Addressing Non-Compliance Policy

This policy outlines the procedures for addressing non-compliance with established rules, regulations, policies, and procedures at Little Bloomers Childcare Centre. Our goal is to maintain a safe, efficient, and compliant environment for everyone.

I. Definition of Non-Compliance:

Non-compliance refers to any action or inaction that deviates from established rules, regulations, policies, and procedures. This includes, but is not limited to, safety violations, procedural errors, failure to adhere to schedules, and breaches of professional conduct.

II. Reporting Non-Compliance:

Any staff member who observes or becomes aware of non-compliance is required to report it immediately to their site supervisor. The report should include:

• Date and time of the observed non-compliance
• Location of the non-compliance
• Description of the non-compliance
• Names of individuals involved (if applicable)
• Any witnesses (if applicable)

III. Immediate Correction:

1. Notification: Upon identifying non-compliance, the site supervisor will immediately notify the individual(s) involved.
2. Corrective Action: The individual(s) involved will be required to take immediate corrective action to rectify the non-compliance issue. The site supervisor will provide guidance and support as needed.
3. Documentation: The site supervisor will document the non-compliance, the corrective action taken, and the date and time of the correction. This documentation will be kept in  employee file and incident report log.

IV. Follow-Up:

1. Schedule: The site supervisor will schedule a follow-up check within 24-48 hours to ensure that the non-compliance issue has been effectively resolved and that the corrective action is being maintained.
2. Check: The follow-up check will verify the sustained resolution of the non-compliance.
3. Documentation: The site supervisor will document the results of the follow-up check.

V. Disciplinary Actions:

Repeated or serious instances of non-compliance will result in disciplinary action, following a tiered approach:

• First Offense: Verbal warning and retraining on the relevant policy or procedure. Documentation of the warning will be placed in the employee’s file.
• Second Offense: Written warning outlining the nature of the non-compliance, the required corrective action, and the potential consequences of further non-compliance. This warning will be placed in the employee’s file.
• Third Offense: Suspension from work for a specified period, starting but not limited to 3 days leave of absence without pay
• Fourth Offense/Severe Infractions: Further disciplinary action may be taken, up to and including Termination of employment.

VI. Appeals Process:

Employees have the right to appeal any disciplinary action taken against them. The appeal must be submitted in writing to Operator/Licensee within five business days of receiving the disciplinary action. The appeal should clearly state the grounds for the appeal. A review of the appeal will be conducted, and the employee will be notified of the decision within 15 business days.

VII. Confidentiality:

All reports of non-compliance will be treated with confidentiality to the extent possible, consistent with the need to investigate and address the issue.

**This policy is designed to ensure a consistent and fair approach to addressing non-compliance. We encourage all staff members to familiarize themselves with this policy and to adhere to all applicable rules, regulations, policies, and procedures.**