EMPLOYEE POLICY MANUAL

10.2025

Introduction 

This Employee Policy Manual (the “Manual”) is a compilation of personnel policies, practices, and procedures currently in effect at Barrington School, and all franchise locations (hereinafter collectively referred to as the “Barrington School.”) It is intended to be informative only and to provide a description of Barrington School policies, practices, and procedures. If an employee does not understand a policy in this manual, please speak with the center director for further clarification. 

The Manual and the policies are not contracts with any employee. Nothing in this Manual creates nor is intended to create a promise or representation of continued employment for any employee upon which any employee should rely. The employee is employed "at-will." 

The Manual is current as of the publication date. Barrington School may change, withdraw, apply or amend any of the policies or benefits, including those covered in this Manual, at any time, with or without notice.  

This Manual is not intended to be an all-inclusive document. Employees are to follow administrative rules and always conduct themselves appropriately. All Barrington School locations are at-will employers. 

Barrington School – Term used for all Barrington Schools, The Barrington School & Barrington School Franchise locations. 

THIS MANUAL IS NOT INTENDED AS AN EXPRESS OR IMPLIED CONTRACT OF EMPLOYMENT. BARRINGTON SCHOOL RESERVES THE RIGHT TO TERMINATE THE ASSOCIATION OF ANY EMPLOYEE AT ANY TIME, WITH OR WITHOUT CAUSE.

Section 1 Employment Policies 

1.1 Equal Employment Opportunity 

In accordance with federal civil rights law and U.S. Department of Agriculture (USDA) civil rights regulations and policies, Barrington School does not discriminate on the basis of race, color, national origin, sex (including gender identity and sexual orientation), disability, age, or reprisal or retaliation for prior civil rights activity in their procedures of employment, including hiring, promotion, discipline, discharge, pay, fringe benefits, job training classification, and/or referral. Barrington Schools’ abide by all federal and state laws regarding employment practices, including but not limited to, the Americans with Disabilities Act.  

Accommodation of Disabilities 

Barrington School is committed to providing equal employment opportunities to otherwise qualified individuals with disabilities, which includes providing reasonable accommodations, if necessary and as required by law. It is your responsibility to notify your Supervisor and Human Resources of the need for an accommodation and complete the Accommodation Request Form, as well as have the Medical Assessment Form in Connection with Request for Disability Accommodation completed by your medical provider, where needed. Upon doing so, management may ask you for your input on the type of accommodations you believe are necessary, or the functional limitations caused by your disability. Also, when appropriate, we may need your permission to obtain additional information from your physician or other medical or rehabilitation professionals. 

Religious Practices Accommodation 

Barrington School recognizes and supports its obligation to reasonably accommodate job applicants and employees with religious beliefs or practices who can perform the essential functions of the position, with or without reasonable accommodation. Barrington School will provide reasonable accommodation to otherwise qualified job applicants and employees, unless doing so would impose an undue hardship. An applicant or employee who believes they need a reasonable accommodation of a religious belief or practice should discuss the need for a possible accommodation with Human Resources or the employee’s direct supervisor. 

1.2 Policy Prohibiting Discrimination, Harassment, and Retaliation 

Barrington School is committed to maintaining a professional work environment in which all individuals are treated with respect and dignity and will not tolerate conduct by any employee that harasses another employee, disrupts or interferes with another employee’s work performance, discriminates based upon a protected characteristic, or creates an intimidating, offensive, or hostile environment.  

Prohibited Conduct 

Barrington School prohibits behavior which (1) has the purpose or effect of creating an intimidating, hostile or offensive work environment, (2) has the purpose or effect of unreasonably interfering with an individual’s work performance, or (3) otherwise adversely affects an individual’s employment opportunities. Accordingly, derogatory racial, ethnic, religious, age, sexual orientation, sexual or other inappropriate written or oral remarks, slurs, stereotyping or jokes will not be tolerated. 

Sexual harassment is one particular form of harassment that is illegal and violates Barrington School equal employment opportunity policy. No agent, employee, staff member, customer or vendor, male or female, may sexually harass an employee, agent or other person associated with Barrington School , including but not limited to: (1) making unwelcome sexual advances or requests for sexual favors or other verbal or physical conduct of a sexually suggestive nature; or (2) making submission to or rejection of such conduct the basis for employment, continued employment or other employment decisions affecting the employee; or (3) creating an intimidating, hostile or offensive working environment by such conduct. Anyone who has been found to have violated this policy will be subject to appropriate discipline including discharge from association or employment. This policy applies to men and women, and it is not limited to supervisor/employee or manager/agent relations or to conduct occurring on premises or during work hours.  

Reporting Violations 

If you believe that you or another employee has been discriminated against, harassed, or retaliated against by another agent, employee, customer, or client, you must promptly notify your Supervisor, the Equal Opportunity Officer (Area Manager), or the Owner Directly using the contact information on the Individual Location Addendum attached. The reporting Employee may be requested to provide a written account of the alleged harassment to allow Barrington to investigate and address the allegation. The writing should set forth the specific details of the harassing behavior, including the date, time, place, and witnesses, if any. An investigation will be undertaken immediately upon notification. All complaints will be handled in a prompt, confidential manner insofar as the investigation permits. There will be no adverse action directed toward any complaining person or witness as a result of making or supporting the complaint, unless there was clearly bad faith.  

Violations of the Policy Prohibiting Harassment, Discrimination, and Retaliation shall not be permitted and shall result in appropriate disciplinary action, up to and including termination. Barrington School will not tolerate retaliation towards any staff person who reports, charges, testifies, and/or assists in an investigation involving harassment, discrimination, or retaliation claims. 

1.3 Ethics & Abuse  

Professionals, employees, and volunteers of Barrington School shall not engage in sexual abuse, sexual harassment, sexual misconduct, physical abuse, physical neglect, lack of supervision, emotional maltreatment, educational maltreatment, and/or moral-legal maltreatment of children, youth, and adults. 

Definitions 

1. Sexual Abuse: Sexual abuse means unwanted physical conduct of a sexual nature, sexual contact or sexualized behavior and may include, by example, touching, fondling, other physical contact, and sexual relations.  

2. Sexual Harassment: Sexual harassment is any unwanted sexual advance or demand, either verbal or physical, that is reasonably perceived by the recipient as demeaning, intimidating or coercive.  

3. Sexual Misconduct: Sexual misconduct means a chargeable offense. Chargeable offense means anything that is in violation of state or federal law. 

4. Physical Abuse: Any act of omission or an act that endangers a person’s physical or mental health.  

5. Physical Neglect: A caretaker does not take adequate precautions (given a child’s, youth, or vulnerable person’s particular emotional developmental needs) to ensure his or her safety in and out of the residence. 

6. Lack of Supervision: A caretaker does not take adequate precautions (given a child’s, youth, or vulnerable person’s particular emotional developmental needs) to ensure his or her safety in and out of the residence. 

7. Emotional Maltreatment: Persistent or extreme thwarting of a child’s, youth, or vulnerable person’s basic emotional needs (such as the need to feel safe and accepted).

8. Educational Maltreatment: A caretaker fails to ensure that a child, youth, or vulnerable person receives adequate education. 

9. Moral-Legal Maltreatment: A caretaker exposes or involves a child, youth, or vulnerable person in illegal or other activities that may foster delinquency or antisocial behavior. 

Violations of the Ethics & Abuse Policy shall not be permitted and shall result in appropriate disciplinary action, up to and including termination. 

1.4 Immigration Law Compliance 

Barrington School will not hire any person who has not completed an INS Form I-9, the Employment Eligibility Verification Form, documenting that employee’s identity and legal right to work in the United States. All employees must complete the employees’ section of the INS Form I-9 before their first day of employment. The employee has three days to present valid proof of identification and that they are legally authorized to work in the United States. All staff members must within three days, upon request, provide any updated identification documents. 

1.5 Drug-Free Workplace 

Barrington School is committed to protecting the safety, health and well-being of all staff and other individuals in the workplace. We recognize that alcohol abuse and drug use pose a significant threat to these goals. Barrington School has an established drug-free workplace program that balances the respect for individuals with the need to maintain a drug-free environment. It is expected that all employees will assist in maintaining a work environment free from the effects of alcohol, drugs, or other intoxicating substances. Compliance with this substance abuse policy is made a condition of employment. 

Employees are prohibited from the following when reporting for work, while on the job, on Barrington School premises or surrounding areas, or in any vehicle used for Barrington School’s business: 

• The unlawful use, possession, transportation, manufacture, sale, dispensation or other distribution of an illegal or controlled substance or drug paraphernalia. 

• The unauthorized use, possession, transportation, manufacture, sale, dispensation, or other distribution of alcohol; and 

• Being under the influence of alcohol or having a detectable amount of an illegal or controlled substance in the blood or urine (“controlled substance” means a drug or other substance as defined in applicable federal laws on drug abuse prevention). 

Any employee violating these prohibitions will be subject to disciplinary action up to and including termination. 

Barrington School has the right to randomly drug and alcohol test employees. If the individual refuses to take the drug or alcohol test within the allotted time they will be terminated from their current position. Drug and alcohol testing will be carried out in compliance with any applicable state and federal laws and regulations. 

We recognize that employees suffering from alcohol or drug dependence can be treated. We encourage any employee to seek professional care and counseling prior to any violation of this policy.

1.6 Smoke-Free Workplace 

Due to the nature of our business, and in an effort to promote the health and wellness of all staff and customers, Barrington School is a smoke-free environment. Employees may not smell of third hand smoke while working in the centers. There is absolutely no smoking permitted anywhere on Barrington School’s properties, inside any location or inside any vehicle owned or operated by Barrington School. Smoking paraphernalia is not permitted inside any Barrington School’s facilities, and it should not be anywhere on Barrington School property. Any employee who violates this policy is subject to disciplinary action up to and including termination. 

1.7 No Solicitation 

To protect Barrington School and their staff from unnecessary distractions, solicitation and other activities among staff and the distribution of literature or the sale of or giveaway of any products are prohibited on Barrington School owned or operating sites. Work time may not be used for solicitation. Any activities related to Barrington School fundraising are not prohibited under this “No Solicitation” policy. Electronic devices owned by Barrington School may not be used for any solicitation purposes. Any employee who violates this policy is subject to disciplinary action up to and including termination. Nothing in this policy restricts or impedes employees from exercising protected rights, including rights under the National Labor Relations Act. 

1.8 Weapons Policy 

In the interest of maintaining an environment that is safe and free for its staff and clients, Barrington School prohibits the wearing, transporting, storage, presence or use of dangerous weapons on Barrington School property, regardless of whether the person is licensed to carry the weapon. Any employee who violates this policy is subject to disciplinary action up to and including termination. 

OFFICE POLICY PROHIBITS CARRYING OF FIREARMS ON ANY BARRINGTON SCHOOL PROPERTY. ALL BARRINGTON SCHOOLS WILL HAVE POSTED GUIDELINES AS TO OUR POLICY ON FIREARMS.  

1.9 Confidentiality 

Barrington School safeguards the right to confidentiality in accordance with the Health Insurance Portability and Accountability Act (HIPAA), State and/or other Federal laws. All Barrington School employees shall protect all confidential information related to staff and children.  

1.10 Employment At-Will 

All employment is voluntary and is subject to termination by the employee or Barrington School at will, with, or without cause, and with or without notice, at any time. Nothing in the policies of Barrington School or in this Manual shall be interpreted to be in conflict with or to eliminate or modify in any way the employment-at-will status of Barrington Schools’ employees and/or staff.  

1.11 Uniform Policy 

Personal appearance, proper hygiene and appropriate attire are important to our work practices. The required uniform is as follows: Employees can wear solid khaki, gray or black; pants, shorts, skirts, or capri pants in good condition (no denim material, sweatpants material, velour material, or thin material; not stained, spotted, wrinkled or worn/torn). Employees must wear Barrington School uniform top with logo embroidered on the chest. Employees are permitted to wear solid white, black or gray shirts under their Barrington School uniform. Staff may also wear an approved Barrington School logo jacket or Barrington School logo sweater over their Barrington School logo polo. These items may be purchased from Barrington School. Anything, besides pants, shorts, skirts or capri pants worn in the classroom must have Barrington School logo. While working in the kitchen, staff are required to completely contain their hair by wearing an approved head/facial hair covering consisting of a Barrington logo ball cap, chef hat or hairnet. All employees are required to wear a Barrington School name tag while clocked in, except for staff counted in ratio in the young infant room, whose name tags are to be posted in a visible location in the classroom.  

Inappropriate attire includes but is not limited to: wind pants, scrubs, sweatpants, short shorts/skirts (shorts/skirts may not be more than 4 inches above the knee or fingertip length), halter tops or midriff tops, inappropriate sizing in clothing, lettered T-shirts advertising commercial products, hats of any kind (except that kitchen staff are required to wear Barrington School approved head covering based on the board of health rules) and shoes that hinder the ability to run. All tattoos must be appropriate and may not contain the following: religion, flags, profanity, or violence. Any tattoos containing flags, profanity, or violence must always remain covered. The administrator will determine appropriate dress. If a Barrington School employee is out of uniform, they must correct the uniform, and the violation will be documented. 

Personal appearance, proper hygiene and appropriate attire are important to our work practices. Staff are permitted to wear jeans with their Barrington logoed shirt on Fridays, but jeans cannot be torn, tattered, stained, etc. During school spirit weeks, staff are encouraged to dress appropriately, in the theme of the day. 

Staff that currently have piercings must have them small and flush to the skin, rings are to be tight to the skin. Flush/tight to the skin will be defined as nothing could fit between the hoop/stud and the skin. The administrator will determine appropriate attire.

1.12 Management Uniform Policy 

Management personnel are a reflection of Barrington School and therefore need to be well groomed and well dressed. Management must be dressed in professional (ironed) attire every day (which is at a minimum business casual, meaning no gym shoes, crocs, jeans or Barrington School polo shirts/casual wear, even if they have the Barrington School logo on them). Except for the above, management personnel are otherwise required to follow the terms of the Employe Uniform Policy. Members of management will be written up if they are out of uniform. 

Personal appearance, proper hygiene and appropriate attire are important to our work practices. Management is permitted to wear jeans with a professional top on Fridays. Jeans cannot be torn, tattered, stained, etc. 

Management that currently have piercings must have them small and flush to the skin. rings are to be tight to the skin. Flush/tight to the skin will be defined as nothing could fit between the hoop/stud and the skin. No tongue, eyebrow, dermal or lip piercings allowed.  

1.13 Information Technology 

Barrington School seeks to safeguard a productive working environment free of harassment, to prevent unauthorized access to Barrington School’s systems, and to otherwise protect the integrity of work-related information. In order to protect work-related information and the working environment Barrington School has adopted the following Information Technology Usage policy. 

Privilege vs. Right 

Access to Barrington School’s computer network and all related electronic technology is a privilege, not a right. Access entails responsibility: each user of the network must understand that he or she takes full responsibility for his or her actions. Inappropriate use may result in disciplinary action or criminal prosecution under appropriate state and federal laws. 

Policy for Usage: 

E-mail, voicemail, internet, telephones, iPads, iPods, computers, photocopiers, fax machines, and all other electronic technology provided at or through Barrington School are the properties of Barrington School. Barrington School reserves the right to monitor communications made on its electronic technology, with or without notice. Social networking via technology with families enrolled in the program past or present; all conversations relating to enrolled or disenrolled children, families, staff anything or anyone relating to Barrington School, are considered confidential and may not be discussed in person, via social media, email, or any other method.  

General Rules:  

1. E-mail, voicemail, internet, telephones, iPads, iPods, computers, photocopiers, fax machines, and all other electronic technology provided at or through Barrington School in the offices or otherwise generally are for business use only.  

2. Personal data and files may not be stored on Barrington School’s computers, iPads, and all other electronic technology.  

3. Internet Usage:  

a. Internet, iPads, computers, and all other electronic technology provided by Barrington School may be used for business related Internet browsing. Generally, Barrington School employees should not use Barrington Schools’ electronic technology for recreational or personal Internet browsing.  

b. Under no circumstances may Barrington School’s electronic technology be used for browsing web sites containing inappropriate content.  

c. Under no circumstances may Barrington School’s electronic technology be used for communications with, or communication methods provided by web sites containing inappropriate content.  

4. Email Usage:  

a. If an employee maintains email files on Barrington School’s electronic technology, those files are not considered private or confidential and may be reviewed by Barrington School at its sole and absolute discretion.  

b. Employees will provide, at the request of Barrington School, copies of any email communications they possess regarding any client, customer or transaction involving Barrington School and/or its employees.  

c. Employees may not defame any person in any email communication. d. Employees may not use inappropriate language in any email communication, including but not limited to profanity, hate speech and sexually explicit speech.  

e. Employees will be solely responsible for any contracts obligating them entered via email communication. 

f. All email communications must conform to state and federal laws.  

5. Any communications transmitted or communication methods used via Barrington School’s electronic technology must be appropriate and within all applicable local, state and federal laws. Under no circumstances may Barrington School’s electronic technology be used to communicate any type of inappropriate content or language.  

6. Employees must obey all applicable laws and regulations in their business and personal use of Barrington School’s computers; this includes use for email and internet browsing. Applicable areas of the law include copyright, trademark, defamation of character, libel, slander, fraud and misrepresentation. 

7. Privacy:  

a. Because the computers and communication systems (including all networking systems) are owned by Barrington School, all material, communications, information and usage may be monitored and regulated by Barrington School in any way, method or manner deemed necessary and appropriate. 

b. No employee shall retain, maintain or own any rights to any information or communication method stored on or routed through Barrington Schools’ electronic technology. 

c. No employee shall have any privacy rights regarding any information accessed or created, communication transmitted, or activity conducted using Barrington School’s electronic technology, regardless of the reason for computer use.  

1.14 Electronic Device Usage & Personal Property 

All personal electronic devices and personal property, including purses, must be kept in an area designated by the administration or in your personal vehicle. Barrington Schools are not responsible for lost or stolen property. Coats may be in the classroom; all coat pockets must be empty and are subject to search. Teachers are not permitted to take personal cell phones, smart watches, or any Wi-Fi/Bluetooth/cellular service devices into the classrooms. Personal cell phones, tablets, iPads, Fitbit, smart watches, or anything that can surf the internet and/or receive/send text messages are not permitted in the classrooms under any circumstances. All devices provided by Barrington School are to be used solely for tasks approved by the administration. Electronic devices are never to be used in restrooms or changing areas, including diaper changing stations. In addition, all employees are responsible for ensuring that photographs taken do not contain images of restrooms or changing areas. If this policy is violated, it will result in disciplinary action, up to and including termination. 

If the employee is using the center phone in the classroom, they need to have another employee step into the classroom to cover ratio until the employee is finished with the phone. The Phone is to be used in emergency situations only.  

1.15 Parking Policy 

Employees must reserve the parking spaces closest to the center for parents. Employees should use the spaces farthest from the center. The staff needs to fill all the parking spaces opposite the building first. 

1.16 Violence Free Workplace 

It is Barrington Schools’ policy to provide a workplace that is safe and free from all threatening and intimidating conduct. Therefore, Barrington School will not tolerate violence or threats of violence of any form in the workplace, at work-related functions, or outside of work if it affects the workplace. This policy applies to employees, clients, customers, guests, vendors, and people doing business with Barrington School. It will be a violation of this policy for any individual to engage in any conduct, verbal or physical, which intimidates, endangers, or creates the perception of intent to harm persons or property. Examples include but are not limited to: 

• Physical assaults or threats of physical assault, whether made in person or by other means (i.e., in writing, by phone, fax, or e-mail). 

• Verbal conduct that is intimidating and has the purpose or effect of threatening the health or safety of a co-worker. 

• Possession of firearms or any other lethal weapon on Barrington School’s property, in a vehicle being used on Barrington School’s business, in any Barrington School owned or leased parking facility, or at a work-related function.

• Any other conduct or acts which management believes represents an imminent or potential danger to workplace safety/security. 

Anyone with questions or complaints about workplace behaviors which fall under this policy may discuss them with a supervisor. Barrington School will promptly and thoroughly investigate any reported occurrences or threats of violence. Violations of this policy will result in disciplinary action, up to and including immediate termination. Where such actions involve non 

employees, Barrington School will take action appropriate for the circumstances. Where appropriate and/or necessary, Barrington School will also take whatever legal actions are available and necessary to stop the conduct and protect employees and property. 

1.17 Lactation Accommodation 

Barrington School will provide all employees who wish to express breast milk at work with a reasonable amount of break time to do so. The break time must run concurrently, if possible, with any paid break time already provided, if applicable. In the event it is not possible for the break time for expressing milk to run concurrently with the paid break time already provided to the employee, the break time for expressing milk is unpaid for non-exempt employees. 

Barrington School will provide all employees desiring to express breast milk at work with a private area, other than a toilet stall, in close proximity to the employees’ work area, in which to do so. The employee’s normal work area may be used if it allows the employee to express milk in private. 

Section 2; Standards of Conduct and Discipline 

2.1 Employee Conduct 

Employees shall conduct themselves in a professional manner. This includes but is not limited to using work time efficiently and appropriately, arriving at work on time, treating colleagues, staff, customers, their families and guests with respect and refraining from words or actions that reflect adversely on Barrington School. Courtesy should be paid to each employee of Barrington School in such areas as bathroom etiquette (if no/low toiletry supplies, replace/report), closed doors (knock before entering), meetings in progress (low voices/minimal traffic through conference room), and office supplies (if none/low, replace/report). 

2.2 Employee Discipline 

Acceptable employee conduct is necessary for the orderly operation of any business and for the benefit, protection, and safety of people and property. Job performance discrepancies, violations of the Policy and Procedure Manual, or engaging in any act that Barrington Schools deems inappropriate or detrimental to the interests of its employees or person with whom we do business may result in disciplinary action, up to and including termination.  

Examples of inappropriate behavior are possession of firearms, explosives, or other weapons on Barrington School’s property. abusive, malicious, threatening, rude or unprofessional conduct to employees, students or customers; insubordination or refusal to obey instructions; releasing confidential information to unauthorized individuals; unauthorized use or possession of Barrington School’s and/or another individuals property; fighting or horseplay; acts outside of the workplace, which could have an adverse impact on customers or employees and Barrington School; act of a dangerous or destructive nature, including abuse, misuse or destruction of Barrington School’s and/or another individual’s property; dishonesty, including without limitation, providing false record/document (for example, time records, business records, employee information forms, any records, and employment applications); sleeping or loitering on the job; unacceptable attendance record; possession, consumption, use or abuse of illegal drugs, controlled substances, or the misuse of other prescribed substances on Barrington School’s property; possession, consumption, use or abuse of alcoholic beverages on Barrington School’s property; neglect of duty, laziness or incompetence; acts detrimental to the morale of other employees, children or their families; unacceptable work performance or behavior; violation of other Barrington School’s policies and procedures; disregard for Department of Children and Youth Child Day Care Licensing Regulations. Staff will eat with the children; staff are not permitted to eat different food in view of children. Staff may have cool or cold beverages in a Barrington School logoed or non-marked cup or mug with lid. To maintain the safest environment all guests, not limited to staff friends and/or the school families, must register with the center director if they stay longer than drop off/pick up. 

Before a school can tell a potential family there is no room at your center for enrollment, a call must be made to the area manager. 

These rules certainly are not all-inclusive. Barrington School may impose disciplinary action of its choosing with employees because of other behavior and situations. 

The following forms of disciplinary action may be taken when, in Barrington Schools’ sole discretion, it is appropriate: verbal warning, written warning, written reprimand, suspension without pay, and/or discharge. Violation of any Department of Children and Youth “Serious Risks” can result in a three-day unpaid suspension or termination. The above-listed disciplinary measures are not exhaustive and do not obligate Barrington School to administer discipline on a progressive basis. Nothing set forth in this “Discipline” section alters, or should be construed to alter, your employment at-will relationship. 

2.3 Employee Grievance Procedures 

Employees are encouraged to discuss any questions or problems with their immediate supervisor and to resolve any issues internally. This section does not replace or change the procedure as set forth in Sections 1.3 of this Manual. If the question/problem is not resolved to the satisfaction of the employee, the employee should reduce it to writing and email or call the center’s regional supervisor or franchise owner. The contact information will be located on the last page of this manual. 

2.4 Conflicts of Interest 

Employees shall not have any direct or indirect interest or activity that directly, or indirectly, conflicts with their employment at Barrington School. Barrington Schools’ employees agree that the employee will not directly or through another company, from date of employment, through one (1) calendar year from the date of Employee’s Termination date, provide childcare consulting, care, or services to any the of Barrington Schools’ clients, customers, or children. This includes solicitation of staff, customers, clients or children. Employees may not request or offer to babysit Barrington Schools’ clients, customers, or children. Employees cannot work at another licensed center while employed with Barrington School. Employees shall not use or attempt to use their position or materials with Barrington School to secure anything of value for personal gain that would not ordinarily accrue to them in performance of their official duties. In addition, it is inappropriate and potentially damaging to customers and Barrington School for any staff to engage in any personal, social, or non- Barrington Schools related relationship with a parent during or following their receipt of services at Barrington School. In the event the employee believes that he/she may have a possible conflict of interest, he/she is responsible for bringing the matter to the Regional Supervisor for clarification.  

Our employees are prohibited from taking any job that may interfere with CACFP (Child and Adult Care Food Program) duties.

2.5 Safety 

Barrington School strives to provide a clean, hazard-free, healthful, and safe environment in which to work. All employees are expected to take an active part in maintaining this environment. Employees must observe posted safety rules, adhere to all safety instructions provided, and use safety equipment where required. It is the responsibility of each employee to learn the location of all safety and emergency equipment, as well as the appropriate safety contact phone numbers. A copy of the Emergency Procedures will be kept in each location. Additionally, all employees must report safety violations or injuries to their center director. If an employee is injured at work, they must report the injury to their center director before the end of their shift, complete the appropriate forms, and seek medical treatment if necessary. Employees injured at work will also need to complete a drug & alcohol test on the day the injury occurred. Employees are free from retaliation for such reporting.  

2.6 Return to Work 

Employees must submit a doctor’s note stating that they are physically fit for employment in a facility caring for children without restrictions or a list of restrictions. Barrington School will try to accommodate restrictions.

2.7 Arrests and Convictions 

Employees must notify Barrington School within twenty-four hours or prior to their next scheduled workday, if they have been convicted of any felony or misdemeanor, including any traffic violations. A conviction includes any finding of guilt or plea of no contest and/or imposition of a fine, jail sentence, or other penalty. All employees must inform Barrington School if there is any change to their legal driving status. This includes suspended driving license or cancellation of an automobile insurance policy. Under no circumstances are employees permitted to drive during working hours without a current valid driver’s license and insurance on the vehicle they are driving. Employees must also notify the center director if they are arrested or convicted of any of the criminal offenses listed in the Ohio Revised Code section 5104.09 or Ohio Administrative Code section 5101:2-5-09.

2.8 Education, Credentials, Licensure & Training 

It is the responsibility of each employee to ensure they maintain the minimum qualifications necessary for their position, including maintaining and updating their personal OCCRRA account. Any changes in credential must be reported to their center director and the appropriate verification provided before the new credentials can be utilized for identification and/or billing purposes. Any employee deemed out of compliance with this policy will have 48 hours to provide the updated information.  

Employees will be required to complete six hours of professional development or step up required amount of training annually in the following areas: child growth and development, family/community relations, daily planning, child observation and assessments, career development & learning environments and experiences. If training is not completed the employee will not receive a merit increase. If the employee fails to attend the training, they will be charged the amount of the training. Employees who fail to attend the required amount of training within their hire date year will lose their lead or assistant teaching position. Employees are also required to complete CPR, First Aid, Child Abuse, and Communicable Disease training within their first 90 days. Barrington School employees are also required to take intruder/active threat training when offered by the school. Employees who fail to remain with Barrington School one year from the date of the training will be required to return payment. The amount for the class will be taken out of the employee’s last paycheck.

The centers will be closed two days per year for in-service training for all staff. These are mandatory working days for the staff and request off forms will not be honored on these days. There will be no childcare for any children at the centers on these days, please plan accordingly. If the employee fails to attend the training, they will be charged the amount of the training.

2.9 Mandated Reporting 

As mandated reporters, all employees will report to the Department of Job and Family Services, Children’s Protective Services division, any situation in which abuse, or neglect, is known or suspected.

Section 3; Recruitment and Hiring 

3.1 Screening Process 

All employees are subjected to pre-employment screening on the basis of merit and by qualifications as outlined in the job description for each position. The screening process may involve reference checks, criminal background checks, education and credential verification, health screenings, immunizations, and driving record checks. This information may also be sought out during reassignment or promotional periods. Barrington School may also use a third party administrator to conduct part or all the screening process. All employment is conditional pending successful completion of the screening process. Staff are responsible for the cost of fingerprints and medical exams. The cost of fingerprints will be charged to the corporate account and deducted from the employee’s paycheck. Fingerprints need to be re-processed every 5 years from the most recent BCI check, this cost is waved for staff that have worked for Barrington for two or more years.  

3.2 Motor Vehicles 

Employees are subject to a motor vehicle record inquiry. Employees must be 21 or older to drive Barrington School’s vehicles. 

3.3 Application for Employment 

All prospective employees shall submit a completed resume or application for employment. False information on the resume or application for employment shall be grounds for determining the applicant ineligible for employment. Accuracy of all information provided on the resume or application for employment shall be subject to verification, including education, background investigation, and former employer checks and references. 

Employees must complete all forms for employment including but not limited to Department of Child and Youth Forms, Barrington School’s forms, and Federal/State forms. The employee is responsible for informing Barrington School of all changes that may occur with any form filled out at the time of initial employment. (For example: address, marital status, dependent status).

3.4 Selection for Employment 

It is the policy of Barrington School to fill vacancies with candidates whose qualifications most nearly meet the needs of the vacancy. Opportunity for employment shall be open to any person who can present satisfactory evidence of qualifications for the position.

Section 4; Orientation 

4.1 Orientation 

The purpose of the introductory period is to provide an opportunity for employees to demonstrate performance competency consistent with the quality and quantity standards of Barrington School and the particular position. Each employee will complete an orientation before assuming all job duties. 

4.2 Job Descriptions 

A job description for each position will be maintained. A written job description will be given to all employees on or before the first day of employment. 

Section 5; Staff Classifications 

5.1 Introductory Period 

All employees of Barrington School shall be deemed in an introductory period for the first 90 calendar days. During this period, as in any other period, the employee will be observed by the supervisor in their performance of duties to ensure the employee is meeting expectations. If the employee is not meeting expectations within their introductory period, they will be released from all duties. Existing employees who have moved into new positions are also subjected to an introductory period of 90 days.  

5.2 Exempt vs. Nonexempt 

Positions are classified as either exempt or non-exempt for pay administration purposes as determined by the Fair Labor Standards Act (FLSA). Exempt positions are exempt from overtime pay requirements. Exempt employees are expected to work 5 days and at least 45 hours per week. Non-exempt positions do not meet the FLSA exemption standards and employees in these positions are paid based on actual time worked and are eligible for paid overtime. 

5.3 Full time vs. Part-time 

Employees who are scheduled to work a minimum of 30+ hours per week, 52 weeks a year, and 5 days a week are considered to be full-time and are eligible for full-time benefits after their eligibility period has been met. Employees who are scheduled to work less than 30 hours per week are considered to be part-time. Employees’ hours are at the center director’s discretion and can be changed at any time. 

Section 6; General Practices 

6.1 Payroll 

Staff are paid bi-weekly. Payday is every second Friday. Direct deposit will be credited to the employee’s bank account prior to the end of the day. When payday falls on an official holiday, deposits will be issued the preceding day. All employees must have an active and open checking or savings account for direct deposit. Completed payroll direct deposit forms should be submitted to the center director and payment will be issued upon employee and bank approval. If a live check must be written the check will be sent by U.S. Postal Service to the employee’s home center. The employee will be able to pick the check up from their home center during normal business hours. Checks cannot be picked up on Saturdays or Sundays. Paystubs are available online through Barrington Schools’ payroll provider and will not be provided by Barrington School. An activation code will be emailed to your email on file from our payroll processing company. If a direct deposit must be canceled the employee is responsible for paying the $25.00 cancelation fee.

All mandatory and optional deductions as arranged with the center director upon completion of paperwork will be withheld automatically from the employees’ paychecks. Mandatory payroll deductions include Federal, State, and local taxes, FICA and Medicare, and any other mandatory deductions required by law. Voluntary deductions include benefits, childcare, background checks, physicals and any other deductions upon written consent from the employee.  

Every precaution is taken to ensure that employees are paid correctly. If an employee believes there is an error in their pay, they should notify the center director. Barrington School will make every attempt to adjust the error immediately or no later than the next pay period. 

State law requires Barrington School to honor garnishment of employee wages as a court or other legal judgment may instruct. The law also provides for an administrative fee to be charged when a garnishment occurs. 

If an employee is absent on payday and instructs someone to pick up his/her paycheck, a note signed by the employee authorizing the person must be provided before the check can be released. 

Hourly employees will not be paid if the center is forced to close due to a situation caused by inclement weather or an act of God.

6.2 Work Schedules 

The director, as mandated by the needs of the center, assigns work schedules. A director may change an employee’s work schedule at any time. All employees must clock in/out accurately each day, including breaks. Overtime is not permitted without the director’s permission. Employees should not start working before their scheduled start time unless they are asked by management. Employee hours will be adjusted accordingly. 

6.3 Wages 

Merit increases are given at the discretion of management. Raises are not automatic because of longevity. 

6.4 Attendance 

Sometimes sickness or some other problem means that an employee will occasionally have to miss a day or two of work or will occasionally have to arrive late or leave work early. Absenteeism and lateness make everyone’s job more difficult and can cause a disruption in the daily routine of the children we serve. All call-offs must be made by phone call to the center management at least two hours before the start of the employees’ shift. If there is no answer by management when the center opens a phone call must be made to the center. Ex: If you cannot get ahold of a member of management you are to leave a message on the management’s cell phone. If you have not heard a response by the time the center opens, a phone call must be made to the center until you are able to speak with someone directly. A text message and/or an email is not sufficient notification considered an unexcused absence. 

Excused Reasons for Being Away from Work: Barrington School will NOT count an absence or tardiness toward the employee’s evaluation when caused by certain excused reasons and the employee can submit proper documentation. The following are the ONLY excused reasons which will not reflect in the attendance evaluation: Jury Duty, occupational injury, communicable disease with a doctor’s note stating the employee is communicable, death in the family, medical emergency requiring hospitalization of self or immediate family member (spouse, child, parent or sibling) WITH APPROVED DOCUMENTATION, a court subpoena, provided subpoena is shown to Director or Assistant Director immediately after receipt, or as otherwise required by law. Barrington recognizes that sicknesses and family emergencies happen, other Emergency or illnesses may be excused at the discretion of the director. Staff records will be reviewed when determining. 

6.5 Weather Emergency 

A weather emergency occurs when there are hazardous conditions caused by inclement weather. Your Center Director will establish a weather emergency plan for the center to follow. 

6.6 Performance Evaluations 

Barrington School conducts performance evaluations for the purpose of continuous improvement. The performance evaluations are designed to: improve the employee’s understanding of his/her job; to encourage staff development; provide constructive feedback; identify training needs; and to acknowledge achievement and set future goals. Employees will be evaluated annually. 

Review System 

Throughout the year the center director will conduct a review(s) for every employee. The purpose of this process is to provide feedback to each employee regarding individual performance. Employees will receive either a scored or written review. Scored reviews are scored on a scale from 1 to 5, with 5 being the highest.  

6.7 Scheduling Paid Time Off 

Time off must be requested, in writing, as early as possible to the employee’s direct supervisor. Employees may not use paid time off for more than 5 consecutive days. Barrington School must maintain adequate staffing at all times. Where conflicts arise, they will be resolved as fairly as possible. 

6.8 Jury Duty 

Any employee called for jury duty is excused from work during such duty. The employee must provide copies of documentation of jury duty service. If the court dismisses the jury or witness early, the employee is expected to return to work as soon as possible. Should the employee’s work duties be vital to its operation, Barrington School may ask the court to excuse the employee from jury duty. 

6.9 Leave of Absence 

The employee is responsible for the payment of all insurance premiums for their individual coverage and dependent health insurance coverage (if applicable). This money should be paid to Barrington School by the first of each month that the employee is on approved leave of absence. While on approved leave of absence, the employee will retain their original employment date showing no interruption in service. Credit for paid time off cannot be accrued during an approved leave of absence. During an approved leave of absence, if an employee accepts employment elsewhere, all benefits will be terminated. Any leave of absence is without pay unless otherwise required by law. 

6.10 Military Leave 

A military leave of absence will be granted to employees who are absent from work because of service in the U.S. Uniformed Services in accordance with the Uniformed Services Employment and Reemployment Rights Act (“USERRA”) or otherwise as required by applicable state law. 

Employees will be eligible to continue to accrue seniority for purposes of benefits during a military leave of absence. Employees returning from military leave will generally be placed in the position they would have attained had they remained continuously employed or a comparable one, depending on the length of military service in accordance with USERRA or applicable state law. Said employees will be treated as though they were continuously employed, for purposes of determining benefits based on length of service. 

In the event that an employee engages in a period of service in the U.S. Uniformed Services, either voluntarily or involuntarily, they are required to present their orders as soon as practicable.

6.11 Maternity/Paternity Leave 

If an employee plans to return to Barrington School a leave of not more than 12 weeks may be granted. It is not considered a break in service. This leave is without pay.

6.12 Separation from Employment 

Employees may be separated from employment voluntarily or involuntarily by retirement, voluntary resignation, lack of work, or termination. Usually before an employee is terminated, they will be told the reason(s) and will be counseled by the administrator; however, if any misconduct warranting discipline is severe enough, the administrator may discharge the employee immediately. Any PTO hours left at the time of termination will be forfeited. 

If an employee ends their position within their first scheduled 20 working days of employment, orientation costs of $150 will be deducted from the employee's final paycheck. 

Barrington School will determine the employees’ pay at the time of separation based on any outstanding debt owed to Barrington School and whether the individual has in their possession any Barrington School property. If an employee surrenders their position at Barrington School without 10 working days’ notice, any PTO paid to the employee 10 business days before the notice was given/abandonment of position will be deducted from the employee’s final paycheck. After a full accounting of the employees’ and Barrington School’s accounts (as determined by Barrington School), a final paycheck will be issued less outstanding amounts to the employee in accordance with state law. 

Barrington School will issue a check/direct deposit, which is designated as the final payment for all services rendered. Nonexempt (excluding chefs) employees are required to work out a two week notice of leaving, fulfilling two weeks’ worth of their typical scheduled shifts. Exempt employees and chefs are required to work out a four-week notice of leaving, fulfilling four weeks’ worth of their typical scheduled shifts. The employee must use up all personal time off (PTO) hours earned before giving notice or all PTO hours will be forfeited. No PTO can be used during the two-week notice. No PTO hours will be paid upon termination. 

If all Barrington School property has been returned to your center, your final paycheck will continue to be direct deposited. If the employee owes Barrington School property, the final paycheck will be released from the payroll office. Employees which are picking up a physical check are required to sign for their final paycheck. The employee can physically pick up the paycheck in person with ID. Send along a signed letter with a relative, friend, etc., stating that this person has permission to take the final check and will sign for it with an ID.  

The employee may elect to have COBRA as a form of health insurance. If the employee does not notify their center director upon their last day of employment, it will be understood that the employee doesn’t wish to take COBRA, and all insurance will be canceled. Upon resignation or termination, the employee should consult the office for possible conversion of their group insurance and to clear up any financial questions. 

Terminated employees are expected to return any Barrington Schools property in their possession. Each employee is required to return 1 shirt and name tag when leaving employment. If not returned, then they will be charged based on the current uniform item rate. 

6.13 Government Officials, Inquiries, Visits, Subpoenas 

Any inquiry by a government official, whether by telephone, letter or in person, should immediately be forwarded to a supervisor. In the absence of a supervisor, the name of the official and the agency or department the official represents should be obtained along with a contact phone number. A Supervisor should be contacted as soon as possible and provided with the above information. If a supervisor is not available and the official is in-person, the person receiving the inquiry should NOT allow any representative from a local, state, or federal office to see any files or any information maintained in the office unless presented with a valid search warrant signed by a federal judge or a judge of the county in which the office is located. The person should refuse to answer any questions of such a representative official unless Barrington Schools’ attorney has authorized the person to answer.  

If a process server appears in the office with a subpoena for any of Barrington School, any employee or agent should accept it. Once accepted, it should immediately be turned over to the center director. If the process server asks for a specific person, only that specific person may accept the subpoena. If that person is not in the office, the person receiving the inquiry should not volunteer any information about the person requested and should not give out home phone numbers or home addresses, even if asked. Refer the inquiry to a supervisor immediately.  

6.14 Employee Reporting 

All employees must report any circumstances or information that could be deemed as unique, uncommon, or important to Barrington School’s daily operations. Classroom teachers, chefs, Assistant Director, and all other staff members must report directly to the Center Director. All Center Directors must report to the Director of Operations, and all corporate employees must report to their direct supervisor (Director of Operations or Company Owners). 

6.15 Company Credit Card Policy 

Any employee who has been issued a company credit card or any employee who has been approved to use a company credit card must follow all company policies regarding usage and documentation. The company credit card may only be used for purchases approved by the Barrington School for which all items will be used for company purposes only. Prior to making a purchase, the employee must, within 5 minutes of making the purchase, submit receipt documentation of the purchase. The receipt must be emailed to the individual location payroll/accounting office, within 5 minutes of the purchase, and must include the following information: 1) Name of employee who made the purchase, 2) Center location number, 3) Category designation for the purchase. The receipt may not be altered in any way and must be in the original form. After emailing the required information, the employee will file a hard copy of the receipt in its original form at the center in an area designated by administration.

Section 7; Benefits 

7.1 Holidays/Winter Break 

Barrington School recognizes the following paid holidays: Memorial Day, July Fourth, Labor Day, Thanksgiving Day, the Friday after Thanksgiving, Christmas Eve, Christmas Day, New Years Eve and New Year’s Day. If the paid holiday falls on a Saturday, it will usually be observed on the preceding Friday, if a paid holiday falls on a Sunday, it will usually be observed on the following Monday. Employees in their 90-day introductory period and seasonal employees will not be paid for Holidays. 

If an employee has an unscheduled absence on the day preceding or following a holiday/break they will not be paid for the holiday/Break. Employees with PTO have the first right to request days off before and after a holiday. Holiday/Break pay will not be paid if: the employee is not usually scheduled to work, the employee is on leave, or the employee is on disciplinary suspension when the holiday/break occurs. 

7.2 Insurance 

Insurance benefit availability varies based on the center location. Please contact your center Director if you have any questions. If insurance is available at your center location, insurance benefits will be available to full-time employees who work 30+ hours a week and have completed their 90-day introductory period.  

7.3 401 K Plan 

Retirement benefits shall be offered to any employee who meets the participation requirements of Barrington School. 401K plan availability varies based on the center location. Please contact your center Director if you have any questions. 

7.4 Child Care 

Childcare discounts are established as a part of the job offer; any additional child(ren) will need to be reassessed. This discount is only for the hours the employee is working. No other discount will apply. If an employee takes 5 consecutive days off from work/childcare the employee is required to pay half of the tuition they have been paying. The cost will be deducted from the employee’s paycheck unless paid in advance. 

7.5 Mandated Benefits 

All employees will participate in the benefits that are mandated by State and Federal Laws. These benefits include Worker’s Compensation, Unemployment Compensation, and Social Security. 

7.6 Workers’ Compensation 

All employees shall be covered by Workers’ Compensation. If an employee is injured at work, they must report the injury to their Center Director before the end of their shift, complete the appropriate forms, and seek medical treatment if necessary. Employees injured at work will also need to complete a drug & alcohol test by the close of business hours, on the day the injury occurred.  

7.7 Unemployment Compensation 

Unemployment Compensation is another form of insurance, which is paid for entirely by Barrington School. Unemployment compensation helps an employee meet a loss of income resulting from unemployment beyond their control by paying certain benefits while they are out of work. This form of protection is in addition to group insurance, social security, and workers’ compensation.

7.8 Personal Time Off (PTO) Policy 

PTO will be calculated each payroll run for hourly employees. The number of PTO hours an employee will receive is based on the total hours worked during the pay period. Employees who are employed will receive PTO at a rate of 1-hour PTO for every 26.0 hours worked.  

PTO will be calculated on January 1st of each year for salary employees. An employee has the potential to receive up to a maximum of 80 hours of PTO per calendar year plus extra based on years of service. Seasonal employees are not eligible to accrue PTO. New employees will start to accumulate PTO on their first day of employment and can begin using their PTO once they have been employed for 90 days. 

After 5 years of service: 

Full-time employees: Employees who work an average of 37.5+ hours per week will receive an additional 40 hours of PTO, this will be added to your check throughout the year as 1.54 hours per pay period, starting the first payroll in January of your 5th year. 

Part-time employees: Employees who work an average of 25.5 hours will receive 25 hours of PTO; this will be added to your check throughout the year as 0.96 hours per pay starting the first payroll in January of your 5th year. 

Administration: Directors will receive 120 hours per year of PTO. 

Assistant directors will receive 104 hours per year of PTO. 

PTO cannot exceed the following: 

Employee less than 5 years of service – 80 hours 

Full time employee over 5 years of service – 120 hours 

Part time employee over 5 years of service – 105 hours 

Please note you will not be awarded more PTO hours during each pay period if you are at the max limit of PTO hours. PTO hours will never exceed the max limit. Any unused PTO will roll over to the following year but not to exceed 80 hours.  

If an employee is separated from Barrington School for any reason including but not limited to termination with or without cause, resignation, retirement or otherwise, the employee acknowledges that no accrued PTO will be paid out, and that employee acknowledges forfeiture of all PTO accrued time. Employee also acknowledges that no additional accrual of PTO will occur over the course of the employee's requisite two-week separation notice to employer. No PTO hours can be used during the employee’s two-week notice. 

7.9 COBRA 

If an employee who has been covered by Barrington Schools’ group health insurance plan is terminated because of temporary lack of work or illness and is re-hired within (3) three months of the layoff, the employee will become eligible to participate in the group health insurance plan after re-hire. 

Terminated employees may continue their group health insurance coverage for eighteen (18) months at their own expense on the COBRA plan. Employees whose work hours are reduced to a point where they are ineligible for coverage may also continue coverage for eighteen (18) months at their own expense. 

Employees must notify your payroll office (contact information located on the last page) of their intent to continue coverage within thirty (30) days of their termination date and must pay the premium schedules given by the payroll office. If the employee forgets to notify Barrington School, it will be understood that all insurance coverage will be cancelled, and the employee doesn’t wish to take COBRA. The employee should get a letter in writing from Barrington School stating that they have coverage. 

A dependent is no longer eligible for coverage under the employee's group insurance certificate due to employee's death, a divorced or legally separated spouse or a child ceasing to be a dependent, may continue group health insurance for up to thirty-six (36) months at the expense of the employee or dependent. The dependent must notify the payroll office within sixty (60) days of their intent to continue coverage. Failure to notify the payroll office or pay premiums is considered notice of cancellation of this option.

Individual location addendum 

Contact Information  

Regional Supervisor  

Taylor Ford 

8415 Walton Parkway 

New Albany, OH 43054 

NewAlbanyEast@BarringtonSchool.com

Phone: 614 656 4500 

Payroll/Accounting Office  

Taylor Ford 

8415 Walton Parkway 

New Albany, OH 43054 

NewAlbanyEast@BarringtonSchool.com

Phone: 614 656 4500 

A.1 Family Medical Leave Act (FMLA) 

Under federal law, eligible employees of employers with 50 or more employees, are allowed to take up to 12 weeks of unpaid medical leave, with continued medical benefits and restoration of their original or equivalent position upon return when they have met specific requirements:

EMPLOYEE ACKNOWLEDGMENT 

Barrington School 

Employee Policy Manual 

I, have carefully and thoroughly read and understand Barrington School Employee Policy Manual. I have received a copy of Barrington School’s Employee Policy Manual. I agree to follow, without reservation, the above Barrington School Employee Policy Manual as stated. I understand that Barrington School Employee Policy Manual is intended to be informative only, and that the policies, procedures, and benefits it explains do not constitute an employment contract of any kind, express or implied, or any promise upon which I should rely. I also understand and agree that I am employed "at-will," and that only center management has authority to enter into a contract of employment which is contrary to my "at-will" employment agreement, and such contract must be in writing and signed by the center administrator and by me. I further understand that Barrington Schools’ policies, procedures, and benefits may be changed, disregarded, or terminated by Barrington School, in their discretion, at any time and with or without notice. I agree I have the responsibility to read and understand the Handbook, and I understand that this Handbook supersedes all other employee handbooks.