P.O. BOX 421 Kingsville, Ontario N9Y 2G1
Tel: 519-733-8202 Fax: 519-733-2988
Employee / Volunteer / Student
Health & Safety
Handbook
March 30, 2023
Dear Employee, Volunteer, Student,
The employer and senior management of the Discovery School-Based Childcare Program of Kingsville Inc. are vitally interested in the health and safety of its employees, volunteers and students. Protection of workers from injury or occupational disease is a major continuing objective.
The Discovery School-Based Childcare Program of Kingsville Inc. will make every effort to provide a safe, healthy work environment. All employers, supervisor and employees must be dedicated to the continuing objective of reducing risk or injury.
The Discovery School-Based Childcare Program of Kingsville Inc., as employer, is ultimately responsible for worker health and safety. As Executive Director, of the Discovery School-Based Childcare Program of Kingsville Inc., I give you my personal commitment that I will comply with my duties under the Act, such as taking every reasonable precaution for the protection of workers in the workplace.
Supervisor will be held accountable for the health and safety of employees under their supervision. Supervisors are subject to various duties in the workplace, including the duty to ensure that equipment and environment are safe and that employees work in compliance with established safe work practices and procedures.
Every employee must protect his or her own health and safety by working in compliance with the law and with safe work practices and procedures established by the employer. Employees will receive information, training, and competent supervision in the specific work tasks to protect their health and safety.
It is in the best interest of all parties to consider health and safety in every activity. Commitment to health and safety must form an integral part of this organization from the director to the employee.
Yours in Childcare
Karen Loeppgy
OCCUPATIONAL HEALTH AND SAFETY POLICY
PURPOSE - The Discovery Program is committed to ensuring the health, safety and well-being of all employees and children in our organization. Discovery will make every effort to provide a safe and healthy work environment. OHSA and regulations set out the minimum standards acceptable to ensure health and safety in the workplace. In addition, workplace policies, guidelines, and collective agreements may extend those standards. Our goal is to provide a strategy to identify hazards and make recommendations on how to control them.
POLICY - Everyone in the workplace has a personal responsibility for safety. These responsibilities are defined in the OHSA and should be an integral part of the job. Responsibilities for health and safety begins with the Board of Directors and should flow through all levels in the organization. Every worker must protect his or her own health and safety by working in compliance with the law and with safe workplace practices and procedures that are in place.
Supervisors are responsible for ensuring that all work areas are safe and will be held accountable for the health and safety of the workers under their supervision. Supervisors will record and maintain records of safety training, inspection of maintenance of equipment and personal protective equipment, non-compliance with policies and procedures, corrective action taken, any injury or illness, and suggested preventative actions to avoid reoccurrence.
Supervisors, employees, and the Health & Safety Committee will do a visual assessment to look for hazards in the workplace, some such hazards are listed here, but are not limited to:
· Lifting, carrying, pushing and pulling
· Repetitive work
· Slippery or uneven floor
· Proper use of ladder
· Safe use of washer and dryer
· No cell phone use in program, unless approved, and attention is on the children
· Noise level
· Dust, vapours and fumes in the air
· Bodily fluid and protocol to clean up
· Animal waste outside and environment is safe to play in
· Damaged or overloaded storage racks
· Violence risk factors
It is the responsibility of the worker to fill out work related reports when incidents arise and bring this to the attention of their Supervisor who, in turn, reports to the Director. Discovery has Workplace Harassment forms, Workplace Violence forms, and Workplace Injury forms. The appropriate form needs to be filled out in the event of any of these situations. If the injury is a “critical injury” the Ministry of Labour must be called immediately, the scene preserved, and an investigation must be performed. Employers must report a work related accident/ illness to the WSIB if;
· Medical aid is required
· Wages are lost
· Modified work at regular pay for more than seven calendar days is required.
WORKER RIGHTS
The Right to Participate - Workers have the right to be part of the process of identifying and resolving workplace health and safety concerns.
The Right to Know - The workers have the right to know about any potential hazards and to which they may be exposed. The parts of OHSA that implement the Workplace Hazardous Material Information (WHMIS) play an important role in giving workers the right to know.
The Right to Refuse - Workers have the right to refuse work that they believe is dangerous to either their own health and safety or that of another co-worker. OHSA describes the exact process for refusing dangerous work and the responsibilities of the employer in responding to such a refusal.
OHSA s.43 (3) Refusal to Work - Note: Legislative Requirements
· A workplace (site specific) having 5 workers or less do not require a health and safety inspection.
· Workplaces with 5-19 workers per site do not require having a certified inspector.
· Workplaces with 20 or more workers are mandated to have a Joint Health and Safety Committee of two (2) members (one has to be a certified inspector). One member is appointed by management and the other member is worker appointed.
Discovery will adapt a good practices policy by incorporating a monthly health and safety check at all Discovery sites. A designated inspector will be appointed by the Director.
IMPLEMENTATION - Health and Safety Check
1. The opening staff are to perform a daily inspection of the immediate work area and sign off on the daily attendance sheets after it is completed, recording any concerns. These concerns are to be brought to the attention of the attending Supervisor immediately.
2. The staff are responsible to assure safety as the number one (1) priority for themselves and the children in their care.
3. A monthly inspection of the site will be executed by a designated member of the organization and follow the workplace inspection outline (workplace inspection checklist).
4. The designated inspector will document any concerns and follow up with the appropriate measures to rectify any issues that may have arisen. Any and all concerns will be brought to the attention of the Director who will assist in rectifying any concerns and or put into place safety measures accordingly.
Staff Training and Development
The Discovery Program strives to acquire new information so that employees can upgrade or continue to improve their skills/qualifications. Staff training and development commences before the employee begins work with the children. (See orientation list for details.) All employees that have had orientation with the supervisors will have an opportunity to ask questions or concerns. Staff will also be given the Union contract stating how contraventions will be dealt with. Staff will read the following policies and procedures to know what is expected going forward with professional learning and qualification upgrades. The management team will record when these upgrades have been completed, as well send out/ post information of workshops, first aid dates etc. when available.
Beginning September 1st, 2017, members of the College of Early Childhood Educators are required to start the Continuous Professional Learning (CPL) portfolio cycle after their renewal date and complete it over a period of two years. CPL program requirements apply to all members of the College, regardless of whether or not they are currently employed as Registered Early Childhood Educators (RECE).
Effective July 1, 2022, new members and members with renewal dates on or after July 1, 2022 are subject to the requirements and timelines outlined in the new Notice of Continuous Professional Learning Program Requirements. All members of the College must complete the following CPL Program components:
· Educational Requirements
o Expectations for Practice Module - Certificate of Completion
o Sexual Abuse Prevention Program - Certificate of Completion and Participation
· CPL Portfolio Cycle
o Complete the Reflection and Planning Tool, which includes setting a minimum of one professional learning goal.
o Engage in professional learning activities related to the goal.
o Track progress, collect evidence and document learning on the Record of Professional Learning.
o Declare completion of CPL requirements for the membership year upon annual membership renewal.
Note: for more information visit the College of ECE Website at https://www.college-ece.ca/en
Professional development is key to staying current on what is going on in the Early Childhood field and we encourage all our staff to take part when they are able to do so. There is certain professional development that is the staff’s responsibility to maintain,
- Registered Early Childhood Educator status (we reimburse after staff have been with us for 1 full year)
- First Aid and CPR (certified through City of Windsor) or staff pay out of pocket
- WHMIS Training (reviewed yearly)
- Epi-pen Training (reviewed yearly)
- 2 PD events to maintain registration status, as well as 2 PD events for Non-RECE staff
- Register Early Years Staff will follow the guidelines and obligations set out by the college (Ontario Regulation 359/15:continuos Professional Learning made under the Early Childhood Educators Act, 2007)
- Non-RECE Staff will also be expected to maintain the minimum standards set out by the College of E.C.E. as it pertains to PD Events, and will be advised of this standard by the administrative staff.
Footwear Guidelines
To prevent the risk of injury or accidents to exposed feet and to set standards for footwear throughout the Greater Essex County District School Board, Windsor Essex Catholic District School Board, and Discovery School-Based Childcare programs of Kingsville Inc, ensuring compliance with legislative requirements made under Ontario Health and Safety Act.
The potential for foot injuries and related slip, trip and fall injuries can be prevented whenever practicable. Falling or rolling objects, slippery surfaces, sharp objects, loss of one’s balance, exposed energized electrical conductors, chemical substances or other hazards can create a potential for such hazards. To protect against those hazards, which continue to exist after all control measures have been implemented, appropriate protective footwear shall be used. These footwear Safety Procedures are based on the Canadian Standards Association (“CSA”) Standard Z195-M92 and BS EN 13832-2 “Protective Footwear”.
This policy applies to all staff including supervisors, support staff, students and administrative staff. The following Footwear Safety Procedures are to be implemented and enforced by supervisor(s) and followed by worker(s) at all Discovery site locations:
· Shoes and sandals with front and back straps. Securely strapped to the feet.
· Shoes or boots with a heel height of 2 inches or less.
· Running shoes.
· All shoes or boots should have an anti-slip rubber sole with treads.
1. All staff should wear appropriate footwear as prescribed above at all times during regular working hours.
2. All staff are prohibited from wearing any type of footwear that is a floating platform and from being bare footed at any time.
3. All staff are required to wear running shoes while in the gym.
Universal Precautions Blood and Bodily Fluids
Staff members must use universal precautions when handling blood or body fluids that may contain blood. “Universal Precautions” is the term used to describe the procedures to prevent the spread of infection from bodily fluids. The risk of serious illness from bodily fluids must not interfere with the provision of first aid. There are several precautions that staff can use to protect their own health as outlined in the Universal Precautions Procedure.
Since it is impossible to know for certain if a child is infected with a virus, all instances of blood and bodily fluids with visible blood in child care settings should be treated as if infected. When dealing with blood or bodily fluids please ensure to take extra precautions. The following will outline procedures that must be adhered to for staff and children’s well-being:
- Ensure that all of your own cuts, scrapes and / or chapped hands are covered with bandages.
- Use impermeable gloves if blood, or bodily fluids containing visible blood, are anticipated. (Gloves are kept in first aid backpack and readily available in the classrooms).
- Stop the bleeding, cover the wound and change the student’s clothing if contaminated with excessive amounts of blood.
- Follow accepted guidelines for control of bleeding and for any bodily fluids containing blood.
- Use absorbent materials to stop bleeding; such as, absorbent paper towels, cloth towels, etc. Use the absorbent materials as a barrier between yourself and the blood and/ or bodily fluid, in addition to the use of your disposable, impermeable gloves.
- Wash hands and other affected skin areas after contact with blood for at least 30 seconds after coming into contact with blood or bodily fluids that might contain blood.
- Wash exposed surfaces and equipment with soap and water, next have surfaces and equipment cleaned with appropriate disinfectant. (Use OXIVER PLUS Tb- as per specifications; allow for 5minutes contact time.)
- Remove and safely discard gloves, and discard blood-stained materials in a sealed plastic bag and placed in a lined, garbage can.
- Immediately, clean skin, wash hands, with soap and water or an appropriate antiseptic for at least 30 seconds.
- Use proper disposal procedures for contaminated clothing and equipment. Put child’s blood-stained laundry in a sealed plastic bag to be sent home at pick-up.
- Avoid direct contact with student if you have an open skin condition.
Standard First Aid Kit & Manual
Ontario Regulation 137/15 (34) Every licensee shall ensure that there is a first-aid kit and first-aid manual that is readily available for first-aid treatment in each child care centre it operates and in each premises where it overseas the provision of home child care.
Discovery will deal with an emergency requiring first aid treatment at some time. Even in settings that seem safe, accidents and injuries can happen. Children may receive minor injuries as they engage in active exploration and play, learn about their environment and develop fine and gross motor control.
It is critical to be prepared at all times to respond quickly and effectively when an emergency does occur. A well-stocked and accessible first-aid ensures that care for minor injuries can be provided as quickly as possible while waiting for emergency medical help.
Minimum First Aid Requirements from the Workplace Safety and Insurance Board, in accordance with Regulation 1101 under the Workplace Safety and Insurance Act, 1997;
1. Every employer employing not more than five workers in any one shift at a place of employment shall provide and maintain at the place of employment a first aid station with a first aid box containing as a minimum,
(a) A current edition of a standard First Aid Manual;
(b) 1 card of safety pins; and
(c) Dressings consisting of,
(i) 12 adhesive dressings individually wrapped,
(ii) 4 sterile gauze pads, 3 inches square,
(iii) 2 rolls of gauze bandage, 2 inches wide,
(iv) 2 field dressings, 4 inches square or 2 four-inch sterile bandage compresses, &
(v) 1 triangular bandage.
2. The employer shall ensure that the first aid station is at all times in the charge of a worker who,
(a) is the holder of a valid Emergency First Aid Certificate or its equivalent; and
(b) Works in the immediate vicinity of the station.
3. Every employer employing more than five workers and not more than fifteen workers in any one shift at a place of employment shall provide and maintain a first aid station with a first aid box containing as a minimum,
(a) A current edition of a standard First Aid Manual;
(b) 1 card of safety pins; and
(c) Dressings consisting of,
(i) 24 adhesive dressings individually wrapped,
(ii) 12 sterile gauze pads, 3 inches square,
(iii) 4 rolls of 2-inch gauze bandage,
(iv) 4 rolls of 4-inch gauze bandage,
(v) 4 sterile surgical pads suitable for pressure dressings, individually wrapped,
(vi) 6 triangular bandages,
(vii) 2 rolls of splint padding, and
(viii) 1 roll-up splint.
4. The employer shall ensure that the first aid station is at all times in the charge of a worker who,
(a) is the holder of a valid Standard First Aid Certificate or its equivalent; and
(b) Works in the immediate vicinity of the box.
DISCIPLINARYACTION
An employee shall be disciplined with just cause in an attempt to correct attitudes or conduct that interferes with the proper, efficient operation of the program.
The following are options open to the Executive Director:
Verbal Reprimand
A verbal reprimand may be given by the supervisor or Executive Director in private, for a minor offense. A first verbal reprimand need not become part of an employee’s file and the matter should be closed when a two-way discussion has been completed.
Verbal Letter of Reprimand
A verbal reprimand may be given by the supervisor or Executive Director for a repeated minor offense. A first verbal reprimand will become part of an employee’s compliance and contravention observations and the matter should be closed when a discussion has been completed.
Letter of Reprimand
When a continued or serious infraction occurs, the supervisor or Executive Director shall write a letter to the employee stating the infraction and warning him/her against further misbehavior. A copy of this letter must be placed in the employee’s file for 12 months.
Suspension
An employee may be suspended without pay, for a specific length of time depending on the seriousness of the offense while the case is being investigated. An employee must be given written notice of such suspension. Any employee may grieve any disciplinary action according to the grievance procedure.
Discharge
Discharge will be used when other corrective actions have failed or are not applicable. No notice is required where an employee is dismissed for gross misconduct (physical, sexual, verbal or inappropriate abuse of power).
Accessibility for Ontarians with Disabilities Act 2005
What is accessibility? It simply means giving people of all abilities opportunities to participate fully in everyday life. The Accessibility for Ontarians with Disabilities Act (Bill 118) was passed in 2005. Its goal is to make Ontario accessible for people with disabilities by 2025.
Definition: A disability is a function limitation or restriction of an individual’s ability to perform an activity. A handicap is an environmental or attitudinal barrier that limits the opportunity for a person to participate fully.
Under the Accessibility for Ontarians with Disabilities Act there are five standards to be developed and passed as legislation: Customer Service, Transportation, Information and Communication, Employment and Built Environment. The goal of each of these standards is to improve accessibility, creating equal access for all.
Policy
The Discovery Program is committed to supporting and accommodating accessibility for all that enter the premises. This does not replace the Human Rights Code but works in conjunction with it. This policy applies to all Discovery staff, including placement students, volunteers and any third-party providers.
Purpose
The Integrated Accessibility Standards Regulation establishes accessibility standards and introduces requirements for Information and Communications, Employment and Transportation. The Integrated Accessibility Standards Regulation also establishes the compliance framework for obligated organizations. This applies to all public, private and not-for-profit organizations, with at least one employee. The purpose of the standard is to provide service to persons with disabilities that will ensure dignity, independence, integration and equality of service.
Procedure
Discovery personnel will always do their best to accommodate any persons needing assistance following the five core principles within the Act.
FIVE CORE PRINCIPLES:
· Dignity - A customer with a disability is valued and deserving of effective and full service. Persons with a disability must be treated as any other person as deserving of services.
· Independence - Services must be provided in a way that respects the independence of persons with a disability. We will always be willing to assist any persons as long as they consent to the assistance. Freedom from control or influence of others - freedom to make one’s own choices.
- Integration - Wherever possible, persons with a disability should benefit from our services in the same place and in the same manner as any other person. In circumstances where integration does not serve the needs of the person with a disability, services will be provided in another way that takes into account the person’s individual needs within the means of the organization. Customers with disabilities fully benefit from the same services, in the same place and in the same or similar way as other customer
· Equality Opportunity - Persons with a disability should be given an equal opportunity to obtain, use and benefit from our services. People with disabilities should not have to make significantly more effort to access or obtain services. They should also not have to accept lesser quality or more inconvenience.
· Personal Assistive Devices - Any materials, persons or service animal needed to aid in the assistance of the person with the disability.
COMPONENTS OF THE POLICY
· Communication - Discovery is committed to communicating with clients in alternative ways that take into consideration their disability. Staff will be trained on how to interact and communicate with clients with disabilities in a manner that is respectful dignified and promotes independence. Staff will be trained to speak to persons with intellectual disabilities in a manner that is non-judgmental by speaking clearly, slowly and in plain language, whether on the phone or in person.
· Use of Assistive Devices, Support Persons and Service Animals - Persons with disabilities may require assistance by accompaniment of a support worker, or use of an assistive device or use of a service animal. All service animals must have proof of inoculations and all items used by a person with disabilities must be in compliance under the CCEYA. Staff and volunteers will be properly trained in how to interact with persons of disabilities in these situations. Keeping in mind that Health and Safety practices must be in high regard at all times.
· Notice of Temporary Disruptions - The Discovery Child Care Program will notify whenever possible if there is any unexpected disruption of service. The notice of disruption will be communicated in way of a posting at the front entrance. The notice will include the following:
o That a particular room or service is unavailable.
o The anticipated duration of the disruption
o The reason for the disruption
o Alternative services if available.
· Receiving and Responding to Feedback - The Accessibility for Ontarians Act requires organizations to implement a feedback method that allows clients to provide feedback on perceived barriers, including how to ask for assistance.
Procedure - The Discovery Program accepts feedback at any point by way of telephone, in writing or electronically. We will do our best to respond and resolve any concerns within our means in a timely fashion. While every effort is taken to meet the high standards expected of us, sometimes things can still go wrong. When this occurs we need to be informed so that every effort can be made to put things right and prevent further shortcomings in the future. One of the ways in which we are committed to this and to continuing to improve our service to you and others, is by listening and responding to your concerns, compliments, and any additional comments.
Training - Under the Act, Discovery will provide training and ongoing training as required to all persons to whom this policy applies. The content of the training will include;
a) A review of the purpose of the Act and requirements of the Standard.
b) A review of the Policy.
c) How to interact and communicate with persons with various types of disabilities.
d) How to interact with persons with a disability who use an Assistive Device or require the assistance of a Service Animal or Support Person.
e) How to use equipment or devices made available on our premises to assist persons with a disability to obtain, use or benefit from our goods and services.
f) What to do if a person with a disability is having difficulty accessing our premises and/or services.
Timing of Training - Training will be provided to all persons to whom this Policy applies as soon as practicable after he or she is assigned the applicable duties.
Documenting Training - Records of the training provided, including the training protocol, the dates on which the training is provided and the number of individuals to whom the training is provided shall be maintained in accordance the requirements of the Act.
Documentation and Availability - All Accessibility Policies and all documents required by the Accessibility Standards for Customer Service, including notices of temporary disruptions, training records and written feedback process are available upon request.
Here are a few training tips -
· "May I help you?" Your customers with disabilities know if they need help and how you can provide it.
- Speak directly to your customer.
- Not everybody with the same disability experiences the same things. Don’t make assumptions. Your customers are not required to tell you about their disabilities.
- Take the time to get to know your customer’s needs and focus on meeting those needs just like you would with any other customer. Some disabilities are not visible.
- All customers have a range of needs and preferences and so do your customers with disabilities.
- If you can’t understand what your customer is saying, politely ask him or her to repeat it
- You may want to ask if the information you are conveying needs to be repeated. Ask: “Do you understand this?”
- Exercise patience.
Ontario has laws that set standards for accessibility, under the Accessibility for Ontarians with Disabilities Act, 2005. The first of these, which became law in 2008, are the Accessibility Standards for Customer Service (Ontario Regulation 429/07).
Resource Materials;
Ministry of Community and Social Serviceshttps://www.e-laws.gov.on.ca
The Government of Ontario http://www.ontario.ca/government/accessibility
Guide to Ontarians with Disability Act 2012 PDF Version accessibility.uwo.ca/doc/aoda/guide_to_the_accessibility_standards.pdf
Workplace Violence & Harassment Policy
The Discovery School Based Childcare Program will adapt a workplace harassment policy to ensure the safety, well-being and a respectful workplace for all employees.
The Discovery School Based Childcare Program is committed to providing a work environment in which all individuals are treated with respect and dignity.
The definition of Workplace Harassment is engaging in a course of vexatious comments, conducts or behavior against a worker that is known or ought to be reasonably known to be unwelcome. This may be offensive, embarrassing, humiliating, or demeaning to an employee or group of employees. Also included is behaviour that intimidates, isolates, or even discriminates against others. Workplace harassment will not be tolerated from any person in the workplace. Everyone in the workplace must be dedicated to preventing workplace harassment. Executive Director, supervisors, and all staff are expected to uphold this policy and will be held accountable by the Executive Director and/ or Ministry personnel, as it applies.
Sources of workplace harassment are but not limited to:
· Making remarks, jokes or innuendos that demean, ridicule, intimidate or offend
· Displaying or circulating offensive pictures or materials in print or electronic form
· Bullying
· Repeated offensive or intimating calls
· Inappropriate sexual touching, advances suggestions or requests.
This definition of workplace harassment is broad enough to include harassment prohibited under the “Ontario Human Rights Code” as well as what is often called “psychological harassment” or “personal harassment”. Under the Human Rights provincial law the code gives everyone equal rights and opportunities without discrimination or harassment. This policy is not intended to limit or constrain the reasonable exercise of management functions in the workplace even if these functions are undesirable, such as;
· rescheduling of work assignments
· job assessments and evaluations,
· workplace inspections
· disciplinary actions
· dress code
· Differences of opinion or minor disagreements between co-workers do not constitute workplace harassment.
· Any definition that would constitute Workplace Violence would not be considered as Workplace Harassment.
Employees are encouraged to report any incidents of workplace harassment to their Supervisors / Director, there will be no negative consequences for reports made in good faith. The organization will investigate and deal with all concerns, complaints, or incidents of workplace harassment in a fair and timely manner while respecting workers privacy as much as possible.
- Reporting the incident immediately to your Supervisor or Executive Director who will assess the situation and ensure that the code of conduct set out by the Discovery School Based Program and Human Rights Code is being adhered to.
2. The Supervisor /Human Resource personnel and or Director will gather all the information needed from both parties to make an informed decision.
3. The same will mediate with the employees to ensure any misrepresentations are cleared up.
4. Consultation with outside parties (Ministry of Labour) may be warranted before reaching a decision.
- A report will be filled out outlying the situation for the organizations records and /or ministry regulations and appropriate consequences will be implemented in settling of the situation.
Nothing in this policy prevents or discourages a worker from filing an application with the Human Rights Tribunal of Ontario on a matter related to Ontario’s Human Rights Code within one year of the last alleged incident. A worker also retains the right to exercise any other legal avenues that may be available.
The Discovery School Based Childcare Program will adapt a workplace violence policy to ensure the safety, well-being and a respectful workplace for all employees. The Discovery Program is committed to the prevention of workplace violence and is ultimately responsible for workers health and safety. We will take whatever steps are reasonable to protect our workers from workplace violence from all sources.
Workplace Violence is defined as the exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to a worker, it also includes:
· Attempt to exercise physical force against a worker in a workplace, that could cause physical injury to the worker; and a
· Statement or behavior that an employee could reasonably interpret as a threat to exercise physical force against a worker in a workplace, which could cause physical injury to the worker.
Examples of Workplace Violence include:
· Verbally threatening to attack a worker
· Leaving threatening notes at or sending threatening e-mails to a workplace
· Shaking a fist in a worker’s face
· Wielding a weapon at work
· Throwing an object at work
· Hitting or trying to hit a worker
· Sexual violence against a worker
· Kicking an object against a worker is standing on such as a ladder; or
· Trying to run down a worker using a vehicle.
Violent behavior in the workplace is unacceptable from anyone. This policy applies to all staff including Directors, Supervisors and to all visitors including second party agencies working with children in the Discovery School Based Childcare Program and to all volunteers and placement students. Everyone is expected to uphold this policy and to work together to prevent workplace violence.
There is a Workplace Violence Program that implements this policy. It includes measures and procedures to protect workers from workplace violence, a means of summoning immediate assistance and a process for workers to report incidents, or raise concerns.
This program includes;
a) Measures and procedures to control the risks identified in the assessment required under subsection 32.0.3(1) as likely to expose a worker to physical injury;
b) Measures and procedures for summoning immediate assistance when workplace violence occurs or is likely to occur;
c) Measures and procedures for workers to report incidents of workplace violence to the employer or supervisor ;
d) How the employer will investigate and deal with incidents or complaints of workplace violence; and
e) Any other elements prescribed in the regulation
The Workplace Violence Program may incorporate or reference existing programs procedures or protocols related to workplace violence. For example there could be existing procedures for emergency situations, incident reporting or personal safety.
· The measures and procedures in a workplace violence program must address the risks and conditions specific to that workplace.
The Discovery School-Based Childcare Program as the employer will ensure this policy and the supporting program are implemented and maintained and that all workers and supervisors have the appropriate information and instruction to protect them from violence in the workplace.
Supervisors will adhere to this policy and the supporting program. Supervisors are responsible for ensuring that measures and procedures are followed by workers and that workers have the information they need to protect themselves.
Every employee must work in compliance with this policy and the supporting program. All employees are encouraged to raise any concerns about workplace violence and to report any violent incidents or threats. Reporting procedure will consist of;
1. Reporting the incident immediately to your Supervisor or Executive Director who will assess the situation and ensure that the code of conduct set out by the Discovery School Based Program and Human Rights Code is being adhered to.
2. The incident will be dealt with promptly to determine the source of the problem and this will be documented for reporting /tracking purposes. The employee will be made to review the workplace violence policy to ensure that they are following proper procedures.
3. Depending on the situation the violent employee may need to take time off to address issues being exhibited and/or the police may be called to deal with the situation.
4. A report will be filled out outlying the situation for the organizations records and /or ministry regulations.
The Ministry of Labour encourages internal resolution of complaints, but if concerns remain, workplace parties can contact the nearest Ministry of Labour office. www.labour.gov.on.ca
The Discovery School Based Program pledges to investigate and deal with all incidents and complaints of workplace violence in a fair and timely manner, respecting the privacy of all concerned as much as possible. Discovery will uphold this policy to ensure a respectful workplace and the well-being of all its employees, children and families.
Standard First Aid & CPR
Ontario Regulation 137/15 58(2) Every licensee shall ensure that every employee working at a child care centre and every provider of home child care or in-home services has a valid certification in standard first aid, including infant and child CPR, issued by a training agency recognized by the Workplace Safety and Insurance Board or otherwise approved by a director.
Policy
The Discovery Program will ensure that every employee working within ratio at the childcare centre has a valid certification in standard first aid, including infant and child CPR (C and/or B) issued by a training course approved by WSIB. The Corporation of the City of Windsor has selected SECOND CHANCE CPR as the training provider for the Standard First Aid/ CPR Full and Re-certification training opportunity for Early Learning Professionals working in Child Care in Windsor and Essex County. At no time will an employee work in ratio without a valid certification. Certificates of Standard First Aid and Infant/Child CPR will be kept in the staff’s file for confirmation.
Vulnerable Sector Check Policy
Purpose
To ensure that the Discovery Program is a safe and secure environment for all children, employees, volunteers, visitors, special guests, and students, etc. must have a Vulnerable Sector Check completed, or an attestation or letter from their employer certifying that they have a valid VSC. The purpose of this policy is to promote the best interests, protection and well-being of children in our care and the staff we employ. The Discovery Program is responsible to support children’s well-being while complying with the Child Care Early Years Act, 2014. Vulnerable Sector Checks are intended to screen out individuals who are not suited to work with children and to protect children from the risk of abuse or neglect.
Policy
The Discovery Program will ensure that appropriate screening measures are taken before allowing any of the above to engage with children/vulnerable persons entrusted in our care. New employees can start employment with the Discovery Program while they are waiting for the VSC to return. They will be scheduled with an additional employee and the schedule shows they are not working alone. A copy of the original receipt must be handed into the office as proof that the Vulnerable Sector check is in process.
Ontario Regulations requires all persons will complete a vulnerable sector check every 5 years and signing an Offence Declaration each year in between. The VSC forms part of the hiring procedure, and all hiring decisions are the complete responsibility of the agency.
Procedure
1. Upon the successful recruitment of any person to the Discovery Program they will be
required to follow through with a Criminal record check and Vulnerable Sector Check.
2. The person must show proof of negative results for the search of;
a. Sexual Interference
b. Child Pornography
c. Duty of Persons to Provide Necessaries
d. Murder
e. Infanticide
f. Convictions under the Criminal Code of Canada
3. Discovery will keep all documents and information in the strictest of confidence. Vulnerable Sector Check/ Offence Declaration information provided by the police to agencies for employment screening can be used only for hiring/ termination purposes and will not be addressed with other agencies or references. The Administrative team for Discovery Child Care will review the Use of Information found on the VSC to determine if a staff will be allowed to continue working or will be terminated. When or if a criminal offence has taken place, a meeting will be held with the employee and Board Members to discuss the severity of the offense. Upon that meeting a decision will be decided to further employment or to termination. When submitting a VSC or Offence Declaration that has an offence stated the document will be placed in a sealed envelope with the Executive Director’s signature across the seal. It will stay sealed at that employee’s site location until the Program Advisor opens it.
4. The cost of the criminal reference check is the responsibility of the applicant or volunteer. Reimbursement will be given after 1 year of employment, as long as a receipt is provided as proof of payment.
5. A successful applicant having a VSC within a 6-month time frame may be approved upon the Director’s discretion.
6. Subsequent VSC’s will be done prior to every 5th anniversary date before the VSC expires.
7. Offence declarations will be signed off each year except when the criminal sector check has been obtained. This must be completed within 15 days after the anniversary date of the declaration or VSC. Aligning Offence Declaration Schedules - We have set October 15, as an anniversary sign off date for all staff to sign their offence declaration. If the anniversary date falls on a weekend or holiday, we will sign off declarations on the following business day. Staff offence declarations that need to be renewed before our program anniversary date, will sign 15 days after their VSC anniversary and then sign off with the group anniversary date.
8. The applicant must also sign a Confidentiality Agreement, to assure the discretion of information he/she may be privy to.
Human Rights Issues: The use of information obtained through the Canadian Police information system regarding outstanding criminal code charges and criminal code convictions for which a pardon has not been granted does not contravene the Ontario Human Rights Code.
INCLUSION, ACCESS & EQUITY POLICY
PURPOSE:
The Discovery Program certifies its commitment to eliminate attitudes and behaviour directed at an individual or group based on race, ancestry, place of origin, colour, ethnic, background, citizenship, religious belief, or non-belief, creed, gender, sexual orientation, age, physical challenges, education, and marital, economic or family status. To provide an opportunity for staff, board members, children, and families to be free from bias, racism and discriminatory behaviour by taking a proactive approach to indifference by teaching and modeling positive interactions and conflict resolution skills.
The Discovery Program is committed to the inclusion of all children in our childcare program, regardless of their diverse strengths and needs. Inclusion considers that all children will learn together in environments that provide services, supports and supplements for all children as needed. The principle of inclusion goes beyond physical integration and fully incorporates values that promote equity, participation and a celebration of diversity.
POLICY:
Discovery believes that it is essential to have a positive, and responsive, learning environment based on each child’s developmental level, strengths, needs, interests, experience, and values. We will create inclusive quality programming, where parents are an integral part, working with staff to create Individualized Plans for their children when required. We will work with community partners, such as Children’s First and the City of Windsor, to enhance our abilities to support children with special needs through training and consultation. Discovery staff will access specialize advice and appropriate training in developing and implementing an inclusive program, building on existing strengths and accessing additional resources when required. We offer encouragement and support, cherishing each child’s creativity and expression, and promote the well-being of the child in all developmental areas. Discovery will encourage staff to work together to accomplish shared, identified goals. Curriculum and classroom modifications and implementation of individual program plans are decisions that are made through collaboration between Discovery staff, the parents and the special needs delivery agent.
You can improve the health and safety in your workplace by;
· Wearing the appropriate protective equipment.
· Continue to use safe work practices
· Ask question for clarification
· Attend and participate in educational programs
· Identify and report hazards
· Ensure health and safety issues are resolved or updated.
When everyone works together, we can really be healthy, safe and successful.
