Staff Policies

Anti-Harassment Policy

Camp Trinity is dedicated to fostering a work environment where all employees feel safe, respected, and valued. We are committed to ensuring that every individual has the right to work in a professional setting that promotes inclusivity, equal opportunity, and prohibits any form of unlawful discrimination. Camp Trinity expects all employees and individuals to be treated with fairness and dignity and maintains a zero-tolerance policy toward any form of harassment."

Definition of Harassment

1. The Equal Employment Opportunity Commission defines harassment as verbal, written, or physical conduct that denigrates (attacks) or shows hostility or aversion toward an individual because of his/her:

   1. 1. • Race

         • Color

         • Religion

         • Gender

         • Sexual Orientation

         • National Origin

         • Age

         • Disability

         • Marital Status

         • Citizenship

         • Genetic Information

         • Any other characteristic protected by law or that of his/her relative, friends, or associates.

   2. Harassment is also any conduct that:

      1. • Has the purpose or effect of creating an intimidating, hostile, or offensive work environment

         • Has the purpose or effect of unreasonably interfering with an individual's work performance

         • Otherwise adversely affects an individual's employment opportunities

Statement on Sexual Harassment

1. Sexual harassment constitutes discrimination and is illegal under federal, state, and local laws.

2. The Equal Employment Opportunity Commission Guidelines defines sexual harassment as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature.

3. Sexual harassment may include a range of behaviors and may involve individuals of the same of different gender. These behaviors may include but are not limited to:

   1. 1. • Unwanted advances or requests for sexual favors

         • Sexual jokes and innuendo

         • Verbal abuse of a sexual nature

         • Commentary on an individual's body

         • Leering, whistling, or touching

         • insulting or obscene comments or gestures

         • Display in the workplace of suggestive objects or pictures

Procedure for Reporting

1. If you believe that you have been harassed or discriminated against in violation of the above policies, you have the responsibility to report the incident to any one or more of the following persons:

   1. • • Camp Trinity Director

        • Day Camp Coordinator

        • Sports Camp Coordinator

2. All employees are protected from retaliation only if the employee brings the alleged unlawful activity, policy, or practice to the attention of the Director and provides the Director with a reasonable opportunity to investigate and correct the alleged unlawful activity. The protection described below is only available to employees that comply with this requirement.

   1. • • No employee who in good faith reports an ethics violation shall suffer harassment, retaliation, or adverse employment consequence. 

        • An employee who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination of employment. 

        • This Policy is intended to encourage and enable employees and others to raise serious concerns within Camp Trinity prior to seeking resolution outside Camp Trinity. 

        • Camp Trinity has an open-door policy and suggests that employees share their questions, concerns, suggestions or complaints with someone who can address them properly. In most cases, an employee's supervisor is in the best position to address an area of concern. 

        • If you are not comfortable speaking with your supervisor or you are not satisfied with your supervisor's response, you are encouraged to speak with the Assistant Head of School. If you are not comfortable speaking with the Assistant Head of School, you are encouraged to speak to the Whistle Blower Policy Compliance Officer (Jenn Hare). 

        • Supervisors are required to report suspected ethics violations to the Compliance Officer, who has specific and exclusive responsibility to investigate all reported violations.

        • Trinity Academy identifies a Compliance Officer (Jenn Hare), having no in-line authority, who is responsible for investigating and resolving all reported complaints and allegations concerning violations and, at his/her discretion, shall advise the Head of School and the Chairman of the Board of Directors. 

3. Upon completion of the investigation, Camp Trinity, in accordance with the policies set forth in this manual, along with the guidance of Trinity Academy policies, will issue forth the necessary discipline procedures for any parties involved in the unlawful activity.

4. Should a staff member be disciplined or released from employment with Camp Trinity after committing acts of sexual harassment the school will be notified of the following consequences:

   1. • If this individual is a student at Trinity Academy, they will no longer be eligible for a high level position of leadership within the student body.

      • If this individual is not a student at Trinity Academy, the appropriate directorships will be notified of their actions and any disciplinary procedures enacted which may impact their ability to enroll as a student in the future.

Addendum to Camp Trinity's Anti-Harassment Policy

1. Trinity Academy reserves the right to operate according to its sincerely held religious beliefs about Biblical marriage and sexuality and therefore does not define “harassment” as including any enforcement of, or adherence to, its Biblical principles and expectations in the areas of marriage, sexuality, dress, and discipline. 

Appropriate Behaviors

Code of Conduct

• Camp Trinity staff members will agree to adhere to the following behaviors:

1. 1. 1. 1. Avoiding being charged with a criminal offense and, if charged or a charge is likely, to notify the Director as soon as possible.

         2. Honoring the multi-cultural aspects of the Church by refraining from belittling any culture or ethnicity.

         3. Conducting interactions with campers in appropriate settings and at appropriate times, including keeping communication professionally appropriate, seeking to avoid even the appearance of wrongdoing.

         4. Conversing with campers within Trinity Academy’s statement of faith and stated Biblical positions and, when engaged in conversations with camper around doctrinal issues, striving to engage campers in examining their beliefs instead of asserting the personal beliefs of the staff member. Scripture is the final authority.

         5. When engaged in age-appropriate dialogue on topics outside of clearly defined Trinity Academy positions, being clear to campers where it is personal opinion and not established Trinity Academy positions, while respecting the authority and impact that comes from a position of employment. 

         6. Avoiding placing yourself in situations that may cause you to negatively represent Camp Trinity, understanding that you may be unofficially representing Camp Trinity when you are wearing Camp Trinity logo-clothing or are interacting with students outside of camp or in other actions that may be public in nature. While actions may be entirely permissible, wisdom and discernment should be used when considering perception others may have, to allow us, as individuals and a community, to positively point people towards the Gospel.

            1. • This includes being mindful of social media posts, originated by themselves or others, that may interfere with the ability to lead and/or disciple others.

               • It is prohibited for staff members to post pictures of campers on social media for any reason. Social media usage should be minimal throughout the camp day and should only occur while on a scheduled break.

         7. Refraining from actions that will interfere with their good-standing in the Camp Trinity community, as determined by the Director.

Drug and Alcohol Policy

1. Any individual who conducts business at or for Camp Trinity is covered by our drug-free workplace policy. This policy includes but is not limited to staff, volunteers, LEAD participants, campers, and parents/guardians while present at or participating in Camp Trinity programming.

2. Camp Trinity prohibits the possession, sale, conveyance, distribution, or manufacture of illegal drugs, intoxicants, or controlled substances in any amount or in any manner.

3. Camp Trinity prohibits the abuse of alcohol or prescription drugs.

4. All staff members are required not to report to work or be subject to duty while their ability to perform job functions is impaired due to on/off duty use of alcohol or other drugs.

5. Staff are encouraged to report any knowledge of prohibited or dangerous behaviors to a Leadership Staff or the Director. Failure to report this knowledge may result in disciplinary action.

6. Violation of this policy will result in immediate suspension, without pay (for staff), from all Camp Trinity programming.

Appropriate Language

1. 1. Use discretion and wisdom to avoid offending anyone else.

   2. Refrain from profanity or inappropriate talk of any kind. This includes slang, regardless of opinion (I.e., Crap, Freaking, Stupid, etc.).

   3. Refrain from suggestive humor, innuendo, or jokes that could be considered racist or sexist.

   4. Avoid conversation about personal romantic relationships or extremely private issues.

      1. • There can be a desire to share personal experiences as a way of showing empathy or compassion. Make sure you're using wisdom and discretion on what to share with impressionable children.

         • Focus on the fact that we all struggle with sin and we all fall short.

         • Refrain from sharing intimate and specific sin patterns you have struggled with and put the focus on the forgiveness of Christ.

   5. Gossip and negativity kill your credibility as a positive influence. Talking badly about other staff members, campers, or individuals in your personal life is never allowed. If you need to vent or need help resolving a specific conflict, you should seek out a Leadership staff.

Appropriate Relationships

1. Overview

   1. 1. • You are responsible for your actions. 

         • You need to ensure that all of your relationships at camp are appropriate and avoid any suggestions of impropriety or inappropriate behaviors.

         • There is no room or gossip or slander in our program. If you see something you think could be considered inappropriate, you should report it directly to a Leadership staff.

         • Campers and LEAD are not your friends; you should seek to serve and love them but must remain professional at all times.

2. Camper Interactions

1. • • • Campers should not be alone 1-on-1 or in secluded areas. 

       • Physical contact between campers should be extremely limited and should be always be appropriate to the activity.

       • It is your job to ensure that campers are not creating inappropriate relationships; this may mean taking them aside and explaining how they are to act with one another.

3. Staff Interpersonal Relationships

• Your should be upholding and uplifting the reputation of your fellow staff members at all times.

• Campers should not be aware of any interpersonal conflict that may arise between staff members.

• Campers should never be subject to gossip or slander of one staff member by another staff member. If you hear this happening, you need to squash it right away and report it to a Leadership staff.

• You should not share a staff member's contact information with anyone without their direct permission.

• Campers are often interested in figuring out which staff members are dating or interested in one another. This should not be the focus of a camper's week at camp, meaning you should adhere to the following guidelines:

  • 1. 1. Staff interactions with one another should not be different based on gender.

       2. Your actions and appearances should always be above reproach.

       3. Physical contact between staff members should be extremely limited and kept appropriate to the activity at hand.

       4. Staff should not start or entertain gossip about crushes or dating relationships with one another.

       5. Staff should avoid being alone 1-on-1 with another staff member of the opposite gender whenever possible.

4. Staff and Camper Relationships on Campus

1. • • • Staff members are prohibited from seeking out intimacy with a camper, LEAD, or volunteer.

       • In a situation that requires a staff member to assist a camper with changing of clothes, anyone assisting the camper must be the same gender as the camper. There must be two staff members present with one being a Leadership staff. 

       • Physical affection between staff members and camper should be extremely limited and cautious, adhering to the following guidelines:

         1. • 1. Staff should not initiate frontal hugs

              2. Staff should not grab campers, pick them up, or allow them to sit in their laps

              3. Staff are allowed to hold campers' hands that are under the age of 7 but should not initiate the hand holding. Staff are also allowed to hold the hand of any special needs campers, should the camper choose to initiate.

       • Staff members should never be alone with a camper, LEAD, or volunteer. This ensures accountability for both our staff and our campers. Always adhere to the following guidelines:

         1. • 1. One staff member with a minimum of 3 campers/LEAD.

              2. Two staff members with 2 campers/LEAD.

       • If a staff member should ever unwittingly find themselves alone with a camper, they will alleviate the situation as soon as possible and report it to a Leadership staff immediately.

       • Should a camper ever say or do something inappropriate towards a staff member, that staff member should report the interaction immediately to a Leadership staff.

5. Staff and Camper Relationships off Campus

1. • • • Staff members are prohibited from asking a camper for their contact information.

       • Staff members  are prohibited from giving out personal information of participants without expressed permission from a Leadership staff.

       • Staff will not initiate any private contact with campers.

         1. • 1. Any emails or texts between staff and campers must include a campers' parents or Leadership staff and should only be for appropriate reasons (i.e., Being asked to babysit).

              2. Staff are prohibited from private messaging any campers on their social media accounts.

              3. If a staff member is contacted by a camper, they should respond only if it is a program-related conversation and should make the camper's parent or a Leadership staff aware of the contact. Should the conversation turn to small talk or more personal information, the staff member should cut off the communication or copy the camper's parent or a Leadership staff.

              4. Staff are prohibited from meeting with a camper outside of program hours without clear and express permission from the camper's parent. The parents must be informed of all the details prior to the meeting and none of the details of the meeting should change without express permission from the parent.

       • Staff members are prohibited from giving rides to participants unless all the following criteria have been met:

         1. • 1. The staff member has been listed as an authorized pick up by the parents on their child's camp forms.

              2. The parents have been made aware of this pick up and know all the details.

              3. The staff member abides by the camp policy of no fewer than three campers/LEAD to one staff member in a vehicle.

6. Signs that a relationship is no longer appropriate:

• Accountability feels uncomfortable

• Others are noticing a negative appearance

• You become defensive about the relationship

• You are looking to others to meet your needs (attention, self-esteem, etc.)

• You become jealous when someone is spending time with others instead of you

• You begin keeping secrets or hiding information about relationships from others

• You begin sharing personal details in a manner that is inappropriate in the context of the relationship

Child Protection Policy

Abuse as defined by the North Carolina Department of Public Safety:

1. 1. 1. • Physical abuse - Injuring a child by hitting, kicking, shaking, or burning, etc. him/her; also includes throwing objects at the child.

         • Emotional Maltreatment - Crushing a child's spirit with degrading derogatory verbal attacks, threats, or humiliation.

         • Sexual Abuse - Sexual contact with a child (incest, inappropriate touching, rape); pornagraphic use of a child.

         • Neglect - Failure to provide for a child's physical or emotional needs (food, clothing, shelter, medical care, physical or emotional attention); failure to provide guidance or supervision, abandonment.

Staff Screening

• All staff members are screened with the following criteria:

  • 1. An application including employment history and childcare and youth work history.

    2. An interview with 2 Leadership Staff members.

    3. References

    4. Background Checks (as age appropriate)

• All LEAD participants and Volunteers are screened by application.

• Any reasonable suspicions or history of inappropriate behavior with a minor will eliminate an applicant from consideration as a staff member, LEAD participant, or volunteer.

• Any behavior performed by a staff member, LEAD participant, or volunteer during camp programming that does not align with this protection policy will result in immediate termination or employment/participation.

Media Policy

• Staff members, LEAD participants, and volunteers are prohibited from posting photos of camp participants on social media without the express permission from both the participant's guardian and the Director.

• All photos will be screened for appropriateness.

• If a photo-post request is denied and the staff member refuses to comply, they will be in violation of this protection policy and their employment/participation will be terminated.

• All staff members, LEAD participants, and volunteers are prohibited from posting photos of other staff members, LEAD participants, or other volunteers without the permission of everyone in the photo. Leadership Staff may use or post photos for marketing purposes if deemed appropriate.

Suspected Abuse

• If a staff member suspects that a participant is or has been a victim of abuse, that staff member must report it immediately to a Leadership Staff or the Director. The Director will report the suspected abuse to the proper authorities.

• If a staff member, volunteer, LEAD participant, or camp participant is suspected of abuse they will immediately be suspended from all camp programming without pay (if staff) while an investigation takes place by the Director and the proper authorities.

Retaliation

• Camp Trinity prohibits retaliation against anyone, including an employee, volunteer, LEAD, or camper, who in good faith reports prohibited conduct. Retaliation against a participant in the investigation is also prohibited. 

• Anyone who retaliates against someone who has made a good faith allegation of prohibited conduct or intentionally provides false information to that effect will be subject to discipline, up to and including termination. 

Devices

1. You may need to access a desktop computer in order to lead one or more activities for your huddle.

2. Make sure you log off any workstation before you leave.

3. Remember that a classroom workstation does not belong to you - you need to clean up after you use it and ensure nothing is left behind.

4. Do not download anything onto a computer without permission from the Director.

5. Do not do anything on a computer that could hurt the computer or jeopardize the privacy of Camp Trinity and Trinity Academy.

6. Only access files that are necessary to do your job.

7. Inappropriate use of Trinity computers will result in the loss of this privilege and potentially lead to disciplinary action.

8. To access all of the login information and links you may have to visit, use the Useful Links page in this manual.

9. Personal Laptops:

   1. • Should only be used when approved by the Director.

      • Should not be used to access anything contrary to the standards of Camp Trinity.

10. Mobile Devices:

    1. • You will need to use your mobile device to do your job. This could include texting co-counselors who are at a different location across camp, contacting Leadership staff, Googling something a camper has asked a question about, etc.

       • There should be a clear separation between doing your job and personal use (i.e., texting, social media, etc.).

       • Personal use should not be done in front of campers including meals, assemblies, devotions, etc.

       • We are seeking to give campers an unplugged experience and that starts with you.

11. Contacting Other Staff:

    1. • It is a privilege to have the personal cell phone numbers of our Leadership staff. Do not abuse this.

       • Ensure that all communication with Leadership staff and among other summer staff is appropriate, clear, respectful, and timely.

       • Please refrain from contacting the Director and Coordinators after camp hours - they have families and personal lives apart from camp that they'd like to spend time with. 

         1. • Exception - if you are going to be unexpectedly absent the next day, you should contact the Director as soon as you become aware of this. 

       • Remember that all of your digital communication is permanent - never send anything to another staff member that you wouldn't want the Director or one of the Coordinators to see.

       • In the case of mass messaging sent out by the Director, ensure any responses are appropriate and necessary - don't spam a group chat.

Dress Code

1. Overview

   1. • • All staff are required to dress professionally during work hours.

          1. 1. Staff shirts should be worn on Mondays and Fridays and should be clean.

             2. Your appearance should be neat.

             3. Your dress should match the responsibilities of your job - it will be hot and you will be moving most of the day. You may also be bending down to assist smaller campers, so be aware that your shirt and shorts/pants will remain modest regardless of the activity.

             4. Your dress also represents your status as an employee with Camp Trinity and should represent our mission rather than individual expression. When in doubt, clothing should err on the side of modesty.

        • Nametags and Walkies are required parts of your dress. 

          1. 1. These should be on your person at all times. 

             2. Nametags should be easily visible to everyone and walkies should be at an easily reachable distance and appropriate volume.

             3. Walkies must be placed on the chargers at the end of each day.

             4. Name tags should be returned at the end of the week.

        • You must wear shoes wherever you go and during all activities.

2. Female Staff

   1. • • The bottom of your shorts should extend easily past the bottom of your shirt.

        • Shorts and skirts should cover your entire bottom and should not be excessively flowy.

        • If wearing leggings, shirts should cover your entire bottom.

        • Tops should not expose cleavage, midriff, or undergarments.

        • Strapless, halter, tank, and razor back tops are not allowed.

        • If participating in water activities on Thursdays, bathing suits should be worn under a non-white, sold color shirt. You should bring clothes to change into following the water activities.

3. Male Staff

   1. • • Shorts should be at least fingertip length. Shorts and pants should not sag and undergarments should not be visible.

        • All shirts should have sleeves - tank tops are not allowed. Shirts should not be ripped.

        • If participating in water activities on Thursdays, you should wear a non-white, solid colored shirt and shorts that will remain modest if they get wet. You should also bring a change of clothes for after the water activities.

Music

1. Each huddle will be given a speaker with which to play music aloud for their huddle. These can be connected to a staff member's phone via bluetooth.

2. Music played over the speakers should be approved by the Director. 

   • All playlists created by Camp Trinity are approved for play. 

   • If you would like to play a different song/playlist for your huddle you must run it by the Director first.

   • Camp Trinity's Spotify account is paid for and will not include advertisements. If you are using the computer to play music or videos during the camp day for any reason, advertisements should be muted and not shown if at all possible.

Pay and Contracts

1. Staff will be paid at the end of the month (usually on the 30th day of the month).

2. The pay period runs from the 21st of the previous month to the 20th of the current month.

   1. • Ex. The paycheck issued on June 30th will include hours worked from May 21st to June 20th.

3. Pay will be remitted via direct deposit. 

4. You must contact Jenn Hare (jhare@trinityacademy.com) if you are not enrolled in Paycor as this will be were paystubs and hours worked can be reviewed. 

5. Returning employees must contact Mrs. Hare if you would like to change any of your payment information from the previous year.

6. Staff members will not be paid for days they are absent. If you need an alternate for a portion of a day, you will only be paid for hours worked, not hours contracted.

7. If you request time off and an alternate is contracted, you will not be paid for that day of work even if your plans change. You may participate as a volunteer only during the hours an alternate is contracted.

8. If a staff member is released from work for any reason, they will be paid based on number of hours completed, not unworked hours contracted.

9. Questions about payment should be addressed to the Director and Mrs. Hare.

Personal Items

1. Camp Trinity is not responsible for damage, loss, or theft of a staff member's personal belongings.

2. Weapons of any kind are not permitted at camp.

3. If you choose to bring personal sports equipment it must be approved by the Director; again, we do not take responsibility for lost or damaged items.

4. If you have a vehicle at camp, it should be in compliance with all otherwise stated expectations of the program.

   1. 1. Speed limits must be obeyed at all times.

      2. You should be considerate to others in determining the volume of your music.

      3. Bumper stickers and decals should be appropriate.

      4. Campers and LEAD participants should not be in your personal vehicle unless you have been deemed as an authorized pick-up by the parent/guardian. 

Privacy

1. In all matters, we will strive to operate under a policy of minimum necessary information. This includes situations of medical need, emotional need, spiritual need, or otherwise.

2. Should a camper share information that could be considered sensitive, the counselor should operate under discretion when sharing this information with a co-counselor, other campers, and Leadership staff.

   1. • Information that could result in harm to the camper or others MUST be shared immediately with the Director.

3. Medical forms and information are only made freely accessible to the Director and School Nurse. Leadership staff and counselors will have minimal access to camper health information - only what is needed to effectively carry out their jobs and responsibilities.

4. Emergency medications including inhalers and EpiPens may be carried by the camper with pre-approval from the Director. Counselors will be made aware if one of their campers is choosing to self-carry an emergency medication as well as the location of this medicine.

Staff Discipline

1. Camp Trinity expects its staff members to uphold and promote the expectations and standards set forth in this manual. 

2. Should a staff member's performance fall below excellence, Camp Trinity will address the staff members in a timely manner with the intent of improving their performance.

3. Staff members are expected to respond to correction by taking ownership of their mistakes and implementing an improvement plan. 

4. Disciplinary actions will typically begin with a verbal warning.

   1. • This warning will be issued by the Director or a Leadership staff.

      • This warning will be issued to correct minor misconduct or performance difficulties.

      • Verbal warnings may be formal or informal and will not be documented in the staff member's file.

      • Verbal warnings may be issued for, but are not limited to, the following areas:

        1. Arguing

        2. Camper supervision

        3. Cleanliness

        4. Counseling

        5. Discretion

        6. Disruption of camp activities

        7. Dress Code

        8. Failure to enforce rules

        9. Gossip

        10. Huddle Management

        11. Negativity

        12. Neglecting responsibilities

        13. Punctuality

        14. Safety

        15. Work Ethic

5. The Director will issue a written warning if necessary. This may be in the case of a verbal warning proving ineffective or a newly identified problem calling for more serious action.

   1. • Written warnings will be accompanied by a private meeting with the Director and at least one Leadership staff.

      • The written warning form includes the date of the meeting, staff present, nature of the problem, disciplinary measures taken, plan for moving forward, and follow-up meeting date.

      • A copy of this form will be kept in the staff member's file and a copy will be given to the staff member.

      • Actions necessitating a written warning include but are not limited to:

        1. A verbal warning for which improvement has not been demonstrated

        2. Insubordination

        3. Fighting

        4. Inappropriate language

        5. Purposeful damage to camp property

6. Only an adult Leadership Staff can dismiss a staff member. Infraction and performance issues meriting dismissal may include but are not limited to:

   1. • 1. A written warning for which improvement has not been demonstrated

        2. Actions that overtly contradict the standards and expectations of Camp Trinity

        3. Actions that overtly demonstrate a lack of discretion

        4. Inappropriate relationships or the appearance thereof

        5. Illegal activity at or away from camp

        6. Placing a camper in harm's way through intentional action or neglect

        7. Harassment of any kind

Social Media

1. We expect staff members not to post or share any messages, posts, blogs, tweets, or any other social media content about a camper, another staff member, or Camp Trinity itself that are mean, inappropriate, suggestive, obscene, or threatening.

2. Each staff member's online presence could be seen as a representation of Camp Trinity. We expect your internet presence to be clean, appropriate, and in line with the standards of Camp Trinity.

3. Failure to maintain an appropriate online presence can result in termination of your employment with us.

4. Things posted online that could affect your status as a staff member can include but are not limited to: Alcohol, Bullying, Drugs, Slander, Illegal Activities, Obscenities, Slurs, Profanity, Suggestive Language.

Walkies

1. Walkies should always be used in a professional manner. These devices can be heard across campus by parents and Trinity faculty.

2. You should always keep lines clear for communication. Walkies are not to be used for personal conversation irrelevant to the camp setting.

3. Pay attention to your walkie at all times - it should be on your person, not in a pocket or backpack or on the ground.

4. When using the walkie, keep your communication simple and clear.

5. When communicating sensitive information, utilize channel 2.

6. Call for the person or camper you are looking for twice and wait for the person to respond. After they respond, proceed with further information.

7. Make sure your walkie is turned off and placed on a charger before you leave for the day.

Work Hours

1. You are expected to arrive at your scheduled time and leave at your scheduled time unless dismissed early.

2. If you need to arrive late or leave early for any reason, this must be relayed to the Director as soon as you know.

   1. • Scheduled absences will be approved on a case-by-case basis and you will not be paid for hours you do not work.

      • If you are going to be unexpectedly absent due to an injury or illness, or another emergency situation, you must inform the Director as soon as you are made aware. 

      • If you are absent for any reason, an alternate will be called to fill your place. Return to work should be immediate in the case of an expected absence and should be handled with the Director in the case of an unexpected absence.

      • All staff must follow the medical policies of Camp Trinity:

        1. Any staff with a temperature over 100.4 F will not be able to return to work until they are fever free with no medications for at least 24 hours.

        2. Any staff with pink eye will not be able to return to work until they have been on medication for at least 24 hours.

        3. Any staff with lice will not be able to return to work until they are lice-free.

        4. Any staff with an injury severe enough to impede their ability to do the functions of their job will not be able to return to work until medically cleared to do so. 

3. When you arrive:

   1. • Go to your huddle room to check in

      • Clock In (Written on your Time Card and punched in Paycor)

      • Grab a Walkie and turn it on

      • Grab whatever supplies you need for the day

      • Head immediately to your first location

4. When you leave:

   1. • Drop off any huddle items, your walkie, and any other materials that don't need to go home with you

      • Turn in any documents to the Director (Accident Reports, First Aid Logs, etc.)

      • Request new clipboard sheets if yours are full

      • Turn off your walkie and place it on the charger

      • Clock Out (Written on your Time Card and punched in Paycor)

      • Go home!