3.7: Scheduling, Leaves, and Breaks

Scheduling and Attendance Policies

The following policies outline scheduling, attendance expectations, and procedures for managing time off or schedule changes. These guidelines ensure smooth operations and a consistent experience for the children and families we serve.

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1. Program Hours and Closures

Program Hours:

• The center operates from 6:00 AM to 6:00 PM, Monday through Friday.
• Staff schedules may vary based on assigned duties and responsibilities. Your specific schedule will be provided upon hire.

Program Closures:

• The center is closed on the following federal and local holidays:
  • [List holidays, e.g., New Year’s Day, Memorial Day, Independence Day, etc.]
• In the event of severe weather or emergency closures, employees will be notified via [Preferred Method of Communication, e.g., email, text, or phone call] as early as possible.

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2. Requesting Time Off

To ensure adequate staffing, employees must follow these procedures when requesting time off:

• Advance Notice: Submit all time-off requests at least two weeks in advance using the Time-Off Request form.
• Approval Process: All time-off requests are subject to approval by the Assistant Director based on staffing needs and availability.
• Peak Times: Time-off request approvals may be limited during high-demand periods, such as the start or end of the school year or during major events.

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3. Communicating About Illness or Other Schedule Changes

If you are unable to work due to illness or another unforeseen circumstance:

• Notification: Notify the administrative support staff as soon as possible, ideally no later than two hours before your scheduled shift.
• Preferred Contact Method: Use a phone call, followed by an email to report your absence.
• Follow-Up: For absences lasting more than two days, you may be required to provide a doctor’s note or additional documentation.

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4. Attendance and Punctuality

Regular attendance and punctuality are critical to maintaining high-quality care and education for the children in our program.

• Expectations: Employees are expected to report to work on time and remain on duty until the end of their scheduled shift.
• Tardiness: If you anticipate being late, notify your supervisor immediately. Repeated tardiness may result in corrective action.
• Unexcused Absences: Absences without proper notification or approval may be considered unexcused and may lead to disciplinary action.

Note: Chronic absenteeism, tardiness, or failure to adhere to these policies may affect your performance evaluations and continued employment.

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These scheduling and attendance policies are designed to support fairness and consistency while maintaining the smooth operation of the center. For questions or additional clarification, please contact your supervisor.

5. Leaves

We recognize that employees may need to take leave for various personal and professional reasons. Below is a detailed overview of leave types available to staff in compliance with federal, state, and local regulations.

Illness Leave

• Employees accrue 2 hours per 40 hours worked of paid sick leave.
• Sick leave may be used for personal illness, medical appointments, or to care for an ill family member.
• For absences longer than two days, a doctor’s note may be required.
• Unused sick days will roll over to the following year.

Vacation Leave

• Employees earn 2 hours of paid vacation per 40 hours worked, based on length of service and employment status.
• Vacation requests must be submitted at least two weeks in advance and are subject to approval based on staffing needs.
• Unused vacation days will roll over to the following year.

Personal Necessity Leave

• Employees may use up to 2 days per year for urgent personal matters.
• Requests for personal necessity leave must be approved by the Assistant Director and require a minimum of two days advance notice except in cases of emergencies not covered by other leaves.

Bereavement Leave

• Up to 3 paid days are provided for the loss of an immediate family member (e.g., spouse, child, parent).
• Additional unpaid time off may be granted at the discretion of the Assistant Director.

Jury Duty Leave

• Employees summoned for jury duty will be granted leave as required by law.
• Proof of jury service may be required.
• Full-time employees will be paid for up to 5 days of jury duty.

Military Leave

• Employees called to active duty or required training are entitled to unpaid leave in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA).
• Upon return, employees will be reinstated to their position or a comparable role, as required by law.

Parental Leave

• Employees may take leave for the birth, adoption, or foster care placement of a child.
• Parental leave may be paid, unpaid, or partially paid, depending on eligibility.
• Employees are encouraged to provide as much notice as possible when planning parental leave. The minimum notice required is 30 days.

Family and Medical Leave Act (FMLA)

• In accordance with federal law, eligible employees may take up to 12 weeks of unpaid, job-protected leave in a 12-month period for the following:
  • The birth or adoption of a child.
  • A serious health condition affecting the employee or a family member.
  • Certain exigencies related to a family member’s military service.
• According to federal law, employees must ave worked at least 1,250 hours in the past year and must have been employed by the center for at least 12 months to be eligible for FMLA.
• Employees may use accrued sick or vacation leave during FMLA leave.

Unpaid Time Off

• Unpaid leave may be requested for reasons not covered under other leave policies.
• Requests must be submitted to the Assistant Director and approved on a case-by-case basis.

These leave options are designed to support your well-being and work-life balance. For questions or clarification about leave policies, contact your supervisor or Human Resources.

6. Staff Breaks, Scheduling, and Maximum Hours

At our center, we prioritize the well-being of our staff while ensuring compliance with California labor laws. The following guidelines regarding breaks, scheduling, and maximum work hours are in place to promote a healthy and productive work environment:

1. Maximum Work Hours:
   No staff member will be scheduled to work more than 12 hours in any 24-hour period to ensure adequate rest and to comply with California labor regulations.

2. Mandatory Breaks:
   In accordance with California law, all staff members are entitled to the following breaks:

   • Rest Breaks: A paid 10-minute rest break for every 4 hours worked (or major fraction thereof). Rest breaks should be taken in the middle of the work period whenever possible.
   • Meal Breaks: An unpaid 30-minute meal break for shifts longer than 5 hours. For shifts up to 6 hours, employees may waive the meal break with mutual consent. Employees working more than 10 hours in a day are entitled to a second 30-minute meal break.

3. Scheduling of Breaks:
   Supervisors will coordinate break schedules to ensure adequate classroom coverage while allowing staff to take their required breaks. Staff must adhere to their scheduled break times and promptly return to their duties to maintain the smooth operation of the center.

4. Reporting Missed Breaks:
   Staff members who are unable to take their required breaks due to operational needs must inform their supervisor immediately so the issue can be addressed.

We are committed to supporting the health, safety, and compliance of our team. If you have any questions about your schedule or breaks, please contact your supervisor or the Center Director.