2.3 Human Resources Policies

Impact of HR Policies

When thinking about your centre, consider the impact of your HR policies. Are they effective? Are elements missing, or could they be written more in alignment with your centre’s values and principles? 

In this section, you will consider the importance of developing clear and comprehensive human resource policies as essential for creating a well-functioning workplace. These policies provide all staff with clear guidelines on expectations, responsibilities, and procedures, fostering consistency and transparency. 

Effective HR policies address key areas such as practices, conduct, conflict resolution, and workplace safety. They also outline employee rights, such as leaves of absence, vacation entitlements, and processes for addressing grievances. By establishing clear policies, leaders can ensure that staff feel supported, valued, and treated fairly while maintaining compliance with employment standards. 

Reflect on what policies you have in your organization. Here are some examples of HR policies. 

As you read the list, consider if some are missing or in need of revision in your organization: 

• Emergency policies and procedures so that staff are aware of what they are responsible for and that they are still in ratio in the event of an emergency. 
• Reporting procedures and policies 
• Illness and Infectious disease policies and guidelines for when staff should stay home due to illness. Call in procedures if ill.
• Procedures for storing medication at the centre to ensure children do not have access. 
• Worksafe, first aid and injury protocols for responding to and documenting injuries or incidents of staff and children 
• Standards for hygiene and sanitation such as handwashing and dealing with body fluids. 
• Guidelines/ responsibility for supervision, equipment checks, and weather-related decisions.
• Expectations for professionalism and workplace behaviour.
• Procedures for addressing workplace disputes or grievances.
• Clear expectations for respectful behaviour and procedures for addressing harassment and discrimination:
• Guidelines for staff breaks 
• Policies for sick leave, vacation requests, and managing absences.
• Procedures for guiding children and promoting positive interactions.
• Policies for supporting children with diverse abilities, cultural backgrounds, and identities.
• Guidelines for the appropriate use of technology, such as cell phone use by staff. 
• Statements on the centre’s approach to learning, play, and development.
• Ensuring families’ personal information is kept private and secure.
• Ethical Care Policies ensuring adherence to the ECEBC Code of Ethics for early childhood educators.
• Clear procedures for reporting suspected abuse or neglect, aligned with provincial laws.
• Guidelines for appropriate use of technology and protecting the privacy of children and families.

Activity 2.3 | Creating an Antidiscrimination Policy

Ensuring you have policies about discrimination, bullying, and harassment is important to create a safe and welcoming working environment for everyone. 

In this activity, you will write an anti-discrimination policy. 

Step One - Review this equal employment opportunity policy:

"All hiring, promotions, compensation, and other employment practices will occur without regard to race, colour, religion, sex, national origin, age, or disability. All qualified individuals are given fair access to opportunities."

Anti-discrimination workplace policies are designed to promote equity, inclusion, and respect for all employees by addressing and preventing discriminatory behaviour. 

Step Two - Write an anti-discrimination policy for the workplace.

First, choose a policy topic: 

• Harassment-Free Workplace 
• Inclusive Language 
• Diversity and Inclusion 
• Pay Equity 

Next, explore the Child Care Human Resources Sector Council (CCHRSC) Diversity at Work page for ideas on what to consider when creating policies.