Articles from GBE Friends

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.

The first thing you do when someone applies to work at your new daycare business is to have a background screen contract to hand. The candidate should be informed of the purpose of the contract i.e. they are giving you permission to conduct a background investigation on them. You may, like many companies, provide an option for them to consent to a drugs test. Considering the nature of your potential business it is advisable to include said drugs test. The safety of the children is paramount.

Naturally, due to time constraints on you and the specialized nature of the background checks you will need to outsource to a dependable company. Many of these companies offer discounts to new businesses, and businesses that deal with children, such as a daycare. Check with existing, reputable daycares what companies they use and what rates they are paying. You should also contact the insurance provider of your daycare center to determine if you can receive discounts on your insurance costs due to the fact that you implement background checks on all candidates.

When conducting a preemployment background screens, it is important to understand that there is certain information that you are not permitted, by law, to use in determining an individual to be worthy of employment for a daycare center. An example would be a disability. Other examples of items that should not be used in determining employment at your new child care center include previous debts, low credit scores, and medical conditions. However, if any of these items pose a significant danger to the overall health of the daycare establishment, you may use these things as determining factor. An example would be a severely contagious disease.

Realize that timing is vital when organizing your background checks for potential employees of your new daycare business. The results may take up to two weeks to return although many companies may respond in as little as three days. However, these services will be relatively more expensive. So, plan your recruitment drive with this point in mind. 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. This is sensitive and personal information so keep it in a secure place.

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 draws on her 10 years of running a day care to write articles on all aspects of child care. She also pours this wisdom into her childcare website and has used it to produce a 'How to Start a ChildCare Business' DVD guide: StartChildCare.com Fiona can be found at her website: ChildCareOnly.com