Equal Employment Opportunity Policy

Bouncing Bubbles Child Care is an equal opportunity employer and it is our policy that employees and applicants will not be subjected to unlawful discrimination or harassment based on race, color, religion, sex, age, national origin, citizenship, veteran status, marital status, genetic information, pregnancy, or any other basis prohibited by applicable state, federal or local laws.

Accordingly, Bouncing Bubbles Child Care will hire, train, and promote individuals in accordance with this Equal Employment Opportunity Policy; make decisions according to the principle of equal opportunity by imposing only bona fide occupational qualification requirements for employment opportunities; and administer all personnel practices and programs (including, but not limited to, compensation, benefits and training) in accordance with this Equal Employment Opportunity Policy.

Americans with Disabilities Act

Bouncing Bubbles Child Care is committed to complying with all applicable provisions of the Americans with Disabilities Act (ADA) and offers equal employment opportunities for qualified individuals who may have a physical or mental disability, but can still perform the essential functions of the job.

Consistent with this policy of nondiscrimination, Bouncing Bubbles Child Care will provide reasonable accommodations to a qualified individual with a disability, as defined by the ADA, who has made Bouncing Bubbles Child Care aware of his or her disability, in writing, provided that such accommodation does not constitute an undue hardship on Bouncing Bubbles Child Care.

Anti-Harassment and Non-Discrimination

Bouncing Bubbles Child Care wants to provide all employees a work environment that is free from harassment and discrimination. Therefore, it shall be Bouncing Bubbles Child Care’s policy to prohibit discrimination or harassment of employees based on race, color, religion, sex, age, national origin, citizenship, veteran status, marital status, genetic information, pregnancy, or any other basis protected by state, federal or local laws.

Bouncing Bubbles Child Care expects that all relationships among persons in the workplace will be businesslike and free of bias, prejudice and harassment. Sexual harassment typically is serious offensive conduct directed towards an individual because of his/her gender and is unwelcome by the individual. Sexual harassment does not refer to casual conversation or compliments of a socially acceptable nature.

Federal Law defines sexual harassment as unwanted sexual advances, requests for sexual favors or visual, verbal or physical conduct of a sexual nature when:

  • submission to such conduct is made a term or condition of employment; or
  • submission to or rejection of such conduct is used as basis for employment decisions; or
  • such conduct interferes with an individual’s work performance; or
  • conduct creates an intimidating, hostile or offensive work environment.

The following list provides some examples of conduct that could be viewed as sexual harassment. This list does not cover every type of behavior that could constitute sexual harassment. It is meant to provide employees with some idea of the type of conduct that is prohibited under this policy.

  • Sex oriented verbal “kidding,” “teasing,” or jokes
  • Foul or obscene language or gestures
  • Physical contact such as patting, pinching, or brushing against another’s body
  • Pressuring someone to go on a date
  • Comments about an individual’s sexual activity, deficiencies, or prowess
  • Displaying sexually suggestive objects, pictures, or cartoons
  • Unwelcome leering, whistling, body gestures, suggestive or insulting comments
  • Inquiries into one’s sexual experience and discussion of one’s sexual activities.

Communication of any harassing material by e-mail, voice mail, organization bulletin boards or otherwise is a violation of Bouncing Bubbles Child Care’s policy against harassment.

Reporting Harassment

Bouncing Bubbles Child Care encourages employees to report any problems they experience or observe concerning harassment, including sexual harassment, discrimination or retaliation. Employees should report harassment before it becomes severe or pervasive.

  • Any employee who believes that he or she has been subjected to objectionable conduct prohibited by this policy is encouraged (but not required) to let the offending person know immediately and firmly that the behavior is offensive.
  • Any employee who believes that he or she has been subjected to objectionable conduct prohibited by this policy must report it to their employer.
  • Every reported incident of unlawful harassment or discrimination will be investigated.
  • Individuals reporting complaints or providing information in good faith in connection with an investigation will not be retaliated against for their participation in this procedure.


Bouncing Bubbles Child Care will promptly undertake an investigation of all complaints of harassment, discrimination or retaliation. The investigation will include a private interview with the person filing the complaint, and with witnesses if applicable. The person alleged to have engaged in harassment will also be interviewed.

Confidentiality will be maintained throughout the investigatory process to the extent consistent with an adequate investigation and appropriate corrective action.

Responsive Action

Employees found to have engaged in conduct in violation of this policy will be subject to disciplinary action, up to and including termination of employment.

No employee will be disciplined or otherwise retaliated against for filing a complaint or participating in the investigation of a bona fide complaint. However, an individual who brings a false or frivolous complaint is subject to discipline up to and including termination.

Substance-Free Workplace

The Drug-Free Workplace Act of 1988 requires Bouncing Bubbles Child Care, as a federal contractor and grant recipient, to certify that it will provide a drug-free workplace. As a result the following is prohibited:

  • Reporting to work under the influence of alcohol or illegal drugs or substances, including the illegal use of prescription drugs;
  • The illegal use, sale, manufacture, distribution or possession of drugs while on organization business or premises and while operating vehicles on organization business;
  • The use, sale, possession, transfer or purchase of alcoholic beverages on organization premises or while performing organization business, except in connection with organization-authorized events; and
  • Working under the influence of prescription or nonprescription drugs that could impair judgment or motor functions and potentially place persons or property in jeopardy.

Bouncing Bubbles Child Care will not condone criminal activity on its property and will take appropriate action up to and including terminating an employee or requiring him or her to participate in a drug abuse assistance or rehabilitation program.

As a condition of employment, employees must abide by the terms of this policy and must notify Bouncing Bubbles Child Care of any criminal drug statute conviction not later than five days after such conviction.

Bouncing Bubbles Child Care has the right to conduct a search of all property owned or controlled by us (desks, computers, cabinets, etc.) and employee property on the facilities, such as handbags and backpacks, if there is reasonable suspicion to believe that a violation of the substance abuse control policy has occurred. Bouncing Bubbles Child Care may, but is not required, to obtain the employee’s consent when property belonging to or used by an employee is to be searched.


Bouncing Bubbles is dedicated to providing its children, staff, parents and visitors with a safe and healthy smoke-free environment.

This policy prohibits smoking by everyone, anywhere on the premises when children are present. Smoking is defined as the smoking of cigarettes, cigars and all electronic smoking devices, such as e-cigarettes and vape pens. Any violation of this policy will result in appropriate disciplinary action, up to and including termination.

Confidential, Proprietary and Other Nonpublic Information

The protection of confidential information is vital to the interest and the success of Bouncing Bubbles Child Care. Such confidential information includes, but is not limited to, the following:

  • Employee data
  • Child Information
  • Family/Client information
  • Financial information
  • Pending projects and proposals

The disclosure of Bouncing Bubbles Child Care’s confidential, proprietary or other nonpublic information, whether intentional or unintentional, will be subject to disciplinary action (up to and including possible termination), even if he or she does not actually benefit from the disclosed information. Please refer to the Employee Conduct, Electronic Communication section for further explanation.

Employment Classification

All employees are classified as either “exempt” or “non-exempt” from overtime compensation according to the overtime provisions of state and federal laws. Non-exempt employees are entitled to overtime pay. Exempt employees are not.

In addition, employees will be classified as the following:

Full-time:   An employee who is normally scheduled to work a standard forty-hour workweek.

Part-time:  An employee who is normally scheduled to work less than forty hours per week, and is not temporary.

Regular:      An employee who has completed their introductory period.

Temporary: An employee who is hired to temporarily supplement the work force or to assist in the completion of a specific project. Employment beyond the initial stated period does not in any way imply a change in employment status.

At-Will Employment

Employment with Bouncing Bubbles Child Care is at-will, meaning that either you or Bouncing Bubbles Child Care may terminate the employment relationship at any time with or without a reason or notice.

Statements or promises, information in this Employee Handbook, or in any other publications cannot modify this at-will employment relationship.


New employees are given an orientation to the program prior to working with children.

Introductory Period

The first 30 (thirty) days are considered the Introductory Period. Either the employee or the employer may end the employment relationship at will at any time during or after this period, with or without cause or advance notice.

The Introductory Period is intended to give new employees the opportunity to demonstrate their ability to achieve a level of performance acceptable to Bouncing Bubbles Child Care and to determine whether the new position meets their expectations. Similarly, Bouncing Bubbles Child Care uses this period to evaluate the employee’s capabilities, work habits, and overall suitability for the job.

The completion of the Introductory Period does not represent a guarantee of continued employment, as employment is always at-will.

Personal Data Changes

To help keep record information accurate, please notify Bouncing Bubbles Child Care of any changes to your personal information, such as: mailing address, emergency contacts, and other possible relevant information.

Open Communication

Employees should share their concerns, provide input, seek information, and resolve work-related issues by professionally discussing them with their employer. The simplest, quickest and most satisfactory solution is often reached at this level.

Performance Evaluation

Employer and employees are encouraged to discuss job performance and goals informally, as needed. A formal written performance evaluation will be conducted at the end of an employee’s introductory period.

Additional formal performance reviews are conducted annually to provide both employer and employees the opportunity to review job tasks, recognize strengths, identify and correct weaknesses, and discuss positive approaches to achieving goals.


Resignation is a voluntary act initiated by the employee to terminate employment. While the law does not require advance notice, Bouncing Bubbles Child Care requests at least two weeks’ written resignation notice from all employees.

Professional Development

Employees must prepare a Professional Development Plan annually. As part of this Plan, employees will complete at least 12 hours of childcare-related training and 10 hours of professional growth activities per year. CPR and First Aid training is also required and certification must be kept current. Provide documentation of these activities to your employer.

Background Checks

State criminal history reports, motor vehicle reports, Out-of-Home Investigations Unit reports and child protection reports will be obtained by Child Care Licensing for every employee. Background checks will be conducted yearly.

Per NAFCC Accreditation requirements, a federal background check for every employee will be completed every 2 years.

Health Assessment/TB Screen

Per NAFCC Accreditation requirements, every employee must have a health assessment and TB screen completed every 2 years.