Staff Conduct Policy PDF

1. Only candidates with cleared background checks are eligible for hire. 2. After every five years of employment, each staff member, volunteer, or contractor/consultant must repeat the background clearance check process 3. Understanding that as an MCH EHS staff member, volunteer,...

1. Only candidates with cleared background checks are eligible for hire. 2. After every five years of employment, each staff member, volunteer, or contractor/consultant must repeat the background clearance check process 3. Understanding that as an MCH EHS staff member, volunteer, consultant, parent, or contractor, if I violate the standards of conduct as it relates to maltreatment of a child or corporal punishment, I will be reported to the local authorities, and the MCH EHS Program Director will file charges 4. MCH-EHS has a system to ensure no child is left alone or unsupervised. {For more information 5. As an MCH-EHS employee, volunteer, and/or contractor will initial each line that they understand and agree to abide by the above Standards of Conduct. 6. MCH Executive Director, EHS Director, or Director Designee, as appropriate, will report to the responsible H.H.S. official immediately or as soon as practicable, related to any significant incidents affecting the health and safety of program participants, or any reports regarding agency staff or volunteer compliance with child abuse and neglect laws governing sex offenders. 7. Clothing: All staff may wear slacks, jeans, khakis, shorts, and skirts to the knee or scrubs in good condition with no holes/tears. No spandex type of tights, leggings, or jeggings are allowed. Baggy pants must be belted. 8. Jewelry and accessories: Staff should use caution when choosing accessories. Dangling jewelry is especially attractive to young children. Children may try to touch/pull earrings, necklaces, etc. NO dangling jewelry is allowed in the kitchen. No employee should wear SMART WATCHES, earbuds, air pods, etc..while working.  9. Nails: Fingernails should be kept short and clean. Long fingernails and fingernails with all types of accessories on them harbor germs and can potentially scratch a child. Polished fingernails are acceptable if the nails are clean. Kitchen staff with polished nails must wear gloves at all times. 10. Based on this policy, the employee's supervisor shall determine appropriate attire when clothing, fingernail length, and fingernail decor are in question. Failure to comply will result in being sent home (without pay) to replace clothing and/or shoes and/or possible disciplinary action. Administrative staff must adhere to the same policies and restrictions. 11. Absence from the center is only excused when the employee's supervisor has granted leave. Leave should be requested with as much advanced notice as possible. A supervisor is not obligated to grant leave 12. Excessive absences may result in disciplinary actions, especially for probationary employees. 13. A staff member not informing supervisors that he/she will not be at work is subject to immediate dismissal. 14. Immediate Discharge: Some misconduct is so severe that dismissal is required on the first offense. Examples include, but are not limited to: violation of the corporal punishment/child abuse policy, theft of property of Agency or other employees, fighting, immoral conduct or indecency, willful destruction of property, equipment, materials, or records; reporting to work under the influence of alcohol or narcotics or possessing either of these; adamant refusal to obey orders and outright defiance of authority, possession of a deadly weapon. 15. Employees who have resigned in good standing will be eligible for consideration for re-employment, provided a position for which they are qualified is open and available.