The Discovery School-Based Childcare Program provides an employee-friendly unionized environment in which goal-orientated individuals thrive as they achieve this fields demanding challenges.  The Discovery Program is committed to providing high quality childcare to the children and families in our community.

These policies, procedures and working conditions provide a transparent work environment.
The Discovery Program values the talents and abilities of our employees which seeks to provide an open, cooperative environment.  We encourage all staff to use proper communication that allows staff and management to work out situations, problems and share ideas to provide quality childcare.  All employees of the Discovery Program are entitled to a respectful workplace.  The environment will be free form behaviour such as discrimination, harassment, disruptive workplace conflict and disrespectful behaviour.  Defined by the Ontario Human Rights Act.
The Discovery Program is mandated by the Ministry of Education, and will comply with the Childcare Early Years Act (CCEYA), Labour Laws and the Union Contract.

A copy of this Personnel Policy is kept on site, updates will be on the Website for your convenience and review.

See CUPE 123.2 for definitions and language set out in the latest contract. 

Probation of New Hired Employees 

A newly hired employees shall be subject to a probationary period.  The probationary period consists of 90 working days or 6 months from the hire date, which every comes first.  Supply employees will have a probationary period will be 240 hours worked or 8 months whichever comes first. Employees will have an informal review after the 60 days or 4 months and 90 days/6 months.  The Supervisor's responsibility to assess the employee while on probation with documenting compliance and contraventions. The employee's progress shall be monitored and the employee shall be given every opportunity to demonstrate his/her ability to meet the job requirements. An employee who proves to be unsatisfactory for the position, or has failed to meet all of the requirements for employment, shall be released not later than the last day of the probationary period.  An employee who is promoted or appointed to another position must also serve a 30 workday probationary period and if they are unsuited for the position, they will resume their previous position.  This employee can also request to be placed back in their original posting, before the 30 days is up.

The following policies under compliance/contraventions are:

  • Playground Safety
  • Anaphylactic/Individualized Plan
  • Sanitary Practices
  • Sleep Supervision
  • Serious Occurrence
  • Medication
  • Supervision of Volunteers/Students
  • Program Statement
  • Staff Training and Development
  • Criminal Reference Check/Vulnerable Sector Check
  • Fire Safety/Evacuation Procedures
  • Along with Other Polices set out by the Discovery Program


Salary levels will be reviewed at your annual anniversary date.  The salary scale shall be established by the Board of Directors & paid out according to the union contract. The Executive Director is responsible for administering these scales to staff.  Staff shall be paid weekly.  If any errors are made, it is understood that they will be corrected on the next scheduled payroll.  Employees will receive a T4 in February for tax purposes.
Hours of Work

Regular Daily Hours - Start and finish times shall be between 6:00 a.m. and 6:00 p.m.  (as per family needs), Monday to Friday, no employee shall be scheduled to work less than two (2) consecutive hours (unless it is for lunch coverage) or greater than eight and one-half (8.5) consecutive hours per day.
Flexible Working Hours Weeks - During the life of this Agreement, flexible working hours may be introduced provided that:
(a) They are mutually agreed upon between the Employee and the Employer;  and
(b) The number of hours worked in the course of a week does not exceed the limit of 42 hours

Working Schedule - The hours and days of work of each Employee shall be posted in an appropriate place at least seven (7) days in advance.  Employees shall be notified of schedule changes not less than forty-eight (48) hours in advance except in cases of emergency or for reasons beyond the control of the employer.
Paid Rest Periods - Full-time employees working 5 hours or more shall be entitled to; Two fifteen (15) minute breaks and One twenty (20) minute lunch. Part-time/supply employees are entitled to one (1) thirty (30) minute unpaid break after 5 hours of consecutive work.  Part-time employees getting full-time hours in the summer, Spring Break, PA Days, etc. will receive one (1) thirty (30) minute unpaid break and one (1) paid fifteen (15) minute paid break, during their scheduled eight and a half (8.5) hour shift;


Staff must submit a time off request form to their supervisor in the event they need time off for any of the following:

  •      Vacation (January-December) as per years of employment Article 19.01
  •      Five (5) Sick Days (after 90 days) for call ins, or specialist appointments.
  •      Leave of Absence - without pay

The supervisor/director will try to grant whenever possible any time off requests as long as it does not compromise the program.  A copy of your request will be emailed back to you in a timely fashion noting approved or denied. Please do not assume that your request is automatically approved, we will not be responsible for any unforeseen retribution as a result of any denied requests.  If a request is an emergency then the Director shall be notified immediately.

The Director Karen Loeppgy can always be reached at 519-733-8202 or 519-995-8048

Paid Bereavement Leave

1. An Employee shall be granted a maximum of three (3) regularly scheduled consecutive work days' leave, without loss of pay or benefits, in the case of death of an employee's spouse, child, parent, sibling, and step-child, step-parent, grandparent, mother-in-law, father-in-law or grandchild.

2. An Employee shall be granted a maximum of one (1) regularly scheduled workday leave, without loss of pay or benefits, in the case of death of an employee's uncle, aunt, brother-in-law, sister-in-law, niece or nephew.  Up to an additional five (5) days unpaid will be granted if requested between the death of and the day following the funeral.

General Leave

An Employee shall be entitled to a leave of absence without pay and without loss of seniority when she/he requests such leave for good and sufficient cause.  Such leave may be extended with the approval of the Employer.  All requests shall be in writing and subject to approval by the Employer. Such approval shall not be withheld without just cause.  The Employer shall have the right to consider the staffing needs and the stability of the programs in its decision.  An Employee must provide documentation from their physician to keep the employer informed of the length of their leave.


Overtime - All hours in excessive of forty-four (42) hours per week shall be deemed overtime hours paid at the overtime rate.

Overtime Rate -Overtime hours shall be paid for at the rate of time and one-half (1/2) of the Employee's regular rate of pay.

Minimum Overtime - Any hours over (42) forty-two in a work week will be distributed based on the bargaining-wide seniority.

The Employer shall keep overtime to a minimum.  No Employee shall be required to work overtime against her wishes when other employees are available to perform the required work. Notwithstanding anything in this agreement, the following is not to be construed or applied as constituting overtime within the meaning of this article but shall be paid at the straight-time rate:

  • Attendance at all staff meetings
  • Attendance by an employee at a parent night in the employee's assigned room, which the employer may schedule no more than two (2) times in a calendar year: Kindergarten Open House/Preschool Graduation.
  • Attendance at one Summer Family Night parent social
  • Attendance at the Christmas Concert/Open House
  • Parade events will be volunteer basis only.


  •      New Year's Day
  •      Family Day
  •      Good Friday
  •      Easter Monday
  •      Victoria Day
  •      Canada Day
  •      Civic Holiday (Unpaid)
  •      Labour Day
  •      Thanksgiving Day
  •      Christmas Day
  •      Boxing Day

The observance of religious holidays will be permitted and provisions made for time necessary to attend religious services without remuneration.
Compensation for Holidays on Saturday or Sunday - When any of the above-noted holidays fall on a Saturday or Sunday, and is not proclaimed as being observed on some other day, one (1) other day mutually agreed upon by the Union and the Employer shall be deemed to be the holiday for the purpose of this Agreement.
Pay for Regularly Scheduled Work on a Holiday - An Employee who is not scheduled to work on the above holidays shall receive holiday pay as per the Employment Standards Act.


All employees shall be entitled to enroll their children in the centre(s) operated by the Employer during their working hours.  The fees will be 0% of the regular rate.  100% will be waived and the cost of the childcare services will be applied to their wages as a taxable benefit on a weekly basis.  All staff must confirm their child's absence with the supervisor 24 hours before to avoid a full cost of the childcare fees.  Staff on Maternity leave or a Leave of Absence will be entitled to enroll their children in the centre operated by the Employer.  The fees will be at the regular 100% rate during this time.


Professional development is key to staying current on what is going on in the Early Childhood field and we encourage all our staff to take part when they are able to do so. Discovery will from time to time be in a position to assist from our professional development fund, we will inform staff as needed. There is certain professional development that is the staff's responsibility to maintain,

a. Registered Early Childhood Educator status (we reimburse after staff have been with us for 1 full year)

b. First Aid and CPR (certified through City of Windsor) or staff pay out of pocket

c. WHMIS Training (reviewed yearly)

d. Epi-pen Training (reviewed yearly)

e. 2 PD events to maintain registration status, as well as 2 PD events for Non-RECE staff

f. Register Early Years Staff will follow the guidelines and obligations set out by the college (Ontario Regulation 359/15: continuous Professional Learning made under the Early Childhood Educators Act, 2007)

Note: if an employee does not show up to one of the above professional development events without just cause.  The amount of the event will be the employee's responsibility.


It is a goal of Discovery to dress in a professional manner that represents our organization as a whole, in keeping with our high quality of service and respect for others. The style and quality of dress communicates important messages about the employees, how they regard themselves and what people can expect from them.  On the event that we are out on a field trip all staff must wear the Discovery logo shirts.  Two Discovery shirts will be provided to all employees. if an employee resigns or is terminated all Discovery logo wear must be returned.   If failure to return the full fees for the Discovery wear will be taken from the employees last pay period.  Therefore, the following will outline the professional attire expected to represent this organization and its staff, exhibiting professionalism to our community.

Appropriate attire - (Comfortable and professional)

1. Discovery Work Wear
2. Denim clothing such as shirts, pants, jackets and walking shorts with no rips or tears.
3. Dress walking shorts or pants and clean front cotton shirts.
4. T-shirts and sweat shirts with supervisor's discretion.
5. Black leggings or black yoga pants with long shirts that cover your bottom.
6. Shirts or blouses that are not low cut.
7. One piece or tankini bathing suit

Inappropriate Attire

1. T-shirts with slogans or advertising
2. "Beach" clothing (clothing with revealing midriffs etc.)
3. Tank-tops or dresses with shoulder straps that are less than 3 fingers wide, or that reveal bra straps.
4. Extra low-rise pants.
5. Jeans with rips or tears.
6. Short shorts and cycling or athletic shorts
7. Leggings worn with too short of a top/sweater.

A good general policy regarding the dress code is: If there is ANY QUESTION about an item being inappropriate, DO NOT WEAR IT.

Footwear Guidelines

To prevent the risk of injury or accidents to expose feet and to set standards for footwear throughout the GEDSB and Discovery School Based Child Care programs, ensuring compliance with legislative requirements made under OHSA.  The potential for foot injuries and related slip, trip and fall injuries can be prevented whenever practicable.  Falling or rolling objects, slippery surfaces, sharp objects, loss of one's balance, exposed energized electrical conductors, chemical substances or other hazards can create a potential for such hazards.  To protect against those hazards, which continue to exist after all control measures have been implemented, appropriate protective footwear shall be used.  These footwear Safety Procedures are based on the Canadian Standards Association ("CSA") Standard Z195-M92 and BS EN 13832-2 "Protective Footwear".
This policy applies to all staff including Supervisors, support staff, students and Administrative staff.
The following Footwear Safety Procedures are to be implemented and enforced by Supervisor(s) and followed by Worker(s) at all Discovery site locations:
Shoes with closed toes and front and back strap.
Shoes or boots with a heel height of 2 inches or less.
Running shoes.
All shoes or boots should have an anti-slip rubber sole with treads.

1. All staff should wear appropriate footwear as prescribed above at all times during regular working hours.

2. All staff is prohibited from wearing any type of footwear that is a floating platform and from being bare footed at any time.

3. All staff is required to wear running shoes while in the gym.


In appreciating the expression by means of tattooing we must implement guidelines that are acceptable to the workplace. We must always be sensitive to the fact that this is a community-based organization, which places a high value on children, their families, respect, and professionalism in the work place.  Inappropriate exhibition - Any tattoos or body art with vulgar or offensive language, nudity, sexuality, violence, alcohol and drugs are deemed inappropriate.  Employees will make sure they are covered at all times.  Long sleeves or pants must be worn to make sure the art it not exposed to our children, staff and families.  As a rule of thumb; we are not allowed to wear offensive t-shirts so a comparison should be drawn to this directive.
Piercings -In appreciating the expression by means of piercing, we must implement guidelines that are acceptable to the workplace. We must always be sensitive to the fact that this is a community-based organization, which places a high value on children, their families, respect, and professionalism in the work place.

1. Ear piercings are permitted

2. Nose piercings that are studded will be permitted provided they are no larger than 1.5mm

Procedures in the resolution process for concerns regarding dress code, piercings and tattoos;

1. Complaints regarding tattoos that are received from any staff, parents or community members while at the workplace will be forwarded to the employee's Supervisor.

2. The Supervisor will discuss the complaint with the Director to ensure that the complaint is valid.

3. The Supervisor will then meet with the employee to discuss the complaint and inform the employee that they must comply with the policy by appropriately covering the tattoo with representing the organization at work.

While it is warm it is important to be comfortable, we must remember that we are a business and must remain professional at all times.

Staff may be asked to change their attire at the request of the Supervisor, Executive Director or the Board of Directors, if they deem your attire is inappropriate or offensive to the sensitivity of the community we service.

Flower Fund Program Guidelines

Necessary changes will be made as per staff votes.  (PW Meetings) The Staff agree to support a Flower Fund as a way for employees to show support and encouragement to their co-workers during significant events in their lives. All employees will participate in the fund by donating $1.00 per pay check through payroll deductions. Once the $500.00 maximum amount is reached then the $1.00 deduction will cease until further notice.  Those who wish not to participate, will notify the director in writing.

The Office will handle all purchases from the flower fund account. An employee's Supervisor is responsible for notifying the office of the employee's situation in regards to being eligible for the flower fund program. The employee or employee's family member will receive a gift from the referenced list below.

1. Flowers or appropriate gift not to exceed $75.00
(Including wiring, transfer, and delivery fees) will be given for;

  •      death of employee's spouse
  •      death of employee's child
  •      death of an employee's mother or father (mother-in-law or father-in-law)
  •      death of an employee's sibling
  •      death of an employee's Grandmother or Grandfather

In the event of an employee's death, the family of the deceased will receive   the $75.00 gift.
(If requested, in lieu of flowers, a $50 donation will be given to a designated charity.)

2.  Flowers or plant not to exceed $50 (Including wiring, transfer, and delivery fees) will be given for;
  •      extended hospitalization of employee
  •      surgery requiring 2 weeks or more off of work
3. Gift not to exceed $75 will be given for;
  •      marriage of employee (wedding shower)
  •      birth of a child (baby shower)
4. Gift or Flowers not to exceed $100.00 will be given for;
  •      Retirement of an employee with 10 yrs. of service or more
5. Cards will be given or mailed for all of the above occasions- (cards are kept at the office)


Employees are required to be prepared to commence work as scheduled. If your shift starts at 9:00 a.m. and it takes you a few minutes to get settled in then you need to arrive a few minutes before your shift starts to accommodate this.

If an employee foresees that he/she cannot arrive at work on time, they must personally contact their supervisor notifying him/her of the delay by calling the site or Supervisor's contact number. Texting a call in is not acceptable. Frequent or habitual tardiness shall be deemed reasonable cause for discipline, including suspension or dismissal as warranted.  Supervisors will notify the Executive Director.

Employees absent for any reason must contact the supervisor as soon as possible to ensure that arrangements can be made to minimize disruption. Employees who are habitually late shall be assessed as such at performance time and if proper attendance cannot be anticipated, the employee may be asked to resign. An employee who is absent from work for a period of five (5) working days without contacting the Supervisor, will be considered to have abandoned his/her position and shall be terminated on the last day which they attended work.

Phones & Proper Etiquette

Employees are not permitted to make or receive personal telephone calls during work hours unless authorized to do so by the Director/Supervisor or in the event of an emergency. This includes using one's own cell phone calling/texting. Cell phones are prohibited in the classroom, employees can use their cell phone during an outing to contact their supervisor in case of emergency.  When an employee needs to call a parent, our business line should be used, rather than a cell phone. Every time you make or receive a business telephone call, you are representing not only yourself as a professional, but also The Discovery Program. Good telephone techniques to follow include the following:

  • If receiving a call, answer promptly and courteously.
  • When making or receiving a call, identify yourself clearly and specifically (e.g., "The Discovery Child Care Program, this is _______ speaking,")
  • Keep your conversation business-like and brief, avoiding prolonged chats.
  • Transfer incoming calls to the appropriate party courteously and quickly.
  • Take messages accurately and relay them to the person who was called as soon as possible.
  • Answer questions thoroughly to ensure that the caller has received the information requested.
  • Close your conversation with a pleasant "Good-bye."

*When you are busy with the children remember to let the telephone ring.  The person will call back if it is an emergency or leave a message.  The Supervisor will check messages regularly or when the children are settled you may check the phone.

*Staff cell phone will not be used to take pictures of the children.  Staff will use the tablets/IPads that are provided.  If your site has a camera feel free to use that as well.


Employees that are absent due to illness must inform their Supervisor prior to their shift when possible. Employees must let their Supervisor know if the illness is infectious so that they may take the necessary health and safety precautions, this is determined by a visit to your doctor and or health clinic. An illness warranting 3 days or more off must return to work with a doctor's note.
We do not want staff to come to work sick, so please consider the children in your care and the other staff around you.


It is mutually agreed that every effort shall be made to resolve complaints that may arise through fair and equitable discussions to your direct supervisor. However, should this not be possible, grievances or complaints must be made with-in 3 business days, prior to filling a written grievance.  See contract 10.04 for further information.

Settling of Grievances -An earnest effort shall be made to settle grievances fairly and promptly in the following manner:

Step 1
The steward will submit a grievance in writing to the supervisor or her designate within five (5) working days after the date on which the cause of the complaint occurred or ought reasonably to be known to the griever.  The supervisor or her designate shall provide the Employee with a copy of the decision within 5 working days.  The supervisor will provide the employee with a copy of the decision.

Step 2
If the decision of the supervisor or her designate is not a satisfactory to the griever concerned, then within five (5) working days the grievance may be referred to the Executive Director who shall arrange a meeting of the parties with ten (10) days.  The Executive Director shall render her decision within five (5) days of the meeting.

Step 3
If the decision of the Executive Director or her designate is not satisfactory to the griever concerned and provide the complaint and the grievance have been processed in the manner herein before provided, within the time limits prescribed the grievance may be taken to arbitration in accordance with Article 11 of this agreement.


An employee shall be disciplined with just cause in an attempt to correct attitudes or conduct that interferes with the proper, efficient operation of the program.  The employee has the right to have a union representative present.  The following shall be followed as per article 12.01

Verbal Reprimand - A verbal reprimand may be given by the supervisor or Executive Director in private, for a minor offense. A first verbal reprimand need not become part of an employee's file and the matter should be closed when a two-way discussion has been completed.

Letter of Reprimand - When a continued or serious infraction occurs, the supervisor or Executive Director shall write a letter in consultation with the Board of Directors, to the employee stating the infraction and warning him/her against further misbehavior.  A copy of this letter must be placed in the employee's file.

Suspension - An employee may be suspended without pay, for a specific length of time depending on the seriousness of the offense while the case is being investigated.  An employee must be given written notice of such suspension.  Any employee may grieve any disciplinary action according to the grievance procedure.

Termination  - Discharge will be used when other corrective actions have failed or are not applicable.  No notice is required where an employee is dismissed for gross misconduct (physical, sexual, verbal or inappropriate abuse of power).  

Resignation - Permanent employees wishing to terminate their services are expected to give written notice of resignation to the Supervisor as far in advance as possible, but in no case less than one pay period shall be given.  Upon acceptance of the employee's resignation, separation procedures will be initiated immediately.

Dismissal - The Executive Director/Supervisor may terminate employment, if the employee proves unsatisfactory for the position because of violation of reasonable instruction, or reasonable rules, continued unexplained absence or failure to meet all the requirements of the position.


The purpose of the job description is to inform both the employer and the employee of the duties of each position.  Written copies should be kept on file and should be annually reviewed and revised by the Executive Director/Supervisor at the time of the employee's annual performance evaluation.
It will be the Board of Director's responsibility to review and revise the Executive Director's job description in conjunction with his/her annual performance evaluation.


Strategic Purpose of Role:
The Site Supervisor (SS)) reports to the Executive Director (ED) and is primarily responsible for overall site supervision of assigned day care location. This role leads by example to achieve superior client experience by adhering to all legislation policies related to the day care industry. The SS contributes to the Organizations goals and objectives through operational and financial management, staff performance of direct reports, and acts as the site's primary contact for all child/family inquiries.

Job Duties:
The Site Supervisor is required to provide overall site supervision. Partnering with the Executive Director, SS responsibilities include the managing, hiring, and training of staff while developing and managing the curriculum in collaboration with peers, direct reports and ED. The role assists the ED in ensuring compliance with all local, provincial and federal laws governing child care in regards to the physical environment and employment standards. Site Supervisor has shared responsibility for the financial success of assigned site by completing and submitting child scheduling and attendance reports; assisting with parent contact for overdue accounts and manages site expenses within budget guidelines.

Site Supervision (50%)

Legal Requirements:

  • Monitor's programs/sites to ensure sufficient staffing to meet requirements of Day Nurseries Act, Ministry of Education.
  • Partners with ED regarding all licensing authority visits and reports. Ensures annual renewal notices of all insurance coverages are received from ED.
  • Responsible for monitoring all fire drills as per MCYS and Discovery's regulations and policies.
  • Maintains an up-to-date policy manual in accordance to all matters and procedures set forth by the BOD.
  • Ensures that updated children's records are maintained including registration forms, medical records and permission forms.  Medication forms are signed; medication is administered and documented properly.
  • Recognizes, documents and takes action in cases of suspected abuse, illness or accident reporting incident as serious occurrence as required.
  • Implements and monitors a system of recording arrivals and departures.  Ensures proper release of children to authorized parents and/or guardians.
  • Review's menu schedule to ensure compliance with CCEYA & Discovery quality standards. Establishes Allergy list for individual children while ensuring all food items are properly labeled and stored.
  • Supports the organization by maintaining RECE status and provides ECE emergency relief as needed.
  • Facility Management:
  • Subject to the oversight of the ED, the role ensures that physical day care sites comply with all legislation and are a safe, clean and appropriate environment for children.  Oversees general cleanliness of daycare sites, taking action with site staff and custodian as required.
  • Oversees and maintains water testing records.
  • Reports all hazards immediately to ED.  Reports all maintenance/repair needs to ED.
  • Conducts monthly, seasonal, annual playground inspections. Ensures daily inspections are performed by staff.
  • Ensures staff understanding and compliance with Hygiene routines, First Aid, Universal pre-cautions etc.
  • Applies knowledge of safety requirements, inspections and certification procedures to each site reporting deficiencies to ED. Applies environment assessment tools for specific programming (ITERS, ECERS, SACERS) to maintain and improve the quality of the program.

Financial Management

  • Contributes to the financial health of the organization by ensuring that children's schedules are accurately being accounted for. Submits a verified month end attendance record to Financial Assistant (FA) for Parent invoicing.
  • Maintains accurate financial records for receipts of fees, petty cash, grocery receipts which are submitted to FA promptly. Evaluates and purchases equipment and supplies for day care sites with prior-approval of ED and in compliance to budget guidelines for the current year.
  • Supports the Organization by taking an active role in the collection of past due accounts receivable.  Acts as a point of contact with parents when directed by ED & in accordance with the Organization's collection policies.
  • Promotes the success of the Organizations' fundraising efforts at assigned location.
  • Curriculum Management: (20%)
  • The Site Supervisor acts as a Support Resource for program staff and partners with the ED in planning and implementing experiences and environment to support all areas of children development including coping, competence and emerging literacy skills. SS guides staff in implementing ICERS, ECERS and SACERS tools. SS develops recommendations for weekly activities, PD days, March Break and Summer Camp while respecting the affordability for both parents and Organization.  SS monitors classroom activities on a regular basis to observe staff behaviour and curriculum outcomes.  Spending outside budget guidelines is to be reviewed by ED for approval prior to launch.    

Employee Care: (20%)

  • Understands and implements Union Contract Agreement with strict compliance to its terms and conditions.
  • Ensures individual employees know their position expectations and how job performance is measured. Holds employees to the highest standard of performance through meaningful feedback, both formal and informal.  Ensures annual performance reviews are completed with direct reports.
  • Supports access to both structured learning and developmental job experiences.
  • Fosters an environment where problem/conflict resolution are encouraged and resolved collaboratively and constructively. Promotes an environment of continuous improvement by building upon ideas expressed by others.
  • Cultivates a mindset that puts the child's best interest as priority One.
  • Acts as a role model by displaying managerial courage in making decisions and resolving issues.
  • Provides orientation to new staff members.
  • Maintains workplace health and safety guidelines through regular review with staff. Provides First-Aid & CP certification reports to ED.
  • Family/Community Support: (10%)
  • Ensures children are enrolled on a priority basis set by the center's waiting list.
  • Refers parent/guardian to appropriate support agencies as needed including subsidized care.
  • Ensures a "personal' touch orientation to Discovery is offered to every new/returning family including an introduction to our programs and greetings with staff.
  • Acts as primary contact for parent concerns. Attends family meetings interviews as requested by either the staff or parent/guardians.
  • Ensures staff have proper documentation related to an individual child's diapering, toileting, eating, and sleeping needs.
  • Conducts Parent Surveys when directed by BOD. Contributes to improvement action plan as called for by survey responses.
  • Attends Kindergarten registration and orientation presentations to spotlight Discovery Day Care. Attends Family Open House nights at local schools to promote program.
  • Serves as Discovery's Ambassador with School administrators.
  • Contributes to seasonal newsletters & notifications to Parents.


The Early Childhood Educator plans and implements age-appropriate programs for children that facilitate physical, social, emotional and cognitive growth and development. Provides care in a welcoming safe environment that promotes well-being for all children.  REPORTS TO: Direct Supervisor.


  • The Centre Program staff must have a Diploma /Degree in Early Childhood Education
  • Must have a valid First Aid and CPR certificate.
  • Must be registered with the College of E.C.E.'s (R.E.C.E.)
  • Organizational and planning skills to effectively manage a classroom.
  • Knowledge of the CCEYA to effectively manage the classroom expectations.
  • Medical & Reference check Requirement:
  • Must be able to pass a physical examination by a certified health care provider, provide negative results of a tuberculosis test, and safely lift 35 pounds.
  • A background check will be required for the successful applicant. Must pass the criminal reference check.
  • Two job related references are required.


  • Plan, implement and review children's experiences in accordance with the centre's philosophy and program goals.
  • Provide a daily balance of active and quiet, indoor and outdoor, and individual and group activities.
  • Establish and carry out daily schedule that incorporates child-directed activity, care routines and transition times.
  • Organize space, equipment and materials prior to activities.
  • Assist children in expressing themselves by listening and responding with questions or comments that extend conversations.
  • Use a variety of teaching techniques including modeling, observing, questioning, demonstrating, reinforcing and bridging.
  • Set up daily routines to take advantage of embedded learning opportunities.
  • Plan and carry out experiences that promote problem-solving play (pretend play, creative and constructive play and games with rules play).
  • Organize physical and social environment to extend and expand child directed play experiences.
  • Recognize and build on emergent and early literacy and numeracy activities. Encourage children's representation of their experiences.
  • Represent and document children's activities photos, display of children's drawings and printing, portfolios, videos.
  • Provide experiences and play materials that actively promote anti racist and non- sexist interactions and attitudes.
  • Participate in short & long-term planning and the annual program review.
  • Individualize the curriculum
  • Seek out opportunities to recognize and celebrate new developmental achievements.
  • Encourage and assist each child in carrying out daily routines.
  • Provide daily opportunities for each child to choose to be alone.
  • Engage each child individually each day.
  • Observe how children use the materials and interact with each other and adults.
  • Use observations to expand play, and plan activities that recognize individual differences.
  • Work with resource staff and other specialists to plan, carry out and review individual program plans.
  • Initiate referrals or additional services for children and parents/guardians if there are concerns about the course of development.
  • Guide children's behaviour to promote autonomy and positive self concept
  • Set reasonable behaviour expectations consistent with the centre's philosophy and policies
  • Provide positive guidelines such as re-directing, positive language and reinforcement/
  • Immediately address problem behaviour without labeling the child.
  • Follow behaviour guidance policies established by the centre,
  • Ensure the child's environment is healthy and safe
  • Follow the centre's procedures for maintaining health records, hygienic routines, universal precautions, and administering medication and first aid.
  • Report all accidents, injuries and illnesses to the supervisor or designate and record such incidents in the daily log, playground log and as serious occurrence, if necessary.
  • Monitor the indoor and outdoor environments for hazards.
  • Update daily on children's physical needs for diapering, toileting, eating and sleeping, with respect and as promptly as possible.
  • Report all incidents of suspected child maltreatment.
  • Release children only persons authorized by the parents/guardians.
  • Workplace Health and Safety:  Promote and maintain workplace health and safety.
  • Encourage and support active family involvement
  • Seek out opportunities to recognize and respect family childrearing practices and expert knowledge about their children.
  • Complete daily information charts appropriate for the age group.
  • Discuss the program's daily events with family member at drop off and pick up times.
  • Guide families to activities that will allow them to participate in their children's early learning and development.
  • Accommodate the daily instructions for daily care routines whenever possible.
  • Encourage family members to spend time and to participate in the program throughout the day.
  • Contribute to the on- going operation of the centre
  • Follow licensing and other regulatory requirements.
  • Carry out the responsibilities of the Supervisor as requested.
  • Attend regular staff meetings.
  • Maintain confidentiality of all information related to the centre's children, families and staff.
  • Participate in the annual performance review process.
  • Are responsible to carry out and use the environmental assessment tools that apply to specific programming (ITERS, ECERS, and SACERS) to maintain and increase the quality of the program.
  • Plan and carry out annual plan for staff development.
  • Keep up-to-date with Early Childhood Education and advocacy developments.
  • Maintain regular attendance and punctuality.
  • Professional Development - Take personal responsibility for continuous professional development and learning.


The early childhood assistant must have the desire to work with young children, demonstrate well-developed interpersonal relationship building skills and the ability to work with staff, parents and volunteers.  Must be able to pass a physical examination by a certified health care provider, have a valid First Aid & CPR certificate, (WSIB provided) negative results of a tuberculosis test, pass a criminal records check, and safely lift 35 pounds. A background check will be required for the successful applicant;

Job Summary

The Early Childhood Assistant Duties include working directly within the early childhood programme by providing quality care and creative programming. The position reports to the Early Childhood Educator, Supervisor and Executive Director.

Major Responsibilities in Partnership with the Early Childhood Educator:

  • To understand and comply with Provincial and Discovery Child Care Policy standards;
  • To interact directly with the children and demonstrate a commitment to children's learning;
  • To assist with the planning and implementing of a consistent play-based, high quality and age-appropriate programme;
  • To assist with conducting assessments on children's growth and development by appropriately sharing information with staff members;
  • To self- manage on-going professional development sessions, other training, and evaluation meetings as scheduled;
  • To maintain a neat, orderly and clean environment, including all activity and programme areas, common spaces, and washrooms;
  • To maintain confidentiality of all information related to the Centre, the children, their families, and fellow staff members;
  • To maintain regular attendance, punctuality and to be appropriately dressed and well groomed;
  • To positively work with staff team to deliver high quality child care that demonstrates appropriate behaviours in line with our Mission, Vision and Values.
  • Ensure the child's environment is healthy and safe
  • Follow the centre's procedures for maintaining health records, hygienic routines, universal precautions, and administering medication and first aid.
  • Report all accidents, injuries and illnesses to the supervisor or designate and record such incidents in the daily log, playground log and as serious occurrence, if necessary.
  • Monitor the indoor and outdoor environments for hazards.
  • Update daily on children's physical needs for diapering, toileting, eating and sleeping, with respect and as promptly as possible.
  • Report all incidents of suspected child maltreatment.
  • Release children only to persons authorized by the parents/guardians.
  • Workplace Health and Safety:  Promote and maintain workplace health and safety.


Strategic Purpose of Role:  Delivering a strong knowledge base of non-profit organizations, the Financial Assistant (FA) reports to the Executive Director (ED) and is primarily responsible for overall internal accounting procedures and financial reporting for the Organization. The Financial Assistant contributes to the Organizations goals and objectives by assisting with financial management which is aligned with current year budget guidelines. The Financial Assistant supports the Organization by performing Bookkeeping responsibilities together with other office and administrative duties as directed by the Executive Director.

Key Duties & Responsibilities (60%)

Account Invoicing:  Attendance schedules are received from families by the 15th of the prior month. Responsible for inputting client billings for all sites.  Accuracy is a priority. This includes posting adjustments to billing statements when attendance records indicate changes with 'actual' attendance vs. schedule. Provides space availability information to Drop-in Clients when needed. Ensures prompt delivery of monthly billings to clients.  Serves as 1st point of contact for all billing/statement/payment inquiries.

Account Receivables: Following the collection guidelines as set out by the Board of Directors, the Financial Assistant is primarily responsible for ensuring that family accounts stay current with payments to the Organization. Collection steps are reviewed regularly with the Executive Director. The FA maintains an Aged A/R report for BOD review on a monthly basis together with a summary overview/action plan for "doubtful" accounts past due 60 days. FA provides Site Supervisors with "past-due" account information as necessary so that additional efforts may be made on site with collecting overdue revenue.

Accounts Payable: The Financial Assistant is primarily responsible for processing payments as directed and approved by Executive Director. FA maintains accurate accounting of scheduled payment requirements ensuring payments are paid by due dates and legal requirements are met.  FA reviews expenses with a view to identifying cost saving measures for the Organization and ensures adherence to current budget guidelines.

Financial Reporting:  The Financial Assistant is responsible for the preparation & submission of the following reports on a monthly basis for approval and review by the Executive Director. The review is primarily a collaborative examination of the financial information to identify and correct any errors/omissions; the review allows for extra-ordinary items to be explained prior to submission to the Board of Directors Treasurer. Reports are to be submitted to BOD Treasurer 3 days prior to BOD monthly meeting.

  • Balance Sheet
  • YTD Income Statement
  • Monthly Comparative Income Statement
  • Revenue/Expense per Site
  • Monthly Aged A/R report
  • Operating Grant Distribution

Budget Preparation:  The Financial Assistant assists the Organization with YOY Budget preparation by tracking and providing relevant financial data for the Board's consideration.  This is achieved through collaboration and oversight from both the BOD Treasurer and Executive Director to ensure a balanced budget is both planned for and achieved. The FA is responsible for presenting draft budget proposals to BOD once approved by the Executive Director. After BOD approval is documented, the FA is responsible for final budget input into the templates that have been developed for this purpose.

Bookkeeping Duties (30%)

  • Payments: client debit, client credit card & client cash payments. Site settlements are verified and confirmed with receipts. Credit card payments are processed monthly.
  • First Data (merchant services) deposits
  • Bank Deposits
  • Bank Account Reconciliation
  • Payroll Verification and Input weekly
  • CRA - Source Deductions. WSIB, Union Dues
  • Operating Grant A Wage distribution - monthly
  • Input Child Schedule for Billing Monthly
  • Input Subsidy Approved Payment Monthly
  • Maintain Subsidy Spreadsheet
  • Program Support Report - Quarterly
  • Annual Requirements:
  • EHT Report
  • GST Refund
  • Tax Receipts Parents
  • Employment Records, T4's
  • Childcare Tax Benefit
  • Operating Grant A Final Report to Auditors
  • Templates
  • Pay Equity Template
  • Pay Scale/Increases Template
  • Fundraising Templates
  • Grant/Funding $'s Tracking Templates
  • Rent Postdated Cheques to Landlord
  • Summer Student Application financial component

General Office Duties (10%)

  • Answer Office Phone with a welcoming greeting
  • Respond to and re-direct voice mail messages in a timely fashion
  • Order Office supplies as needed & when directed.

Updated March 2021

Main Office

46 Division Rd. N
Kingsville, ON

P: 519-733-8202 | F: 519-733-2988

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P: 519-733-8875

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P: 519-733-0105

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P: 519-733-6203

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ON N0R 1B0

P: 519-839-4646

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