This Code of Conduct outlines the expectations for staff behaviour at The Hopscotch Holiday Club.
Key points include:
- Maintain professional, caring, and respectful behaviour with children
- Follow health, safety, and safeguarding policies
- Dress appropriately according to the dress code
- Avoid alcohol, smoking, and illegal drugs on premises
- Respect confidentiality and maintain a positive image of Hopscotch
Staff must adhere to these guidelines to ensure a safe, nurturing environment for children and maintain the high standards of The Hopscotch Holiday Club.
Staff must ensure that at all times their behaviour with children in the setting is appropriate for the situation. Staff must maintain a professional manner but remain caring and approachable. The attitude of staff towards children at Hopscotch must be characterised by warmth, respect and encouragement of children's individuality.
Appropriate behaviour will be monitored in performance reviews and supervisions. Please see the Caring for Children Policy and the safeguarding policies for more information. Basic Staff Requirements It is essential for standards of conduct at work to be maintained to ensure delivery of quality services and to protect the wellbeing of all staff and children.
- Treat others with dignity and respect
- Use resources and equipment appropriately
- Adhere to health and safety policies and practice equal opportunities.
- Understand and adhere to the Holiday Club Caring for Children Policy.
- Always be mindful of health, safety and wellbeing and endeavour to act in a safe and considered manner during all working hours and to protect the safety and wellbeing of the children and their colleagues.
- Protect children from harm and maintain professional boundaries at all times and always be mindful of safeguarding duties and protocol.
- Present themselves as fit for their work. Their appearance and manner must be in line with acceptable standards. Poor personal hygiene, unkempt or dishevelled appearance is also not acceptable. In these circumstances, it may be necessary to send the staff member home and carry out an investigation.
- Undertake reasonable instructions from management, senior staff or other colleagues. In circumstances where a member of staff refuses to obey a reasonable instruction, it will be necessary to investigate the situation and decide whether any action is required.
- All staff must comply with the Suitability of Staff and Health policies. Staff must notify Hopscotch in writing within 7 days of any changes which may affect their suitability or health status.
- All staff must ensure compliance with the EYFS Welfare Requirements for children under the age of 5.
- All children, parents and staff must be treated fairly and with respect.
- Staff must remain with the group of children to which they have been assigned and will supervise and organise them at all times according to the Hopscotch Caring for Children Policy.
- All Health and Safety policies must be complied with for the welfare and safety of everyone in the setting – children, staff and visitors.
- Any accident in the setting must be reported to the Holiday Club Manager.
- All details of children, their parents and staff members is confidential and must not be shared with any other party.
- The Hopscotch Absence Reporting Procedure must be followed.
- Use physical or verbal punishment towards any child. Unacceptable behaviour towards children is forbidden e.g. shouting at children or rough handling a child in any way, humiliating them or depriving them of, or forcing them to consume food or drink as a punishment.
- Abandon their post temporarily or permanently to the detriment of the children’s welfare which might also include any impact on staffing ratios.
- Cause, by their negligence, harm to children or staff members, or unacceptable loss, damage or injury.
- Have any involvement in any criminal activity outside the holiday club which brings disrepute or notoriety to Hopscotch, or which causes harm or is detrimental to the business.
- Deliberately falsify any records.
- Fight (physically or verbally) or assault any another person on Hopscotch premises.
- Deliberately damage company property.
- Carry out serious acts of insubordination.
Any instances of the above are likely to trigger a full investigation which could result in disciplinary action being taken.
As a general rule, what employees do outside normal working hours and out of the holiday club/office are of no concern to Hopscotch. However, there are some exceptions to this rule. Hopscotch will become involved where incidents occur:
- At work-related social occasions or gatherings, whether organised by Hopscotch or, if needed, by the employees themselves.
- Whilst the employee is attending external training courses in their capacity as an employee of Hopscotch.
- Where the behaviour of staff brings Hopscotch’s name into disrepute and impacts upon Hopscotch business operations, including customer relations.
- Alcohol should be consumed only in moderation, regardless of whether Hopscotch has provided or paid for the drinks.
- It is strictly forbidden for any staff member to use illegal drugs.
- Staff should behave in an appropriate, mature, and responsible manner, considering that they are representing Hopscotch.
- Staff should not use abusive, offensive, or inappropriate language.
- Staff should not behave in any way that could bring Hopscotch’s name into disrepute.
Improper conduct or other unacceptable behaviour will not be tolerated. This includes excessive consumption of alcohol, the use of illegal drugs, inappropriate discrimination or harassment, violence or aggressive behaviour, and use of offensive or inappropriate language. Staff who are found to have breached the above rules, or who otherwise bring the reputation of Hopscotch into disrepute at such an event could be subject to disciplinary action. Depending on the circumstances and seriousness of the offence, such behaviour may be treated as potential gross misconduct and could render the employee liable to dismissal.
Where the staff member’s off-duty conduct might seriously undermine the trust and confidence that Hopscotch has in them, whether at a work-related social occasion or otherwise, this could be treated as potential gross misconduct and could render the employee liable to dismissal. All matters pertaining to the Hopscotch business are confidential and must not be conveyed to any other person or third party. Staff Dress Code The Hopscotch Dress Code is to ensure staff represent Hopscotch in the best possible way and are well presented, well-groomed, smart, comfortable and appropriately dressed for their duties. Clothes must be clean, ironed and in good condition. This policy must be adhered to at all times and will be enforced by Management teams as needed.
Green t-shirt with Hopscotch Logo
Plain black trousers - they can be wide leg or straight/slim fit, either tailored or soft cotton
No jeans, leggings, jeggings, jogging bottoms or cargo trousers
Plain black skirts can be worn instead of trousers. They must be knee length or longer.
Black or natural tights can be worn with skirts..
No pleats, splits, textures, patterns, motifs, leather or PVC
Plain black tailored shorts can be worn. They must be of longer length.
No tight shorts or cycling shorts
Green zip up fleece with Hopscotch Logo
For comfort, indoor shoes like crocs, plimsoles or similar are fine to be worn in the nursery as long as these look smart and are clean and presentable and in a dark colour. They must also be well-fitted and secure.
Plain black socks are to be worn around the nursery.
When outside, staff can wear shoes of their choice. They should be clean and in good condition.
White shoes or similar are not permitted.
Flip-flops & sliders are not permitted as they can present a health and safety risk.
Minimal plain jewellery such as stud earrings, rings and a watch are permitted.
Smart watches are permitted but staff should be aware of possible safeguarding implications of these and see the Safeguarding Policy for more information.
Appropriate makeup for a professional working environment is permitted
Must be clean and well-presented and should ensure practical tasks and responsibilities can be properly undertaken at all times.
The Nursery Management will assess staff as needed.
Long hair must be tied back, clean and neat. Beards and moustaches must be neat and trimmed.
Small rubber hairbands, hair clips or other hair accessories that include loose parts (e.g. beads, decorative attachments).
Any potentially offensive tattoos should not be visible and suitability will be assessed by Nursery Management who may request they are covered up.
The dress code can be adapted and adjusted to include faith-based clothing or other items as needed.
Staff must store all personal items (for example, mobile phones and vaping devices) in their bags and place these in the designated staff room or in a locker. Carrying such items on one’s person, including in trouser or fleece pockets, is not permitted.
Members of the Management Team can wear smart trousers or skirt, with an appropriate blouse or top, jumper, cardigan or sleeveless jumper, or a smart dress.
Hopscotch Head Office staff should wear smart and professional clothing.
All Holiday Club premises are by law smoke-free areas. No one is permitted to smoke or vape at any time on the premises including in the gardens and grounds. Staff should also not smoke or vape in the general proximity of the holiday club settings.
Smoking on Hopscotch premises is a gross misconduct offence under the Hopscotch disciplinary procedure and the employee is liable to be dismissed.
If an employee is found under the influence of alcohol at work there could be serious safety, work and personal consequences. If an employee is found to have consumed alcohol on Hopscotch premises, action will be taken in line with the Hopscotch disciplinary procedure.
If an employee is known to be, or strongly suspected of being, intoxicated by alcohol during working hours, including from consumption of alcohol the night before they work, arrangements will be made for the employee to be escorted from the premises immediately.
Incapacity through alcohol is a gross misconduct offence under the disciplinary procedure and therefore the employee might be liable to be dismissed.
Hopscotch has the right to take disciplinary action against any member of staff who, outside of the holiday club premises, is involved in any activity which brings disrepute or notoriety to Hopscotch, which causes harm or is detrimental to the business. This could be a gross misconduct offence under the disciplinary procedure and therefore the employee is liable to be dismissed.
No illegal drugs must be brought onto or used on Hopscotch premises at any time. If an employee is found to have brought illegal drugs onto or consumed on Hopscotch premises, action will be taken in line with the Hopscotch Disciplinary Procedure. If an employee is known to be, or strongly suspected of being, intoxicated through illegal drugs during working hours, arrangements will be made for the employee to be escorted from the premises immediately and necessary action will be taken.
Incapacity through illegal drugs at work, which have not been prescribed on medical grounds, is a gross misconduct offence under the disciplinary procedure and therefore the employee is liable to be dismissed.
Buying or selling illegal drugs on Hopscotch premises is a gross misconduct offence under the disciplinary procedure and therefore the employee is liable to be dismissed.
This also applies to any staff member who, outside of the holiday club premises, brings disrepute or notoriety to Hopscotch, which causes harm or is detrimental to the business. This could be a gross misconduct offence under the disciplinary procedure and therefore the employee is liable to be summarily dismissed.
Employees taking legal or prescribed drugs should declare this on their Health Statement. They must ensure that the drugs or medication do not affect their ability to care for children. It may be necessary to seek medical confirmation from their GP. Failure to notify Hopscotch could impact our ability to safeguard the safety of the children in our care and also those who are taking medication.