1. You are the director of a church-based child care program.

The church requires adhere to the

moral guidelines set forth in that all staff the Bible. You know that one of your most gifted teachers
has been struggling as a single parent and recently moved in with her boyfriend.
Problem-The teacher failed to follow the moral guidelines set forth in the bible. We have an obligation to
follow the rules set forth by our religious program. At the same time, it is not fair to fire the teacher that is
doing a good job simply because of situations in her private life.
Stakeholders: The teacher is impacted because she is struggling and may either have to leave her job or
leave her boyfriends house. The director is impacted because the teachers situation could ruin the
reputation of the school. The co-workers are affected because its not fair to them that their coworker
doesnt have to follow the rules and they do. The parents are impacted because they the school to follow
the rules of their religious beliefs and the teachers actions go against that.
Ethical considerations:
NAEYC Code of Ethical Conduct:
Section 2 Ethical responsibilities to families
P-2.2 We shall provide families with complete and honest information concerning program philosophy,
educational practices, and the services provided.
Section 3 Ethical Responsible to Personnel
P-3.2 We shall develop and maintain comprehensive written personnel policies that define program standards. These policies shall be given to new staff members and shall be easily accessible and available for
review by all staff members.
P-3.3 We shall apply all policies regarding our work with personnel consistently and fairly.
P-3.4 We shall be familiar with and abide by the rules and regulations developed by unions or other
groups representing the interests or rights of personnel in our programs.
P-3.10 We shall provide guidance, additional professional development, and coaching for staff whose
practices are not appropriate. In instances in which a staff member cannot satisfy reasonable expectations
for practice, we shall counsel the staff member to pursue a more appropriate position.
P-3.11 We shall conduct personnel dismissals, when necessary, in accordance with all applicable laws
and regulations. We shall inform staff who are dismissed of the reasons for termination. When a dismissal
is for cause, justification must be based on evidence of inadequate or inappropriate behavior that is accurately documented, current, and available for the staff member to review.
P-3.15 We shall maintain confidentiality in dealing with issues related to an employees job performance
and shall respect an employees right to privacy regarding personal issues.
Section 4 Ethical responsibilities to sponsoring agencies and governing bodies
I4.1To ensures to the best of our ability that the program pursues its stated mission.
P-4.1 We shall ensure compliance with all relevant regulations and standards.
Section 5 Ethical responsibilities to community, society, and the field of early childhood education
I-5.3To uphold the spirit as well as the specific provisions of applicable regulations and standards.
P-5.8 We shall hold program staff accountable for knowing and following all relevant standards and
regulations.
Possible courses of Action:
- Ask the teacher to follow the rules and move out of her boyfriends but then the consequence might be
that she quits the job. The school then has to find a new teacher to replace her and she will be used as
example to the rest of the employees.

- Ask the teacher to keep it secret and dont tell anyone about her situation for her benefit. Dont ask,
dont tell. The teacher will be happier that she doesnt have to worry about getting fired at that time.
However, if other teachers find out and think this is okay to do then someone else might do the same
thing. If the parents find out about this they might have an attitude toward the teacher, the director, and
the organization. The parents might lose trust and respect towards the program and tell everyone not to
take their child there.
-In my opinion I would ask the teacher to follow the rules of the school and also give her time to find a
place to live and fix her problems. As a teacher you cant break the rules since we have to be role models.
2. To meet accreditation requirements you need 1 more teacher with a CDA credential. You have
had few responses to newspaper ads. One of your teachers just completed the CDA requirements
and announced, It was no big deal. I just handed in Daphnes final project that she used last year.
They never knew.
Problem: The teacher you employed lie about getting her CDA credential. She cheated on her final
project. This means one of the teachers that work for you doesnt really have a CDA. Therefore, she puts
the children and the schools reputation at risk. She also cheated compared to her coworkers because she
didnt have to work as hard. On the other hand, the only she didnt turn in to complete her CDA was the
final project, so she kind of just got lazy.
Stakeholders: The director is impacted because one of her workers cheated the system and now you have
to decide how to fix this. The teacher is impacted because she cheated the system and now has to face the
consequences. The parents are impacted because the children are being taught by a teacher that doesnt
have the proper training. The children are impacted because they are being taught by a teacher that didnt
receive proper training. The school is affected because if the news gets out it can affect their reputation.
The co- workers are affected because they had to work hard to get their CDA and their coworker did not
have to work as hard.
Ethical considerations:
NAEYC Code of Ethical Conduct:
I-1.2 To provide a high-quality program based on current knowledge of child development and best
practices in early care and education
P-3.3 We shall apply all policies regarding our work with personnel consistently and fairly.
P-3.4 We shall be familiar with and abide by the rules and regulations developed by unions or other
groups representing the interests or rights of personnel in our programs.
P-3.10 We shall provide guidance, additional professional development, and coaching for staff whose
practices are not appropriate. In instances in which a staff member cannot satisfy reasonable expectations
for practice, we shall counsel the staff member to pursue a more appropriate position.
P-4.1 We shall ensure compliance with all relevant regulations and standards.
I-5.3 To uphold the spirit as well as the specific provisions of applicable regulations and standards.
P-5.1 We shall communicate openly and truthfully about the nature and extent of services t
hat we provide. (P-4.1)
P-5.2 We shall apply for, accept, and work in positions for which we are personally well-suited and
professionally qualified. We shall not offer services that we do not have the competence, qualifications, or
resources to provide. (P-4.2)
P-5.5 We shall be objective and accurate in reporting the knowledge upon which we base our program
practices. (P-4.4)
P-5.8 We shall hold program staff accountable for knowing and following all relevant standards and
regulations.

P-5.12 We shall be honest and forthright in communications with the public and with agencies
responsible for regulation and accreditation.
Possible courses of action:
1. Fire the teachers.
2. Let it go because its no big deal because she almost finished without cheating. However, If the parents
find out about this they wouldnt like it that the teacher didnt qualify to be teaching their child and it
make the organization can trust.
3. Tell her you want her to redo the final project and submit it to you or else be let go.
-I feel that what she did wasnt THAT bad, but she still shouldnt get away with this because everyone
related to the school suffers including the children, staff, and the school itself. She should have to redo the
project and submit it to me as the director for me to evaluate in order to hold on to her job.
3. Youve had to lay down the law with your staff. You reviewed rules and guidelines and
announced that not following them would result in disciplinary action. The owners niece is taking
on extra duties and will become your assistant. She has been warned twice about using her cell
phone during work hours. You just caught her for the third time but no one else noticed.
Problem: The owners niece is not following the rules and has been warned twice about it. Everyone else
has to follow the rules, but because she is the owners niece if you let her go you as the director might get
let go too by the owner.
Stakeholders: Coworkers are affected because the niece is getting special treatment because she is family
to the owner. The director is affected because she wants to have the niece be held accountable but also
wants to keep her job. Students are impacted because talking on a cell phone constantly sets a bad
example. The owner because the niece is family to her and Im sure they will be upset with the director if
she gets fired.
Ethical considerations:
P-1.3 We shall have clearly stated policies for the respectful treatment of children and adults in all
contacts made by staff, parents, volunteers, student teachers, and other adults. We shall appropriately
address incidents that are not consistent with our policies.
I-3.1 To create and promote policies and working conditions that are physically and emotionally safe and
foster mutual respect, cooperation, collaboration, competence, well-being, confidentiality, and selfesteem.
P-3.2 We shall develop and maintain comprehensive written personnel policies that define program standards. These policies shall be given to new staff members and shall be easily accessible and available for
review by all staff members.
P-3.3 We shall apply all policies regarding our work with personnel consistently and fairly.
P-3.4 We shall be familiar with and abide by the rules and regulations developed by unions or other
groups representing the interests or rights of personnel in our programs.
P-3.9 We shall inform staff whose performance does not meet program expectations of areas of concern
and, when possible, assist in improving their performance.
P-3.10 We shall provide guidance, additional professional development, and coaching for staff whose
practices are not appropriate. In instances in which a staff member cannot satisfy reasonable expectations
for practice, we shall counsel the staff member to pursue a more appropriate position.
P-3.11 We shall conduct personnel dismissals, when necessary, in accordance with all applicable laws
and regulations. We shall inform staff who are dismissed of the reasons for termination. When a dismissal
is for cause, justification must be based on evidence of inadequate or inappropriate behavior that is accurately documented, current, and available for the staff member to review.

P-3.12 In making personnel evaluations and recommendations, we shall make judgments based on fact
and relevant to the interests of children and programs.
P-3.13 We shall make hiring, retention, termination, and promotion decisions based solely on a persons
competence, record of accomplishment, ability to carry out the responsibilities of the position, and
professional preparation specific to the developmental levels of children in his/her care.
I4.1To ensures to the best of our ability that the program pursues its stated mission.
P-4.1 We shall ensure compliance with all relevant regulations and standards.
I-5.3To uphold the spirit as well as the specific provisions of applicable regulations and standards.
P-5.8 We shall hold program staff accountable for knowing and following all relevant standards and
regulations.
Possible Courses of action:
1. Ignore the problem. No one saw her on the cell phone so no one needs to know. If other employees find
out about this they wouldnt like it and might get upset at the director that she isnt being fair to everyone.
2. Fire the niece. She has been warned and it is only fair. The owner wouldnt be happy with this if you
fire her niece without their permission.
3. Talk to the owner and make them aware of the situation and have them talk to her. Keep it secret and
consult with the owner.
-I feel that the best course of action would be to talk to the owner about the problem. The niece needs to
be warned again and spoken to by the owner. If she continues to talk on the phone she will have to be let
go because it puts children at risk since she isnt paying attention to them.
4. You have only two teachers who are willing to close. Even though there are only a handful of
children during the last half hour, for safety reasons you want a minimum of 2 staff on site. You
just learned that the closers have been taking turns leaving 30 minutes prior to closing.
Problem: If a problem happens, there is a possibility that only one teacher will be there to take care of the
children. This puts the children in harms way and goes against your policy. Although it is not a law, you
as the director have said that you would like a minimum of two teachers there at all times. Although a
problem might not ever happen, if it were to happen then one or all of the children could be put in harms
way.
Stakeholders: The students are impacted because if there is an emergency their safety is at risk. The
parents are impacted because their children are put at risk by only having one teacher to watch them. The
teachers are affected because their actions put them in trouble. The director is impacted because she now
has to figure out how to punish and correct the teachers actions.
Ethical considerations:
NAEYC Code of Ethical Conduct
1. Ethical responsibilities to children
I-1.1 To ensure that childrens needs are the first priority in administrative decision making, recognizing
that a childs well-being cannot be separated from that of his/her family.
P-1.1 We shall place the welfare and safety of children above other obligations (for example, to families,
program personnel, employing agency, and community). This item takes precedence over all others in this
Supplement.
P-1.3 We shall have clearly stated policies for the respectful treatment of children and adults in all
contacts made by staff, parents, volunteers, student teachers, and other adults. We shall appropriately
address incidents that are not consistent with our policies.
P-1.8 We shall apply all policies regarding our obligations to children consistently and fairly.

3. Ethical responsibilities to personnel

I-3.1 To create and promote policies and working conditions that are physically and emotionally safe and
foster mutual respect, cooperation, collaboration, competence, well-being, confidentiality, and selfesteem.
P-3.3 We shall apply all policies regarding our work with personnel consistently and fairly.
P-3.6 We shall act immediately to prevent staff from implementing activities or practices that put any
child in a situation that creates physical or emotional harm.
P-3.10 We shall provide guidance, additional professional development, and coaching for staff whose
practices are not appropriate. In instances in which a staff member cannot satisfy reasonable expectations
for practice, we shall counsel the staff member to pursue a more appropriate position.
P-3.11 We shall conduct personnel dismissals, when necessary, in accordance with all applicable laws
and regulations. We shall inform staff who are dismissed of the reasons for termination. When a dismissal
is for cause, justification must be based on evidence of inadequate or inappropriate behavior that is accurately documented, current, and available for the staff member to review.
P-3.12 In making personnel evaluations and recommendations, we shall make judgments based on fact
and relevant to the interests of children and programs.
4. Ethical responsibilities to sponsoring agencies and governing bodies
P-4.1 We shall ensure compliance with all relevant regulations and standards.
P-4.2 We shall do our jobs conscientiously, attending to all areas that fall within the scope of our
responsibility.
5. Ethical responsibilities to community, society, and the field of early childhood education
P-5.8 We shall hold program staff accountable for knowing and following all relevant standards and
regulations.
P-5.9 When we become aware of a practice or situation that endangers the health, safety, or well-being of
children, we have an ethical responsibility to protect children or inform parents and/or others who can. (P4.7)
Possible courses of action:
-Fire both of the teachers and quickly hire two more who are willing to stay for closing
-counsel the teachers and notify them that if this happens again they will be let go.
-I would follow the suggestion put forth in NAEYC p3.10 and suggest guidance and counsel the two
teachers. They made a mistake and they deserve another chance. They were being nice by offering to stay
late and close. But they have to know that one of them leaving early puts the childrens safety at risk and
if it happens again they will be let go.

5. Centers in your area can qualify for monetary incentives if they score well on an assessment. You
appealed previous assessment scores that were based on erroneous observations and won, resulting
in higher scores. This time, however, they wrongly credited your staff for credentials they did not
have. The incentive check is now significantly more.
Problem: Your center received more money than it should have based on its assessment. You could keep
the money and not say anything or give the money back and miss out on the extra help that money could
provide to your center.
Stakeholders: Teachers are impacted because they could possibly receive bonuses and//or more money
for teaching supplies. The Director is affected because she could put that money to good use in helping

her centers and staff. Students are impacted because they could receive a better education due to happier,
better compensated teachers and better teaching materials.
Ethical Considerations:
P-1.6 We shall make every effort to provide the necessary resources (staff, consultation, other human
resources, equipment, and so on) to ensure that all children, including those with special needs, can benefit from the program.
I-3.2 To create and maintain a climate of trust and candor that enables staff to speak and act in the best
interest of children, families, and the field of early care and education.
I-3.4 To strive to secure adequate and equitable compensation (salary and benefits) for those who work
with or on behalf of young children.
P-4.1 We shall ensure compliance with all relevant regulations and standards.
P-4.4 To ensure that the programs sponsoring agency and governing body are prepared to make wise
decisions, we shall thoroughly and honestly communicate necessary information.
P-4.5 We shall evaluate our programs using agreed-upon standards and report our findings to the
appropriate authority.
I-5.3 To uphold the spirit as well as the specific provisions of applicable regulations and standards.
P-5.8 We shall hold program staff accountable for knowing and following all relevant standards and
regulations.
P-5.12 We shall be honest and forthright in communications with the public and with agencies
responsible for regulation and accreditation.
Possible Courses of action:
1. Keep the money and not say anything. It will benefit everyone but we will go against our good morals.
But if they find out later about the school could possible get in trouble. We would have to lie again and
say that we didnt realize we were given too much money.
2. Give the money back and have them give you the correct amount. Our centers reputation will increase
and wont have to go against our principles. On the other hand, teachers and students will be missing out
on money that could be put to good use.
I feel that the correct thing to do would be to give back the extra money. If we were to get caught we
could get into big trouble. Giving back the money is also good as far as keeping our morals and principles
in place and also increases our honest reputation. The teachers and students might have been able to put
the money to good use, but giving the money back is just the right thing to do.