Staffing , Employment and Disciplinary Policy & Procedure

Intent

We provide a high staffing ratio to ensure that all children have sufficient individual attention and to guarantee care and education of a high quality. All staff are appropriately qualified and are checked for criminal records through the Criminal Records Bureau in accordance with Ofsted’s requirements.

Aim
To ensure that children and their parents are offered high quality Nursery and Pre-School care and education.

Methods

• To meet this aim we use the following ratios of adult to child:
   - Children under two years of age: 1 adult : 3 children
   - Children aged two years of age: 1 adult : 4 children
   - Children aged 3–7 years of age:  1 adult : 8 children
• Minimum of two staff/adults are on duty at any one time.
• We use a keyworker system to ensure that each child and each family has a particular member of staff for discussion and consultation.
• We hold regular staff meetings to undertake curriculum planning and to discuss children’s progress, their achievements and any difficulties, which may arise from time to time.
• We work towards offering equality of opportunity by using non-discriminatory procedures for staff recruitment and selection.
• All of our staff have received a job descriptions which set out their roles and responsibilities.
• We welcome applications from all sections of the community. Applicants will be considered on the basis of their suitability for the post, regardless of marital status, age, gender, culture, religious belief, ethnic origin or sexual orientation. We will not place applicants at a disadvantage by imposing conditions or requirements, which are not justifiable.
• Our Nursery / Pre-School leader and deputy hold the CACHE level 3 Diploma in Early Years Care & Education or an equivalent qualification and a minimum of half of our staff hold the CACHE level 2 Certificate in Early Years Care & Education or an equivalent qualification.
• We provide regular in-service training to all staff – whether paid or volunteers – through the Pre-School Learning Alliance.
• Our Nursery / Pre-School budget allocates resources to training.
• We provide staff induction training in the first week of employment. This induction includes our Health and Safety Policy and Procedures. Other policies and procedures will be introduced within an induction plan.
• We support the work of our staff by holding regular supervision meetings and appraisals.
• We are committed to recruiting, appointing and employing staff in accordance with all relevant legislation and best practice.
• We use Ofsted guidance on obtaining references and criminal record checks through the Criminal Records Bureau for staff and volunteers who will have substantial access to children.

Disciplinary Procedure

Intent

To deal with all disciplinary matters quickly and fairly for all parties.
All matter will be recorded and both parties will have copies.

Aim

Little Munchkins aims to encourage all staff in various ways to promote good attendance, conduct and to evaluate their own performance, let staff actively be involved in the running of the Nurseries and Pre-School and feel that they are part of a team.

Procedure

The procedure is designed to establish the facts quickly and to deal consistently with disciplinary issues. No disciplinary action will be taken until the matter has been fully investigated.

At every stage you will be advised of the nature of the complaint,

Be given the opportunity to state your own case, and be represented or accompanied by a fellow employee of your choice. You will not be dismissed for a first breach of discipline except in the case of gross misconduct, when the penalty will normally be dismissal without notice or pay in lieu of notice.

You have a right to appeal against any disciplinary action taken against you.

The procedure may be implemented at any stage if your alleged misconduct warrants such action.

The partners and their deputies of Little Munchkins will make every effort to resolve the matter informally with you, only where this fails will disciplinary action be taken.

Disciplinary action will take the form of a Pre-Disciplinary meeting were all parties can put their points across, you will be able to bring a colleague with you, If the matter can still not be resolved then the partners will take the next step in the disciplinary procedure to issues you with a written warning.

Written Warning

Will state the reason/s for the written warning and note that if there is no improvement after 3 months, a final written warning will be given. It will also state the fact the you have the right to appeal, a copy of this first written warning will be kept on your file for 6 Months and then removed if the company is satisfied with your conduct and /or performance.

Final Written Warning
 
Will be issued if the matter is still not resolved or your attendance or performance has not improved, this final written warning will be given making it clear that any recurrence of the offence or other serious misconduct within a period of 3 Months will result in dismissal. A copy of this final written warning will be kept on your file for 12 months subject to satisfactory conduct and or performance.

Dismissal

In cases when there is no satisfactory improvement or if further serious misconduct occurs, you will be dismissed.

Gross Misconduct

If, after investigation, it is deemed that you have committed an offence of the following nature;

• Any action which relating to the care of a child which in the opinion of the partners or deputies put the child in danger or breached our duty of care to the child, this would include consistently shouting at a child or group of children; which whilst clearly not a potential cause of danger but can cause both emotional and physiological distress, is not acceptable within our nurseries or Pre-School and as such is considered gross misconduct.
• Theft, Fraud, Deliberate falsification of company documents
• Fighting, Assault another person.
• Deliberate damage to company property.
• Sexual or Racial Harassment.
• Being unfit for work through alcohol or illegal drugs.
• Gross Negligence.
• Gross Insubordination.

While the alleged gross misconduct is being investigated, you may be suspended, during which time you will be paid the normal hourly rate. Such suspension is not to be regarded as form of disciplinary action and will be for as short a period as possible. Any decision to dismiss will be taken only after a full investigation. If you are found to have committed an act of gross misconduct, you will be dismissed without notice or payment in lieu.

Appeals

 If you wish to appeal against any disciplinary decision, you must appeal, in writing within five working days of the decision being communicated to you to Nick Gregory Partner