Sick days...

[BlueRose]

I get paid the same amount every two weeks, no matter if I am open or closed. They pay me a flat weekly tuition.

I take 4 weeks holidays. I take sick, personal, bereavement and emergency days as needed within reason. I don't have a set number of days. I don't get sick enough to close very often.

[susansmith]

BlueRose If I can ask...4 weeks vacation...are these paid weeks ....and is it the same for sick, personal, bereavement and emergency days? I realize we can all put whatever we want in our contracts, but I will say...it's not easy to find clients that will pay for all that....my clients frown about paying for when they take vacation, let alone me!

[Suzie_Homemaker]

BlueRose If I can ask...4 weeks vacation...are these paid weeks ....and is it the same for sick, personal, bereavement and emergency days? I realize we can all put whatever we want in our contracts, but I will say...it's not easy to find clients that will pay for all that....my clients frown about paying for when they take vacation, let alone me!

While I don't take 4 weeks, I do have 10 days which are paid. I was one of the first to have paid days in my area and I admit that initially for new client's, it did raise some eyebrows. But yes, that would include any closures regardless of the reason.

How I brought it in was simple math. I had not increased fees for a few years and I had a stable group who had been in my care for some time. I proposed to them that since I hadn't increased fees, I would make the commitment to keep fees as they were for 2 years with 10 paid days or I would have to make a fee increase and set aside the extra for when I was off.

It was an easy sell but unlike Ontario and other provinces, child care is less expensive here. I'm the top end for my area at $38 a day and I do understand that for parents paying $50+ for their day home, paid closures aren't so easy to sell.

But for me, $38 x 10 paid days would cost each client $380 a year. Or a $2 a day increase x 5 days a week x 50 weeks a year would cost them $500 a year.

Once paid days were in the contract and accepted by the core group, then finding one client who accepted it each time there was a vacancy wasn't so bad. I see since I introduced them in my day care, more and more local providers also do the same. I do have in my contracts that any leave I was to take over 10 days would be unpaid but I've never taken more than 10 days.

[Peacefulbird]

BlueRose If I can ask...4 weeks vacation...are these paid weeks ....and is it the same for sick, personal, bereavement and emergency days? I realize we can all put whatever we want in our contracts, but I will say...it's not easy to find clients that will pay for all that....my clients frown about paying for when they take vacation, let alone me!

Hi, from my own experience I can tell you to write anything you want on your contract but, you must consider pros and cons. I am very friendly and open during my interviews or meeting parents on parks, playgroups etc.

I like to stay in touch with my community that also gives me a first hand feed back of what other provider's do or don't do. (Word travels, and especially bad news or negative ones sooner than good ones)

I had heard parents talking about pages and pages of contracts, I have heard parents especulating about certain contracts which played a huge role on their decision making process, I had heard parents complaining about caregivers cutting any communication channels but only emails (raising red flags to them), sometimes they ask me or refer me as to explain if our contracts are somehow regulated or if they can be negotiated.

I always said my contract is only three pages point form 1 1/2 spaced and really clear (not complex terms etc) and simple.

I'm just crossing my fingers for the Ministry of education not to also step on this subject and create an guidelines for an universal contract (many contracts are really ridiculus, poor parents in some cases due to their desesperate need they sign and then struggle).

So, I think it is standard for all of us to have 10 days more or less payed Holidays.
I have 10 days summer break (payed but, in Ontario you cannot write in your contract as vac pay. Because you're self employed) so, I clearly explain parents during my interviews that I do close my daycare for 10 days in summer and I do my best to coordinate those at the beginning of each year so they're able either to take work vacations the same dates (so they do not have to deal with other childcare arrangements) and if they really need childcare I give along a list of different options.

In many years no one used the list everyone got to book the very same days of vacations (every beginning of the year also is asked if they have any suggestions for dates and we just go with the majority), I also close during Christmas and new year (I think at the most 3 workable days); I used to be open but I had only one or non children coming due to family visits, trips etc. So I close it and it is payed. I have the 5 day sickness leave (but as I mentioned I have only used 1 day in nearly 20 years of work).

That's it. I place all this point form and it is clear and understandable. I've noticed that being my contract clear made some of my clients sign on the spot (because and they told me they got some contracts to no end obviously mostly on benefit of the caregiver than a equitable parts parents and caregivers).

They also told me that to refer by any situation to those contracts gets complex and short and concise form is easy to remember and refer . (I'm simple so I guess that applies to me&#128521

[Suzie_Homemaker]

Clear documents are vital. If you ever have to go to court with a problem, your documents must be unambiguous and simple to understand. If they are overly long, or complicated, the Judge will likely rule that it's unreasonable for parents to understand what your policies are.

I have two documents and a private FB group for current clients for open communication.

My contact is a 2 page document that is fixed. Who are the clients, what is the child's name, when care is to start, which days they are registered for care, what my business hours are and if any agreement has been reached for extended care/early drop off, required notice of termination, what is included in my fees and what parents have to provide, what my fees are and that in the event of fee increases parents will be given 14 days notice, and a firm statement that my handbook details my policies, is part of the contracted agreement, that the parent has seen the handbook at signing and has a copy in their hands, and what version number they received.

My handbook details my policy and is more fluid. This means as policy changes either due to provincial regulations or my own amendments, this document can and will change from time to time. It clearly states that parents will be given 14 days notice of a policy change unless it's a provincial change beyond my control and that after those 14 days the amendment has come into effect. That amended handbooks are issued via the FB group, and that a parent continuing in my care after the date of change is deemed to have accepted the amendment.

Again, this has to be a clear document and not too long. Mine is 5 pages in total. It covers late payment fees and that care will not be provided until accounts are up to date, what the pay schedule is, late collection fees, the procedure that will be followed in an emergency, how much notice parents get if I am taking a paid personal day, requirement for immunization, the Provincial public health guidelines for excluding a sick child, sickness policy, head lice/pet flea/bed bug policy, notice period for either party and the circumstances where I will terminate care without no notice, toilet training requirements, etc.

One other thing it is really important to know - if you have a policy documented that you do not enforce, then you put yourself in a position of weakness in asking a court to enforce any other policy. For instance, if you have a late pick up change that you never charge because you are embarrassed to ask for it, then you must either start enforcing it or remove it from your documents. A Judge will argue that if one policy is not enforced, then why would client's believe you are going to enforce a different aspect of your contracted terms.