Clubland expects all members of staff to follow our Staff Behaviour Policy, which sets clear guidance on the standards of behaviour requireed from our staff and volunteers.The guidance aims to encourage staff to meet the highest possible standards of conduct. Club staff are in a position of trust and infulence as role models for the children in their care, and such must demonstrate behaviour that sets a good example to all useers of the setting.
Club staff also have a responsibility to maintain their reputation and the reputation of the club, both during and outside of working hours.
Behaviour
Our staff team are ambassadors for Clubland and we expect them to conduct themselves professionally at all times. staff should treat anyone attending Clubland (children, parents/carers and visitors) courteously and with respect.
We expect staff to value all the children as individuals and to comply with the Club's Equal Opportunties Policy
Swearing and abusive behaviour are not tolerated from anyone at the club. If any member of staff exhibits such behaviour they will be subject to the Club's disciplinary procedures.
for more details see our Aggressive Behaviour policy and Staff Disciplinary policy.
Dress code
Whilst working at Clubland, staff will need to set up and pack away the setting, prepare food, facilitate craft activities and engage in physical activities with the children. The clothing and footwear worn should be chosen accordingly, taking into account comfort, health and safety, and practicality. Revealing or exessively tight clothing is not acceptable.
Whilst on duty all staff should wear the approved Club uniform at all times.
Confidentiality and social media
Staff must not pass on any information about children attending Clubland, or their parents and families, to third parties without their permission. The only exception to this rule is information sharing with specific external agencies if there is a safeguarding issuee. (Third parties includes other parents, friends, other children at the club, the press etc).
Posting any material relating to Clubland or its users on social media sites (unless expressly permitted by management) is forbidden. Any staff who breach this rule will face disciplinary action.
See our Privacy policy, Safeguarding policy and Staff Disciplinary policy for more details.
Use of mobile phones, wearable technology and cameras.
see our Mobile phone and Wearable Technology policy, Safeguarding policy and Staff Disciplinary policy for more details.
Smoking, alcholol and drugs
Staff are not permitted to smoke anywhere on club premises, including the outside play areas and in Head Office. This includes Vaping and E-cigarettes.
Staff are not permitted to bring alcohol or illegal drugs onto the Club premises. If a member of staff arrives at work under the infulence of alchol or drugs they will be asked to leave immediately and disciplinary action will be taken.
If a member of staff is taking perscription drugs which might affect their ability to function effectively, they must inform the Playscheme manager immediately.
Any prescribed medication needed by a staff member whilst at club, must be stored safely in the 1st Aid cupboard out of reach of the children attending the club.
See our Smoking, Alcohol and Drug policy for more details.
Staff Conduct and Suitability
Staff are expected to maintain high standards of behaviour and are expected to disclose any convictions, cautions, reprimands, warnings or other incidences that may affect their suitability to work with children. This is an ongoing commitment and expectation upon staff who are required to complete a termly declaration of continued suitability.
Low levels concerns will be dealt with through the supervision procedures with your Playscheme manager. Allegations about staff conduct will be handled in line with staff disciplinary policy.
Any member of staff should feel confident to raise concerns about safe practice or other concerns about adults working with children in confidence and in line with the whistleblowing policy.
Gross misconduct
Staff will be dismissed without notice if they are found to have committed an act of gross misconduct. Examples of gross misconduct include, but are not restricted to:
- Child abuse
- Failing to comply with heath & safety requirements
- Physical violence
- ignoring direct instruction given by line manager
- Persistent bullying, sexual or racial harrassment
- Being unfit for work through alcohol or illegal drug use
- Theft, fraud or falsification of documents
- Being disqualified under the terms of the Statutory Framework for the Early Years Foundation Stage (section 75 of the Childcare Act 2006) or the Children Act 1989
The Playscheme manager in conjunction with HR at Head Office will investigate the alleged incident thoroughly before any decision to dismiss is made. For full details see our Staff Disciplinary policy.
