Monday, June 7, 2010

Employment Contract for Child Care Managers

Dedicated child care employment contract


The level of responsibility which is required from you as a child care manager is beyond what most people who run their small businesses have to face. You have responsibilities first for the children in your nursery or child care day centre and you also are indirectly responsible for the actions of your staff, the child care providers and the teachers and assistants in your nursery, child care centre or after school child care centre that you are running.

The parents, your clients, expect you to employ the highest possible standard of care whilst recruiting and employing your members of staff and because of the large amount of rules and regulations that the child care industry has to adhere to, you are expected to ensure the staff that you employ are of the highest possible standard and that no member of staff can bring your child care business into disrepute or even a closure of your business, due to failure to adhere to rules and obligations regarding the care and welfare of the children in your child care business.

You can only run your child care business if you have full confidence in your members of staff and you can only achieve this by keeping a tight control over your employee’s conduct and behaviour from the outset. This child care employment contract is dedicated to those who work in the child care industry, which means it contains very specific clauses to ensure that in the event of issues arising in your nursery or day care centre, you can confidently act without placing yourself at risk of being sued by a parent for negligence or by one of your employees for unfair dismissal, or for any related employment law issues.

If you are a responsible child care manager who runs a child care business, whether a nursery, a baby day care centre, or an after school child care club, whether your child care business is being run entirely privately or with the support of your local authority, you should always have a dedicated employment contract to deal with child care issues which will inevitably arise occasionally in your child care business.

If you use a general employment contract instead of a dedicated child care employment contract in your child care business, you run the risk that some important terms and conditions might not be covered in the employment contract, which means that you could leave yourself and your business exposed not only to employment law suits and claims in employment tribunals, but you might also leave the vulnerable children with whom you have been entrusted, exposed to unforeseen dangers by some of your employees.
This dedicated child care employment contract has been specifically crafted to enable you to deal with these sorts of situations and to give you the confidence and control over the way the staff in your child care business behave and conduct themselves.

This easily amended employment contract is crucial to have for any responsible childcare manager who runs a childcare business, a nursery, a baby day care centre , a part time child care business and after school childcare centres.
This coherent and easily adaptable employment contract sets out essential child care policies for the safe running of a child care business and after school clubs. This employment contract contains important terms and conditions for those who are employed in the child care industry with conditions such as job title and description, continuance of employment, specific and general duties of the employees (it allows you to easily redeploy your employees to undertake various tasks), it clearly sets out working hours yet allows you the flexibility of changing them with short notice; it allows you to make lawful salary deductions in at least 6 different circumstances; it contains pension arrangements, holiday entitlements as well as restrictions on when holidays can be taken. This contract also deals clearly with sickness policies, entitlements and consequences of long term as well as sporadic illnesses and it complies with stringent requirements of health and safety to make sure that your child care business is a safe place. The contract also sets out computers, cameras and mobile telephone use policies and it even deals with defamatory remarks by employees to parents and on the internet and it has a very useful anti- competition clause which ensures that once an employee leaves they cannot set up in competition with you nearby.
The contract also contains very important requirements by the employee to submit to vetting and barring schemes and to periodically consent to police and CRB checks whenever you require then to do so. Crucially, this employment contract even includes reporting obligations by the employee of not only criminal convictions but also any police investigations for major as well as minor matters, leaving you to decide whether or not to continue employing in your child care business, an employee who has for example been investigated by the police for minor assaults, drink and driving and sexual offences. This child care employment contract is so comprehensive yet simple to use and amend and it sets out very clearly the employee’s obligations in regard to data protection, to make sure that the children’s safety is being preserved at all times and that parents are not persuaded to remove their children out of your nursery by an employee who wishes to set up a competing business in close proximity to where your business is located, giving you the peace of mind that a scrupulous employee might not turn into a nasty competitor. To this end, this child care employment contract also contains conditions which relate to post termination restrictions including the return of any of the nursery's property back to you upon their leaving their employment for whatever reason. This contract also clearly prohibits employees from keeping and using lists, names and telephone numbers of parents which means that it would be unlawful to contact parents following the employee’s departure from your business. But the best thing about this  Employment Contract is that it is coherent and easy to use and amend and that it allows you to use it for all different scenarios, to fit almost every employment law situation that you as a childcare manger is likely to come across. This dedicated child care employment contract is purchased with a licence for multiple use, which means that you can use it in any variation for up to 10 employees in your child care business.
Download your Child Care Manager Employment Contract

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