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Name:____________________________________ CAMP MONROE PERSONNEL POLICIES The CAMP MONROE Summer Staff Member is the primary instrument through which the objectives, goals, and philosophy of CAMP MONROE are transmitted to the camper. The summer staff member is expected to adhere to the following personnel policies: 1. Camper Welfare: The first responsibility of each and every staff member is the health and welfare of the campers. Each staff member is expected to take every care to protect the privacy and person of each camper. Physical punishment or any sexual contact between staff and campers is inappropriate and will be grounds for dismissal. Caution should be taken any time a staff member is alone with a camper (outside the view of other staff members). This is for the protection of the camper and the staff member, as well as the camp. 2. Facilities: All staff are responsible for care of the camp’s buildings and equipment. Camp vehicles are not available for personal use. Unauthorized use of camp gasoline, tools, equipment, or supplies is prohibited. Designated telephones and computers are available for personal calls and emails and are to be used only during designated time-off. Office phones are for CAMP MONROE business only. 3. Insurance: Worker’s compensation insurance is carried by CAMP MONROE on each employee for work related injuries/illnesses. The insurance does not cover non-work related injuries/illnesses. Liability insurance is carried by CAMP MONROE which covers each employee when carrying out assigned camp responsibilities. 4. Pay Periods: The camp will issue a check at the end of the summer as per the Staff Contract. 5. Day-Off: Each staff member has 6 days off per season and may request 2 24 hour days off, 1 in the first session and 1 in the second session. 6. Phone and Internet Use: Pay / Phone Card phones are available at the front gate, Sandy’s Place and Campus Office. Staff may use these on their free time. Campers may never use them. Staff can use their cell phones only at these areas. Staff may not use cell phones around camp. Staff are never allowed to let a camper use their cell phone. Staff may use personal computers only at Sandy’s Place. Staff may never let a camper use their computer. Any employee found to be in violation of any portion of the Phone and Internet Use Policy will be subject to immediate disciplinary action, up to and including termination of employment. 7. Alcohol/Tobacco/Controlled Substances: Alcohol and controlled substances are not allowed on the camp property. The employee must follow the rules stated in the Staff Contract and Staff Drug and Alcohol Policy Statement. Breaking this policy is grounds for immediate dismissal. 8. Internet Policies: CAMP MONROE views social networking sites (e.g., Facebook, MySpace, Twitter, LinkedIn), personal Web sites, and Web logs positively and respects the right of employees to use them as a medium of self-expression. If an employee chooses to identify himself or herself as an employee of CAMP MONROE on these sites, some readers may view the employee as a representative of CAMP MONROE. As a condition of employment, CAMP MONROE requires that employees observe the following guidelines when referring to CAMP MONROE, its programs or activities, its campers, and/or other employees, on these Internet sites. a. Employees must be respectful in all communications and blogs related to or referencing CAMP MONROE, its campers, and/or other employees. b. Employees must not use obscenities, profanity, or vulgar language. c. Employees must not use these sites to disparage CAMP MONROE, campers, or other employees of CAMP MONROE. d. Employees must not use these sites to harass, bully, or intimidate other employees or campers. Behaviors that constitute harassment and bullying include, but are not limited to, comments that are derogatory with respect to race, religion, gender, sexual orientation, color, or disability; sexually suggestive, humiliating, or demeaning comments; and threats to stalk, haze, or physically injure another employee or camper. e. Employees must not use these sites to discuss engaging in conduct that is prohibited by CAMP MONROE policies, I including, but not limited to, the use of alcohol and drugs, sexual behavior, sexual harassment, and bullying. f. Employees must not post inappropriate pictures of campers or staff members. This category includes but is not limited to pictures of staff members participating in activities that violate CAMP MONROE policy (e.g., alcohol, drugs, and/or sexual behavior), and pictures of campers who are not clothed or partially clothed. g. CAMP MONROE does not host or sponsor a social networking site. The use of our copyrighted camp name or logo is not allowed without written permission. Any employee found to be in violation of any portion of this Social Networking and Blogging Policy will be subject to immediate disciplinary action, up to and including termination of employment. 9. Community Relations: Staff are asked to be sensitive to the people in the communities near CAMP MONROE. Each staff member represents the camp in his or her dealings with members of the local communities, as well as in their behavior off of the camp grounds. 10. Tips/Gratuities: Staff members are asked not to accept any tips or gratuities from the parents or relatives of campers.


11. Health Services: A camp doctor and a staff of registered nurses are on duty at camp and staff members have access to his/her services as needed. The cost of prescriptions, doctor’s or hospital visits must be covered under one’s personal insurance unless the injury/illness is work related. 12. Sexual Harassment: Staff Members cannot use their positions of authority to take advantage of members of the opposite sex. Any employee who has a question regarding any harassment is encouraged to bring it to the attention of their immediate supervisor. Any individual who is found to have harassed another individual will be subject to discipline. 13. Grievances: Should there be a disagreement over the interpretation of camp policies or a grievance related to one’s duties or relationships with fellow staff members, it should be reported to one’s supervisor promptly. Should the supervisor be the source of the grievance, the staff member may report the grievance to the supervisor of the supervisor or to the camp director. 14. Evaluation: In an effort to help the staff member perform his or her duties at an optimum level, each staff member is evaluated on a regular basis. 15. Termination: All employment contracts with CAMP MONROE are designated as .at will. contracts, which means they may be terminated at any time by either CAMP MONROE or the employee. 16. Equal Opportunity Employer: CAMP MONROE is an equal opportunity employer. We provide opportunities to employees and applicants without regard to race, religion, color, sex, national origin, age, disability or veteran status. _____________________________________________________________________________________________ ACKNOWLEDGEMENT I acknowledge receipt of the CAMP MONROE Personnel Policies and understand that this document combined with my Employment Contract and Staff Drug and Alcohol Policy supersedes all prior documents and any other verbal or written agreements. I have read and understand the camp policies. I shall endeavor to understand and faithfully interpret the camp philosophy, objectives, and goals in my relationship with campers and all staff. I shall conduct myself in an exemplary manner, recognizing that I am an adult role model for my campers. By my behavior, I will always try to demonstrate high moral values. I recognize that my conduct when I am away from the camp premises also reflects on CAMP MONROE. I shall always seek to be truthful, honest, and fair in my communication and interaction with campers and all staff including directors. I accept the challenge of helping campers increase their awareness of and responsibility to others and to the world of nature, helping them gain self-confidence and self-concept, and of teaching them new skills. I shall refrain from abusive language and any form of corporal punishment or embarrassment in my dealing with campers and other staff.

Employee’s Name:_______________________________________________ Employee’s Signature:____________________________________________ Director’s Signature:_____________________________________________

Date:_______________

2012personnelpolicies  
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