Here at Cub Creek Science Camp we are dedicated to providing an excellent summer camp experience for our campers. Our goal is to create an environment where kids can be kids and forget about the worries and stress of the outside world. To help make this possible, staff are expected to speak, act and dress appropriately to promote a safe, fun and healthy environment.

As a staff member, I will:

• Show respect to the camp leadership by listening to and following their instructions.

• Use kind and uplifting words and will avoid gossip, foul language, and put downs. I will not use verbal threats of any kind.

• Control words and actions and understand that pushing, kicking, hitting, fighting, inappropriate touching, unwelcome teasing or any other unkind behavior is not allowed. This behavior will not be tolerated and will be grounds for dismissal.

• Contribute to the positive experience of camp for myself and others through attitude and participation in camp activities

• Show respect for camp property by never defacing or destroying camp property or using equipment or supplies without prior permission.

• Not promote or personally use illegal drugs, alcohol or tobacco of any kind when at camp. Alcohol, drugs and tobacco products including vapes are not allowed on property. Possession of these items will be cause for dismissal.

• Not discuss personal, private information with campers such as personal identifiers, mental health history, personal romance/relationships, sexual orientation, gender identity, or political ideologies. Staff will follow our personal identities policy while on camp property.

• Be housed in accordance to my biological sex and while at camp use the gender pronouns associated with that sex or refrain from pronoun use. Follow our personal identities policy while on camp property and not ask others to break the policy.

• Ensure my dress and physical appearance maintains the standards of the code of conduct and sets a modest example.

• Inform a leadership team member if I am experiencing a problem with another staff member, camper or other issue. I understand if leadership is not informed about a problem, they cannot assist or stop the problem.

• It is expected that the conduct of staff is of a standard that is respectful and accepting of all. All staff are expected to uphold the rules, policies and practices of camp and correct or report inappropriate behavior of others to a leadership staff member.

The following guidelines should be used to guide behavior at camp:

Touch

Appropriate

• Handshakes and high fives

• Short, congratulatory or greeting hugs

• Arm around the shoulders

Not Appropriate

• Pushing, hitting, kicking or fighting

• Touching a camper in anger, disgust, or frustration

• Long or intimate hugs

• Kissing

• Back rubs, tickling, massages, lap sitting

• Piggybacks

Talk

Appropriate

• Verbal praise for achievement or behavior

• Verbal encouragement

• Discussion of personal interests, hobbies, favorite camp activities

Not Appropriate

• Compliments or questions related to body development, physical appearance, including gender expression

• Sexual jokes or bathroom humor

• Swearing or vulgar language

• Verbal harassment

• Use of alcohol, illegal drugs, or tobacco products

• Personal information, such as personal identifiers, mental health history, personal relationships, sexual orientation, gender identity, or political ideologies.

At Cub Creek we believe that a respectful, inclusive, and collaborative workplace is essential for the well-being of our team and the children we serve. This policy outlines our commitment to fostering a culture where bullying or disrespectful behavior has no place, and every person feels safe, supported, and valued.

1. Respect

   1. Everyone is treated with dignity and kindness.

      1. “If it's not kind it doesn’t belong here.”

   2. Differences are respected and valued.

      1. “Everyone belongs. Everyone matters.”

   3. Communication is clear, courteous, and inclusive.

      1. “Say what you mean, kindly, and clearly.”

   4. Conflict is handled in a constructive and professional way.

      1. “Speak Directly. Assume good intent. Repair with respect.”

   5. Demonstrate care towards the environment, buildings, and tools we use.

      1. “How we treat our space reflects how we treat each other.”

We expect all staff to act with integrity, empathy, and accountability, especially in front of campers who learn from our example.

2. Bullying is never allowed at Cub Creek.

   1. Repeated, unwanted, aggressive or unkind behavior that involves a real or perceived power imbalance.

3. Disrespectful Behavior - Is never allowed at Cub Creek.  Including but not limited to:

   1. Gossiping, exclusion, or sabotage

   2. Verbal aggression, sarcasm, or personal attacks

   3. Dismissive or condescending tones

   4. Micromanaging or public shaming

Grievances + Reporting

Staff should reference Cub Creek’s Grievances, Reporting + Retaliation Policy and Grievances + Investigations Procedure for detailed guidance. 

Definitions

Respect - Recognizing the worth of every person, place, and thing; and showing that recognition through your words, actions, and attitude.

Kind - Actively choosing to treat others with care, respect, and compassion.

Gossip - Talking about coworkers behind their backs, especially sharing personal information, spreading rumors, or questioning someone’s character in private conversations.

Exclusion - Intentionally leaving someone out of group activities, conversations, or decision-making when they should be included.

Sabotage - Deliberately interfering with another person's work or reputation.

Verbal Aggression - Speaking in a hostile or threatening tone, yelling, or using aggressive language.

Sarcasm - Using mocking or cutting remarks, especially when disguised as humor.

Personal Attacks - Criticizing someone’s character rather than their behavior or work.

Dismissive - Ignoring or brushing off someone's input or concerns without acknowledgment.

Condescending - Speaking down to others as if they are less capable or less intelligent.

Micromanaging - Excessively controlling or nitpicking someone’s work without trust or room for autonomy.

Public Shaming - Criticizing, scolding, or embarrassing someone in front of others.

Cub Creek is dedicated to providing a work environment that is free from harassment, discrimination, and retaliation. As a camp that serves children and families, it is essential that staff and volunteers model inclusive, respectful behavior at all times.

1. Harassment

   1. Unwelcome conduct based on protected characteristics that created an intimidating, hostile, or offensive environment. Including but not limited to:

      1. Verbal: slurs, jokes, name-calling, or offensive comments

      2. Non-Verbal: gestures, emails, or drawings

      3. Physical: Unwanted touching, blocking movement, or intimidation

2. Sexual Harassment

   1. Unwanted sexual advances

   2. Inappropriate touching or comments

   3. Requests for sexual favors

   4. Behaviors that creates a sexually hostile work environment

3. Discrimination

   1. Unequal or unfair treatment of individuals based on legally protected characteristics.

4. Non-Retaliation

   1. No individual will face retaliation for making a good faith report. Retaliation is strictly prohibited and may result in disciplinary action, up to and including termination.

Grievances + Reporting

Staff should reference Cub Creek’s Grievance, Reporting + Retaliation Policy and Grievances + Investigations Procedure for detailed guidance. 

Compliance

If a violation is confirmed, the camp will take appropriate corrective action, up to and including termination of employment or volunteer service.

Definitions

Hostile Environment - Where the words and actions of supervisors or coworkers negatively or severely impacts others ability to effectively perform their job. 

Offensive - When a person says or does something publicly such that it: Is reasonably likely, in all circumstances to offend, insult, humiliate, or intimidate another person or group of persons; Is done because of a status or identity; Is done with the intention of inciting hatred towards a person or group.

Intimidating - Causing fear in another person with the intention or desire to make them do something.

This policy is designed to provide a clear set guidelines for summer camp staff to raise concerns, report violations, and resolve issues in a respectful and constructive manner. It supports a safe, inclusive, and professional working environment for all staff members.

1. What Should Be Reported

   1. Violations of camp policies and procedures

   2. Harassment, bullying, or discrimination

   3. Unsafe work conditions or practices

   4. Retaliation or inappropriate behavior in response to reporting

2. Reporting Procedure

   1. Individuals should reference Cub Creeks grievances and investigation procedure.

3. Confidentiality

   1. All reports and investigations will be treated with confidentiality. Information will only be shared with individuals directly involved in resolving the issue.

4. Documentation and Follow-Up

   1. All formal complaints will be documented, and records will be kept secure. Trends or recurring issues may be reviewed as part of continuous improvement and staff training. Records will be kept for a minimum of 3 years as required by law.

Retaliation

No individual will face retaliation for making a good faith report or cooperating with an investigation. Retaliation in any form is strictly prohibited and may result in disciplinary action, up to and including termination.

Compliance

Failure to report serious concerns that endanger others or the reputation of camp may result in disciplinary action up to and including termination.

Definitions

Serious Concerns - e.g. not limited to, harassment, discrimination, abuse or neglect, safety violations, substance use, and retaliation.

Retaliation - Any negative action taken against someone because they reported something in good faith, cooperated with an investigation, asked questions about rights and policies, or advocated for another individual. 

Making a Grievance

1. Individuals who wish to make a report or learn more about their options should speak to an individual on Cub Creek’s leadership team.

2. The member of Cub Creek’s leadership team will explain the options and process of reporting to the individual. Instances of abuse or neglect must be reported immediately following Cub Creek’s Mandatory Reporting Procedure.

   1. Mediation

      1. For minor issues or interpersonal conflicts, staff are allowed to resolve the matter directly with the individual or may request the support of a supervisor or designated non-supervisory mediator. 

   2. Formal Grievance

      1. For serious concerns, or if an informal resolution is not appropriate or effective staff and leadership should proceed with a formal complaint and investigation. 

Formal Grievance Process

1. The complainant will write a statement including.

   1. What happened?

   2. When and where did it occur?

   3. Who was involved or witnessed the incident?

   4. Was this a one-time event or ongoing issue?

1. Initial Review

2. Once a statement is received the member of the leadership team will send a message to the owner and meet with the owner within 4 hours of receiving the statement. 

   1. Once the statement is reviewed the owner and leadership team member will determine who will conduct the investigation and if any temporary measures will be put in place to ensure safety and minimize disruption during the investigation.

      1. The designated investigator should identify if they have any personal connections with the individuals that would bias or hinder their judgement

3. Investigation

   1. The investigator will collect all necessary information including:

      1. Interviewing the complainant

      2. Interviewing the subject(s)

      3. Interviewing witnesses

      4. Reviewing relevant documents, logs, or footage

   2. The investigator will keep notes of all interviews, findings, and actions taken.

   3. All investigations should be complete and necessary actions taken within 48 hours of receiving a formal complaint.

4. Determination and Action

   1. The interviewer will review all information with the owner and decisions will be made on the preponderance of evidence.

   2. If a violation is confirmed, corrective or disciplinary action may include:

      1. Written Warning and Plan

      2. Mediation

      3. Termination

Communication of Outcome

The complainant and subject will be informed of the general outcome (e.g., “appropriate action has been taken”), respecting privacy. 

Record-Keeping

All reports, investigation notes, and outcomes will be securely stored for at least 3 years as required by law.

Definitions

Mediation - Formal conversation in order to resolve a dispute.

Minor Issues - e.g. not limited to, misunderstandings, personal disagreements, personality conflicts, and minor policy violations that do not endanger other individuals.

Serious Concerns - e.g. not limited to, harassment, discrimination, abuse or neglect, safety violations, substance use, and retaliation.

Preponderance of Evidence - What is more likely than not to have occurred.

Cub Creek Science Camp strives to create a space where all individuals can experience a sense of belonging and form meaningful connections. We work with a diverse group of individuals who come from varied backgrounds and belief systems. Cub Creek believes in the respect of individual beliefs and identities. Cub Creek also believes in keeping the focus of camp on camp. All staff that work at Cub Creek are asked to care for and foster that sense of belonging and connection for the campers who attend our camp regardless of their individual background and identities and to keep the focus of camp on camp. We strive to accomplish this by asking all staff to do the following:

1. Personal Information: Do not discuss or disclose any personal identifiers with campers including but not limited to last name, social media, phone numbers, or addresses.

2. Personal Identities: Do not discuss or disclose personal identities to campers including but not limited to political affiliation, socioeconomic status, personal beliefs on current issues and events, gender identity, sexual orientation, or relationship status.

3. Misgendering: Staff and campers will not misgender any camper or staff at Cub Creek Science Camp.

Personal Pronouns
We have male and female cabins at Cub Creek Science Camp. We ask that if a staff is housed in a cabin that does not align with their gender identity they utilize neutral pronouns while at work and in the presence of campers.

Definitions

Misgendering - At Cub Creek, we define this as intentionally utilizing a pronoun or name someone has requested not be utilized. Staff may opt to utilize any of the following in its place: the name of the camper, neutral pronouns and identifiers in their place (ex. “Hey everyone” “California time to go”), or the identified preferred pronoun. 

This policy is intended to ensure that all staff and volunteers present themselves in a manner that is safe, professional, and appropriate for a children's camp environment. The way we dress reflects our role as leaders, role models, and caregivers.

1. Functional: All clothing worn at Cub Creek Science Camp must allow the wearer to perform all functions of their job comfortably and safely. All clothing worn should be clean and in good repair. 

2. Grooming: As a representative of our camp community and a role model for campers, staff are expected to maintain a clean, neat, and professional appearance at all times. This includes practicing good personal hygiene and presenting themselves in a manner that reflects the values and standards of Cub Creek.

3. Appropriate Messaging: All clothing and images worn at Cub Creek Science Camp must be free from inappropriate images and messaging. (e.g. and not limited to, drugs, alcohol, brutality, profane language, and sexualized imaging)

4. Style Guide: Staff should reference the style guide when questions arise on expectations around professional dress at Cub Creek Science Camp. 

Tops

Tops worn at camp must allow for full range of motion and be appropriate for an active, child-focused environment.

1. Tops must fit comfortably and enable the wearer to perform all job duties (e.g., lifting, bending, running).

2. Crop tops, tank tops, and tops with open sides are not permitted while working at camp.

3. Tops must fully cover the midriff, chest, and shoulders at all times, including during movement and physical activity.

Bottoms

Shorts + pants worn at camp must allow for full range of motion and be appropriate for an active, child-focused environment.

1. All bottoms must fit comfortably, securely, and enable the wearer to perform all job duties (e.g., lifting, bending, running).

2. Shorts must be of an appropriate length so that underwear, buttocks, and midriff are never visible, even during physical activity.

3. Bottoms with excessive holes, tears, or revealing slits are not permitted.

4. Skirts or dresses should only be worn if they meet the same standards for coverage and mobility as shorts or pants.

Footwear

For safety and functionality, all staff must wear closed-toed shoes while working at camp.

1. Footwear must provide adequate support and protection for walking, running, and participating in camp activities.

2. Flip-flops, slides, or sandals may only be worn to and from the pool or within the cabin.

Bathing Suits

When participating in or supervising water activities, staff must wear modest and secure swimwear that is appropriate for working with children and suitable for active movement. 

1. Acceptable swimwear for female campers and staff includes one-piece swimsuits, full-coverage tankinis, and swim trunks with a t-shirt (that will not become transparent when wet) or rash guard. 

2. Acceptable swimwear for male campers and staff includes appropriate length and fitting swim trunks.

3. All swimwear must provide full coverage of the buttocks while moving, swimming, or playing. Female camper’s and staff’s swimwear must also cover the chest and midsection while moving, swimming, or playing.

4. Bikinis, speedos, thong-style suits, or revealing swimwear are not permitted.

Staff may be asked to wear a t-shirt or rash guard over swimwear if additional coverage is deemed necessary by camp leadership.

Hair

Hair at camp must convey the professional role-model that you are. We want you to keep your style and individuality. Extreme departures from a conventional dress, personal grooming, or hygienic standards are not permitted. 

1. Staff may have one up to one color that is not within the naturally occurring spectrum and is not fluorescent in nature. This color may be mixed with naturally occurring colors or be solid. 

2. All dyed hair must be well maintained to convey a professional appearance. 

Changing hair color or style after interviewing and beginning work is not permitted without prior conversation. 

Jewelry

It is expected that you present yourself with a professional image. We believe the choices you make reflect your knowledge of your environment and your audience. We want you to keep your style and individuality. Extreme departures from conventional dress, personal grooming, or hygienic standards are not permitted. Adding new body jewelry after interviewing and beginning work is not permitted without prior conversation.

1. Body piercings, other than earrings and nose studs, should not be visible. Ear gauges are permissible with a plug up to 10mm. Ear gauges larger than 10mm must utilize a skin tone plug. 

2. Jewelry should be appropriate to the activities performed in your work. For safety reasons staff are not allowed to wear hoops, dangling earrings, or nose rings.

Tattoos

Tattoos should not demonstrate an inappropriate message or theme. Face tattoos are not permitted. Adding new visible tattoos after interviewing and beginning work is not permitted without prior conversation.

At Cub Creek Science Camp, the safety and well-being of all campers is our highest priority. In accordance with Missouri state law (§ 210.115 RSMo), all employees, volunteers, and contractors at our camp are considered mandated reporters and are required to report any suspected child abuse or neglect immediately.

1. Who Must Report: All employees, volunteers, and contractors are legally obligated to report suspected abuse or neglect.

2. What Must Be Reported: Any suspected abuse or neglect, past or present, to a child.

3. How to Report: Reference CC Mandatory Reporting Procedure for detailed steps on fulfilling mandated reporting obligations.

4. Training: All staff and volunteers will receive training on recognizing and reporting abuse prior to the start of camp.

5. Non-Retaliation: No individual will face retaliation for making a good faith report. Retaliation is strictly prohibited and may result in disciplinary action, up to and including termination.

Compliance

Failure to report suspected abuse or neglect may result in criminal and civil penalties under Missouri law, as well as disciplinary action within Cub Creek INC.

Definitions

• Mandatory Reporting - Legal requirement for individuals within certain professions to report child abuse and neglect concerns.

• Abuse - Inappropriate treatment of an individual. It includes physical, psychological, emotional, or sexual. 

• Physical Abuse - Use of physical force that may result in bodily injury, physical pain, or impairment. 

• Psychological or Emotional Abuse - Causing extreme anguish, pain, or distress to another person through verbal or nonverbal acts.

• Sexual Abuse - Sexual contact or photographs of a person without their permission or  with any person incapable of giving consent. 

• Neglect - The refusal or failure of a caregiver to provide for the needs of a child or vulnerable adult.

Prevention

Cub Creek also implements the following rules to prevent cases of neglect and abuse or being accused of such:

• Two or more persons should not be in the bathroom at the same time.

• Follow all camp and cabin rules concerning keeping doors and curtains open when privacy is not necessary.

• Avoid being completely alone or out of sight with a single camper or staff member.

• Limit physical affection to high fives, handshakes and pats on the back.

Reporting Procedure

1. If you suspect a child has experienced or is experiencing abuse or neglect you must contact the designated member of the camp leadership team immediately.  Your message should be formatted as shown below. DO NOT PROVIDE DETAILS IN MESSAGE.

Handle With Care

(Name of Camper)

Is the camper currently safe? Yes or No

Is the camper at risk of harm in the next 24 hours? Yes or No

2. The designated team member will acknowledge receipt of text within 15 minutes by liking or directly replying to the message. If receipt is not acknowledged within this time frame resend the message and add the owner.

3. A member of the camp leadership team will speak with you and the camper referenced within 4 hours unless there is imminent danger indicated. If none of the referenced individuals have followed up with you in the time frame indicated, make contact with the owner.

4. If a report is needed, the leadership team member speaking with you will tell you. They will provide you with a report reference number within 4 hours of speaking with you. Your mandatory reporting obligation is not satisfied if a report is necessary and you do not receive a report number.

Mandatory Reporting Obligations

You always have the right to make a report directly to the Missouri Child Abuse and Neglect Hotline if you personally believe a child may be at risk. Even if others aren’t sure or decide differently. The law says you are responsible for reporting if you suspect abuse or neglect, and your judgment matters. No individual will face retaliation for making a good faith report. 

Making An Individual Report

1. If you make an abuse or neglect report independently the designated leadership team member can support you in making the call.

2. You will need to provide camp with the case reference number so we are able to support as appropriate and maintain our records.

The purpose of this policy is to ensure that all staff, volunteers, and affiliates of Cub Creek Science Camp understand their responsibility to protect the confidentiality of sensitive information regarding campers, their families, and fellow staff. This policy promotes trust, safety, and legal compliance.

1. Maintain Privacy: Do not discuss or disclose sensitive camper or staff information outside of professional contexts.

2. Secure Records: Ensure that written or digital records are stored securely and only accessible to authorized personnel.

3. Be Discreet: Avoid discussing confidential matters in public or casual settings even with other staff.

4. Report Concerns Appropriately: If you are concerned about a camper’s safety or wellbeing, follow the appropriate reporting procedure, and do not share the concern outside of the necessary chain of communication.

Need-to-Know Basis

Access to sensitive information is limited to individuals who need the information to perform their specific job responsibilities successfully.

Breach of Confidentiality

Any breach of this confidentiality policy, intentional or accidental, may result in disciplinary action, up to and including termination of employment or volunteer duties. 

Definitions

Sensitive Information - At Cub Creek Science Camp this is defined as medical information, behavioral/disciplinary notes and incidents, family/personal circumstances, and personally identifiable information.

Professional Contexts - Work-related settings where discussing confidential information is necessary to ensure camper safety, wellbeing, or effective camp operations.

Cub Creek Science Camp upholds that while under its employment, all staff members follow our guidelines as it relates to relationships and fraternization. 

While we support growth and the significance of relationships formed at camp, we uphold that no employees shall enter into a romantic relationship with any co-worker. 

While on duty and in the employment of Cub Creek Science Camp, all employees shall respect camps’ policies on fraternization and relationships and conduct themselves in an appropriate manner. We will not accept or overlook circumstances of skirting responsibilities, taking unscheduled time off, or absences as it relates to relationships with other staff.

Paychecks will be issued at the end of the 5th week of camp and the last day of camp. Any  bonus or other incentives will be paid with the last paycheck. Unfortunately, if in case of an emergency you have to leave camp before the end of the summer, your pay will be renegotiated. Time spent not working, outside of your time off, is not paid for by Cub Creek Science Camp. This includes but is not limited to time spent in the health lodge, hospital, and/or time off outside of the assigned days off or time off that was preapproved.

Receiving monetary tips/gratuities is prohibited. If a grateful parent or relative wishes, they may make a donation to the program’s scholarship fund in the name of the staff member they wish to thank, or donate program supplies. Taking a tip from a parent/guardian may imply that you are willing to take better care of one child than another.

As a member of the Cub Creek Staff you are responsible to ensure the proper treatment of all camp property. All camp property must be returned to its designated area immediately after its use, to ensure that it is available for all future users. Lost, missing, damaged property will be charged to the responsible staff and the cost of its replacement may be deducted from that staff member’s final paycheck.

Cub Creek Science Camp has both full-time staff and seasonal staff. No seasonal staff is allowed inside the residences of the full-time staff.

Staff are covered by our Worker’s Compensation. This covers injuries related to work on or during work hours and are considered to need care. Some examples may include but are not limited to:

• Strains

• Broken bones

• Heat exhaustion

Illness including sore throat, poison ivy, colds, bug bites, sunburn, or effects of normal body functions are NOT covered by Worker’s Compensation. 

The following will occur when a staff member is injured during work hours:

The staff member must immediately report any injuries to the Nurse and the Camp Director. The Nurse will evaluate and recommend appropriate level of care. A first report of injury must be filled out by camp’s nurse within 24 hours of the Workers Comp claim, as well as the accident/incident report. If the accident/incident is determined to be non-work related then the staff member or their personal insurance will be responsible.

All staff must provide a doctor's note indicating ability to resume normal work functions prior to returning to work for all illness and injuries requiring  medical attention.

The following items are allowed for you to have at camp under conditions:

• Cellphones. Phone calls and texting are for emergencies and immediate need ONLY when you are on duty. Any time that you are with campers, teaching/leading an activity, or in the sight of campers in general, you should not be on your phone. An “emergency” should be constituted as a time when a call or text needs to be answered immediately and cannot wait until time off or the end of an activity. Calls from a director/ leadership should always be answered. We do not and will not call you for any other reason than for an emergency or important purpose. Camp is not responsible for lost or damaged cell phones. Staff members using phones to have personal conversations unrelated to work will be reprimanded. 

  • On the first offense, you will be required to lock your phone in the staff lounge and only use it there. At the end of that session, you can again keep your phone on your person. 

  • If you misuse your phone a second time, your phone will be kept in the office and only used in the office or checked out during days off. 

• Computers, personal game devices, and other electronics are kept in the staff lounge in your locker when not in use. They are not to be used in the cabin. This also means that if you are seen with ear buds in your ear OR around your neck while not in the staff lounge, there will be consequences.

• Knives. We allow staff to carry a small pocket knife on their person or in their locker. Campers are not allowed to use your knife.

• Matches/Lighter. Some activities may need matches or a lighter. You may carry such, but keep them out of sight and reach from campers.

The following items are NOT allowed on camp grounds under no circumstances:

• Cigarettes, Zynn, chewing tobacco, E-cigs, or vapes

• Illegal drugs or marijuana

• Alcohol

• Weapons or firearms

• Explicit material

• Unauthorized pets

Any staff employed at the camp should not interact with alcohol or marijuana in any illegal way. Staff under 21 are not to consume alcohol or marijuana. Any interaction with alcohol or marijuana will be grounds for immediate dismissal. Staff over 21 are permitted to consume off camp property. However, being found intoxicated or in possession of alcohol or marijuana on camp property (including in one’s vehicle) will result in immediate dismissal. If a staff member over the age of 21 is found purchasing alcohol or marijuana for underage staff, both staff will be dismissed. We also reserve the right to turn over the name of the staff who purchased the alcohol or marijuana to the proper authorities, if a cause was needed. 

Any staff member suspected of using illegal drugs will be asked to submit to a drug test. If the administered test indicates that drugs may have been used, that staff will be dismissed immediately. We reserve the right to ask any staff member to submit to random drug screening at any time. Refusal to take a drug test will also result in immediate dismissal. We ask that all tobacco related products (including vapes), and any smoking paraphernalia be kept off camp property. Finding any of these items in your possession on camp grounds will lead to your immediate dismissal.

In order for camp to be a fun place where everyone is safe, respected, and having fun, all Cub Creek Science Camp staff must be aware of, follow, and enforce all camp rules.

1. Be respectful to everyone and everything around camp. Foul language and physical/verbal aggressions are not permitted. Aggression of any kind will be reported immediately to the Director.

2. Use the buddy system at all times. Campers should always have a buddy when moving between activities, during free time, and in the pool. If a camper ever is not able to find a buddy, match them with the same-sex buddy yourself.

3. Clean up after yourself. Always leave an area as you found it and if you found it messy take the time to help clean it up.

4. Keep food and drinks out of the cabins. Food attracts pests!

5. Campers are allowed inside and on the porch of their own cabin ONLY. This protects the safety and privacy of everyone at camp.

6. Stay on designated trails. “Trailblazing” through the woods can bring anyone in contact with ticks, chiggers, snakes, and poison ivy.

7. Campers must remain in their cabins at night. The only time campers are allowed to leave the cabin are under the supervision of a counselor and/or buddy for night meds or camp planned activities.

8. Be aware of the specific rules for each activity area before beginning the activity. Listen to all specific instructions from the activity leader regarding precautions and expectations.

9. Animal areas may be entered only with an Animal Specialist present. Animal Specialists help to ensure the well-being of our animals and oversee all animal related activities for the safety of our animals and participants.

10. Campers are to wear clean clothes and shower daily. Wearing dirty clothes and not showering can lead to issues with poison ivy, rashes, ticks, and chiggers! 

Employees of Cub Creek Science Camp must adhere to the social media policy. This includes, but is not limited to Facebook, Instagram, Snapchat, TikTok, etc.

1. Employees are not to publish or post any information that is considered confidential or not public. This includes information about campers AND pictures of campers.

2. Employees are not to have campers added to any social media platform. Likewise, campers should not be privy to your social media platforms and its content.

3. Cub Creek Science Camp expects all posts from employees of Cub Creek Science Camp to follow the guidelines set forth in the camp’s code of conduct. This includes but is not limited to items relating to profanity, sexual content, vulgar and defamatory statements, etc.

It is never our intention to terminate anyone’s employment here at camp, but in the case that a staff member is unable to perform the duties they have been hired to, or they are unable to act in the best interest of Cub Creek Inc, their employment may be terminated. Cub Creek requires no notice in the case that an employee should need to be removed from the premises.

The Director reserves the right to cancel on or after the beginning of the program if the program does not meet minimum enrollment; staffs’ contract shall continue only as long as the employee complies with its terms. If said employee and employer agree that for their own interest or the best interest of the program that employment shall be terminated, the employee shall be paid for all days worked.

An employee wishing to resign is required to give four (4) weeks notice ( 28 days)  in writing. If said employee does not report for duty on a scheduled day, employment can be terminated without notice. An Employee that quits, has to leave, or is asked to leave before the end of his/her contract will only be paid for days worked, forfeits their commitment bonus, and is no longer available for rehire at a later date by Cub Creek Inc.

All staff under the age of 18 years of age must have a signed parental consent form on file at the Cub Creek office.

Staff members are expected to follow all camp guidelines. We ask that you respect yourselves, each other, and the facility. Cub Creek Science Camp reserves the right to terminate employment if any staff member:

1.   Continually or deliberately fails to do the job he/she was hired to do.

2.  Continually or deliberately acts not in the best interests of the program, participants and all program personnel.

3.   Puts Cub Creek's reputation in jeopardy in regards to safety and welfare of any participant, negative publicity, carelessness, etc.

4.  Violates the rules and restrictions set out by Cub Creek and its director this includes but is not limited to smoking, drinking, trespassing, drugs, inappropriate dress or personal conduct.

5.  Physically or verbally abuses a participant or fellow staff in any way.

6.  Is unable to act in such a manner as to insure the health and safety of the campers.

Bear River Ranch and Cub Creek Science Camp have a zero tolerance policy regarding Sexual Harassment. This includes physical, verbal, and lewd or suggestive gestures, words or conversation. Report any inappropriate behavior to the Director. The Director reserves all rights to terminate employment without notice for behaviors regarding sexual harassment and misconduct.