We've fixed the link for the upcoming Master Plan meeting. Register here.
We need your help.
California has released the Master Plan for Early Learning and Care (summary here). This sets a vision for child cares across the state.
Here are the key points:
-Expand access to child care and preschool for all 4-year-olds and low-income 3-year-olds to promote school readiness.
-Increase access to paid family leave.
-Promote better quality child care and preschool and a more stable workforce.
-Enhance workforce training and development and create more equitable career paths for educators and caregivers.
The problem: community-based organizations are not included.
These are the child cares who have stayed open throughout the pandemic and provided full-day, full-year care. After applying and reaching out, CQEL wasn't included in the Early Child Policy Council. This exclusion is reflected in the plan language. For example, there's no relief structure for the thousands of struggling child care programs, and no language incentivizing community-based child care programs to take part in a Universal Pre-K program.
Centers and family child care homes are the foundation of our care system, not an afterthought.
CQEL surveys have indicated that 92% community based organizations are willing to be included in Universal Preschool. They're the single best solution for meeting the needs of California families. These child cares are the way to build sufficient capacity in quality programs, without significantly increasing infrastructure and operational costs, and without destroying existing quality care.
How you can help:
1. Tell us what you need right now - take a minute to fill out the policy priorities survey here. CQEL will use this feedback and other inputs to form policy initiatives with lawmakers.
2. Attend and voice your opinion at Master Plan meetings. Register here to attend next Friday's meeting at 11am.
3. Join CQEL and the Public Policy Committee. We'll give you the tools to advocate for CBO's and children with local and state legislators.
CQEL is the community you need to get through this.
Membership unlocks resources and a thriving community designed for child care leaders to succeed. CQEL is built by child care providers, for child care providers.
☕️ Access to Director Coffee Chats
As a CQEL member, you get:
💬 Access to the Members-Only Facebook Forum
🚨 Licensing - We keep you informed of upcoming licensing changes and how they will affect your program
🏷 Great deals on business and health insurance (save thousands on Worker's Comp), school supplies, and free HR and Legal consultations
📰 Ad-free weekly EdNews on Thursdays
📚 All of CQEL's resource library - common templates and free tools so you don't have to start from scratch
🏷 Deep discounts to events and conferences
📣 Access to the Public Policy Committee - influence legislation to help child cares provide high-quality education
Get a free 1-month trial, just for new members. Sign up right here.
ICYMI: Are you ready for 2021?
Save and print this email so you can check it off.
🔲 All employees completed Sexual Harassment Prevention training - Nonsupervisory here, supervisory here.
🔲 Join CQEL here with a special 1-month free trial (Valid only through November 31st). See our extensive benefits below 👇
🔲 All employees completed mandated reporter trainings for all staff. Find trainings here.
🔲 Sign up for Guardian so you can transfer background checks quickly
🔲 Ensure this lead testing pamphlet is included in enrollment and re-enrollment documents fo families
🔲 Prepare 4th quarter income tax payment (Due Jan 15)
🔲 Review upcoming employment law changes You should:
- Familiarize yourself with the notification requirements regarding potential exposures to COVID-19.
- Review new Worker's Comp requirements for Covid-19, including what constitutes an outbreak and how it could impact your policy.
- Determine whether you are required to provide COVID-19 supplemental paid sick leave and develop policies for providing it,
- Evaluate whether workers currently classified as independent contractors are properly classified, and
- Review and revise employee handbooks to ensure that they are otherwise up to date.
- Finally, you should make sure that they are in compliance with state and local minimum wage laws. On January 1, 2021, the state minimum wage goes up to $14 an hour for employers with 26 or more employees ($13 an hour for employers with fewer than 26 employees). Local minimum wages may be higher.