Just Little Kidz Staff Handbook

Our mission statement

Just Little Kidz is committed to providing a dynamic and responsive learning environment where children are presented with opportunities to develop into confident responsible young people. All staff aim to meet the range of children’s needs and actively promote harmonious relationships.

All staff will strive to remove barriers to access, participation, progression, attainment, and achievement in order to achieve better outcomes for our children.

We are committed to the development of the whole person within a supportive, secure, and creative environment.

In addition to supporting children’s educational well-being, we are committed to teaching children to recognise and maintain mental well-being through meditation and mental stimulation activities.

Our ethos

Ensuring that no young learner is educationally, socially, and emotionally disadvantaged, and can explore their imagination through being themselves.

Our core statement on behaviour

This handbook details staff regulations, policies, and procedures, however, please feel free to speak to the Nursery Manager or Just Little Kidz at any time during your employment with the nursery if there is anything that is not covered in this book or if you have any worries or concerns.

For general information and in case of an emergency the nursery can be contacted on 0208 088 8784. The following managers can also be contacted: Kimberley Ross, Maxine Ross and Rowan Ross.

Please only contact the above on their personal numbers in an extreme emergency and you are not able to get through on the designated work number.

Nursery Manager, Deputy Manager, Qualified Practitioners, Unqualified Practitioners, Bank Staff/volunteers students. Staff will be issued with Just Little Kidz Nursery tabards, hoodies, or polo T-shirts. The uniform regulations are:

• Staff are to wear sensible black non-slip flat shoes at all times. Trainers may be worn as long as they are smart with no holes. Heels on shoes are not allowed, no backless shoes. Boots are permitted if considered sensible by the Manager. Sandals with backs are permitted. Slippers may be worn in the rooms with your manager’s permission. Slippers should be smart with no holes.
• Smart casual dress is required consisting of polo shirt, hoodie, trousers, leggings, skirts, tailored shorts or tracksuit bottoms can be worn.
• Standard Just Little Kidz Nursery hoodie/tabards/polo t shirts will be issued and should be worn at all times.
• No heavy make-up or heavy jewellery, which could harm the children, is to be worn.
• Hair must be tied back where possible.
• Fingernails should be kept short whilst at work for the safety of the children.
• No smoking in uniform.
• Mobile phones are not to be used during working hours and should be switched off. In matters of emergency, staff may be contacted on the main nursery telephone number.
• Personal hygiene is essential and must be always maintained. You are expected to always maintain a high standard of dress and hygiene whilst engaged on company business. The overall image of a uniform is to look smart and look part of a team.
• Whilst any item of uniform is being worn which identifies yourself with the nursery then all uniform regulations come into effect even if you are off duty.
• As some items may fit the above criteria but may not be suitable for this working environment, the Management reserves the right to decide whether an item of clothing is suitable to wear for work or not.
• You are responsible for the care and maintenance of the nursery issued clothing. Any loss / damage or discoloration of a garment will need to be replaced at a cost to you. On the termination of your employment either by you or the company you must return any issued uniform or items belonging to the nursery. Failure to do so will result in the replacement costs of the issued uniform being deducted from your final pay.

To ensure safer recruitment methods are practised when employing staff for the nursery we always use the following as vetting tools and staff’s performance is reviewed regularly. Nursery Managers have overall responsibility for the recruitment of qualified and suitable employees. Managers / Deputies or Staff conducting interviews will have undertaken accredited Safer Recruitment Training.

Job description

There will be a job description for every position and the job description will provide detailed guidance to applicants on their role. The job description will include a statement on the responsibility of the member of staff to safeguard and promote the welfare of children.

Advertising

The posts will be advertised widely, and job adverts will clearly state the position required skills, knowledge expected qualifications and experience. Adverts will also include the hours and salary for the position. Job adverts will inform applicants that an enhanced Disclosure and Barring Service Certificate (DBS) will be required for the post.

Applications

The applicants will be asked to provide an up-to-date CV explaining any gaps in their employment history.

Shortlisting

Applicants will be shortlisted according to the criteria set out in the job advert by the named recruitment officers. Please note that it is not always necessary to shortlist.

References

All applicants will need to provide references. One reference must be from the applicant’s current or most recent employer. Written references must be followed up by a telephone call to verify authenticity.

Interviews will be undertaken by at least two people and one of the interviewers will have completed the Safer Recruitment Training course. Prior to the interview, applicants should be informed of the documents they will need to provide as evidence of their identification and in support of their qualifications. Pre-agreed questions based on the post will be used to conduct the interview and responses will be recorded. Any discrepancies on the application form or gaps in employment should be explored at the interview, as well as any individual questions arising from references or the interview. The interviewers will check whether the applicant is suitable for work with children.

Checks

The applicant’s identity will need to be verified with photographic proof e.g., a passport or driving licence. The applicant’s qualification will need to be verified by the original documents. The applicant’s right to work in the UK will be confirmed through scrutiny of appropriate documents. The applicant’s health and physical capacity to undertake the role will be verified.

Just Little Kidz has a duty under the Children’s Act and other enactments to ensure that all staff are suitable for the job. To ensure that all members of staff, volunteers and students who come into contact with children are suitably vetted by carrying out DBS checks. The person in charge of the DBS process/who manages the process are the management team, who are responsible for ensuring that:

1. The policy for enhanced DBS checks is adhered to in the application process for staff, volunteers and students.
2. Staff files, the Single Central Staff Record and DBS’s are kept up to date for all staff and volunteers.
3. All checks are subject to a regular review (every 3 years) and are kept current.

If you are already police-checked by a previous employer, you will need a new one for Just Little Kidz unless you use the online update service. The Manager will apply for a new police-check bearing the Just Little Kidz name.

All staff DBS Unique Reference Numbers and the dates on which they were obtained are stored on the ‘Single Central Staff Record’ and in staff’s individual files.

Disqualification

The enhanced DBS checks form part of the disqualification register checks required under the Childcare Act 2006 to ensure individuals are suitable to work with children. Just Little Kidz has a duty to inform Ofsted of any relevant information which may lead to the disqualification of an employee. Just Little Kidz must take appropriate action to ensure the safety of children. Just Little Kidz must give Ofsted the following information when relevant:

• Details of any order, determination, conviction, or other ground for disqualification from registration under regulations made under section 75 of the Childcare Act 2006;
• The date of the order, determination or conviction, or the date when the other ground for disqualification arose;
• The body or court which made the order, determination or conviction, and the sentence (if any) imposed; and
• A certified copy of the relevant order.

In relation to an order or conviction Just Little Kidz will inform Ofsted as soon as it is reasonably practicable, but at the latest within 14 days of the date the provider became aware of the information.

Decision to appoint

Successful interviewees will be sent an employment offer letter clearly stating that the position is subject to a clear DBS check and satisfactory references.

Commencement of employment

Successful candidates will be required to undertake the Just Little Kidz induction training, which guides them through the company’s policies and procedures. Once the induction training has been fully completed the member of staff will be asked to sign to say that they have understood and agree to follow the policies and procedures, and induction forms. The staff file checklist must be completed with copies of all relevant documents attached.

Probation period

All new staff will be subject to a 6-month probation period, which may be extended if necessary. Reviews take place after 1 month and 3 months during probation, and then continue at 8 months and 12 months, or more regularly if required. All staff will be expected to sign the ‘Annual Self Declaration of Criminal Offences’ on a yearly basis at staff appraisals. It is the individual’s responsibility to inform Just Little Kidz if there are any changes to their circumstances in between reviews.

You should give at least four weeks’ notice of your intention to take holidays of a week or more and two weeks’ notice is required for odd single days. Holidays must be taken at a time convenient to the Company and only one employee at his / her place of work may be on Holiday at any one time.

• Holidays are given on a first come, first served basis. Because of this, requests for holidays which are deemed to be unfair and unreasonable to the rest of the team may be refused. For example, a request for 5 Fridays in a row may be refused as this would block off 5 whole weeks for staff based at that Nursery.
• All holidays booked must be agreed by the Nursery Manager via the Bright HR app.
• Your manager will make every effort to ensure that holiday requests are granted wherever possible; however, there may be occasions when a request will have to be refused. Your manager’s decision on holiday requests is final and not negotiable.
• Any un-taken holiday may not be carried forward to the next year and payment will be made in lieu of any un-taken holiday.
• No holiday should be booked before the Manager has given prior consent.
• No holiday entitlement may be taken during the first 3 months of the 6-month probation period unless discussed and agreed by the Nursery Manager.
• No unpaid leave will be authorised unless special circumstance agreed first by the management team.
• The nursery is closed for one week in August and staff are obliged to take this period as holiday which will be automatically deducted from their annual entitlement.

On termination of employment holiday entitlement will be calculated to the nearest full month worked. Holiday pay is made at your basic rate, and if you leave having taken more than your accrued holiday entitlement, the company reserves the right to deduct the appropriate amount from your salary.

You are normally expected to ensure that appointments to visit the doctor, dentist, hospital etc. are made in your own time and outside normal working hours unless prior arrangements have been made with the Nursery Manager. If this is not reasonably practicable, time off work will be permitted to attend such appointments providing that the appointment is substantiated with an appointment card (if requested) and the timing of the appointment causes as little disruption as possible, i.e., at the beginning or end of the working day. You will be paid for the time lost at the discretion of the Company.

In the event of the death of an immediate family member, i.e.: spouse/partner/mother/father/son/daughter, employees will be granted appropriate time off work, the amount of which will be at the Company’s discretion. In the event of the death of an extended family member i.e.: grandfather/grandmother/sibling/grandchildren or close friend, the Company will consider requests for leave and grant it at its discretion. Payment will be at the discretion of the Company, after careful and sympathetic consideration has been given to individual circumstances.

We recognise and respect that there will be occasions when you will need to take time off work to deal with unexpected events involving one of your dependants or someone close to you. All staff therefore have the right to take a reasonable amount of unpaid time off work to deal with certain situations affecting their dependants. We are committed to a programme of action to make this policy effective and to bring it to the attention of all staff or employees. No-one who takes time off in accordance with this policy will be subjected to any detriment.

You have a right to take a reasonable amount of unpaid time off work when it is necessary to:

• provide assistance when a dependant falls ill, gives birth, is injured or assaulted;
• make longer-term care arrangements for a dependant who is ill or injured;
• take action required in consequence of the death of a dependant;
• deal with the unexpected disruption, termination or breakdown of arrangements for the care of a dependant; and/or
• deal with an unexpected incident involving their child during school hours (or those of another educational establishment).

A dependant for the purposes of this policy is: (a) Your spouse, civil partner, parent, or child; (b) a person who lives in the same household as you, but who is not your tenant, lodger, boarder or employee; or (c) anyone else who reasonably relies on you to provide assistance, make arrangements or take action of the kind referred to above.

Parental leave

Parental leave is the right for any employee (with at least one year’s service) to take up to 18 weeks’ unpaid leave in respect of each child (assuming that the purpose of the leave is to care for the child). Usually, this leave can only be taken in blocks of a week and usually no more than four should be taken at any one time (and no more than four weeks can be taken in any one year). Employees do have to give at least 21 days’ notice of their intention to take parental leave.

You may be entitled to (unpaid) parental leave as follows: (a) before the child’s fifth birthday; or (b) in the case of an adopted child, before the fifth anniversary of the date of placement or, if sooner, the child’s 18th birthday; (c) in the case of a child entitled to a disability living allowance, before the child’s 18th birthday. Special rules apply in each of the above cases. Please consult the Company Manager if you consider you meet any of the above criteria.

Paternity leave / pay

You will be entitled to choose to take either 1 week or 2 consecutive weeks’ paternity leave (not odd days) if you:

• (a) Have been continuously employed for at least 26 weeks prior to the 15th week before the expected week of childbirth (‘EWC’) or by the week in which an Approved Adoption Agency matches you with a child.
• (b) Continue to work for the Company from the 15th week before the EWC up to the date of the baby’s birth.
• (c) You must have given notice of your intention to take the leave in or before the 15th week before EWC, specifying the EWC, length of period you have chosen to take and the date you have chosen the leave to begin which must be a date on or after the date your baby is born.
• (d) Have or expect to have responsibility for the child’s upbringing and are either the biological father of the baby or are the mother’s husband or partner (which includes same-sex partners).

Your leave must be completed within fifty-six days of the actual date of birth of your baby, unless they are born earlier than expected, in which case you must take your leave between the birth and fifty-six days from the first day of the expected week of birth.

You will be paid statutory paternity pay (SPP) for this leave at the standard rate or 90% of your average weekly earnings if this is less, if you have provided the Company with a completed self-certification form as evidence of your entitlement to SPP and have notified the Company at least 28 days before the commencement of your paternity leave. A model self-certification form called “SC3 Becoming a Parent” is produced by H M Revenue and Customs and may be obtained on their website.

In respect of paternity leave where the child has been adopted, you must provide notification in writing of your intention to take leave in respect of a child no more than seven days after the date on which you are notified of having been matched with a child or if that is not reasonably practicable, as soon as is reasonably practicable. Certain information must be given. Please contact the Company for further information.

Adoption leave pay

If you are adopting a child and you meet certain qualifying conditions you have the right to take 26 weeks Ordinary Adoption Leave and the right to an additional 26 weeks of absence. Statutory adoption pay is payable for up to 26 weeks at the standard rate set by the Government or 90% of your average weekly earnings if this is less.

You are entitled to time off work to fulfil your obligations with regards to jury service. If you are summoned to attend for jury service you must notify the Company immediately on receipt of the jury summons, giving details of the dates you are required to attend court and providing a copy of the summons. If you are retained on jury service for a prolonged period, you have an obligation to notify the Company and you must keep in regular contact throughout. Following your release from jury duties you must return to normal working immediately. If on any day during the period of jury service you are released early, you must make every effort to attend work on that day. If in doubt, please contact the Company for guidance.

You are reminded that an expenses claim should be submitted to the court in accordance with the available allowances for travelling, subsistence, and your financial loss. You are not entitled to payment from the Company for this time off as you can claim allowances from the court.

The staff sickness policy is designed to encourage early recognition of health problems and to assist in the management of these to the benefit of the employee and the nursery.

Reporting sickness absence

Any sickness absence should be reported to the Nursery Manager or their Deputy or Third in Charge wherever possible by the evening before they are due to start their shift. If you go home sick from work during your shift you must call before 3pm and speak to the Manager on duty to inform them if you will be in work the next day. You must continue to call before 3pm everyday following the same procedure if you continue to be off work.

If you become sick during the night a message should be left on the nursery answer phone, followed by the staff member ensuring they speak directly to the Manager, Deputy, or Third in Charge by telephoning the nursery by the latest 7am. If you are on an early shift a Text message should also be sent to the Manager, Deputy Manager or Third in Charge (no texting between the hours of 9.30pm and 5.30am) followed by the staff ensuring that they speak directly to the Manager on duty by telephoning the nursery as soon as possible or at the latest 7.00am.

If no contact is made by 7am, the member of staff is required to commence their allotted shift and be sent home by the Manager if they continue to feel unwell. If managers have not heard from you after your shift was due to start, then it is wholly appropriate for them to contact you. Failure to report absence in line with the policy may be treated as an unauthorized absence. Please remember to advise them if you are due on any courses, home visits etc. so arrangements can be made.

Failure to report sickness absence

Should you fail to report sickness absence in line with the procedure, then this will be considered a conduct issue (unless there are extreme mitigating circumstances which prevent notification) which would be dealt with under the Just Little Kidz disciplinary procedure.

Manager contact

In cases of absences which are mid-long term, then managers (Manager, Deputy, Third in Charge) must maintain regular contact with you. It is wholly appropriate for line managers to maintain regular (daily) contact with you. The purpose of contact should be to check progress with you, any updates from your GP/hospital and any likely return date.

Home visits

A manager should undertake a home visit to you once your absence has exceeded 28 consecutive days.

Sick notes and pay

There are no Company sick pay provisions covering your employment. The first three consecutive days of sick leave will be unpaid and Statutory Sick Pay will be paid from the fourth day onwards. You must produce a sick note from your GP/hospital if your absence exceeds a working week however, the Company reserves the right to request a private doctor’s certificate for any period of sickness. If sick notes are not sent in your absence will be treated as unauthorized and disciplinary action may be taken.

Absence review meetings

Your attendance at work will be monitored and if there are any patterns or excessive sickness absences then your line manager will conduct an absence review meeting. For your information, if you have more than four periods of sick leave in a rolling 12-month period this will be classed as frequent short term sick leave and action may be taken to identify the reasons for such frequent leave. If unacceptable patterns of absence are identified, it may be that action is required under the Just Little Kidz disciplinary policy.

Referrals to occupational health

Referrals are normally made after 28 days continuous absence; however, line managers may request referrals if other patterns of absence are emerging. If your line manager wishes to refer you to occupational health, you will be given a form to complete and sign. This form also details your rights under the access to medical report act 1988. Referrals are not a punitive measure against you because you are absent from work. They are intended to give Just Little Kidz as much information as possible to help support you back to work.

Sick leave and annual leave

If you are on annual leave and then become sick during that period, then you should advise your line manager as soon as possible. You should also obtain evidence of your ill health from your doctor.

Return to work

You must inform the Manager or the Deputy Manager in person and not by a third person by 3pm the day before you are due to return to work. Text messages are not acceptable, and the member of staff should ensure that they speak directly to the Manager or Deputy by telephoning the nursery. If the nursery phone line is busy, please call again.

Return to work meeting (RTW)

Following all absence a RTW meeting is held. You must complete a RTW form at the start of your first day back to work. This is a brief meeting, wherever possible on the first day back to work with a manager. It is a supportive meeting.

Managers record the meeting, fit notes, keeping-in-touch calls and any occupational health referral on the absence dashboard. The full policy: Absence Management · Return to Work Interview. Training: Absence, Sickness & Return to Work.

Frequent short-term sick absences are always a cause for concern, particularly within small businesses. The Bradford Factor is a simple formula to help you manage short term sick absences and determine when these have become excessive.

The calculation for the Bradford Factor (B) is Number of Occasions Sick (S) x Number of Occasions Sick (S) x Total Number of Days Absent (D), or B = S² x D. The formula is usually applied over a period covering the last 52 weeks, although other periods could be used.

The Bradford Factor deals effectively with minor non-recurring absences — the headache, upset stomach, etc, type of illnesses that employees will usually self-certify for. Using the formula, frequent short absences will quickly rack up a higher Bradford Factor score than less frequent absences. Six days of absence in the last year will give different scores, depending on the number of absences:

• One spell of sick leave would equate to 1(S) x 1(S) x 6(D) = 6 points
• Two spells of sick leave would equate to 2(S) x 2(S) x 6(D) = 24 points
• Three spells of sick leave would equate to 3(S) x 3(S) x 6(D) = 54 points

All these cases involve a total of six days total absence, but where there were three occasions of sick leave, the score is significantly higher; cases of this nature may prompt formal managerial action quicker than otherwise.

Thresholds for Bradford Factor

Typical thresholds are:

• 0–49 — No action required
• 50–124 — Consider issuing a Verbal Warning
• 125–399 — Consider issuing a First Written Warning
• 400–649 — Consider issuing a Final Written Warning
• 650+ — Consider Dismissal

Although these should always be used as a guide for managers, not something to follow strictly — reasonable adjustments should be made for staff classified as disabled, and in other cases managers should still exercise their discretion on the absences, considering notes from Return to Work Interviews and other available information, before deciding whether to take formal action.

What absences count in the Bradford Factor

Sickness absences are the only consideration normally used in the Bradford Factor, but (as is often asked) it doesn’t matter if the absence is certified by the employee (self-certified) or by a doctor (covered by a “sick note” — a Fit Note) — the absences themselves are the cause for concern, not whether they are genuine, certified medically or otherwise. (If there is any doubt about the legitimacy of an absence or the certification of this, this should be dealt with under formal disciplinary procedures, as this is a serious matter.)

Employees are entitled to take time-off to deal with care issues for dependants, and allowing a reasonable amount of time off here should not be counted towards a Bradford Factor scoring — this is a reasonable amount of time off provided in law, and staff should not be disciplined for it. Nonetheless, employers should ensure it is being used solely for the purposes it is provided — not typically to provide care directly, but to make arrangements for this.

Patterns to absences

The Bradford Factor is a useful guide, but should not be relied upon by itself to manage short-term absences. There could be instances where action is appropriate a lot sooner than the Bradford Factor suggests: three occasions off on a Monday/Friday for example would only score 27, but the pattern of absences may warrant earlier management intervention. In these instances, you should be commencing action as soon as a pattern begins to emerge, and if your enquiries justify a concern, action should not wait until any trigger points are reached.

Overtime should only be worked with the prior consent of the nursery Manager. No unauthorised overtime will be acknowledged. All authorised overtime should be recorded by the nursery Manager. Overtime begins to be paid after 5 minutes.

The Early Years Foundation Stage (EYFS) is the statutory framework which sets the standards that all early year’s providers must meet to ensure that children learn and develop well and are kept healthy and safe. It promotes teaching and learning to ensure that children are ready for school and gives children the broad range of knowledge and skills that provide the right foundation for good future progress throughout life. It sets out:

• The legal welfare requirements that everyone registered to look after children must follow to keep every child safe and to promote their welfare.
• The 7 areas of learning and development which guide professional’s engagement with children as they learn new skills and knowledge.

Children should mostly develop the 3 prime areas first. These are:

• Communication and language
• Physical development
• Personal, social, and emotional development

These prime areas are those most essential for children’s healthy development and future learning. As children grow the prime areas will help them to develop skills in 4 specific areas. These are:

• Literacy
• Mathematics
• Understanding the world
• Expressive arts and design

These 7 areas are used to plan children’s activities which must be suited to each child’s unique needs and interests. Children in the EYFS learn by playing and exploring, being active and through creative and critical thinking, all of which takes place both indoors and outside.

The following staff to child ratios must always be applied:

• 3 months to 2 years — 1 member of staff to 3 children
• 2 years to 3 years — 1 member of staff to 4 children
• 3 years to 5 years — 1 member of staff to 8 children

Each member of staff will have agreed a starting salary when accepting the job at the nursery. All salaries are considered to be strictly private and confidential and should only be discussed with the nursery Manager or HR. Discussion of personal salary details between members of staff will be regarded as misconduct and disciplinary procedures may be taken.

In general staff will be based at one specific nursery, however, during your employment with the Company, you may be required to work elsewhere with Just Little Kidz at one of its other sites.

Staff must ensure that they do not discuss any nursery matters outside the nursery. Staff should only enter discussions about a child with the child’s parents, authorised carer, or another member of nursery staff. All general nursery matters should only be discussed with nursery personnel. All staff sign (and agree) to a confidentiality agreement at the beginning of their employment.

At Just Little Kidz we recognise that we hold sensitive/confidential information about children and their families and the staff we employ. This information is used to meet children’s needs, for registers, invoices, and emergency contacts. We store all records in a locked cabinet or on the office computer with files that are password protected in line with data protection principles. Any information shared with the staff team is done on a ‘need to know’ basis and treated in confidence. This policy will work alongside the Privacy Notice to ensure compliance under General Data Protection Regulation (Regulation (EU) 2016/679 (GDPR).

Legal requirements

• We follow the legal requirements set out in the Statutory Framework for the Early Years Foundation Stage (EYFS) 2023 and accompanying regulations about the information we must hold about registered children and their families and the staff working at the nursery.
• We follow the requirements of the General Data Protection Regulation (Regulation (EU) 2016/679 (GDPR) and the Freedom of Information Act 2000 with regard to the storage of data and access to it.

Procedures

It is our intention to respect the privacy of children and their families and we do so by:

• Storing confidential records in a locked filing cabinet or on the office computer with files that are password protected.
• Ensuring staff, student and volunteer inductions include an awareness of the importance of confidentiality and that information about the child and family is not shared outside of the nursery other than with relevant professionals who need to know that information. It is not shared with friends and family, discussions on the bus or at the local bar. If staff breach any confidentiality provisions, this may result in disciplinary action and, in serious cases, dismissal. Students on placement in the nursery are advised of our confidentiality policy and required to respect it.
• Ensuring that all staff, volunteers and students are aware that this information is confidential and only for use within the nursery and to support the child’s best interests with parental permission.
• Ensuring that parents have access to files and records of their own children but not to those of any other child, other than where relevant professionals such as the police or local authority children’s social care team decide this is not in the child’s best interest.
• Ensuring all staff are aware that this information is confidential and only for use within the nursery setting. If any of this information is requested for whatever reason, the parent’s permission will always be sought other than in the circumstances above.
• Ensuring staff do not discuss personal information given by parents with other members of staff, except where it affects planning for the child’s needs.
• Ensuring staff, students and volunteers are aware of and follow our social networking policy in relation to confidentiality.
• Ensuring issues concerning the employment of staff remain confidential to the people directly involved with making personnel decisions.
• Ensuring any concerns/evidence relating to a child’s personal safety are kept in a secure, confidential file and are shared with as few people as possible on a ‘need-to-know’ basis. If, however, a child is considered at risk, our safeguarding/child protection policy will override confidentiality.

All the undertakings above are subject to the paramount commitment of the nursery, which is to the safety and well-being of the child.

General Data Protection (Regulation (EU) 2016/679 (GDPR) compliance — in order to meet our requirements under GDPR we will also undertake the following:

1. We will ensure our terms & conditions, privacy and consent notices are easily accessed/made available in accurate and easy to understand language.
2. We will use your data only to meet children’s needs, to maintain registers, to raise invoices, to hold emergency contacts, and to administer your employment. We will only contact you about your employment, your child’s place at the nursery, or in an emergency. We will not share or use your data for other purposes.
3. Everyone in our nursery understands that people have the right to access their records or have their records amended or deleted (subject to other laws and regulations).

Staff and volunteer information

• All information and records relating to staff will be kept confidentially in a locked filing cabinet.
• Individual staff may request to see their own personal file at any time.

Staff requiring childcare for their own children should organise this with the Management team prior to bringing their children into the nursery. Children of staff must be included in the staff to child ratios. The place commencement date will be confirmed in writing. Childcare fees will apply and will be taken as a direct debit. Parents must ensure that the dropping off and the collection of their child/children does not affect their normal hours of work.

Please be aware that there is no automatic right of a place for the children of staff. Any places available and prices applicable are at the sole discretion of the nursery owner. Staff will not usually be able to work in the same room as the room their child is based in.

All staff and volunteers are expected to behave appropriately at all times. No bad language should be used, and voices should not be raised. Bullying will not be tolerated. A Code of Conduct is designed to give clear guidance on the standards of behaviour all staff are expected to observe. It is vital to remember that all staff are role models and are in a unique position of influence and must adhere to behaviour that sets a good example to all. As a member of Just Little Kidz each employee has an individual responsibility to maintain their reputation and the reputation of the company, whether inside or outside working hours.

Hot drinks should not be consumed in any part of the nursery. No canned drinks or sweets/crisps or any medicines such as strepsils/paracetamol to be kept or consumed in the nursery. Water bottles can be in rooms. Staff are welcome to eat their own fruit at the children’s fruit snack time although children’s allergies MUST be considered.

Employees should be aware that failure to comply with the following Code of Conduct could result in disciplinary action including dismissal. This Code of Conduct applies to all staff who are employed (either full or part time or on an ad hoc basis) by the nursery:

• Staff are required to wear the Just Little Kidz uniform at all times.
• Confidentiality must be maintained at all times.
• Safeguarding and the welfare of children in our care is paramount.
• Staff are provided with personal copies of the Child Protection Policy and Whistleblowing Procedure and staff must be familiar with these documents.
• If you see something that concerns you, you have a duty to tell.
• Your appearance needs to be professional at all times with no heavy make-up.
• Jewellery must be minimal, and no heavy jewellery/items which could harm the children, is to be worn (no watches).
• Hair must be tied back where possible.
• Fingernails should be kept short and unpainted whilst at work for the safety of the children.
• No smoking in uniform; you are required to change out of your working clothes.
• Staff must observe the company mobile policy at all times.
• You are expected to maintain a high standard of dress and hygiene at all times whilst in uniform engaged even off duty.
• You are required to adhere to all policies and procedures at all times.
• It is your responsibility to sign in and out — if you do not sign it may affect your wages and is also a compliance requirement.
• All staff set examples of behaviour and conduct which can be copied by child/ren/students/volunteers. Staff must therefore avoid using inappropriate or offensive language at all times.
• All staff must, therefore, demonstrate high standards of conduct in order to encourage our child/ren/students/volunteers to do the same.
• All staff must also avoid putting themselves at risk of allegations of abusive or unprofessional conduct.
• Staff must follow reasonable instructions that support the development of child/ren/students/volunteers.
• You must arrive at work promptly, ready to start work at your contracted starting times, and must remain at work until your contracted finishing times (unless legal ratios dictate otherwise & then your manager will inform you as soon as you can leave).

You are required to maintain satisfactory standards of performance at work, and a high level of quality, accuracy and diligence.

You must keep confidential, both during your employment and at all times after its termination, all information gained in the course of your employment about the business of Just Little Kidz, the Company, and that of the Company’s customers, suppliers, except in circumstances in which you are required to disclose information by law or in the course of the performance of your duties with the Company.

You must co-operate fully with your colleagues and with management and ensure the maintenance of acceptable standards of politeness.

We ensure that all staff are treated and treat others with dignity and respect, free from harassment and bullying. All staff should take the time to ensure they understand what types of behaviour are unacceptable under this policy. This policy covers harassment or bullying which occurs both in and out of the workplace, such as on business trips or at events or work-related social functions. It covers bullying and harassment by staff and by third parties such as customers, suppliers or visitors to our premises.

Staff must treat colleagues and others with dignity and respect and should always consider whether their words or conduct could be offensive. Even unintentional harassment or bullying is unacceptable. We will take allegations of harassment or bullying seriously and address them promptly and confidentially where possible. Harassment or bullying by an employee will be treated as misconduct under our Disciplinary Procedure. In some cases, it may amount to gross misconduct leading to summary dismissal.

What constitutes harassment?

Harassment is any unwanted physical, verbal, or non-verbal conduct which has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment for them. A single incident can amount to harassment. It also includes treating someone less favourably because they have submitted or refused to submit to such behaviour in the past.

What constitutes bullying?

Bullying is offensive, intimidating, malicious or insulting behaviour involving the misuse of power that can make a person feel vulnerable, upset, humiliated, undermined, or threatened. Power does not always mean being in a position of authority but can include both personal strength and the power to coerce through fear or intimidation.

Informal steps

If you are being bullied or harassed, you should initially consider raising the problem informally with the person responsible, if you feel able. You should explain clearly to them that their behaviour is not welcome or makes you uncomfortable. If this is too difficult or embarrassing, you should speak to the Management Team.

Raising a formal complaint

If you wish to make a formal complaint about bullying or harassment, you should submit it in writing to the Management Team, whose role is to achieve a solution wherever possible and to respect the confidentiality of all concerned. If the matter concerns that person, you should refer it to an alternative Manager or Deputy Manager.

Your written complaint should set out full details of the conduct in question, including the name of the harasser or bully, the nature of the harassment or bullying, the date(s) and time(s) at which it occurred, the names of any witnesses and any action that has been taken so far to attempt to stop it from occurring.

All staff are encouraged to attend appropriate courses during their employment with the nursery. Staff training needs will be identified through regular staff appraisals/supervisions. All staff will be given appropriate access to training to enable them to progress within the organisation and all promotion decisions will be made based on merit.

If you are interested in participating in a relevant childcare course, please speak to your manager. Where appropriate, the nursery may fund course attendance, however, prior authorisation must be sought from the owner. Funding for a course attended before authorisation is given will not be considered.

We will ensure that redundancy criteria and procedures are fair and objective and are not directly or indirectly discriminatory. We will also ensure that disciplinary procedures and penalties are applied without discrimination, whether they result in disciplinary warnings, dismissal, or other disciplinary action.

Disability discrimination

If you are disabled or become disabled, we encourage you to tell us about your condition so that we can support you as appropriate. If you experience difficulties at work because of your disability, you may wish to contact the Nursery Manager or their Deputy to discuss any reasonable adjustments that would help overcome or minimise the difficulty. Your Nursery Manager or their Deputy may wish to consult with you and your medical adviser(s) about possible adjustments. We will consider the matter carefully and try to accommodate your needs within reason. If we consider a particular adjustment would not be reasonable, we will explain our reasons and try to find an alternative solution where possible.

We will monitor the physical features of our premises to consider whether they place disabled workers, job applicants or service users at a substantial disadvantage compared to other staff. Where reasonable, we will take steps to improve access for disabled staff and service users.

Breaches of this policy

If you believe that you may have been discriminated against you are encouraged to raise the matter through our Grievance Procedure. If you believe that you may have been subject to harassment, you are encouraged to raise the matter through our Anti-harassment policy. If you are uncertain which applies or need advice on how to proceed you should speak to the Management Team.

Allegations regarding potential breaches of this policy will be treated in confidence and investigated in accordance with the relevant procedure. Staff who make such allegations in good faith will not be victimised or treated less favourably as a result. False allegations which are found to have been made in bad faith will, however, be dealt with under our Disciplinary Procedure. Any member of staff who is found to have committed an act of discrimination or harassment will be subject to disciplinary action. Such behaviour may constitute gross misconduct and, as such, may result in summary dismissal. We take a strict approach to serious breaches of this policy.

Grievance procedure

The object of the procedure is to provide an employee who considers that he or she has a grievance with an opportunity to have it examined quickly and effectively, and where a grievance is deemed to exist, to have it resolved, if possible, at the earliest practicable opportunity. Most grievances can be settled informally with line managers and employees should aim to settle their grievances in this way if possible. This grievance procedure is entirely non-contractual and does not form part of an employee’s contract of employment.

If a grievance cannot be settled informally with the relevant line manager, the employee should raise it formally.

Stage 1

In the event of the employee having a formal grievance relating to his or her employment he or she should, in the first instance, put their grievance in writing and address it to their line manager, making it clear that they wish to raise a formal grievance under the terms of this procedure. Where the grievance is against the line manager, the complaint should be addressed to an alternative manager. This grievance procedure will not be invoked unless the employee raises their grievance in accordance with these requirements.

A manager (who may not be the manager to whom the grievance was addressed) will then invite the employee to a grievance meeting to discuss the grievance and the employee has the right to be accompanied at this meeting by a trade union official, a trade union representative or a fellow employee of their choice. The employee must make every effort to attend the meeting. At the meeting the employee will be permitted to explain their grievance and how they think it should be resolved.

Following the meeting the Company will endeavour to respond to the grievance as soon as possible and, in any case, within five working days of the grievance meeting. If it is not possible to respond within this period, the employee will be given an explanation for the delay and be told when a response can be expected. The employee will be informed in writing of the Company’s decision on the grievance and notified of their right to appeal against that decision if they are not satisfied with it.

Stage 2

In the event that the employee feels that his or her grievance has not been satisfactorily resolved, the employee may then appeal in writing to a more senior manager or to a Director of the Company within five working days of the grievance decision. The employee should also set out the grounds for their appeal.

On receipt of such a request a more senior manager or a Director (who again may not be the person to whom the appeal was addressed) shall make arrangements to hear the grievance at an appeal meeting and at this meeting the employee may again, if they wish, be accompanied by a trade union official, a trade union representative or a fellow employee of their choice.

Following the meeting, the senior manager or Director will endeavour to respond to the grievance as soon as possible and, in any case, within five working days of the appeal hearing. If it is not possible to respond within this period, the employee will be given an explanation for the delay and be told when a response can be expected. The employee will be informed in writing of the Company’s decision on their grievance appeal. This is the final stage of the grievance procedure and the Company’s decision shall be final.

Disciplinary procedure

Whilst the Company does not wish to impose unreasonable rules of conduct on its employees, certain standards of behaviour are necessary to maintain good employment relations and discipline in the interest of all employees. The Company prefers that discipline be voluntary and self-imposed and in the great majority of cases this is how it works. However, from time to time, it may be necessary for the Company to take action towards individuals whose level of behaviour or performance is unacceptable. This disciplinary procedure is entirely non-contractual and does not form part of an employee’s contract of employment.

Minor faults will be dealt with informally through counselling and training. However, in cases where informal discussion with the employee does not lead to an improvement in conduct or performance or where the matter is considered to be too serious to be classed as minor, for example, unauthorised absences, persistent poor timekeeping, sub-standard work performance, etc, the following disciplinary procedure will be used.

At all stages of the procedure, an investigation will be carried out. On completion of the investigation, the investigator will recommend whether a disciplinary hearing should take place. Employees do not have a right to be accompanied to an investigation meeting.

The Company will notify the employee in writing of the allegations against him or her and will invite the employee to a disciplinary hearing to discuss the matter. The Company will provide sufficient information about the alleged misconduct or poor performance and its possible consequences to enable the employee to prepare to answer the case. This will include the provision of copies of written evidence, including witness statements, where appropriate.

Having given the employee reasonable time to prepare their case, a formal disciplinary hearing will then take place, conducted by a manager, at which the employee will be given the chance to state his or her case, accompanied if requested by a trade union official, a trade union representative or a fellow employee of his or her choice. The employee must make every effort to attend the hearing. At the hearing, the employee will be allowed to set out their case and answer any allegations and will also be given a reasonable opportunity to ask questions, present evidence, call relevant witnesses and raise points about any information provided by witnesses.

Following the hearing, the Company will decide whether disciplinary action is justified and, if so, the employee will be informed in writing of the Company’s decision in accordance with the stages set out below and notified of his or her right to appeal against that decision. It should be noted that an employee’s behaviour is not looked at in isolation, but each incident of misconduct is regarded cumulatively with any previous occurrences.

Stage 1: Written warning

The employee will be given a formal WRITTEN WARNING. He or she will be advised of the reason for the warning, how they need to improve their conduct or performance, the timescale over which the improvement is to be achieved, that the warning is the first stage of the formal disciplinary procedure and the likely consequences if the terms of the warning are not complied with. The written warning will be recorded but nullified after six months, subject to satisfactory conduct and performance.

Stage 2: Final written warning

Failure to improve performance in response to the procedure so far, a repeat of misconduct for which a warning has previously been issued, or a first instance of serious misconduct or serious poor performance, will result in a FINAL WRITTEN WARNING being issued. This will set out the nature of the misconduct or poor performance, how he or she needs to improve their conduct or performance, the timescale over which the improvement is to be achieved and warn that dismissal will probably result if the terms of the warning are not complied with. This final written warning will be recorded but nullified after twelve months, subject to satisfactory conduct and performance.

Stage 3: Dismissal

Failure to meet the requirements set out in the final written warning will normally lead to DISMISSAL with appropriate notice. A decision of this kind will only be made after the fullest possible investigation. Dismissal can be authorised only by the management team or Directors. The employee will be informed of the reasons for dismissal, the appropriate period of notice, the date on which his or her employment will terminate and how the employee can appeal against the dismissal decision.

Gross misconduct

Offences under this heading are so serious that an employee who commits them will normally be summarily dismissed. In such cases, the Company reserves the right to dismiss without notice of termination or payment in lieu of notice. Examples of gross misconduct include:

• Any breach of the criminal law, such as theft.
• Any unauthorised possession or removal of Company products or property, or property belonging to another employee, client, customer or visitor, fraud (including making fraudulent or false expense claims), deliberate falsification of records, false declarations in connection with employment or applications for employment or any other form of dishonesty.
• Using the Company’s property, materials, or equipment to carry out work for third parties on a personal basis without permission.
• Misuse of Company benefits.
• Offering, promising, or giving a bribe or requesting, agreeing to receive, or accepting a bribe or bribing a foreign public official in connection with employment.
• Wilfully or negligently causing harm or injury to another employee, client, customer or visitor, physical violence, assault, fighting, bullying or grossly offensive, abusive, or aggressive behaviour or language.
• Deliberately or negligently causing damage to the Company’s property, or to property belonging to another employee, client, customer, or visitor.
• Vandalism of, or otherwise intentionally interfering with, the Company’s computers or computer or telephone network.
• Causing loss, damage or injury through serious carelessness or gross negligence.
• Dereliction of duty, including sleeping whilst at work and undertaking unauthorised activities during normal working hours.
• Wilful refusal to obey a reasonable management instruction or serious insubordination.
• Serious incapacity at work through an excess of alcohol or illegal drugs, whether consumed on or off Company premises but which affects the employee’s ability to carry out their job duties whilst at work.
• Bringing illegal drugs or other illegal substances or items or weapons on to Company premises.
• Smoking on Company premises, other than in designated outside smoking areas.
• Logging on to sexually explicit websites, downloading or circulating pornographic or other offensive, illegal, or obscene material or using the internet or e-mail for gambling, illegal activities, or the sending of offensive e-mails to work colleagues (in the latter case, including from the employee’s home computer in their own time).
• Engaging in sexual activity on Company premises at any time.
• Posting derogatory, offensive, discriminatory, or defamatory comments online (for example, on social media websites) about the Company, its employees, clients, or customers or otherwise conducting themselves online in a way that is detrimental to the Company or brings the Company into serious disrepute.
• A serious breach of health and safety rules, including acts or omissions which endanger the safety of another employee, client, customer, or visitor.
• A serious breach of security rules.
• Discriminating against, harassing, bullying, or victimising another employee, client, customer or visitor because of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality and ethnic or national origins), religion or belief, sex and/or sexual orientation.
• A serious breach of confidentiality, including unauthorised access of computer and personnel records and communicating or leaking trade secrets or confidential information about the Company or its employees, clients, or customers to third parties.
• Working for a competitor without permission.
• Engaging in an unauthorised activity which conflicts with the interests of the Company or its clients or customers.
• Breaching copyright or any other proprietary interest belonging to the Company.
• Knowingly breaking a legal requirement in connection with employment.
• Bringing the Company into serious disrepute, even if done in the employee’s own time.
• Unauthorised absence, including failure to return from a period of annual leave or other approved leave of absence.
• Falsification of records or other Company documents, including those relating to obtaining employment.

The above is intended as a guide and is not an exhaustive list.

Suspension

In the event of serious or gross misconduct, an employee may be suspended while a full investigation is carried out. Such suspension will be on full basic pay. Suspension is a neutral act, which does not imply guilt or blame, and will be for as short a period as possible. Suspension is not considered a disciplinary action.

Appeals

An employee may appeal against any disciplinary decision, including dismissal, to a Director of the Company within five working days of the decision. Appeals should be made in writing and state the grounds for appeal. The employee will be invited to attend an appeal hearing chaired by the management team or Directors. At the appeal hearing, the employee will again be given the chance to state his or her case and will have the right to be accompanied by a trade union official, a trade union representative or a fellow employee of his or her choice. Following the appeal hearing, the employee will be informed in writing of the results of the hearing. The Company’s decision on an appeal will be final.

This disciplinary procedure does not apply to any employee who has been employed by the Company for less than one year where that employee commenced employment with the Company on or before 5 April 2012. This disciplinary procedure does not apply to any employee who has been employed by the Company for less than two years where that employee commenced employment with the Company on or after 6 April 2012.

If staff have any concerns about the nursery, then they should refer to the nursery Manager and refer to the appropriate policy i.e., Safeguarding Children policy, Whistle Blowing Policy, Equal Opportunities Policy, Behaviour Management Policy etc.

Just Little Kidz aims to support children’s care and welfare on a daily basis in line with their individual needs. All children need contact with familiar, consistent carers to ensure they can grow confidently and feel self-assured. At times children need to be cuddled, encouraged, held, and offered physical reassurance.

Intimate care routines are essential throughout the day to ensure children’s basic needs are met. This may include nappy changing, supporting children with toileting, changing clothes where required, first aid treatment and specialist medical support. To maintain the child’s privacy, the majority of these actions will take place on a one-to-one basis and wherever possible will be supported by the child’s keyworker, or worker within the nursery. With the exception of the first aid treatment that will be conducted by a qualified first aider.

We wish to ensure the safety and welfare of the children involved in intimate care routines and safeguard against any potential harm as well as ensuring the staff member involved is fully supported and able to perform their duties safely and confidently. Through the following actions we will endeavour to support all parties:

• Promote consistent and caring relationships through the key person system in the nursery and ensure all parents understand how this works.
• Ensure all staff undertaking intimate care routines have suitable enhanced DBS checks.
• Train all staff in the appropriate methods for intimate care routines and access specialist training where required, i.e., first aid training, specialist medical support.
• Conduct thorough inductions for all new staff to ensure they are fully aware of all nursery procedures relating to intimate care routines.
• Follow up on these procedures through supervision meetings and appraisals to identify any areas for development or further training.
• Working closely with parents on all aspects of the child’s care and education as laid out in the working in partnership with parents policy. This is essential for intimate care routines which require specialist training or support. If a child requires specific support the nursery will arrange a meeting with the parent to discover all the relevant information relating to this to enable the staff to care for the child fully and meet their individual needs.
• Ensure all staff have an up-to-date understanding of safeguarding and how to protect children from harm. This will include identifying signs and symptoms of abuse and how to raise these concerns in the most appropriate and speedy manner.
• The setting operates a whistleblowing policy as a means for staff to raise concerns relating to their peers. The management will support this by ensuring staff feel confident in raising worries as they arise to safeguard the children in the nursery.
• The management team regularly conducts working practice observations on all aspects of nursery operations to ensure that procedures are working in practice and all children are supported fully by the staff. This includes intimate care routines.
• Staff will be trained in behaviour management techniques as applicable.
• The nursery conducts regular risk assessments on all aspects of the nursery operation and this area is no exception. The nursery has assessed all the risks relating to intimate care routines and has placed appropriate safeguards in place to ensure the safety of all involved.

Babies and toddlers will have their nappies changed according to their individual needs and requirements by their key worker wherever possible. Information will be shared between parents and key workers about nappy changing and toilet training in a way that suits the parents.

• All staff must wash their hands before and after each nappy change.
• Disposable aprons and gloves are provided.
• Disposable gloves should be used only once.
• Disposable aprons should be changed following a soiled nappy.
• Changing mats must be wiped down with anti-bacterial spray after every nappy change.
• After changing a nappy, nappies, wipes, aprons, gloves and any other items used must be put into a nappy sack before being disposed of in the nappy bin.
• Following every nappy change staff should hand sanitize their hands.

• After use the potties should be immediately emptied down the toilet and washed out with a disinfectant.
• Toilets should be flushed.

Such procedures are carried out to prevent cross contamination occurring. If any parent or member of staff has concerns or questions about intimate care procedures or individual routines, please see the Manager at the earliest opportunity.

As an employee of Just Little Kidz, you are employed to work the hours set out in your contract. In the event of severe weather/act of God (natural disaster) it remains your responsibility to arrive at work and on time despite the conditions. If you are not able to get to work this day must be taken as holiday or unpaid absence. Arriving late due to the above circumstances will not be acceptable and treated the same as any other lateness.

• Staff who are taking any medication MUST inform the Manager of the medication and the procedures for administration.
• Staff who require regular medication or have complex medical needs MUST complete a Care Plan, a copy of which should be kept in their personnel file and within the room in which they are based. The plan MUST include emergency procedures and the name and contact number of a next of kin.
• Where staff are taking medication which they believe may affect their ability to care for children, they MUST seek medical advice, and only work directly with the children if the advice is that the medication is unlikely to impair their ability to look after the children.
• Arrangements for storing staff medications are the same as for children’s medications (see Medications policy).

Please note that the term ‘drugs’ or ‘drug’ refers to all drugs other than those prescribed by a medical practitioner or bought over the counter.

The Company considers alcohol and drug abuse as a serious matter. An employee under the influence of drugs or alcohol during working hours is a serious health and safety risk to themselves and others. Such employees also put the name of the Company to disrepute. As a result, the following rules apply to the use of drugs and alcohol:

• No employee should consume alcohol or drugs while on duty.
• No employee should come to work having just consumed drugs or alcohol.
• No employee should come to work under the influence of drugs or alcohol.

All the above breaches of conduct are disciplinary matters and are viewed as acts of gross misconduct that may result in dismissal. If you are suspected of being in possession of alcohol or controlled substances the Company reserves the right to search you or any of your property that resides on Company property.

The use of mobile phones or such portable devices is not permitted in the nursery. Staff should NEVER take photographs or videos of the children using their mobile phones or personal media devices. All mobile phones are brought into nursery at the owner’s risk and the nursery cannot be held liable for damage or theft of these phones. Staff should provide family and friends with the nursery main line number for emergency contact purposes.

Social media

This policy deals with the use of all forms of social media, including Facebook, LinkedIn, Twitter, Wikipedia, all other social networking sites, and all other internet postings, including blogs. It applies to the use of social media for both business and personal purposes, whether during office hours or otherwise. The policy applies regardless of whether the social media is accessed using our IT facilities and equipment or equipment belonging to members of staff.

Breach of this policy may result in disciplinary action up to and including dismissal. Disciplinary action may be taken regardless of whether the breach is committed during working hours, and regardless of whether our equipment or facilities are used for the purpose of committing the breach. Any member of staff suspected of committing a breach of this policy will be required to co-operate with our investigation, which may involve handing over relevant passwords and login details. Staff may be required to remove internet postings which are deemed to constitute a breach of this policy. Failure to comply with such a request may result in disciplinary action.

Social media should never be used in a way that breaches any of our other policies. If an internet post would breach any of our policies in another forum, it will also breach them in an online forum. For example, employees are prohibited from using social media to:

• (a) breach our obligations with respect to the rules of relevant regulatory bodies;
• (b) breach any obligations they may have relating to confidentiality;
• (c) breach our Disciplinary Rules;
• (d) defame or disparage the organisation or its affiliates, customers, clients, business partners, suppliers, vendors or other stakeholders;
• (e) harass or bully other staff in any way or breach our Anti-harassment and bullying policy;
• (f) unlawfully discriminate against other staff or third parties or breach our Equal opportunities policy;
• (g) breach our Data protection policy (for example, never disclose personal information about a colleague online);
• (h) breach any other laws or ethical standards (for example, never use social media in a false or misleading way, such as by claiming to be someone other than yourself or by making misleading statements);
• (i) Staff are not permitted to ‘friend parents’ on any social networking sites. This is also applicable after their child is no longer at the nursery.

Staff should never provide references for other individuals on social or professional networking sites, as such references, positive and negative, can be attributed to the organisation and create legal liability for both the author of the reference and the organisation. Employees who breach any of the above policies will be subject to disciplinary action up to and including termination of employment.

Protecting our business reputation

Staff must not post disparaging or defamatory statements about: (i) our organisation; (ii) our clients; (iii) suppliers and vendors; and (iv) other affiliates and stakeholders, but staff should also avoid social media communications that might be misconstrued in a way that could damage our business reputation, even indirectly.

Meal times at Just Little Kidz are a happy, social occasion for all children and staff alike. Positive interaction should be shared at these times and enjoyed. Just Little Kidz are committed to offering children healthy, nutritious, and balanced meals and snacks which meet individual needs and requirements. We will ensure that:

• A balanced and healthy breakfast, midday meal, tea and two daily snacks are provided for children attending a full day at the nursery.
• Menus will be planned, rotated regularly, and reflect cultural diversity and variation. These will be displayed for children and parents to view.
• With guidance from our nutritionist we aim to ensure, as far as is reasonably possible, all meals we provide are nutritious and free from large quantities of fat, sugar, salt and artificial additives, preservatives and colourings.
• Menus will include at various servings of fresh fruit and vegetables per day.
• Parents and children will be involved in menu planning wherever possible.
• Fresh drinking water will be constantly available and accessible. It is frequently offered to children and babies.
• Individual dietary requirements will be respected. We will gather information from parents regarding their children’s dietary needs including any special dietary requirements, preferences, and food allergies that a child has and any special health requirements before a child is admitted to the nursery. Such information is recorded in the child’s registration records which parents will sign to confirm that it is correct. Where appropriate we will carry out a risk assessment in the case of allergies and work alongside parents to put into place an individual dietary plan for their child.
• All children will be provided with place mats bearing the child’s picture and details of their allergy and/or any specific requirements. Red place mats are allocated to children with allergies or specific dietary requirements, Green for vegetarian and Yellow for others highlighting to staff the need for extra care when serving food.
• Staff will show sensitivity in providing for children’s diets and allergies. They would not use a child’s diet or allergy as a label for the child, or make a child feel singled out because of her/his diet or allergy.
• Staff will set a good example and eat with the children and show good table manners.
• Meal and snack times will be organised so that they are social occasions in which children and staff participate in small groups. During meals and snack times children will be encouraged to use their manners and say ‘please’ and ‘thank you’ and conversation will be encouraged.
• Staff will use meal and snack times to help children to develop independence through making choices, serving food and drink, and feeding themselves. Staff will support children to make healthy choices and understand the need for healthy eating.
• We provide foods from the diet of each of the children’s cultural backgrounds, providing children with familiar foods and introducing them to new ones. Cultural differences in eating habits will be respected.
• Any child who shows signs of distress at being faced with a meal he/she does not like will have his/her food removed without any fuss. If a child does not finish his/her first course, he/she will still be given a small helping of dessert. Children not on special diets will be encouraged to eat a small piece of everything.
• Children who refuse to eat at the mealtime will be offered food later in the day.
• Children will be given time to eat at their own pace and not rushed.
• Quantities offered will take account of the ages of the children being catered for.
• We will promote positive attitudes to healthy eating through play opportunities and discussions.
• The nursery will provide parents with daily written records of feeding routines for all children.
• No child is ever left alone when eating/drinking to minimise the risk of choking.
• All staff that prepare and handle food are competent to do so and receive training in food hygiene.

Ofsted will be notified of any food poisoning affecting two or more children looked after on the premises as soon as reasonably practicable but in any event within 14 days of the incident.

On arrival

• Parents must wait outside the door and hand their child/ren over.
• Children’s coats, shoes and bags are removed.
• All shoes, bags, and belongings must be placed on their pegs or in the boxes provided (labelled with name and photo).
• All children must sign in, by placing their (who’s at nursery today name and photo) in the designated area.
• All child/ren must be signed in on the register by staff members.

Daily routine — morning

• Breakfast (use daily menu for options)
• Daily planned activities: focused activity, free flow play, outdoor play, story time, music time etc delivered via (rota/daily timetable)
• Daily snack (use daily menu for options)
• Daily planned activities: focused activity, free flow play, outdoor play, story time, music time etc delivered via (rota/daily timetable)
• Lunch (use daily menu for options)

Afternoon

• Nap time for those who nap.
• Daily planned activities: focused activity, free flow play, outdoor play, story time, music time etc delivered via (rota/daily timetable)
• Snack (use daily menu for options)

Late afternoon / evening

• Daily planned activities: focused activity, free flow play, outdoor play, story time, music time etc delivered via (rota/daily timetable)
• Tea (use daily menu for options)
• Tidy up/clean, toys, kitchen, toilets, main play area. Hoover/put all equipment away.
• Prepare children for going home. (If required please make sure all belongings go home with each child. E.g., bottle, beaker, bag etc.)

If your shift starts at the beginning of the day, there are several things that you will need to do as to ensure the smooth daily running of the nursery which are essential. Similarly, if your shift finishes at the end of the day there are several things that need to be done to ensure the safe and secure shut down of the nursery.

What to do at the beginning of the day

• All staff must take off outdoor shoes and place in the designated area. Then put on indoor footwear e.g. (slippers).
• Mobile phones to be put on silence and placed with your belongings inside the cupboard.
• Daily environmental checks (checklist to be completed).
• All floor and tables surfaces should be wiped down with antibacterial wipes/spray.

What to do at the end of the day

• Fold and put away sleep blankets.
• Wipe down all toys, equipment, and baby area.
• Put all equipment away in their designated areas.
• Wash up all dishes, cups, cutlery etc and put them away in kitchen cupboards. Wipe kitchen surface and clean floor.
• Sweep/hoover/mop all areas.
• Outdoor equipment brought inside e.g., bikes, toys, sandpit, tuff trays etc.
• Fridge / microwave cleaned daily or when spillages or food splatter occur.
• Clean food cupboards once a week.
• Empty bins when necessary.
• Please ensure that all children’s daily routine, observations and general activities are recorded and uploaded onto the nursery app, via the tablet.
• Lock up safely and securely.