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Camp Sisol
Staff Manual
2014
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TABLE OF CONTENTS
I. INTRODUCTION…………………………………………………………………………….……….3
Welcome Letter
Staff Values Statement
The JCC Mission Statement and Staff Vision
About this Handbook
Nature of Employment
II. THE CAMP PROGRAM………………………………………………………………….………..6
III. HEALTH CARE AND SAFETY AT CAMP………………………………………..…………….7
A. Supervision
B. Camper Orientation
C. Security
D. Preventative Action for Hazards
E. Playground Safety Policy
F. Health Care at Camp Sisol
IV. EMERGENCY PROCEDURES…………………………………………………………………15
A. Emergency Drill
B. Evacuation Plan
C. Missing Persons Procedure
V. AQUATICS…………………………………………………………………………………………18
A. Pool Safety Plan and Procedures
B. Aquatic Supervision and Coverage
C. Lost Swimmer Plan
VI. TRANSPORTATION……………………………………………………………………………..21
A. Camper Arrival and Departure
B. Transportation Cancellations and Changes
C. Safety Information
D. Counselor Roles and Responsibilities
E. Bus Related Emergencies
VII. WORKING WITH CAMPERS…………………………………………………………………..25
A. Philosophy on Camper Behavior
B. Behavior Management
C. Counselors: Your Professional Role at Camp
VIII. EMPLOYMENT POLICIES…………………………………………………………………….36
A. Application for Employment
B. Equal Employment Opportunity
C. Immigration Law Compliance
D. Disability Accommodation
E. Position Description
F. References
G. Personnel Files
H. Health Regulations
I. Clearance
IX. EMPLOYEE COMPENSATION………………………………………………………………..39
A. Employment Status
B. Work Schedule and Time Off
C. Pay Days and Payroll Action
D. Performance Evaluation
E. Parking/Transportation
F. Short Term Disability
G. Workers’ Compensation
H. JCC Membership
X. EMPLOYEE CONDUCT…………………………………………………………………………42
A. Sexual and Other Unlawful Harassment
B. Basic Expectations of Camp Staff
C. Personal Appearance and Dress Code
D. Attendance and Punctuality
E. Gifts
F. Drugs and Alcohol
G. Child Abuse Reporting
H. Discipline Process
I. Cell Phone Policy
J. Social Media Policy
K. Confidentiality Policy
L. Media Policy
XI. EMPLOYEE TERMINATION………………………………………………………………….47
Termination
X. RECEIPT OF HANDBOOK…………………………………………………………………….48
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WELCOME TO JCC CAMPING!
On behalf of the Jewish Community Center of Greater Rochester, I welcome you to our Jewish
summer camps, Camp Seneca Lake and Camp Sisol. You are becoming an integral member of an
organization that is committed to providing a vibrant camping experience grounded in Jewish
values and culture. You are also joining an organization that is committed to creating a work culture
in which counselors and all other camp staff feel valued and respected, trust the people they work
for, have pride in the work they do, and enjoy the people and the campers they work with.
Our goal is to provide the highest quality Jewish summer camping experience, and you are central
to this process. As a staff member, each and every one of you have an amazing opportunity to
significantly and positively impact our campers and each other.
Thank you for joining our JCC/ Camp family! We hope that your experience here will be challenging,
educational, enjoyable and uniquely rewarding.
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Staff Values Statement
 The JCC is founded on and guided by Jewish principles. With this groundwork, the following
Code of Ethics has been developed to be consistent with the values that drive these
principles. All staff members are responsible for conducting themselves in observance with
this code.
 Our campers, parents, and alumni are the reason we are in business. I treat everyone with
dignity, worth, respect, concern, courtesy, and fairness. I celebrate diversity and recognize
difference as a source of creativity. I will be aware of the fact that everything I do, directly or
indirectly, has the potential to reflect upon the JCC as a whole. I will respect and comply
with all applicable laws and regulations. I strive for superior quality in our programs and
services as perceived by our members.
 I believe in creating professional environment based on mutual respect, personal integrity,
open communication and collaboration.
 I commit to honesty and ethical behavior with each other and with those we serve.
 I will act as a steward of the Camp.
JCC Camp Staff Code of Conduct and Staff Vision
JCC camps have been a fixture of Rochester’s Jewish community for over 100 years. Our
camps have served various purposes and demographics over the years but at the core of
these programs have always been the goals of providing the best recreation opportunities
available for children in a setting that emphasizes connection with nature and community.
We have always strived to capitalize on the opportunities presented by this setting to foster
independence and growth in each camper.
We know that great staff is the cornerstone of JCC summer camps’ success. For many
campers, nothing is more impactful to their camp experience than the relationships formed
with staff. As such we aim to hire individuals that personify our values. Among these we
count:
 Responsibility
 Patience
 Appreciation of all manners of diversity
 Enthusiasm
 Positivity
JCC Camps are committed to providing the best possible climate for maximum development
and achievement of goals for all employees. Our practice has always been to treat each
employee as an individual. We have always sought to develop a spirit of teamwork; individuals
working together to attain a common goal. In order to maintain an atmosphere where these
goals can be accomplished, we have a workplace where communications are open and
problems can be discussed and resolved in a mutually respectful atmosphere taking into
account individual circumstances and the individual employee. We firmly believe that by our
communicating with each other directly, we can continue to resolve any difficulties that may
arise and develop a mutually beneficial relationship.
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Camp Sisol Mission
Camp Sisol is a vibrant camping community, grounded in Jewish values and culture. Camp
Sisol helps develop confidence, happiness, and kindness in children through an integrated
program that builds lifelong memories and respect for community.
About this Handbook
This handbook is designed to acquaint you with the JCC and provide you with information
about working conditions, employee benefits and some of the policies and procedures
affecting your employment. You should read, understand and comply with all provisions of
the handbook. It describes many of your responsibilities as an employee and outlines the
benefits available to employees. It supersedes any prior handbook or written policies you
may have received, as well as any “unwritten” policies which were orally communicated.
Camp leadership staff are responsible for the daily administration of the personnel policies
described in this handbook. All staff may make suggestions for changes in policy. No
employee or member of the management staff other than the Executive Director has the
authority to make any agreement contrary to the policies described in this handbook. All
modifications shall be in writing.
No employee handbook can anticipate every circumstance or address all policies and
practices. As the organization grows, the need may arise to change policies described in this
handbook. The JCC reserves the right to revise, supplement or rescind any policy or portion
of the handbook from time to time as it deems appropriate, in its sole and absolute
discretion. The JCC will make every reasonable attempt to notify employees of changes in
policies and procedures, but an employee should confirm the status of a policy or practice
before acting on it.
Any questions concerning this handbook or its proper execution may be addressed to your
supervisor, the Camp Director, or the Human Resources Director.
Nature of Employment
Because staff members voluntarily enter employment with Camp (and the JCC), an
employee is free to resign at any time, with or without notice or cause. However, this action
may affect pay. Similarly, Camp or the JCC may terminate the employment
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relationship at any time, with or without cause, so long as there is no violation of applicable
federal or state law.
The employee handbook is not, and shall not be construed as, a contract creating or
guaranteeing employment for any specific duration nor does it constitute an agreement
between the employee and the Camp or JCC expressed or implied.
These provisions supersede all existing policies and practices and may not be amended or
added to without the express written approval of the Executive Director.
II. THE CAMP PROGRAM
Program Specials
Archery
Arts & Crafts
Athletics
Nature
Drama
Ropes Course
Music
Tarbut (Jewish Culture)
Aquatics
Flagpole
Camp comes together first thing every day to say good morning, raise the flag, and sing the
morning song.
Group Time
Counselors plan an activity for campers in their groups.
Unit Time
The Unit Head plans an activity for the entire unit to do together.
Hobbies
Campers participate in the same hobby 4 days a week. Campers have opportunities to
spend more time doing something they’re interested in. Counselors act as hobby leaders
and support staff.
Shabbat
The entire camp comes together every Friday afternoon for a Shabbat service. Campers and
staff sing songs, say prayers, and learn more about Judaism.
Friday Programs
Campers participate in all-camp program son Fridays. Previous programs include scavenger
hunts, talent shows, carnivals, Israel Day, and special visitors.
Wednesday Dress Up Days
Each Wednesday is a dress up day! Show your camp spirit by wearing a costume!
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Camp Themes
At Camp Sisol, we promote universal values through a Jewish lens. Our programs are
centered around weekly themes, which are incorporated into the week through daily
specials, Wednesday dress up days and Friday programs. Themes are designed to reflect the
values we instill in our campers, with a way for kids to relate and be involved.
Camp Themes 2014
Week
Week 1
6/30-7/3
Week 2
7/7-7/11
Week 3
7/14-7/18
Week 4
7/21-7/25
Week 5
7/28-8/1
Week 6
8/4-8/8
Week 7
8/11-8/15
Week 8
8/18-8/22
Theme
Camp Sisol in the USA
Dress Up Wednesday
American pride- dress is red, white and blue
Where in the World is
Camp Sisol?
Sisol Book of Records
Dress up to represent other countries and cultures around the world
Sisol Visits Israel
Wacky Wednesday- mismatched, inside-out, upside-down, etc.
Wackiest costume winner will earn a spot in the book of records
Israeli pride- dress in blue and white
The Sisol Games
(Color War)
The Great Sisol Mystery
Dress all in your team’s color
Sisol Saves the Earth
Dress up as your hero
Happy Birthday, Camp
Sisol!
Camp Sisol apparel day – wear your Camp Sisol t-shirt from any year!
Dress up as a spy or detective
III. HEALTH CARE AND SAFETY AT CAMP
A. Supervision
Camper Supervision
The most important rule to observe in camp is safety. If you see a child in danger, either to
him/ herself or another, intervene immediately! If the child is not in your own group, have
him/her report to his/her counselor at once and follow up!
*All staff must know where their campers are at all times.
*Staff are informed of supervision techniques, ratios, and procedures at pre-camp
orientation.
*Units at camp are split into smaller groups with at least two counselors assigned to
supervise each group of campers.
*Unit Heads are responsible for supervision of counselors to ensure camper safety.
*Supervision of campers is not limited to one’s own group or unit. We are here to keep ALL
campers safe.
*A camper count must be conducted before and after each transition. A transition occurs
every time a group leaves an area/activity or arrives to an area/activity.
*Both counselors must count their campers and communicate with the other staff at every
transition.
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*One counselor must lead the group (IN FRONT) and one counselor must follow the
group(STAY IN BACK) whenever moving from one place to another.
*HOBBIES: Each hobby leader will receive an attendance list. Attendance should be taken at
the beginning and end of each hobby period. All children must be accounted for during
hobbies.
Camper Supervision Ratios
Age
Number of Staff
ON campers
Day Campers
4-5
1
5
6
6-8
1
6
8
9-14
1
8
10
15-18
1
10
12
There are NO exceptions to these ratios. CITS/anyone under the age of 16 do not count
toward staff ratios and MAY NOT be left alone with campers. All staff must be at least 2
years older than the minors with whom they are working. At least 80% of all staff are 18
years of age or older. Staff should always be within sight of other staff members, never
completely alone with a child.
B. Camper Orientation
Campers and their families are strongly encouraged to attend our orientation for camp
families. This orientation takes place before the opening of the camp season.
Campers have the opportunity to meet their counselors and other campers, and to tour the
camp.
Parents are introduced to camp staff, and opportunities are provided to discuss concerns,
drop off medication, etc.
On the first day of each week;
*All campers are taught bus emergency procedures before disembarking.
*All campers are given a tour of camp, including a visit to the infirmary.
*All campers participate in a swim skills screening, insuring their safety in the water.
*All campers participate in fun “get-to-know-you” activities with their group and unit.
*All campers are briefed on appropriate emergency procedures (i.e. fire, lightning storm,
etc.).
C. Security
Visitors
All visitors to Camp Sisol (non-staff, non-campers) must sign in with the Camp Office
IMMEDIATELY upon arriving on camp grounds. Visitors may NOT walk around camp
unescorted by a staff member.
Only Camp staff members are granted permission to be involved in a camp program, unless
the camp director has cleared the individual in advance. Visitors should not interfere with
the ongoing programming.
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Intruders
If camp staff encounter an individual who is not part of the camp program and does not
have a visitors pass, staff must escort individual to camp office or seek a senior staff person
to do so. If there is difficulty or resistance from the individual, the director must be
contacted immediately.
In the event of a security emergency, the director will initiate the emergency drill and
contact authorities immediately.
Late Arriving Campers and Parent Drop Offs
Late arriving campers and campers who get dropped off at camp must first go to the camp
office with an adult to be checked-in. Only a staff member will take campers to their groups.
Early Pick Up From Camp
Parents who need to pick up their camper during the camp day must notify the camp office
in writing, telephone or e-mail. A Bus Change Form is completed and distributed to the
appropriate staff. Each camper is provided a bus identification tag to be fastened to the
outside of campers’ backpacks.
Authorized Pick Up
The Camp Office Staff have a written list of people authorized to pick up each camper.
When picking up a camper, a parent must provide us with the camper’s security number
and sign him/her out on the office log. Any adult who picks up a child from camp or off the
bus may be asked to present photo ID.
Camper Security Number
Each camper is assigned a security number. Staff MUST ask for each camper’s security
number from ANYONE and EVERY time a camper is picked up off the bus, camp or from
After Camp Care. Not doing so will result in consequences up to and including termination.
If the individual picking up the camper does not have a security number, you must contact
the camp office for instructions.
D. Preventative Action for Hazards
General Hazard Awareness: Camp staff are given a tour of camp at orientation and
information regarding hazards at camp.
Public Road adjacent to Camp: Slow/ Caution signs put up by Town of Mendon to reduce
speed of cars on the road. Campers and staff informed that this area is off limits; no
programs are run near this area.
Superintendent’s House and Gas Tanks: Staff and campers informed that this area is off
limits; no programs are run near this area. Dangerous tools, gasoline cans, etc., may only be
used by qualified maintenance staff members and are safely secured.
Electrical Boxes on Sides of Units: Boxes are bolted shut. Staff and campers informed not to
go near boxes.
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Pond and Creek: Any and all activities that take place in, on, or near the pond and/or creek
must have an acting lifeguard present. Lifeguards must have all required equipment. No
campers are left unsupervised in these areas. Campers and staff are informed of the
dangers of these areas. The missing camper procedure provides for a check of these areas.
Fire in Unit Pavilions or Other Structures: Fire safety orientation during staff training.
Evacuation of area. Emergency services are notified.
Lightning: Lightning plan can be found in Emergency Plan and is discussed with staff during
orientation. Camper orientation includes discussion of lightning safety.
Possibility of Sexual Misconduct: Sexual, physical, and emotional abuses are topics covered
during staff orientation. Staff must sign voluntary disclosure statements.
Rabies and Wildlife: Advise campers and staff to avoid contact with wildlife, especially
raccoons. Staff and campers should leave the area immediately if they see an animal acting
strangely. Report the sighting to the Camp Director and/or Nurse. All food will be stored in
closed, locked areas away from campers. Garbage will be kept in covered tip-proof
containers. If a person is bitten or scratched, attempt to safely capture the animal for
testing. Clean the bite, scratch/wound as soon as possible. If at a state park, contact park
rangers to determine their emergency plan. Otherwise call the County Health Dept. as soon
as possible.
Pool: No campers are left unsupervised in this area. Campers and staff are informed of any
dangers in this area. Qualified lifeguards and staff members are stationed along the pool
edge during instructional and general swim time.
E. Playground Safety Policy
Camp Staff should routinely check playground equipment and related areas to verify that
they are in excellent condition for campers to use.
Camper supervision and safety is of highest importance when using the playground. Failure
to properly supervise campers can result in injury.
Playground Safety Checklist
· All surfaces around playground (wood chips, mulch, etc) should be 12 inches deep.
· Check for dangerous hardware, such as “S” hooks or protruding bolt ends.
· Check for sharp points or edges on/in equipment.
· Look for tripping hazards.
· Carefully supervise children.
· Check for wet surfaces as they will be slippery.
Supervision on the Playground
· Campers should be spotted by a counselor when using monkey bars and other in-air
elements.
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· Staff must interact with campers while using playground. This ensures safety as well as
enriches your relationship with your campers.
· Staff must spread out.
· Staff may not stand next to each other.
F. Health Care at Camp Sisol
Camp staff are directly responsible for the health and safety of the campers. We often take
for granted that we have a healthy and safe camp. All staff and campers must know and
follow these procedures:
Health Forms: Studied in order to know the background and limitations of all campers.
Daily Health Check: All campers who look ill are to be referred to the Camp Nurse. Some
children may be sent home. Health checks must be done before every out-of-camp trip.
Inspect Camp Area : Done before the camp season begins to note any danger and out-ofbounds areas. Daily checks are made to clear away hazardous items. The same procedures
should be followed during out-of camp trips.
Exposure: All campers are asked to bring a cap and a long sleeved shirt to camp and to put
on their shirts and caps if they have been in the sun for any length of time. Sunscreen must
be applied after swimming and as needed throughout the day. Children should receive
frequent water breaks throughout the day and never denied water/ hydration.
Habits: It is important to encourage children’s good habits in regards to toileting, washing
and eating. These should be discussed and wash time planned. Toilet time should be
planned for the youngest children.
Adequate Supervision: Most accidents are avoided through staff supervision. If it is
necessary to leave the children for a moment, another staff member should be asked to
take over.
Report ALL Accidents, Incidents, & Injuries: Make sure that all injuries are properly cared
for and reported to the Camp Director and Camp Nurse. Even minor accidents should be
reported, insuring effective parent communication and camper safety.
First Aid: Counselors and campers should be prepared for emergency situations. All staff are
trained on and should have simple first aid knowledge for treating anticipated health-care
concerns such as minor cuts, abrasions, insect bites, burns, etc. Staff will also plan to avoid
illness fatigue, dehydration, sunburn, ticks, etc. If you are not sure of the proper treatment
for an injury, GET HELP immediately! Find the nearest Senior Staff Member to radio the
Nurse, or use your personal cell phone to call the office, or 911.
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Staff Roles in Health Care
Camp Health Care Director: Reviews and updates all policies and procedures annually.
Reviews all camper and staff medical forms prior to the beginning of the camp season. Oncall during the camp day for staff questions or concerns.
Health Care Coordinator: Reviews all camper and staff medical forms prior to beginning of
camp season. Maintains the infirmary. Dispenses and maintains medications. Administers
First Aid to injured or sick campers. Care of ill campers; parent contact Maintains first aid
kits. Holds Unit Heads and Specialists accountable for maintaining first aid kits in their areas.
Counselors: Maintain a level of awareness about campers in their care, noticing any
abnormalities and bringing them to the attention of Unit Heads and the Health Care
Director. Bring sick/injured campers to the infirmary for treatment. Complete incident
report for every injury, illness, etc. Turn incident reports into infirmary the day the incident
occurs. Provide basic first aid to campers with items in first aid kits found in program areas
and buildings at camp. Not permitted to give medication.
Unit Heads: Maintain & restock unit/area 1st Aid Kits. Administer medication on trips under
instruction from Camp Nurse. Seek daily updates on camper health from counselors.
Specialists: Maintain & restock unit/area 1st Aid Kits. Assist counselors in filling out incident
reports. Maintain health and safety in program area. Anticipate potential health care needs
(water breaks, etc.) Inform campers and staff of potential hazards. Make counselors aware
of location of first aid kit.
First Aid Equipment and Supplies at Camp Sisol
Pool Area:
First Aid Kids:
Infirmary Equipment:
AED (Trained Personnel Only)
Backboard (Trained Personnel)
Rescue Tubes
Breathing Masks
st
1 Aid Supplies
Adhesive Bandages
Medical Tape
Ice Packs
Eye Wash
Gauze
Gloves (disposable)
Extra Incident Reports
Medications (locked)
st
Refills for 1 Aid Kids
Cot for Resting
Thermometers
Insect Sting Kits
Incident Reporting:
All injuries and incidents must be reported to the infirmary on a daily basis. Each staff
member is responsible for reporting incidents. Do not assume that your co-worker(s) will
take care of the report. Reporting insures that each camper is cared for as needed, that
follow up can occur if needed and that parents are informed. Incident forms are available to
all staff. They are located in each first aid kit, the pool area, the camp office and the
infirmary. Staff should carry incident reports with them as well. Reports must be handed
into the infirmary ASAP and no later than the end of the day on which the incident occurred.
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Reportable Incidents and Injuries: Err on the side of caution when deciding if an incident is
reportable. If you find yourself asking whether or not you should report an incident, report
it.
Reportable incidents include-but are not limited to-the following:
Cuts
Scrapes
Bruises
Marks
Swelling
Bee Stings
Rashes
Illness or signs of illness
Head injury, no matter how “minor” it may seem
Any time 1st aid is administered
Any physical mark or contact
To Report an Incident or Injury
1 Fill out the provided incident report.
2 Turn the incident report into the infirmary.
3 Tell the camper’s Unit Head about incident ASAP.
Medication Storage and Administration
*All medications, both prescription (signed by physician) and over-the-counter (signed by
parent/ guardian), must have appropriate orders,
*Medical Forms (which contain these permissions) are stored in a binder in the infirmary.
*All medications are stored in the original container in which they are purchased.
*If a camper has more than one medication, all medications are stored together.
*All medications are stored in a combination-locked cabinet. The cabinet is locked at all
times, unless medical personnel retrieving medications to dispense.
*All medications given are recorded in a bound log book, PRN’s include times and dosage
given.
* Both doors to the infirmary are locked at the close of the camp day (or when all campers
have left the grounds).
Infection Control Procedures
Gloving Techniques: When using gloves: Put on a clean, unused pair of gloves. Provide care.
Remove each glove carefully; grab the first glove at the palm and strip the glove off; touch
dirty surfaces only to dirty surfaces. Ball up the dirty glove in the palm of the other gloved
hand. With the clean hand, strip the glove off from underneath the wrists, turning the glove
inside out. Touch clean surfaces only to clean surfaces. Discard dirty gloves immediately into
a step trash can; failure to discard gloves promptly allows the spread of infection. Staff must
wash their hands after removing and disposing of gloves; wearing gloves does not eliminate
the need for hand washing; wash your hands using proper hand washing techniques.
Gloves must be worn: When handling, serving, and preparing food. When administering first
aid or medication. When administering sun screen. When coming in contact with blood or
other body fluids.
Proper Hand Washing Techniques: To get kids into the habit, teach by example. Wash your
hands with your children and supervise their hand washing. Tell your children to wash their
hands for as long as it takes them to sing their ABCs, Row, Row, Row Your Boat” or the
“Happy Birthday” song. This works especially well with younger children, who may rush
when washing their hands. Staff and campers should wash hands properly and frequently.
Wet your hands with warm, running water and apply liquid soap or use clean bar soap.
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Lather well. Rub your hands vigorously together for at least 15 to 20 seconds. Scrub all
surfaces, including: The backs of hands, Wrists, Between fingers, Under fingernails. Rinse
well. Dry your hands with a clean or disposable towel. Use a towel to turn off the faucet, not
your clean hands.
WHEN TO WASH HANDS:
Before:
Before and After:
Food Preparation
Eating Meals and Snacks
Handling
or
Serving
Food
Giving Medication
Infection Control Procedures
st
HandingHow
out Plates,
Cups,
Silverware
Administering
Aidmanner:
to handle
blood
or body fluid
spills in a 1safe
After:
Handling Animals
Cleaning Up
Removing Gloves for any purpose
·Wear vinyl gloves when touching blood or body fluids.
· Wash hands before and after contact as well as after removing gloves.
· Thoroughly wash skin that comes into contact with blood.
To clean up blood spills :
1 Wear vinyl gloves
2 Use paper towels to soak up liquids
3 Clean area with water and detergent
4 Wash area with a freshly prepared mixture of 4.5 cups of water and 1/2 cup of bleach.
Leave on 20 minutes and rinse with water
5 Discard paper towels, soiled materials and gloves in hazard bags
Food Safety
Universal precautions must be followed whenever food is handled or prepared. Wash hands
before and after serving food. Gloves must be worn every time food is handled or served.
Storage : All Food preparation and storage areas are designed to protect food from rodents
and vermin. All food is placed in sealed storage containers when not in use during food
preparation.
All refrigerators contain thermometers and maintain a temperature that does not exceed
40F. A written temperature record is logged daily. Garbage cans are lined with plastic bags
and covered with lids when not in use. Garbage is collected twice daily. All tables and
countertops and cleaned and sanitized prior to and after all food preparation.
Personnel Requirements: Hands are washed and hair is tied back and covered before food
is handled. Plastic aprons and gloves are worn when preparing food.
Equipment: All utensils for camp lunches and snacks are used for food preparation only. Any
meat used in outdoor cooking is brought frozen to the campfire. All other meats are kept
refrigerated until use and extras are immediately discarded. Wash water for all dishes and
food service utensils is at least 110F. All dishes and utensils are washed and sanitized by
hand, chemically sanitized, and air-dried.
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IV. EMERGENCY PROCEDURES
Emergency Plan
The Camp Sisol Emergency Plan is designed to get everyone in camp to a safe place and
accounted for within an extremely short period of time (minutes) in the event of a serious
Camp emergency. This plan uses radios and cell phones to convey information.
Plan Ahead
Camp staff should always prepare for emergencies. When arriving to any activity at camp,
determine where the nearest shelter is located. Staff will then be prepared to inform
campers and move to a safe location at all times.
When are Emergency Procedures used?
Thunder, lightning, weather.
Security Emergency
Missing Camper
Initiation of Emergency Plan
Two air horn blasts will initiate from the office. The Camp Office will also radio all Senior
Staff.
Situational Awareness
Always check for the following when arriving to any activity:
First Aid kit
Nearest shelter
Nearest Senior Staff person
Potential Hazards
Rules for Area
Boundaries
A. Emergency Drill
Counselor Procedures
1. Calmly let campers know that this is a drill.
2. Tell campers where you are going. Count campers.
3. Calmly move campers to the nearest shelter. Count again. One counselor engages
campers in a quiet stationary activity in the shelter.
4. One counselor tells senior staff member in the shelter the following information:
Your unit and group
How many campers you have with you, and how many were in your group that day
*If no senior staff is present, one counselor in the shelter needs to accept senior
staff responsibilities (you may use your cell phone under this circumstance to call
the office).
5. Stay in your location until further notice is given. Camp Leadership will determine the
next course of action.
6. The office will send updates; please wait for notification.
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Senior Staff Procedures
1. Go to nearest shelter.
2. Senior staff who is first to arrive will do the following:
A. collect unit/group information and account for all campers.
B. Call the office to relay information. The office may be busy accepting other calls
from other locations. Please be patient.
C. Supervise counselors and campers.
D. Maintain ability to hear radioed information from the office.
E. Wait for notification from the office. The only reason you should be calling the
office after you have made initial contact is to relay information or in case of
emergency.
Swim Staff Procedures
1. Assist Campers and staff in leaving the pool area. Your first concern is camper safety. All
pool groups must leave through the back gate (by women’s locker room) and proceed to the
Nitzanim Unit.
2. Follow instructions from Aquatics director to further clear the pool if needed.
3. Proceed to nearest shelter (if safe) to act as additional counselors to groups.
Evacuation of the Pool
1. Swim staff will blow two whistle blasts to clear the pool.
2. Campers will be dismissed by units to get their things from the locker rooms. Campers
should not change, but put on footwear.
3. Campers will then be dismissed to leave by the back gate and proceed to shelter.
Fire Prevention: Accumulations of flammable debris are removed by the maintenance staff
on a regular basis. All flammable materials are stored and locked in marked containers in or
next to the maintenance garage, which is located away from campers and program areas.
Only camp staff may start and maintain any campfire, and then only at a pre-existing fire pit.
Only wood and matches may be used for the fire. When staff is ready to put the fire out,
water is sprinkled on the embers. DO NOT pour water on the fire to extinguish it. Fire
propellant is never to be used. Fire extinguishers are maintained around camp and
inspected annually for use each summer.
Fire Procedures: Whoever discovers the fire alerts those around them, and campers are
moved to a safe area. The nearest staff member contacts the camp office. The fire
department is called immediately. The senior staff person at the scene takes charge. Staff
gather the children there and ascertain if anyone is missing. If so, the missing person
procedure goes into effect. Counselors will engage children in an activity in the new safe
area. The children are your number one concern. Available staff not supervising the children
will attempt to put out the fire using fire extinguishers, if it is safe to do so. The head staff at
the scene decides the initial action. If the fire is extinguished, the area remains closed-off
until cleanup is completed. When the fire department arrives, follow instructions of the fire
chief.
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Lightning Safety:
Avoid water, all metallic objects, high ground, solitary tall trees, open spaces. Avoid close
contact with others - spread out 15-20 ft. apart. Avoid contact with dissimilar objects (water
& land; boat & land; rock & ground; tree & ground).
If a lightning storm comes up on you before you can seek shelter:
a Look for a depression in the ground
b Dense woods
c Grove of trees
DO NOT stand under isolated trees,
DO NOT stand near wire or overhead wires,
DO NOT lean against a tree even in a dense woods or grove of trees.
Never BE THE HIGHEST OBJECT in the AREA.
Seek clumps of shrubs or trees of uniform height. Seek ditches, trenches or the low ground.
Use a low, crouching position with feet together with hands on ears to minimize acoustic
shock from thunder while moving to shelter. If caught in a broad open area, crouch on the
ground…..it’s better to be soaked than struck by lightning. Do not stand in or near water. Do
the lightning safe crouch.
Flash Flood: Flash floods are possible after a very heavy rain, especially in low-lying areas, or
downstream of any pond or dam overflow. Avoid low areas during and after heavy rain.
Severe Storm : Be calm and reassure the campers. At first sign of impending storms
(towering thunder heads, darkening skies, lightning and increasing wind) seek the nearest
enclosed shelter.
All Unit Heads, Specialists, and Leadership staff members carry camp phones. If you believe
you are the first to see lightening or hear thunder, find a Senior Staff member who will call
the pool or office. If you hear thunder, listen for the air horn but don’t wait for it. Seek
shelter.
Once the warning has been given, seek the nearest enclosure. Follow the Emergency Plan
procedure.
B. Evacuation Plan:
The need to evacuate the camp will be determined by the Camp Director. If it is determined
that the camp needs to be evacuated, the bus company (to provide drivers for the
evacuation) and the JCC will be contacted. The Camp Sisol Emergency Drill will be enacted.
Parents will be notified by JCC administrative staff. Upon the decision, staff will be notified
by phone or radio.
Staff responsibilities are as follows:
Camp Secretary: Rosters of all camper and staff
Camp Medical Personnel: First Aid Kits, camper medications, staff & camper medical forms.
Unit Heads: Account for all campers and staff in the Units
Specialist: Assist with Units
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The Camp Director will initiate the Emergency Plan to determine if all campers and staff are
accounted for. If someone is missing the Missing Person Procedure will be used. Campers
will be loaded on to the buses by unit.
C. Missing Persons Procedure:
Counselors count their campers before leaving and activity and again upon arrival at the
next activity. One counselor is in the front of the group and the other counselor is the last
person in the group, so as to ensure that no camper gets left behind or runs unsafely ahead.
If these procedures fail, and a camper is lost, the following procedure is implemented.
1 Stay calm so you can think clearly.
2 Call in all available Senior staff and the Camp Director/ Office.
3 Remove all campers from the area & engage them in a new activity. Pay attention to the
remaining campers. They need your reassurance.
4 Determine where camper was last seen.
5 Determine circumstances – did the camper run away or get separated from the group?
6 Search the immediate area using available staff except one counselor to remain with
campers.
7 Calmly question any campers or staff that were nearby when the camper was last seen.
8 The Camp Director will facilitate an extended search.
9 Provide detailed description of camper’s clothing and physical description of the camper’s
clothing and physical characteristics.
10 Camp Director gives out search assignments and a check-in location and time.
11 If the camper is not found in 20 minutes, s/he will be presumed lost. The Camp Director
will begin a public search and contact the sheriff, the JCC and the camper’s parents.
12 Complete accident and incident report.
V. AQUATICS
A. Pool Safety Plan and Procedures
Pool Safety Plan
*Campers will receive an orientation to pool area every Monday.
*No unit will be admitted into pool area until unit head arrives.
*No gum, art projects, food or glass in pool area.
*Counselors will be responsible for supervision of all campers in locker room and on deck
until lessons begin.
*Once all campers are changed and ready, swim staff supervise campers until lessons are
over.
* A lifeguarding certified counselor may be asked to provide additional safety during
lessons. If necessary, another non-certified counselor will be asked to act as an additional
look-out.
* One non-swimming counselor will be assigned to the bathrooms, monitoring anyone who
enters and exits restrooms to ensure safety.
*Staff members will remain within pool area until all campers are changed and ready to go
to next activity.
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* No staff member has the authority to withhold swimming or excuse a camper from
lessons.
* Instruction takes place Monday-Thursday.
*Each camper will receive a swim evaluation at the end of each camp session. We teach
American Red Cross lessons.
*If the air is below 70 degrees, we will excuse campers who are too cold to get in the water
and adjust lesson plans to include fitness and safety.
*If weather conditions preclude use of pool, your unit head will be notified at least 15
minutes prior to lesson time. Pool staff will come to unit and conduct water related
activities during lesson time.
*Each counselor will be screened and evaluated according to American Red Cross levels 1-7,
and will be trained in elementary forms of rescue.
*Staff may not swim without the presence of certified lifeguards.
Pool Rules
1. No running on pool deck.
2. Enter and exit at gate with unit head and staff.
3. No glass containers.
4. Art projects are to be left outside the gate or secured in backpacks.
5. Forward dives are permitted ONLY in the 10’ deep areas of the pool.
6. All swimmers will be identified by a colored bracelet issued at lesson time. Green
bracelets give access to the entire pool; red bracelets indicate that the camper must remain
in the designated shallow end.
7. Any camper leaving the pool area must be with a camp staff and be signed out at the
gate.
8. Shower before entering the pool.
9. No spitting, urinating or defecating in the pool.
10. No horseplay in the pool or on the deck.
Instructional Swim
1. Report to the main pool gate on time.
2. Counselors supervise campers in locker rooms before and after lessons. Please stay with
your group until the lesson begins.
3. All parent and doctor notes regarding swimming should be given to and remain with the
aquatics director.
Free Swim
Each camper will be accounted for and documented in writing as they enter the pool gate.
Buddy Checks
Every 15 minutes during Free Swim there will be 2 long whistle blasts. Everyone is to
immediately exit the pool and walk to his/her designated unit area. All staff must then
count their campers and report to their unit head that their group is accounted for. Once
each group is accounted for, the Unit head will get permission from the aquatics director to
allow the unit to reenter the pool.
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Late nights and overnights
1. Swim staff will be scheduled for each after-camp activity.
2. Unit Heads will submit a written request for pool/pond/ creek one week in advance.
B. Aquatics Supervision and Coverage
Supervision and Coverage
· A supervisor will be present at any and all times pool is open and used by campers or staff.
· In addition to supervisor on duty and camp staff lookouts, certified lifeguards will be on
duty during lessons in the following ratios:
1:10 for campers 8 years old or above
1:8 for campers 6 & 7 years old
1:6 for campers under 6 years old
A minimum of two trained lifeguards will be on duty during instructional and free swim, at
least one of whom is over the age of 18.
Facility Design
Water slide is an area of potential hazard.
To eliminate or control hazard:
· Rules are posted on slide.
· Lifeguards are specifically mandated to maintain constant control over the water slide by
enforcing established rules.
· Prior to pool opening, secure safety lines, inspect slide condition and rule sign
Bather Capacity
The Maximum number of bathers in pool is 201.
Plan for enforcing this limit:
· Entry to pool is limited to main gate.
· Campers are allowed to enter pool gate in counted, verified groups with unit head
supervision. In the event that over 200 people are counted in, a rotation of swimmer groups
will be enforced.
Communication and Scene Management
When emergency medical assistance is needed at the pool, call 911.
After completing the call for emergency medical assistance, a second call should be made to
the Aquatics Director. Once your calls have been made, your next course of action is “scene
management.”
a Assign trained staff to assist with first aid.
b Request emergency medical response equipment (first aid kit, breathing mask, backboard,
ice, or latex gloves)
c Send escorts to meet ambulance or police.
d Assign crowd control duty to staff member.
e Begin identification process. Find out basic information on victim from emergency card.
f Fill out accident report forms.
g Provide supervisor with as many facts as possible.
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Pond and Creek:
A certified, acting lifeguard must be present for all aquatic activities, including those that
take place at or in the pond, creek, and other bodies of water. This applies to out of camp
trips as well. Proper rescue equipment must be present and with guard at all times. PFD’s
are required for all boating activities. All pool supervisory ratios and procedures apply to
creek and pond activities.
Pole Guarding:
All counselors are required to pole guard during free swim.
C. Lost Swimmer Plan
Missing Swimmer Plan
1. Two long blasts on the whistle ALWAYS indicates CLEAR THE POOL.” This is a standard
emergency signal. Reponse to this signal is rehearsed daily at the end of instructional swim
as well as every 15 minutes or less during free swim.
2. Once the pool is cleared, campers report to the space on the pool deck that is marked for
their camp unit. Each counselor takes attendance and reports directly to Unit Head.
3. Unit Head will verify count for each group with attendance figures.
4. In the event that there is a camper missing, the Unit Head will immediately notify the
Aquatics Director. The Unit Head will then return to supervising camp counselors and assist
in an orderly evacuation of the pool area by campers and staff.
5. A missing camper at the pool will be searched for by pool staff in a visual search as soon
as the pool is cleared of other swimmers.
Responsibilities of the Aquatics Director: Directs pool staff in search of pool area.
Maintains contact with last person to see camper.
Notifies Camp Director.
Provides immediate emergency medical care as needed.
Directs staff to call for ambulance as the situation dictates.
Completes report for Health Department and accident report for the JCC.
Responsibilities of the Camp Director:
Organizes and directs land search.
Contacts local authorities if camper is not located by land or water search.
Notifies JCC, Parents and Health Department if camper is not located after 30 minutes.
When the camper is found, resuscitation and first aid measures are administered as
required. Sheriff and/or ambulances are notified as needed.
VI. TRANSPORTATION
A. Camper Arrival and Departure
Arrival to Camp:
1. Buses arrive between 8:50 and 9:05 each morning.
2. All counselors ride the buses, except those that live in HF-L.
3. Senior staff arrives at camp not later than 8:30am (for the morning meeting).
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4. Specialists will dismiss campers from assigned busses by unit, with a counselor from that
unit accompanying them to the flagpole.
Attendance Verification:
1. A counselor checks in all campers at the bus stop.
2. Each bus stop has its own attendance list.
3. When the bus arrives in camp, an assigned specialist turns in the bus folders are
immediately to the office manager.
4. At the flagpole, counselors take attendance for campers in their group. These lists are
returned to the camp office immediately by Unit Heads.
5. The office manager reconciles the bus lists with the group attendance lists. Contacting the
counselors or unit head may be necessary to clear up any discrepancies.
6. All campers recorded absent for that day (whose parents have not notified us of their
absence) receive a phone call, asking parents to remember to call or e -mail in their
camper’s absence.
Departure:
1. Buses are parked in the loop while campers board. Counselors take younger campers
from their unit to their assigned buses. Older campers may walk to their bus.
Counselors are responsible for:
Supervising campers waiting to board the bus,
Taking attendance as campers board the bus,
Helping campers find their seats & seatbelts.
2. A staff member escorts campers who are not riding the bus home on a given day to the
camp office.
Senior Staff are responsible for:
Supervising counselors.
Assisting with office communication.
Engaging with children waiting to load bus.
Any discrepancies in bus attendance must be reported to the office before the bus departs
camp!
Release Policies:
1. All campers are released only to authorized people, noted on the Medical and
Information Forms, and who know the camper’s security number. No camper may be
released to an unauthorized person at ANY time, EVER.
2. All people at the bus stop will be asked for campers’ security numbers EACH and EVERY
day.
3. In the event that a parent/guardian does not have the security number, the counselor
should call the camp office from the bus phone, ask for photo ID and wait for a prompt from
the camp office.
4. After two minutes of waiting, campers who are not met at their bus stop by an authorized
person will be returned to the JCC to await the arrival of their parents. A counselor MUST
call the camp office to inform them of the child’s whereabouts. The office will then contact
the parent. Bus counselors should escort the camper to the After Camp Care program.
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B. Transportation Cancellations and Changes
1. All scheduled events at camp run rain or shine. Programs may be changed or cancelled
due to severe weather conditions. The decision to cancel an event (i.e. late nights and
overnights) will be made by 2pm that day, allowing enough time for parents to be notified.
2. When buses are running late, the JCC’s Front Desk is notified and office staff at camp and
the JCC are on alert for parent calls. If a bus is running more than 10 minutes late, all
parents will be contacted by phone as soon as possible.
3. If a child is not taking his/her regular bus home, a written note, phone call or e-mail must
be received by 1pm that day. A Bus Change Form is completed and distributed to the
appropriate staff.
4. In the case of an extreme emergency, where all camp buses are involved, support staff at
the JCC will contact all camp families within minutes, informing them of the delay and other
pertinent information.
C. Safety Information
BUS SAFETY
1. All counselors must know where the first aid kit is located EVERY time they load a bus,
even if you take the same bus to and from camp every single day.
2. All buses are supplied by Monroe Transportation, and are driven by Monroe employees.
3. Regular maintenance, safety, and mechanical checks are conducted on all buses.
4. All buses are equipped with first aid kits and other appropriate emergency materials.
5. All buses seat 66 children, 3 per seat, and have 66 working seatbelts. Capacity may not be
exceeded. All passengers must wear seatbelts and remain seated when the bus is moving.
6. Campers with special needs have an aide who rides with them, if needed.
7. Medical Forms and information are located in the camp office for trips away from camp.
8. If medical information is needed for a camper or staff member, a bus counselor will call
the camp office for information.
9. Bus rules are sent home to campers prior to the beginning of camp.
10. Camp ratios are maintained on busses at all times.
11. All camp staff are trained on accident procedures (such as supervising an injured person,
providing care, knowing who to contact in an emergency, and obtaining appropriate
information for an incident report) at orientation.
12. All camp staff are trained in safety responsibilities and group management at staff
orientation.
13. All buses will follow convoy travel procedures when traveling together.
14. Anyone in a wheelchair must be seat belted into his/her wheelchair, and the wheelchair
must be in a locked position and secured to the vehicle.
Non-Passenger Vehicles
It is prohibited to transport passengers in nonpassenger vehicles.
Staff Vehicles
1. Staff vehicles are to remain parked in the parking lot during camp hours.
2. Staff may not transport campers in their vehicles.
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Camp Vehicles
Staff may only use camp vehicles (ie. Golf carts) with the permission of the camp directors.
Campers may only be permitted to ride in camp vehicles with permission from the camp
director.
D. Counselor Roles and Responsibilities
At the Bus Stop (Morning):
Load and unload campers only where and when it is safe.
Arrive to your bus stop 5-10 minutes early.
Do not smoke within a few miles of your stop, at your stop, or immediately leaving your
stop.
Greet parents and campers before they greet you in a friendly manner.
Introduce yourself to any new campers and give them a warm enthusiastic welcome.
Welcome each child and properly mark them “P” for present. Leave blank for absences.
On the Bus
Riding the bus is a great way to get to know a larger number of campers and spend some
quality one-on-one time with a camper that may need it in the morning or at the end of the
day!
The safety of the campers is a counselor’s number one concern.
Campers must be buckled in properly.
Counselors will space themselves out and sit with campers, not other counselors.
Personal electronic devices are not to be used by campers or staff while riding the bus.
Games and songs for use with campers are located in the bus folders.
Staff are trained in emergency procedures, including providing or securing care for injured;
supervising injured; chain of command for notification (staff).
Each staff person riding the bus is aware of his/ her safety responsibilities.
Camper discipline is the responsibility of the counselors, not the bus driver.
Bus does not move until all passengers are seated with seatbelts fastened.
Campers must follow the established safety rules.
Staff must enforce said safety rules.
At the Bus Stop (Afternoon)
Load and unload campers only where and when it is safe.
Greet parents and campers before they greet you in a friendly manner.
One counselor takes security numbers while other counselors help children unload from the
bus.
Remain calm and friendly if any issues arise. You can always call the camp office with
questions.
The last counselor to leave the bus must call the camp office when the last camper is picked
up.
E. Bus Related Emergencies
A bus orientation is to be demonstrated to campers on the first day of each session. Safety
procedures, rules, and emergency exits should be addressed.
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In the event of an emergency
The bus driver is in charge.
Counselors are to remain calm and keep campers calm as well.
Campers must wait for staff instructions.
The camp office must be notified immediately. If the camp office is not available, the Camp
Director or Assistant Camp Director must be notified. The numbers for the camp office and
directors can be found in the bus folder.
Camper Illness
One counselor will provide care or secure care for the ill camper.
The camp office must be notified.
Parent/guardian picking up the child must be notified of camper’s illness. If the child attends
after camp care, the ACC supervisor must be notified and is to inform parents immediately.
Emergency stops
If the bus makes an emergency stop, counselors will wait for instructions from the driver.
Children are to wait for instructions from counselors.
Evacuation
1. The bus driver is in charge. Staff must follow bus driver instructions.
2. Staff are to remain calm. One person must bring the bus folder off the bus. Once bus is
evacuated, attendance must be taken.
3. All loose items (backpacks, bags, etc) must be left on the bus.
4. Campers must remain seated until instructed by a staff to unload.
5. One counselor should leave the bus first and begin to lead campers to a safe area.
6. Staff should assist campers with evacuation and supervise children at all times. Some
campers may need help unbuckling their seatbelts and getting off the bus.
7. When unloading using the front door, campers will unload starting with the front seat
behind the driver then across the aisle. When evacuating out the back door, campers will
begin with the rear seat on the driver’s side, then the rear seat across the aisle.
8. Campers and staff must congregate a safe distance from the bus and await instructions
from the bus driver or the camp office.
9. After the last camper leaves the bus, the driver will walk through the bus to check that all
children have been evacuated.
10. In the event that the driver is injured, the counselor at the head of the bus will assume
authority. He/she will turn off the key, assist campers to remain calm; and call 911 and the
camp office.
11. ALL CAMP SISOL SECURITY AND CONFIDENTIALITY POLICIES MUST BE FOLLOWED.
VII. WORKING WITH CAMPERS
A. Philosophy on Camper Behavior
Campers and their families are our customers. Our primary purpose at camp is to find ways
for each camper to be safe and successful: growing socially, physically, cognitively and
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emotionally. Success is measured according to each camper’s individual growth, not as
compared with others.
Each camper brings his/her own unique qualities, history and challenges. Formulas don’t
work. Human problems require human solutions. Upon encountering camper issues,
including “behavior challenges”, camp staff is expected to respond with kavod (respect),
patience, kindness, thoughtfulness and creativity. If unable to provide these at any moment
for any reason, staff is expected to seek help from others.
“Behavior challenges” are most often the outward manifestation of internal feelings. Our
job is to determine the underlying feelings and assist the camper in working out the
situation— involving leadership staff and parents as partners and resources.
Corrective plans and actions are not to be confused with punishment. These must not be
vindictive or humiliating; instead behavior issues and conflicts can be viewed as
opportunities to teach socially-appropriate and acceptable behavior. In this way, campers
can learn how to solve problems and grow from them as part of a healthy community.
B. Behavior Management
Concepts & Techniques:
Behavior management involves a variety of techniques designed to reduce or eliminate
unacceptable behavior and to increase socially acceptable behaviors. Not all techniques are
appropriate for all situations or for all children.
Acceptance
 No matter what! (non-judgmental)
 This does not mean you should accept inappropriate behavior.
 A good thing to say is, “I really like you, Joe, but I don’t like what you are doing right
now.”
 Do not use words like “bad” or “stupid.”
 We can do this by responding to what they “do” and not what they “are.”
 Be fair. Though you don’t like everyone the same, they must be treated the same way.
 Provide a sense of security – discipline, control, safety and structure.
 Be supportive and honest
 Be someone to model – you will find that the kids will model your behavior, so be on
your toes!
The Basics
 Treat all children with respect. Show them that you care about them and their feelings.
They may not show it, but you will be appreciated.
 Non-Verbal communication. Sometimes a raised eyebrow, sideways glance or finger on
the lips to “shhh” a kid may be all you need.
 Sometimes honesty is the best policy. If you are becoming increasingly frustrated or
angry, maybe telling the child will help.
 Bullying of any kind is not tolerated at camp. Instances of bullying should be brought to
the Unit Head, then the Staff Director as soon as possible. Ways to deal with bullying
will be addressed during orientation.
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
Things to Avoid:
Being punitive, Favoritism, Being judgmental—such as calling a child “stupid” even in
jest, Threatening, especially when you don’t plan to follow through, being manipulated
(examples: pitting counselors against each other).
Positive Reinforcement
Example of Positive Reinforcement:
“Thank you for cleaning up after yourself without my having to remind you. That shows me
that you are responsible.”
*Appropriate behavior is maintained when a child is told that what he/ she is doing is what
is expected.
*It is important to reinforce the child when he/ she is trying to change a negative behavior.
In changing a negative behavior, it is important to let the child know what is acceptable
through reinforcement, not just identifying what is unacceptable. Every unacceptable
behavior has an acceptable alternative, which should be encouraged and nurtured through
positive reinforcement.
Positive reinforcement should be specific to a child’s behavior.
Examples of reinforcing good behavior to change negative behavior:
*If a child frequently hits, that child should be lavishly reinforced for interacting with peers
in appropriate ways.
*If a child whines, that child should be praised for speaking appropriately.
*If a child tends to disrupt a group activity, that child should be told how well they are
participating.
Positive Reinforcement is the first and most important technique. It should be used often,
but at appropriate times. Positive Reinforcement should be specific.
Proximity Control
*Circulate around the room/area during an activity.
*A hand on the shoulder or a direct look with a quiet reminder is effective when trying to
get a camper back on task.
*Seat campers who you know have a difficult time paying attention or completing a project
next to a counselor or a well- focused camper.
*Avoid seating them along the periphery.
*Avoid seating next to doors, windows, or other distracters.
Redirection
*Redirection is a very useful technique. Find a substitute behavior for the one you do not
want.
*The child may be doing an unacceptable behavior such as patting a counselor. Instead of
acknowledging the patting, the counselor redirects the camper to play Patty Cake.
*The child’s attention has been redirected and no incident has occurred.
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*Redirection can be used with most unacceptable behaviors as long as they are not
dangerous to the camper or others. Do not mention the negative behavior but make sure
that you reinforce the acceptable behavior.
Practicing
When an individual or group is having difficulty remembering “how to do” an activity, for
example, forming a circle, the group can “practice” that skill repeatedly during a time when
they would be doing something more enjoyable or before they move to their next activity.
Preventative Cueing
Preventive cueing is a technique for stopping disruptive behavior before it begins and for
avoiding confrontation or embarrassment of the camper in front of peers. The counselor
arranges privately with the camper a predetermined hand signal or work signal to cue the
camper to calm down, pay attention, and stop talking out. These are all quiet reminders.
Examples of cueing:
*Go over to the camper and tap your chin a few times to indicate that you want him/her to
focus on you.
*Use the two thumbs up sign indicating that the camper can get up and move around the
room or outside area.
*Establish a hand sign with the camper to indicate when you need him/her to stop talking.
Setting Limits
*Children need to know what is expected of them, and they need consistency. They become
confused when adults are inconsistent in their responses.
*Limits provide children with a feeling of security and safety.
*Children will learn values, sharing, and fairness with COUNSELORS AS ROLE MODELS. Firm
and clear limits decrease manipulation, both from individuals and the group.
*Once you decide upon something for a child or the group, stick with it. There will be plenty
of time for flexibility later. (In addition, kids will take advantage of you if you are indecisive!)
*Limits enable children to learn appropriate behavior and alternate ways of expressing
feelings. This allows for personality growth in a positive manner (i.e., talk about being angry
instead of hitting someone or throwing things.)
*Allowing children to respond to your limits will also provide you with the opportunity to
notice children with specific problems.
How does one set limits?
*Use a level tone of voice when asking a child to cease a certain behavior. The request
should be firm, but fair. Use compassion in your manner. If you find yourself raising your
voice or arguing, you may be experiencing one of several things:
1. Avoid power struggles: This is a fight for control through arguing or shouting. This
does not result in a compliant solution. Sometimes giving up control will result in
gaining it. You may have your own problems that day! Try to be aware of your own
moods and feelings.
2. Instruct the child or group a couple of times. If you are becoming repetitive or
losing control, try a new tactic.
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3. When having repeated difficulty with one particular child, take him/her away
from the group and speak with him/her.
There are several reasons for taking a child away from the group:
1. Attention by being reprimanded in front of the group may be exactly what the
child wants (negative attention).
2. Some children may genuinely be having difficulties controlling themselves. They
may become embarrassed at being reprimanded in front of the group.
Ignoring
Ignoring is a very effective technique, however very difficult to use.
When a child repeatedly does something which is irritating to you, done for your attention
or the attention of the group, or which is disruptive to the group, ignoring is a good
technique.
Ignoring is especially effective if the child is seeking your attention before the misbehavior.
The child who looks to see who is watching before engaging in the misbehavior is overtly
seeking attention. Pay no attention to the child’s unacceptable behavior. Any kind of
attention, even redirection or stares from others, can be rewarding to the child. Ignoring
will often cause the behavior to stop. The unacceptable behavior may increase slightly
before it decreases or stops.
When a child gets no attention for negative behaviors and plenty of attention for
appropriate behaviors, his/her behavior will begin to improve. It is also useful to positively
reinforce the other children in your group for displaying appropriate behaviors.
Do not use ignoring when a camper is trying to hurt him/ herself, someone else, or is
destroying property.
Manipulation
What is Manipulation?
It is getting someone to do what you want them to do. Though manipulation can be
positive, there are some negative aspects. Kids love to manipulate!
In Camp, you may be faced with:
1. Splitting – when one counselor says “no,” the campers go ask the other
counselor! If you both keep up with what the other is doing, you can lessen
manipulation and remain consistent.
2. General excuses – “My mother said I don’t have to go swimming today.” One
response to this may be, ‘Okay, let’s go see if your mom sent a note.”
3. Excuses of illness - This can be tricky, because we are responsible for the child’s
well being. When in doubt, see the nurse.
4. Though there are many examples of manipulation (most of which we will find this
summer!) this should be an introduction to the “art.”
Remember that staff that are inconsistent or indecisive are prime targets for manipulation.
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Modeling
An important part of your job is to enhance a child’s self-esteem. Modeling is another way
to increase appropriate behavior. By giving your attention to a camper who is “modeling”
the kind of behavior an activity requires, you will most likely see other children adopting the
model’s behavior in order to receive your positive attention. This can be a very effective
(and positive) way to change the behavior of the group. This may be accomplished by:
*Modeling the actions of an individual
*Modeling an appropriate group
Examples of modeling: Everyone, look how quietly David is sitting,” or “Since David is sitting
quietly, he may take his turn first.”
Personal Connection and Discussion
Discussion works well with children who understand that what they are doing is
unacceptable. Misbehaving campers might not feel good about their behavior. If he/she
wants to change the behavior, you can discuss the behavior and ways to change the
behavior with the child. It is important to find a private place for the discussion.
Take campers aside to discuss their behavior:
o Passive listening – hear the camper out without interrupting.
o Acknowledge responses – give verbal and/or nonverbal feedback that the campe
has been heard by you.
o Active listening – respond, ask reflective questions, such as “tell me more, keep
going, or I’d like to hear more.”
o Ask questions like a person who is recording the information, not like a police
person challenging the camper.
o Give direct verbal praise for the camper talking with you, such as, “This is good,
this helps me understand what you are thinking/feeling; I like hearing how you feel
about stuff; this is important; I am glad you can tell me;” or “I am glad you are saying
this out loud instead of keeping it to yourself.”
o State your understanding of the child’s message by saying things like, “So you’re
saying/feeling...” or “You’re angry because,” or “Is this what you’re saying?” and
then state what you’ve gotten from what they’ve said.
Contingencies
Contingencies are very effective statements which make attention and activities
“dependent upon” a specific behavior. A contingency is frequently stated using an “if...then”
pattern. Making activities and attention contingent upon behavior is an effective way to
maintain and foster positive behavior.
Examples of contingencies include:
1. “If you are sitting on the circle, then you may take a turn.”
2. “I will come and help you when I see your lunch is in the bag.”
If a child does not follow the warning – do not repeat – ACT. Use logic and fairness as your
guide. It is especially important to give one warning when campers are learning what the
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rules and expectations of camp will be this summer. Remember— natural consequences are
the most effective.
Examples of consequences include:
1. If a child did not clean up his lunch area, he should clean it up on “his” time –
while other campers are on the way to the pool. (Be sure you have warned first.)
2. The child who continues to run around the pool should sit down for 1-2 minutes
to think about his/her actions. Running and excitement tend to go hand in hand, so
the quiet time may serve to calm the child sufficiently to listen to counselor
directions.
Time Out and Time Away
Time out is not a punishment, but a tool used to re-direct behavior.
Time-out is a technique that should be used SPARINGLY AND CAREFULLY. It should only be
used to help campers calm down and regain self-control. It is primarily used when campers
are dangerous to themselves and others.
Aggressive behaviors need to be stopped as quickly as possible, and time-out is often, but
not always, the best method for doing so.
Time-out should only be used after the child has repeated a behavior that has been
explained to be unacceptable, and told that if it happens again they will have to spend some
time away from the group. Also, the child must have been given a warning before being
given a time-out.
Time Out Procedures:
1. Calmly direct the camper to the designated timeout area.
2. Walk with the camper to time- out. A time-out area is simply a quiet place away from the
group. Firmly and quietly say to the camper, “I cannot allow you to...” and state the specific
behavior.
“You will have to sit here until I see that you are under control and can return to the group.”
3. The child must sit quietly and appropriately during his/her time-out. If the camper tries to
talk or move around, simply tell the camper, “Your time can not continue until you are
sitting quietly.”
4. If another child approaches the time-out area, quietly tell him/her to leave. Explain
“_____needs to be by him/herself for some time.”
5. After the child has successfully completed his/her time-out say, “You may get up now, but
we must talk about what happened before you can return to the group.”
6. This is the most important part of the time-out process. This is not a time to lecture the
child. Ask the child why he/she was on time out. Remember to use your active listening
skills.
7. After establishing with the camper an accurate view of what the precipitating behaviors
were, ask the camper what he/she can do next time that would be an appropriate way of
handling the situation.
8. Remember to praise the camper for talking with you.
9. After you have reached an appropriate solution have the camper re-enter the group.
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Keep in mind that time-out is not a punishment. Rather, it is a time for the child to calm
down and think about what has happened. Sometimes negative behavior is a reaction to a
general feeling of anger, anxiety, or unease; time away from the situation can help the child
calm down.
The amount of time away from the group should be determined by age.
For Nitzanim and Ofarim it should be no more than 3- 5 minutes.
Tzofim, Tayarim about 4-7 minutes.
Ramot should not be more than 10 minutes.
Remember that even 1 minute to a five-year-old can feel like an eternity.
Group Dynamics
A. What do you look for in groups? (Roles)
Leaders (silent and blatant)
Followers
Manipulators (instigators)
Scapegoats
B. How do you look for roles in a group?
Be observant. Watch the interactions of the children. Who makes the
decision? (can be outspoken [boss] or “silent. “) Who “follows the leader?”
Who is setting people up without getting caught? Who is blamed for
everything? Notice the way in which children treat each other. This can tell
you a great deal about them.
What will Children Look for in You?
Someone to LISTEN to him or her: Listening is an art, one which you will surely get a chance
to master at camp. There are several aspects of listening:
A. Decision making listening – This is the kind of listening you do when a problem
arises with the campers. Before you make a judgment or assumption, listen to what
the child has to say. Then you can make a fair, rather than an impulsive decision.
B. Compassionate listening – It is important to be aware of how much the camper
look up to you! They are very sensitive to what you say to them and how you act
with them. Be aware of their moods and feelings. Encourage them to talk over a
problem with you. In addition, they will know that you are there to listen to them
when they need it.
How do you relate to children?
A. Speak to them on their own level. (Avoid use of words they may not understand).
Physically, adjust your body to their level – lean down; bend your knees, etc.
B. They need you as both a friend and an authority. One of these qualities without
the other will not be beneficial to you or the kids.
C. To protect children and staff, do not attempt to deal with a child while you are
angry. Do not yell at a child nor punish publicly.
D. DO NOT TOUCH A CHILD WHILE ANGRY, unless you are attempting to protect the
child from bodily harm at the same time. If possible, seek help in working with this
child.
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Things to Keep In Mind
1. There is no such thing as a good or bad camper.
They are all good. The choices they make may be bad (awful, the worst), at times.
2. You can never praise a child too much. Every child needs to hear just how
wonderful they are, or at least, they need to hear what they do that is wonderful,
when they do it!
3. Be careful how you touch campers. This not only refers to areas not covered by a
bathing suit, but also refers to the fact that children actually perceive touch
differently. A gentle nudge to one child may seem like a major shove to another.
4. There is no such thing as a dumb question.
5. Our campers are people under construction. Be sure to provide them with a solid,
secure foundation on which to keep building. Be the person who makes it possible
for them to grow tall and strong, physically, mentally, and emotionally.
Common Discipline Mistakes Made by Adults
*Demanding children apologize.
*Giving in to tantrums or whining.
*Bribing or threatening children.
*Comparing misbehavior of one camper to appropriate behavior of another.
*Making threats which will not be carried out.
*Making promises which cannot be kept.
*Offering choices where none exist.
*Embarrassing campers.
*Failing to reward appropriate behavior or failure to use positive reinforcement.
*Rewarding inappropriate behavior.
*Forcing campers to compete for rewards.
*Failing to listen to camper.
*Failing to follow through with consequences.
*Forcing camper to share or cooperate.
*Calling camper names.
*Failing to plan age appropriate activities.
*Failing to explain rules/consequences
Acceptable Ways to Discipline
1. Personalize: Call the campers by name when you tell them something.
2. Get Close: Stand next to the camper and even put your hand on his shoulder.
3. Talk About Feelings: Tell camper that feelings are OK, but the behavior is not.
4. State a Consequence: Give camper a consequence for unacceptable behavior.
5. Enforce the Consequence: Make sure you follow through with the consequences.
Don’t use consequences you can’t carry out.
Acceptable Consequences
1. Take away all or part of a fun activity.
2. Take away a possession- temporarily
3. Practice acceptable behavior with the group. Assign extra clean up duties.
4. Place camper last in line for an activity.
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5. Take camper to Unit Head (after all else fails).
Unacceptable Consequences
1. Physical punishment of ANY kind.
2. Taking away snacks or meals.
3. Calling parents (Unit Heads only may call)
4. Sending a camper home (Camp Director only).
5. Leaving camper alone, unsupervised.
6. Taking away instructional swim.
C. Counselors: Your Professional Role at Camp
Planning
Behavior Management
Supervision
Delegating Responsibility
Communication
Programming
These Responsibilities are all Related
Try and consider them and integrate them into ever part of your camp day! Having an
overall sense of your role gives you confidence AND it gives the children that you supervise
confidence in you as a leader If you can bear these responsibilities in mind all the time, your
campers will respect you! Now let’s focus on each one in terms of real camp experiences:
Planning
“Today’s preparation determines tomorrow’s results!”
“Patience, persistence and a positive attitude will always produce results!”
Planning is one of the central aspects of your job. The better you do it, the better your
campers will behave. It helps to keep your workday from becoming too chaotic.
Planning is not only for small-group time or unit time but also for any transitions or
potential dead time. Every counselor should do him/herself a favor and have a bag of tricks
ready to go at any time. You won’t get any better advice than this!
Supervision
Counselors must watch over their campers and be certain that all campers are safe and
accounted for at all times. This is your first and foremost duty as a counselor! To do this, you
should have a system for counting campers. This task can become especially difficult during
transitions from one area or activity to another.
There are a few things you can do to make transitions easier:
1. First, you are expected to have one counselor at the front of the group and one at the
rear, whenever you move as a group from one place to another.
2. Second, think of transitions as activities and PLAN songs or games for these times.
3. Third, use your system to count your campers when leaving an activity and again when
you arrive.
Explain transitions and counting to your campers from the beginning of camp—show them
the systems you will use and tell them why they are important. Then they will have a clear
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idea of what you expect— and can be held accountable. This will help prevent flare-ups of
behavior problems during transitions.
Communication
Offering your campers clear expectations in as many parts of the camp day as possible, will
help to:
· Improve communications
· Avoid conflict
· Have something for which you can hold them accountable
· Enforce rules/expectations effectively
It is important and helpful to give feedback. It should most often be positive, but it can’t
always be. It is important to anyone’s growth to receive constructive criticism sometimes—
it allows us to do our best. You will inevitably find yourself in the position of having to tell
one of your campers something they don’t want to hear. You must approach these
situations with sensitivity.
Being an adult supervisor gives you power. Some children may respect you more than
others but that is partially because they might also be somewhat afraid of you. The things
you say, especially if you are a strong leader, carry a great deal of weight. You have the
power to make someone’s day and you can just as easily crush him/her. Carry paper with
you. If you see a camper doing something wrong, write it down. Speak to him or her
privately and away from the situation in question… this avoids feelings of being ambushed.
Only respond immediately if the safety of a camper or staff member is being jeopardized. All
such conversations should take place out of the earshot of others, but they should always
take place in view of others— you will both feel safer…and be safer this way.
Always try to offer some positive feedback.
Always look for the “good” in every child.
Your campers will behave better if they see that you have confidence in them and
admiration for them.
Programming
To dream up or discover an activity and carry it off from start to finish will give you a huge
sense of accomplishment, especially when you see that your campers had fun and learned
from it. Most programs will not accomplish this goal unless they contain certain important
elements. Please feel free to use senior staff members as resources for programming. We
have a lot of experience— you will make us feel useful and important if you ask us for help.
Programs should:
Be creative
Provide skills
Build Community
Be engaging
Enhance communication
Leave Campers with a sense of accomplishment
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Delegating Responsibility
Anything you have a camper do is one less thing you have to do yourself. This may sound a
bit selfish or mean-spirited but you have a great deal of responsibility— you have to
supervise everything, you shouldn’t have to do everything. Sharing responsibilities with your
campers does have positive effects for them, too. It’s part of the democratic process and it
builds community.
Your relationship with your campers will be better if they feel ownership in the decisionmaking process. They will be more likely to take initiative, to follow through, and to be
focused on the task at hand. Your effective delegation of responsibility also signifies that
you have planned effectively. And this, along with good communication skills, commands
respect.
Incorporate your campers in as many work aspects of camp as possible. If they are spending
five minutes doing a job, then that is five minutes they will not be bored or causing trouble.
It is also five minutes they will spend feeling important and good about themselves, and
that is our goal at camp.
VIII. Employment Policies
A. Application for Employment
The JCC provides applicants with a standard form which must be completed and signed by
the applicant. Applications are supplemented by resumes, interview notes, background
checks, state and medical clearances and reference checks. The JCC relies heavily on the
accuracy of information contained in the employment application, as well as the accuracy of
other data presented throughout the hiring process and employment. Any
misrepresentation, falsifications, failure to meet clearance criteria or material omissions in
any of the information or data may result in the exclusion of the individual from further
consideration for employment or, if the person has been hired, the termination of
employment.
B. Equal Employment Opportunity
In order to provide equal employment and advancement opportunities to all individuals,
employment decisions at the JCC will be based on merit, qualifications and abilities. The
Camp and the JCC does not discriminate on the basis of any protected class, as required by
federal or applicable state law.
In accordance with the ADA (the Americans with Disability Act), the Camp and JCC will make
reasonable accommodations for qualified individuals with known disabilities unless doing so
would result in undue hardship. This policy governs all aspects of employment, including
retirement, hiring, training, promotion, transfers, compensation and benefits.
It is the responsibility of each employee at Camp and JCC to ensure that these principles and
practices are consistently carried out. Each person responsible for recruitment and selection
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of employees is responsible for ensuring that all equal opportunity policies and practices are
followed. The Human Resources Director is designated as the Equal Employment
C. Immigration Law Compliance
The JCC is committed to employing only United State citizens and non-citizens who are
authorized to work in the United States and does not discriminate on the basis of citizenship
or national origin. In compliance with the Immigration Reform and Control Act of 1986, no
later than the third day of employment each new staff member must complete the
Employment Verification Form I-9 and present documentation establishing identity and
eligibility. Former employees who are rehired must complete the form if they have not
completed an I-9 with the JCC within three years, or if their previous I-9 is no longer
retained or valid.
D. Disability Accommodation
The JCC complies with the ADA and New York State Executive Law and ensures equal
opportunity in employment for qualified persons with disabilities. All employment practices
and activities are conducted on a nondiscriminatory basis. Hiring procedures provide
persons with disabilities meaningful employment opportunities. Pre-employment inquiries
are made only regarding an applicant’s ability to perform the duties of the position.
Reasonable accommodation is available to all employees whose disability within the
meaning of the ADA and/or the Executive Law affects the performance of job functions to
the extent that they do not pose an “undue hardship” on the JCC. All employment decisions
are based on the merits of the situation in accordance with defined criteria, not the
disability of the individual.
Qualified individuals with disabilities are entitled to equal pay and other forms of
compensation, as well as in job assignments, classifications, organizational structures and
position descriptions.
The JCC does not discriminate against any qualified employees or applicants due to their
relation to or association with a person with a disability. The JCC will follow any state or
local law that provides individuals with disabilities greater protection than the ADA. This
disability accommodation policy is neither exhaustive nor exclusive. The JCC is committed to
taking any action necessary to ensure equal employment opportunity for person with
disabilities in accordance with the ADA and all other applicable federal, state and local laws.
E. Position Description
A position description identifies the responsibilities of a specific job position with the JCC.
Employees need to become familiar with their position description and should discuss
questions regarding the contents of their description with their supervisor. After reviewing
it, the position description will become part of the employee’s personnel record. Position
descriptions are not to be construed as a limitation on the authority of supervisory
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personnel to assign any and all tasks that are appropriate or essential to the employee’s
position or function.
F. References
If an employee would like Camp or the JCC to verify his or her employment, he or she must
provide permission, in writing, to the Human Resource Department. All requests for
information on current or former employees must be referred to the Human Resource
Department. No information regarding a current or former employee is to be given to
anyone, even in casual conversation. Any employee who violates this policy shall be subject
to disciplinary action up to and including termination.
G. Personnel Files
A personnel file is maintained for every employee. Typically, the record contains the
application for employment, references, position descriptions, performance appraisals,
correspondence, training records, payroll change notices and other relevant material. Any
medical and other confidential information is maintained separately from the personnel file.
Personnel files will be carefully protected against unauthorized review or use.
An employee’s address, telephone number and other information must be kept up to date.
Employees are required to notify the Payroll Department of any changes such as legal name
change, address or phone number change and whom to contact in case of emergency.
H. Health Requirements
The New York State Department of Health designates that no individual known to be a
carrier of a communicable disease shall be employed at a children’s camp.
Each seasonal staff member must submit a signed health history which includes
1. Identification of activities that cannot be performed for health reasons
2. Allergy record
3. Date of last tetanus booster
4. Record of current prescribed and OTC medications taken
5. Emergency Contact
6. Permission to treat in case of en emergency
Overnight camps require staff be screened by professional personnel before camper arrival
1. Observable evidence of illness, injury or communicable disease.
2. Changes to health history
3. Medication review
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I.
Staff Clearance
Applicants who accept positions for the summer must complete the required paperwork
before being allowed to start employment at Camp. Several of these required pieces are
directly related to background checks and inquiries into the Sex Offender Registry.
All staff must complete a background/voluntary disclosure form, I-9 for employment
verification, and submit at least three references. In addition, before the start of Camp, all
employees will have their names run through the NYS Sex Offender Registry and the
National Database of Registered Sex Offenders.
All employees are entitled to know the results of their background check under the Fair
Credit Reporting Act (2005).
IX. Employee Compensation
A. Employment Status
It is the intent of Camp and the JCC to clarify the definitions of employment classifications
so that employees understand their employment status and benefits. All summer camp staff
are considered and classified by the JCC as “Seasonal Employees.”
B. Work Schedule and Time Off
There will be no leave days allowed for sickness or personal business. Staff will not be paid
for sick days or days they are absent from work. Staff salaries will be prorated and reduced
for each day of absence. Leaving Camp early or arriving late will result in partial loss of a
day’s pay. Staff needing days off must submit a request form to the office before Camp
begins. Any unexcused absence is grounds for immediate dismissal.
C. Pay Days and Payroll Actions
Camp and JCC employees are paid every two weeks on Friday. Camp and the JCC define
each work week as beginning on Saturday at 12:01 a.m. and ends on Friday at midnight. In
the event that a regularly scheduled pay date falls on a Jewish holiday, the check will still be
dated for the scheduled pay date but will be distributed on the day before the holiday.
Payroll Deductions: The law requires Camp and the JCC to make certain deductions from
every employee’s compensation. Among these are applicable federal, state and social
security taxes. Additionally, some benefits require or allow an opportunity for employee
contribution. Employees may voluntarily authorize deductions from their paychecks
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for their contribution to participate in these programs. Pay garnishment deductions
mandated by law are automatically deducted from an employee’s pay.
Administrative Pay Corrections: Camp and the JCC takes all reasonable steps to ensure that
employees receive the correct amount of pay in each paycheck and that all employees are
paid promptly on the scheduled payday. In the unlikely event that there is an error in the
amount of pay, employees should promptly bring the discrepancy to the attention of the
Camp Director(s). In the event of an overpayment, the JCC will recoup the amount in the
following paycheck.
Bank Charges: In the event that a stop payment order on a payroll check is requested by an
employee, applicable bank fees will be charged to the employee by way of subtracting from
the net amount of the check.
Direct Deposit: Camp and the JCC encourage employees to use the option of electronic
deposit of paychecks to designated bank account(s). By completing a direct deposit form
available in the Payroll Department, an employee may choose up to three separate
accounts for direct deposit.
D. Performance Evaluation
Positive participation in the supervisory process and with individual evaluation is expected of all
staff. Evaluation of staff will include periodic verbal review and written evaluations every four
weeks at minimum.
E. Parking/Transportation
Staff members who possess a vehicle at camp must park it in the designated staff parking
area. Staff may not drive their personal vehicles through camp other than to unload/load
personal baggage.
Staff must register their vehicles at the camp office, providing their name, make of vehicle
and license no. Staff driving camp vehicles must be checked for an acceptable driving record
through the camp’s insurance company.
No one under the age of 18 may drive any camp vehicle at any time. (excluding golf carts)
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With the exception of medical staff and directors, staff may not transport campers in their vehicles.
F.
Short Term Disability
Seasonal employees are eligible for short term disability leave when medically disabled due
to a non work related illness or injury which leaves an employee unable to perform the
essential functions of their position. Short-term disability benefits provide replacement of a
portion of your regular paycheck, while medically disabled. Employees must notify their
supervisor and the Human Resource Director as soon as possible once a date of disability is
known so that the necessary paperwork can be sent to the employee to ensure a timely
processing of the claim by the carrier. Periodic medical updates may be required to
continue benefit payments.
G. Workers’ Compensation
The JCC provides Workers’ Compensation in accordance with legal requirements. This
program covers illness or injury sustained in the course of employment that requires
medical, surgical or hospital treatment. Subject to applicable legal requirements, Workers’
Compensation insurance will reimburse a portion of lost wages after the short waiting
period requirement. The waiting period applies to lost wages only.
Employees who are injured while working, or are involved in an incident where someone
was injured, regardless of the extent of the injury, must report the incident to their
supervisor immediately and complete an incident report.
If medical treatment is necessary, the supervisor may provide assistance in obtaining
treatment. The incident report must be signed by the employee, the supervisor and any
witness to the injury. All reported incidents will be investigated.
Employees unable to report to work due to a job related injury are required to maintain
frequent contact as directed by the Human Resource Director. In addition, prior to returning
to work, they must obtain a physician’s written statement authorizing return to duty and
stating any job related limitations they may have. This statement is required prior to
returning to work and should be submitted to the Human Resource Director.
H. JCC Membership
All Seasonal Employees are granted membership at the JCC of Greater Rochester for the
duration of their employment. At the time their employment ends, the membership will
also end.
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X. Employee Conduct
A. Sexual and Other Unlawful Harassment
The JCC is committed to providing a work environment that is free of discrimination and
unlawful harassment. Each employee is entitled to be treated with dignity, fairness and
respect by supervisors and by other employees. Camp and the JCC maintains a zero
tolerance policy for harassment or intimidation of any kind, because race, color, religion,
sex, sexual orientation, age, or any other characteristic protected by law. Any employee
who violates this policy will be subject to disciplinary action, up to and including
termination.
No employee may threaten or insinuate, either explicitly or implicitly that an employee’s
submission to, or rejection of, sexual advances will in any way influence any personnel
decisions regarding that employee’s employment, wages, advancement, assigned duties or
any other condition of employment or career development.
Any sexually harassing conduct in the workplace, whether it is in the form of physical or
verbal harassment, and regardless of whether committed by supervisory or non-supervisory
personnel, is also prohibited. This also includes, but is not limited to, repeated offensive,
unwelcomed sexual flirtations, advances, propositions, continued or repeated verbal abuse
of a sexual nature, graphic verbal commentaries about an individual’s body, sexually
degrading words used to describe an individual and the display in the workplace of sexually
suggestive objects or pictures.
Any employee who has experienced or who is aware of an incident of sexual or other
unlawful harassment must promptly report the matter to his or her supervisor. If the
supervisor is unavailable or if the employee believes it would be inappropriate to contact
the supervisor, the employee should immediately contact the Human Resource Director or
follow the chain of command for the department. Such complaints are investigated
promptly and, where possible, a mutually satisfactory resolution will be sought. Any
employee with questions about the internal process or concerns about possible harassment
or discriminatory treatment is urged to seek appropriate consultation with suitable senior
management staff. No employee will suffer retaliation, reprisal or intimidation as a result of
reporting an incident. The JCC and Camp maintain confidentiality in these investigations to
the extent feasible and consistent with an effective investigation and resolution.
Discriminatory treatment, which is based upon an individual employee’s race, ethnicity, age,
religion, or other legally protected characteristic, is also strictly prohibited. The same
disciplinary and investigative standards applicable to sexual harassment will be applicable to
other forms of unlawful harassment to the same extent.
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Substantiated sexual harassment or other discriminatory behavior, as well as willful filing of
a false report of sexual harassment or other discriminatory behavior will result in
disciplinary action up to and including termination and may lead to personal liability.
B. Basic Expectations of Camp Staff
Working at a summer camp is a tough job. To ensure the health and safety of each camper,
you must be “ON” from the minute you arrive at the bus stop, until you are back at your
own home. We’ll do all we can to help and support you in your efforts, but in return, there
are some things we expect from you:
1. The safety of our campers is your #1 concern. Know where your campers are at all
times. Don’t take chances. If in doubt, don’t do it, and don’t let your campers do it.
2. Treat all fellow staff with respect.
3. Follow the rules and policies of camp cheerfully.
4. Work out problems in a professional manner. You have a right to disagree with
other staff, but NEVER argue in front of the campers. Please direct all comments and
criticism to your supervisor or leadership staff in private, and we will do the same
for you.
5. Be a good role model at all times. You are a leader. Your actions, good or bad, will
be emulated by your campers.
6. Keep your private lives private!
7. Be on time to all of your scheduled activities. Don’t make the campers wait for
you.
8. It is your responsibility to get your campers quiet when someone is addressing the
group. If you are talking with other counselors, or not paying attention, your
campers will continue talking.
9. Be prepared for camp each day. This means getting the proper amount of sleep
and being organized with supplies on hand for all activities.
10. Be sensitive to your campers’ moods. These often tell us more than words do.
11. Be fair and helpful to all – favoritism gets you into trouble.
12. Rules are made for valid reasons. They can be changed, and often we do make
changes. If you do not understand why a rule exists, do not hesitate to ask us about
it.
13. Help children be responsible for their clothing and personal items. Check lost
and found daily with your campers.
14. You should always have something to do. If you have “down time” you should be
filling it by planning ahead, helping other staff, etc.
Remember that you are here for the campers, and their safety and happiness should always
come first. Without the campers, there would be no jobs for any of us. The success of camp
depends on each and every staff member.
C.
Personal Appearance and Dress Code
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All staff are expected to come to camp dressed neatly and are to be well-groomed. Wear
comfortable modest clothing suitable for active participation and support of camp
programs. Staff are expected to wear their camp T-shirts everyday while working on camp
grounds or at off site camp programs. Staff are expected to wear appropriate footwear
(close-toed/close-heeled) during work hours.
D. Attendance and Punctuality
Sisol: There are 42 working days in the 2014 season made up of the following: Orientation
(3) and camp days (39). Staff participation in all staff training and meetings is mandatory.
Staff are expected to fully participate in all camp activities and to be with his/her group at
all times. A bonus for perfect attendance is awarded to those who attend all 42 working
days, staff meetings, all assigned overnights, late nights, and trips. Attendance is taken by
supervisors on a daily basis.
E.
Gifts.
An employee may accept promotional items and/or gifts of nominal value from vendors.
Such gifts should not influence any decisions made by the employee as they relate to
continued business with the JCC. Gifts of material value are not to be accepted. All offers of
gifts or gratuities shall be reported to the employee's supervisor.
F.
Drugs and Alcohol
The use of alcoholic beverages or illegal drugs, or the abuse of legal prescription drugs
during work hours (including nighttime when not serving as a OD/CQ) will not be tolerated.
The possession of alcoholic beverages or illegal drugs on Camp property is forbidden.
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It is the goal of the JCC and Camp to provide a drug-free, healthful and safe workplace. To
promote this goal employees are required to report to work in appropriate mental and
physical condition to perform the job in a satisfactory manner.
Camp is a smoke free environment. Smoking anywhere on premises, including the parking
lot, is prohibited. This applies to all people on Camp property.
Violation of these policies will result in corrective action up to and including termination.
Such violations may also have legal consequences.
G. Child Abuse Reporting
In the event a staff member witnesses, hears about or infers that child abuse may have
occurred, whether sexual, physical or emotional, the allegation should be immediately
reported to the Camp Director or designated back-up to the Director. These people are
mandated reporters in NYS.
If an preliminary investigation shows a possibility of abuse, the Director will then report the
allegation to 1) The parent(s) of the child; 2) The JCC Director; The NYS Police; and 4)
NYDOH.
The Director will assure that the child’s safety and emotional well-being are cared for above
all else. The child is NOT to be questioned by camp personnel until the family is notified and
the police are present. If medical care is needed, transport to a hospital is required.
The alleged abuser will be removed from all contact with campers and detained by the
camp director or director’s designee. Further steps will be determined by the police and
parents.
The role of the general staff member is to be alert to possible issues of abuse, to report
them as above, and to protect the incident from becoming general camp knowledge once
reported.
H. Discipline Process
We strive to uphold a positive working environment based on honesty and mutual respect.
Occasionally, problems or concerns arise. In such instances, we want our staff to feel they
have a voice and someplace safe to express it. Below is the protocol to be followed in
addressing staff concerns:
First, discuss the problem with your immediate supervisor. A solution will usually result
from an informal meeting. But if the problem is unresolved following that discussion, the
employee may ask the supervisor to arrange a meeting with the next level of supervision. If
the problem concerns the employee's immediate supervisor, then the employee may
discuss the problem with the Camp Director who will make the final decision.
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I.
Cell Phone Policy
Cell phone use of any kind is not allowed during camp hours except for camp-related
emergencies.
J.
Social Media Policy
It’s common for people to express themselves by way of social media. However, in a work
setting, social networking can be a concern if it interferes with an employee’s work, is used
to harass coworkers or campers, create a hostile work environment, or harm the goodwill
and reputation of the JCC and Camp.
Thoughtless handing of emails or social media cannot only cause long-term harm to the JCC
but also to a private person. Information on employers spread by employees is no longer
private. They are permanently indexed by Google, Bing, and dozens of search engines and
thus made publicly accessible. Even in cases where only your contact can see what you
write, there is a possibility that one of them will forward what you say and make it visible to
a wider audience. As a result, personal conversation within social media networks should be
considered public rather than private.
The purpose of this policy is to provide guidance for the use of social media. All employees
should adhere to the guidelines in this policy when engaging in social networking
communications. Employees are expected to use common sense and judgment especially if
it may affect members, disclosure of confidential information or damage to the agency or a
member or co-worker’s reputation.
When using social media for your own personal use Camp and JCC employees must use the
following guidelines for all social networking postings.
1. Personal Responsibility: You are personally responsible for your postings. Pay attention to
what you leave behind on the web. Do not post anything that is defamatory, pornographic,
proprietary, harassing, or might be considered as creating a hostile work environment.
2. Openness: Identify yourself with your name and any function if the contents are
connected to Camp or the JCC. Make it clear that you are expressing your own opinion.
3. Respect: Do not publish negative articles or information about staff, campers, or parents.
Don’t say anything online that you wouldn’t be comfortable seeing quoted in the news or
having to justify to your boss.
4. Job Focus: Stay focused on your job. Keep in mind you were not hired to spend work time
on social media sites for private matters. Make sure that your online activities don’t
interfere with your job.
K. Confidentiality Policy
*Staff may be privy to personal information with regard to campers and their families.
*Under no circumstances should this information be shared with others.
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*Breach of confidentiality will result in disciplinary action up to and including termination of
employment.
L. Media Policy
*All camp, camper and staff related information is confidential.
*Staff may not share information with the media such as reporters, journalists, etc.
*the Camp Directors are the only staff who are permitted to do so with permission from the
Executive Directors of the JCC.
*Staff may not share information or discuss incidents with campers unless explicitly told
otherwise by the camp director.
XI. Employment Termination
Since employment with JCC Camps is based on mutual consent, both the employee and the
JCC have the right to terminate employment at will, with or without cause, at any time. All
wages that are due through an employee’s last day of work will be paid on the next
regularly scheduled payday. To terminate employment please speak with the Camp
Director.
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Receipt of Handbook
I have received the employee handbook for the Jewish Community Center of Greater
Rochester, and I understand that I am responsible for reading the personnel policies and
practices described within it. I understand that this handbook replaces any and all prior
handbooks, policies and practices of Camp and the JCC.
I agree to abide by the policies and procedures contained therein. I understand that the
policies and benefits contained in this employee handbook may be added to, deleted or
changed by the JCC at any time. I understand that neither this manual nor any other written
or verbal communications by a management representative or agent of the JCC is intended
to, in any way, create a contract of employment or change the JCC’s policy if employmentat-will which means that either the JCC or I may terminate my employment at any time, for
any reason, without or without case and with or without notice.
If I have questions regarding the content or interpretation of this handbook I will bring them
to the attention of the human resource manager.
PRINTED NAME: ________________________________________ DATE: ____________
EMPLOYEE SIGNATURE: __________________________________________________________
Review of Non-Harassment and Sexual Harassment Policies
I acknowledge that this day that I have reviewed the JCC’s policies regarding nonharassment and sexual harassment located at Camp and in the Jewish Community Center of
Greater Rochester handbook, and that I fully understand my obligations and responsibilities
as outlined therein including, but not limited to, the reporting procedures to be followed in
the event I or any other employee is subject to harassment or sexual harassment by another
employee.
PRINTED NAME: ________________________________________ DATE: ____________
EMPLOYEE SIGNATURE: __________________________________________________________
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