{"id":71888,"date":"2016-12-14T11:48:51","date_gmt":"2016-12-14T16:48:51","guid":{"rendered":"https:\/\/www.chcfinc.org\/clearinghouse\/?page_id=71888"},"modified":"2017-09-07T12:42:42","modified_gmt":"2017-09-07T16:42:42","slug":"contracts-policies","status":"publish","type":"page","link":"https:\/\/www.chcfinc.org\/clearinghouse\/establish-your-program\/contracts-policies\/","title":{"rendered":"Contracts &#038; Policies"},"content":{"rendered":"<p>[vc_row type=&#8221;container&#8221; padding_top=&#8221;&#8221; padding_bottom=&#8221;&#8221; css=&#8221;.vc_custom_1445096332217{margin-bottom: 0px !important;}&#8221;][vc_column css=&#8221;.vc_custom_1444995272036{margin-bottom: 35px !important;}&#8221;][vc_column_text]<span style=\"font-weight: 400;\">Contracts and policies clarify expectations and responsibilities and help avoid potential misunderstandings and conflicts. There is no rule as to what should be included in contracts and policies. However, considering the demanding and highly regulated nature of childcare, it is extremely important that expectations and responsibilities are clear between the provider and employees; and the provider and parents.<\/span><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"180\" class=\"size-medium wp-image-72178 alignright\" src=\"https:\/\/www.chcfinc.org\/clearinghouse\/wp-content\/uploads\/2016\/12\/Contract-with-business-words-300x180.jpg\" alt=\"\" srcset=\"https:\/\/www.chcfinc.org\/clearinghouse\/wp-content\/uploads\/2016\/12\/Contract-with-business-words-300x180.jpg 300w, https:\/\/www.chcfinc.org\/clearinghouse\/wp-content\/uploads\/2016\/12\/Contract-with-business-words-768x462.jpg 768w, https:\/\/www.chcfinc.org\/clearinghouse\/wp-content\/uploads\/2016\/12\/Contract-with-business-words.jpg 1000w\" sizes=\"auto, (max-width: 300px) 100vw, 300px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">The use of contracts and policies also convey professionalism. Not everyone appreciates that family childcare providers are supplying a professional service; little is understood about the training that must be received, ongoing education requirements, and the many ways that family childcare supports child growth and development.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Contracts and policies also present an opportunity to convey a message about the provider and the program, and can serve as marketing tools.<\/span>[\/vc_column_text][\/vc_column][\/vc_row][vc_row type=&#8221;container&#8221; padding_top=&#8221;&#8221; padding_bottom=&#8221;&#8221;][vc_column][vc_tta_accordion active_section=&#8221;0&#8243; collapsible_all=&#8221;true&#8221;][vc_tta_section title=&#8221;Employees: Establishing an \u201cAt Will\u201d Employment Agreement versus an Employer\/Employee Contract&#8221; tab_id=&#8221;1447810910330-63debfce-d9fd&#8221;][vc_column_text]<\/p>\n<h4><b>What is the difference?<\/b><\/h4>\n<h3><b>At-Will Employment<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">At-will employment is an employment arrangement in which the employee may quit at any time, or the employer may fire the employee for any reason that is not illegal. For example, an employer may fire an at-will employee for poor performance or to cut costs. However, it would be illegal to fire an at-will employee for:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Discriminatory reasons (race, sex, religion, ethnic background, national origin, disability, political\/recreational activities outside of work, legal use of consumable products outside of work, or union membership); or<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Retaliatory reasons against the employee such as reporting harassment, negligence of a child, violating a childcare licensing rule, or because the employee exercised a legal right.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">While an agreement may stipulate that the provider wants the employee to give some notice, the employee doesn\u2019t have to honor this.<\/span><\/p>\n<h3><b>Employer\/Employee Contract (Contractual Employment)<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">An employer\/ employee contract is an employment arrangement in which the employee\/ employer ability to separate is limited by the terms of the agreement. Furthermore, this type of agreement may create unanticipated rights for the employee.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Tom Copeland, a leading expert on the business of family child care, recommends the following: \u201cWhen preparing or reviewing your employee handbook:<\/span><\/p>\n<p><span style=\"font-weight: 400;\">1) Include the following language in your handbook: \u201cThis is an \u2018at will\u2019 employment agreement. I, as the employer, may fire you for any reason at any time and you, as the employee may quit at any time.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">2) Don\u2019t spell out any conditions under which an employee can be fired (e.g. \u201cEmployee may be fired under the following conditions\u2026\u201d). This could be interpreted as creating limitations on your ability to fire your employee.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">3) Don\u2019t put a time frame in your handbook (\u201cThis agreement will be for six months\/one year\u201d). Don\u2019t create a probationary period. You want to maintain the ability to fire someone at any time.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">4) Ask the employee to sign your handbook acknowledging that he\/ she is an \u201cat will\u201d employee. Give them a copy.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Sources:<\/span><\/p>\n<ul>\n<li><a href=\"http:\/\/tomcopelandblog.com\/is-your-employee-contract-at-will\"><span style=\"font-weight: 400;\">http:\/\/tomcopelandblog.com\/is-your-employee-contract-at-will<\/span><\/a><\/li>\n<li><a href=\"http:\/\/labor.ny.gov\/workerprotection\/laborstandards\/faq.shtm#13\"><span style=\"font-weight: 400;\">http:\/\/labor.ny.gov\/workerprotection\/laborstandards\/faq.shtm#13<\/span><\/a><\/li>\n<\/ul>\n<p>[\/vc_column_text][\/vc_tta_section][vc_tta_section title=&#8221;Employee Contract &amp; Policy Manual&#8221; tab_id=&#8221;1447810910522-9f9b2474-8dc1&#8243;][vc_column_text]<\/p>\n<h3><b>Why a contract and policy manual are recommended:<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Given the demanding and highly regulated nature of childcare, it is extremely important that a provider and his\/her employees are clear about expectations and responsibilities. Creating an employee contract as well as a policy manual will meet this requirement and help the provider avoid misunderstandings and conflicts.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Furthermore, the health and safety of children under the care of the provider and \/or his\/her employees\u2019 may very well depend on a clear understanding of the scope of work, policy, and procedures\u00a0developed.<\/span><\/p>\n<h3><b>Employee Contract<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Although there are no rules regarding what should be included in any written employer\/ employee contract, here are some recommendations for language to include:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Name and address of the business and new employee, as well as salary details;<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Benefits (if any);<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Paid holidays (if any); or<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Sick days (if any);<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">A sign-off where an employee indicates (via signature or initials) that he\/ she has received, read, understands, and agrees to the job description;<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">A sign-off where an employee indicates (via signature or initials) that he\/ she has received, read, understands, and agrees to the employee policy manual; and<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Indications that \u201cthis is an \u2018at-will\u2019 employment agreement,\u201d\u00a0<\/span><a href=\"https:\/\/www.chcfinc.org\/clearinghouse\/managing-your-program\/contracts-policies\/#1447810910330-63debfce-d9fd\"><span style=\"font-weight: 400;\">Establishing an \u201cAt Will\u201d Employment Agreement versus an Employer\/Employee Contract<\/span><\/a><span style=\"font-weight: 400;\">, etc.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">A job description, along with the described details, should be discussed as part of the recruiting and hiring process.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For information regarding your state\u2019s minimum wage click <\/span><a href=\"http:\/\/www.dol.gov\/whd\/minwage\/america.htm\"><span style=\"font-weight: 400;\">here.<\/span><\/a><\/p>\n<p><span style=\"font-weight: 400;\">Under New York State Labor Law, payment for unworked hours is not required unless the employer has established a policy to grant such pay. Holidays, sick time and\/or vacations fall under &#8220;time not worked.&#8221; When an employer <\/span><i><span style=\"font-weight: 400;\">does<\/span><\/i><span style=\"font-weight: 400;\"> decide to create a benefit policy, the employer is free to impose any conditions he\/ she chooses. See <\/span><a href=\"http:\/\/labor.ny.gov\/workerprotection\/laborstandards\/faq.shtm#9\"><span style=\"font-weight: 400;\">NYS DOL Wages and Hours: FAQs.<\/span><\/a><\/p>\n<h3><b>Employee Policy Manual<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Some recommendations as to what to include in the Employee Policy Manual are:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><b>Policies regarding:<\/b>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Work hours<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Schedules<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Attendance<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Punctuality <\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Absences<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Details about the staff evaluation process<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Privacy\/confidentiality policy<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Child guidance policy<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Dress code<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Emergency procedures, etc.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">A provider must clearly explain that necessary deductions will be made for federal and state taxes.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In addition, the provider should include his\/her company\u2019s legal obligations regarding overtime pay, and information about pay schedules, performance reviews, salary increases, time keeping, breaks, and bonus compensation. Learn more at <\/span><a href=\"http:\/\/www.dol.gov\/compliance\/audience\/smallbus.htm\"><span style=\"font-weight: 400;\">U.S. DOL: Labor Laws for New and Small Businesses.<\/span><\/a><\/p>\n<p><span style=\"font-weight: 400;\">Regardless of the nature of the arrangement, the employment agreement should be signed before the employee begins work.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Sources:<\/span><\/p>\n<ul>\n<li><a href=\"http:\/\/tomcopelandblog.com\/is-your-employee-contract-at-will\"><span style=\"font-weight: 400;\">http:\/\/tomcopelandblog.com\/is-your-employee-contract-at-will<\/span><\/a><\/li>\n<li><a href=\"https:\/\/www.rocketlawyer.com\/document\/employment-contract.rl\"><span style=\"font-weight: 400;\">https:\/\/www.rocketlawyer.com\/document\/employment-contract.rl<\/span><\/a><\/li>\n<\/ul>\n<p>[\/vc_column_text][\/vc_tta_section][vc_tta_section title=&#8221;Parent Contract&#8221; tab_id=&#8221;1447811470895-ece5a453-8ed6&#8243;][vc_column_text]<span style=\"font-weight: 400;\">Since there is no rule about what must be included in any written document, the provider will need to determine what to include in the parent contract.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Commonly, a contract addresses the following:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Name and address of the business and the parent(s)<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Child names and date of birth<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Days and times that each child will attend the program<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Holidays the program will be closed<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Deposits (advance payments)<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Non-refundable holding fees<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Payment due dates<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Acceptable forms of payment,<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Fees for returned payments<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Fees for late pick-up<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Sign-off where parent(s) indicates (via signature or initials) that he\/she received, read, understands, and agrees to the parent policy manual<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Process for terminating contract<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Payments are usually collected weekly on Friday for care for the week that just ended, or they are collected weekly on Friday for the care that is to be provided beginning the following Monday. Collecting payments in advance minimizes the chance that the provider will find be unpaid for services rendered.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Deposits (advance payments) can serve as protection against non-payment. The range is one to two weeks, but this may be difficult for some parents. A provider can offer a parent the option to pay in increments over the first weeks their child is(children are) in his\/her care.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The provider may also consider a \u201cnon-refundable holding fee,\u201d which is to be applied to the last two weeks of care. Relatedly, it is recommended that he\/she specify that the parent provides two weeks notice of termination of the contract. This way it is understood that the payment is not to be returned.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The provider will need to determine the policy regarding receipt of payments via personal check, and charges (if any) should a check be returned for insufficient funds. Penalty fees are commonly incurred not only by the payer, but also the payee.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Since family childcare providers are often women with families of their own, they can be extremely sympathetic to the challenges faced by others when caring for a family. Consequently, family child care providers quite often find themselves accommodating parents; foregoing late pick-up fees, eliminating deposits and\/or holding fees, continuing to care for the child while the parent is in arrears, etc.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">However, parents may interpret these gestures of kindness to mean that the contract is no longer in effect. In order to avoid this misinterpretation, a provider may want to include the following wording in the contract: \u201cFailure to enforce any term or provision in this contract does not invalidate that provision, term, or any other provision or term of this contract.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Learn more about\u00a0<\/span><a href=\"https:\/\/www.chcfinc.org\/clearinghouse\/managing-your-program\/maximizing-your-revenue\/\"><span style=\"font-weight: 400;\">maximizing results here.<\/span><\/a><\/p>\n<p><span style=\"font-weight: 400;\">Note: A parent cannot agree to forfeit the right to file a suit against you and\/or your business. To learn more about this listen\u00a0to a \u00a0Tom Copeland Podcast here:\u00a0<\/span><a href=\"http:\/\/tomcopelandblog.com\/tom-copeland-podcast-will-liability-waivers-protect-you\"><span style=\"font-weight: 400;\">Will Liability Waivers Protect You?<\/span><\/a><\/p>\n<p><span style=\"font-weight: 400;\">Source:<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><a href=\"http:\/\/tomcopelandblog.com\/how-would-you-handle-this-situation-a-parent-enrolled-two-children-into-a-minnesota-family-child-care-providers-program-and\"><span style=\"font-weight: 400;\">http:\/\/tomcopelandblog.com\/how-would-you-handle-this-situation-a-parent-enrolled-two-children-into-a-minnesota-family-child-care-providers-program-and<\/span><\/a>[\/vc_column_text][\/vc_tta_section][vc_tta_section title=&#8221;Program Policy Manual for Parents&#8221; tab_id=&#8221;1447811563265-85b8cc6f-567b&#8221;][vc_column_text]<span style=\"font-weight: 400;\">Parents are essential partners in a childcare provider&#8217;s program. A relationship built on communication and trust will enable the provider and his\/her staff\u00a0to work with families to provide the best care for every child enrolled in the program.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">There are a number of ways that a positive relationship may be fostered with a parent, and first impressions can go a long way.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A provider&#8217;s policy manual can very well shape this first impression. The mere fact that there is a policy manual in place exudes professionalism\u2014fosters trust and respect. The policy manual should be consistent with all other documents, flyers, business cards, etc.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Be advised that the policy manual can be overwhelming, both to the parent and to you, the provider. The policy manual needs to be very detailed, covering every characteristic of the\u00a0program as well as emergency and administrative procedures.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The New York State registration\/license application can essentially be viewed as a policy manual.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In order to make the policy manual less overwhelming to the reader a provider can:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Be very precise with wording;<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Select fonts that are legible;<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Include a cover page with the program name, logo, and branding; and<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Print in booklet format.<\/span><\/li>\n<\/ul>\n<p><b>Areas to cover include:<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Welcome<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Program philosophy<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Provider&#8217;s qualifications (and employee qualifications)<\/span>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Registered\/license<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Trainings completed<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">CDA (Child Development Associate) status<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Enrollment Process<\/span>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Medical records (physical exam and up-to-date vaccinations)<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Names of persons that can drop-off and\u00a0pick-up a child<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Emergency contacts<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Signed parent contract<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Items parents must supply (i.e. change of clothes, diapers, wipes, formula, etc.)<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Trial period<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Hours of operation (a parent contract determines when a child is cared for)<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Early drop-off policy<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Late pick-up policy<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Payment policy<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Deposits and\/or non-refundable holding fees<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Late payments<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Visits to program<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Vacations<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Other absences<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Daily routine<\/span>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Curriculum<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Activities<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Meals<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Naps<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Outdoor play<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Toilet Training policy<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Behavior management<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Property damage<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Pets (if any)<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Birthday policy<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Field trips (if any)<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Photo\/video policy<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Health plan<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Mandated reporter<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Emergency plan: Evacuation\/relocation (abbreviated version)<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Emergency plan: Shelter-In-Place plan (abbreviated version)<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Termination of contract<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Sign-off parent contract<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Resource and Links:<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><a href=\"http:\/\/www.thinksmall.org\/for_early_childhood_professionals\/contracts_and_policies\"><span style=\"font-weight: 400;\">http:\/\/www.thinksmall.org\/for_early_childhood_professionals\/contracts_and_policies<\/span><\/a>[\/vc_column_text][\/vc_tta_section][\/vc_tta_accordion][\/vc_column][\/vc_row][vc_row type=&#8221;container&#8221; padding_top=&#8221;&#8221; padding_bottom=&#8221;&#8221;][vc_column][vc_column_text]<\/p>\n<h2>RESOURCE LINKS<\/h2>\n<p><a href=\"http:\/\/www.nolo.com\/legal-encyclopedia\/contracts-basics-33367.html\" target=\"_blank\" rel=\"noopener\">NOLO \u2013 Contracts: The Basics<\/a><br \/>\n<a href=\"http:\/\/www.firstchildrensfinance.org\/businessresourcecenter\/family-2\/contracts-policies\/contracts-policies-%E2%80%93-knowledge\/\" target=\"_blank\" rel=\"noopener\">First Children\u2019s Finance &#8211; Business Resource Center: Contracts &amp; Policies<\/a><br \/>\n<a href=\"http:\/\/www.childcarelounge.com\/printables\/printable-forms.php\" target=\"_blank\" rel=\"noopener\">Child Care Lounge<\/a><br \/>\n<a href=\"http:\/\/www.thedaycarelady.com\/form2.htm\" target=\"_blank\" rel=\"noopener\">The Day Care Lady<\/a>[\/vc_column_text][\/vc_column][\/vc_row]<\/p>\n","protected":false},"excerpt":{"rendered":"<p>[vc_row type=&#8221;container&#8221; padding_top=&#8221;&#8221; padding_bottom=&#8221;&#8221; css=&#8221;.vc_custom_1445096332217{margin-bottom: 0px !important;}&#8221;][vc_column css=&#8221;.vc_custom_1444995272036{margin-bottom: 35px !important;}&#8221;][vc_column_text]Contracts and policies clarify expectations and responsibilities and help avoid potential misunderstandings and conflicts. There is no rule as to what should be included in contracts and policies. 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