.

All information about children, families, and colleagues is strictly confidential and must be treated with the highest level of discretion.

• Do not discuss children or families outside of a professional context. This includes conversations with friends, family members, or staff at other centers.
• No posting photos or information about children on personal social media, even with faces obscured. Only authorized staff may post to the center's official accounts using approved photos.
• Child records (enrollment forms, medical records, incident reports) must be stored securely and accessed only on a need-to-know basis.
• For programs receiving federal funding, be aware that the Family Educational Rights and Privacy Act (FERPA) may apply, providing additional protections for children's educational records.
• Breach of confidentiality is grounds for termination.

• Personal Cell Phones: Personal phones must be stored in the designated staff area (break room, lockers) during working hours. Phones may be used only during scheduled breaks in non-classroom areas.
• No Phone Use While Supervising: No personal calls, texts, social media, or web browsing while responsible for children. If you receive an emergency call, notify another staff member to take over supervision before stepping away.
• Center Devices: Tablets, computers, or phones provided by the center are for work purposes only (attendance tracking, parent communication, documentation). Do not access personal accounts on center devices.
• Social Media: Staff should not send or accept friend/follow requests from current parents on personal social media accounts. Professional boundaries must be maintained throughout employment.

Ongoing professional development is both a licensing requirement and a commitment to the children we serve.

• Annual Training Hours: All staff must complete a minimum of [15-24] hours of approved training per year (check your state's specific requirement). Training must be documented and certificates kept in your personnel file.
• CPR & First Aid: Current infant/child/adult CPR and First Aid certification is required at all times. Certifications must be renewed before expiration (typically every 2 years).
• Required Topics: Annual training must include (varies by state): child development and age-appropriate practices, health and safety, nutrition, mandated reporter refresher, inclusion and special needs, cultural competency.
• Center Support: The center supports professional growth through paid training time, a professional development stipend (see Section 6), and flexible scheduling for college coursework. Staff pursuing CDA credentials or early childhood degrees are encouraged to discuss tuition assistance with the director.

Employment at [Center Name] is at-will, meaning either the employee or the center may end the employment relationship at any time, with or without cause, and with or without notice.

Grounds for Immediate Termination

Voluntary Resignation

• A minimum of 2 weeks' written notice is requested (though not legally required under at-will employment).
• An exit interview will be conducted on or before your last day.
• All center property (keys, devices, curriculum materials, name badges) must be returned on or before the last day.
• Final paychecks will be issued per your state's final pay laws.