Welcome to the Capital Camps (CC) family! Our objective is to provide a warm, safe, professional, and fun environment for all our staff, campers, and community members. To accomplish this important goal, any staff member who joins our community must have a clear understanding of our values and be fully prepared to comply with our policies. The policies contained herein apply to all CCRC counselors, kitchen staff, health center staff, Leadership Team, and all others employed by CC. 

 

STAFF COMPOSITION 

Equal Employment Opportunity 

CC is an equal opportunity employer and provides employment opportunities to qualified candidates without regard to race, color, sex, national origin, age, marital status, sexual orientation, physical or mental disability, or any other basis protected by law. We bunk campers and staff according to the gender they identify with rather than the sex assigned at birth. Campers and staff can choose what pronouns and/or name they would like to use at camp. For your contract and signatures to employment documents, staff must use their current legal name. This policy applies to all terms and conditions of employment. 

Any type of discrimination or harassment with respect to colleagues, subordinate employees, supervisors, campers, community members or guests is prohibited. Any violation of CC’s Equal Employment Opportunity Policy should be brought promptly to the attention of the employee’s supervisor and/or Camp Director. Our Human Resources team is available to any staff member who has a concern, including a concern about physical, sexual, and verbal abuse or harassment by any member of the camp community. Violations may be made the subject of a complaint filed under CC’s Grievance Procedure. Any staff member who fails to comply with CC’s EEO Policy may be subject to disciplinary action, up to and including termination of employment. 

 

Commitment to Workplace Diversity 

As a 501(c)3 religious-based organization, CC is exempt from constraints based on religion and does hire predominately Jewish staff members. As part of a Jewish agency, CC focuses on hiring positive Jewish role models and seeks diversity, primarily from within the Jewish community. On a secondary level, CC exposes its campers and staff members to individuals from varying backgrounds and cultures, including religions other than Judaism. 

 

Americans with Disabilities Act (ADA) 

CC is committed to being an open and welcoming community for both campers and staff. CC makes reasonable accommodations for individuals with disabilities to work at camp. CC does not discriminate based on physical and/or emotional needs, so long as the individual can fulfill the duties of the assigned position with or without a reasonable accommodation. 

 

Staff Age Requirements 

All CC staff members must be a minimum of 17 years old. 

 

 

TERMINATION OF EMPLOYMENT 

If a staff member is performing below expectations, they may have the opportunity to meet with their supervisor(s) to develop an appropriate plan of action during a probationary period. At the conclusion of the probationary period, if applicable, the Camp Director will determine 1) whether or not the staff member will remain in CC’s employ, and 2) any additional requirements the employee must fulfill in order to maintain their employment. 

Failure to comply with any camp policy may result in termination of employment. At the Camp Director’s discretion, any action or inaction, which negatively impacts the health, safety and/or general well-being of campers and/or staff members, may result in termination of employment. At the Camp Director’s discretion, any action or inaction, which taints or may taint CC’s reputation (in the discretion of CC), may result in termination of employment. Nothing herein or elsewhere shall be construed to alter the at-will relationship between SM and CC or after your status as an at-will employee. 

 

 

BEHAVIOR, DRESS CODE, AND RELATIONSHIPS 

Ethical Behavior 

Because of the awesome responsibility of being on staff at CC, all staff members are expected to serve as positive role models to our campers. This requires good judgment and decision making while a staff member is on and off duty. Staff members must conduct themselves with honesty, integrity, and in accordance with the highest standards of community norms and values. Staff members engaging in behavior considered inappropriate (in the discretion of CC) may be terminated or have their employment agreement revoked. With this in mind, please note the following: 

• During the pre-employment period, staff behavior may be monitored via social media or anecdotal reporting. 

• During the employment period, staff member behavior may be monitored, including on days off and on time off, both in and out of camp and via social media or anecdotal reporting. 

• CC may terminate employment immediately upon failure to perform any duties deemed necessary to uphold the camp’s safety, day-to-day operations, integrity, and reputation. 

• Guns, knives and/or other objects that are or may be construed as weapons are prohibited. 

 

Dress Code 

We view camp as a professional work environment and have high standards regarding the dress code of our counselors. The dress code is in place to ensure a respectful and safe workplace for all. 

• Staff members are required to wear the staff uniform (typically a soft-style t-shirt provided by camp) from wake-up until Shower Hour (prior to dinner each day), including Shabbat (Saturday). 

• Staff Identification Tags must be worn at all times 

• Staff members will need to keep track of the time and schedule and are required to bring a wristwatch (cell phones are not to be used for this purpose.) 

• The following clothing standards apply for all staff: 

• No clothing with logos containing references to violence, sex, drugs, tobacco, or anything else deemed inappropriate for campers by the Camp Director. 

• No clothing related to anything that goes against CCRC’s core value of supporting Israel or anything that could be disruptive to this value as deemed by the Camp Director. 

• No clothing that is excessively tight, short, baggy, or exposes any undergarments. CC reserves the right to request that a staff member changes their clothing if deemed inappropriate by the Camp Director. 

• Clothing must cover a staff person’s bottom completely at all times (including while seated). 

• All swimwear should be professional for a setting that involves working with children and should not violate the boundaries of community norms. 

• Staff members must wear closed-toed shoes, except while at the pool, lake, around living quarters/villages, or during Shabbat. 

•  CC reserves the right to request that a staff member cover or remove tattoos and/or piercings deemed inappropriate by the Camp Director. 

 

Personal Relationships 

All staff members should feel both physically and emotionally safe at camp. Any relationship and/or conduct between two mutually consenting adults are not for CC to encourage, sanction, or prevent. However, to the extent that a relationship and/or conduct may impact the camp community, the following policies apply to all staff members: 

• Relationships between staff members and campers- including 11th graders (Leaders-In-Training) and 12th graders (Counselors-In-Training)- are prohibited, illegal, and subject to prosecution.  

• Relationships must not negatively impact the camp program or the greater camp community. 

• Relationships must not distract a staff member from fully performing their duties. 

• As role models, staff members may choose to share with campers that they are/have been involved in healthy consensual relationships but are required to keep intimate details and details of any sexual activity private. 

• Public displays of affection that violate boundaries of community norms are inappropriate (kissing, physical contact of a sexual nature, etc.). 

• Supervisors are prohibited from engaging in relationships with anyone they supervise directly. 

• Sexual activity by or between staff members is prohibited while in communal areas on campgrounds and during out-of-camp trips, this includes any sexual conduct and/or masturbation. 

• All staff members are responsible for the physical and emotional safety of both campers and co-workers. It is therefore each staff member’s obligation to report actions and/or conversations deemed inappropriate, along with any suspicious behavior, to their supervisor or a member of the Camp Team or Leadership Team. Staff members are required to participate, in good faith and with honesty, in any investigation of improper conduct at camp or related to camp. 

 

 

PHYSICAL, SEXUAL, AND VERBAL ABUSE 

No staff member shall physically, verbally, or sexually abuse and/or assault any camper or co-worker. Such activity may result in immediate termination of employment. CC reserves the right to report this behavior to law enforcement. 

A staff member is never to strike or use physical punishment with a camper or co-worker. Any instance of this behavior must be reported immediately to a member of the administrative team or Camp Director. CC reserves the right to report this behavior to law enforcement. 

In cases of suspected and/or disclosed child abuse, each staff member is considered a mandatory reporter by law. All staff members are required to attend the training session on preventing and reporting child abuse provided during staff orientation. Any staff member absent from this training will need to complete an online training prior to the beginning of their employment period. 

In addition to the staff member’s legal obligations to report child abuse to state authorities, CC also requests that the staff member discuss any issues relating to improper/abusive conduct (whether involving children or adults) with the Camp Director and/or designated HR representative. Staff members should not hesitate to report any behavior they deem inappropriate and/or suspicious. CC will not retaliate against anyone who, in good faith, reports such concerns. 

 

 

PROHIBITION OF HARASSMENT 

CC does not tolerate any type of harassment of its employees. In particular, harassment of any employee by a supervisor, colleague, supervisee, or non-employee (client, guest, vendor, or any other outsider) on the basis of race, color, religion, sex, national origin, age, marital status, sexual orientation, disability, or any other basis protected by law is strictly prohibited. Each staff member is responsible for ensuring that the work place is free from harassment, and a staff member may be subject to disciplinary action, including termination of employment, for any violation. 

Sexual harassment includes unwelcomed sexual advances, requests for sexual favors, and/or any other verbal, written, electronically transmitted, and/or physical conduct of a sexual nature, which has the purpose and/or effect of unreasonably interfering with an individual’s work performance, or creates an intimidating, hostile, and/or offensive working environment. 

Any employee who believes that they have been subjected to any form of harassment should notify the Camp Director and/or HR representative immediately. CC is unable to prevent and/or stop such behavior without knowing of its occurrence. The staff member may also communicate their complaint to the CEO. Any complaints will be handled sensitively and confidentially as is practicable. CC will not retaliate against anyone who, in good faith, reports such concerns. 

 

 

TOBACCO, DRUGS, AND ALCOHOL 

• Capital Camps observes a zero tolerance policy regarding: 

• Possession on camp of alcohol, illegal drugs, paraphernalia, unsecured controlled substances, and/or medical cannabis. 

• Use on camp of alcohol, illegal drugs, or medical cannabis. 

• Impairment on camp by alcohol, illegal drugs, controlled substances, or medical cannabis.  

• Any infractions of this policy are prohibited and will result in termination of employment.  

• Capital Camps reserves the right to search cabins, including staff member areas, personal belongings, and/or personal vehicles, with or without the staff member’s permission or presence, and seize any prohibited substances. Capital Camps also reserves the right to report any illegal incidents to law enforcement agencies. 

• Capital Camps reserves the right to perform random drug testing, the results of which may be considered for termination of employment. Refusal to participate in random drug testing may result in termination of employment. 

• Although Capital Camps is generally a tobacco-free environment, staff members may use the one designated area, at sanctioned times (typically not before 10pm) to use tobacco products or vape. Failure to comply with this policy may result in termination of employment. 

• Tobacco products, including cigarettes, vapes, and smokeless tobacco, are not allowed in any living spaces shared with campers, nor are they allowed to be kept on one’s person or in any personal accessories held by the staff member. Staff will have the opportunity to register for a private locker located near the staff lounge to store their tobacco products. 

• Staff members play a key role in ensuring the safety and health of our campers and staff. Accordingly, staff members must notify Camp Leadership immediately if the health or safety of a camper or counselor is diminished in order for Capital Camps to administer proper care. 

 

 

COMMUNAL LIVING, CAMP PROPERTY, AND VEHICLES 

Communal Living 

• Most staff members live in communal housing with other staff members and campers. As such, respect (kavod) for one another and an individual’s possessions are essential. 

• To ensure an emotionally/physically safe environment, staff members are only permitted in their specific housing unit. 

• No SM may enter another person/group’s living quarters unless their job requires it. In such instances, SM should make their presence known and wait for an invitation to enter. 

 

Security and Camp Property 

• Staff members must wear photo identification (provided during staff orientation) at all times while at camp and during out-of-camp trips with campers or conducting camp business. 

• All staff members must follow established check-in and check-out procedures upon entering or exiting camp property. 

• Visitors are not permitted on camp property without the Camp Director’s permission. 

• Staff members are expected to serve as role models and maintain the cleanliness of camp, including cabin and common areas. 

• Any destruction, graffiti, and/or abuse of camp facilities may result in termination of employment. SM will be held responsible for reimbursing CC for costs incurred to repair damage caused by SM. 

• Staff members are expected to discourage any destruction, graffiti, and or/abuse of camp facilities. This includes, but is not limited to, writing names on picnic benches, bunks, cubbies, walls, tents, mattresses, or other inappropriate places. 

 

Personal Property 

• CC is not responsible for personal items brought on to camp premises. This includes personal sports equipment, passports, and electronics.  

• For those who wish, camp will hold staff and camper valuables in the safe in the camp office.  

• We strongly suggest that large amounts of money and all travel documents are kept in the safe. Staff members will have access to the safe on a regular basis when the camp office is open. 

 

Packages 

• Packages mailed to Capital Camps for Staff Members are the personal property of the SM.  

• CC will do our best to deliver packages to the designated SM but ultimately is not responsible for the property.  

• CC cannot guarantee that packages will be appropriately delivered.  

• CC highly discourages packages to be mailed to Staff Members in advance of the camp season and at the beginning or end of the camp sessions due to the high volume of packages being received. 

• Staff members are encouraged to purchase personal items during days off and nights off at local stores, rather than mail these items to camp.  

 

Vehicles (Personal & Camp) 

• Staff members are permitted to bring personal vehicles to camp. However, personal vehicles are not to be driven on camp property at any time, unless permitted by the Camp Director. Personal vehicles must be parked in designated areas. 

• Loss, damage, and/or theft of vehicles is the responsibility of the vehicle’s owner. Staff members electing to drive other staff members in their personal vehicles may do so, but at their own risk. 

• Car details (make, model, color, license plate number) must be registered through your CampInTouch Account within the “Important Personal Information” form. 

• Staff members may drive their personal vehicles out of camp during their free time (evenings or days off) if departure from camp has been approved by the Camp Director. Personal vehicles are not available for use during working hours. 

• No staff member should ever drive a camper in a personal vehicle under any circumstance. 

• Camp vehicles are for business purposes only and may only be driven by approved individuals. All individuals driving camp vehicles must observe vehicular safety when using these vehicles (including appropriate seat belt usage and not overcrowding the vehicle with passengers or cargo). 

• Cell phone use of any kind is prohibited at all times when operating a vehicle. 

• Campers and staff members often walk on camp roads. As such, driving in camp presents a clear danger. 

• The speed limit throughout camp is 10 mph. Staff members who exceed camp’s speed limit will lose driving privileges. 

• All vehicles on camp property are subject to searching for any reason deemed by CC or local authorities. 

 

Animals 

• No animals are allowed to stay at camp without prior arranged permission of the Camp Director or as required by the Americans with Disabilities Act.  

• Permission will only be granted to staff who have their own living quarters.  

• If written permission is granted, SM must sign and adhere to CC’s Animal Policy. CC’s Animal Policy includes the following expectations: 

• All animals must be kept in the staff member’s living space or on a leash at all times. 

• Anyone with an animal is responsible for picking up after their pet. 

• Animal owners are financially responsible for any damage their animal may cause to camp property. Additionally, animal owners are solely legally and financially responsible for any injuries or damages their animal may cause to another camper or staff member.   

• Owner must provide proof that animal is covered under a form of insurance. 

 

MEDICAL FORMS, HEALTH CARE, AND FOOD 

Medical Forms and Health Care 

• Staff members must establish their good health by completing CC’s Online Health Form by May 15, 2025. 

• If the staff member requires medical care, dental care, hospitalization, prescription or over-the-counter medication, the cost of such care shall be billed to the staff member. Any medical expenses charged to CC will be deducted from the staff member’s paycheck as an amount owed by the staff member to CC. Staff members are responsible for submitting any insurance-related information and/or certifications to their insurance provider. 

• All staff members are covered by worker’s compensation for illness and/or accident directly related to their employment with CC. 

• Staff member medication is not permitted in living spaces in which campers reside and must be kept in the Health Center or a secure locker located near the staff lounge. 

• Staff members may be provided confidential camper health-related information. This information is intended to help staff members meet the camp community’s needs, and by law, must be kept confidential. 

• Members of camp’s community care team are available to assist the staff member in identifying mental health services that may be useful for the staff member’s own care. 

• Staff members must disclose any medical, physical, or other condition that would interfere with the staff member’s performance of their duties with or without a reasonable accommodation. 

• We highly recommend that all of our staff receive COVID-19 vaccinations and boosters. 

 

Food 

• Capital Camps is a Kosher camp under supervision of Star K and is a nut-prohibited facility. Unauthorized food is prohibited beyond the gate at the Welcome Center. 

• No food or drink is permitted in the cabins.  

• This includes but is not limited to snacks, candy, protein powder, etc. 

• Food in the cabins can cause a number of problems, including (1) unfairness and jealousy, (2) attraction of mice, insects, and/or snakes, and (3) the overall health and safety of camp including individuals with allergies. Parents and campers are informed of our policies concerning packages and food. 

 

 

COMMUNICATIONS AND MEDIA 

Cell Phones 

• A staff member’s job and their responsibilities are primary during the employment period. A staff member may only use a cell phone, e-mail, and other forms of electronic communication during their time off and in designated areas away from campers. 

• Office phones and computers are for official camp use only. 

• Internet access in the staff lounge is available for staff use, only during off hours. 

• Cell phones may be used to play appropriate music in the villages or at activities, but music should not be played while walking around camp. 

• Cell Phones are not to be used in the presence of campers and should remain on silent or vibrate mode. Improper cell phone usage may result in a warning or termination of employment. 

• Staff Members may not take any pictures of campers on cell phones. 

• A copy of CC’s Social Media Policy is included and can be found on pages 16 and 17. 

 

Media 

Staff members are prohibited from communicating with members of the media. Any media inquiries must be forwarded to the Camp Director or CEO.  

 

 

IMPORTANT DATES AND TIMES 

Opening Camp 

All staff members must attend staff orientation, which is part of the employment period. 

Those who cannot attend staff orientation due to approved conflicts must have the absence approved by Camp Leadership and must confirm review of CC’s Late Hire Manual.  

 

Training Start Dates 

Gesher (Kitchen) Team: Various Dates/Times to be Determined 

Outdoor Adventure Staff & Lifeguards: Sunday, June 8, 2025 

Other Specialists: Wednesday, June 11, 2025 

Leadership Team: Friday, June 13, 2025 

All Staff Members: Sunday, June 15, 2025 

Detailed information, including training start times, will be distributed in the Spring. 

 

Closing Camp 

Staff members should make travel arrangements with an expectation that they will be released after 3pm on the last day of their employment period (a minimum of 3.5 hours should be allotted for travel/check-in to airports local to Washington DC. All staff members must input their travel information through the “Important Personal Information” form available on your CampInTouch Account, due May 15, 2025.  

Paychecks are not distributed until all cabin and program areas are cleaned, inspected and approved by the Camp Director or their designee. Senior staff members and specialists are required to submit inventory sheets and area reports. 

 

EXPECTATIONS FOR TIME OFF AND EVENING RESPONSIBILITIES 

Evenings and Night-Duty (“Shmira”) 

• For the safety and well-being of camp, staff members are assigned night duty (Shmira). All staff members share this responsibility throughout the summer. 

• At least one mandatory evening full staff meeting will occur each week. 

• Any and all departure from camp must be approved by the Camp Director. The following policies will be in place: 

• If a staff member is not on Shmira, they may choose to leave camp briefly, as long as that specific evening is designated as a “Out Night” by the camp’s senior management. Departure for the “Out Night” is contingent upon successful completion of responsibilities and must be approved by the staff member’s supervisor. During “In Night” evenings, when staff may not leave camp, staff members are encouraged to plan and/or participate in approved and provided recreational activities. 

• The consumption of alcohol is prohibited on “Out Nights” for all staff members, including staff members of legal drinking age. 

 

Curfew 

• All staff members must follow the process for checking back in to camp and their villages by curfew, on In Nights and on Out Nights. The curfew check-in process will be explained during Staff Training Week. 

• Curfew time is established and communicated by camp leadership during Staff Training Week. By curfew, all staff members but be in their individual cabins or living spaces. 

• An initial curfew violation will result in losing the privilege of leaving camp for the next applicable “Out Night.” A second curfew violation will result in losing the privilege of leaving camp for the next applicable “Out Night” and meeting with the Camp Director or their designee. Any curfew violation thereafter may result in termination of employment. 

 

Hours Off 

• CC recognizes that working at camp is an intense, strenuous experience. Staff members can be expected to work from early morning until late at night. As such, CC provides time off at appropriate times throughout the summer. 

• Staff members are typically granted one hour off per day, which is scheduled at the discretion of their supervisor. This hour off may occur at different times each day, and will depend on responsibilities and program needs. 

• All staff members are prohibited from leaving camp during the work day. If a staff member has been granted approval from the Camp Director to leave camp, they must sign out with a supervisor. 

 

Days Off 

• Each staff member is entitled to scheduled and pre-approved days off during the summer, which are coordinated at the Camp Director’s discretion. 

• To maintain safety and program continuity, a limited number of staff members are permitted to take days off at the same time. Days off are scheduled at the beginning of each session based upon camp’s needs. Special requests are accommodated as often as possible, but not guaranteed. Co-counselors do not generally have the same day off. 

• Any and all departure from camp must be approved by the Camp Director.  

• Staff will have off for “Inter-Session”, the Shabbat between First Session and Second Session. Staff can expect to leave camp in the afternoon of Friday, July 18, and return on Sunday, July 20 (time TBD).  

• Staff members are expected to make their own arrangements for transportation on days off. CC will attempt to provide transportation to local shopping areas and/or to the Washington D.C. metro. 

 

Specific Time Off Requests 

• Any requests for specific time off during a staff member’s employment period must be Summer 2025: Days Off Needs Request Form as soon as the staff member is made aware of the conflict. 

• The request form also details CC’s expectations and acceptable reasons for requesting specific time off.  

 

Extended Time Off 

• Staff members receive a total of approximately 80 hours off during First Session and 64 hours off during Second Session. If time off requests exceed those hours, we will work with Staff Members individually to adjust their Employment Agreement and compensation as appropriate. College Orientations count towards this time off allotment. 

• Staff Members who need to be off camp for extended periods of time for Bereavement Leave, Sick Leave, or any other purpose will only be paid up for time off up to the generally expected total hours of time off. Any extended time off above 80 hours First Session and 64 hours Second Session will be unpaid and will result in an adjusted Employment Agreement. 

 

Leaving and Returning to Camp Property 

• Staff coming to and leaving camp for any reason must adhere to established security protocols at the front gate, including checking in/out with security personnel. 

 

CONDUCT WITH CHILDREN POLICY 

Capital Camps personnel (leadership and staff) who interact with children (persons under the age of 18) shall promote open and trustworthy relationships between children and staff. 

While this policy applies to activity while a staff member is employed at Capital Camps, please note that breaking of this policy before or after the employment period, with actions that may reflect negatively on Capital Camps or negatively impact a member of the Capital Camps community, may result in disciplinary action by Capital Camps, including termination, or a decision to not be re-hired in the future. 

1. Capital Camps personnel who work with youth will have training appropriate to their level of responsibility. Capital Camps personnel shall seek and receive training regarding appropriate boundaries and conduct with children.
2. Appropriate conduct and interactions between Capital Camps personnel and a child can contribute to the child’s development and is a positive part of the Capital Camps experience.
3. Inappropriate conduct and interactions between Capital Camps personnel and a child can cause harm to a child’s development and well-being, and shall never occur. Appropriate boundaries must be established and respected. Capital Camps personnel may not engage in sexual or inappropriate physical contact with a child. Sexualized touch is never appropriate. Any interaction with a child that is a “secret” is not appropriate.
4. Capital Camps personnel who work with a child shall be aware that physical contact can be misconstrued. Capital Camps personnel shall be aware of a child’s vulnerability as well as their own.
5. Capital Camps personnel shall never physically discipline a child.
6. Capital Camps personnel should make sure that all their interactions with campers are observable and interruptible. Capital Camps personnel should avoid being alone with a child unless it is unavoidable due to an emergency.
7. Capital Camps personnel shall not drive alone with a child.
8. Capital Camps personnel shall never provide a child with alcohol, illegal drugs, tobacco products, pornography or other inappropriate material.
9. Capital Camps personnel shall never send inappropriate electronic communications to a child. Electronic communications with a child shall be Capital Camps related and never be hidden from parents or others.
10. Communications and/or information displayed or shared by Capital Camps personnel with a child through social media must be consistent with the values of the Capital Camps and readily accessible to parents and guardians as well as supervisors.
11. Capital Camps personnel shall not give gifts or grant special privileges or opportunities to a specific child in return for the benefit of Capital Camps personnel. Staff members are prohibited from borrowing any camper’s personal items. Staff members may not possess camper valuables.
12. Capital Camps personnel shall act responsibly in respecting private information received about a child. Information should be shared on a “need to know basis” or with permission. Information provided on permission forms shall be viewed or disclosed by Capital Camps personnel only on a “need to know basis” or with permission.
13. Capital Camps personnel shall not (a) illegally possess and/or use alcohol or drugs at any time, and (b) use alcohol or tobacco when working with a child.
14. Capital Camps strictly complies with state laws regarding reporting suspected abuse and neglect to civil authorities and cooperates with civil authorities investigating reports of suspected abuse or neglect by anyone, including but not limited to Capital Camps personnel. Any person who has reason to believe a child has been subjected to abuse (including sexual abuse) or neglect must make a report to the local office of Department of Social Services or law enforcement as soon as possible. In Maryland, abuse must be reported to the county in which it occurred (see Appendix A). In Pennsylvania, suspected abuse must be reported to the Department of Human Services by calling ChildLine at 1-800-932-0313. In Virginia, suspected abuse must be reported to the Department of Social Services by calling 1-800-552-7096. Suspected abuse must also be reported to Capital Camps leadership.
15. Capital Camps personnel who have reason to believe a child has been subjected to misconduct by Capital Camps personnel or have observed Capital Camps personnel engage in inappropriate conduct or in an inappropriate interaction with a child must immediately notify Capital Camps leadership and/or designated staff.

 

AUTHORIZATION OF USE OF IMAGE/LIKENESS 

I hereby assign and grant to Capital Camps, as well as their authorized representatives, the right and permission to use and publish the photographs/film/videotapes/electronic representations and/or sound recordings made of me at all camp activities, and I hereby release all Capital Camps employees, volunteers, related parties, and/or other organizations associated with the activity from any and all liability from such use and publication. I further authorize the reproduction, sale, copyright, exhibition, broadcast, electronic storage, and/or distribution of said photographs / film / videotapes / electronic representations and/or sound recordings without limitation at the discretion of Capital Camps, and I specifically waive any right to any compensation I may have for any of the foregoing. 

 

SOCIAL MEDIA POLICY 

Capital Camps recognizes that social media is part of today’s society and that it is a commonly used method of communication. To help guide a staff member in using social media platforms, Capital Camps has created this Social Media Policy. We request that our staff members exercise discretion, are mindful of their actions, and are thoughtful and respectful of the anticipated audience of the content. This Policy will help staff members maintain respectful, knowledgeable interactions with individuals on the Internet, while also protecting the privacy, confidentiality and interests of the Capital Camps community (campers, parents, staff members, etc.). Communication with campers can only be done with full knowledge and permission of the camper’s parents/guardians and disclosure to Capital Camps.  

While this policy applies to activity while a staff member is employed at Capital Camps, please note that breaking of this policy before or after the employment period, with actions that may reflect negatively on Capital Camps or negatively impact a member of the Capital Camps community, may result in disciplinary action by Capital Camps, including termination, or a decision to not be re-hired in the future. 

1. Statements about Capital Camps: When posting content, staff members may not make any disparaging statements about Capital Camps, its campers, parents, staff members, board members, donors, alumni, and/or any other individual and/or entity connected to Capital Camps that might reflect negatively on Capital Camps or any of the constituencies listed above.
2. Connections with Campers Online: Staff will only communicate with campers on social media sites in an appropriate manner and if necessary. Staff are allowed to be “friends” with campers on social media platforms (Instagram, snapchat, Facebook, etc), in a limited capacity, and staff may be followed by and may follow campers when invited on various other platforms. Staff will select settings to appropriately limit access by children, and be mindful of the content they post knowing campers and families may have access to it.
3. Confidentiality: Staff members may not reveal personal information about an individual and/or otherwise invade the privacy of another person. A staff member’s posting may not contain the name, image, or likeness of any person without their written permission, and a posting may not contain the name, image, or likeness of any MINOR, even if permission has been granted. Additionally, employees may not impersonate others and/or create an account in order to mislead, confuse or deceive.
4. Inappropriate Material: Staff members may not post any photos and/or images, or use language that is obscene, contains nudity or sexual images, and/or is violent or otherwise offensive in nature. When defining what is offensive, staff members must use the same guidelines that they would in any other interaction or communication at Capital Camps.
5. Harassment: Staff members may not post anything on a social media platform that is derogatory, offensive or threatening to another person. This includes anything that may be considered “bullying,” in accordance with Capital Camps’ anti-bullying policy. Capital Camps’ camp director has sole discretion in deciding what is considered a derogatory social media post.
6. Defamatory Comments: Staff members may not post any comments that may be considered to be defamatory. In other words, staff members may not post any false information that may damage the reputation of others, including claims that an individual has committed a crime, has a disease, engaged in sexual activity, or otherwise jeopardized and/or caused injury to others.
7. Proprietary Information: Staff members may not post any proprietary or otherwise confidential information about Capital Camps or any third party, or post any content that contains copyrighted material or using trademarks, without written permission from the copyright or trademark owner. Staff members are only permitted to post content that they have the right to post to third-party websites.
8. Misrepresentation: Staff members may not discuss any public or camp-related issues in a way that creates the impression that they are representing camp in any matter. Such postings may lead to disciplinary action – including termination of employment – and/or legal action.
9. Spamming and Technical Abuse: When using social media platforms, staff members may not create multiple accounts in order to disrupt or abuse others’ use of the site, create accounts to prevent others from using that account name, and/or for the purpose of selling the account, sending mass invitations, duplicating and/or reselling a site’s products or services, publishing malicious content, and/or causing intentional damage to others’ browsers or computers.
10. Nothing in this policy is intended to nor shall limit, restrict, inhibit, or interfere with a staff member’s right to discuss with others and/or post any workplace concerns including wages, hours, terms and conditions of employment.