Center FAQ’s

This is a service we are working on providing consistently, but yes, we can provide same-day support. It is on a first come, first serve basis- and you have to be a current partner center!

There are NO sign-up or partnership fees, and *no minimum of support. We will send an invoice the following week after using substitute support. We are like emergency insurance- only use us when you need us, and only pay for what you use!

*Must schedule at least 4 hours per request

Yes! All employees will come to your center with a copy of their completed file, including High school/College diploma, medical, background check, and completed required trainings in OCCRRA.

Your hourly rate includes everything we need to pay the substitute's wages, along with all payroll taxes, unemployment and workers compensation fees, insurance and benefits. Plus, you don't need to pay for their trainings, certifications or fingerprints, or pay huge fees to job boards or waste your time with no show interviews and unqualified candidates. The convenient fee ensures you have have immediate, quality support!

Absolutely not! Life happens to even our substitutes, so call-off’s may occur. We will try to find you a replacement but its not always a guarantee.

If you have a concern about a substitute, you will contact our general manager Ms. Gina or the owners. All concerns will be addressed and action will be taken if necessary. Further explanation is contained in the Client Service Agreement.

Yes, if you prefer a substitute you have had before you can request them. Their availability cannot be promised based on their schedule or prior commitments.

We know that sometimes things work themselves out and you can make the day the work without a substitute. We ask that you notify us 24-housr before service. If you cancel with less than a 24-hour notice, you will be charged a non-refundable fee of $50.

Short answer, yes! If you are interested in hiring a substitute, you would contact our general manager to start that process. You’re not able to offer our employees a position directly and our substitutes hold the right to accept or decline the position. This is outlined in our partnership agreement.

A person designated and employed as a substitute child care staff member is not required to meet the professional development requirements. When the substitute child care staff member is used more than ninety days annually between July first and June thirtieth, professional development requirements are to be met. The center is responsible for documenting the number of days the substitute child care staff member worked for a period of eighteen months.

If a substitute is employed with an agency and has remained continuously employed with the agency, the hire date with the agency can be used when assessing compliance with the licensing rules.