Oh No You Di-int!
A Mom is appreciative of your support to her babygirl, so she slides you a $20 bill to spot you on the DL.
“Oh No You Didn't!” Although the state allows gifts in value up to $50, in some cases, when you take money, things get funny.
As a CYP Policy - don’t do it. This especially includes taking services of value from clients (youth), and family members that we serve. Co-working to co-working is up to you, but that's a personal matter not to be used as a work issue if you don't get paid back.
Every morning, all the preteens, especially the 5th graders, come up and hug me and want to play with my hair. I think it is a great way to bond with them.
"Homie Don't Play Dat!" Appropriate touching or having physical contact with a client depends on a few things, starting with clear mutual permission from the youth or others.
A mutual relationship of comfort, understanding appropriate contact (could include hugs from the side), and the culture, practices and rituals of individuals, groups and the youth center.
We learned that many people, especially young people, needed appropriate physical contact more than ever.
Summa Luv. You're a staff member and your favorite young person this summer wants to set you up on a date with their young, tall, dark and handsome single dad (their words not mine).
"Aw Hell Naw", DHSP staff are not allowed to have intimate relationships with clients. A parent or any family member of our youth are our clients.
In addition, staff to staff romantic relationships can be problematic and disruptive in the workplace. If it happens, it between you and them, not youth.
Relations between supervisors and their supervisees or junior positions are not advised and pose potential conflicts of interest as well as abuse of power concerns. Please discuss with supervisor, or if it's your supervisor, discuss with Division Head or DOO.
When in doubt...
"You Bedda Ask Somebody!" Talk to your supervisor. Not only your co-worker or dial a friend. This is Cambridge, and folks know folks in "high and low" places. We know them too, so nobody is impressed. These Cambridge Streets talk!
In the spirit of our Building Community value, and avoiding "unprofessional" behaviors that will never serve you long-term, use the proper channels first.
I get super sweaty in this humid weather and don't have a washer and drying at home, nor enough CYP t-shirt (uniforms) to wear daily to work. Good thing I had my personal shirt in my bag. It's better than wearing nothing.
"Homie Don't Play Dat!" This is a non-negotiable. All staff MUST wear assigned uniforms while working.
Maintenance is your personal responsibility. If you come to work without, you will be sent home to get your shirt. Time off-site will be unpaid. So, come wit it! You will be paid for the time you are at work and ready. Repeated issues will result in disciplinary actions.
I'm excited to spread the good word of my faith with youth folks because it's helped me through hard times. And I know what wonders religion can do in the development of our youth.
"Oh No You Didn't" Your faith is personal and yours, along with your political/social group affiliations. It is inappropriate and not allowed to influence community members, especially youth, to support personal causes or join a political or religious organization.
Engaging youth to think, analyze, and develop their own views and take actions to improve themselves, each other and their communities is a CYP Value, but it is also a well planned process and part of programming.
You formed a great relationship with your young people this summer. But you feel like you just don't have enough time to talk and mentor during work hours. Can I call them outside normal work hours to check in?
"Homie Don't Play Dat!" This is beyond the scope of your role as a CYP staff. We are NOT a Home-Based Program.
Again, this would be a program feature and not an individual communication.
I'm a Group Leader in a Teen Internship and the only way for me to effectively communicate with teens is via text on my personal cellphone. That cool, right?
"Whacha talkin bout Willis?" Naw, that ain't cool unless you talk to you're supervisor/Program Director and they look for every other possible means and find no other and the approval it based on purpose and need. This will likely be a conversation with Director of Training and Program Quality (DTPQ) as well.
What's wrong with horsing around? It's not like I'm fighting with my co-workers. That's my girl and we go way back to last year. It's not that serious!
"Check Yo Self...!". Horse play is a serious violation of our code of conduct. Staff engaged in horse play with other staff members or youth set a poor example for behavior and appropriate forms of physical active engagement, like sports. This behavior may lead to termination, and has certainly led to real conflicts.
Need a ride? One of my youth's mother is always late picking him up from summer programming at Moore, and I live only a block away. Can't I just drop him off, instead of waiting?
“Oh No You Didn't!”. Staff are not allowed to transport CYP youth in a personal vehicle, for any reason. We also do not provide CYP transport for youth from home and to their homes. Drop-off and pick up are responsibilities of caregivers to determine who, when and how, and to inform CYP.
Yo, one of my 8th graders told me her dad owns this restaurant and they need staff for a few hours in the evenings. She mentioned me and he offered me a job because his daughter thinks I'm awesome.
"You Bedda Ask Somebody!" If you didn't seek out the job, and you talk to your supervisor and Division Head to make sure there's no conflict of interest involved, or at less Full Disclosure before you accept the job, it may be OK.
The issue here is not a job outside of CYP that doesn't interfere with your duties, it's about accessing a caregiver to gain a benefit (work) through working with the City.
I'm a PD for a Preteen Program. The CYP hiring committee hired a Group Leader that use to be a young person in my program and center. This is exciting to see their growth, but I'm not sure they will see me in my role as their direct supervisor.
"Whacha talkin bout Willis?" Wish we knew this before hand. This is an appropriate issue to bring forward to discuss. It's important that you discussion interpersonal matters and the possible impact on you and others with you supervisor.
Sometimes familiarity in a different context (Program), creates problems in a new one (Work), without clarity of boundaries and expectations.
I want to create a social media account to build a community that engages our parents around the work of our Teen Internships.
"Homie Don't Play Dat!" Staff are not allowed to create a personal social media account or any unauthorized communication channel with, without approval from their direct supervisor.
There are existing approved communication tools that may accomplish the desired goal. Staff are allowed to contribute or assist in managing CYP Social Media Platforms.
Please talk this through with your supervisor as CYP and the City are learning more and re-examining effective communication tools with our families.
DAILY DOUBLE!!!
I have a co-worker who hasn't worn their CYP T-Shirt Uniform in 3 days. So, I'm not wearing mine for the rest of the week either.
"Aint Nobody Got Time..." Perceived inconsistencies in policy and actions are not permission for you to act accordingly. This is a matter to discuss in community meetings and or directly with your supervisor during supervision.
Often times there is a reasonable explanation, and other times - we be slipp'in and need to be held to accountable.
Open communication can be the best solution to the appearance of inconsistency and unfairness. Plus, no one can see or notice everything and a strong and healthy community collectively holds its norms.
I'm second cousins of one of the youth in my program and my aunt asked me if I can be the emergency contact, because she gets really busy and can't leave her job if something unexpected comes up.
“Oh No You Didn't!”. Staff cannot take on legal or emergency roles for clients. That means you can't sign for, pay for, transport or act in any official role in representation of a client's family, even if you are family.
The only exception is if you are the "parent or legal guardian" of a youth. In that case we would place that youth in another program other than yours.
I was sharing my faith as it related to a project we were doing in the teen internship about world events in Palestine.
"You Bedda Ask Somebody!" If you're running a project about subject matters relating to history, religion and political forces it's appropriate to share personal experiences and understanding in that context.
However, this should be purposeful curriculum and sharing these aspects with supervisors (Program Directors and Dir. of Training and Program Quality) is essential.
One of my favorite young people is having their birthday and I want to give him a PS5 game he loves playing as a gift.
"Whacha talkin bout Willis?" Typically, giving a gift to an individual youth is problematic. Their are other ways to recognize and honor youth for birthdays, etc. You should always talk to your supervisor if you plan to give any gift, candy, food, etc. to a young person. Gifts may come from the whole (center) but not from individuals to clients. In some cases clients (families) can provide gifts in appreciation of staff, like food, but that is an organized effort by CYP.
Theses adults just don't get how much stuff I gotta juggle to be present. I mean, I got my Instagram Account to manage with nearly 27K followers; I'm a raising star. Not being on my phone at work is just unrealistic.
"Homie Don't Play Dat!". You can't be engaged and working with youth if you're on your phone uping your likes.
You can use you phone on your break time or other designated times directed by your supervisor. Seeing site Directors or AC Team members using their cellphones for "business use" while on site is not a contradiction of this policy.
My nephew, my father's brother's oldest son, is a member of the my youth center and I didn't know until day 1.
"My Bad?" Cambridge is a small community and it is impossible not to have friends and family ties with members or even staff. The important thing is to acknowledge it and inform your direct supervisor as soon as you know. This allows consideration as well as adjustments, if necessary, to limit possible problems or conflicts of interest.
In most cases we look to place folks with family and close personal relationships with clients or staff in different locations. This is not a disqualification, only a consideration.
I was on my way to bring the van to its parking location and remembered I need to stop at TJ MAXX to grab an outfit for my event this weekend.I will only take 15 minutes so, I am sure it is fine, because I am bringing the van back where it belongs, and fill out the van log.
"Homie Don't Play Dat!" Vans are for CYP/DHSP program Use Only! Vans are to be signed out, using the van request process.They are to be used for the time, and destination requested. Van drivers or theirs supervisors should communicate any request changes to the Special Projects Manager.
*Violation of the CYP Van policy will result in the inability to utilize the van for an unspecified length of time.
I have a young person and I'm really concerned about about their living situation from all the stories they tells me. Is it cool if I stop by their house and play some video games with them after work. Their guardian said it's OK.
"You Bedda Ask Sombody!" Visiting a client in their home is inappropriate for most. CYP staff are not social workers or case managers.
However, there could be a situation in which a case manager or agency might invite a staff member, typically a Center Director or Program Director to a family meeting. Home visits are highly unlikely and staff should not take on responsibilities to investigate a young person's home situations. Speak to your supervisor or DOO for support, appropriate resources and to just talk about your concerns. This would start with an incident report about your concerns.
Sometimes the solution you can provide to a young person is to just listen, share concerns and provide a place they feel safe to be heard and themselves.
I was driving one of the vans to an event, and I left my Vape, weed, and nip bottle in the glove compartment. At least it they were notbeing used in front of youth, so it shouldn't be a problem.
"Check Yo Self..." It was nice to know ya. Having a legal or otherwise controlled substance in a City vehicle designated to transport youth is not a conversation about why, but a concern about your thinking and reasoning skills.
DAILY DOUBLE!!
I don't feel like coming in today cause I have some personal stuff to do, so I dropped a text to my direct supervisor and said, "I'm calling out today," thinking I'm getting a paid sick day.
"Aint Nobody Got Time Fuh Dat!" It's called calling out sick with paid sick time, not "calling out".
You have to have "sick days" accumulated to get paid sick time off, and ACTUALLY be sick. New staff will not have paid sick time accumulated this summer to use, as well as some other benefits that require an accumulation of hours, e.g. Tuition Assistance program (see page 33 for Part-Time Employees, and benefits).
Those that do, need to check their paystubs or check-in with personnel via their supervisor to designate requested sick time on timesheet, if you have time. Otherwise, it will go as unpaid time "0 hours".
Three(3) or more unplanned absences within a 6-week period will be considered excessive per City policy.
Patterns (Fridays, Mondays following events ...) of requested sick time, calling out without pay, or repeated tardiness may be subject to disciplinary actions from: requiring a doctor's note, to written warnings and or request for termination.
Summer is short.
Your coworker is F.I.N.E, fine! Another coworker senses the attraction and suggests, "you two would make a cute couple. You should go out! Then you remember that you still have to see this person at work, if things dont work out between you, so you don't take the chance.
"Ain't Nobody Got Time...!" That's right, Keep your peace! Keep the payroll and romance in separate deaprtments.
Things can get uncomfortable, which is why Intimate work relationshipd with community members are not allowed.
As a youth worker, you have a young person who really loves basketball and you run a weekend summer basketball camp and have the ability to squeeze him in for a really low fee.
"You Better Ask Somebody!" Providing a service to a client that is outside the scope of services normally provided should be a conversation with your immediate supervisor, and their supervisor to ensure this is OK. If that young person can only get this service from you under those circumstances, it may be considered with other matters.
Smoking weed is legal in Cambridge and I have a doctor's note saying it helps me relax my anxiety. So, it ain't nobody's biz'ness if I come to work a little lit and my clothes smell like skunk. It's not like I'm smoking on the job, it's on my own time, so mind yours!
"Check Yo self...!" First of all that tone is all wrong, unkind, unprofessional and presumptuous. It's not only CYP's business, by policy, but you will likely be fired.
If you have a documented medical reason to use any legal substance (including marijuana) that's identifiable by smell, sight or behaviors and can adversely impact youth, and your judgement and performance. You need to bring in those documents and have that discussion with your supervisor, DOO and Division head before you start working, or as soon as prescribed.
Without pre-approval or awareness of consent, this will be considered a violation of drug usage policy "legal or otherwise" and subject to immediate recommendation for termination. It is doubtful that alternative prescribed medical options or delivery are not available to address needs.