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EMPLOYEE HANDBOOK | connection

EMPLOYEE HANDBOOK

culture

compensation

compliance

connection

communication

curriculum

appendix

Staff hiring

recruitment

Educators play a vital role in children’s development. Children’s early learning and experiences shape their views of themselves and the world, and can affect their success in school, work, and their personal lives. To offer an excellent experience, we invest time, effort, and money to hire quality staff.

job postings

external

We value employee referrals and give a bonus to staff whose referral results in an enrollment or a new hire. We post ads on Indeed and other professional job sites. We accept applications and fill positions as needed.

internal

If the administration posts a job description internally, internal candidates will be considered on the same merits as external ones, including experience and education.

qualifications

We select staff based on their knowledge and experience in the field of Early Childhood Education, and because their core values, personal educational philosophy, and teaching style are consistent with our core values and company culture. Many of our staff have specialized degrees or certificates in Education, Child Development, Psychology, or Sociology. We also train qualified candidates who do not have an Early Childhood background.

hiring

background record checks

Prior to hiring, each candidate must pass rigorous personal reference checks, a comprehensive health examination, and a state-mandated background records check, including a criminal background check, a SORI, and a Department of Children and Families check. Each applicant is interviewed extensively and must complete a supervised working interview in the classroom.

interviews

The interview process typically involves a phone interview, an in-person interview, and a working interview. Candidates for administrative roles will interview with several members of First Circle administration.

job offer

After completing all interviews and checking references, we prepare a job offer for desirable candidates. To ensure fair wage implementation for all employees, we use a compensation scale that incorporates a candidate’s experience and education. Once the job offer letter is sent, the candidate must confirm the offer.

onboarding

All new employees undergo a 90-day on-the-job training period. The training period provides an opportunity for both of us to determine whether we’re a good fit. The first 2 weeks of training are orientation. During those 2 weeks, the employee works closely with the director and team members to become familiar with First Circle’s policies, practices, and philosophies, and to shadow in the classroom. The New Employee Orientation includes:

  • detailed tour of the center
  • meeting with members of the Executive Admin Team
  • review of
    • the Employee Handbook, including job description, personnel policies, statement of purpose, statement of non-discrimination
    • health care policy, including medication administration policies and infant sleeping positions
    • information contained in the children’s records that is pertinent to the education and care of the children
    • the program’s confidentiality policy; child guidance policies and procedures for protecting children from abuse and neglect
    • suspension and termination policy
    • emergency plans and procedures
    • program plans
    • referral procedures
    • transportation plans
    • procedures for parent visits, input, conferences, and communication
    • the identification of the Department of Early Education and Care as the licensing authority
    • notification that 102 CMR 1.00 and 606 CMR 7.00 and 14.00 are available at the program site
  • opportunities for the new employee to ask questions and discuss issues
  • EEC’s required coursework
  • introduction to all staff and children in the relevant classroom(s)
  • review of the classroom(s) curriculum and daily schedule

Employees must sign an Employee Handbook sign-off form confirming that they have received, read, and understand the contents.

materials

All employees receive a link to the Employee Handbook, which contains all regulations, policies, procedures, and information pertaining to employment responsibilities, compensation and benefits, and employment policies. The handbook has information to support and guide the implementation of First Circle policy and practices in the classroom, with children and families, and with peers.

training period

During the remainder of the 90-day training period, the director and other staff will mentor the new employee, regularly observe and meet with the employee to oversee their training and provide support and assistance. Any new employee who does not meet First Circle’s performance standards during the training period may be dismissed without a warning.

At the end of 90 days, new employees meet with the director for a 90-day written review. Any areas needing improvement will be identified and a plan devised to assist the employee in meeting the established performance goals. Completion of the training period does not change the employee-at-will status.

mentoring

We use our experienced staff as a resource in the orientation process. Depending on your role, you’ll be paired with a veteran staff member who will communicate our high standards of excellence for safety, policy, quality care, and education. Take this time as an opportunity to learn our daily routines and ask questions.

Staff management

ongoing employment requirements

Employees are required to renew certain documents and certifications as part of their employment at First Circle, and fulfill specific health requirements. These requirements are:

HEALTH ASSESSMENT

Every employee needs an updated health assessment with a healthcare provider every 2 years.

PQ REGISTRY

Each educator must register annually with the EEC Professional Qualifications Registry. You must enter your information online, update it  regularly, and provide a printed confirmation to the Director. Please go to eec.state.ma.us/PQRegistry/ to complete the required forms and print your confirmation. You may use the computer in the staff room or complete it at home.

PROFESSIONAL DEVELOPMENT and TRAINING

We value education and learning at First Circle, and believe that process begins with staff. We provide you with many opportunities and resources for growth and enhancement of your professional skills. Some workshops and training sessions are mandatory, some are optional.

Required Training Hours

State licensing requires us to provide a specific amount of training for all staff members throughout the year. You are required to complete this training. This includes the “EEC Essentials” training, 12 modules on topics that early education staff need to know about, such as health, safety, and child development. Training hours are calculated from January to December of each year. EEC requires that staff members attend the following amount of training hours (including online training required by EEC):

  • Educators working fewer than 10 hours per week: 5 hours per year, a minimum of 2 of those hours must address Diverse Learners.
  • Educators working between 10- 20 hours per week: 12 hours per year, a minimum of 4 of those hours must address Diverse Learners.
  • Educators working 20 or more hours per week:  20 hours per year, a minimum of 7 of those must address Diverse Learners.
Staff Meetings

Staff meetings are mandatory and are held every month on a Tuesday, immediately following the workday. Dinner is provided by First Circle. You must attend staff meetings unless the director approves your absence. All staff are paid for staff meeting time at their regular hourly rate.

Staff Training Days

We have mandatory staff training days during the year when the center is closed (see Benefits Handbook). Staff training days are important and cannot be missed unless approved by the director. All staff are paid at their hourly rate for time in staff training.

First Aid/CPR Certification

Each employee is responsible for maintaining a current First Aid certificate to be renewed every 3 years. All teachers must maintain a current CPR certificate to be renewed either every year or based on the date indicated on the card. Group First Aid/CPR training sessions will be conducted by First Circle on a yearly basis; employees needing certification or recertification are expected to attend. First Circle pays for 100% of employee First Aid/CPR and compensates employees for their time at their hourly rate of pay. If current employees do not attend the provided, scheduled First Aid/CPR training, they are responsible for arranging and financing alternate training within 30 days.

If an employee begins employment at First Circle before the annual First Aid/CPR training session and can’t provide current certification, we may ask that they arrange for certification on their own. First Circle will reimburse the employee for the cost of the First Aid/CPR training session and compensate the employee for their time if the training has been pre-approved.

personnel files

Personnel files are maintained for each employee, containing the following, as applicable:

  • employment application including general information, employment history, written references, notes from conversations with telephone references, resume, school records, EEC certification documentation and/or information, and First Aid/CPR training information and/or certification
  • medical information and W4 form
  • working interview review, written performance reviews and observations, letters of promotion, notices of counseling or disciplinary action
  • documentation of training, professional growth and development, and continuing education
  • records of time off and schedule change requests and unscheduled absence forms (these forms are kept in a separate locked file cabinet)
  • salary rate, raises, etc.

We maintain an additional separate, confidential, and locked file in a secure place, containing employees’ I-9 forms and current BRC information. Employees have the right to review their personnel and confidential files upon request at any time during their employment. Files will be made available to the employee within 24 hours of the request.

letters of reference

Requests for letters of reference for school applications, scholarships, and other non-employment related activities should be referred to the director. Please allow enough time for the processing of the letter of recommendation.

employment verification

Requests for employment verification from other employers regarding a former employee’s employment history should be directed to the HR manager.

staff departure

If you decide to leave your employment with us, we ask you to give at least 2 weeks’ written notice. Your respect is appreciated and will be noted favorably should you ever wish to reapply for employment with First Circle and when giving a reference to future employers.

Before departure, you will receive information about the balance of benefits you are owed, available C.O.B.R.A. benefits [see Compensation section], and the procedure for final paycheck(s). You will be asked to turn in any keys, books, or items belonging to First Circle. The Director and Administration may also ask optional confidential questions regarding your employment at First Circle towards the goal of improving operations and gaining insight about others’ performance.

Staff supervision + coaching

We want employees to succeed, and we try to provide every opportunity to excel in the classroom. We support your job performance several ways, including mentoring, training, written resources, observations, professional development plans and goals, and performance reviews.

daily supervision

Employees are supervised daily. Supervision and communication are conducted in a positive, productive manner to foster professional growth. The Admin team observes staff daily. Employees are encouraged to approach any Admin member if they have questions or concerns about supervision procedures.

observations

Center administration observes each employee bi-monthly in their primary classroom. Observations include how educators interact with children and other staff, areas of strength, and areas needing improvement. The administrator observing will meet with the staff members to discuss their observations and next steps.

promotion/change in classroom

When a position becomes available at First Circle, we first look to hire from within. To be eligible for promotion, employees must have the qualifications and experience required for the position and positive performance review(s) at least 6 months prior to their application for promotion.

When an employee is promoted, they undergo the standard 90-day training period. Employees who received benefits prior to their promotion continue to receive and accrue benefits without interruption. At the end of the training period, the standard 90-day review will take place. If an employee does not receive a positive review either at or before this time, the employee will not retain the new position. First Circle will provide the employee with another available position.

performance reviews

We work hard to create a supportive professional atmosphere with open communication. Regular performance reviews help Admin and employees identify performance strengths, and areas needing further development. The review process helps you develop professionally by giving you feedback so you can do your job well.

process

Reviews are conducted at least annually and serve as the basis for continued employment, promotion, and raises, which may or may not be considered at the same time as the performance review. The review form reflects First Circle’s expectations for each employee and each job description [see Job Descriptions]. The review process is as follows:

  1. Each employee completes a self-review. You will review your own performance, provide comments about responsibilities, and communicate any goals you would like to achieve. It is important to be honest when assessing your professional strengths. It’s good to have a critical eye, but just as important to take the opportunity to brag about your strengths.
  2. Observations from the past year are reviewed and used as the basis in the review process. Any information recorded throughout the year in the employee’s file is also reviewed.
  3. The Director completes a review with input from Admin members. Each section includes comments and goals.
  4. After you’ve completed the self-review, you and the Director will meet and go through the document together. You’ll discuss areas of success and areas for development. The Director will provide constructive feedback and be as supportive and honest with you as possible. There will be plenty of time for discussion.
  5. During the review, the Director will create or update your Professional Development Plan (PDP). This plan includes an update of the professional and/or educational goals from the previous year’s review (if applicable), the goals identified in the current review, and a plan and timeline for addressing those goals.
  6. You’ll sign the review and receive a copy. The original will be placed in your file.
  7. There may be times when an employee disagrees with the assessment in the review. The Director will attempt to provide examples. An employee may provide written information that explains their perspective, which is then added to the file. While the employee and Director may not agree on the review, it’s important to note that the process is not a negotiation. Information provided will not alter the review.

professional development plan

A personalized PDP is created during the performance review. The Director and employee identify several professional goals, any support or assistance needed to meet those goals, a target completion date, and a plan for follow-up.

corrective action

overview

To ensure a high standard of childcare and positive work place environment, we have established standards of conduct which are laid out in your job description. We believe employees want to do excellent work and adhere to policy, procedures, and regulations. We also believe employees will quickly correct any problems in their work or violations of policies, if these issues are brought to their attention in a professional, cooperative manner.

Corrective action is a process of communicating with the employee to improve unacceptable behavior or performance after other methods such as coaching and performance appraisal have not been successful. Corrective action may be necessary to protect the rights of other employees, encourage appropriate conduct and cooperation, and obtain expected work performance. The goal is to guide the employee to correct performance or behavior by identifying problems, causes and solutions, not to punish the employee. If there is no improvement or repeat occurrences, corrective action may be appropriate.

Corrective action is progressive, beginning with the lowest severity action before employing more severe actions. Depending on the issue, one or more actions may be used. The corrective action will be based on the gravity of the offense, the employee’s length of service, and the employee’s work record. Any corrective action will include the following elements:

  • a private meeting with the director to discuss the specific issue
  • input from other employees and/or families, when appropriate
  • an opportunity for the employee to provide their perspective of the issue

The process can start with any of the actions outlined below. These actions are not necessarily sequential. We reserve the right to employ more severe corrective action any time a violation of policy occurs.

informal counseling

If possible, the first step before formal corrective action is informal counseling. The director will counsel the employee and include a written record of the counseling based on specific facts and discussion points. Informal counseling is not a form of corrective action; however, it can be referenced later if corrective action is taken. This discussion can take place during periodic performance reviews or as stand-alone counseling. If 12 months pass following informal counseling and no additional lapses in job performance occur, the informal counseling will normally not be considered when determining future corrective action.

prohibited behaviors

Failure to adhere to First Circle’s core values, standards of professionalism, job requirements, or company policies can result in disciplinary action up to and including termination. An employee may be issued a warning, put on probation, suspended, or dismissed immediately for:

  • committing actions prohibited by this handbook
  • engaging in conduct that endangers child safety
  • interfering with First Circle’s operations, or
  • acting in a manner the administration deems dangerous or improper

warnings

A formal warning, verbal or written, addresses specific employee behavior or performance that requires immediate improvement. Formal verbal and written warnings will be documented and noted in the employee’s file. More than 2 warnings may prompt further corrective action, up to and including termination.

performance improvement plan (PIP)

A PIP is designed to give an employee with performance deficiencies the opportunity to succeed. It is a written document that outlines specific performance expectations that must be met within a specified time period for the employee continue employment with First Circle. The employee receives a written copy of the plan, and the original is placed in the employee’s file.

probation and suspension

If the employee does not show improvement after a verbal or written warning or engages in actions prohibited by this handbook or conduct that endangers child safety or is, in the sole discretion of Administration, deemed dangerous or improper, the director and/or HR manager will place the employee on probation or suspend the employee with or without pay. If the action leading to probation or suspension is found not to have been caused by, or the fault of the employee, the employee will be reinstated without loss of pay or benefits, and no record of the suspension will appear in the employee’s personnel file. If an employee is suspended for an alleged abuse or neglect inquiry, they may not return to the classroom until cleared by both EEC and First Circle.

Documentation including a description of the issue and all supporting information, the date(s) of probation/suspension, and an action plan detailing what is needed for the employee to return to work will be provided to the employee as appropriate and is placed in the employee’s file.

termination

When the misconduct is serious or the employee’s behavior has remained unchanged or worsened throughout the corrective action process, the final step is dismissal. The director and/or HR manager will meet with the employee and specifically address the issue that has resulted in dismissal. First Circle will never dismiss an employee:

  • for refusing to break a law
  • in retaliation for filing a discrimination or safety claim
  • without following our own stated procedure or policy

The employee will receive a letter stating the reason for dismissal, which they will be asked to sign to acknowledge their dismissal. In accordance with state and federal employment laws, they will also receive unemployment information and information on enrolling in C.O.B.R.A. [see Compensation section].

If the employee has a positive balance in their PTO bank, accrued hours will be paid to them at the time of dismissal. If the employee has a negative balance, the hours owed will be deducted from their final paycheck.  The employee will receive a check for the final worked hours and any PTO balance at dismissal.

Family management

enrollment

process

First Circle has open enrollment year-round. Interested families receive information by phone or email. We collect basic information and schedule a tour of the program with the director. Tours include:

  • a conversation in the office, providing a history and overview of the program and collecting information about the child and family
  • a visit to the classroom where the child would be enrolled
  • detailed descriptions of educational programs, activities, and daily routines
  • a walk through the rest of the program.

The director will let you know to expect a tour and bring the family and child into the classroom and introduce them to the classroom teachers. The director may also introduce other classroom staff and encourage you to interact, based on the needs and interest of the family.

When possible, we schedule tours in the morning, and at times least disruptive to the classroom and children’s daily schedule. She’ll use her judgment whether and when to introduce classroom staff. You may or may not be introduced or have an opportunity to interact.

We don’t expect that teachers will stop in the middle of an activity or interaction with classroom children, but want you to smile, introduce yourself, and say hello! Please remember that you have someone visiting who is making their decision about our program based on what they see and hear. We ask you to be aware of your audience and represent our program well.

If a family is interested in our program, we provide them with an enrollment packet and a copy of the Parent Handbook. Sometimes families schedule a follow-up visit if there is another family member who wants to visit the program, or if the parent wants to spend more time in the classroom observing.

Enrollment visits entail the parent and child visiting the classroom together and last an hour at most. You will be advised of the visit in advance, and if time permits, the visit will be noted on the schedule.

paperwork

Families who wish to enroll must submit the enrollment forms, pay the appropriate fees, and commit to a start date. We ask families to complete the child’s file at least a week prior to the first day to give classroom staff time to become familiar with the child’s history.

waitlist

First Circle has a waitlist for families whose enrollment cannot be accommodated. When space becomes available in a classroom, we turn to the waitlist to fill it.

classroom placement

When infants and toddlers enroll at First Circle, we place them in a classroom based on their age and developmental readiness. We discuss the child’s emotional, cognitive, and physical development with the family, consider family preferences, and observe the child when they visit the first time. We gather as much information as possible to determine any additional needs or concerns that would influence classroom placement. Preschool children are enrolled in a classroom usually according to their date of birth.

By EEC regulations, children may be assigned outside their age group with a review of the child’s most recent progress report or a narrative from the child’s parent addressing their abilities in mobility, fine and gross motor control, communication, social interactions, and cognition. Such decisions consider the needs of the child and the needs of the classroom on a case-by-case basis.

family on-boarding

New child visits

Depending on a child’s temperament and transition style, we usually recommend they have between 1 and 3 transition visits and spend partial day(s) in the classroom prior to the official start date. It helps them get used to the dropoff procedure. For instance, if a child seems anxious at dropoff, we may recommend that parents bring them in 2 hours per day for 3 days in a row before their official enrollment date to establish a consistent dropoff routine. We recommend families start care at least a week before they really need it, so there is some flexibility during this important time.

First days

Because enrolling a child in a new program can be overwhelming, we ask you to be especially communicative with families who are new to First Circle. Those early communications set the tone and quality of the relationship with the family. The director will facilitate the transition of a new child into the classroom as based on the needs of the family and child. If appropriate, you can assign the new child a “buddy” to help them acclimate.

All educators in the classroom should prepare for a new child. Before the child’s first day, educators must:

  • read the All About Me form
  • label the child’s cubby, mat/crib, and other personal area(s)
  • talk with the other children in the classroom about their new classmate

The more welcoming you are to the new child, the easier the transition will be for the child, the family, the classroom, and you.

Consider the child’s previous childcare experience. If the child has been at home with the parent or caregiver, the transition time might be longer or more challenging. If the child has been at another program, the parents may need to adjust to a different set of policies and ways of doing things.

On the child’s first day, take a picture of the child engaged in an activity and send it to the parents in Engage to show how well they are settling in.

The more time you invest in the relationship with the new family at the beginning, the easier the relationship will be. Make sure you spend quality one-on-one time with the child and observe regularly to see how they are adjusting to their new environment and classmates. These observations will help you provide specific stories and anecdotes to the family at pickup. You can also provide or suggest a phone check-in during the day to ease anxiety. Touch base with the family to ask how the transition is going to gain further insight and to show your support. Encourage them to talk to other parents in the classroom. Ensure every new child and family feels welcome.

Follow-up

During a child’s first few months at First Circle, Admin is in frequent contact with the family to discuss whether their child is transitioning smoothly and whether we are meeting their expectations. We encourage families to express their opinions candidly to help us assess the strengths and weaknesses of our program. We will share all pertinent information with individual staff or team(s), as appropriate.

family partnership

The foundation of a successful learning experience for young children is approaching the relationship between our program, educators, and families as a partnership. We strengthen this partnership when we work with parents to develop trust. Key components of our partnership are:

respect

It’s important to us that our program policies, practices, and communication respect and include all families.

culture

We’re proud of First Circle’s cultural diversity and encourage the inclusion of our families’ cultural backgrounds in every way possible. We welcome parent participation to support cultural, social, and individual diversity. Parent participation helps develop awareness, acceptance, and appreciation of differences such as gender, language, ethnicity, family composition, and differing abilities. Please encourage parents to contribute and share their culture by reading a book, sharing personal stories (especially about life as a child in different cultures), music, costumes, dance, specific traditions, food, and holiday celebrations, etc.

responsiveness

We pride ourselves on responding quickly to any communication.

engagement

We invite parent participation in program activities, field trips, classroom visitors, and volunteers, etc. To enhance the home/school connection, First Circle plans social events throughout the year. These events offer families a time to get to know each other and our staff in a relaxed environment.

We ask staff to attend as many of the social events as possible because they help build a positive, enjoyable community among parents, children, staff, and administration. We compensate you for this time. Some social events are mandatory. We also ask educators to plan and hold family social events regularly in each classroom (such as breakfasts, pajama day, week of young child activities, etc.).

support

A critical function of our partnership is support for children and families experiencing challenges. One of your main goals is to help children reach their fullest potential. Partnership means not judging parents’ approach, even when you have a different perspective of how a family “should” care for their child. Parents are experts on their own children. We value their role as the primary teacher of their child. In addition, First Circle has developed relationships with resources, schools, agencies, and institutions that support families.

open door

Childcare experiences are extremely important to the children and their families. We appreciate that and work to reduce the stress and anxiety involved when they leave their little one in our care. We maintain an open-door policy and encourage families to visit (announced or unannounced), observe, and offer suggestions and ideas for the program.

confidentiality

By EEC regulations, all information contained in a child’s personal file is confidential. You have the right to access the records of the children in your classroom but you cannot share the information contained in a child’s file with anyone without the written consent of the parent or guardian.

family information management

For complete and detailed information about children’s schedules and tuition, please refer to First Circle’s Program Information + Tuition, updated annually. Any parent interested in more specific information should be referred to Administration.

Here’s more detail on schedule and tuition information you may be asked about or that directly affects you.

tuition rates

Tuition rates are determined by the number of hours each day and the number of days each week a child is scheduled to attend First Circle. Parents are responsible for payment of this schedule whether or not their child attends.

schedules

First Circle offers 2 different schedule options: full days (8:00-5:00), or 3/4 days (8:00-3:00 or 9:00-4:00). Individual children’s schedules are determined at the time of enrollment.

schedule changes

When a family requests a schedule change, we ask them to submit a schedule change form at least 2 weeks in advance [forms are available here]. Schedule changes are approved based on availability. If there are concerns the change may negatively impact the child or classroom, we may discuss the request with classroom staff. All schedule changes must be approved by Administration. No schedule change is confirmed without notifying the classroom in advance.

If a child’s schedule is being decreased, even temporarily, we advise parents that unless they have specified an end date that we have approved, we can’t guarantee we’ll have space available to return to their original schedule. Temporary schedule changes must be for a minimum of 1 month (or 4 weeks).

early dropoff

For some sites, we offer early dropoff between the hours of 7:30 a.m. and 8:00 a.m. for an additional charge. Parents must confirm early dropoff in advance so Administration can ensure proper staffing. Please refer inquiring parents to the office.

drop-in/extra time

We offer drop-in care exclusively for children currently enrolled in the program. Parents must submit a Drop-in Request Form [available in the lobby] in advance. We try to accommodate all requests for drop-in care. However, we will only confirm requests when space is available and we have no staffing constraints. Once we have approved a drop-in request, we will let you know so that you can plan accordingly.

family departure

We hope children depart only for kindergarten. But families may withdraw due to a move, changes in their job or financial situation, or because their child would benefit from a different program. Regardless of the reason for departure, let the departing child know they were a valuable part of our program and that they will be missed.

notification

When a family withdraws, the classroom receives a copy of the departure paperwork, including date of departure and any other appropriate information. If a parent communicates to you that they are leaving, please ask them to tell the office as well.

procedures

When a child departs the program, classroom educators should:

  • Prepare the child in a manner appropriate to the child’s age.
  • Discuss the transition in simple terms with the entire class (if appropriate). Be sure the parents have told the child the news first!
  • Prepare a farewell package including the departing child’s journal or portfolio, their artwork, and any class mementos.
  • Plan the transition and confirm plans for the child’s last day.
  • Collect the child’s belongings.

File any paperwork with the office after departure.

suspension or termination

First Circle is committed to the health, happiness, and well-being of every child. We do not want to bar a child from continuing at our school and will explore every option to avoid it. There are a few circumstances, however, where we may suspend a child’s enrollment:

  • failure to provide health information as required by EEC
  • failure to provide updated voucher information for children who attend on a voucher
  • tuition payment more than 1 month behind

Under rare circumstances, and after exhausting all other options, it may be necessary for First Circle to terminate a child’s enrollment, including:

  • Parent refuses to accept First Circle policies.
  • Unresolved differences in childcare philosophies interfere with First Circle’s standard of care.
  • A child’s physical or emotional challenges require an excessive amount of individualized attention, or impairment that can’t be reasonably accommodated at First Circle.
  • Parent refuses to seek help from appropriate agencies or professional resources.
  • A child repeatedly endangers themself or other children and interventions have failed.
  • Parents are consistently late or more than 1 month behind in tuition payment.
  • Parents’ continued failure to provide health information as mandated by EEC.
  • Parent behaves in a consistently inappropriate, disrespectful, or abusive manner.

First Circle reserves the right to suspend or disenroll a child under any of the above circumstances or if we believe alternate care is more suited to the child/family. Should this happen, the director will schedule a meeting with parent(s) and provide them with a 2-week written notice of termination. The director will help the parent(s) locate other childcare options and adjust the tuition. The classroom should follow all departure procedures listed above.

thank you

However long a family is with us at First Circle, we thank them for trusting us to help their child grow. We sincerely appreciate the opportunity to be part of their family and to care for their precious child. Encourage them to stay in touch with us, provide a forwarding address (if applicable), and come back to visit anytime!