Weekend daycare: Weekend Daycare in Chicago IL

Опубликовано: February 22, 2023 в 3:34 am

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Категории: Miscellaneous

Free drill weekend childcare pilot coming for Guard soldiers

Army National Guard troops across six states will soon have a new option for securing childcare for drill weekends, according to a National Guard Bureau memorandum obtained by Army Times.

Members of the Army Guard who are assigned to units in the following six states will be able to enroll in the program starting Sept. 1 in preparation for drill weekends beginning in November:

  • Massachusetts
  • New Hampshire
  • New Mexico
  • Ohio
  • Virginia
  • Washington state

The “Weekend Drill Child Care Pilot” won’t cost anything for the troops who use it, the memo signed by NGB personnel chief Maj. Gen. Eric Little stated. The general described “lack of weekend drill childcare” as an issue that’s “impacting Soldier retention.”

According to the memo, the pilot is scheduled to run for a year, though NGB has the option to extend annually for two additional years and add more states “based on available funds. ”

The program is built into an existing Army contract with nonprofit Child Care Aware of America that assists active duty and Active Guard/Reserve families with daycare fees. For the new pilot, the company will oversee enrollment and find providers for the participating part-time troops.

Who is eligible to enroll?

The memo explains that troops can only participate if their kids are their legal dependents registered in DEERS and between six weeks and 12 years in age.

Participating soldiers also need to be in good standing with their units, and their commanders will have to certify that there won’t be another adult available in the household to care for the children during the drill weekend.

Troops who apply will need to show verification that the other adult in their household has an employment or school conflict with the drill weekends.

Enrollment will happen on a monthly basis, the memo said, with participating soldiers required to apply more than a month ahead of time. Guard members who wish to receive childcare for drill in November will need to register online with the contractor and submit their reservation request by Oct. 1.

Once approved, the program funds up to 12 hours of childcare per drill day, with either the soldier or another designated adult from the household required to pick up their children daily.

Child Care Aware will directly pay providers, too, meaning participating troops won’t have to go through a cumbersome reimbursement process.

Why are Guard troops getting free childcare?

Although some argue that Guard troops should be required to use their official “family care plans” to cover their childcare requirements during drill weekends, a recent Army directive clarified that those plans are intended for periods of extended absence from home rather than routine duties like drill.

Drill paychecks for junior troops don’t go far, either — a brand-new private first class only makes $288.20 per two-day drill before taxes and benefits deductions. Many members also face commuting costs that have jumped in the past year, leaving little cash to pay a short-term babysitter.

The Washington Post reported last year that Guard troops and their families experience food insecurity at more than double the national rate, “more…than nearly any other group, regardless of household income, education, age or race.”

Eliminating child care costs for Guard troops could potentially ease the financial impact that drill weekends currently have on the part-time soldiers, particularly those who work weekends for their civilian careers and lose wages while attending drill.

One potential flaw is the requirement that troops reside in the state where they serve in order to participate in the program. An unknown number of Guard troops around the country don’t live where they serve — especially in regions like New England where several small states closely border one another.

According to the memo, participating states will soon issue guidance helping soldiers to apply using the Child Care Aware website.

Military Times senior reporter Karen Jowers contributed to this story.

About Davis Winkie

Davis Winkie is a senior reporter covering the Army, specializing in accountability reporting, personnel issues and military justice. He joined Military Times in 2020. Davis studied history at Vanderbilt University and UNC-Chapel Hill, writing a master’s thesis about how the Cold War-era Defense Department influenced Hollywood’s WWII movies.

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Army National Guard Weekend Drill Child Care (WDCC) Program

Thank you for your interest in the Army National Guard Weekend Drill Child Care (WDCC) program administered by Child Care Aware® of America (CCAoA). The Weekend Drill Child Care was created to provide authorized drilling Army National Guard Soldiers with access to no-cost, hourly child care to support the unique child care needs for Army National Guard Families during scheduled weekend drill periods.

In its first year, the pilot program will be offered in six states. The following locations are currently eligible for the WDCC pilot program:

  • Massachusetts
  • New Hampshire
  • New Mexico
  • Ohio
  • Virginia
  • Washington

Army National Guard Families must meet certain criteria for participation:

  • Criteria 1:  Soldier is in good standing with their unit (attends drill, completes assigned tasks, soldier is in the correct uniform)
  • Criteria 2: No other adult in the household can provide care during the scheduled drill weekend

And meets one of the following conditions:

    • The Soldier is a Single Soldier
    • The Soldier is a dual military family and spouse is drilling or deployed
    • The Soldier’s spouse is working on a drill weekend
    • The Soldier’s spouse is attending classes/training on a drill weekend
  • Criteria 3: Child(ren) must be enrolled in DEERS as dependents of the Soldier and be between the ages of 6 weeks to 12 years old.

Child care providers participating in the WDCC program must be:

  • Licensed to operate a child care center or family child care home within their state (maximum of six (6) non-related children in family child care homes).

or

  • Registered to operate a family child care home within their state (maximum of six (6) non-related children), where this meets DoD minimum requirements.
  • Submit to annual state child care inspection from the state licensing agency.
  • Submit to advanced FBI Federal Fingerprint Background Check and Child Abuse Registry Check conducted and adjudicated by their state agency for themselves, any family child care employees and all household members, aged eighteen (18) years and older.
  • Maintain a child care liability insurance policy coverage of at least $500,000.
  • Maintain a certification in first aid and infant/child Cardiopulmonary Resuscitation (CPR).

 

Parents, please follow the steps below:

STEP ONE: DETERMINE YOUR ELIGIBILITY

  • ARNG Soldier assigned to units within MA, NH, NM, OH, VA, WA and seeking care in these states
  • Single Soldier, dual military, or married Soldier whose spouse works or attends school during the drill period
  • Soldier is attending drill
  • The absence of an adult in the household during drill period
  • DEERS dependent child(ren) of the Soldier between the ages of 6 weeks to 12 years old

STEP TWO: ENROLL IN WDCC PILOT PROGRAM

  • Download enrollment packet at ARNG WDCC Family Enrollment Application
  • Additional document required for the enrollment packet: copy of the Soldier’s Yearly Training Calendar (YTC) and a copy of each child’s birth certificate or Self Certification Form
  • Company Commander counsels Soldier on WDCC Pilot program requirements outlined on Parent Enrollment Application Form
  • Company Commander electronically signs the Commanders Verification Form
  • Soldier emails completed enrollment packet to ARNGWDCC@usa. childcareaware.org
  • CCAoA will confirm completed packet within 3 days of receipt and send notification to Soldier
  • Once enrolled, Soldier is eligible to reserve care

STEP THREE: RESERVE CHILD CARE

  • CCAoA will provide instructions on how to reserve quarterly care via email
  • Care must be reserved no later than the first of the month before the drill month (for example, no later than 01 May for the June drill)
  • Forms needed to reserve quarterly care will include Commander Verification Form and spouse’s Work Schedule Verification Form or Education Enrollment Form
  • Soldier emails completed reserve request to [email protected]
  • Once request is received, CCAoA will identify a provider and send confirmation of WDCC reservation to Soldier, no later than 2 weeks prior to reservation date (drill date)
  • Soldier must cancel confirmed reservations no later than 10 days prior to the day of reservation to avoid paying cancelation fees to the child care provider
  • CCAoA will make WDCC payments directly to provider

How to Make a Reservation Once Enrolled (e. g., 1 October for November drill)

Reservations for care must be submitted no later than the 1st day of the month prior to your regularly scheduled drill month (e.g., 01 May for June drill). Please submit the completed Request for Care Form  to Child Care Aware© of America (CCAoA) at [email protected] or upload the request to your application. You must include a signed copy of the Commanders Verification Form and Work Schedule Verification Form /Education Enrollment Verification Form. CCAoA will confirm receipt of your request within 3 business days.

If assistance is needed locating a provider CCAoA will begin to search for providers who meet eligibility requirements and have availability during the days and times requested. If you submit an eligible provider, CCAoA will work with the provider to update/complete their application to initiate your request. If CCAoA is not able to secure a reservation you will be notified as soon as we are able to confirm no care is available, no later than 2 weeks prior to your requested reservation date. Reservations are completed on first come, first served basis.

If you have a provider you would like to enroll in the program, please have them contact us at 1-888-270-1086 option 3

How to Cancel a Reservation

We understand that situations may change and so may your child care needs. You must notify CCAoA and the ARNG if you need to cancel a reservation. Please submit a completed copy of the Cancellation of Child Care Request Form to CCAoA at [email protected] and copy the ARNG Weekend Drill Care central email box at [email protected]. Failure to provide notification within ten (10) calendar days will result in no show or cancellation charges for the ARNG Soldier.

When are fee assistance payments made?

Fee assistance is paid to the provider within 5 business days of Child Care Aware® of America’s receipt of the completed attendance sheets. View ARNG WDCC Payment Policies here.

 

Frequently Requested Forms:

  • ARNG WDCC Family Enrollment Application
  • ARNG WDCC Commander Verification Form
  • Self Certification Form
  • Work Schedule Verification Form
  • Education Enrollment Verification Form
  • ARNG WDCC Program Request for Care Form
  • ARNG WDCC Program Cancellation of Child Care Request

 

Army National Guard Weekend Drill Child Care (WDCC) Program Contact Information

For Families

National Guard: https://www. childcareaware.org/fee-assistancerespite/military-families/army/arngwdcc/
Email Address: [email protected]
Fax Line 571-544-7081
Hotline #: 1-888-270-1086

 

For Providers

Non-Traditional Care Provider Team
CCA Website Providers: https://www.childcareaware.org/fee-assistancerespite/feeassistancerespiteproviders/
NTC Provider website: https://www.childcareaware.org/fee-assistancerespite/ntc-providers/
Email Address: [email protected]
Fax Line 571-544-7082
Hotline #: 1-888-270-1086

 

For Payment Inquiries

Non-Traditional Care Payment Team
Email: [email protected]
Fax: 571-210-2896
Hotline #: 1-888-270-1086

Art. 111 of the Labor Code of the Russian Federation. Holidays

All employees are provided with days off (weekly uninterrupted rest). With a five-day working week, employees are provided with two days off per week, with a six-day working week – one day off.

The general day off is Sunday. The second day off with a five-day working week is established by a collective agreement or internal labor regulations. Both days off are provided, as a rule, in a row.

Employers whose work suspension on days off is impossible due to production, technical and organizational conditions, days off are provided on different days of the week in turn to each group of employees in accordance with the internal labor regulations.

See all related documents >>>

< Article 110. Duration of weekly uninterrupted rest

Article 112. Public holidays >

1. Days off are days of the calendar week free from work, provided to employees for rest.

In accordance with the commented article, employees have the right to receive two days off per week for a five-day working week and one day off for a six-day working week.

2. Some categories of employees, in addition to the general days off, are entitled to additional days off. Thus, one of the parents (guardian, custodian) for the care of disabled children, upon his written application, is provided with four additional paid days off per month, which can be used by one of these persons or divided by them among themselves at their discretion. Payment for each additional day off is made in the amount and in the manner established by federal laws (see comments to Article 262).

Women working in rural areas may be granted, upon written request, one additional day off per month without pay (see commentary to art. 262).

One of the parents (guardian, custodian, foster parent) working in the regions of the Far North and equivalent areas, having a child under the age of 16, upon his written application, is given an additional day off every month without pay (see comment to article 319).

3. Sunday is the common day off for all employees in both five-day and six-day workweeks.

The second day off with a five-day working week is determined by the collective agreement or internal labor regulations. In this case, as a rule, both days off must be provided in a row. According to established practice, the second day off is usually Saturday.

In order to rationally use weekends and non-working holidays by employees, the Government of the Russian Federation may transfer days off to other days (part 5 of article 112 of the Labor Code).

4. In accordance with part 3 of the commented article, days off on different days of the week can be provided alternately to each group of employees in accordance with the rules of the internal labor schedule in cases where, due to production, technical or organizational conditions, it is impossible to establish a generally established or general day off for all .

This applies, in particular, to employees of continuously operating organizations, when, due to the nature of the work or due to production and technical conditions, work cannot be suspended, as well as to employees of organizations where work cannot be interrupted on a general day off due to the need public services (shops, transport organizations, theaters, museums, etc. ).

Weekend work is generally prohibited. An exception is established for the cases provided for by Art. 113 TC (see comments to it).

Ask a lawyer:

+7 (499) 703-46-71 – for residents of Moscow and the Moscow region
+7 (812) 309-95-68 – for residents of St. Petersburg and the Leningrad region

Day off work. How to pay for time off

Text: Elena Karsetskaya – lawyer, expert in labor law. Author of numerous publications in professional publications. Author of the books “Employment Books”, “Reduction of Staff”, “Hiring and Dismissing Workers”; “Local acts of the organization” and others.

For working on his day off, the employee receives an increase in pay or time off as compensation. The employer does not have problems with increased pay, but the procedure for paying time off has been raising questions for quite a long time. Pitfalls of legislation and consider in this article.

Increased pay or time off

In accordance with Art. 153 of the Labor Code of the Russian Federation for work on a day off, an employee can choose:

1. Increased pay

If an employee is paid a salary and worked on their day off, the pay will be double the daily rate on top of the salary. Thus, when calculating wages for the month in which the employee works on a day off, the salary plus two daily rates will be calculated.

Please note! Despite the fact that Art. 153 of the Labor Code of the Russian Federation, we are talking specifically about the salary, when calculating the amount of payment for work over the weekend, one must also take into account the compensation and incentive payments provided for by the wage system (Decree of the Constitutional Court of the Russian Federation dated June 28, 2018 No. 26-P).

If on a day off an employee works more than the standard working day, for example, not eight, but ten hours, all hours of work must be doubled (Part 3, Article 153 of the Labor Code of the Russian Federation).

2. Another day of rest (time off)

In such a situation, according to Part 4 of Art. 153 of the Labor Code of the Russian Federation, work on a day off will be paid in a single amount, and a day of rest is not payable.

Here it must be taken into account that the employee must be given a day off, that is, a full day of rest, regardless of how long he works on a day off. Rostrud explains that based on a literal reading of Art. 153 of the Labor Code of the Russian Federation, we are talking specifically about the day of rest, and not about the proportional provision of rest time for work on a day off. The current legislation does not provide for the dependence of the duration of rest on the duration of work on a weekend or non-working holiday (Rostrud letter dated 07/03/2009No. 1936-6-1). Thus, even if an employee works two hours on a day off, he has the right to count on another full day of rest.

We provide the employee with time off

The choice of one of the specified types of compensation for working on a day off is the prerogative of the employee. Therefore, the employee independently decides on increased pay or the use of time off. The employer has no right to make decisions for the employee.

Note that the employer has the right to involve employees in work on weekends only if the employee has submitted a written consent to this (Article 113 of the Labor Code of the Russian Federation).

We recommend that you ask the employee to write immediately in the consent to work on a day off how he wants to compensate for this work: to receive an increased payment or another day of rest. If there is such an expression of the will of the employee in the accounting department, there will be no questions about the calculation of wages for the month.

If an employee chooses time off and does not know in advance exactly when he will use it, he will have to write an additional application for time off on a specific day.

Based on these documents, an order should be issued to grant the employee a day of rest for working on a day off. There is no unified form of such an order, so draw up a document in any form.

Compensation for time off

The main questions are related to employee compensation. The wording of Art. 153 of the Labor Code of the Russian Federation, concerning this issue is as follows: if an employee uses another day of rest, work on a weekend or non-working holiday is paid in a single amount, and the day of rest is not payable.

According to Rostrud and the Ministry of Labor of Russia, this provision should be interpreted as follows. If an employee worked on a day off, for example, in June, and used the day off in July, for June the employee must receive the full salary plus the daily rate. For July, the employee must be paid wages in full, regardless of the fact that the employee actually works one day less than the norm in this month. That is, in the month when the employee used the day off, the salary should not decrease (letters of Rostrud dated 05/17/2022 No. PG / 10843-6-1, dated 02. 18.2013 No. PG / 992-6-1, letter of the Ministry of Labor of Russia dated January 21, 2020 No. 14-1 / OOG-327).

Accordingly, if the employee uses the day off in the same month in which he worked on the day off, for this month the employee must receive full wages plus one daily rate.

Many employers use this item to determine how they pay for time off. Meanwhile, it is worth noting that not all companies share this opinion and there are single court decisions where employers manage to prove the position according to which another day of rest (day off) is not payable (for example, the decision of the Pervomaisky District Court of the city of Izhevsk 19.06.2019 No. 2a-2313/2019). That is, in the month when the employee uses the day off, the employee receives payment not for the full month, but minus one day. But here it must be borne in mind that in such a situation, disputes with employees and claims from regulatory authorities are possible.

Note that the payment option offered by Rostrud and the Ministry of Labor of Russia is risk-free and beneficial for employees, so most employers choose it.