EMPLOYEE POLICY MANUAL

January 2021

Introduction

This Employee Policy Manual (the “Manual”) is a compilation of personnel policies, practices, and procedures currently in effect at Consolidated Learning Center, Inc., Jelly Bean Junction Learning Centers, The Barrington School, and all franchise locations (hereinafter collectively referred to as the “Companies.”) It is intended to be informative only and provide a description of Companies’ 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. Consolidated Learning Center, Inc., Jelly Bean Junction Learning Centers and The 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 Consolidated Learning Center, Inc., Jelly Bean Junction Learning Centers and The Barrington School Employee Policy Manual is not intended to be an all-inclusive document.  Employees are to follow administrative rules and conduct themselves appropriately at all times.  Consolidated Learning Center, Inc., Jelly Bean Junction Learning Centers and The Barrington School are at-will employers.

Consolidated Learning Center - CLC

Jelly Bean Junction Learning Center – JBJ

The Barrington School – TBS

The Companies – Term used for all Companies (Consolidate Learning Centers, Jelly Bean Junction Learning Centers, The Barrington School, The Barrington School Franchise locations.

THIS MANUAL IS NOT INTENDED AS AN EXPRESS OR IMPLIED CONTRACT OF EMPLOYMENT. CONSOLIDATED LEARNING CENTER, INC., JELLY BEAN JUNCTION LEARNING CENTERS AND THE 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

The Companies do not discriminate on the basis of race, color, religion, national origin, sex, age, sexual preference, disability or veteran status in their procedures of employment, including hiring, promotion, discipline, discharge, pay, fringe benefits, job training classification, and/or referral. The Companies abide by all federal and state laws regarding employment practices, including but not limited to, the Americans with Disabilities Act.

1.2 Immigration Law Compliance

The Companies 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 employee’s 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.

1.3 Workplace Harassment

Any harassment of an associate, whether agent, employee, or applicant, because of race, color, sex, religion, national origin, age, military status, or handicap is clearly prohibited and will not be condoned. Sexual harassment is one particular form of discrimination that is illegal and violates the Companies’ 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 the Companies , 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.  Any person who believes that he/she is being or has been sexually harassed by another agent, employee, customer, or client should promptly notify their Supervisor or the Equal Opportunity Officer (Area Manager) at 7100 Muirfield Drive Suite 200 Dublin, Ohio 43017 or (614)791-0050 in writing.  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 harassment and discrimination policy shall not be permitted and shall result in appropriate disciplinary action, up to and including termination. The Companies will not tolerate retaliation towards any staff person who reports, charges, testifies, and/or assists in an investigation involving harassment claims.

1.4 Ethics & Abuse

Professionals, employees, and volunteers of The Companies shall not engage in sexual abuse, sexual harassment, sexual misconduct, and 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.

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.

1.5 Drug-Free Workplace

We are 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.  The Companies have established a 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 the Companies’ premises or surrounding areas, or in any vehicle used for the Companies’ 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.

Any employee convicted under any criminal drug statute for a violation occurring while on the job, on the Companies’ premises, or in any vehicle used for the Companies’ business must notify the Companies no later than 5 days after such a conviction.  A conviction includes any finding of guilt or plea of no contest and/or imposition of a fine, jail sentence, or other penalty.

The Companies have 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 with CLC, JBJ & TBS. 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, the Companies are a smoke-free environment. Center support may not smell of third hand smoke while working in the centers.  There is absolutely no smoking permitted anywhere on the Companies’ property, inside any location or inside any vehicle owned or operated by the Companies. Smoking paraphernalia is not permitted inside any Companies’ facility or to be kept in the view of children anywhere on the Companies’ property.  Any employee who violates this policy is subject to disciplinary action up to and including termination.

1.7 No Solicitation

To protect the Companies 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 the Companies’ owned or operating sites. Solicitation is defined as the approach of another person with a cause. Work time may not be used for solicitation. Any activities related to the Companies’    fundraising are not prohibited under this “No Solicitation” policy. Electronic devices owned by the Companies may not be used for any solicitation purposes.  Any employee who violates this policy is subject to disciplinary action up to and including termination.

1.8 Weapons Policy

In the interest of maintaining an environment that is safe and free for its staff and clients, the Companies prohibit the wearing, transporting, storage, presence or use of dangerous weapons on the Companies’ 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 COMPANIES’ PROPERTY. ALL COMPANIES WILL HAVE POSTED GUIDELINES AS TO OUR POLICY ON FIREARMS.

1.9 Confidentiality

The Companies safeguard the right to confidentiality in accordance with the Health Insurance Portability and Accountability Act (HIPAA), State and/or other Federal laws. Additionally, the Companies’ administrators 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 the Companies at will, with or without cause, and with or without notice, at any time. Nothing in the policies of the Companies 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 the Companies’ employees and/or staff. The personnel policies found here are not intended to be a contract of employment.

1.11 Uniform Policy

TBS: The required uniform is as follows: Employees can wear khaki, gray or black; pants, shorts, skirts, or capri pants in good condition (no denim material, spandex,  sweat pant material, velour material, wind pants; not stained, spotted or torn).  Employees must wear a polo shirt or a collared button-down dress shirt (ironed) with TBS logo embroidered on the chest.  Employees are permitted to wear solid white, black or gray shirts under their TBS polos.  Staff may also wear a TBS logo jacket or TBS logo sweater over their TBS logo polo.  These items may be purchased from TBS. Anything, besides pants, shorts, skirts or capri pants worn in the classroom must have TBS logo.  While working in the kitchen, staff are required to completely contain their hair by wearing an approved head covering.

JBJ: The required uniform is as follows: Employees can wear khaki or black dress pants shorts, skirts, or capri pants in good condition (no denim material, spandex, sweat pant material, velour material, wind pants; not stained, spotted, or torn).  Employees must wear a shirt with the JBJ logo. All shirts are to be in good condition; not stained, spotted, or torn.  Anything, besides pants, shorts, skirts or capri pants worn in the classroom must have the JBJ logo. While working in the kitchen, staff are required to completely contain their hair by wearing an approved head covering.

Inappropriate dress includes but is not limited to: wind pants, scrubs, sweatpants/leggings, 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 (kitchen staff is required to wear The Company approved head covering based on the board of health rules) and flip flops or sandals with open toes without a back strap (must be able to run in shoes).  All tattoos must be appropriate and may not contain the following: religion, flags, profanity, or violence. Any tattoos containing religion, flags, profanity, or violence must always remain covered. The administrator will determine appropriate dress.  All employees are required to wear your company name tag give to you during orientation.  If a Jelly Bean Junction employee is out of uniform, they will receive ½ point and must correct the uniform. If a Barrington School employee is out of uniform, they must correct the uniform and the violation will be documented on their quarterly evaluation.

Personal appearance, proper hygiene and appropriate attire are important to our work practices.  Staff are permitted to wear jeans with their logoed staff shirt on Fridays, jeans cannot be torn, tattered, stained, etc.

Staff that currently have piercings must have them flat to the skin and they must be small with no rings. No tongue, eyebrow, dermal or lip piercings allowed.  The administrator will determine appropriate dress. 

1.12 Management Uniform Policy

Management Personnel are a reflection of the Companies and therefore they need to be well groomed and well dressed.  Management must be dressed in professional (ironed) attire everyday (minimum business casual, no gym shoes, crocs, jeans, TBS or JBJ t-shirts). The Regional Supervisor will determine appropriate dress.  If management is out of uniform, they will be written up.

Personal appearance, proper hygiene and appropriate attire are important to our work practices.

Staff that currently have piercings must have them flat to the skin and they must be small with no rings. No tongue, eyebrow, dermal or lip piercings allowed.  The Regional Supervisor will determine appropriate dress.  

1.13 Information Technology

The Companies seek to safeguard a productive working environment free of harassment, to prevent unauthorized access to the Companies’   systems, and to otherwise protect the integrity of work-related information.  In order to protect work-related information and the working environment the Companies have adopted the following Information Technology Usage policy.

Privilege vs. Right

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

General Rules:

E-mail, voice mail, internet, telephones, iPads, iPods, computers, photocopiers, fax machines, and all other electronic technology provided at or through the Companies in the offices or otherwise generally are for business use only.
Personal data and files may not be stored on Companies’ computers, iPads, and all other electronic technology.
Internet Usage:

Internet, iPads, computers, and all other electronic technology provided by the Companies may be used for business related Internet browsing. Generally, employees should not use Companies’ electronic technology for recreational or personal Internet browsing.
Under no circumstances may Companies’ electronic technology be used for browsing web sites containing inappropriate content.
Under no circumstances may Companies’ electronic technology be used for communications with or communication methods provided by web sites containing inappropriate content.

Email usage:

If an employee maintains email files on Companies’ electronic technology, those files are not considered private or confidential and may be reviewed by the Companies at the Companies’ sole and absolute discretion.
Employees will provide, at the request of the Companies, copies of any email communications they possess regarding any client, customer or transaction involving the Companies and/or its employees.
Employees may not defame any person in any email communication.
Employees may not use inappropriate language in any email communication, including but not limited to, profanity, hate speech and sexually explicit speech.
Employees will be solely responsible for any contracts obligating them entered via an email communication
All email communications must conform to state and federal laws.

Any communications transmitted or communication methods used via the Companies’ electronic technology must be appropriate and within all applicable local, state and federal laws. Under no circumstances may Companies’ electronic technology be used to communicate any type of inappropriate content or language.
Employees must obey all applicable laws and regulations in their business and personal use of Companies’ 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.
Privacy:

Because the computers and communication systems (including all networking systems) are owned by the Companies, all material, communications, information and usage may be monitored and regulated by the Companies in any way, method or manner deemed necessary and appropriate;
No employee shall retain, maintain or own any rights to any information or communication method stored on or routed through Companies’ electronic technology;
No employee shall have any privacy rights regarding any information accessed or created, communication transmitted, or activity conducted using Companies’ electronic technology, regardless of the reason for the 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.  The companies 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 is able to surf the internet and/or receive/send text messages are not permitted in the classrooms under any circumstances.  All devices provided by the Companies are to be used solely for tasks approved by administration.  Electronic devices are never to be used in the 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 of the parking spaces opposite the building first.

 1.16 Violence Free Workplace

It is the Companies’ policy to provide a workplace that is safe and free from all threatening and intimidating conduct.  Therefore, the Companies 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 persons doing business with the Companies. 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 Companies’ property, in a vehicle being used on Companies’ business, in any Companies 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.  The Companies 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 of employees.  Where such actions involve non-employees, the Companies   will take action appropriate for the circumstances.  Where appropriate and/or necessary, the Companies   will also take whatever legal actions are available and necessary to stop the conduct and protect employees and property.

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 deed that reflect adversely on the Companies. Courtesy should be paid to each employee of the Companies 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 no/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 persons and property. Job performance discrepancies, violations of the Policy and Procedure Manual, or engaging in any act that the Companies’ views as 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 the Companies’ 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 the Companies’  and/or another individuals property; Fighting or horseplay; acts outside of the workplace, which could have an adverse impact on customers or employees and the Companies; Act of a dangerous or destructive nature, including abuse, misuse or destruction of the Companies’  and/or another individuals property; Dishonesty, including without limitation, providing false record/document (for example, time record; business records; employee information forms and records; and employment application); Sleeping or loitering on the job; Unacceptable attendance record; Possession, consumption, use or abuse of illegal drugs or controlled substances, or other prescribed controlled substances on the Companies’ property; Possession, consumption, use or abuse of alcoholic beverages on the Companies’ 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 Companies’ policies and procedures; Disregard for Ohio Department of Job and Family Services 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 or JBJ 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.

These rules certainly are not all-inclusive.  The Companies 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 the Companies’ sole discretion, it is appropriate: verbal warning, written warning, written reprimand, suspension without pay, and/or discharge.  Violation of any Ohio Department of Job and Family service “Serious Ricks” can result in a three-day unpaid suspension or termination.  The above-listed disciplinary measures are not exhaustive and do not obligate the Companies 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. If the question/problem is not resolved to the satisfaction of the employee, he/she should reduce it to writing or call:

Regional Supervisor:

533 Clough Pike

Cincinnati, OH 45244

Phone: (614) 791-0050

Fax: (614) 791-1151

Corporate Office:

Consolidated Learning Center

7100 Muirfield Dr. Suite 200

Dublin, OH 43017

Phone: (614) 791-0050

Fax: (614) 791-1151

2.4 Employee Discrimination Procedures

Discrimination complaints involving an incident or series of incidents, which adversely affect an employee due to his/her race, color, religion, sexual preference, national origin, sex, age, disability or veteran status may be filed by any employee. Employees who utilize or facilitate discrimination complaints are free from retaliation. Please report any violations to the Regional Supervisor at 7100 Muirfield Drive Suite 200 Dublin, Ohio 43017, 614-791-0050

2.5 Conflicts of Interest

Employees shall not have any direct or indirect interest or activity that directly, or indirectly, conflicts with their employment at the Companies.  The Companies’ 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 the Companies’ clients, customers, or children.  Employees may not request or offer to babysit the Companies’ clients, customers, or children.   Employees are not able to work at another licensed center while employed with the Companies.  Employees shall not use or attempt to use their position or materials with the Companies 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 the Companies for any staff to engage in any personal, social, or non-Companies related relationship with a parent during or following their receipt of services at the Companies.  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.

2.6 Safety

The Companies strive 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.

2.7 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.  The Companies   will try to accommodate restrictions.

2.8 Arrests and Convictions

Employees whose job duties include transportation of clients must notify the Companies within twenty-four hours or prior to their next scheduled workday, if they have been convicted of any felony traffic violations. Also, all employees must inform the Companies 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.

2.9 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 (TBS employees are also required to take ALICE (Alert, Lockdown, Inform, Counter, Evacuate) training) within their first year of hire and maintain certification in order to receive a merit increase.  Employees who fail to remain with the Companies 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.

2.11 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. The Companies 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 exam.  The cost of fingerprints will be charged to the corporate account and deducted from the employee’s first paycheck.  Medical examination should be paid for by employee.

3.2 Motor Vehicles

Employees are subject to a motor vehicle record inquiry. Employees must be 21 or older in order to drive Companies’ 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, salary and former employer checks and references.

Employees must complete all forms for employment including but not limited to Ohio Department of Job and Family Services Forms, the Companies’ forms, and Federal/State forms.  The employee is responsible for informing the Companies of any and 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 the Companies 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 afford an opportunity for employees to demonstrate performance competency consistent with the quality and quantity standards of the Companies 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 the Companies 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 moved into new positions should also be subjected to an introductory period of 90 days.

5.2 Salary vs. Hourly

Employees classified as salary receive compensation for meeting the requirements of their position. Compensation is not based on the number of hours worked.  Salaried employees are required to work 5 days and 45 hours a week. Hourly employees receive compensation based on actual time worked.

5.3 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. Non-exempt positions do not meet the FLSA exemption standards and employees in these positions are paid overtime.

5.4 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.  Employee’s hours are at the director’s discretion and can be changed at any time.

Section 6: General Practices

6.1 Payroll

Staff is 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 a 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 the Companies’ payroll provider and will not be provided by the Companies.  An activation code will be given to you by your director.  If a direct deposit has to be canceled the employee is responsible to pay 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 employee’s 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.  The Companies will make every attempt to adjust the error immediately or no later than the next pay period.

State law requires the Companies 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. 

6.3 Wages

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

6.4 Attendance and Quarterly Review System (The Barrington School Only)

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 a phone call to the center management at least two hours before the start of the employee’s shift.  If there is no answer by management when the center opens a phone call must be made to the center.  Ex: If you are not able to get ahold of a member of management you are to leave a message on the management’s cell phone and if no response when the center, 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 considered an unexcused absence.

Excused Reasons for Being Away From Work: The Companies will NOT count an absence or tardiness toward the employee’s quarterly 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 or illness when dismissed by the Director or Assistant Director, 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, or court subpoena, provided subpoena is shown to Director or Assistant Director immediately after receipt.

Quarterly Review System (The Barrington School Only)

Each quarter throughout the year the center director will conduct a review for every employee. The purpose of this process is to provide frequent feedback to each employee regarding individual performance. Employees are scored on a scale from 1 to 5, with 5 being the highest. After completing each section of the review, the employee will receive a quarterly percentage as well as a yearly average. The yearly average correlates directly with the amount each employee can earn for their annual raise. The chart below details the yearly score as they relate to the raise percentage:

Raise Scale

Yearly Score       Raise Amount

100-95%             4%

80-94%               3%

60-79%               2%

40-59%               1%

0-39%                 0%

6.4 Attendance and Point System Point System (Jelly Bean Junction Only)

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.  This policy recognizes that such problems do occur and allows for specified excused reasons for being away from work, which are not counted for the purposes of this policy (see below). Absenteeism and lateness make everyone’s job more difficult and can cause a disruption in the daily routine of the children we serve.  This policy is designed to prevent excessive absenteeism and lateness. This policy is not based on the number of workdays missed, but only upon the number of “points” received.  Staff can receive up to 6 points within 6 months.  The disciplinary measures (including up to termination) can be taken after receipt of 6 points within 6 months.

All call offs must be made by a phone call to the center management.  If there is no answer by management when the center opens a phone call must be made to the center.  Ex: If you are not able to get ahold of a member of management you are to leave a message on the management’s cell phone and if no response when the center opens at Jelly Bean Junction at 6:00am or The Barrington School at 6:30am, 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 considered an unexcused absence and will result in 2 points. 3 points will be given to an employee who takes off an already unapproved day.

Employees receive “points” for the following reasons:

Absence: 1 point per incident.  An unexcused absence is defined as calling off work without at least two hours prior notice. 

As long as the employee gives at least 2 hours’ notice, employees with a doctor’s note for themselves (not their child) will not receive a point as long as the employee presents doctor’s note stating that the employee has a communicable disease (refer to center communicable disease chart).  The employee will receive 1 point for each day without a doctor’s note.  If the employee takes any time off of work and does not have PTO to cover the absence, they will receive 2 points per day.

Tardiness: ½ point for each incident which is defined as being 3 minutes late.

Missed Staff Meeting: 1 point.  If an employee is unable to attend a meeting, they must schedule an alternative meeting date with the director within the same month after their work hours.  If a staff member misses an in-service training day, they will receive 3 points and will not be eligible for a raise for 1 year.

Violation of Uniform Policy: ½ point if you are in violation of the uniform policy.

Excused Reasons for Being Away from Work: The Companies will NOT count an absence or tardiness toward the employee’s point total when caused by certain excused reasons and the employee can submit proper documentation.  The following are the ONLY excused reasons which will not count as points: Jury Duty, occupational injury or illness when dismissed by the Director or Assistant Director, death in the family, medical emergency requiring hospitalization of self or immediate family member (spouse, child, parent or sibling) WITH APPROVED DOCUMENTATION, or court subpoena, provided subpoena is shown to Director or Assistant Director immediately after receipt.

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

The Companies conduct 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.

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.  The Companies 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 dismissed 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, the Companies 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 CLC, JBJ & TBS 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.

6.10 Military Leave

Unless the employee voluntarily resigns, employees who volunteer for military duty should be considered on a leave of absence without pay.

6.11 Maternity/Paternity Leave

If an employee plans to return to the Companies 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.

The Companies will determine the employees pay at the time of separation based on any outstanding debt owed to the Companies and whether the individual has in their possession any of the Companies’ property.  After a full accounting of the employee’s and the Companies’ accounts (as determined by the Companies), a final paycheck will be issued less outstanding amounts to the employee in accordance with state law.

The Companies will issue a check/direct deposit, which is designated as the final payment for all services rendered.  If the hourly employee fails to give and work out a two-week notice of leaving, fulfilling 10 working days, the last 10 working days of pay will be at minimum wage.  If a salary employee or chef does not work out a four-week notice, fulfilling 20 working days, the last 20 working days of pay will be at minimum wage.  The employee must use up all 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 company property has been returned to your center, your final paycheck will continue to be direct deposited.  If the employee owes company property, the final paycheck will be released from the corporate 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 cancelled.  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 Companies’ 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 the Companies’ attorney has authorized to person to answer.

If a process server appears in the office with a subpoena for any of the Companies, 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.

Section 7: Benefits

7.1 Family Medical Leave Act (FMLA)

Under federal law, eligible 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 the following requirements:

Have worked for the same employer for the previous 12 months.
Have worked at least 1250 hours in the previous 12 months.

7.2 Holidays

The Companies recognize the following six paid holidays: New Year’s Day, Memorial Day, July Fourth, Labor Day, Thanksgiving Day, and Christmas.  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.  

JBJ is also closed without holiday pay; the day after Thanksgiving, closes at 2:00 pm on Christmas Eve and 2:00 pm on New Year’s Eve.

TBS is closed with holiday pay; the day after Thanksgiving, Christmas Eve and closes at 2:30 pm on New Year’s Eve.

If an employee is in their 90-day introductory period or a seasonal employee, they will not be paid for Holidays.  Holiday pay will not be paid if: the employee is not usually scheduled to work when the holiday occurs, the employee is on leave when the holiday occurs, or the employee is on disciplinary suspension when the holiday occurs.

If an employee has an unscheduled absence on the day preceding or following a holiday they will not be paid for the holiday.  Employees with PTO have the first right to request off days before and after a holiday.

7.3 Insurance

The actual insurance coverage varies depending upon the policies of the Companies with which the Companies contract.  Insurance benefits will be available to all full-time employees who work 30+ hours a week and have completed their 90-day introductory period.  All Companies also offer AFLAC.

7.4 401 K Plan

Retirement benefits shall be offered to any employee who meets the participation requirements of the Companies.

7.5 Child Care

Employees will have a 50% discount for their oldest child in their weekly tuition.  The discount does not apply to children under 18 months.  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.

7.6 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.

7.7 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. 

7.8 Unemployment Compensation

Unemployment Compensation is another form of insurance, which is paid for entirely by the Companies. 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.

7.9 Personal Time Off (PTO) Policy

PTO will be calculated each payroll run for hourly employees.   The amount 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.  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.

PTO will be calculated on January 1st of each year for salary employees.  Non-administrative employees who are on salary will receive 90 hours of PTO annually and will earn 120 hours of PTO annually beginning on January 1st of their 5th year of service.

After 5 years of service;

Full time employees: Employees who work an average of 37.5+ hours per week will receive additional 40 hours of PTO, this will be added to your check throughout the year as 1.54 hours per pay 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.

Staff has to be in good standing to receive any PTO days.  Any employee who has received more than one written verbal notice, a suspension, or a probation, within the last year will not be eligible to accrue PTO hours for 3 months.  Employees who have worked for us for 5 years or more will still continue to earn the extra hours.

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 your max limit of PTO hours. PTO hours will never exceed the max limit.

If an employee is separated from the Companies 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 to employee and that employee acknowledges forfeiture of any and 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.

7.10 COBRA

If an employee who has been covered by the Companies’ 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 the corporate office of their intent to continue coverage within thirty (30) days of their termination date and must pay the premium schedules given by the corporate office. If the employee forgets to notify The Companies, 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 the Companies stating that they have coverage.

A dependent 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 office within sixty (60) days of their intent to continue coverage.  Failure to notify the office or pay premiums is considered notice of cancellation of this option.

EMPLOYEE ACKNOWLEDGMENT

Consolidated Learning Center, Inc.
Jelly Bean Junction Learning Center
The Barrington School and all franchise locations

Employee Policy Manual

I have carefully and thoroughly read and understand the Consolidated Learning Center, Inc., Jelly Bean Junctions Learning Center and The Barrington School Employee Policy Manual.  I have received a copy of Jelly Bean Junction Learning Center, Inc/ The Barrington School’s Employee Policy Manual.  I agree to follow, without reservation, the above Consolidated Learning Center, Inc., Jelly Bean Junctions Learning Center and The Barrington School Employee Policy Manual as stated. I understand that the Consolidated Learning Center, Inc., Jelly Bean Junctions Learning Center and The 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 the Companies’ policies, procedures, and benefits may be changed, disregarded, or terminated by the Companies, 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.

Today's Date: July 3, 2025