Bouncing Bubbles Child Care retains the right to vary work schedules according to its needs. Staffing needs and child/staff ratios may necessitate amendments in start and end times, as well as variations in the total hours that may be scheduled each day and week.
Chrissie will inform you of your expected work schedule and when/if amendments are needed.
Employees are responsible for timely and accurately recording the time they begin and end work. You should also record the beginning and ending time of any departure from work for personal reasons.
Altering, falsifying or tampering with pay records is strictly prohibited and shall result in disciplinary action, up to and including termination.
Bouncing Bubbles Child Care does not have a defined break policy in which operations stop for a specified period of time. It is recognized, however, that occasional pauses for rest are beneficial. Therefore, it is suggested that the time and occasion of such breaks be at the discretion of Chrissie and that the taking of short breaks is not against Bouncing Bubbles Child Care’s regulations.
Staff does not have to “sign out” for breaks, providing the break is no longer than 15-minutes in length.
All hourly employees who work more than 5 consecutive hours will have a 30-minute paid lunch break, provided they remain on the premises and awake as required by the State of Maine, Child Care Licensing Regulations.
Bouncing Bubbles Child Care’s normal business hours are Monday through Friday, 6:00 AM to 4:30 PM. The payroll period is Monday through Friday. Payday is on Monday. In the event a regularly scheduled payday falls on a holiday, employees will receive pay on the following business day.
Bouncing Bubbles Child Care is required by law to deduct from your paycheck, federal, state and local withholding taxes, social security taxes and any court-ordered withholding such as garnishments or child support payments. These amounts, which are designated on your paycheck stub, are forwarded directly to the appropriate entity.
You must maintain a current, valid IRS Form W-4 and Maine Form W-4ME designating the number of exemptions for federal and Maine tax withholding. We cannot honor oral or email requests to “stop withholding” or “just use 99 exemptions this week.”
Employees must obtain pre-approval of and maintain accurate documentation of any business-related expenses incurred on behalf of Bouncing Bubbles Child Care that need to be reimbursed. Receipts and detailed explanations of expenses must accompany all reimbursement requests. Expense reports and reimbursements may be subject to other specific policies and practices beyond those provided in this handbook.
If you become aware of an error in your pay or deductions, bring it to the attention of your employer so that it can be corrected as soon as possible.
Regular attendance is a condition of employment.
You should report any anticipated absence to Chrissie ahead of time. In an emergency, let Chrissie know as soon as possible the reason for your absence and when you expect to return.
Unexcused absences are subject to immediate discipline up to and including termination.
Emergency conditions, such as severe weather, power outages, or fire can disrupt operations and interfere with work schedules, as well as endanger employees. These extreme circumstances may require the closing of the work facility.
When operations are closed due to an emergency, the time off from scheduled work will not be paid for regular full-time and regular part-time employees. In the event of an emergency or severe weather Chrissie will notify you of any schedule changes or closures.
Help keep our workplace safe. It is Bouncing Bubbles Child Care’s policy to provide a workplace free of safety or health hazards. Observe all posted safety rules, adhere to all safety instructions and use safety equipment where required. You must report all observed unsafe equipment, unsafe or unhealthy working conditions, processes or procedures to the immediate attention of Chrissie. Any deliberate or ongoing safety violation or creation of a hazard by an employee will be dealt with through disciplinary action, up to and including termination. Don’t engage in horseplay or pranks that may create unsafe conditions.