HomeMy WebLinkAbout20080325.tiff RESOLUTION
RE: APPROVE FAMILY EDUCATIONAL NETWORK OF WELD COUNTY 2008 PERSONNEL
POLICIES,HEAD START POLICY COUNCIL BYLAWS,AND MEDIATION POLICY,AND
AUTHORIZE CHAIR TO SIGN ANY NECESSARY DOCUMENTS
WHEREAS, the Board of County Commissioners of Weld County, Colorado, pursuant to
Colorado statute and the Weld County Home Rule Charter, is vested with the authority of
administering the affairs of Weld County, Colorado, and
WHEREAS, the Board has been presented with the Family Educational Network of Weld
County 2008 Personnel Policies, Head Start Policy Council Bylaws,and Mediation Policy submitted
by the Department of Human Services, and
WHEREAS, after review, the Board deems it advisable to approve the Family Education
Network of Weld County 2008 Personnel Policies, the Head Start Policy Council Bylaws, and the
Medication Policy, copies of which are attached hereto and incorporated herein by reference.
NOW, THEREFORE, BE IT RESOLVED by the Board of County Commissioners of Weld
County, Colorado, that the Family Educational Network of Weld County 2008 Personnel Policies,
Head Start Policy Council Bylaws, and Mediation Policy submitted by the Department of Human
Services, be, and hereby are, approved.
BE IT FURTHER RESOLVED by the Board that the Chair be, and hereby is, authorized to
sign any necessary documents.
The above and foregoing Resolution was, on motion duly made and seconded, adopted by
the following vote on the 30th day of January, A.D., 2008.
BOARD OF COUNTY COMMISSIONERS
WELD COUNTY, COLORADO
ATTEST: { �� i I
��11 � yi iam H. Jerke, Chair
Weld County Clerk to the Board =iacia (Si 'S.,\ *
�1G- mil�f- Robert D:�fnf den, Pro-Tern BY: 17Deputy Clerk to the Board O
7 William F. Garcia
APP D AS T_?,,t EXCUSED
David E. Long
ounty A orney ��r'�Grnd yr
DougLs Radem cher
Date of signature: �/ EJ8
2008-0325
HR0078
MEMORANDUM
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frDATE: January 22, 2008
WIlD TO: Board of County Commissioners 1O/0
FROM: Walt Speckman, Executive Director �1f
COLORADO SUBJECT: 2008 FENWC Policies
Presented for approval before the Weld County Board of County Commissioners is the Family
Educational Networks' Head Start Programs 2008 Personnel Policies, Policy Council By-Laws
and Mediation Policy.
If you have any questions please contact Janet Flaugher, Director, @ 353-3800, ext. 3340.
r
2008-0325
a
DIVISION OF HUMAN SERVICES
Family Educational Network of Weld County
1555 NORTH 17TH AVENUE
PO BOX 1805
Wilk.
GREELEY, CO 80632
(970) 353-3800
FAX (970)304-6453
COLORADO
Family Educational Network of Weld County
2008 Regional Head Start
Documents Submitted to the Weld County Board of County Commissioners for
Review and Approval:
1) FENWC Personnel Policies for 2008.
2) FENWC Policy Council By-Laws for 2008.
3) FENWC Mediation Policy for 2008
The Weld County Board of County Commissioners has reviewed the
aforementioned FENWC documents and has voted to approve them.
V-1-7-2 HA/ 01 /30 / 2008
Jerke, Chair Date
` tdht• LINTY CLERK TO THE BOARD
%,
r!�1TY GL g K •�O TTH E E Q /RD
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HEAD START
POLICY COUNCIL
BY-LAWS
FAMILY EDUCATIONAL NETWORK OF
WELD COUNTY
Revised on October 2007
Presented to Policy Council for review and input on November 2007
Approved on December 2007
Policy Council Member Signature Date
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ARTICLE I: NAME, shall read as follows; The name of the organization shall be the
Family Educational Network of Weld County (FENWC), Policy Council,
hereinafter referred to as PC.
ARTICLE II: PURPOSE, The purpose of the PC shall be to:
a. encourage active parent participation in the progress of making
decisions and policies concerning the nature and operations of
FENWC's Head Start program:
b. monitor and formulate policies for the betterment of families affected
by the program;
c. insure a working relationship with the grantee, Weld County Board of
Commissioners, and its designee the Weld County Division of Human
Resources (HRD).
d. assist Parent Committees in organizing activities for parents and
families with the assistance of staff and ensure that funds are set aside
from program budgets are used to support parent activities.
e. assist in recruiting volunteers and community resources.
f. maintain procedures for agency to resolve community complaints and
medication.
g. ensure that parent committees understand their rights, responsibilities
and opportunities and encourage program participation.
ARTICLE III: MEMBERSHIP, shall be composed of the following members:
a. The PC shall consist of no less than fifty-one percent(51%)
parents with children currently enrolled in the program. The PC
will be made up of one parent representative and one alternate
elected from each Head Start center. Community Representatives
will be seated, to include past parents, as well as, interested
members from the community, with the voting privileges.
b. Elections of representatives/alternates shall take place no later than
October of each year. The term shall be for one year with no
representative/alternate serving more than three (3) consecutive
one-year terms.
c. PC will require that all Policy Council member resignations be in
writing or verbal notification reported by FENWC staff at forth
coming PC meetings.
ARTICLE IV: RESPONSIBILITIES AND AUTHORITY, the PC shall have the
authority to approve or disapprove the following matters before the
grantee shall take action:
a. The goals of FENWC programs and ways to meet the goals within
service plans, local, state and federal guidelines (Appendix A).
b. The areas in the community in which FENWC Programs will operate
using the Grant Application and the Community Assessment.
c. Plans to use available community resources in the FENWC Programs.
d. Criteria established for recruitment and selection of children within
applicable local, state and federal laws.
e. The composition of the appropriate Policy group and the method for
setting it up (within local, state and federal guidelines).
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I review, give input and approve/disapprove the grant application on
annual basis.
g. The establishment of FENWC personnel policies, including: hiring
and firing criteria for FENWC staff, career development plans and
employee grievance procedures. FENWC from the grantee Central
Office and community agencies.
h. The parent representative will act as a liaison between the Parent
Center Committee and the Policy Council, and represent the needs of
the families, their concerns, and how the services affect them.
ARTICLE V: OFFICERS, The principal officers of the PC shall be a Chairperson,
Chair-elect, Secretary/Treasurer, and Council Representative; each of who
shall elected by the PC voting members. The duties of the officers are as
follows:
a. Chairperson -to preside at all meetings, and to perform her/his
duties incidental to that office.
b. Chair-Elect -to conduct the business of PC in the absence of the
Chairperson and to join the Chairperson in all negotiations for the
Council. Ensure that all Rules of Orders are followed at each
meeting and keep an ongoing record of all activities and
accomplishments throughout the year.
c. Secretary - includes overseeing the minutes, corresponding to the
PC and keeping the PC's files in order.
d. Treasurer- Keep records of all incoming and outgoing transaction
make financial records available to the public and PC meetings.
e. Council Representative - to communicate the needs of the program
and enhance public awareness of FENWC.
ELECTION OF OFFICERS, shall be annually at the November meeting of the PC. Each officer
shall hold office for one year, Chair-Elect- 2 years, or until a successor shall have been duly
elected or qualified.
a. An officer shall be elected from representative and alternates. All officers shall
have voting privilege, with the exception of the chairperson, who may vote only
in the case of a tie, or for a quorum.
b. An officer may be removed by a two-thirds (2/3) vote of the entire council, or
(2/3) vote of council present if officer has missed two (2) consecutive regular
meetings.
c. A vacancy in an office shall require an election for that vacancy at the first regular
meeting following resignation or removal.
d. The Chairperson Elect should preferably have one year prior experience with the
PC.
e. The Executive Board Members may not be elected to an office term following the
term of a relative.
SPECIAL CONDITIONS: Any member or officers in violation of these guidelines will be
declared vacant by the Policy Council and filled by the Policy
Council affected.
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ARTICLE VI: MEETINGS
Regular Meetings of the PC will be held monthly from August thru April
and conducted according to Roberts Rules of Order.
Special Meetings - of the PC for any purpose or purposes, may be called
by the Chairperson or by any three (3) members of the Council. A phone
call or written notice is to be sent to the members within twenty-four(24)
hours informing them of the meeting and shall include the names of those
members responsible for calling the meeting. No business shall be
transacted at any such special meeting except as specified in the notice
thereof.
A Quorum - shall consist of three (3) PC members. If a quorum is not
present, the Chairperson or residing officer may call a business meeting or
adjournment. No decision may be made or actions taken by less than a
quorum.
Conduct of Meetings - All meetings shall be open to interested people.
FENWC staff shall attend at the request of the PC. Participation by
interested people shall be in accordance with Roberts Rules of Order. A
special closed meeting may be called to provide an opportunity for full
and frank discussion among PC members. All voting must be conducted
in an open meeting, except in the case of confidential personnel issues.
Written Notice - of regular meetings, which shall include the agenda and
other relative information for said meeting, must be mailed to members
seven (7) days in advance of the meeting.
Absenteeism—In the absence of an elected representative, the alternate
representative will have the voting rights. If a representative misses two
unexcused consecutive meetings, the representative may be removed from
office and will be informed in writing that they have been removed as
representative.
ARTICLE VII. COMMITTEES - standing committees may set up for the following areas:
a. Administration/Personnel Committee
b. Education Committee
c. Health Committee
d. Family Services Committee
Committee members shall serve for a term of one (1) year or until a
successor is duly appointed.
PC shall have the right to set up Ad-Hoc committees to work on any
special problems or projects.
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ARTICLE VIII: FUNDS
a. PC shall have an annual budget in order to conduct PC business.
b. PC members shall determine by vote what bill may be paid from
the PC Treasury.
c. All bills shall be paid by check from monies deposited in the PC
checking account.
d. PC checks shall be co-signed by the Chairperson and/or
Secretary/Treasurer.
e. A list of more detailed regulations to PC checking account will be
kept on file with an approved budget for each fiscal year.
f. Meeting allowance for childcare, meals, travel, sub committees,
and per diem will be reimbursed based on the Rules for the
Reimbursement of Parents who participate on the Policy Council.
ARTICLE IX: AMENDMENT OF BY-LAWS, by-laws may be amended by approval of
a two-thirds (2/3) majority of PC members present.
ARTICLE X: RULES OF ORDER, Rules of Parliamentary Procedure shall be followed.
ARTICLE XI: BYLAWS AND AMENDMENTS
Section 1 Approval of Bylaws—These bylaws shall take effect
following the approval of an absolute majority of the Policy Council
members.
Section 2 These Bylaws may be amended at any meeting of the
Policy Council by an absolute majority the Policy Council members.
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Mediation Policy
Should the Policy Council and the Weld County Division of Human Services, Family
Educational Network of Weld County (FENWC) be unable to reach agreement with regard to
personnel issues, and policy and grant approvals, every effort will be made to resolve the dispute.
MEDIATION PROCEDURE:
1. If the Policy Council and FENWC are unable to agree on an personnel, policy or grant
issue at a regularly scheduled meeting, a meeting between the Policy Council and
FENWC staff will be scheduled within five working days to specifically address the
issue.
2. Should the issue remain unresolved the Policy Council Executive Committee will meet
the Weld County Board of County Commissioners' Commissioner Coordinator for the
Division of Human Resources, the Executive Director of the Division of Human
Resources, and the Director of FENWC, within five working days. If the aforementioned
parties reach agreement, the Policy Council will take their recommendation before the
full Council for approval.
3. If the matter continues to be in dispute, another meeting will be scheduled, at a mutually
convenient time. A trained professional mediator will facilitate this meeting. The
mediator will be selected with approval of both parties. If agreement is reached, Policy
Council will approve the action at their next regularly scheduled meeting.
4. In the event the impasse continues, the program will contact their Federal Head Start
Program Specialist for direction.
Weld County Division of Human Services
Family Educational Network
Policy and Procedure
Subject: Human Resources Management
Organizational Structure
Performance Standard: 1304.52(a)(1) and (2)
Policy
FENWC maintains an organizational structure that supports the accomplishment of program
objectives, assigns major component functions and responsibilities staff members, provides
adequate mechanisms for supervision and support, and assigns program management functions in
the areas of Director, early childhood development, health, mental health, disabilities and family
and community partnerships.
Procedures
1) The FENWC organizational chart is kept current and up to date and demonstrates the
management positions required to satisfy performance standards.
2) Job descriptions, assigning functions and responsibilities, and supervisory and support
chain of command are maintained by the Office Manager and are provided to each
employee upon hire and upon request.
3) Upon hire each staff member receives an orientation about his/her job responsibilities and
supervisory and support chain of command.
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Weld County Division of Human Services
Family Educational Network
Policy and Procedure
Subject: Human Resources Management
Staff Qualifications
Performance Standard: 1304.52(b)(c)(d) and (f)
Policy
FENWC recruits and selects qualified employees who possess the knowledge, skills, education
and experience required by licensing and Head Start Performance Standards.
Procedures
1) FENWC advertises both in house and outside to fill open positions.
2) Advertising lists the required qualifications for each position posted, including familiarity
with the ethnic background and language (Spanish) of program families.
3) Applications, including the Director and content area experts are screened for required
qualifications and only those with the appropriate qualifications are interviewed.
4) Current and former parents are given preference for employment vacancies for which they
are qualified.
5) Staff Position Information Sheets delineate the qualifications and experience required for
each FENWC position, in compliance with Head Start Performance Standards and State
of Colorado Licensing Standards.
6) Occasionally staff may desire a change in assignment. FENWC staff may apply for any
internal positions for which they qualify that become open during the course of the year.
When positions are posted, staff that wish to apply for the position must complete a
Transfer Request form, have it signed by their supervisor and submit it to Personnel by
the advertised deadline. In addition, if staff members in like (lateral) positions at
different locations, or staff teams in like (lateral) positions at different locations would
like to exchange work sites, they may do so under the following conditions: 1) all parties
involved in the exchange are agreeable to the exchange; 2) the exchange takes place at the
start of the Regional Head Start Program year; 3) the exchange remains in effect for a
minimum of one program-year; 4) the exchange is agreed to by supervisors. At the end of
the year, if all parties agree, the exchange will become permanent. Staff that wish to
apply for a lateral transfer must complete a Request for Lateral Joint Transfer form.
7) All potential hires and terminations of staff, including the Head Start Director, are
approved by the Policy Council.
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Weld County Division of Human Services
Family Educational Network
Policy and Procedure
Subject: Human Resources Management
Confidentiality
Performance Standard: 1304.52(h)(1)(ii)
Policy
All staff, policy council, consultants and volunteers must respect and promote the unique identity
of each child and family. All information about children, families, staff members, or internal
operating issues of the FENWC program will be treated with the utmost CONFIDENTIALITY.
Information will be released only on a"need to know basis." In the case of a child, it will be
with a non-generic, clearly defined release signed by the parent or guardian. FENWC staff is
required to sign a confidentiality statement which is maintained in their personnel file.
Procedures
1) Information obtained while working with the families, child or staff member must be
considered confidential
2) Information overheard while in close proximity to a discussion about families, children or
staff members is held in strict confidentiality.
3) FENWC staff members are mandated reporters to the Department of Social Services
about suspected child abuse.
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Weld County Division of Human Services
Family Educational Network
Policy and Procedure
Subject: Human Resources Management
Pre-employment Declaration
Performance Standard: 1304.52
Policy
Federal regulations mandate that Head Start/Migrant Head Start agencies require all prospective
employees to sign a declaration prior to employment which lists:
• all pending and prior criminal arrests and charges related to child sexual abuse and
their disposition;
• convictions related to other forms of child abuse and/or neglect; and
• all convictions of violent felonies.
This pre-employment declaration statement excludes:
• any offense not related to child abuse and/or child sexual abuse or violent felonies
which were adjudicated in a juvenile court or under a youth offender law;
• any conviction for which the record has been expunged under Federal or State law;
• any conviction set aside under the Federal Youth Corrections Act or similar State
authority.
Procedures
1) Individuals who declare that they have been arrested, charged with or convicted of any
offenses listed above are not automatically disqualified from being hired.
2) The Family Educational Network of Weld County will review each case to assess the
relevancy of an arrest, charge or conviction to a hiring decision, and reserves the right to
verify the information provided by the prospective employee.
3) The Family Educational Network of Weld County will take the necessary steps to assure
the confidentiality of the information provided to it by prospective employees on the Pre-
employment Declaration Form.
4) FENWC employees are offered employment and are temporary until approved by the
Policy Council.
5) FENWC new hires will have a background check with the Colorado Bureau of
Investigation or Federal Bureau of Investigation conducted as well as being checked by
the Colorado Department of Human Services Central Registry for child abuse
convictions.
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Weld County Division of Human Services
Family Educational Network
Policy and Procedure
Subject: Human Resources Management
Standards of Conduct: Dress Code
Performance Standard: 1304.52
Policy
FENWC follows the Weld County policy 3-3-110 regarding dress. Each employee should
choose the proper attire for his/her specific job. All supervisors must enforce the dress code and
request proper appearance for their staff. Attire must be professional and representative of the
impression FENWC wants to convey to any visitors to the office or centers.
Procedures
1) Classroom and administrative staff should dress in neat, comfortable, clean, clothing,
appropriate to their work assignment.
2) Staff may wear open toe and/or open heel shoes; no flip-flops or other styles that have
the potential for causing injury to the wearer during the performance of job duties or that
interfere with the performance of job duties may be worn by staff working in the
classroom. (Examples of what not to wear in the classroom setting would be high heels,
platform shoes, poorly fitting shoes that are difficult to keep on the feet, shoes that are in
ragged/worn out condition, shoes with laces hanging, etc.)
3) Staff working in classrooms with children may wear "business casual, Bermuda or
walking-style" shorts, skorts or jeans. No short-shorts, no skimpy skorts or short dresses
may be worn.
4) Staff may NOT wear worn, torn, ragged, faded clothing, skin-tight spandex or lycra
work out apparel, clothing with obscene sayings or graphics, see-through garments,
skimpy tops or pants. No underwear may be showing. Staff is expected to refrain from
hair colorations that are contrary to natural hair colors; no purple, yellow, orange, green,
lavender, etc.
5) Consultants and volunteers are expected to abide by the same dress code.
6) Supervisors are expected to enforce the dress code and request proper appearance for
their staff. Attire must be professional and representative of the impression FENWC
wants to convey to any visitors to the office or centers.
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Weld County Policy:
A. Employees are to present a professional image to the public and our customers.
Accordingly; each employee is required to wear appropriate attire. Employees are
expected to dress neatly and appropriately and practice good grooming hygiene.
B. Employees working in an office environment with public contact are not authorized to
wear denim jeans (blue jeans)to work except on the day before the 4`h of July holiday to
honor the Greeley Independence Stampede Celebration, and on the Friday of the week of
the County Fair. Shorts are not to be worn by any County employees while at work
(exception made for Head Start staff working in the classroom setting). If uniforms are
provided, employees may be required to wear them. Certain jobs in the County have
specific safety requirements, such as hard hats and steel-toed shoes.
C. While on duty, County employees are not permitted to wear any visible body piercing
ornamentation except on the ears.
D. Employees found in violation of this policy may be sent home without pay or with use of
accrued leave time to change into proper attire and could be subject to further
disciplinary action. Pay status will be determined by the supervisor, department head or
elected official.
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Weld County Division of Human Services
Family Educational Network
Policy and Procedure
Subject: Human Resources Management
Standards of Conduct: Cellular Phones
Performance Standard: 1304.52
Policy
Classroom staff members' cellular phones/communication devices must be turned off during
classroom sessions (including time in the center, playground time, field trips, or any other setting
where staff are engaged with children). Personal calls on cellular phones may be made only
before and after class hours, on break time and during lunch breaks.
Procedures
1) Cellular phones or other electronic communication devices, i.e., PDA's, etc., do NOT
belong in the classroom setting. During working hours, classroom staff time must be
focused on the needs of the children. Such devices create a distraction that compromises
children's safety and learning.
2) Personal emergencies that may require a phone call during work time must be cleared in
advance with the Center Director or designee, but will not be cause for use of a cellular
phone in the classroom setting.
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Weld County Division of Human Services
Family Educational Network
Policy and Procedure
Subject: Human Resources Management
Staff Performance Appraisals
Performance Standard: 1304.52(i)
Policy
Employee performance appraisals will be completed per the Weld County Code, Personnel
Policies, Chapter 3, Articles I-XII. Each FENWC "new hire" or one promoted to a new position
will receive an appraisal at three months and thereafter in six-month intervals.
Procedures
1) Every Performance Appraisal must include a Professional Development Plan which will
be initiated with the employee and reviewed and revised at each Performance Appraisal.
2) The staff member and the supervisor will agree on short term and long term goals, and
identify any training or professional development needs to improve skills and
professional competencies.
3) Monitoring must be completed by the supervisor to provide feedback to the employee on
progress made.
4) For all regular employees, the Weld County Performance NOW Appraisal system,
available on all supervisor computers, is utilized. Instructions and training for using the
Performance NOW tool are secured through the supervisors and the Learning Lab
Computer Technician.
5) The Performance Appraisal will provide feedback in areas pertinent to the job
responsibilities, recognition of achievements, suggestions for improvement, and
professional development.
6) After the Performance Appraisal has been completed, discussed and signed, it will be
given to the Director who will review it and forward it to the Office Manager for
processing to Personnel and maintenance in the employee's personnel file.
7) The Performance Appraisal is used in the personnel/program monitoring process to assure
that specific program objectives and Head Start Performance Standards are being met.
8) Temporary employees are considered hourly employees per Weld County personnel
policies. They are not evaluated through the Weld County Performance NOW Appraisal
system. The temporary employee is given a list of job duties in order to successfully
fulfill the expectations of the position. The supervisor is responsible for providing
weekly feedback to the temporary employee and for providing a formal written evaluation
for a temporary employee at the end of his or her tenure with the program. It is
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imperative for the temporary person to be evaluated and the evaluation must be signed
prior to the departure.
9) Supervisors must make every effort to conduct an exit interview with employees leaving
FENWC. At this time, inventory will be reviewed, program resource materials and keys
will be collected, and a check out process will be completed.
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Weld County Division of Human Services
Family Educational Network
Policy and Procedure
Subject: Human Resources Management
Training and Development
Performance Standard: 1304.52(k)
Policy
All new FENWC staff are provided with initial orientation designed to acquaint them with the
Head Start and Migrant Head Start Performance Standards, Licensing rules,NAEYC
accreditation standards, the mission, purpose, goals and Federal mandates of the program and to
prepare them for the responsibilities of their position. As a condition of their employment, staff
members are required to attend all scheduled trainings pertinent to their assignment and all staff
meetings.
Procedures
1) New employee orientation is generated by the Office Manager.
2) Staff complete a training and professional development survey annually.
3) FENWC develops an annual Planning, Monitoring and Training calendar which provides
opportunities for staff to acquire or increase their knowledge and skills necessary to fulfill
their job responsibilities and implement the Performance Standards. Specific training is
provided in the areas of Family Involvement, Education, Health and Safety(including
identifying and reporting child abuse), Mental Health, Disabilities,Nutrition,
Administration, Operations and Center Management.
4) Documentation of training is kept by the FENWC Office Manager.
5) An annual Training Needs Assessment Survey is conducted with staff to assist in the
identification of staff needs. The results of the Needs Assessment are incorporated into
the annual T/TA plan and Service Plans.
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Weld County Division of Human Services
Family Educational Network
Policy and Procedure
Subject: Human Resources Management
Vacations
Performance Standard: 1304.52
Policy
Per Weld County policies, after successful completion of the initial 6-month review period, any
full time FENWC teaching staff may request vacation at designated times during the year using
the Vacation Request Form. Designated times include: Thanksgiving, Winter and Spring Breaks,
trimester, semester or other breaks scheduled on the FENWC calendar, as long as they do not
conflict with Pre-service or In-service training, scheduled Full-Day Full-Year Breaks and during
the months before the Migrant Program enrollment reaches capacity. No more than one staff
member per Migrant center may be on vacation in any given week when children are present.
In addition, FENWC Policies allow staff to "borrow" up to 80 hours of vacation time at two
times during the year, Winter and Spring Breaks. Borrowed time must be "paid back" before
additional borrowed time may be requested. At no other time of the year may vacation time
be borrowed.
Procedures
1) All vacation requests must be made through the employee's supervisor. Requests must
be made at least 2 weeks in advance. The supervisor must initial and submit the request
to Personnel for verification before approving and signing the request. Personnel will
return the verified request to the supervisor for signature. It is the responsibility of the
supervisor to sign the verified request, provide a copy for the employee and return the
original to Personnel for filing.
2) Administrative Office Management Staff and program support staff will be required to
stagger vacations to ensure that there is always adequate administrative coverage for
center support.
3) Center Directors may request vacation leave at any time, except during the 30-day period
before the opening day of their Regional and Migrant programs. Center Directors must
confirm advanced arrangements with their supervisor to have their center covered if they
plan vacation time when children are present.
4) If in any given year there is an overabundance of staff during the Migrant and Seasonal
Program, additional vacation requests may be granted.
5) Part-time and seasonal staff do not accrue vacation hours, but may request leave without
pay during the designated times listed above.
6) Requests for vacation leave may be denied by the supervisor/Department Head at any
time for any reason if there is a conflict with work requirements of the department.
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