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Early Learning Coalition of Broward County, Inc.

The Early Learning Coalition of Broward County

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Important Information Regarding the Early Learning Coalition of Broward County School Readiness Provider Rate Increase

Great news! We’re excited to announce a new rate increase for School Readiness providers! Recently, ELC Broward requested an…

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This is a reminder of the upcoming changes to the eligibility criteria for the School Readiness financial assistance program.
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The Child Tax Credit in the American Rescue Plan provides relief to most working families. Starting July 15, most families are eligible to receive…

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Our Impact for FY 21-22

$151

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15, 060

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Child Started Day Care & Always Sick? Experts Explain Why

Health

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It’s annoying, but it’s normal.

Updated: November 7, 2022

Originally Published: Aug. 2, 2021

Heading back to work after having a baby means starting day care for many families. And, unfortunately, starting day care means (for most families) starting an endless flow of illnesses. Seasoned day care families know that the runny noses start in September and basically flow straight on through ‘til summer. For those just getting started, though, it’s hard to not spend your first year of having a kid in day care wondering why your baby or toddler is always sick. However annoying and exhausting it may be to deal with a constant stream of viruses — particularly in the world we live in now — there is likely nothing unusual going on with your baby’s health. The basic truth is that the more your child is around others, the more likely potential germs and illnesses are to spread. So yeah, it might seem like your baby or toddler is always sick since starting day care, and it seems that way because that’s exactly what’s going on. Hopefully you’ll find some comfort in at least understanding what day care sickness is all about, how many day care colds would be considered too many colds, and when it’s time to give your pediatrician a call.

Why do kids get sick all the time when they start day care?

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If your baby or toddler is starting day care for the first time, then yes, you may want to stock up on hand soap and tissues. But take heart — lots of little colds at the start of group care is totally normal. “It is expected that young children will experience more episodes of various infections, especially involving respiratory and GI symptoms, when starting into a day care and school environment,” says Dr. Stanley Spinner, Chief Medical Officer at Texas Children’s Pediatrics. “This is due to the increased exposure of the many infectious germs that the child will be exposed to in that new environment.”

Simply put, “starting day care means a lot more exposures,” says Dr. Mollie Grow, a pediatrician at Seattle Children’s. “Children at day care also spend time in close proximity to each other and are exploring the world through their hands and mouths, easily spreading any viruses that they have.”

Is it a good thing for their immune systems to be exposed to colds at day care?

You may have heard that frequent or early exposure to germs might be a good thing for developing immune systems. But, is there any truth to the idea? Could it possibly be a good thing that your toddler keeps getting sick at day care? “In some cases, being exposed to certain illnesses at an early age builds up immunity to those infections, so they don’t get them again later on,” Dr. Katie Lockwood, pediatrician at Children’s Hospital of a Philadelphia, tells Romper. “This may help children who were in day care have fewer absences during kindergarten. However, not all illnesses work this way and for example, getting a stomach bug in day care won’t protect you from getting a stomach bug later on.”

In other words, the immune system is complex and not all infections work in the same way, so the answer to whether or not it’s a good thing to have lots of early exposure to illness — as kids in day care do — is complicated. “Generally, the immune system has to get stronger and learn through exposures. One way we do that is through vaccines,” Grow explains. “The other way we do that is through being exposed in the environment. There is some benefit for the immune system to have exposures so that it learns how to respond to infections and promote health over the long run. There is some evidence that early immune building protects against auto-immune diseases later in life. “

How many colds is too many colds? When should parents worry?

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The range of how many colds is considered normal is quite broad, and will vary a bit kid-to-kid. “It’s fairly common for children in day care initially to be getting six to twelve infections per year, one every month or two,” Grow says. With such a broad spectrum, how can parents know when to worry about the number of day care colds their kid is bringing home? “We start to worry about immune deficiencies if the infections are so serious that they have to be hospitalized. Or if they have persistently very severe infections with high fevers. In those cases, we may think about immune problems. The vast majority of kids recover and eventually grow out of the frequent infections in day care.”

If a parent or caregiver is nervous or concerned at any point in a child’s illness, Spinner says to feel free reach out to a pediatrician. There is little point to being bashful with your doctor, especially if your gut is telling you that something is off. A quick chat with the advice nurse can often put your mind at ease.

How to keep your baby from getting sick at day care: Tips for avoiding infection

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Caregivers can do a few things to at least minimize the number of colds that kids in their first year of day care bring home. “First, learn about what the cleaning practices for infection control are at your day care,” Lockwood tells Romper. “Second, recognize that illnesses are common during childhood, and plan accordingly to have back-up childcare plans for sick-day coverage. Third, teach [children] age-appropriate tips for staying healthy, such as not touching their face or picking their nose and washing their hands.”

“We can use handwashing and covering coughs and runny noses, and keep kids home when they are sick,” says Grow, sharing ways that parents can protect their child and others from catching quite so many colds at day care.

However, it’s not reasonable to imagine you can entirely protect your child from every cold that goes around their day care or school. So, Grow also suggests we think “about the ways that we support the immune system overall. This includes providing time for adequate sleep, having healthy foods, and avoiding processed foods that have less nutrients.”

The main thing to know, though, is that you’re not alone if your baby is bringing home a lot of illnesses from their first year of day care. All those colds are annoying — particularly because half the time, parents get sick from day care colds, too — but they will pass, and if you’re ever worried about the frequency or severity of a cold or illness, don’t hesitate to contact your family’s pediatrician.

Experts:

Dr. Stanley Spinner, Chief Medical Officer and Vice President of Texas Children’s Pediatrics and Texas Children’s Urgent Care

Dr. Mollie Grow, a pediatrician at Seattle Children’s

Dr. Katie Lockwood, pediatrician at Children’s Hospital of a Philadelphia

This article was originally published on Aug. 2, 2021

Who has the right to require the employer to establish part-time work?

In accordance with Part 1 of Art. 93 of the Labor Code of the Russian Federation, the employer is obliged to establish part-time work (shift) or part-time work week at the request of a pregnant woman, one of the parents (guardian, trustee) who has a child under the age of fourteen (a disabled child under the age of eighteen years).

Part-time work – a type of working time, the duration of which is reduced by agreement between the employee and the employer compared to the established by law.
The following categories of employees may require the employer to establish a part-time working week or part-time work:

• pregnant women;
• one of the parents (guardian, trustee) who has a child under the age of fourteen;
• one of the parents (guardian, trustee) who has a disabled child under the age of eighteen.
• The basis for establishing part-time work for the above employees is a written application. The employer has no right to refuse them.

The part-time condition, once agreed between the employee and the employer, becomes a mandatory condition for inclusion in the employment contract, which must be drawn up in writing (either in the form of an additional agreement to the employment contract, or an annex to it). However, the employee can be calm even if he ends up with a copy of the application addressed to the employer with a mark of delivery and the employer’s resolution or a copy of the employer’s order to establish part-time work for him. An entry in the work book on the establishment of part-time work is not made.

Part-time work can be set for a fixed period or without a specified period. The law does not directly state that if the circumstances that served as the basis for the introduction of the part-time working regime disappear, this condition of the employment contract is subject to cancellation. Therefore, it seems that the most preferable option is to indicate in the application the period for which the employee asks to establish part-time work for him. The term can be defined both by a specific date and by an indication of an event that should occur. For example, a pregnant woman may indicate on her application that she is asking for part-time work “until the end of her pregnancy.” Failure to indicate the temporary or urgent nature of the part-time condition may result in the employer subsequently refusing to establish full-time work.

Part-time work can be set both as part-time work week and part-time work day. In the first case, the number of working days during the week is reduced, but the established length of the working day is maintained. In the second case, the reduction of working time is carried out by reducing the daily length of working time. The Labor Code does not exclude the possibility of establishing a part-time working week and a part-time working day at the same time.

It should also be borne in mind that, while obliging the employer to establish part-time work for a pregnant woman at her request, the law does not specify how and by whom the period for which the working time should be reduced is determined. In our opinion, since the law does not directly stipulate the right of a woman to independently determine the length of her working day, it is better to resolve this issue in agreement with the employer, without bringing the situation to a conflict.

As indicated in paragraph 9 of the “Regulations on the procedure and conditions for the employment of women with children and working part-time”, approved by the Decree of the USSR State Labor Committee of April 29, 1980 No. 111, a break for rest and food is provided to women working part-time time, if the duration of the working day (shift) exceeds four hours.

All materials of section

how to register a part-time employee, draw up an employment contract, calculate working hours and salary

Both the employee and the employer may need to transfer to part-time work. For example, if an employee now needs to take care of a child, this is a legitimate reason to start working less than 40 hours a week. The employer also has a legal opportunity in some cases to transfer the employee to part-time work, even if he is against it.

In the article, we analyze what legal reasons employees and employers have for switching to part-time employment, how to properly arrange such a transfer and what nuances in the documents need to be taken into account.

What is part-time work

By law, normal full-time work hours are 40 hours a week. A typical example is a five-day week with an eight-hour working day.

The concept of working time – in Art. 91 of the Labor Code of the Russian Federation

At the request of the employer and the employee, they can agree on employment for part-time work – this is when the employee works less than 40 hours a week. In this case, the employee receives a salary not for the full rate, but for the part of the time that he worked. For example, a student of the evening department has been working in an IT company for five days since 09:00 to 14:00, and studies the rest of the day.

There are cases when an employee is initially employed full-time, but then cannot work in this mode. Then the transfer to part-time becomes a suitable option for the employee to perform the necessary work.

The same for the employer: if he has legal reasons to transfer employees to part-time work, this can be a way out to retain employees.

You can transfer an employee for part-time work both at the initiative of the employer and at the initiative of the employee himself.

At the initiative of the employer. If the employer changes organizational and technological working conditions and this may lead to mass layoffs of employees, he is allowed to temporarily set them part-time. For example, the number of orders has decreased at the enterprise, and in order not to fire employees, the employer introduces part-time work for three months.

Change of working conditions – in art. 74 of the Labor Code of the Russian Federation

The maximum period for which an employer can introduce such a mode of operation is six months. There is no minimum period, you can even for a day.

If an employee refuses to accept new working conditions, first try to negotiate. For example, suggest other available vacancies.

Dismissal of an employee at the request of the employer

If the employee does not agree to switch to part-time work, the employer may dismiss him by reduction with all the payments due in this case.

An employee on exit from the maternity leave was given part-time work, she went to court and lost

Situation. The woman worked in the company as an engineer and was on parental leave until December 19, 2016. On November 15, 2016, the employer notified employees that due to a decrease in production volumes from January 15 to July 15, 2017, a four-day work week would be established at the enterprise. When the employee came back from vacation, she did not agree with the new schedule, and she was made redundant. The woman did not agree with the dismissal and went to court.

Arguments. In court, the employee claimed that she was fired illegally, therefore, she demands to reinstate her in her position and recover 247,057 rubles from the employer. The employer believed that he did everything according to the law: the employee was notified in writing about the changes, and when she refused, she was warned about the reduction in two months. The employee was not offered other positions, because there were no vacancies in her city, and this was confirmed by the staff list.

Solution. The court recognized the dismissal as legal, because the employer has the right to introduce a part-time regime for up to six months if this prevents the mass dismissal of staff. The main thing is to notify employees in advance about changes in the schedule and, in case of their refusal, notify them of a reduction in two months, which the employer did. The employee was refused payments.

Appeal in case No. 33-50603/2017

At the initiative of the employee. The law provides for cases when an employee can switch to part-time work, and the employer does not have the right to refuse.

Part-time work – Art. 93 of the Labor Code of the Russian Federation

A pregnant woman can switch to part-time work:

• ;
• parent of a child under 14 years of age, unless the other parent has exercised such right;
• parent of a disabled child under 18, if the other parent has not used this right;
• an employee who cares for a sick relative on a medical report.

A parent who is on parental leave for up to three years and wants to work part-time can also work part-time.

Part time when caring for a child – in art. 256 of the Labor Code of the Russian Federation

To leave part-time, an employee must write an application to the employer and attach supporting documents. For example, a copy of the child’s birth certificate or a certificate from a doctor.

The law does not specify a maximum period for which an employee can go part-time, except when it is limited by the age of the child or pregnancy. For example, if a woman has switched to part-time work because of a child, she may work part-time until the child is 14 years old.

How to register and transfer an employee to part-time work and how to properly execute documents, we will tell further in the article.

How does part-time work differ from reduced work

To begin with, let’s figure out what is the difference between part-time work and reduced time – in labor law these are different concepts.

Reduced working time is a government requirement for employers to protect certain categories of workers. Such employees cannot work longer than it is written in the law:

Reduced working hours – in Art. 92 Labor Code of the Russian Federation

• employees under the age of 16 – working hours no more than 24 hours a week;
• employees between the ages of 16 and 18 – no more than 35 hours per week;
• disabled people of the first and second groups – no more than 35 hours per week;
• under harmful working conditions of the third or fourth degree or dangerous working conditions – up to 36 hours per week.

Workers in hazardous industries may, with their written consent, work 40 hours a week, if this is allowed by an inter-industry agreement and a collective agreement. Employees under the age of 18 may not increase working hours even with their consent.

Fines are provided for violation of the law: for officials and individual entrepreneurs – up to 5,000 rubles, for companies – up to 50,000 rubles. Repeated violations will be punished more severely.

Part-time work – the right of an employee or employer. That is, according to the law, there is such an opportunity, but it is not necessary to use it.

How to transfer an employee to part-time work at his initiative

If there are good reasons that we mentioned above, the employee can switch to part-time work. Let’s talk about the nuances of paperwork.

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Receive a transfer request from an employee. In it, the employee must indicate the reason for the transfer, the duration of part-time work and attach supporting documents.

Application for the establishment of part-time work

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Sample application for transfer to part-time work

If the period of work in this mode is unknown, this should also be indicated in the application. The wording “until the cause that caused such a need is eliminated” will do.

Amend the employment contract. To make changes to the employment contract, you need to draw up an additional agreement to it. It indicates information about the parties, the new mode of operation and puts signatures.

There is no statutory form of an additional agreement, each employer uses his own.

You need to print an additional agreement in two copies: for the employer and for the employee. Each document must be signed by the parties. On the copy of the employer, the employee must sign that he received his copy of the agreement.

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This is how an additional agreement to an employment contract may look like with information about the employee’s new work schedule

Issue an order. Based on the application, the employer must issue an order establishing part-time work.

The order is written in free form indicating the new work schedule of the employee and its duration.

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An example of an order to switch to part-time work at the initiative of an employee

How to transfer an employee to part-time work at the initiative of the employer

If the initiator of the transfer is the employer, he needs to prepare the necessary documents and notify the employment center.

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Notify employees. Employees must know in advance that the employer plans to transfer them to part-time work. To do this, you need to draw up a notice indicating the reason, the timing when the new work schedule will be in effect, and indicate the schedule itself. The company must notify employees at least two months before the start of the new working hours, individual entrepreneurs – at least two weeks in advance.

You need to prepare an individual notice in duplicate for each employee you plan to transfer to part-time work: one remains with the employee, the other with the employer.

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An example of notifying an employee about a change in work schedule

Draw up an additional agreement to the employment contract and issue an order. This paragraph does not differ from a similar one in the case when an employee is transferred to part-time employment on his initiative.

In the supplementary agreement to the employment contract, you must specify the reason why the employee is transferred to part-time work, and for how long.

The order confirms the information that was mentioned in the notice to employees.

It is important to ensure that employees put their signatures under each of the documents.

Notify the job center. If part-time work is introduced at the initiative of the employer, he must notify the employment center about this. You can do this by mail or through your personal account on the Job of Russia website.

Jobs of Russia website

The employer has three working days to notify the employment center from the date of the decision to transfer employees to part-time employment. The easiest way to do this is in parallel with notifying employees: the risk of forgetting is lower.

Mark part-time work on the time sheet. Part-time employment at the initiative of the employer in the time sheet is marked with the code HC or 25. The employer can develop a time sheet with his own designations.

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What a completed time sheet looks like in the T-12 form

How to return an employee to full-time work

Let’s analyze two situations: when an employee left for part-time work on his own initiative and on the initiative of the employer. They need to act differently.

The employee switched to part-time work due to personal circumstances. In this case, he can return for full time at any time, and the employer cannot refuse. It is enough for the employee to notify the employer in writing in a free form. The period for which you need to notify about the return for a full day is not specified in the law.

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Example of a full-time transfer application

After that, the employer must prepare a full-time transfer order and an additional agreement to the employment contract.

The employer himself transferred employees to part-time work. By law, the maximum period for which an employer can transfer employees to part-time work on their own initiative is six months. Employees start working full time from the next day, as soon as the part-time period has ended. That is, if part-time work was set from July 1 to July 31, employees return to full-time work from August 1.

There are situations when an employer has changed circumstances and wants to transfer an employee back a full day earlier than planned. For example, a company announced part-time work for accountants from July 1 to October 31. In early August, the management resolved the technical issues and is ready to return the accountants to full workload.

In this case, it is necessary to issue a new order with the date the employees start full-time and an additional agreement to the employment contract.

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An example of an order to cancel previously entered working hours

Guarantees for an employee in case of part-time work

We tell you how to pay wages, taxes, calculate insurance premiums, as well as pay vacation and sick leave if an employee was transferred part-time.

Part-time pay. A part-time employee receives a salary commensurate with the time spent. For example, if a manager is entitled to a salary of 80,000 rubles for a full-time job, then he will receive 40,000 rubles for working four hours a day.

Taxes and insurance premiums. Employers must pay personal income tax and employee contributions in the same way as for ordinary full-time employees. The amount of taxes and contributions is calculated from the payment that the employee will receive this month in proportion to the time spent.

Vacation. Part-time work does not affect the length of the employee’s vacation. He, like everyone else, is entitled to 28 calendar days of rest per year, which he can take in parts or at once.

How to arrange leave for an employee

Sick leave. A sick leave for a full-time employee cannot be less than the minimum wage for a full calendar month of illness. For the period of part-time work, this amount must be reduced in proportion to the working time.

How to work with electronic sick leave

Sick leave is paid, as for ordinary employees: the first three days – by the employer, the rest of the days – by the Social Insurance Fund.