General Employee Expectations

  • Arrive on time and ready

    • Weather appropriate clothing is a must

    • Positive attitude, smiles are contagious! ...and so are frowns.

  • No personal (especially negative) talk while class is in session

    • For example: physical ailments, family issues, other personal issues

    • This is an extremely impressionable time for children, and the focus needs to be their education

  • Communicate with students in a calm and positive manner

    • This is the first time many students are being dropped off somewhere

    • Some students need longer adjustment periods to new routines

    • Getting down on the student’s level and calmly telling them what is expected of them is important.

      • Example: Jack isn’t holding onto the rope, kneel down to face Jack and say, “It’s time to hold onto the rope now so we can walk with the class, please hold onto the rope now.”

      • If this is not working, ask the child if they would like to hold onto the rope or walk in front/back of the line with you, holding your hand.

      • If there is resistance that you don’t feel you can handle, do not show frustration towards the child, call over another teacher for assistance.

      • “Teacher X, can you help me with Jack please.”

  • Pick up and drop off

    • This is the only time parents get to see the classroom together and we want to leave a positive impression

    • During pick up and drop off, sit with your group until all the children are picked up. Sing songs, blow bubbles, tell a story, pull up grass, etc; to keep students engaged and together

    • An upbeat attitude during this time is essential!

  • Keep an eye on ALL students!

    • If you see a child wandering, do something or say something immediately!

    • Tell the student to stop their body, go to the child, stepping in front of them and ask if they need help returning to the group. Offer them a hand to hold and bring them back to the correct area.

    • No yelling after the children, this causes a distraction for the rest of the students and rarely works.

    • Get on their level and tell them they need to stay with the group

      • Call upon other teachers for assistance as needed.

  • When in forested area, teachers should be spread out to keep an eye on all students, be able to list which children are in your area if asked.

    • Head counts should be done every 5-10 minutes if class is spread out    

  • When on trails, one teacher is to be in front of the group and one in back

    • If you lose sight of the other teacher, call for a pause

    • If you are the teacher in front and need to pause, pointing out something to stop and examine is an easy method

  • Communicate with Admin Team

    • If you have any ideas, questions or concerns please don’t hesitate to reach out, over Brightwheel, via the admin number (425-242-3099) or email (support@premiernwkids.com)

 
 

Standards of Conduct 

Anti- Harassment and Discrimination

The Company is committed to providing a work environment free of sexual or any form of unlawful harassment or discrimination. Harassment or unlawful discrimination against individuals on the basis of race, religion, creed, color, national origin, sex, pregnancy, sexual orientation, gender identity, age, ancestry, physical or mental disability, genetic information, marital status or any other classification protected by local, state or federal laws is illegal and prohibited by Company policy. Such conduct by or towards any employee, contract worker, customer, vendor or anyone else who does business with the Company will not be tolerated. Any employee or contract worker who violates this policy will be subject to disciplinary action, up to and including termination of his or her employment or engagement. To the extent a customer, vendor or other person with whom the Company does business engages in unlawful harassment or discrimination, the Company will take appropriate corrective action.

Prohibited Conduct:

Prohibited harassment or discrimination includes any verbal, physical or visual conduct based on sex, race, age, national origin, disability or any other legally protected basis if:
 a. submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or engagement;
 b. submission to or rejection of such conduct by an individual is used as a basis for decisions concerning that individual's employment or engagement; or
c. it creates a hostile or offensive work environment.

Prohibited harassment includes (but is not limited to) unwelcome sexual advances, requests for sexual favors and lewd, vulgar or obscene remarks, jokes, posters or cartoons, and any unwelcome touching, pinching or other physical contact. Other forms of unlawful harassment or discrimination may include racial epithets, slurs and derogatory remarks, stereotypes, jokes, posters or cartoons based on race, national origin, age, disability, marital status or other legally protected categories. Prohibited harassment might also be transmitted using the Company's electronic communications system, or through other on-line conduct.

Complaint Procedure:  

Employees or contract workers who feel that they have been harassed or discriminated against, or who witness any harassment or discrimination by an employee, contract worker, customer, vendor or anyone else who does business with the Company, should immediately report such conduct to their supervisor or any other member of management.

Do not allow an inappropriate situation to continue by not reporting it, regardless of who is creating the situation. No employee, contract worker, customer, vendor or other person who does business with this organization is exempt from the prohibitions in this policy. In response to every complaint, the Company will conduct an investigation which may involve interviewing witnesses if warranted and, if improper conduct is found, take appropriate corrective action.

To the extent that an employee or contract worker is not satisfied with the Company's handling of a harassment or discrimination complaint, he or she may also contact the appropriate state or federal enforcement agency for legal relief.

Attendance  

Punctuality and regular attendance are essential to the successful operation of the Company's business. If an employee is unable to report to work (or to report to work on time) for any reason, the employee must notify his or her supervisor before his or her starting time. If an employee desires to leave work for any reason during the workday, the employee must obtain the approval of his or her supervisor prior to leaving. Excessive absenteeism or tardiness may subject the employee to disciplinary action, up to and including termination.

Discipline and Standards of Conduct

As an at-will employer, the Company may impose discipline whenever it determines it is necessary or appropriate. Discipline may take various forms, including verbal counseling, written warnings, suspension, demotion, transfer, reassignment or termination. The discipline imposed will depend on the circumstances of each case; therefore, discipline will not necessarily be imposed in any particular sequence. Moreover, at any time the Company determines it is appropriate, an employee may be terminated immediately.

Every organization must have certain standards of conduct to guide the behavior of employees. Although there is no possible way to identify every rule of conduct, the following is an illustrative list (not intended to be comprehensive or to limit the Company's right to impose discipline for any other conduct it deems inappropriate). Keep in mind that these standards of conduct apply to all employees whenever they are on Company property and/or conducting Company business (on or off Company property). Engaging in any conduct the Company deems inappropriate may result in disciplinary action, up to and including termination.

 a. Dishonesty;
 b. Falsification of Company records;  
c. Unauthorized use or possession of property that belongs to the Company, a coworker, or of the public;
 d. Possession or control of illegal drugs, weapons, explosives, or other dangerous or unauthorized materials;
 e. Fighting, engaging in threats of violence or violence, use of vulgar or abusive language, horseplay, practical jokes or other disorderly conduct that may endanger others or damage property;
 f. Insubordination, failure to perform assigned duties or failure to comply with the Company's health, safety or other rules;
 g. Unauthorized or careless use of the Company's materials, equipment or property;
 h. Unauthorized and/or excessive absenteeism or tardiness;
 i. Lack of teamwork, poor communication, unsatisfactory performance, unprofessional conduct, or conduct improper for the workplace;
 j. Sexual or other illegal harassment or discrimination;
 k. Unauthorized use or disclosure of the Company's confidential information;
 l. Violation of any Company policy.

  Dress Code

Just as we require our students to dress for success, we expect the same of you. This means dressing in a way that will keep you comfortable, warm and dry at all times. You are expected to wear waterproof gear, such as rain pants, jacket and boot, in the rain and snow; dress in warm layers Fall through Spring; always wear comfortable shoes, such as trail shoes or snow boots; and wear long pants, to protect your legs, all year long. If a uniform such as a badge, hat, shirt, jacket, backpack or any other item is provided to you, you are required to wear said item to each shift. You are responsible for provided clothing, accessories or equipment and may be charged to replace items if lost, stolen or damaged.

  Safety

The Company is committed to providing a safe workplace. Accordingly, the Company emphasizes "safety first." It is the employee's responsibility to take steps to promote safety in the workplace and work in a safe manner. By remaining safety conscious, employees can protect themselves, their coworkers and students. Employees are expected to promptly report all unsafe working conditions, accidents and injuries, regardless of how minor so that any potential hazards can be corrected.

  Substance and Abuse

The Company is committed to providing its employees with a safe and productive work environment. In keeping with this commitment, it maintains a strict policy against the use of alcohol and the unlawful use of drugs in the workplace. Consequently, no employee may consume or possess alcohol, or use, possess, sell, purchase or transfer illegal drugs at any time while on the Company's premises or while using the Company vehicles or equipment, or at any location during work time. 

No employee may report to work with illegal drugs (or their metabolites) or alcohol in his or her bodily system. The only exception to this rule is that employees may engage in moderate consumption of alcohol that may be served and/or consumed as part of an authorized Company social or business event. "Illegal drug" means any drug that is not legally obtainable or that is legally obtainable but has not been legally obtained. It includes prescription drugs not being used for prescribed purposes or by the person to whom it is prescribed or in prescribed amounts. It also includes any substance a person holds out to another as an illegal drug.  

Any violation of this policy will result in disciplinary action, up to and including termination.  

Any employee who feels he or she has developed an addiction to, dependence upon, or problem with alcohol or drugs, legal or illegal, is strongly encouraged to seek assistance before a violation of this policy occurs. Any employee who requests time off to participate in a rehabilitation program will be reasonably accommodated. However, employees may not avoid disciplinary action, up to and including termination, by entering a rehabilitation program after a violation of this policy is suspected or discovered.