When opening a daycare center, it is essential to conduct preemployment background checks on all potential staff. daycare. These checks safeguard both you and the children in your care. There are two main reasons for performing this step. The first is to verify that the person applying for the position within your childcare center is indeed the person they claim to be. The second reason is to research any criminal history that may pose an issue to the children and staff of your daycare facility. Preemployment background checks can also incorporate a drugs tests to determine if an individual has used recreational drugs. By preforming the screens you are minimizing risks to the safety of staff and children plus avoiding future legal challenges.
When someone applies to your new daycare business, it is imperative to have a preemployment background screen contract available. This form should inform the potential employee that they are providing you with the permission to conduct an investigation on them. If the screening includes a drug panel, they must also have an area in which they can have the option to consent to this as well. Many companies choose to make consent necessary for employment consideration. Being that you are opening a child care service center, this is something you should definitely consider. You cannot afford to endanger the safety of the children that you will be responsible for.
Naturally, due to time constraints on you and the specialized nature of the background checks you will need to outsource to a dependable company. Research different options and haggle for a good rate, many companies offer discounts to new business and businesses that deal with children. Check with existing, reputable daycares what companies they use and what rates they are paying. Also, contact your insurance provider to determine if, because you require background screening at your facility, you are eligible for discounts.
Certain information is not permissible, by law, to be used in determining the suitability of a candidate. For example you cannot use a disability as grounds for deeming someone unworthy of employment. Nor can you use previous debts, low credit scores or medical conditions. These would be considered discrimination and could land you in a lot of trouble. However, you need to assess the overall welfare of your daycare center when considering any of the above because if they were to pose a significant danger to any aspect of your business or the people therein i.e a severely contagious disease, then you may have grounds for not hiring an individual.
When conducting preemployment background checks for potential employees in a new daycare business, it is important to understand that the results may take up to two weeks to return. Many companies may respond in as little as three days. However, these services will be relatively more expensive. It is important for you to place the returned screening in a file designed to track documents on that particular person in your daycare center.
Finally, when opening your daycare center you should perform background checks on all employees not just those working directly with the children. So, you might consider your cook, administrator or janitor - anyone that will be working in your center with access to the children, however limited. Remember, the safety and welfare of the children is paramount at all times.
Fiona Lohrenz has spent the past 10 years minding other people’s children and her own. She writes about her field on her childcare website. he has also used this knowledge to produce a ‘Start a ChildCare Business’ DVD guide: StartChildCare.com You can find her at her website: ChildCareOnly.com
- Fiona Lohrenz
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