TIC SUMMER CAMP PERSONNEL POLICIES
EQUAL EMPLOYMENT OPPORTUNITY: TIC
complies with all applicable Federal and State laws
and provides equal opportunity to employees
without regard to race, color, religion, gender,
sexual orientation, national origin, disability or
veteran status.
DUTIES: The main responsibility of all staff is the
campers' safety and well being. Counselors are to
use unassigned time for planning, paperwork, and
managing supplies. Acceptance of a TIC contract
is a primary commitment. A second job is allowed
only when it is not detrimental to job performance
at TIC. Outside activities should not be scheduled
before 4 p.m., the end of the camp day. In addition
to regular duties (e.g. cleaning up the classrooms
and fields), there are brief meetings after carpool
and a meeting every Wednesday.
SICK AND PERSONAL LEAVE: Each staff
member working all 8 weeks is allowed paid leave
for one day (8 hours) per camp season with the
Camp Director’s permission. This may be used for
illness, family emergency or personal business.
Pay will be forfeited for any absence beyond one
day per season. Employees who have had perfect
attendance will receive one extra day’s pay as a
bonus on the last paycheck.
GRATUITIES: Staff members may not accept
money or expensive gifts (cookies are OK) from
campers' parents during employment at TIC; tips
are not allowable under American Camp
Association (ACA) standards.
HEALTH & CRIMINAL BACKGROUND
INFORMATION: To meet accreditation and state
licensing requirements, TIC must have on file for
each staff member a heath history with an
immunization record including the date of the last
tetanus shot. Rehires must fill out this form
annually. This form must be submitted prior to or
upon arrival for staff training. New staff must
submit a voluntary disclosure form and MD requires
fingerprinting.
ILLNESS AND ACCIDENTS: All staff illness and
accidents must be reported to the Camp Nurse who
determines whether the employee needs medical
care. Workman's Compensation covers all
work-related injuries. TIC is not responsible for
medical bills incurred as a result of illness or
accidents sustained off-duty.
EVALUATION: Supervisors
evaluate staff performance
frequently during the season and
give feedback for needed improvement. Each staff
member has an exit interview with the Camp
Director at the end of the camp season.
VEHICLES: Personal vehicles may be parked only
in areas designated by the terms of our lease.
Staff who use their vehicles for camp business are
reimbursed for mileage at 50 cents per mile.
PERSONAL PROPERTY: Staff members should
not bring valuables to camp since TIC cannot be
responsible for the personal property of its
employees. Firearms and weapons are strictly
prohibited at camp as are all animals and pets.
PERSONAL CONDUCT: TIC staff are expected to
be models for the youth in their care. Profanity,
use or possession of alcohol or drugs, or any other
actions incompatible with the philosophy of the
camp will not be tolerated. Smoking on camp
grounds is strictly prohibited. Cell phones are never
to be used when campers are present— except in
an emergency.
TERMINATION OF EMPLOYMENT: Employee
contracts may be terminated by TIC for any of the
following reasons:
! Failure to carry out assigned responsibilities in
a manner consistent with camp standards.
! Frequent tardiness or absence.
! Inappropriate disciplining or rough handling of
campers; inappropriate physical contact;
sexual misconduct at camp.
! Disrespect or disloyalty to supervisory staff.
! Use of illegal drugs or alcoholic beverages.
! Misconduct in or out of camp which reflects
badly on the camp's image.
! Facility breakdown due to circumstances
beyond the control of the camp, e.g. fire,
tornado, hurricane, flood, epidemic.
! General economic conditions or public safety
disruptions beyond the control of the camp
causing the camp in its sole discretion to close.
BINDING ARBITRATION: Any dispute concerning,
relating, arising out of or referring to the subject
matter of the employment contract shall be
resolved exclusively by binding arbitration in
Arlington County VA, according to the then existing
commercial rules of the American Arbitration
Association and the substantive laws of Virginia.