1

_______________________

Fort Stewart/Hunter Army Airfield Child and Youth Services

Employee Handbook 2017-2018

_______________________

2

TABLE OF CONTENTS

Page

Welcome Letter from the Child and Youth Services

Coordinator……………………………………………………………………………………5

Four Cornerstones of CYS Program……………………….……………………………..6

Army Values…………………………………………………………………………………..6

CYS Mission, Vision, Goals ………………………………………………………………..7

Customer Services…………………………………………………………………………..8

o Caregivers Creed o Customer Covenant

Professional Consideration and Teamwork…………………………………………….9 Inspections……………………………………………………………………………………9

Regulation …………………………………………………………………………………….9

Accreditation………………………………………………………………………………...10

Chain of Command/Open Door Policy………………………………………………….10 o Direct Support Services Phone Numbers o Indirect Support Services Phone Numbers

Organizational Chart……………………………………………………………………….12

Time and Attendance………………………………………………………………………13

o Schedules o Work Hours o Time Cards o Check In and Out o Punctuality o Leave Policy o Overtime/Compensatory Time

Scheduled Breaks …………….……………………………………………………………18

o Staff work/Break Room o Rest Periods o Lunch Break

3

Risk Management ………………………………………………………………………….19 o Child Abuse and Neglect o Reporting Procedures for Child Abuse o Touch/Discipline Policy o Incident/Accident Reporting Procedures o Standards of Conduct Standing Operating Procedures (SOP) o Visitors o Occupational Safety

Workforce Development ………………………………………………………………….21

o Position Description o CYS Standard Orientation o Specialized Training o Career Development o Performance Rating

Family Friend/Learning Environment ……………………………………………….....25

o First Name Formal o Parent Involvement o Children of Employees o Have Fun & Play

Attire and Personal Hygiene ……………………………………………………………..26

o Branded Apparel o Nametags o Shoes o Fingernails o Jewelry o Hair/Hats & Head wraps o Swimsuit o Underclothing o Tattoos

Communication …………………………………………………………………………….28

o Language o Gossiping o English o Confidentiality o Public Relations o Suggestions o Telephone Calls o Cell Phone Use

Miscellaneous Information ……………………………………………………………….30

o Solicitation o Smoking

4

o Leaving Premises/Field Trips o Transportation of Children o Parking o Gum Chewing o Disciplinary Action

Local Union Partnership Council ………………………………………………………..31

Ethics …………………………………………………………………………………………32 o Gift From Outside Sources o Gift between Employees o Conflicting Financial Interests o Impartiality in Performing Official Duties o Misuse of Position o Outside Activities

Acknowledgement of Receipt ……………………………………………………………34 Installation Maps …………………………………………………………………………..36

5

Welcome to Fort Stewart/Hunter Army Airfield Child and Youth Services (CYS). You have just joined an organization of highly qualified, ever-growing professionals who are dedicated to providing the most up-to-date, developmentally appropriate experiences possible for the children/youth enrolled in our programs. As an employee of this organization, you have privileges and responsibilities of which you should be aware. Our programs comprise a community-based effort to coordinate comprehensive services for children and youth of both on and off on the installation. This Employee Handbook has been prepared to familiarize you with components and basic policies of our CYS programs and to provide you with some guidelines for conducting yourself as a self-confident, knowledgeable, professional member of the CYS staff. This handbook has been reviewed and approved for use by the Civilian Personnel Advisory Center (CPAC), Staff Judge Advocate (SJA), Employee Assistance Program (EAP), Equal Employment Opportunity (EEO), and American Federation of Government Employees Local 1922. I encourage you to read this handbook carefully, referring to it as needed as a valuable resource for understanding our organization. All employees have important roles to play in our organization and will be expected to conduct themselves in a professional manner at all times. You will be notified about any changes in our policies and practices. The policies, procedures, benefits, and practices described in this basic handbook should not be taken for granted and are subject to change. We will attempt to give you ample notice when a policy or benefit change is made. This handbook is not inclusive of all Appropriated (APF) and Non-appropriated Fund (NAF) personnel policies and procedures. Policies and procedures regarding leave use, safety, on-the-job injuries, promotions, and awards are not covered in detail in the handbook as definitive guidance is available to you. If you are NAF, AR 215-3 is applicable to you; if you are APF, the AR 690 series applies to you. The regulations are available for review at your worksite, the Fort Stewart/Hunter Army Airfield Civilian Personnel Advisory Center (CPAC) or on the web at www.apd.army.mil. In addition, if your employment code places you in the bargaining unit, you are covered by the American Federation of Government Employees Local 1922. Providing quality service to our customers is another key requirement of CYS teamwork. Your customers are the children, their Families, co-workers, and other “visitors” to your program. Everyone should be greeted with a smile and be treated with courtesy and respect. Every attempt should be made to meet our customers’ needs and to keep them satisfied with the services they receive. The CYS management staff maintains an open door, open-minded policy. Please feel free to discuss any ideas or concerns that you may have about any aspect of our program with your chain of supervision. We encourage you to join us as an innovative, active participant and to share your good ideas. Please contact your supervisor if you have any questions, suggestions, or comments. Again, welcome to the CYS team. We hope that you will find your employment a matter of both pride and satisfaction, and that it will be mutually productive and enjoyable. Sincerely, Stacy L. Groth CYS Coordinator

6

THE FOUR CORNERSTONES OF CYS PROGRAMS

Availability: Provide adequate program capacity and services with the right mix of age groups and spaces to support employment, deployment, health and fitness, youth development, instructional programs and school transition/education.

Affordability: Operate efficiently within Army resource guidance. Establish fees that consider Army Family budgets and meet Army financial goals so that the CYS Program is affordable to both the Army and the Army Family.

Quality: To support the growth and developmental needs of every child/youth, regardless of age or program enrollment, in a safe and healthy environment, with trained and caring adult staff, volunteers and contractors.

Accountability: To safeguard the Army’s resources by efficient management oversight,

good fiscal stewardship, reducing waste and protecting assets of programs and services

to Soldiers and their Families.

ARMY VALUES

The Army Values are a key element of the Profession of Arms and the Army Ethic. They embody our culture of service to the Nation, and guide our behavior in all situations. We are committed to building values-based leadership and safe-guarding the well-being of Soldiers, Civilians and their Families in a highly professional manner.ion

7

CYS MISSION, VISION, AND GOALS The mission of Fort Stewart/Hunter Army Airfield Child and Youth Services is to reduce the conflict between mission readiness and parental responsibility by offering quality programs for children and youth. We promote Family self-reliance and reinforce Army values by recognizing the challenges of our Soldiers and their Families. Our programs support Soldiers, which in turn enhances Army readiness. In other words, Soldiers can concentrate on their mission knowing their children are safe and supervised in quality child and youth programs. Army CYS is a force enabler. Child & Youth programs become critical to the military mission during deployment, mobilization, and contingency situations. When a Soldier loses duty time due to a lack of child care, it negatively impacts the military mission. Our job is to ensure availability of predictable programs and services for eligible children and youth ages 4 weeks to 18 years when our customers need us most. To us, that means support for very early morning for PT, extended evening hours when Soldiers have long shifts, weekend youth programs, and, if needed, care and supervision options around the clock. Some children even stay in our Family Child Care Homes for periods of time while their parent(s) are on temporary duty assignments. The vision of Fort Stewart/Hunter Army Airfield CYS programs is:

Seamless delivery system for children and youth ages 4 weeks to 18 years

Predictable services offered at all Child and Youth Services facilities

Safe, healthy, Family friendly environments

Well-managed programs

Accountability for Army, Program, Staff/Child/Youth and Family Outcomes

Satisfied customers – Children/Youth/Parents/Army/Congress

Remain the “Benchmark for America’s Child Care Programs”

Become the “Benchmark for America’s Youth Programs” The goals of the CYS program are to assist each child/youth in developing a positive self-concept by:

Providing a safe, caring, and healthy learning environment.

Helping children/youth develop constructive, thoughtful, and creative qualities in order to become diligent and caring people.

Provide opportunities for children/youth to experience success and failure without criticism.

Encouraging children/youth to develop and sustain a positive self-image.

Enhancing children’s understanding and use of language, and knowledge of the work around them.

Providing children/youth with positive social experiences and role models.

Nurturing each participant’s abilities and treating them with dignity and respect.

8

CUSTOMER SERVICE

Caregivers Creed

I am an Army Caregiver, a professional trained in my duties. I serve Department of

Defense Families who protect the nation by protecting their children. I will always provide

a safe, nurturing, and enriching environment. Never will I put children in harm’s way or

allow others to do so. I will build trust with parents so they can concentrate on their

mission. I will always treat Families with the dignity and respect they deserve. Army

Caregivers are key members of the Army Team. I am an Army Caregiver!

Customer Covenant

Family and Morale, Welfare and Recreation (FMWR) is committed to providing quality

through service excellence to our Soldiers and Families commensurate with the quality

of their service to our Nation. We understand that we create value for our customers

through predictable, consistent and efficient customer focused service.

To that end, we promise our customer they will…..

Always be respected and treated as individuals who are valued

Receive a prompt and friendly greeting in a professional and courteous manner

Experience aesthetically-pleasing facilities

Receive timely, accurate and helpful information

Be offered high quality products and services

Have an opportunity to provide feedback

Professional Consideration and Teamwork Teamwork is the foundation of the program because we all have to work together to provide high quality service to the children in our care. Appreciate the strengths and diversity of all the employees with whom you work. Each one plays a special role that makes a room a wonderful learning and caring environment for children. Be supportive of each other. Inspections Garrison CYS programs are inspected periodically throughout each year; all inspections are unannounced. Inspections include at least one Comprehensive Health and Sanitation

9

Inspection, one Comprehensive Fire, Facility and Safety Inspection, one Garrison Multi-Disciplinary Team Inspection (MDTI) and one Army Higher Headquarters Inspection (AHHI). If follow-up inspections are required for AHHI, they are completed by IMCOM G9 CYS in accordance with Army and DoD Directives. The Garrison Commander is responsible for the MDTI and two required Comprehensive Inspections. All of these inspections are unannounced.

Regulations

AR 608-10, Child Development Services

AR 215-1, Military Morale, Welfare and Recreation Activities and Non-Appropriated Fund Instrumentalities

DoDI 1015.2 MWR Programs

DoDI 6060.2, Child Development Programs

DoDI 6060.4, Youth Services Programs

DoDI 1402.5, Criminal History Background Checks on Individual in Childcare Settings

DoDI 6025.18-R Privacy of Health Information

DOD 1000.3 Safety and Occupational Health Policy for DOD

PL 101-647 Crime Control Act of 1990

PL 104-106 – Military Child Care Act

PL 104-106 Youth Sponsorship

PL 104-201, Sec 1044: Cities concern for lack of support for DoD Youth Programs

PL 106-65, Sec 584, Expanded Child Care and Youth program services

PL 106-79, Conference Report – DoD Report on Family Childcare Subsidy/Access to Military Child Care

PL 101-366 Americans with Disabilities Act Accreditation Accreditation is a third party endorsement of quality and is granted to an individual, CDC center or FCC home that meets specific standards defined by the accrediting body. The Military Child Care Act (Public Law104-106) requires military child development centers meet the standards of operation necessary for accreditation by an appropriate national early childhood programs accrediting body. Currently, Army eligible centers serving children 0-5 years of age are accredited by the National Association for the Education of Young Children (NAEYC) and Army eligible centers serving children 6-12 years of age are accredited by the Council on Accreditation (COA) or its predecessor the National After-School Association (NAA). FCC homes are accredited by the National Association for Family Child Care (NAFCC). Chain of Command/Open Door Policy

It is important that you be comfortable and happy in your position. If at any time during

your employment you have a concern, suggestion, observation or simply want to discuss

your feelings on any matter, you have an established chain of supervision that will listen

to you and provide assistance and guidance. Many problems can be solved at a low level

in the chain with the first line supervisor and need not involve the next higher person.

10

Although there is an “open door” policy within CYS and Directorate of Family and Morale,

Welfare and Recreation (FMWR), it is advisable to make an appointment before

attempting to see any member of your chain of command. You should address your

concerns to personnel in your supervisory chain in the following order:

1. Module or Program Lead 2. Supervisory Program Specialist 3. Assistant Program/Facility Director 4. Program/Facility Director 5. Program Administrator 6. Program Operations Specialist 7. CYS Division Chief/CYS Coordinator 8. Deputy Director of Family, Morale, Welfare and Recreation 9. Director of Family, Morale, Welfare and Recreation Direct Support Services Phone Numbers

Child Development Center 403 (FS) (912) 767-3202

Child Development Center 475 (FS) (912) 767-1038

Child Development Center 5500 (FS) (912) 767-9662

Child Development Center 7100 (FS) (912) 767-1141

Child Development Center 148 (HAAF) (912) 315-1066

Child Development Center 8807 (HAAF) (912) 315-9032

Child Development Center 8805 (HAAF) (912) 315-9781

Child and Youth Services Administration (912) 767-3098

Functional Technology Specialist (CYMS) (912) 767-1342

Parent Central Services (FS) (912) 767-2312

Parent Central Services (HAAF) (912) 315-5425

Program Operations Specialist (912) 767-6071

School Age Care (FS) (912) 767-5662

School Age & Youth Care (HAAF) (912) 315-1011

School Liaison Officer (912) 767-6533

SKIES Unlimited Instructional Programs (912) 767-3781

Youth Center (FS) (912) 767-4491

Youth Sports and Fitness (FS) (912) 767-0315

Youth Sports and Fitness (HAAF) (912) 315-5851

11

Indirect Support Services Phone Numbers Contact the offices below for questions or other employment related concerns you may have.

Civilian Personnel Advisory Center (CPAC) (912) 767-2283

Army Public Health Nurse (912) 435-5675

Family Advocacy Program Manager (912) 767-2882

Equal Employment Opportunity (EEO) Manager (912) 767-4074

Employee Assistance Program (912) 767-5974

Occupational Health Clinic (912) 435-5101

Alcohol and Substance Abuse Program (ASAP) (912) 767-6200

Union Representative (912) 876-9494

Staff Judge Advocate (SJA) (912) 767-2953

12

ORGANIZATION CHART

13

TIME AND ATTENDANCE

Schedules All APF/NAF CYS personnel are hired on variable tours; some are required to work split shifts. This means you may be scheduled for nights, weekends, and/or holidays. Also, CYS employees may be required to assist DFMWR with open post events, unless an OPM-71 has been approved for leave, or you are TDY. Management, administrative, and support services personnel are given a set schedule. The schedules are subject to change based on mission requirements. Generally, 2 weeks’ notice of the change will be provided. Work emergencies can result in immediate work scheduled changes; employees will be notified as to the work emergency. Work schedules for part-time and full-time direct care staff in Child Development Centers (CDCs), School Age Centers (SACs), and Youth Centers (YCs) are prepared and posted in a designated area 2 weeks in advance, but are subject to change; employees are requested to review the schedule and sign. If there is a question or conflict with hours scheduled, staff members must bring it to the attention of the Director or supervisor before signing. Normally, flex employees are not scheduled but may be scheduled in advance to cover vacations or called on short notice to cover absences. Depending on their job, flex employees may work a set schedule or be on-call on a daily basis depending on each day’s requirements. The number of hours a flex employee works depends on the employee’s availability and flexibility. Flex employees are required to call between 1600-1800 daily, or as directed by their Director or Assistant Director, to get their schedules for the next day. Flex employees who have completed a non-availability form or leave statement are not required to call during the period of time noted on the form or statement. Flex employees who are consistently unavailable for work (either when scheduled or on-call) may be subject to termination. Work Hours The number of hours of work that full, part-time, and flexible (scheduled) employees are scheduled and guaranteed per week is determined by their position and type of appointment. Because it is impossible to determine exactly how many Child & Youth Program Assistants (CYPAs) will be needed or when they will be needed, some employees in the center are flex employees. Flex employees are called to work only when the staff: child ratio indicates the need for additional staff. Flex employees are expected to arrive at their work site as soon as possible after being called to work. The general guideline is that an employee should arrive within 1 hour of being called. A delay of more than 1 hour will be questioned and a frequency of delays may result in a reduction of calls for work. Flex employees are not guaranteed any specific number of working hours per pay period nor any specific number of calls; hours may vary from week to week and day to day. When an employee is called to work, 2 hours of pay are guaranteed. No employee will be scheduled or called to duty for a period of less than 2 hours. Flex employees may be

14

released from duty by their supervisor any time after 2 hours, depending on the number of children in care or youth present. Timecards/Pay Day Timecards are submitted bi-weekly to the facility timekeeper. It is your responsibility to ensure that time and attendance is recorded accurately on sign-in sheets and time-clocks. You will normally receive your paycheck on the same day every 2 weeks, 26 times per year. Direct deposit of your paycheck to a financial institution of your choice is a requirement of Defense Finance and Accounting Services (DFAS). If your financial institution or account information changes, ensure that your servicing payroll office is notified immediately to deter lost paychecks. Although individual banks may credit your account early; actual pay periods end as follows: Non-appropriated Fund (NAF) – every other Wednesday

All NAF Leave and Earnings Statements (LES), may be picked up in the center or program administration office area. Checking In/Out Staff assigned to a CDC will be issued an employee number. This number will be used with the facility time clock when reporting and departing work and for lunch breaks. Staff must clock in and out every day on time. You must also sign in and out in your assigned child activity module. Employees must use the front door when reporting to and leaving from work each day. Kids On site (KOS), SAC, and YS employees will sign in and out on the appropriate timesheets in the program assigned, if a time clock is not available. No one is authorized to sign in and out for another employee. Any falsification of a timesheet will result in disciplinary actions, up to and including separation. Punctuality/Tardiness Employees must report for work in a timely manner. If you are going to be delayed, please call your supervisor as soon as possible. Personnel are to check their own children into the center and put their belongings in their locker before clocking/signing in for work; please allow ample time to do so. Report to your place of duty immediately after clocking/signing in. Repeated tardiness may result in a disciplinary action. When an employee is unavoidably tardy or absent for less than an hour, and the approving supervisor agrees the reasons are acceptable, the absence may be excused without charge to leave. Leave Policy Regular Full/Part-time employee earns sick leave and annual leave. Flexible employees do not earn leave. Management is responsible for granting leave. The mission requirements of the organization must be considered before any leave is granted. All leave requests must be submitted to your supervisor on OPM Form 71.

15

All leave will be approved/disapproved the supervisor. The Scheduling Manager in each CYS activity will continue to be responsible for all staff schedules, and supervisors must have the concurrence of the Scheduling Manager before approving leave. This is to ensure adequate employee coverage in all CYS activities. The following information is provided to ensure all employees are aware of existing leave policies and procedures, and to remind employees that all are expected to comply:

Annual Leave: Application will be made for Annual Leave will be made by the employee to his/her first-line supervisor, or designated representative, via an OPF Form 71. Approval of an employee’s request for accrued Annual Leave shall be granted, subject to the work load requirements, and provided that the employee gives his/her supervisor reasonable advance notice. Approval or disapproval will be acknowledged via OPM Form 71 as soon as practicable after the request is made, which normally should be not more than three (3) work days, and furnished to the employee for record.

Section 2. When employees can be spared from their duties, Annual leave will be granted freely for personal or emergency purposes. When the Employer finds it necessary to cancel previously approved leave, and/or deny the specific leave period requested by an employee, the reasons for such action shall be explained and annotated on an OPM Form 71. Supervisory and Management officials will determine when and to what extent Annual Leave may be granted.

Section 3. The Employer will endeavor to schedule Annual Leave of not greater than two (2) weeks in continuous duration for vacation purposes on requests made prior to 1 February. The above applies to only one (1) two (2) week vacation period. When an employee has made his/her selection, he/she shall not be permitted to make changes when it affects the choice of another employee. The supervisor may approve a change in selection provided another employee’s choice is not disturbed, and the employee can be spared from his/her duties. Employees will earn Annual Leave in accordance with applicable regulations. The minimum charge for Annual Leave is fifteen (15) minutes with additional charges in multiples of fifteen (15) minute increments thereafter.

Section 4. The employer will endeavor to schedule annual leave, where appropriate, of not more than two (2) continuous duration for vacation purposes on requests made prior to 1 March of the calendar year. The above applies to only one (1) vacation period per year. This section speaks only to the advance scheduling of extended annual leave for vacation purposes. Nothing in this section requires an employee to schedule prior to 1 March, all of the annual leave he/she intends to use during the year.

Section 5. When an employee has made his/her selection, he/she shall not be permitted to change when it adversely affects the choice of another employee. The supervisor may approve a change in selection provided another employee’s choice is not disturbed, and the employee can be spared from his/her duties.

16

Section 6. Employees are responsible for cooperating with the Employer in requesting leave during periods when their services can best be spared.

Section 7. In the case of a management-directed reassignment of an employee from one organizational element to another, previously approved leave will be honored by the Employer. In the case of a voluntary reassignment of an employee, the Employer will make every effort to accommodate an employee’s previously approved leave.

Section 8. The Employers will make reasonable efforts to grant leave that may be forfeited because of the limitations of maximum leave which may be carried forward to the succeeding leave year.

Section 9. If, for any reason, the Employer schedules a temporary shutdown of operations or a shutdown of an Act of God, affecting the employees of the unit, reasonable effort will be made to provide work for employees not having annual leave to their credit. Upon request from the Union President, the affected management official will provide, through the DGC, an explanation of the efforts undertaken to locate alternate work for adversely affected employees in those situations.

Section 10. Maximum consideration will be given to employees applying for leave on a workday which occurs on a religious holiday associated with the religious faith of the employee.

Sick Leave

Section 1. The Union joins the Employer in recognizing the insurance value of sick leave and agrees to encourage employees to conserve such leave as it will be available to them in case of extended illness and to use sick leave wisely and properly.

Section 2. Consistent with the provision of AR 215-3 and federal law and regulations, employees are entitled to use sick leave for:

a. Personal medical needs. b. Provide care for a family member with a serious health condition. c. Provide care of a family member who is incapacitated by a medical or mental condition or attend to a family member receiving medical, dental, or optical examination or treatment. d. Provide care for a family member who would, as determined by health authorities or a health care provider, jeopardize the health of others by the family member’s presence in the community because of exposure to a communicable disease.

17

e. Make funeral arrangements or to attend the funeral of a family member. f. Adoption-related purposes. Section 3. For purposes of Section 2 and consistent with federal law and regulations, the definition of family member includes spouse, parents, parents-in law, children, brothers, sisters, grandparents, grandchildren, step parents, step children, foster parents, foster children, guardianship relationships, same and opposite sex domestic partners, and spouses or domestic partners of the aforementioned. Section 4. Consistent with 5 CFR 630.401, the employer will consider the employee’s self-certification as sufficient evidence to support a charge to sick leave for absences of three consecutive work days or less. The self-certification is accomplished by having the employee complete an OPM 71. However, nothing in this section prohibits the employer from requiring a medical certificate, or other administratively acceptable evidence, as to the reason for the absence, if they determine it necessary. Section 5. When, in individual cases, there is reason to believe that the sick leave privilege has been abused, employees may be placed on leave restriction according to the following: a. 1st offense – No longer than 90 days. b. 2nd offense – No longer than 180 days. c. 3rd offense – No longer than 365 days. In such cases, the employee will be advised in writing that a medical certificate will be required to support a future grant of Sick Leave regardless of duration. Section 6. The amount of advanced sick leave to an employee’s account will not exceed thirty (30) days at any time. Where it is known that the employee is to be retired, or where it is anticipated that he or she is to be separated, the total advance may not exceed an amount which can be liquidated by subsequent accrual prior to separation. Requests for advanced sick leave will be submitted by the employee to his/her immediate supervisor with supporting medical evidence that the requested leave is required. Section 7. Employees will earn sick leave in accordance with applicable regulations. The minimum charge for sick leave if fifteen (15) minutes with additional charges in multiples thereof. Section 8. Except where circumstances beyond the control of the employees do not permit, the employees will obtain approval of the use of emergency sick leave from his/her supervisor or designated representative at the telephone number provided by the supervisor. Notification will usually be reported by the employee personally; however, other methods may be acceptable such as by spouse, fellow employee, etc., except when these other methods do not provide the Employer a timely notice.

18

Section 9. Consistent with applicable provisions of AR 215-3, employees must contact an appropriate supervisor as early as practicable but no later than two (2) hours after the start of his/her work shift when requesting sick leave. Section 10. Where a determination is made by an Agency Medical Officer that the employee may be placed in a limited work status, the Employer will make a reasonable effort to find duty to utilize the affect employees. Section 11. When the supervisor has determined that an employee is not suspected of abusing sick leave privileges, advancement of sick leave, where consistent with applicable regulation to employees who have completed their probationary period may be made in clearly established deserving cases of serious disability or ailment. Section 12. When the employee has exhausted all accrued sick leave credits, consideration will be given to the use of annual leave which he or she may otherwise be required to forfeit, provided there is a reasonable assurance that the employee will return to duty. A written request, support by attending physician or licensed practitioner, from the employee must be made for advancement of sick leave. Section 13. Employees retiring for reasons of disability will be entitled to use of accrued sick leave prior to separation consistent with current governing regulations.

Overtime/Compensatory Time Because of budget limitations, overtime payments (any time worked in excess of 8 hours per day or 40 hours per week) require prior approval of the Fort Stewart/HAAF Deputy Garrison Commander. Directors must submit request for comp and overtime on DA Form 5172-r, Request, Authorization and Report of Overtime prior to work being performed.

SCHEDULED BREAKS Staff Work/Break Room This area is available for your use during lunch and breaks. It’s your area and you are responsible for keeping it clean. Lunches should be labeled with name and date and kept in the refrigerator. Purses are not permitted in open children/youth activity areas; personal belongings, (e.g. purses and medications), are to be kept in your locker. Efforts to make the work/break room a better place are welcome, as are plants and books. As this is often the only large room available in CYS facilities, the Facility Director may need to use the room for Parent Advisory Council Meetings.

19

Rest Periods Consistent with the provisions of AR 215-3 and workload considerations, rest periods not to exceed fifteen (15) minutes during each four (4) hours scheduled will be granted at the work area at the time designated by the supervisor. Rest periods may not be utilized to extend the lunch period or to shorten the workday. Any staff member who feels that he or she needs a mental health break due to work stress is encouraged to immediately notify the supervisor or operations clerk and relief will be provided as soon as possible. Rest periods may not be used to extend the lunch period or to shorten the workday. When you are dependable and punctual, the program is able to meet mandated adult to child ratios, which keep children safe and properly supervised. Please make provisions to report to work according to schedule. Dependability and punctuality are professional considerations for performance appraisals. Lunch Break Lunch Breaks (30 - 60 minutes) will be scheduled for employees who work for 6 hours or more. Staff will not consume food or beverages in the presence of children/youth with the exception of those participating in Family Style Dining. Staff participating in Family Style Dining will consume only food or beverages that are prepared by the kitchen staff and served to the children/youth. Lunch breaks will not be taken during child meal times.

RISK MANAGEMENT Child Abuse and Neglect DoD defines reportable child abuse and neglect as follows: Child abuse and neglect includes physical injury, sexual maltreatment, emotional maltreatment, deprivation of necessities, or combinations of these, by an individual responsible for the child’s welfare under circumstances indicating that the child’s welfare is harmed or threatened. The term encompasses both acts and omissions on the part of a responsible person. A “child” is a person under 18 years of age for whom a parent, guardian, foster parent, caretaker, employee of a residential facility or any staff person providing out of home care is legally responsible. Child Abuse Reporting Procedures

CYS employees and providers will be aware of reporting requirements and procedures and will ensure information is passed to the appropriate authorities.

As mandated reporters, all CYS employees and providers will be knowledgeable and follow child abuse reporting procedures.

The DoD hotline poster is required by the Military Child Care Act (MCCA) and is intended for individuals to report suspected child abuse and safety violations in military child/youth settings. It should be visible in all CYS programs. DoD Child Abuse and

Safety Violation Hotline number is: 877-790-1197

CYS personnel (employees, contractors, FCC providers, volunteers, MWR partners, interns and support/admin staff) will know where the child abuse reporting procedures are located.

20

CYPAs, Contractors, FCC providers, volunteers, MWR partners, interns and support/admin staff will be knowledgeable of and follow procedures for reporting suspected cases of abuse/neglect which require: 1) Immediate reporting to the Garrison RPOC-912-767-0025, 2) Direct reporting to State of Georgia 1-855-422-4453 and FAP (MEDCOM) 912-435-6779. It is also imperative that you notify your Director or management in charge.

Appropriate Touch and Discipline Policy

Staff members should be knowledgeable about and practice appropriate touching of children in order to promote proper emotional and social development of the children in their care. Positive touching, such as, hugging, holding hands, lap sitting, patting backs, and assisting in physical activities promotes affection and a sense of security for children. All positive touching of a child shall be with the child’s approval and respectful of the personal privacy and personal space of the child. Positive touching also affects the safety and well-being of the child such as holding a child’s hand when crossing the street or holding a child gently but firmly during a temper tantrum. Inappropriate touching involves satisfaction of adult needs at the expense of the child or attempting to change the child’s behavior with adult physical force. Examples of inappropriate touching include forced goodbye kisses, corporal punishment, slapping, striking or pinching, tickling for prolonged periods, fondling or molestation. Read more about appropriate touching in the SOP on the touch policy located in each activity room.

Guidance Techniques: Staff will facilitate the development of self-control in children by treating them with dignity and using discipline techniques such as these:

Guiding children by setting clear, consistent, fair limits for classroom behavior; or in the case of older children, helping them to set their own limits;

Valuing mistakes as learning opportunities;

Redirecting children to more acceptable behavior or activity;

Listening when children talk about their feelings and frustrations;

Guiding children to resolve conflicts and modeling skills that help children to solve their own problems;

Patiently reminding children of rules and their rationale as needed. A child will not be punished by:

Spanking, pinching, shaking, or other corporal punishment;

Isolation away from adult sight or contact;

Confinement in closets, boxes or other similar places;

Binding to restrain movement of mouth or limb;

Humiliation or verbal abuse;

Deprivation of meals, snacks, outdoors play opportunities, or other program components. (Short-term restrictions on the use of specific play materials and equipment or participation in a specific activity are permissible.);

Extended periods of “time out” (e.g. in excess of one minute per year of age).

21

A child may not be punished for refusing food. For children whose out-of-control behavior may cause injury to themselves or others, staff may use gentle physical restraint such as holding. Request assistance from your supervisor if this becomes necessary.

Minor Accident, Incidents and Emergency Reporting In the event of a minor accident resulting in injury to a child/youth requiring medical treatment, the CYS staff will immediately contact emergency services followed by notification of the Parents/Guardian. CYS personnel or FCC Providers will accompany the child/youth immediately to the nearest emergency room by ambulance. The staff or provider will remain with the child/youth until the parent/Guardian arrives at the emergency room. CYS policy requires written incident/accident reports for falls, scratches, bruises, bites and scrapes that occur while your child/youth is in our care to include emergency situations. Parents/guardians will be informed of the incident/accident and will be asked to sign the report. All reports are kept in the child’s/youth's folder and child abuse allegations are reported to higher headquarters. Standards of Conduct CYS Managers will ensure that all persons in regular contact with children in CYS programs read the Standards of Conduct SOP and sign the Statement of Understanding and Acknowledgement of the Appropriate Guidance and Discipline, Touching and Accountability of Children/Youth in CYS Programs SOP. Visitors Personal visitors are not allowed in direct care areas. If you have a visitor in an emergency situation, you will be called to the reception desk. For the protection of the children and youth, all visitors must sign-in at the reception desk. You may not visit other employees while they are working with children/youth. The same policy applies to management and administrative staff. Occupational Safety Immediately upon notification of an on-the-job injury, according to AR 215–1, chapter 14, employees must complete Department of Labor Form LS–202 (Employer’s First Report of Injury or Occupational Illness). Please contact Fort Stewart/Hunter Army Airfield Civilian Personnel Advisory Center (CPAC) for detail information.

22

WORKFORCE DEVELOPMENT

Position Description Each employee will be provided a position description which will summarize the general and/or specific duties of the job. However, the most important responsibility of any CYS employee is the care and well-being of the children and youth in the employee’s program

CYS Standard Orientation All CYS personnel working directly with children/youth receive 40 hours standardized orientation training before they are allowed to work directly with children. The orientation includes such topics as applicable regulation and installation policy; child health and safety; child abuse identification, reporting and prevention; age appropriate guidance and discipline; parent and family relations; health and sanitation procedures and position orientation.

Specialized Training Training requirements for care giving employees are critical for improving competency. Instructional training is continuous and competency based. Direct child care providers must complete assessments to ensure they comprehend and demonstrate the knowledge and skills learned from training. Management and support staff (cooks, administration etc.) also received ongoing specialized training as well. Specialized training (school-age, recreation, early childhood, etc.) is directly related to qualification requirements at the following position levels:

Career Development To ensure CYPA staff and providers possess the skills, knowledge and abilities to effectively operate the program, all must complete a prescribed training program. The intent of the training program is to ensure all are trained to the standard.

All CYPAs, program leads, program associates and FCC providers must complete the following training IAW the appropriate standardized CYPA Individual Development Plan (IDP) (Foundation, Annual, Transition, Summer Camp): o Orientation Training prior to being left in ratio with children for CYPAs/ prior to

Provisional Certification for FCC Providers. o Entry Level Training within the first 6 months. o Skill Level Training within the first 12 months. o Target Level Training within the first 18 months. o 24 Training Units completed annually thereafter.

There will be a viable system in place for CYPAs and providers to obtain and maintain the Child Development Associate Credential, Military School Age Credential, or Army Youth Practicum.

A written training plan (IDP) is in place to ensure support staff (administrative assistants/clerks, cooks, maintenance worker, etc.) receive the required annual

23

training - i.e. family advocacy programs, child abuse identification, prevention and reporting procedures, center administration and/or management, parent involvement and curriculum development (if applicable). Administration Assistant IDPs can be found at Annex U.

Volunteers, including coaches and Sports officials, receive required orientation training prior to beginning volunteer services. Ensure regularly scheduled volunteers receive required annual training and IDP’s are maintained. Note: If the officials are contractors, this standard does not apply.

SKIESUnlimited personnel who enter as contracted/volunteer’s or NF3 instructors with no prior Army Experience will complete the SKIESUnlimited Instructor IDP. Annual training will be maintained and documented.

Managers/Professional Staff (including Supervisory Program Specialists who first complete the requirements of CYPA Foundation training) must complete training IAW the Management IDP (training may be documented on either the CYS IDP or IMCOM IDP).

Entry and Skill Level training must be completed within the first 12 months of hire which includes the Basic Management Course.

Target Level must be completed within the second 12 months of hire.

24 Training units must be completed annually thereafter. As part of the standardized training program, specialized training will be provided to further protect the safety and well-being of children to include:

CYPAs and providers who care for children with special needs must complete general training prior to the provision of services and any additional training per SNAP/IAT guidance.

Food and Nutrition Specialists and each cook must be trained in and have a current ServSafe certificate.

Annual food service training will be provided to food service personnel IAW Army, state/local USDA Child and Adult Care Food Program, and Preventive Medicine requirements.

Annual food service training will be provided to direct in-ratio staff and providers commensurate with their responsibilities with handling food (i.e. CYPAs who participate on family style dining only need basic sanitation practices and procedures). Typical CDC program staff and FCC providers should complete only the training required to retain participation in the USDA CACFP. CYPAs who manage youth snack bars require additional training to match their level of involvement in food preparation.

24

Initial and annual training in child abuse identification, reporting, prevention and responding must be provided to all CYS personnel, providers, contractors and volunteers.

CYPA staff and FCC providers will be trained in:

o Infant/Child/Adult (as appropriate) CPR = upon entry and every 2 years thereafter. o First Aid = annually and every 3 years thereafter. o Communicable Diseases = upon entry and every 3 years thereafter. o Blood Borne Pathogens = Annually. o Sudden Infant Death Syndrome (SIDS) = upon entry and annually thereafter. o Fire Prevention Training = upon entry and every 3 years thereafter. o Rescue Medications = upon entry and every year thereafter. o Administering Medications (will be provided to those who will be dispensing

medications) = upon entry and every 3 years thereafter. o Youth Program Framework = upon entry (for youth staff only).

During the years when the above training is not provided, CYPAs and providers must demonstrate competence in the skill. If determined not to be competent, CYPAs and providers must repeat the training.

The appropriate staff/providers/contractors and volunteers have specialized training or certification IAW the following:

Program Leads, Program Associates and Strong Beginnings teachers must maintain a current Child Development Associate Credential, Military School Age Credential, Army Youth Practicum or higher degree.

All Sports and Fitness Directors are currently certified by the National Alliance of Youth Sports (NAYS) as Youth Sports Administrators.

CYSFP clinicians are certified by NAYS. Each Garrison must have at least one in order to train NAYS coaches.

Coaches are required to have NAYS’ National Youth Sports Coach’s Association Certification for each sport coached prior to the start of the season. NOTE: Although not required, certification through NAYS National Youth Sports Officials for sports officials and referees and Parent Association for Youth Sports parent orientation for parents is recommended.

Coaches and volunteers are trained on the Youth Sports Standards and have incorporated the guidance into their sports team management.

The CYS Registered Nurse must have and must maintain a current nursing license.

25

Back-up FCC providers complete Infant/Child CPR, first aid, and a two-hour orientation that includes child abuse and neglect reporting procedures and basic safety procedures.

Performance Ratings All employees will be given a performance rating annually. The ratings will be due on a specified date each year or on the anniversary date of the employee’s service computation date, as determined by the servicing CPAC/NAF–CPU. The ratings will ordinarily cover the most recent continuous, 12-month period of employment (time served in a probationary period is included). If the employee has served less than 120 days under his or her current supervisor, the annual rating may be prepared by the current supervisor after consultation with the previous supervisors or may be delayed until the end of the 120 day period. An annual performance rating remains in effect until superseded by the next successive annual rating.

FAMILY FRIENDLY/LEARNING ENVIRONMENT First Name Formal CYS programs, in effect, become an extension of the Family. We want to promote a Family atmosphere which is warm and relaxed, yet professional to help ease the transition for children to the child care setting and separation from parents. A relaxed, personal relationship among staff and with children and youth is essential to meet this goal. However, employees must maintain a professional relationship with children/youth at all times (similar to a teacher-student relationship). CYPAs should never be alone with a child/youth for any extended period of time. Ensure that another CYS program employee is within view or the front desk is aware of your being alone with a child/youth. Use common sense to protect yourself and the child/youth. In order to provide continuity among all CYS programs and promote a Family atmosphere, all CYS staff, while serving children and youth, will be addressed using “Teacher,” “Miss,” “Mrs.” or “Mr.” and their first name (i.e., Teacher Linda, Mr. John); Strong Beginnings preschool, school age children and youth, to include preschool, should refer to staff using “Miss,” “Mrs.” or “Mr.” and their last name (i.e., Ms. Jones). Staff should refer to themselves in a like manner while in the presence of children, youth, and parents. Parent Involvement The Military Child Care Act requires the establishment of a parent participation program at each DoD installation. The program allows parents/guardians to earn points by participating in pre-approved activities on post, off post or in the comfort of the parent’s home. Parent /Guardians are encouraged to participate in the planning and evaluation of programs through annual Installation Level Child Youth and School Service Inspection (ICYSI) program surveys, NAEYC Accreditation and Parent Advisory Boards. These processes help ensure the safety of children/youth while improving administrative policies and programming issues geared toward program quality. Moreover, parent/guardians

26

who participate in the program will receive monthly fee reduction on their regularly scheduled child care fees. Children of Employees Staff who are parents or guardians of children are welcome to enroll their children in CYS programs. However, it can be very difficult for young children to deal with sharing mommy or daddy with others. Therefore, children of employees should not be under the supervision of the parent during work hours. Enrolled children must be dropped off before clocking in and picked up after clocking out if they are in the care of the facility in which you work. Maximum hours in care still pertain. Staff members who enroll their children in the program are expected to follow all policies that apply to all parents. Employees will not be assigned to work in their child’s classroom. Employees must sign their child into his/her classroom and take care of other parent responsibilities before clocking in for the day. If your children are not enrolled with CYS, they will not be in a CYS facility unless accompanied by a parent, and appropriately signed in as a visitor. Have Fun and Play! A successful employee will be busy with activities required to conduct day-to-day program operations. Employees should be child and youth oriented and engaged in play with children, rather than in conversation with co-workers. Have FUN with the children!

ATTIRE AND PERSONAL HYGIENE It is expected that employees will maintain a clean and neat appearance and will project a professional and businesslike image in dealing with other employees, patrons, volunteers, and the general public. Child and Youth Services- Branded Apparel The CYS Coordinator will maintain a professionally-attired, readily-identified workforce that promotes continuity, workforce pride and ultimately impacts positively on customer service. CYS Facility Directors will make reasonable provisions for turn-in and re-issue of CYS-branded apparel due to normal wear and tear at no cost to the employee. CYS-branded apparel replacement due to staff member negligence shall be at the staff member’s expense. Garrison will have the opportunity to purchase additional CYS-branded apparel at the garrison’s expense. CYS-branded apparel will consist of the following:

BLUF: If any CYS staff or contractors are not cleared/under Line of Sight Supervision (LOSS), depending on the program they are in, they will wear a RED shirt. Individuals working under LOSS must be conspicuously identified by means of distinctive clothing (identifiable colors), badges, wristbands or other apparent markings that are completely visible when viewed from all angles.

27

Child Development CYPAs: All CYPAs working with 0-5 age children will wear a GREEN apron if cleared or a RED if under LOSS. Center-based Lead CYPAs will wear a ROYAL BLUE top if cleared or a RED bib apron if under LOSS.

School Age Center and Youth Center CYPAs: Cleared personnel to include Homework / Lab Techs, SKIES instructors / Sports & Fitness staff will wear a GREEN shirt. Under LOSS personnel to include Homework / Lab Techs will wear a RED shirt. Lead CYPAs will wear a ROYAL BLUE shirt if cleared. If under LOSS, Lead CYPAs will wear a RED shirt.

Support Staff: Cleared CYS support staff i.e. administrative assistants/ clerks, cooks, kitchen staff, janitorial, volunteers, etc. will wear a GREEN dot on their name tags and LOSS personnel will wear a RED dot on their name tags. Administrative assistants/clerks may wear appropriate business casual attire.

CYS Management: CYS management staff to include FTS, SLO, Nurse, TACS/TAPS, etc. will adhere to an appropriate business casual dress code (slacks/skirts and jacket/sweater/shirt/blouse, no tie required) four days per week, Monday - Thursday. CYS management staff will wear a distinctive Family and Morale, Welfare and Recreation Brand* name plate on his/her right side of their chest at the normal shirt-pocket level. Cleared personnel will wear a GREEN dot on their name tags and if under LOSS personnel will wear a RED dot on their name tags. Management staff may wear CYS-branded apparel on dress down day which is usually authorized on Fridays. When appropriate, there may be days when more casual clothing may be worn to facilitate participation in special occasions or activities. NOTE: In the event CYS management staff are used in ratio at their facilities/programs, the staff member will wear the appropriate colored shirt if they are cleared or under LOSS. * Ref: OPORD 10-253: Family and Morale, Welfare and Recreation (FMWR) Brand and Family of Brands

If a staff member is pregnant, their option is to wear a bib apron in the appropriate color for cleared or LOSS and for the program(s) they are in as mentioned in the above paragraphs.

Requirements for Wearing of Apparel. Staff will be issued two (2) CYS-branded apparel and will wear them only during assigned duty hours. Staff will not wear the CYS-branded apparel when off duty. Uniforms may be laundered at the CYS facilities that have washers/dryers or be taken home to be laundered. Staff will come dressed and ready for work. CYS-branded apparel must look clean, crisp and professional and be without holes, bleach stains or rips. Issued apparel may not be altered in any way (e.g., paint, marker, or Garrison information/logos). The recommended attire worn with the CYS-branded apparel will be denim jeans, skirts or shorts and should be khaki, blue, black or grey in color. Shirts or blouses worn underneath the scrub tops/bib aprons should be modest and fit appropriately.

28

Nametags FMWR issued nametags will be clearly visible and worn on the right side of the CYS-branded scrub top/bib apron/polo shirt. Lanyards and armband nametags may be worn. Shoes Footwear must allow staff to be active with children/youth (including running), participate in activities inside and outside, and supervise children/youth for their safety and well-being. Covered, non-slip shoes, such as sneakers or dress shoes, must be worn at all times. Due to safety issues, open-toe, sling-back, and sandals are not to be worn by direct care staff, custodians, or cooks in order to prevent accidents on the job. Thongs (flip-flops) are not permitted. High heels are not appropriate for the activity rooms, playground, or field trips. An employee who is unable to wear covered shoes because of a medical reason must have a doctor’s note substantiating this fact. Fingernails Nails of direct care staff, to include artificial, should be trimmed to sport length (1/4” past the tip of the fingertip pad) so that they do not scratch the children or provide breeding ground for bacteria. Food service employees are to keep their nails trimmed and may not wear nail polish or artificial nails or nail jewelry. Jewelry Please be aware that jewelry can scratch a child, and parts can be pulled off, lost, or swallowed by children. Keep in mind the customer’s perception and what is best for children when selecting jewelry to wear to work. For safety reasons, dangling, rough-edged, or pierced jewelry on the face cannot be worn. Food service employees are to remove rings, bracelets, and watches during preparation of food. Hair All employees entering the kitchen area will wear a head covering (e.g., hairnet, scarf, and bonnet). Hair must be completed enclosed by the head covering to prevent loose hair from falling into the food. Hats/Head wraps Bandana’s and hats or will not be worn indoors. Hats for sun protection may be worn outside. Swimsuits For activities held at the swimming pools or beaches, staff who wish to swim with youth/teens will wear male or female bathing suits that are not revealing and conform to good tastes. Underclothing Underclothing must be worn at all times and must not be visible, with the exception of t-shirts.

29

Tattoos Tattoos with profanity, insulting, or sexually explicit comments or pictures, etc. must be covered while at work.

COMMUNICATION

Language Foul or inappropriate language has no place in a CYS program. Co-workers may also be sensitive to certain language. Be aware of using language or telling jokes that denigrate cultures, races, or genders. Please be considerate of the feelings of others. How you speak to children/youth and co-workers must also be considered. A loud voice or harsh tone is not appropriate. Keep your voice calm and respectful to both children/youth and adult Gossiping Actions such as gossiping or “back-biting” are qualities that create an intolerable working environment. If you have a problem with another employee, speak to that person during non-working hours (after work, during lunch) and try to come to an understanding. Arguing in front of children/youth is not acceptable. If need be, consult the assistant director, director, or other supervisor of your program for guidance. Developing a positive, personal relationship among staff and children/youth is an essential aspect of a smooth-operating program. If you want to receive respect and tolerance, you must be willing to give them. Do not engage in gossip and put a stop to gossip when you encounter it at the work place. Your conduct should reflect the professional role you assume as a staff member of CYS. English English is to be used in the workplace unless the curriculum addresses use of instruction in another language. Situations will arise when a child, whose primary language is not English, may become upset or could be soothed with a few works in his/her native language, if the caregiver knows the language. Situations of this type should be discussed during Lead and room discussions and coordinated with the parents. Employees may speak in their primary language during breaks and lunch periods when patrons and children are not present. Confidentiality Respect children/youth, parents, and co-workers as people. Because we are a direct service organization, you will undoubtedly hear and be aware of some confidential information concerning children/youth and their families. We expect you as a staff member, to use your best judgment and refrain from discussing matters involving staff, children, or parents with anyone other than the required personnel. Public Relations Employees are not to speak to the media regarding any occurrences or child/employee of CYS. Any inquiries from the press or civilian agencies must be referred to the Public

30

Affairs Office (PAO) at 435-9950 or 315-3739. You should also notify your supervisor/program director of the situation. Suggestions All organizations can benefit from good ideas from employees. CYS is no exception and employees are encouraged to use the Army Suggestion Program to submit their good ideas for possible implementation and possible cash awards. Additional information is posted on staff bulletin boards. Forms are available in all administrative areas. Ideas for improving programs and procedures can also be directed to management or the PIP Total Army Quality (TAQ) committee. Telephone Calls Personal calls may be made during employee breaks. Employees are not permitted to make or receive personal calls in activity areas. Government telephones are for official business. AR 690-18, Information Systems Security, and AR 25-1, Army Information Management, govern the use of government telephones and computers. Use of Electronic Devises Personnel will not use electronic devices (including, but not limited to cell phones, IPODs, tablets, laptops, smart phones, land-line phones, etc.) for personal use when supervising children/youth. These items may be brought to work but they must be turned off and be in storage while on duty. They may be used while on break outside of the child/youth activity room. No hands-free devices (Bluetooth) will be used in a duty status. Direct Care Staff may not have cell phones turned on while in direct care as their primary mission is the care of the children/youth in the module. Thus, receiving and making personal cell phone calls during the time is not appropriate. Cell phone messages may be listened to, and returned, during breaks.

Management, Administrative and Support staff will not take personal calls while in the process of conducting business. Phones should be on vibrating mode. For example, a clerk who is assisting a customer will not stop assisting the customer to take a personal cell phone call. Managers will not interrupt meetings, etc. to take a personal call.

Messages will be taken at the reception desk for employees receiving personal phone calls. Operations clerks will immediately inform employees if they receive an emergency call and will forward the call to the module or classroom.

Smartphones are intended to be a convenient way to take and share spur of the moment photos with friends and family. Like anything else though, you have to proceed with caution. Never take photos of children/youth/staff/customers without their permission.

MISCELLANEOUS INFORMATION

Solicitation Federal employees must make an honest effort to devote official time to official duties. Employees may not pursue personal activities while at work or on the job. For example,

31

you may not run a part-time business and receive customer calls at work. In a similar fashion, you may not solicit co-workers to patronize your outside activity/business. This includes soliciting during duty hours, the purchase of kitchen products, personal care items, and candy or cookies to support a civic or youth group. Nap time will not be used for non-duty related activities like reading novels or paying bills. The module Lead can help you find module-related tasks to work on during quite times. Smoking Smoking is prohibited in all CYS buildings and play yard areas. There are designated outdoor smoking areas for employees on a break or lunch period. Per AR 600-43, paragraph 4-2, designated smoking areas must be at least 50 feet from common points of entry/exit and cannot be located in areas that are commonly used by non-smokers. Leaving Premises/Field Trips Other than for non-paid lunch periods and prior to and after work, staff may not leave the center at any time without permission from the director. Walks with children are permitted but must be scheduled, documented, with the destination and time posted on the door. Inform the Operations Clerk, Supervisory Program Specialist, Assistant Director, or Facility Director when leaving for a walk. Management and administrative staff located in other work areas should sign in and out. At a minimum, these staff are to advise their supervisor if they leave the workplace and their destination. Signed parent permission forms are required for all field trips, and two or more staff must accompany the children/youth. Transportation of Children AT NO TIME will an employee transport a child or youth in the employee’s privately owned vehicle (POV) while on duty unless the staff member is an emergency release designee and has permission to pick up the child. While acting in the capacity of an emergency release designee, the employee is not considered to be on duty status. An employee will not transport another employee with a “life threatening condition” in their POV to a medical facility. If the sick or injured employee is on duty, call 911 to transport the employee to the hospital. Parking Staff will be required to park vehicles in designated staff parking, allowing parents with small children and patrons seeking other CYS program services to park in the spaces closest to the CYS building/program area. Gum Chewing Chewing gum is not permitted while in direct care of children. Management and administrative staff will not chew gum during briefings or meetings with patrons. Disciplinary Action Employees who report to work in violation of the above policies or government hygiene/safety guidelines will be immediately advised by the employer and employee will

32

be sent home to correct the violation. Employer may initiate disciplinary action as appropriate.

LOCAL UNION PARTNERSHIP COUNCIL

The American Federation of Government Employees Local 1922 Council was established to address personnel, environmental and operational issues that are affecting or might affect the CYS Workforce. A list of partnerships council members are listed on staff bulletin boards. Employees can address system concerns to any council member for inclusion on the meeting agenda. General Principles

Use government resources only for Government purposes.

Do not use public office for private gain.

Do not give preferential treatment to any private entity.

ETHICS Gifts from Outside Sources

You may not solicit or accept a gift from a “Prohibited Source” or a gift given because of your official position.

A “Prohibited Source” is any non-Federal entity that– o seeks official action or does business with the Army, or: o has interest that may substantially be affected by your official duties.

Exceptions to the prohibited gift rule include– o a gift of $20 or less, with a limit of $50 per year per source; o gifts based on a purely personal relationship; o discounts or promotions available to large segments of the public; o awards and prizes given as part of a regularly established program of recognition;

and o free attendance at a widely attended conference, when attendance would further

Government interests. Gifts between Employees

Generally, you may not give, or solicit for, a gift to an official superior.

Exceptions include– o food and refreshments shared in the office; o personal hospitality gifts on social occasions; and o gifts on special infrequent occasions (such as retirement) which do not exceed

$300 per gift or $10 per donating individual

33

Conflicting Financial Interests

You may not take action, or provide any input, to a matter which will have a direct and predictable effect on your outside financial interest, or the interest of your spouse or children.

Impartiality in Performing Official Duties

You must perform your official duties fairly and impartially.

You may not give special treatment to anyone affected by the performance of your duties.

Misuse of Position

You may not use your official position to coerce benefits from anyone.

You may not use your official position to imply that the Government endorses or sanctions a product, service, enterprise, or private organization.

You may not use “inside information” for private purposes (information not available to the public).

You may not use Government property for private purposes.

You may not use official time for private activities. Outside Activities

The new Hatch Act has eased the limits on civilian political activities. AR 600-20 places uniformed personnel under different restrictions which generally prohibit participation in political activities.

All Federal employees are prohibited from acting as a representative for a non-Federal party in matters in which the Government has an interest.

You may not accept outside employment which conflicts with, or otherwise interferes with, the performance of your official duties.

You may not be paid for outside speaking, teaching, or writing which relates to your official duties, or otherwise involves “remerchandising” the work you do for the Government.

You may not use your official position for private fundraising efforts. Support to charities must be purely personal.

You must satisfy all of your legitimate financial and legal obligations.

34

ACKNOWLEDGED RECEIPT MY SIGNATURE CONFIRMS THAT I HAVE READ AND UNDERSTAND THE CYS EMPLOYEE HANDBOOK AND THAT I UNDERSTAND THE REQUIREMENTS AND RESPONSIBILITIES OF MY POSITION. ________________________ ________________________ ________________ PRINTED NAME SIGNATURE DATE

35

Page Intentional Left Blank (reverse side of acknowledgement)

INSTALLATION MAPS