Crèche Childcare Centre: Policies

Accessibility policy for the customer service standard under AODA

Sunnybrook Crèche Child Care is committed to developing policies, practices, and procedures that provide accessible quality services to its clients and their children. Services will be provided to clients with disabilities in a manner that promotes and respects dignity, independence, integration and equal opportunity.

Sunnybrook Crèche Child Care is dedicated to ensuring all programs and services are accessible to clients and their children in accordance with Ontario Regulation 429.07 Accessibility Standards for Customer Services.

Sunnybrook Crèche Child Care will endeavor to ensure that the Policy and related practices and procedures are consistent with the following four (4) core principles:

1. Dignity - Persons with a disability must be treated as valued clients as deserving of service as any other customer.
2. Equality of opportunity - Persons with a disability should be given an opportunity equal to that given to others to obtain, use and benefit from our services.
3. Integration - Wherever possible, persons with a disability should benefit from our services in the same place and in the same or similar manner as any other customer. In circumstances where integration does not serve the needs of the person with a disability, services will, to the extent possible, be provided in another way that takes into account the person’s individual needs.
4. Independence – Services must be provided in a way that respects the independence of persons with a disability. To this end, we will always be willing to assist a person with a disability but will not do so without the express permission of the person.

Sunnybrook Crèche Child Care provides services to all children and their families including those with disabilities. Every effort will be made to ensure the following:

1.  The service will be provided in a manner that respects the dignity and independence of persons with disabilities.
2.  The provision of services to clients with disabilities, and other will be integrated unless an alternative measure is necessary, whether temporarily or permanently, to enable clients with a disability to participate in the services offered by Sunnybrook Crèche Child Care.

1. Communication
Sunnybrook Crèche Child Care is committed to communicating with clients with disabilities in different or 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 of a client’s dignity and independence.

Alternative methods of communication will be provided as requested. Staff will be trained to communicate with clients over the telephone in clear and plain language and to speak clearly and slowly.

2. Use of assistive devices
Assistive Devices, guide animals and/or support persons may be used by clients to assist in accessing services at Sunnybrook Crèche Child Care.

Sunnybrook Crèche Child Care may require a person with a disability to be accompanied by a Support Person where it is necessary to protect the health or safety of the person with a disability or the health or safety of others on the premises.

Sunnybrook Crèche All service animals must have proof of inoculations/vaccinations required under the Day Nurseries Act

Sunnybrook Crèche Staff and volunteers will be properly trained in how to interact with clients with disabilities who are accompanied by a service animal a support person or an assistive device.

The use of such items must be in compliance with the regulations outlined in the Day Nurseries Act and the Toronto Operating Criteria or other regional requirements.

3. Notice of temporary disruptions
Sunnybrook Crèche Child Care will notify clients if there is a planned or unexpected disruption of a facility or service persons with a disability use to access our services. The notice will be posted at the entrance of the applicable premises and as well as being provided verbally, electronically or in person as applicable. The notice will include the following information:

• That a facility or service is unavailable.
• The anticipated duration of the disruption.
• The reason for the disruption.
• Alternative facilities or services, if available.
  
  

AODA requires Organizations to implement a feedback method that allows clients to provide feedback on perceived barriers, including how to ask for assistance.

Sunnybrook Crèche Childcare accepts feedback in a variety of ways including in person, by telephone, in writing or electronically. Our feedback protocol requires Sunnybrook Crèche Childcare to respond to all client inquiries within seven business days.

5. Training and records
Sunnybrook Crèche Child Care will provide training and ongoing training as required under the Act, to all persons to whom this Policy applies as well as to those persons charged with developing this Policy and related procedures and practices.

Training will include:

1. A review of the purpose of the Act and requirements of the Standard.
2. A review of the Policy.
3. How to interact and communicate with persons with various types of disabilities.
4. How to interact with persons with a disability who use an Assistive Device or require the assistance of a Service Animal or Support Person.
5. 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.
6. What to do if a person with a disability is having difficulty accessing our premises and/or services.
   
   

B. 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.

C. 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

The above policies and procedures will apply to all services that are delivered by Sunnybrook Crèche Child Care including services delivered in person, by telephone, electronically, visually, orally or by written materials.

All Accessibility Policies of Sunnybrook Crèche Child Care are available to our clients. Alternative formats are available upon request.

Approved by the Sunnybrook Creche Board October 2011

Workplace harassment policy

Commitment statement:

At Sunnybrook Crèche Child Care Centre, the health and safety of our employees is paramount. Priority is given to protecting our employees and our visitors from harassment and discrimination. Such conduct interferes with everyone’s ability to perform their job and is not in keeping with the Center’s philosophy of trust and mutual respect. By working together, and giving the utmost attention to the safety and well being of each other, we will meet our shared objective of a healthier and safer working environment for all.

Sunnybrook Crèche’s employees, clients, parents and board are entitled to be treated with dignity and respect and have a work environment free from harassment and discrimination as prescribed by The Human Rights Code in Ontario and the Occupational Health and Safety Act. This policy applies to all employees, clients, parents and board members representatives of Sunnybrook Crèche while in the workplace, during work related field trips or travel, or during any work-related and/or social functions.

Employees are expected to assist Sunnybrook Crèche in its attempts to prevent and eliminate harassment in the workplace. Sunnybrook Crèche will treat any form of harassment that occurs in the workplace seriously irrespective of the alleged perpetrator’s position. Nothing in this policy limits an individual’s right to file a complaint with the Human Rights Commission or the Ministry of Labour should they feel the situation warrants such action.

Definition: The Occupational Health and Safety Act defines workplace harassment as “engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome.”

Harassment and discrimination can take the following forms including:

Discrimination-based harassment
Includes any verbal or physical conduct, that may reasonably be perceived as denigrating or showing hostility or aversion toward an individual because of the individual’s race, colour, religion, gender, sexual orientation, national origin, age, disability, or other status protected by law, or because of the protected status of the individual’s relatives, friends, or associates.

This type of harassment includes, but is not limited to:

1. Epithets, slurs, negative stereotyping, demeaning comments, including comments pertaining to a person’s dress, accent or other cultural differences, or intimidating acts that are based on an individual’s protected status; and/or
2. Written or graphic material (whether by printed or electronic media) circulated within or posted within the workplace that shows hostility toward or is demeaning to an individual or group because of his or her protected status.

Sexual Harassment
Generally there are two types of sexual harassment:

1. Repeated sexual advances or solicitations made by a person where such person knew or ought reasonably to have known that the advance was unwelcome; and/or
2. A reprisal or threat of reprisal for the rejection of a sexual solicitation or advance made by a person who is in a position to grant or deny a benefit.

Behaviours constituting harassment:

• Differential treatment of employees or co-workers based on race, gender, ethnicity, etc.;
• Verbal or written comments, jokes, teasing, and/or other communication of a sexual nature;
• Demeaning language based on gender or sexual preference;
• Graphic comments about an individual's body;
• The use of sexually degrading words to describe an individual;
• The display of sexually suggestive objects and/or pictures in the workplace;
• Foul or obscene language and/or gestures;
• Unwanted physical conduct such as patting, pinching, and/or brushing up against another person’s body;
• A promise of better treatment in return for sexual favours; and/or
• Indirect or expressed threats for refusal of a sexual request.

Responsibilities of board members, directors and coordinators:

• Promote a harassment-free workplace;
• Provide employees with information and instruction regarding the workplace policy and program with respect to workplace harassment including appropriate steps to be taken and investigation procedures;
• Take every reasonable precaution for the protection of the worker;
• Ensure employees understand who to contact regarding concerns about the policy or when to report an incident;
• Model behaviour, which helps support a positive work environment;
• Ensure the workplace is free from harassment and discrimination;
• Respond to complaints brought to their attention.
• Respect the confidentiality and sensitivity of such issues;
• Document all information and investigation results;
• Request that an investigation into allegations of harassment be conducted where appropriate; and
• If witnessing harassment or elements of a poisoned work environment, take action.

Responsibilities of employees:

Compliance with this policy is the responsibility of all employees;

• Employees must avoid any behaviour or conduct that could reasonably be interpreted as a violation of this policy;
• Employees must maintain a work environment free from discrimination and harassment;

Process for making harassment complaints:

For less serious incidents of harassment, if employees have witnessed or experienced conduct which they believe to be inconsistent with this policy, they have a responsibility to:

Step 1:

• Make the objection clearly known to the offender.
• Ask the individual to stop the behaviour.
• Where an employee approaches another employee with a workplace harassment complaint/concern, s/he should clearly state that the perceived action/behaviour is viewed as harassment under the terms of the center’s policy.
• In certain circumstances, it may be inappropriate or the employee may feel uncomfortable in asking the individual to stop. In this case, the behaviour should be directly reported to their Director.
• If the behaviour continues after making the objection known, or is more serious in nature, contact your Director.
• A written record of the action/behaviour and complaint should be provided to your Director including the dates, times, nature of the action/behaviour, and witnesses (if any).

Investigation process:

• All complaints will be investigated promptly.
• All those directly involved and witnesses will be spoken with.
• Notes/statements will be prepared during each interview, reviewed by the person(s) being interviewed and signed for accuracy.
• Records or other documents relevant to the incident being investigated (this may include work schedules, complaints and observation notes and may involve taking pictures of the scene) will be reviewed.
• Relevant collective agreement or employment contract language or organizational policies/procedures will be reviewed.
• Depending on the scope of the investigation, employees may need to seek the assistance of the Director.
• A final summary/report of the investigation will be prepared.

Corrective action:

Any employee found to have engaged in conduct that violates this policy will be subject to discipline, up to and including termination of employment. Because allegations of harassment are very serious, frivolous complaints found to have been made for improper purposes will result in disciplinary action being taken against the complainant.

Approved by Creche Board May 2010

Workplace violence policy

Commitment Statement

At Sunnybrook Crèche, the health and safety of our employees is paramount. Priority is given to protecting our employees and our visitors from violence and/or intimidating behaviours. Such conduct interferes with everyone’s ability to perform their job and is not in keeping with the Center’s philosophy of trust and mutual respect.

By working together, and giving the utmost attention to the safety and well-being of each other, we will meet our shared objective of a healthier and safer working environment for all.

Sunnybrook Crèche’s, employees, client’s, parents and Board are entitled to have a work environment free from violence and intimidating behaviours as prescribed by the Occupational Health and Safety Act. This policy applies to all employees, clients, parents and Board of Sunnybrook Crèche while in the workplace, during work related field trips or travel, or during any work-related and/or social functions.

Employees are expected to assist Sunnybrook Crèche in its attempts to prevent and eliminate violence in the workplace. Sunnybrook Crèche will treat any form of violence that occurs in the workplace seriously irrespective of the alleged perpetrator’s position.

Nothing in this policy limits an individual’s right to file a complaint with the Ministry of Labour should they feel the situation warrants such action.

Definition

The Occupational Health and Safety Act defines workplace violence as:

• The exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker;
• An attempt to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker;
• A statement or behaviour that is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker.

Forms of workplace violence

• Usually enters the place of work on the pretense of being a customer.
• Normally commits robbery or other violent act

Violence by customers/clients/parents

• May be an expected or unexpected situation.

Violence by co-workers

• Could include; current employee and manager, former employee and manager, a prospective employee, and may occur inside or outside the workplace.

Violence by personal relations

• This includes spouse, partner, relative, or friend and usually occurs when a personal dispute occurs with the worker and enters the workplace to harass, threatens, injure, or kill the employee.

Behaviours constituting workplace violence

Such threats or acts include, but are not limited to:

• Harming or threatening to harm any employee or guest;
• Damaging or threatening to damage property or the property of any employee or guest;
• Possessing a dangerous weapon or incendiary device on property without prior authorization;
• Engaging in stalking behaviour of any employee;

Responsibilities of board members, executive directors and supervisors

• Assess risks of violence at Sunnybrook Crèche;
• Promote a non-violence workplace;
• Provide employees with information and instruction regarding the workplace policy and program with respect to workplace violence including appropriate steps to be taken and investigation procedures;
• Take every reasonable precaution for the protection of the worker;
• Inform employees of potential risk situations;
• Ensure employees understand who to contact regarding concerns about the policy or when to report an incident;
• Model behaviour, which helps support a positive work environment;
• Ensure the workplace is free from violence;
• Respond to complaints brought to their attention.
• Respect the confidentiality and sensitivity of such issues;
• Document all information and investigation results;
• Request an investigation into allegations of violent situations be conducted; and
• If witnessing elements of a poisoned work environment, take action.

Responsibilities of employees

• Compliance with this policy is the responsibility of all employees;
• Employees must avoid any behaviour or conduct that could reasonably be misinterpreted as a violation of this policy;
• Employees must maintain a work environment free from violence, and/or intimidation;
• Call 911 if the situation warrants it and you find a peer or yourself in immediate danger.

Process for making violence-related complaints

If employees have witnessed or experienced conduct which they believe to be inconsistent with this policy, they have a responsibility to:

• Call 911 if the situation warrants it and you find a peer or yourself in immediate danger.
• Make the behaviour/actions known to your Director or person in charge.
• A written record of the action/behaviour should be provided the Director including the dates, times, nature of the action/behaviour, and witnesses (if any).

Removal of a person from the workplace

Any person who makes substantial threats, exhibits threatening behaviour, or engages in violent acts against employees, visitors, guests, or other individuals while on Sunnybrook Crèche’s property shall be removed from the premises as quickly as safety permits, and shall remain off the premises pending the outcome of an investigation.

Employees are not to remove individuals from the premises. Assistance must be requested from the Police or security.

Investigation process

• All complaints will be investigated promptly.
• All those directly involved and witnesses will be spoken with.
• Notes/statements will be prepared during each interview, reviewed by the person(s) being interviewed and signed for accuracy.
• Records or other documents relevant to the incident being investigated (this may include safety reports, incident reports, work schedules, injury reports, complaints and observation notes and may involve taking pictures of the scene) will be reviewed.
• Relevant collective agreement or employment contract language or organizational policies/procedures will be reviewed.
• Depending on the scope of the investigation, employees may need to seek the assistance of the Director.
• A final summary/report of the investigation will be prepared.

Corrective action

Any employee found to have engaged in conduct that violates this policy will be subject to discipline, up to and including termination of employment. Because allegations of acts of violence are very serious, frivolous complaints found to have been made for improper purposes will result in disciplinary action being taken against the complainant.

Confidentiality

Employees should feel secure in knowing that their concerns will be handled discreetly and sensitively. As such, employee issues will usually remain between the employee, and their Supervisor. On occasion, however, an investigation may require consulting with another employee, Director, or the Chair on the Board, in order to ensure an appropriate resolution. In such cases, the employee will be consulted prior to involving others.

Approved by Creche Board May 2010