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.
When someone applies to your new daycare business, it is imperative to have a preemployment background screen contract available. This form should inform the potential employee that they are providing you with the permission to conduct an investigation on them. If the screening includes a drug panel, they must also have an area in which they can have the option to consent to this as well. Many companies choose to make consent necessary for employment consideration. Being that you are opening a child care service center, this is something you should definitely consider. You cannot afford to endanger the safety of the children that you will be responsible for.
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.
You must understand though that when conducting preemployment background screens there is certain information that you are not permitted, by law, to use in determining an individual to be worthy of employment. For example you cannot use a disability as grounds for unsuitability. 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, you need to assess the overall welfare of your daycare center when considering any of the above because if they were to pose a significant danger to any aspect of your business or the people therein i.e a severely contagious disease, then you may have grounds for not hiring the candidate.
Timing is vital when organizing your background checks for potential employees of your new daycare business. Many companies can take up to two weeks to return results. Others may respond in as little as three days but these tend to be the more expensive option. So, plan your recruitment drive with this point in mind. Place the returned screening in the candidates file and keep in a secure place i.e. a locked filing cabinet. Remember, this is sensitive, personal information.
If you are opening a daycare center, it is essential to ensure that you conduct preemployment background screens on all employees. This should even include employees that do not directly deal with the children, such as janitors. It is important to ensure that your center has the highest rated safety in order to succeed.
Fiona Lohrenz drew on her 10 years experience of running a day care to found ChildCareOnly.com and produce a ‘How to Start a ChildCare Business’ DVD guide: StartChildCare.com Fiona can be reached at her website: ChildCareOnly.com
- Fiona Lohrenz
Highlights 
January 13th, 2008 