Open Arms Community Center – Slidell, LA
Position Dates: May 26 – August 7, 2026 (plus training week of May 18th)
Schedule: Monday–Friday
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Before Care: 7:00 a.m. – 9:00 a.m.
- After Care: 4:00 p.m. – 6:30 p.m.
- Staff may work morning shift, afternoon shift, or both based on availability.
- Pay Rate: $10–$11 per hour, depending on experience
Position Overview
Open Arms Community Center is seeking dependable, caring, and energetic individuals to serve as Part-Time, Seasonal Child Care Workers for Before and/or After Care during our Summer Day Camp. This seasonal position is ideal for individuals looking to supplement their income during the summer months while making a positive impact in the lives of children and families in our community.
Key Responsibilities
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Supervise and ensure the safety and well-being of children during before and/or after care hours
- Assist with breakfast, check-in and check-out, and activities
- Help maintain a positive, respectful, and inclusive environment
- Communicate effectively with camp leadership, staff, and parents as needed
- Maintain cleanliness and organization of activity areas
- Follow Open Arms Community Center policies and safety guidelines
Qualifications
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17 years of age or older
- Reliable transportation
- Available Monday through Friday, May 26 – August 7, 2026
- Child care experience preferred
- Ability to work well with children of various ages
- Positive attitude, strong work ethic, and dependable character
Physical Requirements
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Ability to actively engage with children in indoor and outdoor settings
- Ability to stand, walk, bend, and lift up to 25 pounds as needed
Please read the following before applying:
OACC Summer Camp Time-Off and Attendance Policy
Purpose
The success of our Summer Camp depends on consistent staffing to ensure the safety, supervision, and quality experience of our campers. This policy outlines expectations regarding availability, time off, and attendance for all Summer Camp employees.
Commitment to the Summer Season
Summer Camp employees are hired with the understanding that the position is a 12-week commitment (11 weeks of camp plus training which will be no less than 8 hours and no more than 24 hours). By accepting employment, employees affirm that:
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They accurately disclosed their availability during the hiring process.
- They are committing to work the full 12-week season unless otherwise disclosed and approved during the hiring process..
- They understand that consistent attendance is an essential function of the job.
Staffing decisions are made based on the availability employees provide at hire. Changes to that availability place a burden on the program, fellow staff, and campers.
Time-Off Expectations
Because of the short-term and intensive nature of the summer program:
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Little to no time off is expected during the season.
- Time off should be limited to: Emergencies (illness, family emergency, or unforeseen serious circumstances); pre-planned vacations or obligations that were disclosed and approved at the time of hire
Time off requests that were not disclosed during hiring are not guaranteed approval.
Requesting Time Off
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All known time off must be disclosed before the start of the season.
- Requests submitted after the season begins will only be considered in exceptional circumstances.
- Requests must be submitted in the Homebase app no later than Monday for time off the following week. (Example: A request to take off on Thursday, June 25th must be submitted no later than Monday, June 15th.)
- Approval is based on staffing needs and is not guaranteed.
Unplanned Absences
Employees are expected to report unplanned absences, by text or telephone call, as early as possible to the scheduling manager.
Unplanned absences may be excused only in cases of:
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Sudden illness
- Family emergencies
- Other serious, unforeseen circumstances
Documentation of the reason for an unplanned absence may be requested at the discretion of management. Repeated unplanned absences, even if individually excused, may result in disciplinary action.
Accountability for Availability
Employees will be held accountable to the availability they committed to when hired. Failure to adhere to that availability may result in disciplinary action, up to and including termination.
Examples of policy violations include:
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Requesting frequent time off after the season begins
- Calling out for non-emergency reasons
- Repeated tardiness or early departures
- Changing availability without approval
Disciplinary Process
Failure to follow this policy will result in progressive discipline, which may include:
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Verbal Warning - Discussion of the issue and reminder of expectations; documentation placed on file
- Written Warning - Formal written notice outlining the violation and required improvement; clear consequences for continued non-compliance
- Final Warning or Suspension - May include reduced hours or removal from scheduled shifts
- Termination of Employment
- For continued violations, serious misconduct, or failure to meet attendance expectations management reserves the right to skip steps in the disciplinary process depending on the severity or frequency of the issue.
Acknowledgment
Summer Camp employees will be required to acknowledge that they have read, understand, and agree to comply with this policy as a condition of employment.
