BEGIN ONBOARDING PROCESS

Let’s Begin

As you go through this module, you will be required to do the following:

Please have a electronic copy of your drivers license handy to upload.
Please read your job requirement and make sure to sign the ‘Job Requirment Agreement Form’.
This module will take you through each page that you will need to fill and sign. Please make sure to fill out each form in its entirely.
Please make sure to have the email address you would like a copy of your documents sent to you on hand.
When you are finished, please let your Director know.

Thank you for connecting with us. We will respond to you shortly.

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Personal Information
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Upload ID Here:
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Job Requirements
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W-4 Employee Wage Form
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Direct Deposit Auth.
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Staff Contact
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No Fault Policy
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Wage Reduction Authorization
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Job Description Acknoledgment

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WELCOME TO CUDDLEBUGS ONBOARDING PROCESS

*Name

*Email

*Phone Number

* Please Enter Your Date of Birth

Please Upload the Front Copy of Your Photo ID:

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*Start Date

JOB DESCRIPTION SECTION

Assistant Teacher Job

Assistant Teacher Classification:

Non-Exempt Employee

Job Summary
Under the direction of the lead teacher, assists in the daily management and supervision of the classroom and children. Practice and model Conscious Discipline in the classroom.

Primary Duties and Responsibilities

Education and Curriculum

• Assists in implementing Frog Street curriculum activities and lesson plans. Follows program schedule for the classroom, outdoor time, meals, snacks, and special activities.
• Uses positive guidance techniques consistent with state licensing regulations; counsels' children when social, academic or adjustment problems arise. Practices and models Conscious Discipline in the classroom.
• Keeps accurate and current records of each child's developmental milestones, student accidents, anecdotal notes, and attendance.
• Under the direction of the lead teacher, helps to establish developmentally appropriate room arrangement, decor, and learning environment inthe classroom, consistent with the program's philosophy and goals.
• Provides daily written communication to parents of toddlers, and two-year-olds as well . For other age groups, ensures that daily list of activities is posted for parents. Assists in maintaining classroom bulletin boards.
• Has working knowledge of Texas Minimum Standards as they pertain to center operations.

Interactions with Parents, Staff and Supervisor

• Interacts professionally with current and prospective families.
• Maintains appropriate primary caregiver groups.
• Observes, records, and reports to lead teacher any needed repairs to the building, play area, equipment, or toys throughout the facility. Ensures that children are not exposed to equipment or situations that could affect their health and safety.
• Accepts temporary work assignments in the event regularly scheduled staff is not available, such as taking full responsibility of the classroom in the absence of the lead

teacher. May write, submit, and implement a lesson plan. May also answer phones, cook, clean, and organize as needs of the program dictate.

Health and Safety

• Implement appropriate emergency procedures in the event of fire, tornado, chemical leak, or other emergency situation.
• Administers CPR/First aid or other appropriate emergency procedures in the event of serious student accidents or emergencies.
• Properly maintains educational materials and equipment, ensures that children are using equipment in an appropriate manner.
• Keeps the classroom and other play areas safe, neat, and clean.

Reporting Relationship

The assistant Teacher reports directly to the Director; he/she also takes day-to-day direction and instruction from the Lead Teacher in the classroom.

Qualifications

The assistant teacher qualifications must meet or exceed state licensing requirements for age, education, and experience. Previous work experience is preferred.

Must be able to repeatedly bend, stoop and run; must repeatedly lift and carry children. Must be able to effectively interact and communicate with children and parents.

The assistant teacher may be required to drive a program vehicle.

The assistant teacher is required to maintain at least 30 hours of training per year.

Fill Out W-4 Employee Wage Witholding Form

Please completely fill out the W4 Employee Wage Witholding Form below. You must click 'Continue' to begin. When you have finished filling out the forms, please enter your email address, and you will receive a completed copy of the first set of forms. {The First Page is the only form required to be filled out. The additional 3 pages are directions to assist in helping you fill out the form for page 1.

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Direct Deposit Authorization Form

I authorize Cuddlebugs Learning Center to deposit my paycheck into the following account:

*Employee Name

Bank Name

Routing Number

Account Number

Please Check One

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Full Paycheck

Partial Amount

If Partial, Please List Amount

Please Sign Below:

Date

Please Upload a Copy of a Voided Check Below:

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Staff Contact Information

*Name

*Home Address

Home Phone Number

Cell Phone Number

Persons to contact in case of an emergency:

*Name

*Relationship

*Phone Number

CONDITIONS, MEDICATIONS, OR OTHER INFORMATION A PHYSICIAN MAY NEED TO KNOW IN CASE OF A MEDICAL EMERGENCY:

IN CASE OF A LIFE-THREATENING EMERGENCY, MY HOSPITAL PREFERENCE IS:

Name / Address

Phone Number

No Fault Attendance Policy

No Fault Attendance Policy

You are hired to perform an important function at Cuddlebugs Learning Center. As with any group effort, it takes cooperation and commitment from everyone to operate effectively.

Therefore, your attendance and punctuality are very important. Absences cause a slow -down in the work and added burdens for your fellow employees. Good attendance is something that is expected from all employees. When you clock into to work you should be prepared and ready to start your day. Excessive absenteeism or tardiness will not be tolerated and will be cause for disciplinary action up to and including discharge.

We do realize however that there are times when absences and tardiness cannot be avoided. Therefore, we have a no-fault system that allows you to accumulate some points before any disciplinary action istaken against you. It is expected that everyone will accumulate some points under this system. It is only when points become excessive, and warnings ·are issued, that an employee need be concerned about his or her attendance practices.

Regardless of the reason for your absence, you are expected to properly notify y9ur supervisor on duty at least one hour in advance of your scheduled work time. Leaving a message does not qualify as notifying your supervisor. You must personally contact you supervisor. Lack of a telephone or absence from town is not an excuse for failing to notify your supervisor of absence or tardiness. You should call every day that you are absent unless'you are on an approved leave of absence. Unreported and unexcused absences of one consecutive workday will be considered a voluntary resignation of employment with the Center.

Each employee's absenteeism and tardiness records are kept on file. The absenteeism and tardiness record will be kept using a point system beginning August 3, 2015. Depending upon the nature of the absence, a certain number of points are accumulated by and on his or her record. When an employee reaches various point totals, certain notice and disciplinary actions will be taken. An employee may receive a written notice, a written warning, a final written warning, or may be discharged depending upon the number of points he or she accumulates.

The point system is based upon the progressive past 12 calendar months. Any employee who accumulates 18 or more points in a calendar month period under this system will be discharged. On the first day of each calendar month, points accumulated during that same month one year prior will be removed from the employee's record for purposes of this policy.

If an employee accumulates only three points or less during any progressive 12 calendar month period, he or she will receive one day off with pay. Upon entering a day off with pay, the employee will begin a new 12-month period for purposes of earning another day off under this program. Absences from work will accumulate points in the following manner:

If your absence is due to illness or injury, you will be required to provide a doctor's report supporting the necessity of your absence, as well as your ability to return to work, within 48 hours (if not hospitalized) after the absence or tardiness to refrain from receiving point(s) for the day(s). If Illness or injury requires hospitalization the employee must provide supporting documentation 48 hours after release. Doctor's reports are accepted for employees only, not children or other family members. If your absence is the result of personal emergency other than illness or injury, documentation supporting your absence will be required.

NO POINTS

1. Off work due to a work-related injury with medical verification that the employee is unable to work.
2. Off work due to jury duty, military leave, medical leave, lack of work, subpoenas, or any other absence expressly
authorized by the Company, the terms of company policy, or the law.
3. Off work because of adverse weather conditions resulting in the closing of schools and/or roads in this or the surrounding counties by local authorities.
4. Off work due to an accident in which you are involved coming to work and which you can verify through police records or other satisfactory evidence. Car trouble is not excused.

Half (.5) Point

1. Leaving work early because of a proven emergency.

Half (.5) Point

1. Late to work by 1 minute up to 1 hour for any reason not excused above.
2. Leaving work two hours or less before the end of your scheduled work time for any reason not excused above after notifying your supervisor.

Half (.5) Point

1. Late to work by more than 1 minute up to 1 hour for any reason not excused above.
2. Leaving work more than two hours before the end of your scheduled workweek for any reason not excused above after notifying your supervisor.

One (1) Point

1. Absence for any reason not excused above with proper call-in.

Twelve (12) Points

1. Absence for any reason not excused above without proper call-in. No call - No show

The accumulation of the following number of points will result in the following action being taken by the company:

• 4 points: A verbal written notice that the employee has accumulated 4 points or more.
• 8 points: A written warning to the employee
• 12 points: A written warning and Action Plan
• 16 points: A Written final written warning to the employee
• 18 points: The employee will be discharged

The center will notify the employees that through the passage of time they have lost points. However, each time an employee accumulates enough points to trigger a notice or warning, the employee will receive such notice or warning. For example, if an employee accumulates 8 points and receives a written warning notice of such points and the points subsequently drop, through the passage of time, and then the employee accumulates points again to 10 points the employee will be reissued a written notice again upon the re accumulation of points. Employees may also check with the Director to determine their point status.
The center also reserves the right to impose discipline, up to and including discharge, for excessive excused absences or tardiness.

Signature

Date

Wage Reduction Authorization Agreement Form

(Texas Payday Law Rule 821.28(b)

I understand and agree that my employer, Cuddlebugs Learning Center may deduct money from my pay fromtime to time for reasons that fall into the following categories:

1. My share of the premiums for the Company's group medical/dental plan;
2. any contributions I may make into a retirement or pension plan sponsored, controlled, or managed by the Company;
3. installment payments on loans or wage advances given to me by the Company, and if there is a balance remaining when I leave the Company, the balance of such loans or advances;
4. installment payments on loans based upon store credit that I use for my own personal purchases, including the value of merchandise or services that I purchase or have purchased for personal, non-business reasons using my employee charge account or credit card, an account or credit card assigned to another employee, or a general company account or credit card, regardless of whether such purchase was authorized, and if there is a balance remaining when I leave the Company, the balance of such store credit or charges;
5. if I receive an overpayment of wages for any reason, repayment to the Company of such overpayments (the deduction for such a repayment will equal the entire amount of the overpayment, unless the Company and I agree in writing to a series of smaller deductions in specified amounts);
6. the cost of repairing or replacing any Company supplies, materials, equipment, money, or other property that I may damage (other than normal wear and tear), lose, fail to return, or take without appropriate authorization from the Company during my employment;
7. the cost of Company uniforms and of cleaning the uniforms (the Company will deduct only the actual price it pays for uniforms and cleaning costs) if not returned;
8. administrative fees in connection with court-ordered garnishments or legally-required wage attachments of my pay, limited in extent to the amount or amounts allowed under applicable laws;
9. if I take paid vacation or sick leave in advance of the date I would normally be entitled to it and I separate from the Company before accruing time to cover such advance leave, the value of such leave taken in advance that is not so covered
10. payment for adult education and credentials that can be used in other employment opportunities. The company has a right to deduct the cost of the Child Development Associate Credential class ($350), the cost of the application to the Council for Professional Recognition ($425), and the cost of The Essentials Text book ($49).
11. the company has the right to deduct the cost of certifications that can be used in other employment opportunities. The company has the right to deduct the cost of CPR and First Aid training and renewal ($50) as well as the cost of TB testing ($20, if applicable). The cost of the FBI fingerprinting may also be deducted ($40.64).
12. the company has the right to deduct tuition for care of the employee's child per the company tuition agreement signed by the employee. Weekly tuition amounts are outlined on the tuition agreement and agreed upon by the employee. (see attached)

I agree that the Company may deduct money from my pay under the above circumstances, or if any of the above situations occur. I further understand that the Company has stated its intention to abide by all applicable federal and Texas wage and hour laws and that if I believe that any such law has not been followed, I have the right to file a wage claim with appropriate Texas and federal agencies.

Employee Signature:

Employees Printed Name:

Date